Analysis of Relationship of Employee Payment and Employee Satisfaction (BILT)

8/12/2019 Analysis of Relationship of Employee Payment and Employee Satisfaction (BILT)

1/44

INTRODUCTION

TO

THE COMPANY

1


2/44

BALLARPUR INDUSTRIES LIMITED

COMPANY HISTORY AND BACKGROUND

BILT is the largest paper company in India. It is also the only Indian Company to rank

amongst the top 200 pulp and paper companies worldwide. It has a strong presence in all

segments of the usage spectrum that includes Writing !rinting !aper" Industrial #pecialty

!aper. Complementing this is a di$ersified production infrastructure with si% manufacturing

units spread across the country.

In recent years" BILT has e$ol$ed as a more dynamic" knowledge dri$en organi&ation

focused towards creation of stakeholder $alue. In the process" it has also transformed the paperindustry from a traditional 'commodity market( mindset to a )randed one. * concerted

program of inno$ation and technological e%cellence helps it proacti$ely respond to the needs

of each indi$idual segment. Today" BILT not only has the range" )ut also a well entrenched

"distri)ution net work that ena)les it to reach customers" any time" any place.

+alue at BILT comes from a tradition of leadership spread across ,0 years and three

generations. Its genesis lies in the dream of a single man - Lala aram Chand Thapar. /$er

the years" entrepreneurial family $alues" nursed )y r. L.. Thapar" ha$e now e$ol$ed into a

culture of e%cellence across the organi&ation. This is now e$ol$ed into a culture of e%cellence

across the organi&ation. This is now )eing dri$en )y a professional team led )y r. autam

Thapar. /$er the years" BILT has e$ol$ed from )eing a di$ersified conglomerate to focusing on its

core competence - !aper. The redefining of the Corporate identity from Ballarpur Industries3

to BILT3 is a significant step in our intent to shift from a traditional company market3 mindset

to a proacti$e" customer oriented one and a singular focus on growing #hareholder +alue.

*s the industry leader" BILT is committed to de$eloping its )usiness towards ecological" social

and economic sustaina)ility. Community de$elopment and upliftment of the marginali&ed class

ha$e )een identified as focus areas. BILT has 4oined hands with !ratham" an 5/ that runs

primary education programs all o$er the country. * key initiati$e in en$ironment

accounta)ility is the BILT 6arm forestry program that has co$ered more than 7800 farmers

since 2001.

2


3/44

Manufacturing facilitie!

9 :nit *shti ;aharashtraI#@ our people with a positi$e culture that

rewards I55/+*TI/5" )reeds I5ITI*TI+@ and encourages I5T@LL@@5T risk taking.

OUR "ALUES!

'BILT is reflection of si% decades and three generations of leadership. This enduring legacy

has )een )uilt on certain $alues.

#hri.autam Thapar ;+C ?ail >oad.

:nit #hree opal is at amunanagar in =aryana which is contri)uting 0K towards totalproduction of paper )y BILT. This mill was taken )y Thapar3s in 1J7" o$er years with the process

of re)uilding" e%pansion and di$ersification.

The unit employee 00 people and manufactures the wide $ariety of paper like writing" printing

and coated paper. The unit has , paper machines with the capacity of producing 228 tones of

paper. The unit also has two paper coating machines with the capacity of producing 17000 tones of

coated paper.

In the recent years market demand for the paper Duality is )ecoming more more stringent. =igh

speed of printing machine reDuires paper high strength" )rightness and uniform Duality. With the

li)erali&ation the competition has )ecome e$en stiffer. In the $iew of this new !ulp ill has )een

installed with the targeted )rightness le$el of degree I#/.

PRODUCT!

/ur product range largely includesFG

Coated Wood 6ree !aper

Business #tationery - >oyal @%ecuti$e Bond and #unlit Bond.

!ackaging Boards.

#pecialty 6ine !aper.

:ncoated =iG)right !aper ;ap litho


8/44

?aily !ulp !roduction is around 17 tones

?aily !aper !roduction of this plant is 220 tones.

RA3 MATERIAL!

:nit #hree opal consumes ,80 tones of raw material e$ery day. This includes around J0 tones

of wood" 10 tones $eneer waste" 0 tones of )am)oo. Wood in the form of !opular Trees

+eneer Waste we are getting from the local farmers and #urrounding !ly Wood Industries. >est the

)am)oos comes from @astern :.!.

MANPO3ER!

Total manpower of the plant is around 1700" among them 00 are in the anagementM/fficer

grade.

MARKET!

BILT follows the centrali&ed marketing policy with its head office at urgaon and E Aonal offices

at olkata" Chennai" um)ai ?elhi. We sell our products through the dealers appointed )y the

company.

We are the market leader in the segment of high Duality papers ;specialty paper< with a market

share of around 17 percent. /ur market growth rate is round J percent.

OGRANISATION STRUCTURE

V.P. and M.D.

GROUP II HEAD

CHIEF GENERALMANAGER

COMMERCIAL &RAW MATERIAL

RESEARCH ANDDEVELOPMENT

PAPERPRODUCTION

ENGG.SERVICES

MEDICAL

PEOPLEDEVELOPMENT &COMMUNICATION

FINANCE


9/44

%INANCE DEPARTMENT STRUCTURE

J

D.M(COSTING)

D.M(ACCOUNTS)

D.M(SALE TAX)

A.MB/P Se.

A.MB/R Se.

A.MFINANCE

A.MESTABLISHMENT

D.G.M / M!".(FINANCE)

A.MBILL MATCHING


10/44

%UTURISTIC OUTLOOK

It has )een e%pected )y BILT to increae t4e (r#)ucti#n t# 5.6 la74MT (er annu, '$

8669:56in #hree opal :nit.

ore and more range #f (r#)uctwill )e further a))e) t# t4e (reent lineof products to

satisfy the customers need and add $alue to them.

#teps ha$e )een taken to introduce the a)*ance effluent treat,ent an) )i(#a'le

$te,to make ecoGfriendly en$ironment.

In the coming years it has )een planned to locate corporate Training ?e$elopment

;T0Desearch ?e$elopment ;R0D


11/44

INTRODUCTION

O%

THE STUDY

11


12/44

INTRODUCTION O% THE STUDY

*n important feature of all )usiness organi&ation is that it employs people and makes a

workforce. The workforce consists of people of wide range of skills as manual" technical and

managerial. The common factor of the entire workforce is their demand to )e paid for their efforts

!ayroll management is the most important function of staff management at the moment the

work is done for the proper functioning of the industry we ha$e to pay a satisfactory amount or

salary to the employee. * su)stantial part of the company3s finance is committed which affect cash

flow position of the company. In the large companies there is an administrationMaccounts

department and responsi)ility for all remuneration matters.

The payroll system maintains all the records computeri&ed. In order to pro$ide payGslips toeach employee" the essential data recei$ed from time office is operated upon in IT department.

*fter inputting the data in to the computer" different types of programs are de$eloped and

efficiently run on the computer to compute the salaryMwages of the employees. The data related to

the pay roll is store in to computer memory. !ayGslips are printed group" department and token

wise. *t each department" the control details are printed for each head like )asic" ?*" 5et #alary

paya)le etc.

There are lots of works" which are to )e done or which should )e kept in mind )y the account

department.

1. Basic salary estimation.

2. *llowance calculation.. Calculation of gross salary.

E. ?eduction like !6" I#" Loan.

8. ?eductions like income ta% etc.

,. Calculation of net salary paya)le.

5. BASIC SALARY ESTIMATION!

In the present system" the )asic salary is estimated as per designation. The salary is gi$en from

?. anager to the workers. The )asic salary of the staff is set on )ehalf of their e%perience.

2. ALLO3ANCES CALCULATION!

/n this )asic salary" the allowance" con$eyance allowance" medical allowance" special allowance

etc are gi$en. These are calculated manually.

=. CALCULATION O% GROSS SALARY !

In the )asic salary if all a)o$e allowances are added and then this gross salary is calculated.

12


13/44

>. DEDUCTION LIKE P%/HR/LOANS!

*s per a fi% schedule" from this gross salary" amount for pro$ident fund" group insurance schemes"

and the installments for loans a$ailed )y the employee will )e deducted.

OB?ECTI"E O%

THE STUDY

1


14/44

OB?ECTI"E O% STUDY

!ayG>oll system is one of the most important reDuirements of the )usiness organi&ation. The

organi&ation )ig or small inclines towards the necessity of a refined and amica)le payGroll system.@$ery )usiness organi&ation consists of people with knowledge and skills and the payGroll system

accounts for the money" which is to )e distri)uted among the employees of the organi&ation as the

result of their hard work. The payGroll system consists of three partsF G

a< Calculation of each employee3s gross earnings.

'< Calculation of each employee3s net income.

c< Calculation of all the deduction and allowances.

The o)4ecti$e of taking this research is firstly to study the system used for managing

employee3s payments and to find out if there is any pro)lem in the e%isting system" also to gi$esolution for the pro)lem.

5ot only this )ut to sur$ey if the employees are satisfied with the payroll system" their salary and

with other facilities that are pro$ided )y the company.

To study the management of employees payments

This is managed with a computeri&ed system called payroll system. @mployees are paid

salary after ad4usting for deductions and allowances. ode of payment is )ank. *ttendance

for complete month is calculated on 28 of e$ery month with left days attendance is

assumed.

To find out the pro)lem

The pro)lem in the e%isting system is the preparation of re$ised attendance due to assumed

attendance.

To gi$e solution for the pro)lem

Instead of calculating attendance for assumed days it can )e calculated for full month.

1E


15/44

RESEARCH METHODOLOGY

18


16/44


17/44

supplemented with the secondary data. The respondents were contacted personally and the

research instrument use of gathering data was the Duestionnaire.

EMPLOYEE PAYMENTS

@mployee payments refer to all 6orms of pay or rewards going to employees and arising from

their employment and it ha$e two main components. There are direct financial payments in the

form of wages" salaries" incenti$es" commissions" and )onuses" and there are indirect payments in

the form of financial )enefits like employerGpaid insurance and $acations.

In turn" there are essentially two ways to )ase direct financial payments to employeesF on

increment of time and on performance ;piecework is an e%ample


18/44

TIME O%%ICE

It ,ain functi#n i c#ncern +it4F

G To maintain attendance" lea$e" o$ertime duty" records of all employees" consolidating the

working days at the end of the month and ad$ice accounts department for payment of salary.G ?eployment of casual la)or.

G Comply with statutory reDuirement under the *ct.

Atten)ance rule- J min grace period is allowed to )oth clerical and management staff at the start

of the shift and also during shift )reaks. If a person is late )y more than J min" he has to su)mit a

short lea$e" which is allowed for 2hrs after that O day a)sent is worked.

#=I6T#F

*. 12 p.m to a.m

a. a.m to E p.m

B. E p.m to 12 a.meneral - 7.0a.m to E.0p.m

Lunch )reak 12a.m to 1p.m

O*erti,e 2 ?ou)le the actual amount paid after hrs of work to worker and clerical staffs.

/$ertime is allowed against *)sentee

+acancies

#hut

Casual

5ew 4o)

!aid holiday

*s soon as a worker is engaged on o$ertime )y the department" the department will send an

o$ertime slip to the time office for information. *fter finishing the o$ertime the department will

send the duplicate copy confirming the no. of hours engaged )y the dept. duly appro$ed )y

department manager. Time office confirms the no. of hours from the memo and punching hours.

6rom punching card and memo information whiche$er time is less that will )e considered.

Lea*e ruleF 6or clerical staffs - Lea$e year 13st Nan to 13st ?ec.

anagement staff CL !L L@ntitlement 10 2E.8 7

*ccumulation G 10 ?*# 10 ?*#

1


19/44

6or management staffs - Lea$e year 13st *pril to 13st march

CL !L L

@ntitlement 10 0 11


:na$ailed lea$es can )e encashed at the end of the year with minimum no. /f 10 days in a year.

/fficer staff CL !L L

@ntitlement 10 0 11

*ccumulation G ,0 ?*# 10 ?*#

anagement staff CL !L L

@ntitlement 10 2 7


P full days special lea$e which is gi$en to all the #ikh employees.

?ifferent lea$e forms are for different groupsG

Re)for management staff

Yell#+for clerical staff

34itefor workers

#anctioned lea$e is scrutini&ed in the time office and serial no. is marked on all the lea$e

application.

Pr#ce)ure f#r (a$r#ll1. Computation of working days" lea$es" rest" a)sent.

2. *ttendance data keying into computer )y C#? according to the ad$ice gi$en )y the time office.

. >eceipt of attendance sheet from C?#. *d$ising correction data to C?# in case of less or

e%cess paid

1J


20/44

ESTABLISHMENT

This department )asically deals with employee personal records" sa$ing schemes" insurance

schemes" and social security schemes and after retirement schemes and etc.

Per#nal rec#r) !This record is maintained for e$ery employee of the unit from management

staff to worker. It includes all the information regarding the employee from personal toprofessional and its gets updated from his day of 4oining till to his retirement or end of his

association with the company. The age of retirement followed )y the co. is ,0 years as per go$t.

rules.

It 'aicall$ inclu)e 2

*pplication form

*ppointment letter

edical certificate

#alary status

emorandums" circulars related to his issued during his ser$ice.

>ecord if any disciplinary action taken against him" domestic enDuiry" details of charge

sheet" seeking e%planation" action taken.

!articulars of increments.

?etails of promotions" etc.

"ari#u a*ing an) inurance c4e,e inclu)e!

ESI- @!L/@@ #T*T@ I5#:>*5C@F G

:nder @#I *ct"

@mployees entitled under this scheme whose gross wages is up to RS 66a)o$e this they are

treated as nonG@#I mem)ers.

Gr# +age include Q Basic R ?* R =>* R@ducational allowance Rproducti$ity gain R

production )onus RIncenti$e amount R /T

Gr#u( inurance

@mployee entitled under this those who are entitled to !6. ;from LIC#,2000 makes payment.

20


21/44

This scheme is )one )y the employer" so Duarterly premium is paid )y the co. with calendar year

13st Nan.

S#cial ecurit$ c4e,e

6or management staffs - roup medical e%penses are paid )y the co. Myear.

Gr#u( (Per#nal acci)ent c4e,e

/fficers are entitled

*ccident )enefits are gi$en for any time anywhere it occurred.

Benefit Q =ospital e%penses R#alary on lea$e.

Gr#u( ter, inurance

In case of death ma%imum claim is up to ># 1" 00"000" )one )y the co. ;)ut it is not in operations

as death rate is low and premium rate is high comparati$ely* gi$en to those employees who are not pro$ided house facility. The rate of =>* is 12.8K of

21

L@+@L C*T@/> B@5@6IT */:5T @B@>#

C/+@>@?

LG1 T/ LGE ;B< 2E0M@B@>M@*> TILL E !@>#/5#

;@!L/@@" WI6@

*5? 2 C=IL?>@5M@*> G ?/ G

*5?

*B/+@

#!@CI*L 1128M@B@>M@*> G ?/ G


22/44

the )asic salary.

If is fi%ed in the union arrangement with the employer. The permanent and electrical workers

who are li$ing outside of the mills colony are getting >s. 108MG pm. the mem)er of staff are getting

=>* according to their grades.

>s. 800 for )asic salary up to >s.1800

>s. 1000 for )asic salary )etween rs1800 and >s. 800.

>s. 2000 for the )asic salary more than >s.800

=owe$er" no house rent allowance is paya)le if the employee is pro$ided a house )y the

company.

=. CON"EYANCE ALLO3ANCE

The allowance granted to meet the e%penditure incurred on con$eyance in the performance of

duties of an office or employment of profit .

Those who get only )asic salary get 8K of the )asic as C* and those employees who get )asic

R?* gets 2.8K of the )asic salary as C*.

G18K of )asic salary for )asic salary upto 2"000.G28K of )asic salary for )asic salary more than ># 2000.

>. ENTERTAINMENT ALLO3ANCE

G5il for nonGe%ecuti$e employees.

G>s. 200 for all e%ecuti$es3 employees.

%i&e) '#nu!

Company announced )onus in his first annual general meeting. They pro$ided )onus facilities to

all employees. Company is lia)le to pay the fi%ed )onus to their employees either company is

going in profit or not.

Pr#)ucti#n '#nu

This is calculated on the )asis of paper production e$ery on machine no 1" 2" and E paya)le to all

permanent employees.

!ercent of this )ased on the )asis !ay R?*. It declares on the )asis of the production incenti$e

amount.

This is also production )ones on the production or machine no. 8" , 7 in specially department.

* pooled amount is distri)uted on the )asis of )asic pay R ?* ;employeeSs state insurance

Perf#r,ance '#nu

This type of )onus depends upon rating which is done )y immediate superior.

Me)ical All#+ance ;MA

edical allowances gi$en to only those employees who get gross salary more than >s. ,800 they

get 8K of their )asic.

22


23/44

DEDUCTION

5. HOUSE RENT

:Nil/ if t4e e,(l#$ee i n#t (r#*i)e) a 4#ue '$ t4e c#,(an$.GK of the )asic salary su)4ect to ma%imum of ># 00"if the employee is pro$ided a house )y

the company.

8. PRO"IDENT %UND

Company deducts some part of employee3s salary as a pro$ident fund. When the employee retired

from the company" company returns hisMher pro$ident fund with interest.

12K !6 is deducted from employees salary deducted amount is deposited up to 18 thof ne%t month

and the !6 is transferred to the trust.

=. EMPLOYEE SA%ETY INSURANCE %ACILITYThe company pro$ides the hospital facility to its employee. It deducts the following amount from

the salary of each employee for pro$iding this facilityG

If salary of employee is less than or eDual to 7800 then 2.28K of total salary is deducted E.78K

is paid )y employer the amount to @#I is send )y the company.

>. DEDUCTIONS O% LOANS

If any employee has taken loan from company" company deducts some part of hisMher salary as

loan installment with interest.

Company also deducts electricity charges guest house charges" clu) dues etc.

. COMMON %UND!

This fund is created )y the deduction at >s.MGpm for all permanent workers. This pro$ides interest

free loan at the rate of >s. 1000MG. It emergent cases like treatment of wife" child" domestic

pro)lems etc. in case of death at workers to gi$e relief for financial meet >s. 1280MG is paya)le on

the time of retirement. oney is also spent on )lood )anks and sports from this fund.

. INCOME TA!

anagement deducts income ta% from employeeSs salaries and gi$es to go$t. Income ta% is

deducted on the )asis of income ta% clauses whiche$er is applica)le.Income ta% rules for male employees

Salar$ in R. Per $ear

1 lac to 1.8 lac 10K

1.8 lac to 2.8 lac 20K

*)o$e 2.8 lac 0K

2


24/44

%#r fe,ale

1.8 Lac to 1.80 lac 10K

1.80 lac to 2.80 lac 20K

a)o$e 2.80 0K

%#r eni#r citi@en 1.8 lac to 2.80 lac 20K

Surc4arge 10K if salary a)o$e 10 lac

E)ucati#n ce 2 K

F. MEDICAL %UND!

*t the rate of >s. 8pm. it is deducted from all the employees3 salary. The fund created is used for

the employeeSs phaseS chronic diseases.

Ot4er facilitie (r#*i)e)

Gratuit$!

When 8 years are o$er in a company for a particular person" that person )ecomes eligi)le for

gratuity. =e gets the gratuity when he lea$es the company.

%#r,ula f#r calculating gratuit$

6or mgt"

ratuity Q )asic 18M2,complete year of ser$ices

6or clerical"

ratuity Q ?*R )asic 18M2,complete year of ser$ices

Lea*e enca4,ent!

>ule 6or group 1 group 2

6or e$ery month an employee gets 2 and half paid lea$e or earned lea$e i.e. 0 for a year. *n

employee can get these lea$es encashed. 80K will )e encashed that means employee will get

amount for 18 days. inimum 0 days holidays are must to )e reser$ed )ut not more than ,0

lea$es can )e kept as reser$ed. If more than ,0 paid lea$es kept" then the amount will )e

lapsed. These lea$es are due from 1st*pril to 1stmarch

>ule for group " E8

They will get 0 paid lea$es and amount will not lapsed they can reser$e as much they want.

2E


25/44

ANALYSIS

AND

INTERPRETATION

28


26/44

ANALYSIS AND INTERPRETATION

ASSUMPTIONS

It was assumed that 0G2 is not satisfied" G8 are partially satisfied and ,G are completely satisfied.

EPERIENCE

@U!@>I@5C@ 5/. /6 >@#!/5?@5T# !@>C@5T*@

0G10 1 2,K

10G20 10 20K20G0 1 ,K

*B/+@ 0 J 1K

T/T*L 80 100.00K

C#,,ent

* sample of 80 respondents with adeDuate e%perience in the organi&ation was randomly selected.

=owe$er all the respondents were classified into E categories )ased on years of e%perience i.e. 0G10" 10G20" 20G0" a)o$e 0 years.

O"ERTIME

2,

5=

56

5G

9

6

8

>

G

56

58

5>

5

5G

N#.#fRe(#n)ent

6:56 56:86 86:=6 A'#*e =6

E&(erience

E&(erience


27/44

W/>@># @T 6/> 5/. /6 >@#!/5?@5T# !@>C@5T*@

/+@>TI@

@UT>* /5@ 1 ,0K

L@*+@ , 20K!>*I#@ , 20K

T/T*L 0 100K

C#,,ent

The analysis of the o$ertime in the office re$ealed that e%tra money paid for o$ertime was

helpedMencouraged the workers. =owe$er the lea$e and appreciation don3t encourage the

employees )ecause no financial help was gi$en to them and hence only e%tra money encourages

the employees.

27

5G

6

8

>

G

56

58

5>

5

5G

N#.#fRe(

#n)ent

E&tra M#ne$ Le a*e Praie

O*erti,e

O*erti,e


28/44

SALARY

#*L*> 5/. /6 >@#!/5?@5T# !@>C@5T*@1000G000 1,K

000G,000 1,K

,000GJ000 , 12KJ000G12000 20 E0K*B/+@12000 1,K

T/T*L 80 100.00K

C#,,ent

The salary structure is also studied. The analysis of data re$eals that ma%imum respondents ;E0Ks. J000 to 12000 salary. 6urther percentage of respondents falling

)etween 1000G000" 000G,000and a)o$e 12000 is same i.e. 1,K.

2

G G

86

G

6

8

>

G

56

58

5>

5

5G

86

N#.#fRe(#n)ent

5666:=666 =666:666 666:9666 9666:58666 A'#*e 58666

Salar$

Salar$


29/44

3ORKING

CONDITIONS

L@+@L /6

#*TI#6*CTI/5 5/. /6 >@#!/5?@5T# !@>C@5T*@

0 0 0K1 0 0K2 2 EK

,K

E 8 10K

8 12 2EK, 1,K

7 12 2EK

1,KT/TL 80 100K

C#,,ent

The analysis of working conditions re$eals that EK respondents are not satisfied with the workingconditions while E0K are partially satisfied and 8,K are completely satisfied. *nalysis of the data

re$eals that working conditions played critical role on employee3s performance and in BILT

working conditions are satisfactory.

RELATION 3ITH SENIORS

L@+@L /6 5/. /6 >@#!/5?@5T# !@>C@5T*@

2J

8=

58

G

58

G

6

8

>

G

56

58

N#.#

fRe(#n)ent

5 8 = > F G

Le*el #f Satifacti#n

3#r7ing C#n)iti#n


30/44

#*TI#6*CTI/5

0 0 0K

1 2 EK

2 E K E K

E E K

8 2 EK, 1, 2K

7 12 2EK

, 12KT/T*L 80 100K

C#,,ent

The analysis of the data collected re$eals that 12K of the respondents are not ha$ing satisfactory

relations with their seniors" 20K of respondents are partially satisfied and ,K are completely

satisfied. #o we find that ma4ority of the respondents are satisfied with the relations with their

seniors and only few respondents are not satisfied with their relations with their seniors.

0

8

> > >

8

5

58

6

8

>

G

56

58

5>

5

N#.#fRe(#n)ent

5 8 = > F G


Relati#n 3it4 Seni#r


31/44

SATIS%ACTION 3ITH

SALARY

L@+@L /6

#*TI#6*CTI/5 5/. /6 >@#!/5?@5T# !@>C@5T*@

0 0 0K1 ,K

2 8 10K ,K

E ,K

8 12 2EK, 17 EK

7 , 12K

1 2K

T/T*L 80 100K

C#,,ent

The analysis of data re$eals that a)out 1,K of the respondents are not satisfied with their salary

)ut ,K of the respondents are partially satisfied.EK of respondents are completely satisfied.#ome of the respondents are of the $iews that in other company3s employees recei$e more at the

same position than what they are getting in BILT.

"IE3 ABOUT ALLO3ANCES AND DEDUCTIONS

L@+@L /6 #*TI#6*CTI/5 5/. /6 !@>C@5T*@

1

=

= =

58

5F

5

6

8>

G

56

58

5>

5

5G

N#

.#fRe(#n)ent

5 8 = > F G


Satifacti#n 3it4 Salar$


32/44

>@#!/5?@5T#

0 0 0K

1 E K

2 2 EK 10 20K

E 20 E0K

8 2 EK, , 12K

7 E K

2 EKT/T*L 80 100K

C#,,ent

The allowances and deductions ha$e also )een studied. The analysis of data re$eals that mainly

those who are not satisfied with their salary are also not satisfied with the allowances gi$en to

them.12K of respondents are not satisfied with the allowances gi$en to them" ,EK are partially

satisfied and 2EK are completely satisfied.

SATIS%ACTION 3ITH PAYMENT "IA BANK

L@+@L /6 #*TI#6*CTI/5

5/. /6

>@#!/5?@5T# !@>C@5T*@

0 0 0K

1 0 0K

2

>

8

56

86

8

>

8

6

8

>

G

56

58

5>

5

5G

86

N#.#fRe(#n)en

t

5 8 = > F G


"ie+ A'#ut All#+ance an) De)ucti#n


33/44

2 ,K

0 0K

E 7 1EK

8 J 1K, 10 20K

7 18 0K

, 12KT/T*L 80 100K

C#,,entThe employees are paid salary and wages through )ank. The analysis of data re$eals that only ,K

of respondents are not satisfied )y this mode of payment" 2K are partially satisfied and ,2K are

completely satisfied. 6rom this we find that ma%imum of the employees are satisfied with this

mode of payment.

SATIS%ACTION 3ITH PAYROLL SYSTEM

L@+@L /6 #*TI#6*CTI/5

5/. /6

>@#!/5?@5T# !@>C@5T*@0 0 0K

1 0 0K

2 0 0K

1 2K

6

=

6

F

956

5

6

8

>

G

56

58

5>

5

N#.#fRe(

#n)ent

5 8 = > F G


Satifacti#n 3it4 Pa$,ent "ia Ban7


34/44

E , 12K

8 7 1EK

, 10 20K

7 20 E0K , 12K

T/T*L 80 100K

C#,,ent

The data re$eals that no respondent is unsatisfied with the payroll system of company while 2K

are partially satisfied and 72K are completely satisfied.

E

6 65

F

56

86

6

8

>

G

56

58

5>

5

5G

86

N#.#

fRe(#n)ent

5 8 = > F G


Satifacti#n 3it4 Pa$r#ll S$te,


35/44


36/44

%INDINGS AND CONCLUSION

/n the )asis of analysis the main reDuirement of the company is to change the e%isting

system. *s there was increased workload due to the facts like that company has to prepare re$ised

attendance of the following month to check the measures of )asic pay" o$ertime" loans etc due to

assumed attendance. @mployees feel that they were not pro$ided with adeDuate knowledge of the working. *lso

some employees feel that training pro$ided to them s useless )ecause it is e%tra )urden on them.

#alary policies f the company needs to )e re$ised.

In the conclusion we can say that

Working conditions in the BILT are satisfactory.

#alaries and wages pro$ided to employees through )ank are also satisfactory.

@mployees are also pro$ided on the 4o) training.

/rgani&ation organi&es $arious personality de$elopment and cultural acti$ities for the

employees.

,


37/44

SUGGESTIONS

6or calculating employees payments attendance is taken of assumed month that creates some

pro)lems in the system delay in payments of o$ertime" reproducing of re$ised attendance. To

o$ercome this pro)lem attendance can )e taken for full month. But e$en this system will also

ha$e some merits and demerits.

MERITS

6or clerical department" if the attendance is taken for full month instead of assumed month"

reDuirement of organi&ation is to make the full attendance processing daily with relia)ility

and adeDuacy.

It will )e an ad$antage for I.T. department that there is no need for reproducing re$ised

attendance.

The o$er)urden of calculation ;in case of assumed days< will )e reduced.

The employees will not ha$e to wait for the payment of o$ertime.

The procedure for claims can )e remo$ed )ecause if attendance is taken as of full month

then no lea$es would )e there for claims.

Calculations of allowances and deductions could )e made accordingly i.e. 4o) of carry

forward for these 4o)s would )e restricted.

7


38/44

DEMERITS

The calculations of attendance of full month may cause delay in payments to employees.

?ifficulty will )e there in presenting the payroll )efore the management on 1 stof e$ery

month )ecause for this purpose each and e$ery calculation is to )e made )efore 1stof e$ery

month. This is not possi)le as the records of attendance completes on 1stof the following

month.

If the processing is e%tended to last working day it will cause delay in the processing of

payroll.

It will lead to delay in the working of accounts office thus there may )e delay in dispersion

of salary from the scheduled date.

*s the closing of the accounts is done monthly" if the schedules are changed to last

working day" in that case monthly pay cannot )e calculated properly.


39/44

LIMITATIONS

In spites of the hurdles training period was a good time for learning e%perience and e%posure to

industrials atmosphere and culture )ut there are certain limitations that e$ery researcher ha$e to

face during the research period. I had find thatF

1. The study has )een completed during a short span of , weeks. #o it was not possi)le to

study the pro)lems well in details.

2. >espondents were not serious a)out filling the Duestionnaire.

. >espondents were lacking in education a)out Duestionnaire )ecause of which they took

time

E. It is also $ery hard to pursue an employee to share his feelings a)out their company.

8. To contact senior officers was also difficult as they were always )usy. #o we had to wait

for them.

,. #ome respondents did not responded and some did not filled the Duestionnaire completely

)ut finally I should say that I thoroughly en4oyed the research work.

J


40/44

ANNEURE

E0


41/44

-UESTIONNAIRE : 5

Na,e!

Age!A))re!

E&(erience!

De(art,ent!

Deignati#n!

E)ucati#nal ualificati#n!

Illiterate

Pri,ar$

Mi))le

Metric

Gra)uateP#t gra)uate

An$ tec4nical ualificati#n!

Nature #f #'!

Per,anent

Caual #r te,(#rar$

M#nt4l$ alar$!

E1


42/44

-UESTIONNAIRE : 8

H#+ t# an+er t4e ueti#n! Jgi*e t4e c#re fr#, 6 t# in increaing #r)er a $#ur

atifacti#n le*el.

5. 34at t$(e #f feeling )# $#u 4a*e '$ +#r7ing in BILT

8. H#+ ,an$ 4#ur )# $#u +#r7

.............................................................................................

=. At +4ic4 4ift $#u +#r7

A 58 (., t# a.,

B a., t# > (.,

C > (., t# 58 a.,

D General 2 F.=6a., t# >.=6(.,

>. D# $#u )# #*erti,e

Ye N#

. 34at $#u get f#r #*erti,e

E&tra ,#ne$

Lea*e

Praie

. D# $#u 4a*e an$ (r#'le, +it4 #*erti,e

Ye N#If $e (ecif$

......................................................................................

...................................................................................................................................

If u 4a*e t# face an$ t$(e #f (r#'le, #n $#ur #' If $e/ (ecif$.

Ye N#

F. Are $#u atifie) +it4 t4e +#r7ing c#n)iti#n #f BILT

. Are $#u atifie) +it4 $#ur alar$

S(ecif$ t4e rea#n

E2


43/44

9. 34at i $#ur *ie+ a'#ut all#+ance an) )e)ucti#n in t4e net alar$

56. 34at $#u feel a'#ut facilitie (r#*i)e) '$ c#,(an$

55. 34at i $#ur *ie+ a'#ut $#ur relati#n +it4 $#ur eni#r

58. 34at i $#ur *ie+ a'#ut (a$r#ll $te, #f BILT

5=. Y#ur uggeti#n t# 'ring an$ c4ange in t4e (reent (a$r#ll $te,

5>. 34at i $#ur *ie+ a'#ut t4e (a$,ent #f alarie an) +age *ia 'an7

5. D# $#u 4a*e an$ uggeti#n t# i,(r#*e t4e ,#)e #f e,(l#$ee (a$,ent

E


44/44

BIBLIOGRAPHY

=uman resource management )y ary ?essler

anaging human resources and personal management )y >.#.?wi$edi

Income ta% law and accounts )y ?r. =.C. ehrotra

othari"C.>."Research Methodology,2nded"5ew ?elhi"

www.)ilt.com

Documents

Analysis of Relationship of Employee Payment and Employee Satisfaction (BILT)