Employee Welfare

A STUDY OF EMPLOYEE WELFARE MEASURES INKS & DL

Submitted to University of MadrasMASTER OF COMMERCESUBMITTED BY

P. ANANDHA (531400284)UNDER THE GUIDANCE OF

ACKNOWLEDGEMENTFirstly 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 WAHIDDECLARATION

I hereby declare that this project entitled EMPLOYEE WELFARE MEASURES AT KS &DL submitted by Miss. P. ANANDHA (531400284), student of St. Josephs College of Arts and Science, for the degree of Master of Commerce to University of Madras is a record of project work done has not formed the basis for award of any other degree, diploma, associate ship, fellowship or similar title to me.P. ANANDHA

(Reg.No: 531400284) CONTENTS PAGE NO

INTRODUCTION

DESIGN OF THE STUDY

INDUSTRY PROFILE AND COMPANY PROFILE

DATA ANALYSIS AND INTERPRETATION

FINDINGS AND SUGGESTIONS

ANNEXURE

BIBLIOGRAPHY10 3234- 3840 -51

52 98

100 102

103-106

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LIST OF TABLES

SL NO LIST OF TABLES

01Are you satisfied with your income

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

03Are you satisfied with the maternity benefits for women employees?

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

05How is your satisfaction level regarding the environmental protection facilities?

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

07you satisfied with the conveyance allowance provided?

08Are you satisfied with the drinking water and sanitation facilities?

09How far are you satisfied with the educational benefits?

10Are you satisfied with the recreational facilities and rest room facilities?

11Are you satisfied with the retirement benefits?

12How is your satisfaction level regarding festival advances?

13Are you satisfied with the opportunities to use the new technology?

14Are you satisfied with the first aid facilities ?

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

16Are you satisfied with the vacation packages?

17How far are you satisfied with the performance appraisal schemes?

18How far are you satisfied with your job?

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

20How effective is the presence of welfare officer?

21How is the companys response with emergency situations?

22Do you feel you are recognised for your job?

23What is your level of satisfaction regarding superior subordinate relationship?

24Are you satisfied with the bonus / exgratia payments ?

TABLE OF GRAPHS

SL NO LIST OF TABLES

01Are you satisfied with your income

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

03Are you satisfied with the maternity benefits for women employees?

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

05How is your satisfaction level regarding the environmental protection facilities?

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

07you satisfied with the conveyance allowance provided?

08Are you satisfied with the drinking water and sanitation facilities?

09How far are you satisfied with the educational benefits?

10Are you satisfied with the recreational facilities and rest room facilities?

11Are you satisfied with the retirement benefits?

12How is your satisfaction level regarding festival advances?

13Are you satisfied with the opportunities to use the new technology?

14Are you satisfied with the first aid facilities ?

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

16Are you satisfied with the vacation packages?

17How far are you satisfied with the performance appraisal schemes?

18How far are you satisfied with your job?

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

20How effective is the presence of welfare officer?

21How is the companys response with emergency situations?

22Do you feel you are recognised for your job?

23What is your level of satisfaction regarding superior subordinate relationship?

INTRODUCTION

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 makerecruitmentmore 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. 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 WELFARETo 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 bythe companyto 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 ServicesSafety ServicesPrevention 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.

Components of a Safety ServiceAmong the many components of a safety service the following have proved effective when applied in combination:

Appointment of safety officerIn 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 hazardsAlthough complete elimation of all hazards is virtually an

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

Job safety analysisAll 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.

PlacementA 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 equipmentEndless variety of personal safety equipment is available

nowadays which can be used to prevent injuries Safeguarding machineryGuards must be securely fixed to all powerdriven

machinery.

Materials handlingThough often ignored, the careless handling of heavy and

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

Hand toolsMinor 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 publicitySafety 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 inspectionAn 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 ServicesThe 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.

There are two aspects of industrial health services

1. Preventive

2. Curative, the former consists of

3. pre-employment and periodicmedical 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.

CounselingServices 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;

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) auniversity 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

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.

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.

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.

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 fulfilled1. 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

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 FactoriesIt 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 InstituteThe 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 CouncilThe 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.

4.Director General of Mines SafetyThe 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 Services1. 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 crche 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 Recommendations1. 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.

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 types1. 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.

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.

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, 19481. Other than seasonal factories, run with power and employing 20 or more workers.

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

3.The Maternity Benefit Act, 1961Maternity 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, 19721. 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.

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.

6. Spittoons:In every work place, such as ware houses, store places, in the dock area and office premises spittoons are to be provided in convenient places and same are to be maintained in a hygienic condition.

7. Lighting:Proper and sufficient lights are to be provided for employees so that they can work safely during the night shifts.

8. Washing places:Adequate washing places such as bathrooms, wash basins with tap and tap on the stand pipe are provided in the port area in the vicinity of the work places.

9. Changing rooms:Adequate changing rooms are to be provided for workers to change their cloth in the factory area and office premises. Adequate lockers are also provided to the workers to keep their clothes and belongings.

10. Rest rooms:Adequate numbers of restrooms are provided to the workers with provisions of water supply, wash basins, toilets, bathrooms, etc.

NON STATUTORY SCHEMES

Many non statutory welfare schemes may include the following schemes:

1. Personal Health Care (Regular medical check-ups):Some of the companies provide the facility for extensive health check-up

2. Flexi-time:The main objective of the flextime policy is to provide opportunity to employees to work with flexible working schedules. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs

3. Employee Assistance Programs:Various assistant programs are arranged like external counseling service so that employees or members of their immediate family can get counseling on various matters.

4. Harassment Policy:To protect an employee from harassments of any kind, guidelines are provided for proper action and also for protecting the aggrieved employee.

5. Maternity & Adoption Leave Employees can avail maternity or adoption leaves. Paternity leave policies have also been introduced by various companies.

6. Medi-claim Insurance Scheme:This insurance scheme provides adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy.

7. Employee Referral Scheme:In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization.

RESEARCH DESIGN

RESEARCH DESIGN OF THE PROJECT

PROJECT TITLE :

A study on employee welfare measures at KS & DL LTD in Anna Nagar, Chennai.

STATEMENT OF THE PROBLEM :

As a business, the company have to provide various benefits to ensure the employees' welfare. While this may increase the business expense and negatively affect your bottom line, looking after employees will benefit you in other ways. In fact, it's almost impossible to operate a business without offering a basic set of benefits for the employees' welfare. Therefore it is important to know the effect of employee welfares at KS & DL .Hence the study entitled A study on employee welfare measures at KS & DL.

SIGNIFICANCE OF THE STUDY :

Employees are one of the companys 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. 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 ofemployerand employee. This includes an individual who receives a supplementalunemploymentpaybenefit that is treated as wages.Employee Welfare measures :

Employee welfare measures means the efforts to make life worth living for workmen. According to Todd employee welfare means anything done for the comfort and improvement , intellectual or social , of the employees over and above the wages paid which is not a necessity of the industry.

METHODOLOGY :

Research Methodology is used to describe how one has gone about conducting a certain scientific study. Each research methodology is a standardized and accepted practice.

Here the study is based on sample survey technique. The study consists of analysis of welfare measures in KS & DL . For this a sample of 50 employees were selected and they gave their views and opinions on different parameters. Personal interviews and informal discussions were held with the employees as well. Further applying simple statistical techniques has preceded the data collected.

DATA COLLECTION METHOD :

Sources of data :

Primary data

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 isinformation that is obtained directly from first-hand sources by means of surveys, observation or experimentation.

SECONDARY DATA :

Secondarydata, is data collected by someone other than the user. Common sources of secondary data include censuses, organisational records and data collected through qualitative methodologies orqualitative research. Primary data, by contrast, are collected by the investigator conducting the research.

SAMPLING PROCESS :

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

SAMPLING DATA :

It includes

Sampling unit

Sampling size

Sampling techniques

Sampling method.

SAMPLING UNIT :

The data for the study was collected fron various departments of the company like marketing, HR , finance, production .

SAMPLING SIZE :

A sample size of 50 employees were taken .

SAMPLING TECHNIQUES :

Sampling techniques such as probability sampling, non- probability sampling and random sampling techniques were used.

REFERENCE PERIOD :

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

LIMITATIONS OF THE STUDY :

The sample size available was not sufficient .

Labourers were not willing to share their opinion

COMPANY PROFILE

HISTORY OF THE SOAPSoap manufacturing was started in North America.

Some American companies with wellknown names were started 200 years ago.During middle agesoap was made at various places in Italy, France,England & other countries. France became famous & many small factorieswere established there. In India the first soap industry was established by North West soap companyin1897 at Meerut following the swadeshi movement. From 1905 onwards few more factories were setup. They are : 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, butbegan to stagnate & soon it started torecover & experienced a short upswing in1974. This increase in demand can be attributed due to;1. Growth of population.2 .Income & consumption increase.3. increase inurbanization.4. Growth in degree of personal hygiene.

Soap manufacture has 2classifications, organized and unorganized sectors. KSDL comes under organized sector.PRESENT STATUSMarket scenario:India is the ideal market for cleaning products. Hindustan liver, which towers over the cleaning business, sells in all over the cleaning business but the tiniest ofIndian settlements. The 7.4lakhs tons per annum soap marketin 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 segmented not only on the basis of price benefits, but even a range ofemotions within that outlining framework.

PROBLEMS OF SOAP INDUSTRYSoap industry faces some problems in caseof raw materials. The majoringredients 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 ofhard 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 wereShort-chain Alkyl Napthalene Sulphonateswhich 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 withbenzeneas the aromatic nucleus were developed. (the alkyl portion was derived from kerosene) By the end of World War 2alkyl aryl sulphonatesswamped 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 ofCMC(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 ofIgepon compounds in Germany and the USA (for example Igepon-T, the sodium salt of oleyl tauride),Mersolatesin Germany (alkane sulphates), andTeepolin England (a secondary Olefine Sulphate from petrochemical sources). Alkyl Benzene Sulphonate was top of the market due to its ease of manufacture and versitility.

Between 1950 and 1965 more than half of the detergents were based on a propylene tetramer coupled to benzene (PT benzene), but they were later blamed for a rise in eutrophication in lakes and streams because they contained phosphates (from Sodium triphosphate). This problem has not been fully resolved in some cases, in some countries there has been a 'gentlemans agreement' to reduce the use of phosphates but in countries where it is not a major problem no such action has been taken. The problem was set down to the branched chain formation of PT benzene which resulted in the inability of bacteria to degrade them. Straight-chain alcohols are degradable, so steps were taken to produce alinear alkyl benzenemolecule. To replace the phosphate based portions, in Scandinavian countries they now use NTA (Nitrilo triacetic acid)COMPANY PROFILEKarnataka 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 ofMysore turned this threat in to an opportunity, by sowing the budding seeds of KS& DL on the out skirts of Kotiforest, near Bangalore in 1918.The project took shape with the engineering skill and expertise of atop-level team with the inspection of the Diwan of Mysore,Late SirS.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 processperfect of manufacturing of sandalwood oil &world famous Mysore Sandal Soap. The factory was started avery small unit near K.R .Circle, Bangalore with the capacity of 100 tons p.a in 1918. Then, thefactory shifted its operations to Rajajinagar industrial area, Bangalore in July 1957. The plant occupies an area of42 acres (covering soap, detergent & fatty acid divisions) on the Bangalore- Pune Highway easily accessible by transport services and communication. In November1918, 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 tomanufacture toilet soap.

RENAMING OF COMPANYOn Oct 1st1980, the Government Soap Factory was renamed as KARNATAKA SOAPS AND DETERGENTS LIMITED. The company was registered as a Public Limited company. Today the company produces varieties ofproducts in toilet Soaps, Detergents, Agarbathis and Talcum powder. KS &DL hasbeen 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 themanufacturing ofMysore 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 progressthrough internal and external audits.

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

.v. Reuse and recycle materials wherever possible andminimize 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 soapbased on pure sandaloil.

VI. To promote and uphold its image assymbol 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:

KS&DL is the true inheritor ofgolden legacy of India. Continuing the tradition ofexcellence for over eight decades, using only the best East Indian grade Sandalwood oil & Sandalwood soaps in the world. The products produced atKS&DLare the Soaps, Detergents, Agarbathies and Sandalwood oil.

PRODUCTS MANUFACTURED BY KSDL

NAME OF THE PRODUCTUNITS OF GRAMS

TOILET SOAPSEPRODUCT MYSORE SANDAL SOAP

75, 125

MYSORE SANDALCLASSICSOAP

75

MYSORE SANDAL GOLD SOAP

75, 125

MYSORE SANDAL BABY SOAP

75

MYSORE SPECIAL SANDALSOAP

75

MYSOREROSESOAP

100

MYSORE SANDAL HERBALCARE SOAP

100, 125

MYSOREJASMINESOAP

100

WAVE SOAP

100

MYSORELAVENDERSOAP

150

MYSORE SANDAL BATHTABLET

150

MYSORE SANDALCLASSICBATH TABLET

150

MYSORE JASMINE BATHTABLET

150

MYSORE SPECIAL SANDALTABLET

150

MYSORE SANDAL ROSETABLET

150

MYSORE SANDAL GUESTTABLET75

DETERGENTS1000MYSORE DETERGENTPOWDERMYSORE DETERGENT CAKE125TALCUM POWDER20, 50,100, 300MYSORESANDALTALCMYSORESANDALBABYTALC100, 200, 400AGARBATHIESMYSORE SANDALS PREMIUM

MYSORE SANDALS

MYSORE ROSE

NAGACHAMPAMILE 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.

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 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.

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 reintroduced 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:-

DATA ANALYSIS INTERPRETATION

Income satisfaction

Are you satisfied with the income ?

ParticularsNo of respondents% of respondents

yes3264%

No2856%

TOTAL50100%

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

Particulars

No. of respondentsPercentage of respondents

Highly satisfied48%

Satisfied3774%

Neutral612%

Dissatisfied36%

Highly dissatisfied0-

TOTAL50100%

Are you satisfied with the maternity benefits?

Particulars

No of respondentsPercentage of respondents

Satisfied1257.14%

Neutral628.57%

Dissatisfied314.28%

TOTAL21100%

Are you satisfied with the injury benefits / accident ?

particulars


Highly satisfied12%

Satisfied 3468%

Neutral1020%

Dissatisfied510%


TOTAL50100%

5.satisfaction on injury benefits/accident benefits.

Are you satisfied with the injury benefits / accident ?

particulars


Highly satisfied12%

Satisfied 3468%

Neutral1020%

Dissatisfied510%


TOTAL50100%

6.

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

ParticularsNo of respondentsPercentage of respondents

Satisfied 28

56%

neutral4

8%

dissatisfied

18

36%

TOTAL

50100%

7.

Are you satisfied with the canteen facilities provided by them?

particulars


Highly satisfied510%

Satisfied3876%

Neutral24%

Dissatisfied510%


TOTAL50100%

8.

Are you satisfied with the conveyance allowance?


Highly satisfied24%

Satisfied2856%

Neutral36%

Dissatisfied1734%

Highly dissatisfied

0

-

TOTAL

50

100%

9.

Are you satisfied with the drinking water facilities and sanitation?


Highly satisfied12%

Satisfied3162%

Neutral918%

Dissatisfied9

18%

Highly dissatisfied

0

-

TOTAL

50

100%

10.

Are you satisfied with the educational benefits provided by them?

particulars


Satisfied 2958%

Neutral 48%

Dissatisfied 1734%

TOTAL 50100%

11.

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

particulars


Highly satisfied 12%

Satisfied 1632%

Neutral 48%

Dissatisfied 2244%

Highly dissatisfied 714%

TOTAL 50100%

12.

Are you satisfied with the retirement benefits?

particulars


Highly satisfied0-

Satisfied2142%

Neutral1224%

Dissatisfied1734%


TOTAL

50

100%

13.

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


Satisfied4284%

Neutral0-

Dissatisfied816%

TOTAL50100%

14.

How far are you satisfied in using the new technology?

particulars


Satisfied1836%

Neutral1428%

Dissatisfied1836%

TOTAL50100%

15.

Are you satisfied with the first aid facilities?

particulars


Highly satisfied0-

Satisfied 3264%

Neutral510%

Dissatisfied1326%


TOTAL50100%

16.

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

particulars


Highly satisfied12%

Satisfied3468%

Neutral714%

Dissatisfied612%

Highly dissatisfied24%

TOTAL50

100%

17.

Are you satisfied with the vacation packages?

particulars


Highly satisfied 0-

Satisfied 2040%

Neutral 1428%

Dissatisfied 1428%

Highly dissatisfied 24%

TOTAL

50100%

18.

How far are you satisfied with the performance appraisal schemes?

particulars


Highly satisfied24%

Satisfied2856%

Neutral1020%

Dissatisfied1020%

Highly dissatisfied0

TOTAL50100%

19.

How far are you satisfied with your job?


Highly satisfied24%

Satisfied2958%

Neutral1428%

Dissatisfied510%

Highly dissatisfied00%

TOTAL50100%

20.

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

particulars


Satisfied3366%

Neutral24%

Dissatisfied1530%

TOTAL

50

100 %

21.

How effective is the presence of welfare officer?

particulars


Highly effective24%

Effective2754%

Neutral1428%

Ineffective612%

Highly ineffective00

TOTAL50100%

22.

How effective is the companys response to emergency situations?

Particulars

No of respondents

Percentage of respondents

Highly effective 2 4%

effective

33 66%

Neutral 8 16%

Ineffective 7 14%

Highly ineffective

0

-

TOTAL 50 100%

INTEPRETATION:

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

Are you recognized for your job?

Particulars


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.24.

How far are you satisfied with the superior aubordiante relationship?


Highly satisfied 2 4%

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.

Are you satisfied with the bonus/exgratia payments?


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.

FINDINGS AND SUGGESTIONS

FINDINGS :

64% of the employees are satisfied with their income while 56% are dissatisfied. Majority of the employees are satisfied with the medical benefits provided.

Out of 21 female employees only 12 are satisfied with the maternity benefits , i.e majority are dissatisfied with the maternity benefits

Among the total employees surveyed majority are satisfied with the accident and injury benefits i.e 35 out of 50employees are satisfied.

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

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

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

From the survey it is clear that only 32 are satisfied with the drinking waterand sanitation facilities.

29 emplyees out of 50 are satisfied wth the educational benefits provided. 4 are neither satisfied nor dissatisfied.17 are completely dissatisfied with the educational benefits.

Only 17 are satisfied with the rest room facilities , while 29 out of 509 are dissatisfied with the recreation and rest room.

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

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

Only 18are satisfied with the opportunities to use the new technology while 18 are dissatisfied and 14 are neither satisfied nor dissatisfied. 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.

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 advancesANNEXUREA study on employee welfare measures at Karnataka soaps and detergents

Questionnaire

Name :

Age :

Qualification :

Income :

1.Which department do you work in?

2.Are you satisfied with your income?

Yes no

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

Highly satisfied satisfied neutral dissatisfied highly dissatisfied

4.Is their any maternity benefits for women employee?

Yes no

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


6.Are there any environmental protection facilities available here?

Yes no

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


8.Are you satisfied with the conveyance allowance provided?


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


10.Are there educational benefits provided?

Yes no

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


12.Are you satisfied with the retirement benefits?


13.Are there festival advances provided by the company?

Yes no

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

Yes no

15.Are you satisfied with the first aid facilities?


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


17.Are you satisfied with the vacation packages?


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


19.How far are you satisfied with your job?


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

Yes no

21. How effective is the presence of welfare officer?

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? BIBLIOGRAPHY

BIBLIOGRAPHY

Industrialreations.naukrihub.com

www.articlesbase.comwww.google.comwww.wikipedia.comwww.wikianswers.comwww.mbareports.comwww.b2binternational.comwww.ventureline.com2

_1518091214.xlsChart1

1

31

9

9

0

satisfaction on drinking water and sanitation

Sheet1

satisfaction on drinking water and sanitation

highly satisfied1

satisfied31

neutral9

dissatisfied9

highly dissatisfied0

To resize chart data range, drag lower right corner of range.

_1518091223.xlsChart1

1

34

10

5

0

employee satisfaction on accident benefits/injury benefits

Sheet1

employee satisfaction on accident benefits/injury benefits

highly satisfied1

satisfied34

neutral10

dissatisfied5



_1518091227.xlsChart1

4

37

6

3

satisfaction on maternity beefits to female employees

satisfaction on medical benefits for employees

Sheet1


Highly satisfied4

Satisfied37

Neutral6

Dissatisfied3

Highly dissatisfied0


_1518091229.xlsChart1

32

28

Income satisfaction

Sheet1

Income satisfaction

satisfied32

dissatisfied28


_1518091225.xlsChart1

12

6

3


satisfaction on maternity benefits to female employees

Sheet1


satisfied12

neutral6

dissatisfied3


_1518091218.xlsChart1

5

38

2

5

0

satisfaction on canteen facilities

Sheet1


highly satisfied5

satisfied38

neutral2

dissatisfied5



_1518091220.xlsChart1

28

4

18

satisfaction on environmental protection facilities

Sheet1

satisfaction on environmental protection facilities

satisfied28

neutral4

dissatisfied18


_1518091216.xlsChart1

2

28

3

17

0

satisfaction on conveyance allowance

Sheet1

satisfaction on conveyance allowance

highly satisfied2

satisfied28

neutral3

dissatisfied17



_1518091205.xlsChart1

42

0

8

satisfaction on festival advances paid by the company

Sheet1

satisfaction on festival advances paid by the company

satisfied42

neutral0

dissatisfied8

4th Qtr1.2


_1518091209.xlsChart1

1

16

4

22

7

satisfaction on recreational facilities and rest room facilities.

Sheet1

satisfaction on recreational facilities and rest room facilities.

highly satisfied1

satisfied16

neutral4

dissatisfied22



_1518091212.xlsChart1

29

4

17

satisfaction on educational benefits

Sheet1

satisfaction on educational benefits

satisfied29

neutral4

dissatisfied17

4th Qtr1.2


_1518091207.xlsChart1

0

21

12

17

0

satisfaction on retirement benefits

Sheet1

satisfaction on retirement benefits

highly satisfied0

satisfied21

neutral12

dissatisfied17



_1518091196.xlsChart1

0

20

14

14

2

satisfaction on vacation packages

Sheet1

satisfaction on vacation packages

highly satisfied0

satisfied20

neutral14

dissatisfied14



_1518091201.xlsChart1

0

32

5

13

0


satisfaction on first aid facilities

Sheet1


highly satisfied0

satisfied32

neutral5

dissatisfied13



_1518091203.xlsChart1

18

14

18

satisfaction on opportunities to use the new technology

Sheet1

satisfaction on opportunities to use the new technology

satisfied18

neutral14

dissatisfied18

1.2


_1518091198.xlsChart1

1

34

7

6

2

safety measures within the factory

Sheet1

safety measures within the factory

highly satisfied1

satisfied34

neutral7

dissatisfied6



_1518091187.xlsChart1

2

27

14

6

0

presence of welfare officer

Sheet1

presence of welfare officer

highly effective2

effective27

neutral14

ineffective6

highly ineffective0


_1518091192.xlsChart1

2

29

14

5

0

satisfaction on job

Sheet1

satisfaction on job

highly satisfied2

satisfied29

neutral14

dissatisfied5



_1518091194.xlsChart1

2

28

10

10

0

performsnce appriasal schemes

performance appriasal schemes

Sheet1

performsnce appriasal schemes

highly satisfied2

satisfied28

neutral10

dissatisfied10

highlydissatisfied0


_1518091189.xlsChart1

33

2

15

satisfaction on health check ups within the company

Sheet1

satisfaction on health check ups within the company

satisfied33

neutral2

dissatisfied15

1.2


_1518091183.xlsChart1

22

28

recognition for job

Sheet1

recognition for job

recognised22

not recognised28

4th Qtr1.2


_1518091185.xlsChart1

2

33

8

7

0

companys response with emergency situations

Sheet1

companys response with emergency situations

highly effective2

effective33

neutral8

ineffective7

highly ineffective0


_1518091181.xlsChart1

2

30

12

6

0

superior- subordinate relationship

Sheet1

superior- subordinate relationship

highly effective2

effective30

neutral12

ineffective6

highly ineffective0


_1518091178.xlsChart1

37

0

13

bonus/ exgratia payments

Sheet1

bonus/ exgratia payments

satisfied37

neutral0

dissatisfied13

4th Qtr1.2
