employee welfare at mysore sandals

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A PROJECT REPORT

ON

“ A STUDY OF EMPLOYEE WELFARE MEASURES AT KS & DL”

AT

KS & DL

Submitted in partial fulfillment of the requirements for

the award of the degree of

POSTGRADUATE DIPLOMA IN MANAGEMENT

SUBMITTED BY

NEENU N A WAHID

UNDER THE GUIDANCE OF

Prof. KALYANY SHANKAR

DCSMAT SCOOL OF MEDIA AND BUSINESS, KINFRA FILM AND VIDEO

PARK, SAINIK SCHOOL P O, KAZHAKUTTAM, TRIVANDRUM

DCSMAT SCHOOL OF MEDIA AND BUSINESS

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ACKNOWLEDGEMENT

Firstly I express my sincere thanks to God for blessing and guiding me in the right path.

It is great pleasure to acknowledge my sincere thanks to Mrs. Kalyany Shankar, DCSMAT

School of Media and Business, for her continuous encouragement during the course of project.

I happily record here my abiding gratitude to Mr Thimme Gowda, Welfare officer, KSDL. Who

was generous in providing me all necessary facilities in carrying out of this project work. I also

take this opportunity to thank Mr. Narayan Swamy, Sr. Asst HR., KSDL.

Last but not least I would like to express my sincere heartfelt to my friends and all other person

who has help me in the successful completion of the project work.

NEENU N A WAHID


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DECLARATION

I Ms. NEENU N A WAHID, student of DCSMAT School of Media and Business,

Trivandum, hereby declare that this project entitled “EMPLOYEE WELFARE MEASURES

AT KS &DL “ has been prepared by me in partial fulfillment for the award of Post Graduate

Diploma in Management (PGDM).This has not been submitted in part or full towards any other

Degree or Diploma to any University or Institution. I also declare that all information, data and

input which I have used and referred to in this report are meant only for academic purpose and

will not be parted with or used for any commercial or other purpose.

Date: NEENU N A WAHID

Place: Bangalore


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CONTENTS PAGE NO

INTRODUCTION

DESIGN OF THE STUDY

INDUSTRY PROFILE AND COMPANY PROFILE

DATA ANALYSIS AND INTERPRETATION

FINDINGS AND SUGGESTIONS

ANNEXURE

BIBLIOGRAPHY

10 – 32

34- 38

40 -51

52 – 98

100 – 102

103-106

107


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LIST OF TABLES

SL NO LIST OF TABLES

01 Are you satisfied with your income

02 Are you satisfied with the medical benefits they are providing?

03 Are you satisfied with the maternity benefits for women

employees?

04 Are you satisfied with the injury benefits / accident benefits?

05 How is your satisfaction level regarding the environmental

protection facilities?

06 Are you satisfied with the canteen facilities provided by them?

07 you satisfied with the conveyance allowance provided?

08 Are you satisfied with the drinking water and sanitation

facilities?

09 How far are you satisfied with the educational benefits?

10 Are you satisfied with the recreational facilities and rest room

facilities?

11 Are you satisfied with the retirement benefits?


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12 How is your satisfaction level regarding festival advances?

13 Are you satisfied with the opportunities to use the new

technology?

14 Are you satisfied with the first aid facilities ?

15 Are you satisfied with the safety measures within the factory?

16 Are you satisfied with the vacation packages?

17 How far are you satisfied with the performance appraisal

schemes?

18 How far are you satisfied with your job?

19 Are you satisfied with the health check ups in the organization?

20 How effective is the presence of welfare officer?

21 How is the companys response with emergency situations?

22 Do you feel you are recognised for your job?

23 What is your level of satisfaction regarding superior –

subordinate relationship?

24 Are you satisfied with the bonus / exgratia payments ?


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TABLE OF GRAPHS

SL NO LIST OF TABLES

01 Are you satisfied with your income

02 Are you satisfied with the medical benefits they are providing?

03 Are you satisfied with the maternity benefits for women

employees?

04 Are you satisfied with the injury benefits / accident benefits?

05 How is your satisfaction level regarding the environmental

protection facilities?

06 Are you satisfied with the canteen facilities provided by them?

07 you satisfied with the conveyance allowance provided?

08 Are you satisfied with the drinking water and sanitation

facilities?

09 How far are you satisfied with the educational benefits?

10 Are you satisfied with the recreational facilities and rest room

facilities?

11 Are you satisfied with the retirement benefits?

12 How is your satisfaction level regarding festival advances?


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13 Are you satisfied with the opportunities to use the new

technology?

14 Are you satisfied with the first aid facilities ?

15 Are you satisfied with the safety measures within the factory?

16 Are you satisfied with the vacation packages?

17 How far are you satisfied with the performance appraisal

schemes?

18 How far are you satisfied with your job?

19 Are you satisfied with the health check ups in the organization?

20 How effective is the presence of welfare officer?

21 How is the companys response with emergency situations?

22 Do you feel you are recognised for your job?

23 What is your level of satisfaction regarding superior –

subordinate relationship?


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INTRODUCTION


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INTRODUCTION

Employee welfare defines as "efforts to make life worth living for

workmen". These efforts have their origin either in some statute formed by the

state or in some local custom or in collective agreement or in the employer's own

initiative.

To give expression to philanthropic and paternalistic feelings.

To win over employee's loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job

appeal).

Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up

a employee welfare service:

The service should satisfy real needs of the workers. This means that the

manager must first determine what the employee's real needs are with the

active participation of workers.


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The service should such as can be handled by cafeteria approach. Due to the

difference in Sex, age, marital status, number of children, type of job and the

income level of employees there are large differences in their choice of a

particular benefit. This is known as the cafeteria approach. Such an

approach individualises the benefit system though it may be difficult to

operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculate and its financing established on a

sound basis.

There should be periodical assessment or evaluation of the service and

necessary timely on the basis of feedback.

OBJECTIVES OF EMPLOYEE WELFARE

To study the concept of labour welfare and identify various

statutory and non-statutory welfare measures.

To place the company in a good position in the competitive market

by fulfilling empoyee needs.

To identify the various welfare measures, provided by the

company to its employees.

To elicit the perception of respondents on the existing welfare

measures, provided by the company.

To offer useful suggestions and to bring out improvement in the

existing welfare measures, of the organization.

Types of Employee Welfare Services


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¯ Safety Services

Prevention of accidents is an objective which requires o explanation.

The costs of accidents are enormous in suffering to the injured, in reduction or loss

of earnings, in disabilities and incapacities which afflict those involved and in

compensation, insurance and legal costs, in lost time, filling in reports and

attending to enquiries, and in spoilage of materials, equipment and tools to

management.

Accidents are the consequence of two basic factors: technical and human.

Technical factors include all engineering deficiencies, related to plant, tools

material and general work environment. Thus, for example, improper lighting,

inadequate ventilation, poor machine guarding and careless housekeeping are some

hazards which may cause accidents. Human factors include all unsafe acts on the

part of employees. An unsafe act is usually the result of carelessness.

Young and new employees, because of their difficulty in adjusting to the

work situation and to life in general, also have many more accidents than do old

and nature workers.

The Phenomenon of Accident Proneness.

Some persons believe wrongly in the theory that certain individuals are accident

prone, that is , they have some personality trait as opposed to some characteristic

of the environment which predisposes them to have more accidents than others in

work condition where the risk of hazards is equal to all.


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Components of a Safety Service

Among the many components of a safety service the following have proved

effective when applied in combination:

Appointment of safety officer

In big organizations, the appointment of a safety officer to head

the safety department is a must. In small organizations, the personnel manager

may look after the functions of this department. The head of the safety

department, who is usually a staff man, is granted power to inspect the plant for

unsafe condition, to promote sound safety practices (through posters an d safety

campaigns), to make safety rules, and to report violations to the plant manager.

Support by line management :The head of the safety department,

whether enjoying a staff or a functional position, by himself, cannot make a

plan safe. His appointment lulls line management into assuming that all its

safety problems have been solved.

Elimination of hazards

Although complete elimation of all hazards is virtually an

impossibility but following steps can be taken to help reduce them:

Job safety analysis


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All job procedures and practices should be analysed by

an expert to discover hazards. he should then suggest changes in their motion

patterns, sequence and the like.

Placement

A poorly placed employee is more apt to incur injury

than a properly placed employee. Employees should be placed on jobs only after

carefully estimating and considering the job requirements with those which the

individual apparently possesses.

Personal protective equipment

Endless variety of personal safety equipment is available

nowadays which can be used to prevent injuries

Safeguarding machinery

Guards must be securely fixed to all powerdriven

machinery.

Materials handling

Though often ignored, the careless handling of heavy and

inflammable materials is an important source of several injuries and fire.


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Hand tools

Minor injuries often result from improperly using a good

tool or using a poorly designed tool. Therefore, close supervision and instruction

should be given to the employees on the proper tool to use an the proper use of the

tool.

Safety training, education and publicity

Safety training is concerned with developing safety skills,

whereas safety education is concerned with increasing contest programmes, safety

campaigns, suggestion awards, and various audiovisual aids can be considered as

different forms of employee education.

Safety inspection

An inspection by a trained individual or a committee to detect

evidence of possible safety hazards (such as poor lighting, slippery floors,

unguarded machines, faulty electrical installations, poor work methods and

disregard of safety rules) is a very effective device to promote safety.

Health Services

The prevention of accident constitutes only on segment of the function of

employee maintenance. Another equally important segment is the employee's

general health, both physical and mental.


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There are two aspects of industrial health services

1. Preventive

2. Curative, the former consists of

3. pre-employment and periodic medical examination,

4. removal or reduction of health hazards to the maximum extent possible,

5. Surveillance over certain classes of workers such as women, young persons and

persons exposed to special risks.

Counseling Services

An employee very often comes across problems which have emotional

content. For example, he may be nearing retirement and feeling insecure or he

may be getting promotion and feeling hesitant to shoulder increased responsibility

or he may be worried due to some family problem.

Employee Welfare in India

The chapter on the Directive Principles of State Policy in our Constitution

expresses the need for labour welfare thus:

1. The State shall strive to promote the welfare of the people by securing and

protecting as effectively as it may a social order in which justice, social, economic

and political, shall inform all the institutions of the national life.

2. The State shall, in particular, direct its policy towards securing:

3. That the citizens, men and women equally, have the right to an adequate means of

livelihood;


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4. That the ownership and control of the material resources are so distributed as to

subserve the common good.

.FACTORIES ACT 1948

The principal Act to provide for various labour welfare measures in India is

the Factories Act, 1948. The Act applies to all establishments employing 10 or

more workers where power is used and 20 or more workers where power is not

used, and where a manufacturing process is being carried on.

Employee Welfare Officer

Section 49 of the factories act provides that in every factory wherein 500 or

more workers are ordinarily employed the employer shall appoint at least one

welfare officer.

The welfare officer should possess; (i) a university degree; (ii) degree or

diploma in social service or social work or social welfare from a recognized

institution; and (iii) adequate knowledge of the language spoken by the majority of

the workers in the area where the factory is situated.

¯ Supervision

¯ Counseling workers

¯ Advising management

¯ Establishing liaison with workers


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¯ Working with management and workers to improve productivity.

¯ Working with outside public to secure proper enforcement of various acts.

Health of Employees

Cleanliness. Every factory shall be kept clean by daily sweeping or washing

the floors and work rooms and by using disinfectant where necessary.

Disposal of wastes and effluents. Effective arrangements shall be made for

the disposal of wastes and for making them innocuous.

Ventilation and temperature. Effective arrangements shall be made for

ventilation and temperature so as to provide comfort to the workers and

prevent injury to their health.

Dust and fume. Effective measures shall be taken to prevent the inhalation

and accumulation of dust and fumes or other impurities at the work place.

Artificial humidification. The State Government shall make rules

prescribing standard of humidification and methods to be adopted for this

purpose.

Overcrowding. There shall be in every work room of a factory in existence

on the date of commencement of this act at least 9.9cubic meters and of a

factory built after the commencement of this act at least 4.2 cubic meters of

space for every employee.

Lighting. The State Government may prescribe standards of sufficient and

suitable lighting.


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Drinking Water. There shall be effective arrangement for wholesome

drinking water for workers at convenient points.

Latrines and urinals. There shall be sufficient number of latrines and

urinals, clean, well-ventilated, conveniently situated and built according to

prescribed standards separately for male and female workers.

Spittoons. There shall be sufficient number of spittoons placed at

convenient places in the factory.

Safety of Employees

Fencing of machinery. All dangerous and moving parts of a machinery shall

be securely fenced. Screws, bolts and teeth shall be completely encased to

prevent danger.

Work on or near machinery in motion. Lubrication or other adjusting

operation on a moving machinery shall be done only by a specially trained

adult male worker.

Employment of young persons on dangerous machines. No young person

shall be allowed to work on any dangerous machine (so prescribed by the

state government) unless he is sufficiently trained or is working under the

supervision of knowledgeable person.

Device for cutting off power. Suitable device for cutting of power in

emergencies shall be provided.

Hoists and lifts. These shall be made of good material and strength,

thoroughly examined at least once in every six months and suitably

protected to prevent any person or thing from being trapped.


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Welfare of Employees

Chapter V of the factories Act contains provisions about the welfare of

employees. These are as follows:

There shall be separate and adequately screened washing facilities for the

use of male and female employees.

There shall be suitable places provided for clothing not worn during working

hours and for the dying of wet clothing.

There shall be suitable arrangement for all workers to sit for taking rest if

they are obliged to work in a standing position.

There shall be provided the required number of first-aid boxes or cupboard

(at the rate of one for every 150 workers) equipped with the prescribed

contents readily available during the working hours of the factory.

The State Government may make rules requiring that in any specified

factory employing more than 250 employees a canteen shall be provided and

maintained by the occupier for the use of the employee.

There shall be provided sufficiently lighted and ventilated lunch room if the

number of employees ordinarily employed is more than 150.

Restrictions in the Factories Act on the employment of young persons:

1. Prohibition as to employment of children (Section 67)

No child who has not completed his fourteenth year shall be required or allowed to

work in any factory.


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2. Employment of Children and Adolescent (Section 68)

A child who has completed his fourteenth year or an adolescent shall not be

required or allowed to work in any factory unless following conditions are fulfilled

1. The manager of the factory has obtained a certificate of fitness granted to such

young

2. While at work, such child or adolescent carries a token giving reference to such

certificate.

3. Certificate of fitness (Section 69)

Before a young person is employed in the factory, a certifying surgeon has to

certify that such person is fit for that work in the factory.

Welfare Funds

In order to provide welfare facilities to the workers employed in mica, iron,

ore, manganese ore and chrome ore, limestone and dolomite mines and in the beedi

industry, the welfare funds have been established to supplement the efforts of the

employers and the State Government under respective enactments.

The welfare measures financed out of the funds relate to development of

medical facilities, housing, supply of drinking water, support for education of

dependents and recreation, etc.

Voluntary Benefits


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Benefits are also given voluntarily to workers by some progressive

employers. These include loans for purchasing houses and for educating children,

leave travel concession, fair price shops for essential commodities and loans to buy

personal conveyance.

Machinery Connected with Employee Welfare Work

1. Chief inspector of Factories

It is the duty of the Chief inspector of factories (who generally works under the

administrative control of the labour commissioner in each state) to ensure

enforcement of various provisions of Factories Act i8n respect of safety, heath and

welfare of workers.

2. Central Labour Institute

The institute was set up in Bombay in 1966 to facilitate the proper implementation

of the Factories Act, 1948; to provide a centre of information for inspectors,

employers, workers and others concerned with the well being of industrial labour

and to stimulate interest in the application of the principles of industrial safety,

health and welfare.

3. National Safety Council

The National Safety Council was wet up on 4th March, 1966 in Bombay at the

initiative of the Union Ministry of Labour and Rehabilitation, Government of

India, as an autonomous national body with the objective of generating developing

and sustaining an movement of safety awareness at the national level.


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4. Director General of Mines Safety

The Director General of Mines Safety enforces the Mines Act, 1952. He inspects

electrical installation and machinery provided in the mines and determines the

thickness of barriers of 2 adjacent mines in order to prevent spread of fire and

danger of inundation.

Appraisal of Welfare Services

1. One of the main obstacles in the effective enforcement of the welfare provisions of

the Factories Act has been the quantitative and qualitative inadequacy of the

inspection staff.

2. at present, a labour welfare officer is not able to enforce laws independently

because he has to work under the pressure of management.

3. Women workers do not make use of the crèche facilities either because they are

dissuaded by the management to bring their children with them or because they

have to face transport difficulties.

National Commission on Employee Recommendations

1. The statutory provisions on safety are adequate for the time being effective

enforcement is the current need.

2. Every fatal accident should thoroughly be enquired into and given wide publicity

among workers.

3. Employers should play a more concerted role in safety and accident prevention

programme and in arousing safety consciousness.


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4. Safety should become a habit with the employers and workers instead of remaining

a mere ritual as at present.

5. Unions should take at least as much interest in safety promotion as they take in

claims for higher wages.

SOCIAL SECURITY

The connotation of the term "Social Security" varies form country to

country with different political ideologies. In socialist countries, the avowed goal

is complete protection to every citizen form the cradle to the grave.

There are some components of Social Security:

Medical care

Sickness benefit

Unemployment benefit

Old-age benefit

Employment injury benefit

Family benefit

Maternity benefit

Invalidity benefit and

Survivor's benefit

Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and

benefits provided.

2. Social insurance, under the State organizes the facilities financed by contributions

form the workers and employers, with or without a subsidy from the state.


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Social Security in India

At present both types of social security schemes are in vogue in our

country. Among the social assistance schemes are the most important.

The social insurance method, which has gained much wider acceptance

than the social assistance method, consists of the following enactments.

The workmen's Compensation Act, 1961.

The Employee's State Insurance Act, 1948.

The employees' State Insurance Act, 1948.

The Maternity Benefit Act, 1961.

Employees' compensation Act, 1923

a. Coverage. This Act covers all workers employed in factories, mines,

plantations, transport undertakings, construction works, railways, ships, circus and

other hazardous occupations specified in schedule II of the Act.

The Act empowers the State Government to extend the coverage of the Act by

adding any hazardous occupation to the list of such occupations is schedule II.

1. Administration. The Act is administered by the State Government which

appoints Commissioners for this purpose under sec. 20 of the Act.


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2. Benefits. Under the Act, compensation is payable by the employer to a workman

for all personal injuries caused to him by accident arising out of and in the course

of his employment which disable him for more than 3 days.

2. Employees' State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.

2. Administration. The Act is administered by the ESI corporation, an autonomous

body consisting of representatives of the Central and State Governments,

employers, employees, medical profession and parliament.

3. Benefits. The Act, which provides for a system of compulsory insurance, is a

landmark in the history of social security legislation in India.

1. Medical Benefit. An insured person or (where medical benefit bas been extended

to his family) a member of his family who requires medical treatment is entitled to

receive medical benefit free of charge.

2. Sickness Benefit. An insured person, when he is sick, is also entitled to get

sickness benefit at the standard benefit rate corresponding to his average daily

wage.

3. An insured woman is entitled to receive maternity benefit (which is twice the

sickness benefit rate) for all days on which she does not work for remaining during

a period of 12 weeks of which not more than 6 weeks shall precede the expected

date of confinement.

4. The Act makes a three-fold classification of injuries in the same way as is done in

the workmen's compensation Act.

5. Dependant's Benefit. If an insured person meets with an accident in the course of

his employment an dies as a result thereof, his dependants, i.e. his widow,

legitimate or adopted sons and legitimate unmarried daughters get this benefit.


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3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the

Employees State Insurance Act, 1948. Another important legislation in this respect

is the Maternity Benefit Act, 1961. The Act covers only those persons who are not

covered by the Employees State Insurance Act. The Act entitles a woman

employee to claim maternity leave from her employer if she has actually worked

for a period of at least 160 days in the 12 months immediately proceeding the day

of her expected delivery.

The act further provides for the payment of medical bonus of Rs. 250

to the confined woman worker.

The committee on the status of women in India 1974 has, there fore,

recommended the following changes in the Act:

1. The administration of the fund should follow the pattern already established by the

ESIC.

2. For casual labour a minimum of 3 months of service should be considered as

qualification service for this benefit.

3. This will provide greater incentive to women workers to participate in trade union

activities.

1. The Payment of Gratuity Act, 1972


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1. Coverage. The Act applies to every factory, mine, oilfield, plantation, port and

railway company and to every shop or establishment in which 10 or more persons

are employed, or were employed, on any day of the preceding 12 months.

2. Administration. The Act is administered by a controlling authority appointed by

the appropriate Government.

3. Benefits. Under the Act gratuity is payable to an employee on the termination of

his employment after he has rendered continuous service for not less than five

years. The completion of continuous service of five years is, how ever, not

necessary where the termination of the employment is due to death or

disablementGratuity is payable at the rate of 15 days' wages based on the rate of

wages last drawn by the employee for every complete year of service or part

thereof in excess of six months. But the amount of gratuity payable to an

employee shall not exceed Rs. 3.5 lakh.

4. Source of Funds. Under the Act gratuity is payable entirely by the Employer. For

this purpose is required either (i) to obtain insurance with the Life Insurance

Corporation, or (ii) to establish a gratuity fund. Thus it is his liability to pay the

premium in the first case to make the contribution in the second case.

Organizations provide welfare facilities to their employees to keep their motivation

levels high. The employee welfare schemes can be classified into two categories

viz. statutory and non-statutory welfare schemes. The statutory schemes are those

schemes that are compulsory to provide by an organization as compliance to the

laws governing employee health and safety. These include provisions provided in

industrial acts like Factories Act 1948, Dock Workers Act (safety, health and

welfare) 1986, Mines Act 1962. The non statutory schemes differ from

organization to organization and from industry to industry.


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STATUTORY WELFARE SCHEMES

The statutory welfare schemes include the following provisions:

1. Drinking Water: At all the working places safe hygienic drinking

water should be provided.

2. Facilities for sitting: In every organization, especially factories,

suitable seating arrangements are to be provided.

3. First aid appliances: First aid appliances are to be provided and

should be readily assessable so that in case of any minor accident

initial medication can be provided to the needed employee.

4. Latrines and Urinals: A sufficient number of latrines and urinals are

to be provided in the office and factory premises and are also to be

maintained in a neat and clean condition.

5. Canteen facilities: Cafeteria or canteens are to be provided by the

employer so as to provide hygienic and nutritious food to the

employees.


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6. Spittoons: In every work place, such as ware houses, store places, in

the dock area and office premises spittoons are to be provided in

convenient places and same are to be maintained in a hygienic

condition.

7. Lighting: Proper and sufficient lights are to be provided for

employees so that they can work safely during the night shifts.

8. Washing places: Adequate washing places such as bathrooms, wash

basins with tap and tap on the stand pipe are provided in the port area

in the vicinity of the work places.

9. Changing rooms: Adequate changing rooms are to be provided for

workers to change their cloth in the factory area and office premises.

Adequate lockers are also provided to the workers to keep their

clothes and belongings.

10.Rest rooms: Adequate numbers of restrooms are provided to the

workers with provisions of water supply, wash basins, toilets,

bathrooms, etc.


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NON STATUTORY SCHEMES

Many 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.


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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 organization.


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RESEARCH


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DESIGN

RESEARCH DESIGN OF THE PROJECT

PROJECT TITLE :

A study on employee welfare measures at KS & DL LTD in Bangalore.

STATEMENT OF THE PROBLEM :

As a business, the company have to provide various benefits to ensure the

employees' welfare. While this may increase the business expense and

negatively affect your bottom line, looking after employees will benefit you

in other ways. In fact, it's almost impossible to operate a business without

offering a basic set of benefits for the employees' welfare. Therefore it is

important to know the effect of employee welfares at KS & DL .Hence the


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study entitled “ A study on employee welfare measures at KS & DL.”

SIGNIFICANCE OF THE STUDY :

Employees are one of the company’s greatest assets. What they say about

the company, how they act in the workplace, and how happy they are in their

roles all impact on the brand, your image, your levels of service and

ultimately your customers’ satisfaction. In addition they have a right to

wages also , but high wage alone cannot create healthy working environment

nor healthy working environment cannot create employee satisfaction.

Since employees are one of the most important resources of an

organization it is important to study about what welfare are being

provided to them.

To know about the employees attitude and satisfaction level towards

the welfare measures.

To know about the safety measures the company offers to the

employees.

To know about the welfare measures adopted by the company in

accordance with the upgradation of technologies.

SCOPE OF THE STUDY :

The study covers the theoretical aspects regarding welfare measures

and employees satisfaction. The study also covers the procedure of

welfare measures and its effectiveness on employees adopted by the

company.

OBJECTIVES OF THE STUDY :

To study the welfare measures adopted by the organization.


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To study the effectiveness of welfare measures. To find out what are the welfare schemes within the organization To find out whether employees are satisfied with the welfare

measures To find out whether these measures are of benefit to the employees.

DEFINITION OF CONCEPTS :

Employee :

An employee generally includes any individual who performs

services if the relationship between the individual and the person for whom

the services are performed is the legal relationship of employer and

employee. This includes an individual who receives a

supplemental unemployment pay benefit that is treated as wages.

Employee Welfare measures :

Employee welfare measures means “ the efforts to make life

worth living for workmen.” According to Todd “employee welfare means

anything done for the comfort and improvement , intellectual or social , of

the employees over and above the wages paid which is not a necessity of the

industry.”

METHODOLOGY :

Research Methodology is used to describe how one has gone about

conducting a certain scientific study. Each research methodology is a


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standardized and accepted practice.

Here the study is based on sample survey technique. The study consists of

analysis of welfare measures in KS & DL . For this a sample of 50

employees were selected and they gave their views and opinions on different

parameters. Personal interviews and informal discussions were held with the

employees as well. Further applying simple statistical techniques has

preceded the data collected.

DATA COLLECTION METHOD :

Sources of data :

Primary data

Secondary data

PRIMARY DATA :

It is data that has not been previously published, i.e. the data is derived

from a new or original research study and collected at the source, it

is information that is obtained directly from first-hand sources by means of

surveys, observation or experimentation.

SECONDARY DATA :

Secondary data, is data collected by someone other than the user. Common

sources of secondary data include censuses, organisational records and data

collected through qualitative methodologies or qualitative research. Primary

data, by contrast, are collected by the investigator conducting the research.


38

SAMPLING PROCESS :

It is a definite plan for obtaining a sample from the population.

SAMPLING DATA :

It includes –

Sampling unit

Sampling size

Sampling techniques

Sampling method.

SAMPLING UNIT :

The data for the study was collected fron various departments of the

company like marketing, HR , finance, production .

SAMPLING SIZE :

A sample size of 50 employees were taken .

SAMPLING TECHNIQUES :

Sampling techniques such as probability sampling, non- probability

sampling and random sampling techniques were used.


39

REFERENCE PERIOD :

The reference period available for undertaking the study was 1 month.

LIMITATIONS OF THE STUDY :

The sample size available was not sufficient .

Labourers were not willing to share their opinion

COMPANY DCSMAT SCHOOL OF MEDIA AND BUSINESS

40

PROFILE

HISTORY OF THE SOAP

Soap manufacturing was started in North America.

Some American companies with well known names were started 200 years

ago. During middle age soap was made at various places in Italy, France,

England & other countries. France became famous & many small

factories were established there. In India the first soap industry was

established by North West soap companyin1897 at Meerut following the

swadeshi movement. From 1905 onwards few more factories were setup.


41

They are :

Mysore soap factory at Bangalore

Godrej soap at Bombay

Bengal chemicals

Tata oil mills

1930 lever brothers company

THE INDIAN SOAP INDUSTRY SCENARIO

The Indian soap industry has long been dominated by hand full of companies such as:1.

Hindustan levers limited.2. Tata oil mills (taken over by HLL)

3. Godrej soaps private limited. The Indian soap industry continued to flourish very

well until 1967-68, but began to stagnate & soon it started to recover &

experienced a short upswing in1974. This increase in demand can be

attributed due to;

1. Growth of population

.2 .Income & consumption increase

.3. increase in urbanization.

4. Growth in degree of personal hygiene.

Soap manufacture has 2 classifications, organized and unorganized sectors.

KSDL comes under organized sector.

PRESENT STATUS

Market scenario:

India is the ideal market for cleaning products. Hindustan liver, which towers over the

cleaning business, sells in all over the cleaning business but the tiniest

of Indian settlements. The 7.4lakhs tons per annum soap market in India in

crawling along at 4%The hope lies in raising Rupee worth, the potential for which is

high because the Indian soap market is pseudo in nature & it is amazingly complex being


42

segmented not only on the basis of price benefits, but even a range

of emotions within that outlining framework.

PROBLEMS OF SOAP INDUSTRY

Soap industry faces some problems in case of raw materials. The

major ingredients are soap ash, linear alkyl, benzene& sodium. Tripoli

phosphate poses number of serious problems in terms of availability. The

demand – supply gap for vegetable oil is 1.5 – 2 lakh tons and is met through

imports. In recent times, caustic soda and soap ashes in the cheaper varieties

of soaps are quite high.

HISTORY OF DETERGENTS

Detergents were developed due to the problems that occurred when

organic soap was used in areas of hard water. Hard water contains the ions

of Calcium and Magnesium in high amounts and these are substituted onto

the soap molecule in place of sodium. The salts of Calcium and Magnesium

are insoluble and form a precipitate, this is what leaves a 'ring' around the

bath.

Other problems were encountered in the textile industry where acid

solutions are used in the dying process. The free H+ ions replace the sodium

ion reforming the fatty acid which affects the application of dyes and leaves

spots on fabrics.

The first synthetic detergents were developed following the first world war

by the Germans so that fat could be used for other purposes. The first

synthetic detergents were Short-chain Alkyl Napthalene


43

Sulphonates which were later discovered to be only moderately good

detergents and so were improved, but are still used today as wetting agents

In the 1920's and 30's Straight chain alcohols were sulphonated to give

straight chain detergents. In the 30's long chain alkyl and aryl sulphonates

with benzene as the aromatic nucleus were developed. (the alkyl portion was

derived from kerosene) By the end of World War 2 alkyl aryl

sulphonates swamped the detergent market over alcohol sulphates which

later became useful in the shampoo industry.

It was a popular complaint at this time that whites dulled after washing, they

weren't as white as white should be and this was linked to the use of

synthetic detergents. Even though they were just as good as soaps at

removing dirt, they were poor at holding it in suspension and the particles

redeposited onto the clothing. The problem was overcome by the addition

of CMC (carboxy methyl cellulose).

More recently the limiting factor that affected the production of specific

detergents was availability of raw materials. This lead to the development

of Igepon compounds in Germany and the USA (for example Igepon-T, the

sodium salt of oleyl tauride), Mersolates in Germany (alkane sulphates),

and Teepol in England (a secondary Olefine Sulphate from petrochemical

sources). Alkyl Benzene Sulphonate was top of the market due to its ease of

manufacture and versitility.

Between 1950 and 1965 more than half of the detergents were based on a

propylene tetramer coupled to benzene (PT benzene), but they were later


44

blamed for a rise in eutrophication in lakes and streams because they

contained phosphates (from Sodium triphosphate). This problem has not

been fully resolved in some cases, in some countries there has been a

'gentlemans agreement' to reduce the use of phosphates but in countries

where it is not a major problem no such action has been taken. The problem

was set down to the branched chain formation of PT benzene which resulted

in the inability of bacteria to degrade them. Straight-chain alcohols are

degradable, so steps were taken to produce a linear alkyl benzene molecule.

To replace the phosphate based portions, in Scandinavian countries they now

use NTA (Nitrilo triacetic acid)

COMPANY PROFILE

Karnataka soaps & Detergents Limited, a successor to the government soap

factory, which is one of the premier factories among the Indian soap

industries. After World War 1, there was a slump in the sandal wood export

to the west. It dropped a blanket of gloom over business & trading in India.

The Maharaja of Mysore turned this threat in to an opportunity, by sowing

the budding seeds of K S& DL on the out skirts of Koti forest, near

Bangalore in 1918.The project took shape with the engineering skill and

expertise of a top-level team with the inspection of the Diwan of

Mysore,Late Sir S.Shastry, Sir. M. Visvesvaraya & with the service of

scientists late Professor Watson & Dr. Sub rough. The entire credit goes to

Sir.SG.Shastry, who improved & made the process perfect of manufacturing

of sandalwood oil & world famous Mysore Sandal Soap. The factory was

started a very small unit near K.R .Circle, Bangalore with the capacity of

100 tons p.a in 1918. Then, the factory shifted its operations to Rajajinagar


45

industrial area, Bangalore in July 1957. The plant occupies an area of 42

acres (covering soap, detergent & fatty acid divisions) on the Bangalore-

Pune Highway easily accessible by transport services and communication. In

November 1918, the Mysore Sandal Soap was put in to the market after sincere

effort &experiments were undertaken to evolve a soap perfume blend using

sandalwood oil as the main base to manufacture toilet soap.

RENAMING OF COMPANY

On Oct 1st1980, the Government Soap Factory was renamed as

³KARNATAKA SOAPS AND DETERGENTS LIMITED´. The company

was registered as a Public Limited company. Today the company produces

varieties of products in toilet Soaps, Detergents, Agarbathis and Talcum

powder. K S &DL has been built up with rich tradition for the quality of its

products. Mysore Sandal Soap is the No: 1 anywhere in the world. The Karnataka

state is the original home of the Sandal oil, which uses Original perfume

sandalwood in the manufacturing of Mysore Sandal Soaps. It is also known as

the FRAGRANT AMBASSADOR OF INDIA´

POLICY OF KS & DL

i. Seek purchase of goods and services from environment

responsiblesuppliers.

ii. Communicate its environment policy and best practices to all its

employees implications.

iii. Set targets and monitor progress through internal and external audits.

iv. Strive to design and develop products, which have friendly


46

environmental impact during manufacturing

.v. Reuse and recycle materials wherever possible and minimize energy

consumption and waste.

OBJECTIVES OF KS&DL:

I. To serve the National economy.

II. To attain self-reliance.

III. To promote purity & quality products

IV. To maintain the Brand loyalty of its customers.

V. To build upon the reputation of Mysore sandal soap based on pure

sandaloil.

VI. To promote and uphold its image as symbol of traditional products

VII . To maintain the brand loyalty of its customer.

VIII. To supply the products mentioned above at most reasonable

andcompetitive price.

PRODUCT PROFILE:

K S&DL is the true inheritor of golden legacy of India. Continuing the

tradition of excellence for over eight decades, using only the best East Indian

grade Sandalwood oil & Sandalwood soaps in the world. The products

produced atK S&DLare the Soaps, Detergents, Agarbathies and Sandalwood

oil.

PRODUCTS MANUFACTURED BY KSDLnNAME OF THE PRODUCT UNITS OF GRAMS

TOILET SOAPSEPRODUCT


47

MYSORE SANDAL SOAP 75, 125

MYSORE SANDALCLASSICSOAP 75

MYSORE SANDAL GOLD SOAP 75, 125

MYSORE SANDAL BABY SOAP 75

MYSORE SPECIAL SANDALSOAP 75

MYSORE ROSE SOAP 100

MYSORE SANDAL HERBALCARE SOAP 100, 125

MYSORE JASMINE SOAP 100

WAVE SOAP 100

MYSORE LAVENDER SOAP

150

MYSORE SANDAL BATHTABLET 150

MYSORE SANDALCLASSICBATH TABLET

150

MYSORE JASMINE BATHTABLET 150

MYSORE SPECIAL SANDALTABLET 150

MYSORE SANDAL ROSETABLET 150

MYSORE SANDAL GUESTTABLET 75

DETERGENTS 1000

MYSORE DETERGENTPOWDER

MYSORE DETERGENT CAKE

125


48

TALCUM POWDER 20, 50,100, 300

MYSORE SANDAL TALC

MYSORE SANDAL BABY TALC 100, 200, 400

AGARBATHIES

MYSORE SANDALS PREMIUMMYSORE SANDALS

MYSORE ROSE

NAGACHAMPA

MILE STONES OF THE COMPANY:

1918 - Government Soap Factory was started by Maharaja of Mysore with

the capacity of 112MTs/Annum near Cubbon part, Bangalore and the

MYSORE SANDAL SOAP was introduced into the market for the first

time.

1932 - Toilet soap production capacity was enhanced to 750MTs/Annum.

1944 - The second Sandalwood Oil extraction plant was started in Shimoga.

1954 - Foundation stone was laid by Sir M. Visvesvaraya for establishment

of new manufacturing facilities at Rajajinagar, Industrial Suburb, Bangalore.

1957 - Factory was shifted from Cubbon Park to the new premises.


49

1965 - Started exporting its products to various Countries.

1967 - Celebrated its Golden Jubilee.

1970 - Production capacity was increased to 6000MTs/Annum, in a phase

wise with parallel modernization of various manufacturing equipments.

1974 - Mysore Sales International Limited was appointed as the sole selling

agent for marketing its products.

1975 - Synthetic Detergent plant for manufacture of Detergent cake and

Detergent powder was installed with Italian technology.

1980 - Government Soap Factory was converted into a Public Sector

Enterprise and the Company incorporated on 9th July 1980 and re-named as

KARNATAKA SOAPS & DETERGENTS LIMITED.

1981 - Fatty Acid unit was established to utilize Indigenously available

minor seed oils as the raw material for Soap manufacturing and to produce

Glycerine and Stearic acid.

1984 - Expanded the production capacity with modern manufacturing

facilities, which was available at that time to produce 26000MTs/Annum of

Toilet soaps with different variants.

1987 - Company has taken over the marketing activities from M/s. MSIL

and established its own marketing network by opening seven Branches all


50

over India.

1992 - Company has faced very stiff competition after liberalization in the

Country from different multi National Companies. Company was registered

with the Board for Industries and financial reconstruction (BFR) New Delhi,

as the Company suffered heavy losses.

1996 - The BIFR approved the rehabilitation package in September and

Company has taken stringent measures for the Cost control and improving

the productivity and sales. Company started making profits.

1999 - Company was certified with ISO 9001:1994 Certification by BSI for

its effective implementation of Quality Management Systems.

Company has launched MYSORE SANDAL GOLD- 125gms and

MYSORE SANDAL BABY-75gms in the premium segment.

2000 - Company was certified with ISO 14001 Certification by BSI for its

effective implementation Environmental Management System.

2003 - Company has wiped out entire carry forward losses of `.98.00 crores

and come out from BIFR.

Company has made profits continuously every year and it is the only State

Public Sector unit, which has come out of BIFR and making continuous

profits in the State.

2004 - The ISO certification was upgraded to ISO 9001:2000.


51

2008 - Company has introduced Hand wash liquids under the trade name of

Herbal Hand wash and Rose Hand wash liquids. Company has also

introduced liquid Detergent under the trade name of KLEENOL liquid with

different variants for Floor wash, Dish wash and Automobile wash.

2009 - Company has established In-House state of the Art manufacturing

facilities for manufacture and filling of Mysore Sandal Talcum powder and

Mysore Sandal Baby powder. Company has re—introduced the Talcum

powder variants with new outlook of containers.

2010 - The ISO certification was upgraded to ISO 9001:2008.

Company is on progressive growth for the last 10 years by increasing its

production & sales volumes. The Company turnover has increased from

`100.00 crores during the year 2003 to `200.00 crores during the year 2009-

10.

Vision Statement :

Karnataka Soaps & Detergents Limited has a clear Vision for all round

development of the Company. This is reflected in the form of a well

conceptualized and cogent blue print called VISION 2013. The VISION

2013 sets the goals and milestones and suggests the strategies and plans

necessary to relies the Vision. The Vision of the KS&DL is embodied in the

following statement:-

“


52

DATA ANALYSIS

INTERPRETATION

Income satisfaction


53

satisfied; 32

dissatisfied; 28

Are you satisfied with the income ?


54

Particulars No of respondents % of respondents

yes 32 64%

No 28 56%

TOTAL

50

100%

Are you satisfied with the medical benefits provided by the company?


55

particulars No. of respondents Percentage of respondents

Highly satisfied 4 8%

Satisfied 37 74%

Neutral 6 12%

Dissatisfied 3 6%

Highly dissatissfied 0 -

TOTAL

50 100%


56

126

3

satisfaction on maternity benefits to female employees

satisfiedneutraldissatisfied


57

Are you satisfied with the maternity benefits?

Particulars No of respondents Percentage of respondents

Satisfied 12 57.14%

Neutral 6 28.57%

Dissatisfied 3 14.28%

TOTAL 21 100%


58

5.satisfaction on injury benefits/accident benefits.

1

34

10

5

highly satisfied satisfied neutraldissatisfied highly dissatisfied


59

Are you satisfied with the injury benefits / accident ?

particulars No of respondents Percentage of respondents


Satisfied 34 68%

Neutral 10 20%

Dissatisfied 5 10%

Highly dissatisfied 0 -

TOTAL 50 100%


60

6.

28

4

18

satisfaction on environmental protection facili-ties



61

Are you satisfied with the environmental protection facilities provided by them?


Satisfied

28 56%

neutral

4 8%

dissatisfied

18 36%

TOTAL

50 100%

7.


62

5

38

2

5

satisfaction on canteen facilities

highly satisfiedsatisfiedneutraldissatisfiedhighly dissatisfied


63

Are you satisfied with the canteen facilities provided by them?



Satisfied 38 76%

Neutral 2 4%

Dissatisfied 5 10%


TOTAL 50 100%


64

8.

2

28

3

17

satisfaction on conveyance allowance

highly satisfiedsatisfiedneutral dissatisfiedhighly dissatisfied


65

Are you satisfied with the conveyance allowance?



Satisfied 28 56%

Neutral 3 6%

Dissatisfied 17 34%


TOTAL 50 100%


66

9.

1

31

9

9

satisfaction on drinking water and sanitation



67

Are you satisfied with the drinking water facilities and sanitation?



Satisfied 31 62%

Neutral 9 18%

Dissatisfied 9 18%


TOTAL 50 100%


68

10.

29

4

17

satisfaction on educational benefits



69

Are you satisfied with the educational benefits provided by them?


Satisfied 29 58%

Neutral 4 8%

Dissatisfied 17 34%

TOTAL 50 100%

11.


70

1

16

422

7

satisfaction on recreational facilities and rest room facilities.



71

Are you satisfied with the recreational benefits and rest room facilities?



Satisfied 16 32%

Neutral 4 8%

Dissatisfied 22 44%

Highly dissatisfied 7 14%

TOTAL 50 100%

12.


72

21

12

17

satisfaction on retirement benefits



73

Are you satisfied with the retirement benefits?


Highly satisfied 0 -

Satisfied 21 42%

Neutral 12 24%

Dissatisfied 17 34%


TOTAL 50 100%


74

13.

42

8

satisfaction on festival advances paid by the company



75

Are you satisfied with the festival advances paid by the company?


Satisfied 42 84%

Neutral 0 -

Dissatisfied 8 16%

TOTAL 50 100%

14.


76

18

14

18

satisfaction on opportunities to use the new technology



77

How far are you satisfied in using the new technology?


Satisfied 18 36%

Neutral 14 28%

Dissatisfied 18 36%

TOTAL 50 100%

15.


78

325

13

satisfaction on first aid facilities



79

Are you satisfied with the first aid facilities?



Satisfied 32 64%

Neutral 5 10%

Dissatisfied 13 26%


TOTAL 50 100%

16.


80

1

34

7

62

safety measures within the factory



81

How far are you satisfied with the safety measures within the factory?



Satisfied 34 68%

Neutral 7 14%

Dissatisfied 6 12%


TOTAL

50 100%

17.


82

20

14

14

2

satisfaction on vacation packages



83

Are you satisfied with the vacation packages?



Satisfied 20 40%

Neutral 14 28%

Dissatisfied 14 28%


TOTAL 50 100%


84

18.

2

2810

10

performance appriasal schemes

highly satisfiedsatisfiedneutraldissatisfiedhighlydissatisfied


85

How far are you satisfied with the performance appraisal schemes?



Satisfied 28 56%

Neutral 10 20%

Dissatisfied 10 20%

Highly dissatisfied 0

TOTAL 50 100%


86

19.

2

29

14

5

satisfaction on job



87

How far are you satisfied with your job?



Satisfied 29 58%

Neutral 14 28%

Dissatisfied 5 10%


TOTAL 50 100%


88

20.

satisfiedneutral

dissatisfied

0

5

10

15

20

25

30

35

33

2

15

satisfaction on health check ups within the company

satisfaction on health check ups within the company


89

Are you satisfied with the health check ups within the company?


Satisfied 33 66%

Neutral 2 4%

Dissatisfied 15 30%

TOTAL 50 100 %

21.


90

2

27

14

6

presence of welfare officer

highly effectiveeffectiveneutralineffectivehighly ineffective


91

How effective is the presence of welfare officer?


Highly effective 2 4%

Effective 27 54%

Neutral 14 28%

Ineffective 6 12%

Highly ineffective 0 0

TOTAL 50 100%


92

22.

2

33

8

7

companys response with emergency situations



93

How effective is the companys response to emergency situations?


Highly effective 2 4%

effective 33 66%

Neutral 8 16%

Ineffective 7 14%

Highly ineffective 0 -

TOTAL 50 100%

INTEPRETATION:

Only 70% of the employees are satisfied with the companys response to emergency situations. Remaining 30 % are unsatisfied with the companys response to emergency situations.


94

22

28

recognition for job

recognisednot recognised


95

Are you recognized for your job?


yes 22 44%

no

28 56%

TOTAL 50 100%

INTEPRETATION :

44% feel that they are not recognized for their job whereas majority of the respondents are recognized for their job.


96

24.

2

30

12

6

superior- subordinate relationship


How far are you satisfied with the superior – aubordiante relationship?


97



Satisfied 30 60%

Neutral 12 24%

Dissatisfied 6 12%

Highly dissatisfied 0 0

TOTAL 50 100 %

INTEPRETATION :

The above table shows that majority of the employees i.e 60% are satisfied with the superior – subordinate relationship , 24% are not satisfied nor dissatisfied with it, 12 % i.e 6n employees are completely dissatisfied with the superior – sub ordinate relationship. 4% are highly satisfied.


98

37

13

bonus/ exgratia payments



99

Are you satisfied with the bonus/exgratia payments?

Particulars No of respondents

Percentage of respondents

Satisfied 37 74%

Neutral 0 -

Dissatisfied 13 26%

TOTAL 50 100%

INTEPRETATION :

The above analysis states that majority of employees are satisfied with the bonus

exgratia/ payments .Only a s mall portion of the respondents are unsatisfied with

the bonus payments.


100

FINDINGS

AND

SUGGESTIO

NS


101

FINDINGS :

64% of the employees are satisfied with their income while 56% are

dissatisfied.

Majority of the employees are satisfied with the medical benefits provided.

Out of 21 female employees only 12 are satisfied with the maternity benefits

, i.e majority are dissatisfied with the maternity benefits

Among the total employees surveyed majority are satisfied with the accident

and injury benefits i.e 35 out of 50employees are satisfied.

From the survey it is seen that majority are satisfied with the environmental

protection facilities.

It is seen that 43 employees are satisfied with the canteen facilties while the

rest are dissatisfied.

30 of the employees is completely satisfied with the conveyance allowance.

From the survey it is clear that only 32 are satisfied with the drinking

waterand sanitation facilities.

29 emplyees out of 50 are satisfied wth the educational benefits provided. 4

are neither satisfied nor dissatisfied.17 are completely dissatisfied with the

educational benefits.


102

Only 17 are satisfied with the rest room facilities , while 29 out of 509 are

dissatisfied with the recreation and rest room.

21 out of 50 employees are satisfied with the retirement benefits while 17

are dissatisfied.

Majority are highly satisfied with the festival advances provided by KSDL.

Only 18are satisfied with the opportunities to use the new technology while

18 are dissatisfied and 14 are neither satisfied nor dissatisfied.

Majority of the employees are satisfied with the first aid facilities.

Majority of the employees are satisfied with the safety measures within the

company.

Only 20 employees out of 50 are satisfied with the holidays and vactation

packages. Rest are neither satisfied nor dissatisfied and completely

dissatisfied.

Majority are satisfied with the performance appraisal schemes.

Majority are satisfied with their job.

Most of them are satisfied with the health check ups and only 15 are

dissatisfied.

27 of the employees i.e majority of them say that the presence of their

welfare officer is highly effective.

Majority i.e 33 out of 50 say that the companys response towards emergency

situations is highly effective.

Majority are not recognized for their job i.e 28 employees are not recognized

for their job.

30 out of 50 are happy with their superior- sub ordinate relationship.only 6

are unsatisfied.

37 are happy with their bonus payments.


103

SUGGESTIONS :

Many employees are of the opinion that HR department should treat

all the employees equally. Regarding all the employees equal would

boost their morale.

More rest hours and better rest room facilities should be provided.

Since, there is no much of job rotations, and as the jobs within the

company are monotonous more of recreation hours can be provided.

Their should be more safety measures in the fatty acid division.

First aid and health check ups can be improved as all the employees

working are above middle age.

Performance appraisal schemes can be renewed as the employees

need more motivation.

Employees can be given more holidays and festival advances


104

ANNEXURE

A study on employee welfare measures at Karnataka soaps and detergents

Questionnaire

Name :

Age :

Qualification :

Income :

1.Which department do you work in?

2.Are you satisfied with your income?

Yes no

3.Are you satisfied with the medical benefits they are providing?

Highly satisfied satisfied neutral dissatisfied highly dissatisfied

4.Is their any maternity benefits for women employee?

Yes no


105

5.Are you satisfied with the injury benefits / accident benefits?


6.Are there any environmental protection facilities available here?

Yes no

7.Are you satisfied with the canteen facilities provided by them?


8.Are you satisfied with the conveyance allowance provided?


9.Are you satisfied with the drinking water and sanitation facilities?


10.Are there educational benefits provided?

Yes no

11.Are you satisfied with the recreational facilities and rest room facilities?


12.Are you satisfied with the retirement benefits?


106


13.Are there festival advances provided by the company?

Yes no

14.Is there any opportunities for you to use the new technology?

Yes no

15.Are you satisfied with the first aid facilities?


16.Are you satisfied with the safety measures within the factory?


17.Are you satisfied with the vacation packages?


18.How far are you satisfied with the performance appraisal schemes?


19.How far are you satisfied with your job?



107

20.Are there free health check ups in the organization?

Yes no

21. How effective is the presence of welfare officer?

Highly effective effective neutral ineffective highly ineffective

22.How is the companys response with emergency situations?


23.Do you feel you are recognised for your job?

Yes no

24.What is your level of satisfaction regarding superior – subordinate relationship?


25.Do you have any bonus / exgratia payments?

Yes no

26.Suggestions to improve your welfare?


108


109

BIBLIOGRAPHY

BIBLIOGRAPHY

Industrialreations.naukrihub.com

www.articlesbase.com

www.google.com

www.wikipedia.com

www.wikianswers.com

www.mbareports.com

www.b2binternational.com


http://www.b2binternational.com/

http://www.mbareports.com/

http://www.wikianswers.com/

http://www.wikipedia.com/

http://www.google.com/

http://www.articlesbase.com/

110

www.ventureline.com


http://www.ventureline.com/