Employee Absenteeism and Welfare Measures

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To measure the rate of absenteeism and to know the facilities provided in the company

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Employee Absenteeism and Welfare Measures

  1. 1. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 1 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD EXECUTIVE SUMMARY Karnataka Conveyors and Systems Private Limited (KCSPL) was setup at an opportune time when the economy in the country opened up with liberalization. The concept of increasing productivity to meet global demand and competition by introduction of automatic and semi-automatic devices become more imperative for the manufacturing / engineering industries in the country, Karnataka Conveyors caught up with this concept and commenced manufacturing activities of low cost automation products, component handling devices, position errand conveyors for handling and assembling equipment in the year 1991. The products manufacturing were custom- built, user friendly and cost effective with built-in quality. This project basically deals with the “Study on Employees Absenteeism & Welfare Measures”. Karnataka conveyors main problem is Absenteeism. Absenteeism is probably one of biggest problems that a manger has to handle on an ongoing basis as it impacts on service delivery, staff morale and could lead to financial losses. If the cause has been identified and solutions implemented and an employee continues to be absent from his/her workstation then the only solution would be normal disciplinary procedures. Employee welfare is referred to as betterment facilities to the employees and relates to taking care of the wellbeing of the employees. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to make their work life better and also to raise their standard of living. My study helped me to analyze & interpret the reasons for absenteeism and study the employee welfare measures provided by the organization and gives some controllable measures for absenteeism which would reduce absenteeism and also to know what motivates employees and keeps them regular, committed and loyal to the organization. Sample size will be 45 employees of KCSPL and data collection is based on questionnaire and tool used to analyze data is SPSS.
  2. 2. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 2 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD TITLE OF THE PROJECT: “A Study on Employees Absenteeism & Welfare Measures at KCSPL” COMPANY: Karnataka Conveyers & Systems Private Limited(KCSPL) N-26, Industrial Estate, Gokul road, Hubli-580030. NEED OF THE STUDY The significance of this study is to know of Reasons for Employee Absenteeism and Employee Welfare measures provided by Karnataka Conveyers & Systems Pvt Ltd, Hubli. Employee Absenteeism would help to understand the factors influencing absenteeism and how it can be managed and reduced. Welfare Measures includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. It is provided to keep employee motivation level high which in turn helps in increasing the productivity of the organization. SCOPE OF THE STUDY  The study focuses on Employee Absenteeism and Welfare measures at KCSPL.  To analyze the reasons for Absenteeism and to analyze how the company manages the absenteeism and its impact on production due to absenteeism.  To know the employee welfare measures (statutory and non-statutory welfare measures) provided by the organization to employees and find out the level of satisfaction each individual has about the facilities provided to them. It will help the organization to improvise welfare activities for competitive advantage. OBJECTIVES 1. To analyze the rate of absenteeism. 2. To identify the reasons for employees absenteeism.
  3. 3. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 3 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 3. To understand the various Welfare measures undertaken (statutory and non-statutory welfare measures) at KCSPL. 4. To find the level of satisfaction of employee about the Welfare facilities given by the company RESEARCH METHODOLOGY  Research design: Descriptive and Exploratory.  Method of sampling: Non-Probability Convenience sampling method.  Target population: Employees of KCSPL  Sampling unit: Individual employee.  Sample size: 45.  Sample frame: It has been collected from Department managers, shop floor workers and contractors.  Instrument for data collection: Questionnaire.  Data analysis: SPSS for data analysis and MS-Excel for rate measurement.  Data collection method:  Primary Data: It has been collected from Department managers, shop floor workers and contractors by adopting Interview method, and through Questionnaire  Secondary Data: It has been collected with the study of Manual of KCSPL, HR text books, company website and also the internet. LIMITATIONS  Some people were hesitant to give their opinion, thinking that management would misuse the data.  The data collected from the respondents is assumed to be true and the study may not cover all the aspects of absenteeism and welfare measures.  There was a language problem between the employees.
  4. 4. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 4 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD MAJOR FINDINGS 1. Majority of the employees (84.4%) are aware of the leave policy in the organisation and 15.6% of employees are not aware. Management must see to it that all the employees are made aware of the policies in the organization. 2. If employees are interested to work over time they can work .Management don’t force employees to work overtime, by the study we can find that employees are happy working overtime. 3. We can analyze that 60% of employees are happy working overtime but 40% of employees are not happy working overtime. 4. Even though overtime increases the production capacity some employees will not be interested working for long hours it may be due to varied reasons. 5. We can analyze that 37.8 % of employees are happy with the salary provided by the organisation where as 62.2 % of employees are not happy with the salary and expect more from the organisation. It might due to market inflation and growing economy people feel salary provided to them is less and they are not able to meet their demands. 6. 68.9 % of employee agrees that the organisation provides recognition/rewards if they are regular to the company and 31.1 % of employee don’t agree for this. Since three years organization has put into force the new scheme that if the employees are regular without any single absent during that particular month they will be provided attendance bonus of 10 % of their salary. 7. 31.1 % employees say that organization manages absenteeism by having some temporary staff in reserve whereas 44.4% employees say that they train all the employees in various functions They provide refreshments to the employees when employees work for overtime. 8. Most of them feel benefit provided by organization is average which must be improved by giving some more facilities to employees. 9. Level of Satisfaction Working environment 66.7 % employees says that the working environment is good, 22.4 % employees says that the working environment is very good Employees must be provided with proper working environment so that they tend to work more which will encourage them to be committed and regular to the organization. Medical facilities/frequent medical checkups 33.3% employees agree that the Medial facilities / frequent medical checkups are good and 26.7% employees say that the frequent medical checkups are average. So proper medical facilities and frequent medical checkups must be provided to the employees. 10. Level of satisfaction on other allowances Transport allowance 46.7% employees are satisfied with the transport allowance provided by the organisation, 24.4 % employees are dissatisfied with the transport allowance provided by the organisation whereas 20.0 % employees are neutral towards this When employees go on a tour for official work they are paid with good transport allowance.
  5. 5. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 5 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Attendance allowance Majority (51.1 %) of respondent are satisfied with the attendance allowance, 35.6 % respondents are neutral towards this Employees are paid monthly attendance bonus if they are regular to their work i.e., they are paid 10 % of their salary extra if they are regular throughout the month. Education allowance 37.8 % employees are neutral about the education allowance provided by the organisation, 28.9 % employees are satisfied with the education allowance provided by the organisation whereas 24.4% employees are dissatisfied Education allowance to employees must be increased so that employees can give better life to their children’s education. SUGGESTIONS 1. In order to minimize the rate of absenteeism the company could take care of employee’s health’s especially in production unit by providing more medical schemes. 2. Motivating the employee by monetary and non monetary awards for those who are completed 100% attendance. 3. Targets should be provided to the employees and incentives should be offered to the one who reaches targets on time, which encourages the employee to be regular to the work. 4. The personnel department (HRD) of the factory must conduct the interviews of the absenteeism cases and give proper counseling to the workers. 5. To improve safety awareness among employee by educating them on health aspects conducting safety work shop and to reduce absenteeism. 6. Introducing medical facilities for employees and employee’s family member. 7. The education allowance which is provided is not sufficient for the present market demand so it should be increased accordingly. CONCLUSION  The study is carried out at KCSPL helped me to understand the rate of absenteeism and reasons for absenteeism, which helps us to know the various reasons for employee absenteeism and how does the company manage absenteeism.  The study of Employee Welfare Facilities in KCSPL ltd it is clear that the company is very keen in the promoting all the welfare facilities provided by Karnataka Conveyors and System Pvt ltd. The study concludes that the employees are satisfied with the present Welfare Facilities in the organization.
  6. 6. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 6 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD INDUSTRY OVERVIEW Karnataka conveyor & systems private limited was born at an opportune time when the economy in the courtly opened up with liberal salon. Conveyors primarily perform the movement of uniform loads between fixed points. They may be fixed as portable conveyors, straight or circulars ones. The materials are fed to the conveyors from some other source at the point of start. The conveyors to the point of destination carry them. They are dropped or fed to another conveyor with or without change in the dilation of the movement of materials. They also perform additional service like regulation of the pace of production, adjacent operation, positioning of materials curling handing & temporary storing of materials between the injection & ejection point they are driven with the help of power or without the power through gravity. Material handling equipment are capital investment driven they are not directly used for perdition of the goods or commodities mainly help in the movement & storage of goods. In other words, they help in easy movement & facilitation of goods. They indirectly help in shoring up bottom lives by ensuring less breakage & less damage to goods & other equipment & machinery. The types of material handling equipment vary according to places application & need based requirements. For the purpose of convenience, the overall suitor has been broadly categorized into fixed & non-fixed types. Fixed equipment could be stationery equipment that is capable of moving material & goods from one point to another. The capacity of this equipment could typically range from one ton to several hundred tons. The fixed type of material handling equipment would broadly include cranes & conveyors. It is the type of manufacturing process which actually determines the category of conveying systems that are chosen by the said industrial conglomerate or company. These conveying Systems actually help in carrying the necessary materials or input to the specific materials activity or process & then also help in moving the output to the silos or ware houses for distribution. Another major classification of material handling equipment enclosed the non-fixed type such as forklift tracks, moving cranes, palette tracks cloth fixed & mechanical as the name suggests, these equipment familial the movement of bank materials from the point to point.
  7. 7. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 7 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD This equipment find application in cross section of industries moving cranes are used in moving balk equipment in infrastructure project such as flyovers, interstate light waves, ports etc. The swiveling facture of cranes help in displacement of materials at various project sites & also in the transfer of goods from one point to another. These cranes operate or hydraulic principals & are primarily used for raising & transferring heavy loads in workshops, container yards warehouse & Ports Forklift tracts are primarily used in inventories & storage primarily used in inventories & storage. Those tracks can handle weight from. The indigenous material handling sector is restricted to a very few players because of the light capital costs currently dominant players in the non-fixed segment are Godrej, Volta’s, Larsen & Turbo etc. As in most of these allied industries, there are a few small players spread across the country who manufacture a few varieties of low technology uses & therefore lows price realizations. These small players fend to meet the second hand & requirement of contains yards & other part activities. Godrej has been the pioneering manufacture of forklift trucks in India & today continues to produce a Lange of forklifts, both diesel & electric forklift trucks have a capacity ranging from 1.5 to 16 tons where as the battery operated electric forklift trucks have a capacity ranging from 1 to 2 tons elector engineering company Ltd has also been one of the pioneering producers in bulk material handling equipments their wide product & equipment portfolio caters to core sectors such as cement, coal, power generation fertilizers chemical, steel plants & ports. In case of the fixed segments there are a number of players as there is less investment in this segment there are some big players in this segment also, like Automag India Pvt Ltd, Praja, Venaar, Karnataka conveyors & systems Pvt Ltd. Etc. The main users of these types of equipments are automobile manufactures by adopting this they reduced the material handling process, reduced manpower that is the main problem in the metros as on today conveyor systems are of critical importance to the cement industry & these equipment help in ensuring better manufacturing anomies of Increasing modernize of ports clear to increased tonnage, material-handling equipment are finding more applications.
  8. 8. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 8 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD This calls for state of the art material handling equipment to reduce handling & breakage costs. There has to be a perceptible shift in the mind-sets before most of the uses industries realize the value that material handling equipment bring to various applications also cost tends to be a major factor in the purchase making decisions. Ironically even today there is no rescrub oriented manufacturing in this sector most of the players import transmission equipment & others systems very few industrial have then own full-fledged R&D centre.
  9. 9. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 9 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD COMPANY OVERVIEW Name of the Company Karnataka Conveyors and Systems Pvt. Ltd. Promoters Mr. Mahadev V. Karmari Type of Organisation Private Limited Type of Industry Small Scale Industry Year of Establishment November 1990 Initial Investment Rs. 3,00,000 No. of Directors Two Location N-26 Industrial estate Gokul Road, Hubli. Website www.karnatakaconveyors.com Email kcspl@eth.net kcspl@airtelmail.in Phone No. (0836) 2333759, 2330299 Fax 0091-836-1330442
  10. 10. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 10 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD ABOUT COMPANY KARNATAKA CONVEYORS AND SYSTEMS PRIVATE LIMITAD (KCSPL) was born at an opportune time when the economy in the country opened up with liberalization. The concept of increasing productivity to meet global demand and competition by introduction of automatic and semi-automatic devices become more imperative for the manufacturing / engineering industries in the country, Karnataka Conveyors caught up with this concept and commenced manufacturing activities of low cost automation products, component handling devices, position errand conveyors for handling and assembling equipment in the year 1991. The products manufacturing were custom- built, user friendly and cost effective with built-in quality. The company has experienced work force backed up educated, trained and experienced engineering staff aided with modern design and CAD facilities and has now up-graded its product base to technologically advanced systems for automobile industries. The manufacturing facilities consist modern machinery including CNC machines for the manufacturer of precision parts and components required for the conveyor assembly lines. The factory has about 30000 sq.ft of manufacturing area in industrial estate Hubli. The sales force is spread all over the country through sales agents-network strategy supported by team of dedicated marketing men from the factory. The company received “Best Industry” in the district award during 1994-95 by the state Government for its outstanding performance and also was conferred with the national award as the “outstanding entrepreneur-1997”. The company has exported conveyors for automotive industries to France and Malaysia and has developed conveyors indigenously for paint shops in automobile industries.
  11. 11. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 11 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD VISION STATEMENT A vision is referred to the category of intention that is broad and all inclusive and forward thinking. A vision describes aspirations without specifying means to achieve it. “To manufacture quality assembly handling systems and to grow 5 folds in the coming 5 years of time of the company and also to diversify its business in future.” MISSION STATEMENT Mission is typically focused on the present business scope as to who we are, what we do. Mission statement broadly describes an organization’s present capabilities and future prospectus. The mission puts the vision into tangible form. Each and every organization has a mission statement. This can be seen in the mission of KCSPL. The mission of KCSPL is engraved as. “To build intelligent core integrity with adequate equipment and right kind of engineers to fulfill the target that is set by the company to accomplish and achieve it.” COMPANY OBJECTIVES The main objective of the company is to achieve an edge over the competitors to deliver quality & value to customers especially in the field of automatic & semi- automatic devices. Manufacturing of low cost automation products, components landing device petitioners & conveyors for handling & assembling Equipments at the same time to make sure that these custom built products are user-friendly & cost effective. The other objectives of KCSPL 1. To become key players in economy to foster trade, creating employment. Opportunity, increasing industrial production & accelerating the process of sustainable development. 2. To contribute to the area development & give recognition to North Karnataka & Dharwad district in particular. 3. To modernize the organizational culture through the introduction of new ideas. 4. To use modern technology in maintaining qualify & is increasing productivity. 5. To provide product & service as required by the market & customs.
  12. 12. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 12 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 6. To provide quality products as per the order placed by the customer and installation of the products within stipulated time. 7. To have better understanding b/w management & workers. PRODUCTS MANUFACTURED IN KCSPL 1. Roller conveyors 2. Belt Conveyors 3. Chain Conveyors 4. Slat Conveyors 5. Automation Industries Conveyors  Semi & fully automatic lines /testing lines  Trim Final vehicles  Under body assembly cine with overhead bus bar, self propelled trolley, pantographs etc.,  Pain shop conveyors  Body shop conveyors  Cross transfers conveyors  Storage Conveyors  Elevators, lowerators etc. PRODUCTS MANUFACTURED BY KCSPL TO MEET FOREIGN DEMAND (Export): 1. Toweyor’s for trim lines. 2. Slat conveyors for final assembly lines. 3. Twin chain conveyors for body storage. 4. Rollers’ Tables free [powered] for paint shop l body – welding lines. 5. Transfer trolleys for paint shop / body welding line. 6. Lift tables. 7. Skids for paint / body welding lines 8. Power & free single chain with one side roles for skid handling for paint shop. 9. Pendulum conveyors parts for paint shop. 10. Overhead under body line parts.
  13. 13. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 13 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD AGENTS LIST OF KCSPL Name and Address Region of Representation Mr. Sadashiva. D.N Sasu-de-1’sai D-41, Madhura Nagar Hyderabad-500890 Hyderabad and nearby area. Mr. K.N. Banerji AH.36, sector2 Salt lake city. Calcutta-700091 Calcutta and nearby area. Mr. R.K. Pai Business combines 608, Ivory terrace R.C. Dutt road Baroda-390007 Baroda and nearby area. COMPETITORS’ PROFILE OF KCSPL Avasarala automation Bangalore Web India Bangalore Praja ltd Calcutta Master handlers Pune Vinar ltd Calcutta Miven Mayfran Pvt. Ltd (chip conveyors) Hubli Konark industries Thane Veeraj industries Pune Waidhen Pvt. Ltd Madhya Pradesh T.V.S Engineering Industries Mumbai Table :Competitors Profile of KCSPL
  14. 14. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 14 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD CUSTOMERS’ PROFILE OF KCSPL ABB Limited Bangalore Ashok Leyland Ltd. Group Chennai/Hosur/UTK Weir B.D.K. Valves Hubli Bharat Heavy Electricals Ltd. Bhopal/ Hardwar Trcihy /Ranipet General Motors India Halol Hero Moto Corp Dharuhera Kirloskar Toyoda Textile Ltd. Bangalore / Pune Tata Marcopolo Motors Ltd., Dharwad Chain Conveyor- Tension Unit Body Shop Conveyor Chip Conveyor
  15. 15. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 15 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Free Flow Chain Conveyor Chain Conveyor- Roller Side Assembly Line Slat Conveyor
  16. 16. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 16 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Top roller chain conveyors Slat conveyors Double slat conveyor - excavator assembly line Double slat conveyor - car assembly line Roller Conveyors
  17. 17. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 17 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Turn Tables / Ball Transfer Tables AWARDS  State Level Award - Best Small Scale Industry – 1993 – by Govt. of Karnataka  National Award – Outstanding Small Scale Entrepreneur – 1997 – Special Recognition Award – recd. from Hon. Vice President of India.  Best Entrepreneur Award – 2013, by Mr. Ratan Tata, Business Tycoon, Chairman Emeritus -Tata Group.
  18. 18. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 18 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD
  19. 19. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 19 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD DEPARTMENTAL STUDY It refers to the division of the organization into different divisions of the organization into different units/ departments on the basis of its functions, geographical area, products or a combination of these. As for the company’s better performance, employees are being trained as per to meet the demands of their customers. Specific employees are being posted to specific work, to enhance for the better performance of the organization. In an organization, various departments are made in order to get the work done in a better way and effectively. Different departments perform their respective work separately. Each of the departments is inner related and their work as well. In KCSPL, there are basically two departments namely, operation department and finance department. The operations department has six major departments namely, design, engineering, production, planning, marketing, and stores. The finance departments has two sub departments namely, personnel and finance assistance department. These departments have their own department mangers/ head who take care of the activities and functioning of the departments. These departments are engaged in performing various functions for the smooth running of the business. These departments co-ordinate and cooperate to achieve he companies objectives. The major departments of the company are explained hereupon.
  20. 20. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 20 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD ORGANISATIONAL STRUCTURE
  21. 21. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 21 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 1. MARKETING DEPARTMENT This is the very important department where actual sales take place. All the activities relating to marketing of goods take place. It starts from promotion of the product to after sales services. Hierarchy Of Marketing Department Marketing process: In Karnataka Conveyors & Systems Pvt ltd. The marketing process begins when the marketing representatives or the agents are sent to the customers to gather information about their product requirements. Then a design is prepared according to the requirements of the customers & quotation or estimation contain detailed information about the product, price, technical specification transportation cost , tax & Excise duty payable, payment terms & delivery date & other general terms & conditions. Quotation is issued to the customer & if the customer is satisfied with the Quotation then the customer will place the order. After receiving the order the production work begins. During the production if any charges are to be made, then the approval of the customers will be taken to do so.
  22. 22. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 22 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 2. ENGINEERING DEPARTMENT An engineering department will carry out any repairs necessary on exiting tooling, make new tools jigs and/ or fixtures that are required, and even possibly handle production. It depends solely of the core business of the manufacturing company in question. Hierarchy of Engineering Department  Functions of Engineering Department:  The main in-charge of the Engineering Department is the Engineering manager.  On receipt of the order from the customers will send the Engineering personnel to the project side to see the requirement of the customers such as type of component to be used, the load components etc. they also negotiates on behalf of the company with the customer& decides the terms & conditions such as cost, delivery date, payment terms etc.
  23. 23. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 23 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 3. DESIGN DEPARTMENT Design department of KCSPL is basically into the making of designs and preparation of drawings according to the orders received from the customers. Hierarchy of designing Department  Functions of Designing Department:  On receipt of the order & collection of information about the requirement of the customers, negotiation takes place & the customer issues a purchase order. On the bases of the order the drawings are prepared & it is sent for approval after the approval the detailed drawing of the product is prepared.  The Head of the design department has the overall responsibility of carry out previous of the designs at various stages & also takes corrective actions based on the review.  At various stages verification is done to ensure that the requirements of design output stage meets the requirements of the design output stage.  After successful design verification the designs & development head conducts the validation. A successful validation shall prove that the product meet all the input requirements & its performance under implied output needs.  Any changes or modification in the product design is identified reviewed & verified reform approval of design by the design department.
  24. 24. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 24 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 4. PLANNING DEPARTMENT Planning plays a very significant role in all the business concerns as it deals with the future course of time. Planning helps in formulation of strategies responsible for making long term gains and avoiding risk that comes across the way. Hierarchy of Planning Department  Functions of Planning Department: Planning Department is one of the important departments in KCSPL, in which all the planning activity of the organization takes place. In KCSPL planning is done in two folds.  Project planning  Process planning In project planning, planning is done for coming period. The expenditure of the planned projects are estimated & presented to the top management. After analyzing, the managing director gives approval. Individual projects are assigned & they prepare their technical preference sheet. The parts of the project planning are: Plant Layout, Shop Dimensions, Existing facilities, Special equipment requirements The process planning is concerned with planning the conversion or transformation processes needed to convert the materials into finished products. The major activities of the process planning are: Designing, Paining the order.
  25. 25. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 25 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 5. PURCHASE DEPARTMENT The basic function of the purchase department is to purchase the raw materials for the production, holding the stock and issuing it for production as required. The major raw materials required in the process of production are: Hierarchy of purchase Department Functions of Purchase Department:  To receive “request for purchase” from the factory. To send enquiries , get & compare quotations & select suppliers in consultation with the operating manager  To place the purchase order for Raw materials like iron sheets, shafts, equipments instruments, bearing motors, gearbox, electrical item etc.  To arrange for return of Rejected materials & get replacement etc.  To arrange for stationery materials, arrange for repairs of machinery & any other Equipment, to procure machinery spare parts etc.  To make payment & arrange for onward dispatch of cheques / demand drafts to the supplier.
  26. 26. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 26 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 6. STORES DEPARTMENT In KCSPL, a separate room is provided for storing all materials assembly. The main in charge of stores department is the operating manager & stores officer. The stores officer maintains all the required rewords & issues the material to the different departments following proper procedure stores officer reports to CEO who in turn reports to the director. Hierarchy of Store Department Functions of Store Department:  Receiving goods into the stores after checking them with the content of goods received note & inspection report.  Maintenance of proper record of materials received & issued to production.  Proper classification & codification of Materials.  Maintain the stores department Neal & clean.  Issue materials only against authorized requisition.  Maintain stock levels for each item of materials.  Prevent unauthorized persons from entering into the stores.  Receive back surplus materials Returned.  Initiate purchase requisition for the replenishment of stocks.
  27. 27. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 27 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 7. PRODUCTION DEPARTMENT Since KCSPL is the manufacturing concern, production department is one of the main departments of the company. As we know that production requires the organized utilization of natural resources, men, money, material and machine. Hierarchy of Production Department Objectives of Production Department:  To ensure 100% quality product at the ordered time to the customer.  To make corrections on customers feedback.  Identify the root cause for equipment failure and set it right.  To make optimum utilization of consumables.  Operators and workers welfare.  Taking care of the work emergencies and waste reduction.
  28. 28. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 28 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Machines used for the manufacturing of conveyors: KCSPL Manufactures different types of conveyors : The following all the different types of conveyors manufactured by KCSPL.  Roller conveyors: Roles conveyors are flat, circular or spiral. They are driven through gravity generally materials having that bottoms are moved or boxes or pallets are moved.  Belt Conveyors: Belt conveyors may be flat or elevated with upward or downward flow of materials. The materials of the belt should be suitable to the materials to be moved. Generally rubes covered converse steel plain fabric. Perforated sheets or moving wires are used as belts. The fixed or potable belt conveyors are used according to the requirements of production proves & system. Sl.No. Name of the machine Operation 1. Sharing Machine Cuts the sheets in to required sizes 2. Bending machine To change the shape of the sheets 3. Band Saw Machine Cutting structured steels 4. Welding machine For welding 5. Milling Machine Face filling, slotting 6. Drilling Machine For Drilling, Reaming, Tapping 7. Gas cutting machine Use of LPG ,Oxygen for more than 7mm Sheets , gas, cutting is used therefore Shoring cannot be done. 8. Fly Shop Repairing 9. Power press To change the shape of job 10. Height gauge To mark jobs 11. Shapes Does a slot 12. Bench grinder To sharpen 13. Lathe Machine For turning, threading, facing 14. CNC Machine For mass production tuning.
  29. 29. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 29 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD  Chain Conveyors: Chain conveyors Employ Single or double strands of continue. Co wrapped around head & tail sprockets which can be either stationery or moving the units are generally operated by motor drives attached to the head drive shaft.  Slat conveyors: The slat conveyors are fleshed with the ground & with the adjusted speed the slat conveyors from one side carries the trimmed & type fitted vehicle along the aught for final Assembly operation like AC/oil / fuel filling, seat fitting , Electrical connection etc., The Production Procedure : The required material is issued to the production department buy the stores department. If there is excess work or the required machines are not available then the work is given to sub- contractors. As this is tailor-made project based Organization, the production process is not common for all the products, further there are many types of product that are manufactured by KCSPL. So, it is not possible to study the production process of all the conveyors, and then in this report, the manufacturing of chip conveyors has been highlighted as an example. This is because chip conveyor is one of the popular products of KCSPL & there is much demand for such conveyors in the market. Production process of chip conveyors: 1. On the shoring machine the mild sheets are cut according to the size specified in the final assign of the chip conveyors that is to be manufactured. 2. These sheets are then bended to the shapes as required with the help of the bending machines. 3. they are bend the required shapes & marking are done on them as to where the drilling is to be done, where the welding is to be done etc., 4. After they are marked the welding process begins. 5. Then the painting is done, the pointing booth is provided in the production department the painting is done with sprays. 6. Then the assembling is dons where the various parts are joined & the final product is got. 7. After assembling the conveyors are tested by the Quality control department to see wheaten it is working properly or, there is any problem. 8. After this they call the party to inspect & test it the party may do the inspection themselves or may appoint a third party for inspection. The third party may be an agent of the customers the agents inspect the process right from receipt of material till the dispatch of the end product after they inspect each process, they emboss the job at various stages. 9. One the inspection is done by the party then the goods are packed & dispatched mostly through Lorries. The packing & forwarding is done according to the instructions given in the purchase order, when the company & the customers decide the type of packing & dispatching mode. 10. Then the payment is received by the company.
  30. 30. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 30 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 8. QUALITY CONTROL DEPARTMENT KCSPL has strived to achieve Excellence in design, quality, and manufacture & deliver defect – free competitive products & service. On time it is because of this fact that KCSPL has an Envious record of quality. The company has maintained quality by following principles.  Use of modern machinery in production of quality goods.  Emphasizing quality control programmer  Continues up gradation of good machines & technology & regulars training to the employees for production of good facility goods KCSPL says “Our customer success is our success, we will deliver defect-free competitive products & services on time” Hierarchy of Quality Control Department Following are the responsibilities of Quality control Department: The quality control department inspects the quality at various stages. The whole procedure of unloading to storing of Raw materials & issue of Raw materials for production purpose & bending , cutting welding & fabricating, inspecting is supervised by the facility control department. Their responsibility is to supervise the flow of activities in a sequential manner. a. First, when the raw material are unloaded, the raw materials are inspected there the facility control department checks the quantity , shape, size, quality of Raw materials & also see to it that they are according to the purchase order. b. Secondly, the quality control department inspects the in-process materials. If cheeks the smooth flow of production process & also see whether all the workers are performing this job or not. c. Inspection is also done by the quality control department to know wreathes correct parts are assembled to get the right Encl product this inspection is done at the assemble stage.
  31. 31. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 31 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD d. Finally, the quality control department does the final inspection, which is done after the conveyors are manufactured. They do the trial work to see if the conveyors are working properly. Some conveyors are designed with power circuits & some are designed without power circuits so for the conveyors with power circuits this trial is done. 9. PERSONNEL DEPARTMENT Personnel Department of KCSPL stresses on the philosophy, policies, procedures and practices relating to the management of the people within organizations. Personnel department of KCSPL is a part of finance department. Hierarchy of Personal Department: Functions of personal department are as follows: 1. Manpower planning: Deciding number of employees & the type of employees required. 2. Job Analysis: Describing nature of job & recruitment of people. 3. Staffing : Recruitment & selection 4. Orientation: Introducing the new employees with aspects of new job 5. Training: To provide skill & more knowledge about job to employees so that they can perform their job more effectively. 6. Performing appraisal: appraising the employees about the performance of their job 7. Career planning: assessing an individual employee potential in the organization for the growth. 8. Compensation: Determining how much compensation must be paid to the employees who meet with aliment. 9. Labor supply through contractors to the required departments. 10. Maintaining the accounts information to the finance department for funds. 11. Passing the accounts information to the finance department for funds. 12. Co-ordinating with the legal department regarding any cases or other matters 13. Maintaining the attendance of the workers and discipline among them. 14. Maintenance of the leave, P.F and E.S.I records
  32. 32. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 32 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 10. FINANCE & ACCOUNTS DEPARTMENT Finance department plays a very important role is the existence & progress of an Organization finance department is concerned with procurement of adequate finance & it effective utilization for the achievement of organizational goals. Hierarchy of Finance Department Objectives of the finance Department:  Maintenance of adequate liquid assets  Profit Maximization.  Assuring fair return to the investors.  Building up reserves for growth, diversification & prosperity.  Ensuring effective, efficient & economic utilization of finance. Functions of finance department: 1. To forecast the financial needs of organization. 2. To decide when, where & how to acquire funds to meet the firm’s financial needs. 3. To decide how much cash must be invested in fixed assets & current assets 4. To see to it that adequate supply of cash is available at all time for the smooth running of the business. 5. To see to it that there is continuous cash inflow & outflow without any interruption 6. To ensure supply of adequate funds to all parts of the organization 7. To negotiate with banks, financial institutes & other suppliers of credit, so as to obtain the funds at most favorable terms. 8. Preparing trial balance, P & L account & Balance Sheet. Finance Manager Finance Assistant Director
  33. 33. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 33 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD SWOT ANALYSIS: Swot analysis is a tool for auditing an organization and its environment. It is the first stage for marketers to focus on their key issues. It stands for Strengths, Weaknesses, Opportunities and Threats. SWOT ANALYSIS OF THE COMPANY: S –Strengths  The company’s strength is its having a customer base.  It is serviced and supported by engineers.  The company is having skilled and semi-skilled employees.  Unity is diversity. W –Weakness  The company is having more number of competitors with MNC’s and increasing number of competitors locally.  The company is facing difficulty because it’s having many competitors who are manufacturing same kind of conveyors and of products. O-Opportunities  Many MNC’s are entering into India. The company’s are having more business opportunities.  The company can go bigger than what it is now.  The company can diversify and expand more because of LPG.  The company can enter into global market. T –Threat’s  Retaining the customers is one of the threat’s which are faced by the company.  As it’s a specialized field in them in them serves and increasing wage cost.
  34. 34. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 34 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD INTRODUCTION TO TOPIC EMPLOYEE ABSENTEEISM & WELFARE MEASURES INTRODUCTION TO EMPLOYEE ABSENTEEISM Absenteeism is the term generally used to refers to unscheduled employee from the workplace. Many causes of absenteeism are legitimate –personal illness or family issues, for example- but absenteeism also can be traced to other factors such as a poor work environment or workers who are committed to their jobs. if such absences become excessive, they can have a seriously adverse impact on business operation and ultimately ,its profitability. TYPES OF ABSENTEEISM  Authorized Absenteeism : if an employee is absent himself from work by taking permission from his superior and applying for leave, such absenteeism is called authorized absenteeism  Unauthorized absenteeism: if the employee is absent himself from work without informing or taking permission and without applying for leave, such absenteeism is called unauthorized absenteeism.  Willful absenteeism: if an employee is absent himself from duty willfully, such absenteeism is called willful absenteeism.  Absenteeism caused by circumstances beyond one’s control : if an employee is absent himself from duty owing to the circumstances beyond his control like involvement accidents or sudden sickness, such absenteeism caused by circumstances beyond one’s control. FEATURES OF ABSENTEEISM  The rate of absenteeism is the lowest on pay day, it increases considerably on the days following payments of wages and hours.  The rate of absenteeism varies from department to department within an organization generally; it is high in production department.  Absenteeism is generally high among the workers below 25 years of age add those above 40 years of age.
  35. 35. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 35 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD  Absenteeism in traditional industries is seasonal in character. MEASURES TO MINIMIZE ABSENTEEISM Absenteeism affects the organization from the multiple angles. It affects severely the production process and the business process. The effect of unauthorized absenteeism is more than the types of absenteeism, however, it would be difficult to complete avoid absenteeism. The management can minimize the absenteeism. The following measures are useful in controlling or minimizing absenteeism.  Selecting the employees by testing them thoroughly regarding their aspiration, value system, responsibility and sensitiveness.  Adopting humanistic approach in dealing with the personal problems of employees.  Following proactive in identifying and redressing employees grievances.  Providing hygienic working condition.  Providing welfare measures and fringe benefits balancing the need for the employees and the ability of the organization.  Providing high wages and allowances based on the organization financial position.  Improving the communication network, particularly, the upward communication.  Providing leave facility based on the needs of the employees and organization requirements.  Providing cordial human relation and industrial relations.  Educating the workers.  Counseling the worker about their career, income and expenditure, habits and culture.  Granting leave and financial assistance liberally in case of sickness of employees and his family members. CALCULATION OF ABSENTEEISM RATE Absenteeism can be calculated with the help of the following formula: Absenteeism rate = Number of man days lost x 100 Number of days scheduled to work
  36. 36. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 36 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD CAUSES OF ABSENTEEISM The following are the general causes of absenteeism. i. Maladjustment with working conditions: If the working conditions of the company are poor the workers cannot adjust themselves with the company’s working conditions. Then they prefer to stay away from the company. ii. Social and religious ceremonies: Social and religious functions divert the workers attention from the work. iii. Unsatisfactory Housing conditions: At the work place iv. Unhealthy fatigue: The industrial fatigue compels the workers to remain outside the work place. v. Unhealthy working conditions: The poor and intolerable working conditions in the factories irritate the workers. Excess heat, noise, either too much or too low lighting poor ventilation dust smoke etc., cause poor health of the workers. These factors cause the workers to be absent. vi. Poor welfare facilities: Though a number of legislations concerning welfare facilities is enacted many organizations fail to provide welfare facilities. This is either due to poor financial position of the companies or due to the exploitative attitude of the employer vii. The poor welfare facilities include poor sanitation, washing, bathing first aid appliances, ambulances rest rooms drinking water, canteen shatter, drenches etc., the dissatisfied workers with these facilities prefer to be away from the work place. viii. Alcoholism: Workers mostly prefer to spend money on the consumption of liquor and enjoyment after getting the wages. Therefore the rate of absenteeism is more during the first week of every month. ix. Indebtedness: The low level wages and unplanned expenditure of the workers force them to borrow heavily. The research studies indicate that workers borrow more than 10 times of their net pay. Consequently workers fall to repay the money. Then they try to escape from the place in order to avoid the money lenders. This leads to absenteeism. x. Maladjustment with the job demands: The fast changing technology demands higher level skills from the workers. Some workers fail to meet these demands. Due to their lower level education and or absence of training.
  37. 37. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 37 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD xi. Unsound personnel policies: The improper and unrealistic personnel policies result in employee dissatisfaction. The dissatisfied employees in turn prefer to be away from the work. xii. Inadequate leave facilities: The inadequate leave facilities provided by the employer forces him to depend on ESI leave which allows the workers to be away from the work for 56 days in a year on half pay. xiii. Low level of wages: Wages in some organizations are very poor and they are quite inadequate to meet the basic needs of the employees. Therefore employees go for other employment or take up part time jobs. Thus the employees resort to moonlighting and absent themselves from work. K.N. VAID CLASSIFIES ABSENTEES INTO 5 CATEGORIES VIZ., Entrepreneurs: I) Status seekers: II) Epicureans: III) Family-oriented: IV) The sick and the old. 1. Entrepreneurs: This class of absentees considers that their jobs are very small for their total interest and personal goals. They engage themselves on other social and economic activities to fulfill their goals. 2. The Status seekers; This type of absentees enjoys or perceives a higher ascribed social status and is keen on maintaining it. 3. The Epicureans: This class of absentees does not like to take up the jobs which demand initiative responsibility discipline and discomfort. They wish to have money power status but are unwilling to work for their achievement. 4. Family oriented: This type of absentees is over identified with the family activities. 5. The sick and the old: This category of absentees is mostly unhealthy weak constitution or old people. CHARACTERISTICS OF DIFFERENT TYPES OF CHORNIC ABSENTEES; 1. Entrepreneurs:  They consider their job is too small in respect to (i)their skills (ii)their interests,(iii)their skills and abilities.  Their desire is to make quick money, high status and more power.  They derive satisfaction from recognition in the social achievements and activities.  Dissatisfied with the present job.  Endowed with energetic spirit, innovate/creative ideas risk takers, high achievers.  Absence of a challenging and highly rewarding job results in absenteeism.
  38. 38. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 38 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 2. Status seekers:  Enjoy higher ascribed social status and keen on maintaining it.  Don’t consider the job achievement as significant.  Difference between desired and achieved status in the organization result in deviant work behavior.  Derive satisfaction from need oriented social groups.  They make up the loss of status in the organization of groups. These factors cause absenteeism. 3. Epicureans:  Dislike change initiative responsibility discipline and physical comfort. There are two types of absenteeism, each of which requires different types of approach 1. Innocent absenteeism Innocent absenteeism refers to employees who are absent for reasons beyond their control; like sickness & injury. Innocent absenteeism is not culpable which means that it is blameless. In a labor relations context this means that it cannot be remedied or treated by disciplinary measures. 2. Culpable absenteeism Culpable absenteeism refers to employees who are absent without authorization for reasons which are within their control. For instance, an employee who is on sick leave but he/she is not sick, & it can be proven that the employee was not sick, is guilty of culpable absenteeism. In a labor relations context this means that progressive discipline can be applied. The excessive absenteeism leads to many problems to the employers as well as workers. The effects of absenteeism are as follows:  Reduced productivity.  Loss of income on the part of the workers.  Disturb the efficiency & discipline of the industries.  Recruitment of additional employees to adjust them in the place of absent workers.  Reduction in the production. Thus it is very much necessary to control the excessive absenteeism. The following are the measures can be taken to reduce the excessive absenteeism.  Adopting a well defined recruitment procedure.  Providing healthy & hygienic working condition.
  39. 39. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 39 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD  Give reasonable wages to the workers.  Motivate the employees through welfare & social measures.  Prompt redressal of grievances.  Proper safety measures & training regarding safety measures. EMPLOYEE WELFARE MEASURES INTRODUCTION TO EMPLOYEE WELFARE MEASURES After the employees have been hired, trained and remunerated, they need to be retained to serve the organization better. Welfare facilities are designed to take care of the well-being of the employees and do not result in any monetary benefits to the employees. The wages provided to the employees may not be sufficient to meet needs like medical facilities, children education, maternity leaves of female employees etc. Therefore, the Government has made certain legislations & acts compulsory to protect the interest of the employees. MEANING & DEFINITION Welfare means facing or doing well. It is a comprehensive term and referred to the physical, mental, moral and emotional well being of individual .Employee welfare includes various services, benefits and facilities offered to employee by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in addition to normal wages and other economic rewards available to employees as per the legal provisions. Employee welfare is referred to as betterment facilities to the employees and relates to taking care of the well being of the employees. Welfare includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. Welfare helps in keeping the morale and motivation of the employees high so as to retain the employees for longer duration. The welfare measures need not be in monetary terms only but in any kind/forms. Employee welfare includes monitoring of working conditions, creation of industrial harmony through infrastructure for health, industrial relations and insurance against disease, accident and unemployment for the workers and their families. Labor welfare entails all those activities of employer, which are directed towards providing the employees with certain facilities and services in addition to wages or salaries.
  40. 40. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 40 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD AIMS AND OBJECTIVES OF EMPLOYEE WELFARE MEASURES  The aims and objectives of the employee welfare measures are partially  Humanitarian - to enable the workers to enjoy a fuller and richer life and partially  Economic - to improve the efficiency of the workers and also partly Civic - to develop among them a sense of responsibility and dignity To provide better life and health to the workers  To make the workers happy and satisfied  To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers.  To boost the morale of the employees  To comply with the various legislations and acts of the Government.  To provide various measures for the safety of the employees.  To create a sense of belongingness among the employees and to retain them. THE BASIC FEATURES OF EMPLOYEE WELFARE MEASURES ARE AS FOLLOWS: 1. Employee welfare includes various facilities, services and amenities provided to workers for improving their health, efficiency, economic betterment and social status. 2. Welfare measures are in addition to regular wages and other economic benefits available to workers due to legal provisions and collective bargaining 3. Employee welfare schemes are flexible and ever-changing. New welfare measures are added to the existing ones from time to time. 4. Welfare measures may be introduced by the employers, government, employees or by any social or charitable agency. 5. The purpose of labor welfare is to bring about the development of the whole personality of the workers to make a better workforce. The very logic behind providing welfare schemes is to create efficient, healthy, loyal and satisfied labor force for the organization. The purpose of providing such facilities is to
  41. 41. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 41 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD make their work life better and also to raise their standard of living. NEED FOR WELFARE Welfare has become essential because of the very nature of the industrial system. An overall survey of the living and working conditions of industrial workers, the need for labor welfare becomes immediately apparent. A welfare service has become necessary to counteract the handicaps to which the workers are exposed, both in their work-life and folk-life, and to provide opportunities and facilities for a harmonious development of the workers personalities. Welfare has an important, positive and dynamic part to play in the industrial economy. Welfare facilities can prevent workers from falling prey to alcoholism, gambling and other vices, which demoralize them and result in uncongenial work environment, absenteeism etc . It also helps in improving workers efficiency, their sense of commitment and their health and personality and making them feel that the state and their employers are interested in their welfare. These factors go a long way in improving and sustaining good industrial relations. IMPORTANCE OF EMPLOYEE WELFARE MEASURES The important benefits of welfare measures can be summarized as follows,  They provide better physical and mental health to workers and thus promote a healthy work environment·  Facilities like housing schemes, medical benefits, and education and recreation facilities for workers' families help in raising their standards of living.  It makes the employees pay more attention towards work and thus increases their productivity.  Employers get stable labor force by providing welfare facilities.  Employees take active interest in their jobs and work with a feeling of involvement and participation.  Employee welfare measures increase the productivity of organization and promote healthy industrial relations thereby maintaining industrial peace.  Organizations provide welfare facilities to their employees to keep their motivation levels high.
  42. 42. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 42 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD  It also helps to minimize social evils like alcoholism, gambling, drug addiction etc.  It leads to a general feeling of satisfaction with the company and cuts down labor turnover.  The employee welfare schemes can be classified into two categories viz. statutory and non statutory welfare schemes. The statutory schemes are those schemes that a 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. STATUTORY WELFARE MEASURES 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. 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 some 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.
  43. 43. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 43 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 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- SATUTORY WELFARE MEASURES The non-statutory welfare schemes may include the following schemes: 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. 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
  44. 44. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 44 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD organization. PRINCIPLES OF EMPLOYEE WELFARE MEASURES Following are generally given as the principles to be followed in setting up employee welfare service:  The welfare measures should satisfy real needs of the workers. This means that the management must first determine what the employee’s real needs are with the active participation of the employees.  The welfare measures should not 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 individualizes the benefit system though it may be difficult to operate and administer.  The employer should not assume a benevolent posture.  The cost of the welfare measures should be calculated and its financing should be established on a sound basis.  There should be periodical assessment or evaluation of the welfare measures and necessary & timely changes must be made on the basis of feedback. TYPES OF WELFARE ACTIVITIES The meaning of Labor welfare may be made clearer by listing the activities and facilities which are referred to as welfare measures. A comprehensive list of welfare activities is given Moor they in his monumental work on Labor welfare the divided welfare measures into two board groups namely. 1) Welfare measures inside the work place. 2) Welfare measures outside the work place – each groups included several activities. A. Welfare measures inside the work place. I). Conditions of the work environment. a) Neighborhood safety, cleanliness attention to approaches.
  45. 45. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 45 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD b) Housekeeping, up keeping of premises compound wall, lawn, garden and so forth aggress and ingress, passage and doors, white washing of walls and floor maintenance. c) Workshop (room) sanitation and cleanness, temperature, humidity, ventilation, lighting, elimination of dust, smoke fumes, gases. d) Control of effluents. e) Convenience and comfort during work that is operative posture, seating arrangement. f) Distribution of work hours and provision for rest hours, meal times and brakes. g) Women safety measure that is maintenance of machines and tools, fencing to machines, providing guards, aprons, goggles and first aid equipment. h) Supply of necessary beverages and pills and tables that is salt tablets, mile soda. i) Notice board, posters, pictures, slogans, information or communication. II) Conveniences a) Urinals and lavatories, wash basins, bathrooms provision for spittoons, waste disposal. b) Provision of drinking water, water coolers. c) Canteen services, full and meal mobile canteen d) Management of wonders, cloak rooms, rest rooms, reading room and library. III) Workers health service Factory health centre, dispensary, ambulance, emergency aid, medial examination for workers, health education, health research family planning services. IV) Women and Child Welfare Antenatal and postnatal care maternity aid crèche and child care, women’s general education separate service for women workers, that is lunch rooms, urinals, rest rooms, women’s recreation (indoor) family planning service. V) Women’s Recreation Indoor games, strenuous games to be avoided during interval of work. VI) Employment follow - up
  46. 46. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 46 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD Progress of the operative in his / her work his / her adjustment problems with regard to machines and work load, supervision and colleague’s industrial counseling. VII) Economic service Co-operative, loans, financial grants, thrift and sailing schemes, budget knowledge, unemployment insurance, health insurance, employment bureau, profit sharing and bonus schemes, transport services provident fund, gratuity and pension rewards and incentives, workmen compensation for injury, family assistance in time of need. VIII) Labor management participation a) Formation and working of various committees, that is workers committee safety committee, canteen committee, consultation in welfare area in production area in the area of administration in the area of public relation. b) Workmen arbitration council. c) Research bureau. IX) Worker’s Education Reading room, library circulating library, visual education, literacy classes, adult education, social education, daily news reviews, factory news bulleting, cooperation with workers in education services. B. Welfare measures outside the work place a) Housing bachelors, quarters, family residences, according to types and rooms. b) Water, sanitation, waste disposal. c) Roads, lighting, parks, recreation, play grounds. d) Schools, nursery, primary, secondary and high schools. e) Market, co-operative, consumer and credit societies. f) Bank g) Transport h) Communication, post, telegraph and telephone. i) Health and medical services, dispensary emergency ward, our-patient and in- patient care, family vesting, family planning. j) Recreation, games, clubs, craft centers, cultural programmes, that is music clubs, interest and hobby, circus, festival celebration study circus, reading room and library open air theaters, swimming pool, athletics, gymnasia. k) Water and ward services.
  47. 47. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 47 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD CONSTITUTION OF INDIA The objectives of welfare are adumbrated in the following articles Article 38: The state shall strive to promote the welfare of the people by securing and promoting as effectively as it may a social order in which justice social, economic and political shall inform all institution of national life. Article 39 : The state should direct its policy towards securing adequate means live hood to all citizens proper distribution of the national resources of the community to the common good, prevention of concentration of wealth to the common detriment equal pay for equal work for both men and women, protection of health and strength of workers and avoiding circumstances which force citizens to enter a vocation unsuited to their age or strength and the protection of childhood and youth against exploitation or moral and material abandonment. Article 41: The state shall within limits of its economic capacity and development make effective provision for securing the right to work to education to public assistance in case of unemployment, old age, sickness, disablement and in other case of underserved wants. Article 42: The state shall make provision for securing just and human conditions of work and for maternity relief. Article 43: The state shall endeavor to secure by suitable legalization on economic organization on in any other way to all workers agricultural, industrial or otherwise work, a living wage conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities and in particular the state shall endeavor to promote cottage industries on an individual or co-operate basis in rural areas.
  48. 48. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 48 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD STANDANDING ORDERS ACT • To avoid friction amongst the employers and workmen employed in an industry is the principal aim of Indian Legislation in India. • It was considered that the society had a vital interest in the settlement of terms of employment of Industrial Labor and also settlement of Labor problems. • Therefore, the steps were taken by the Central Government to enact Industrial Employment (Standing Orders) Act, 1946 with a view to afford protection to the workmen with regard to conditions of employment. • There was no uniformity in the conditions of service of workers until this Act was brought. • The absence of standing order, clearly defining the rights and obligations of the employer • The demand for statutory service conditions was first raised by Bombay Cotton Textile workers in 1927-28. • The Bombay Industrial Disputes Act of 1938 provided, for the first time, for statutory standing orders. • The Labor Investigation Committee 1944-46 observed: “An industrial worker has the right to know the terms & conditions under which he is expected to follow”. Definition under the Act (Sec.2) “Standing Orders” mean rules relating to matters set out in the Schedule to the Act [Sec.2 (g)] to be covered and in respect of which the employer has to draft for submission to the Certifying Officer, are matters specified in the Schedule. OBJECTIVES  To require employers to define the conditions of work  To bring about uniformity in terms and conditions of employment  To minimize industrial conflicts  To foster harmonious relations between employers and employees.  To provide statutory sanctity and importance to standing orders.
  49. 49. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 49 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD SCOPE AND APPLICATION  The Act extends to the whole of India  It applies to every establishment wherein 100 or more workmen are employed or employed on any day preceding twelve months.  The appropriate Govt. can exempt any establishment from any of the provisions of the Act  It applies to railways, factories, mines, quarries, oil-fields, tramways, motor services, docks, plantations, workshops, civil construction and maintenance works.  The Act has 15 sections and a schedule.  The Act is applicable to all workmen employed in any industrial establishment to do any skilled or unskilled, manual, supervisory, technical, clerical work.  Even the apprentices are also included.  But the persons employed mainly in a managerial/administrative/supervisory capacity drawing wages exceeding Rs.1600 are not covered. STANDING ORDERS  Classification of the workmen : temporary, casual, apprentices  Manner of intimating to workmen periods and hours of work, holidays, pay-days and wage rates  Shift working  Attendance and late coming  Conditions of, procedure in applying for, and the authority which may grant leave and holidays  Requirements to enter premises by certain gates and liability to search  Closing and reopening of sections of the establishments, or temporary stoppages  Suspension or dismissal for misconduct and acts and omissions which constitute misconduct.
  50. 50. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 50 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD TITLE OF THE PROJECT: “A Study on Employees Absenteeism & Welfare Measures at KCSPL” NEED OF THE STUDY The significance of this study is to know of Reasons for Employee Absenteeism and Employee Welfare measures provided by Karnataka Conveyers & Systems Pvt Ltd, Hubli. Employee Absenteeism would help to understand the factors influencing absenteeism and how it can be managed and reduced. Welfare Measures includes anything that is done for the comfort and improvement of employees and is provided over and above the wages. It is provided to keep employee motivation level high which in turn helps in increasing the productivity of the organization. Hence this project helps to know the reasons for employee absenteeism and factors involved in it and by calculating rate of absenteeism it will help the company to improve the conditions. So that measures are taken to minimize the employee absenteeism. And welfare measures helps to study the welfare activities in the organization which would help in increasing the productivity of the organization and keep the employee morale high. SCOPE OF THE STUDY  The study focuses on Employee Absenteeism and Welfare measures at KCSPL.  To analyze the reasons for Absenteeism and to analyze how the company manages the absenteeism and its impact on production due to absenteeism.  To know the employee welfare measures (statutory and non-statutory welfare measures) provided by the organization to employees and find out the level of satisfaction each individual has about the facilities provided to them. It will help the organization to improvise welfare activities for competitive advantage.
  51. 51. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 51 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD OBJECTIVES 1. To analyze the rate of absenteeism. 2. To identify the reasons for employees absenteeism. 3. To understand the various Welfare measures undertaken (statutory and non-statutory welfare measures) at KCSPL. 4. To find the level of satisfaction of employee about the Welfare facilities given by the company, RESEARCH METHODOLOGY: is way to systematically solve the research problem. It is a plan of action for a research project and explains in detail how data are collected and analyzed. This research study is a descriptive research study. RESEARCH DESIGN: A research design is a plan that specifies the objectives of the study, method to be adopted in the data collection, tools in data analysis. “A research design is an arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to research purpose with economy in procedure”. RESEARCH DESIGN: Descriptive and Exploratory. METHOD OF SAMPLING: Non-Probability Convenience sampling method. TARGET POPULATION: Employees of KCSPL AREA OF STUDY: Industrial Area, Hubli SAMPLING UNIT: Individual employee. SAMPLE SIZE: 45. SAMPLE FRAME: It has been collected from Department managers, shop floor workers and contractors. INSTRUMENT FOR DATA COLLECTION: Questionnaire. DATA ANALYSIS: SPSS for data analysis and for calculation of absent rate MS-Excel. TIMEFRAME: The entire project is proposed to be completed from 5th May to 4th July.
  52. 52. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 52 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD DATA COLLECTION METHOD:  Primary Data: It has been collected from Department managers, shop floor workers and contractors by adopting Interview method, and through Questionnaire.  Secondary Data: It has been collected with the study of Manual of KCSPL, HR text books, company website and also the internet. UTILITY OF THE PROJECT:  Benefit to Academicians: From this project I have been able to understand the reasons for employee absenteeism and by calculating absent rate for 5 months we have analyzed what type of leave usually the employee takes and cause and effect behind it. By studying welfare measures I have understood the importance of welfare measures in the organization, which usually motivates the employee and keep them loyal and committed towards their work. This project also gives me exposure about various aspects of employee absenteeism and welfare measures at KCSPL.  Benefit to company: Through this project, KCSPL will be able to know the reasons behind employee absenteeism and they can take steps to reduce the absenteeism rate which further improves employee’s efficiency and in turn helps in production level and benefits the organization, and by analyzing welfare activities, the company can better understand what more welfare measures are expected from their employees, which helps to keep the employee morale high and committed to the organization. LIMITATIONS  Some people were hesitant to give their opinion, thinking that management would misuse the data.  The data collected from the respondents is assumed to be true and the study may not cover all the aspects of absenteeism and welfare measures.  There was a language problem between the employees.
  53. 53. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 53 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD CALCULATION OF RATE OF ABSENTEEISM FOR 5 MONTHS JAN 2014 TO MAY 2014(CURRENT YEAR) Absenteeism can be calculated with the help of the following formula: Absenteeism rate = Number of man days lost x 100 Number of days scheduled to work For calculating rate of absenteeism we require number of people scheduled to work and number of people actually present .Absenteeism can be found out using absenteeism rate method which require the details given below: A. Average num of employees in workforce=45. B. Num of available workdays during the period=130. C. Total num of available work days (A * B)= 5850. D. Total num of lost days due to absence during the period=109. E. Absenteeism rate = (D/C)*100 =1.86% appropriately 2% Hence the Absent rate of KCSPL for 5 months i.e., from Jan 2014 to May 2014 is appropriately 2% Since absenteeism is a major barometer of employee morale, absenteeism above 5 percent has to be considered as very serious issue. Since the data which we have collected from KCSPL is of 5 months only for a current year it may be further increased. NOTE: JAN 31-4(SUN)=27 Working days FEB 28-4(SUN)=24 Working days MAR 31-5(SUN)=26 Working days APRIL 30-4(SUN)=26 Working days MAY 31-5(SUN)=27 Working days TOTAL WORKING DAYS 130 working days
  54. 54. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 54 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD MEASUREMENT OF ABSENTEEISM This data is extracted from employee absent records of KCSPL and computed the graph of monthly absenteeism which explains the measurement of absenteeism on a bar chart from Jan 2014 to May 2014. 4.244444444 3.533333333 3.222222222 2.733333333 2.755555556 Measurement of Absenteeism JAN FEB MAR APR MAY
  55. 55. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 55 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD WELFARE MEASURES UNDERTAKEN BY KCSPL  Education Assistance for 1st to 10th class students.  Annual assistance for school children per head cash of 500 Rs/- SAFETY MEASURES AT KCSPL:  Gloves, mesh guards, safety shoes.  Fire extinguisher.  Refreshment facility (during overtime).  Travelling allowance.  Good sanitary facilities are provided.  Rest rooms facilities.  Provision Uniform -2 Pairs a year. HEALTH MEASURES AT KCSPL:  Provision for free Medical checkup for employees,  There is provision for First Aid facility.  Provision for water filters for safe drinking water.  ESI benefits.
  56. 56. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 56 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD ANALYSIS AND INTERPRETATION EMPLOYEE ABSENTEEISM 1. Are you aware of the leave policy in the organization? Frequency Percent Valid Percent Cumulative Percent Valid Yes 38 84.4 84.4 84.4 No 7 15.6 15.6 100.0 Total 45 100.0 100.0 Interpretation: Majority of the employees (84.4%) are aware of the leave policy in the organisation and 15.6% of employees are not aware. Management must see to it that all the employees are made aware of the policies in the organization.
  57. 57. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 57 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 2. Are you assigned with overtime in your work? Frequency Percent Valid Percent Cumulative Percent Valid Always 4 8.9 8.9 8.9 Most of the times 11 24.4 24.4 33.3 Sometimes 29 64.4 64.4 97.8 Never 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can interpret that 64.4 percent employees says that sometimes they are assigned with the overtime in their work whereas 24.4 percent employees says that most of the time they are assigned with the overtime and 8.9 percent employees says that always they are assigned with the overtime in their work in the organisation.
  58. 58. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 58 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 3. Does your overtime increase the level of productivity in the organization? Frequency Percent Valid Percent Cumulative Percent Valid Yes 40 88.9 88.9 88.9 No 5 11.1 11.1 100.0 Total 45 100.0 100.0 Interpretation: We can interpret from the graph that 88.9 percent of employees agree that there will be increase in the productivity level in the organization due to the overtime and 11.1 percent of employees don’t agree that overtime increases the level of productivity.
  59. 59. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 59 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 4. Are you happy working overtime? Interpretation: From the above graph we can analyze that 60 percent of employees are happy working overtime but 40 percent of employees are not happy working overtime. Even though overtime increases the production capacity some employees will not be interested working for long hours it may be due to varied reasons. Frequency Percent Valid Percent Cumulative Percent Valid Yes 27 60.0 60.0 60.0 No 18 40.0 40.0 100.0 Total 45 100.0 100.0
  60. 60. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 60 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 5. Are you satisfied with the salary provided by the company? Frequency Percent Valid Percent Cumulative Percent Valid Yes 17 37.8 37.8 37.8 No 28 62.2 62.2 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can analyze that 37.8 percent of employees are happy with the salary provided by the organisation where as 62.2 percent of employees are not happy with the salary and expect more from the organisation. It might due to market inflation and growing economy people feel salary provided to them is less and they are not able to meet their demands.
  61. 61. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 61 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 6. How many leaves do you take excluding weekly holidays in a month? Frequency Percent Valid Percent Cumulative Percent Valid 0-2 days 27 60.0 60.0 60.0 1-4 days 14 31.1 31.1 91.1 4-6 days 4 8.9 8.9 100.0 Total 45 100.0 100.0 Interpretation: From the graph we can say that out of 45 employees 27 employees take 0-2 days leaves in a month 14 employees take 1-4 days leaves and 4 employees take 4-6 days leaves in a month excluding the weekly off in a day. We can interpret that most of them take 0-2 days leave which may be casual leave, sick leave or privilege leave.
  62. 62. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 62 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 7. Do you inform the reasons for leave in advance to your supervisor? Frequency Percent Valid Percent Cumulative Percent Valid Yes 37 82.2 82.2 82.2 No 8 17.8 17.8 100.0 Total 45 100.0 100.0 Interpretation: Majority (82.2 percent) of the employees inform their supervisor before they take the leave and 17.8 percent employees says that they won’t inform their supervisor in advance if it is loss of pay. It is better o inform the supervisor in advance before they take leave so that alternate arrangements are made to avoid uncertainties.
  63. 63. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 63 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 8. Which of the following leave you often avail? Frequency Percent Valid Percent Cumulative Percent Valid Casual Leave 29 64.4 64.4 64.4 Privilege Leave 7 15.6 15.6 80.0 Sick Leave 9 20.0 20.0 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can analyze that 64.4 percent employees take casual leave and 15.6 percent employees take advantage of privilege leave and 20 percent employees usually take sick leave. Usually casual leaves are 12 per year and earned leave are 14.Based on these employees take advantage of leave facilities.
  64. 64. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 64 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 9. For what reasons have you taken leave most of the time? Frequency Percent Valid Percent Cumulative Percent Valid Maladjustment with industry 2 4.4 4.4 4.4 Social and religious ceremonies 16 35.6 35.6 40.0 Housing conditions 14 31.1 31.1 71.1 Industrial fatigue 7 15.6 15.6 86.7 Unhealthy working conditions 6 13.3 13.3 100.0 Total 45 100.0 100.0 Interpretation: We can analyze and interpret from the above graph that 4.4 percent employees are not adjusted with the work environment so they usually take leave when not interested to work, 35.6 percent employees take leave for the social and religious ceremonies where as 31.1 percent employees take leave for the housing condition, 15.6 percent employees have industrial fatigue and 13.3 percent employees take leave for unhealthy working conditions.
  65. 65. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 65 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 10. Is there any recognition/reward given to you if you are regular? Frequency Percent Valid Percent Cumulative Percent Valid Yes 31 68.9 68.9 68.9 No 14 31.1 31.1 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can analyze that 68.9 percent of employee agree that the organisation provides recognition/rewards if they are regular to the company and 31.1 percent of employee don’t agree for this. Since three years organization has put into force the new scheme that if the employees are regular without any single absent during that particular month they will be provided attendance bonus of 10 % of their salary.
  66. 66. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 66 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 11. What motivates you to be regular, loyal and committed to the organization? Interpretation: From the above graph we can see that 8.9 percent employees are motivated by the incentives, 11.1 percent employees for the rewards and recognition whereas 28.9 percent employees are motivated by the increase in the salary if they are regular, 13.3 percent employees are happy with the employee relations and this motivates them to be regular and loyal to the organization but 20 percent employees are motivated by the bonus provided based on performance and 17.8 percent employees are happy with the work environment. Frequency Percent Valid Percent Cumulative Percent Valid Incentives 4 8.9 8.9 8.9 Rewards and recognition 5 11.1 11.1 20.0 Increase in salary 13 28.9 28.9 48.9 Good employer relations 6 13.3 13.3 62.2 Bonus provided based on performance 9 20.0 20.0 82.2 Work environment 8 17.8 17.8 100.0 Total 45 100.0 100.0
  67. 67. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 67 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 12. How does your organization manage absenteeism? Frequency Percent Valid Percent Cumulative Percent Valid Have some staff in reserve/temporary staff 14 31.1 31.1 31.1 Train employees in various functions 20 44.4 44.4 75.6 Use over time in case of vacancy 7 15.6 15.6 91.1 Extra payment to work on Sunday/festival holiday 1 2.2 2.2 93.3 Not aware of any such facilities 3 6.7 6.7 100.0 Total 45 100.0 100.0 Interpretation: 31.1 percent employees say that organization manages absenteeism by having some temporary staff in reserve whereas 44.4 percent employees say that they train all the employees in various functions but 15.6 percent employees says that organization use overtime in case of vacancy and an employee says that extra payment is provided to work on Sunday/festival holidays. 6.7 percent employees are not at all aware of any such facilities provided by the organisation.
  68. 68. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 68 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD WELFARE MEASURES 13. Are you aware of all the welfare facilities provided by the company? Frequency Percent Valid Percent Cumulative Percent Valid Aware 38 84.4 84.4 84.4 Not aware 7 15.6 15.6 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can analyze that 84.4 percent employees are aware of the welfare facilities provided by the company and 15.6 percent employees are not aware of the welfare facilities provided by the company. Management must make sure that all the employees are aware of welfare facilities provided by the organization. So that employees can utilize benefits provided to them.
  69. 69. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 69 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 14. How do you feel regarding the benefits provided by the organization? Frequency Percent Valid Percent Cumulative Percent Valid Poor 8 17.8 17.8 17.8 Average 24 53.3 53.3 71.1 Good 12 26.7 26.7 97.8 Very good 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can analyze that 17.8 percent of employees feels that the benefits provided by the organisation are poor, 53.3 percent of employees feels that the benefits provided by the organisation are average but 26.7 percent of employees feels that the benefits provided by the organisation are good and the 2.2 percent of employees feels that the benefits provided by the organisation are very good. Most of them feel benefit provided by organization is average which must be improved by giving some more facilities to employees.
  70. 70. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 70 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 15. Are you informed about all the management policies? Frequency Percent Valid Percent Cumulative Percent Valid Always 8 17.8 17.8 17.8 Most of the times 15 33.3 33.3 51.1 Sometimes 21 46.7 46.7 97.8 Never 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can see that 17.8 percent employees agree that they are always informed about all the management policies, 33.3 percent employees says that they are informed about all the management policies most of the times and 46.7 percent employees says that they are sometimes informed about all the management policies and an employee says that he had been never informed about all the management policies.
  71. 71. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 71 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 16. Does the management solve all your grievances (complaints)? Frequency Percent Valid Percent Cumulative Percent Valid Always 2 4.4 4.4 4.4 Most of the times 19 42.2 42.2 46.7 Sometimes 22 48.9 48.9 95.6 Rarely 2 4.4 4.4 100.0 Total 45 100.0 100.0 Interpretation: It can be analyzed that the majority of the employees (48.9 percent) agree that sometimes management solves all their grievances and 42.2 percent of employees says that management solves all their grievances most of the time and 4.4 percent of the employees agree that always management solves all their grievances.
  72. 72. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 72 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD 17. What is your opinion on the following facilities offered by the organization? A. Working environment facilities offered by the organization: Working environment Frequency Percent Valid Percent Cumulative Percent Valid Very Good 11 24.4 24.4 24.4 Good 30 66.7 66.7 91.1 Average 3 6.7 6.7 97.8 Poor 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: From the above graph it is clear that majority i.e. 66.7 percent employees says that the working environment is good, 22.4 percent employees says that the working environment is very good whereas 6.7 percent employees says that the working environment is average and an employee say that the working environment is poor. Employees must be provided with proper working environment so that they tend to work more which will encourage them to be committed and regular to the organization.
  73. 73. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 73 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD B. Workload facilities offered by the organization: Workload Frequency Percent Valid Percent Cumulative Percent Valid Very Good 3 6.7 6.7 6.7 Good 22 48.9 48.9 55.6 Average 16 35.6 35.6 91.1 Poor 3 6.7 6.7 97.8 Not satisfactory 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: We can analyze from the graph that 49.9 percent employees says that workload is good, 35.6 percent employees says that workload is average, 6.7 percent employees are very happy with the workload and 6.7 percent employees says that workload is poor and an employee is not satisfied with the workload provided by the organization.
  74. 74. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 74 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD C. Working hours facilities offered by the organization: Working Hours Frequency Percent Valid Percent Cumulative Percent Valid Very Good 2 4.4 4.4 4.4 Good 28 62.2 62.2 66.7 Average 10 22.2 22.2 88.9 Poor 3 6.7 6.7 95.6 Not satisfactory 2 4.4 4.4 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can interpret that 62.2 percent employees says that working hours is good, 22.2 percent employees says that working hours in the organisation is average, 6.7 percent says that it is poor but 4.4 percent employees agree that the working load is very good and 4.4 percent employees are not satisfied with the workload provided by the organization.
  75. 75. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 75 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD D. Leave facilities facilities offered by the organization: Leave Facilities Frequency Percent Valid Percent Cumulative Percent Valid Very Good 2 4.4 4.4 4.4 Good 21 46.7 46.7 51.1 Average 6 13.3 13.3 64.4 Poor 14 31.1 31.1 95.6 Not satisfactory 2 4.4 4.4 100.0 Total 45 100.0 100.0 Interpretation: From the above graph we can say that majority of the employees agree that the leave facilities offered by the organisation are good(46.7 percent) , 31.1 percent employees says that leave facilities offered by the organisation are poor, 13.3 percent employees says that it is average and 4.4 percent employees are not satisfied with the leave facilities offered by the organisation.
  76. 76. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 76 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD E. Medical facilities/frequent medical checkups facilities offered by the organization: Medial facilities / Frequent medical checkups Frequency Percent Valid Percent Cumulative Percent Valid Good 15 33.3 33.3 33.3 Average 12 26.7 26.7 60.0 Poor 15 33.3 33.3 93.3 Not satisfactory 3 6.7 6.7 100.0 Total 45 100.0 100.0 Interpretation: From the graph we can analyze that 33.3 percent employees agree that the Medial facilities / frequent medical checkups are good, and also 33.3 percent employees says that Medial facilities are poor and 26.7 percent employees say that the frequent medical checkups are average. So proper medical facilities and frequent medical checkups must be provided to the employees.
  77. 77. KARNATAKA CONVEYORS SYSTEMS AND PRIVATE LIMITED 77 KOUSALI INSTITUTE OF MANAGEMENT STUDIES, KUD F. Welfare facilities facilities offered by the organization: Welfare facilities Frequency Percent Valid Percent Cumulative Percent Valid Very Good 2 4.4 4.4 4.4 Good 25 55.6 55.6 60.0 Average 15 33.3 33.3 93.3 Poor 2 4.4 4.4 97.8 Not satisfactory 1 2.2 2.2 100.0 Total 45 100.0 100.0 Interpretation: We can analyze that majority (55.6 percent) of employees agree that the welfare facilities are good, 33.3 percent of employees agree that the welfare facilities are average where as 4.4 percent of employees are highly satisfied with the welfare facilities and an employee is not satisfied with the welfare facilities provided by the organisation.

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