Employees satisfaction on welfare schemes @ bdcc bank project report

Executive Summary

Title of the project:-

“Employees Satisfaction on Welfare Schemes at BDCC Bank”

Statement of the problem:-

This particular topic is chosen because employees are the bone of the

organization so to get a effectiveness and efficiency in productivity. Organization

has to motivate the employee through welfare scheme.

Purpose of the study:-

Project is on the study of welfare schemes so in turn the point of benefit

towards the employees and the system that will provide benefit to the organization.

Scope of the study:-

This project helps in collecting the necessary data which will in turn convert

and provide facilities to employees.

Objectives of the study:-

To study the organization.

To examine the various employee welfare schemes at BDCC bank.

To identify employee satisfaction towards welfare schemes which provided

by BDCC bank.

To provide better effective efficient health of the organization.

BABASAB PATIL 1

THE BIJAPUR DISTRICT CENTRAL CO-OP BANK LTD, BIJAPUR.

PERFORMANCE AWARD1999-2000

NATIONAL AGRICULTURE AND RURAL DEVELOPMENT BANK(NABARD)

GIVEN SECOND PRIZE TO BIJAPUR DCC BANK LTD. BIJAPUR.

FOR IT’S REMARKABLE PERFORMANCE IN ALL DISTRICTS

CENTRAL CO OPERATIVE BANKS. IN INDIA FOR THE YEAR 1999-2000.

BABASAB PATIL 2

A Brief Description of the Organization Profile:

Name of the organization: The Bijapur District Central Co-operative Bank Ltd., Bijapur.

Address : Kittur Channamma Nagar, Solapur Road, BIJAPUR.

Phone : (08352)265418, 265419,263642.

Fax : 08352-265473.

E-mail : [email protected]

Type of sector : Co-operative Bank.

Year of Establishment : 28-7-1919.

No of Employees : 187

Work Schedule : 10.30 to 5.30

Geographical Area : 32,440 Sq.feet.

BABASAB PATIL 3

mailto:[email protected]

INTRODUCTION OF BANK

The Bijapur District Co-operative Bank Ltd Bijapur is registered Under No-

2483 as co-operative society Under Indian Co-operative Societies Act 1912.

The BDCC Bank opened on 28th July 1919 Late Shri Pandurang Desai was

the founder and president.

The bank has its registered office at Bijapur. In the event of any change

there of, a notice of such change be given to the Registrar of Karnataka Co-

operative Societies with in thirty (30) days.

The main objective of the bank is to assist the rural co-operative to provide

cheaper finance to agriculture.

1366 Variety of co-operative societies have got membership with the bank.

Bank is accepting membership from 1919, Till date 7382 Customers become

members of the Bank.

Mission of Bijapur DCC Bank

“To strive for socio-economic Development of the District by

providing efficient financial services for Agricultural and Non-

Agricultural activities based on Co-operative Principles.”

BABASAB PATIL 4

ORGANIZATION CHART

BABASAB PATIL 5

Board of Director

Executives

LoanSub

Committee

BuildingSub

Committee

AuditSub

Committee

StaffGrievances

AndDisciplinary

Staffing Pattern

Committee

BRANCH LEVEL

BABASAB PATIL 6

Manager

Supervisor

Clerk

Cashier

Peon

ADMINISTRATION

BABASAB PATIL

Deputy General Manager

Loan&

Supervision


Administration&

Establishment

Deputy General Manager Planning

& Development


Inspection& Audit

7

Managing Director

General Manager (Adm)

General Manager

(Banking)


Accounting& Operations Management

SECTIONS IN BANK:

The following are different sections

Administration and Establishment Section

Planning and Development Section

Loans and Supervision Section

Accounts and Operation Section

Inspection and Audit Section

BABASAB PATIL 8

O B J E C T I V E S

The following are the objectives of the bank

To finance co-operative societies registered and deemed to have been

registered under the co-operative societies Act which are affiliated to the

Bank.

To finance directly individual agriculturists in the area of operation of such

societies which are dormant or where due to any reason issue or recovery of

loans and advances have come to a stand still and cultivator member of

societies are deprived of agricultural finance, by admitting them as nominal

member of the Bank subject to the subsidiary rules framed and approved by

the Register.

To raise funds for the purpose of financing co-operative societies,

individuals and other and generally to carry on Banking business.

To develop assist and co-ordinate the work of affiliated societies.

To arrange for the supervision and inspection of affiliated societies.

To open branches, pay offices and extension counter and suitable center and

frame rules for their conduct and working and transact any type of banking

business on behalf of other banks and societies registered under any Act

with the previous approval of the Register.

To Purchase, sell, transfer, endorse, pledge Government promissory notes,

bonds, securities, Municipal, Zilla Parishat and port trust Bonds, debenture

BABASAB PATIL 9

guaranteed by government for the legitimate investment of the surplus

funds of the bank or on behalf of it’s member or depositors without

incurring any financial responsibility and to do all things incidental to such

business.

To make direct advances to individuals, proprietary concerns, partnership

firms, societies registered under the societies Registration Act 1960,

companies, corporate Bodies, statutory organizations for various approved

purposes permitted under the Bye laws by admitting them as normal

members and subject to the rules framed by the Boards and approved by the

Registrar.

To make advances to individuals on the pledge of valuables/ approved

securities subject to the rules framed by the Board and approved by the

Registrar.

To deploy the resources of the Bank in profitable avenues subject to rules

framed by Board and approved by the Registrar.

To provide finance to Co-operative Societies, Societies Registered under

the Societies Registration Act,1960, Companies, Corporate Bodies and

Statutory Organisations under consortium arrangement in association with

other Financing Institutions, with the approval of the

Registrar/NABARD/other Competent Authorities as the case may be.

To do ordinary banking business for properly utilizing surplus funds at the

disposal of the Bank provided this business is carried on only for such

BABASAB PATIL 10

period and under such conditions as the Registrar Shall prescribe in each

case;

To undertake liquidation work of affiliated societies indebted to the Bank

on conditions laid down by the Registrar with a view to facilitate recoveries

from the affiliated societies.

To maintain a library of Co-operative literatures and laboratories.

To establish or to support or to aid in the establishment and support of funds

calculated to benefit Banks employees and or dependants of such

employees provided that the Rules regarding the rates of contributions

payable both by the Bank and its employees and the Rules regarding

administration thereof are first approved by the Registrar.

To receive for safe custody securities and ornaments.

To draw, accept, endorse, negotiable and sell bills of exchange and other

negotiable instruments in accordance with the rules that shall be framed by

the Board for the purpose.

To undertake and to support research in co-operation and to undertake

research activities in agriculture to enhance agricultural productivity ;

subject to rules to be framed by the Boards.

To arrange for the study tours subject to approval of the Registrar for

studying Banking and co-operative Development in general and with

special reference to promote co-operative activities in the district.

To open Banking Accounts.

BABASAB PATIL 11

To carry on the general business of banking not repugnant to the provisions

of the co-operative societies Act and Rules framed there under.

To provide safe Deposit vaults.

Carrying on and transacting every kind of guarantee and indemnity

business.

Managing, selling, and realizing any property which may come into the

possession of the bank in satisfying or in part satisfaction of any of its

claims.

To make advances to the employees of the Bank who are admitted as

Nominal members of the Bank.

To implement the economic policies as envisaged by the government from

time to time.

To do such other work as will be conducive or incidental to the above

objects and will generally promote the cause of co-operation.

BABASAB PATIL 12

Achievements

The Bank has achieved the following milestones:

In the year 2003, owned funds is 3937.92 lakhs and in 2005 it is 5184.87

lakhs and in this year 2006 it is increased of Rs.509.59 lakhs i.e., 5694.46

lakhs.

The bank has mobalised Rs.2356.91 lakh as additional deposits during the

year 2005-06.

Borrowings from 22.97% of the working funds. The bank has utilized the

borrowings judiciously and repaid in time to the Apex Bank and never

became defaulter.

In this year 2006, working funds is increased of 7.66% compare to last year

2005.

The Bank has achieved recovery at 83.24% and 83.51% in respect of Agril.

And Non-Agril. loans during 2005-06 up to march-2006. Further it is aimed

to achieve 95% recovery by end of 2005-06 that is june-2006.

The net profit for 2005-06 is Rs. 1528.86 Lakhs last year is Rs. 364.39

lakhs.

With the introduction of BDP, business in societies has improved

considerably and becoming self sufficient. Now societies have deposit of

Rs.34.18 crores as on 31-3-2005. The PACS are earning the profit and

declaring the maximum dividend.

BABASAB PATIL 13

KISAN CREDIT CARD Scheme has been implemented very effectively. The

bank has issued kisan Credit Cards to 20177 farmers newly during 2005-06.

YASHASWINI

Co-operative Farmers Health Schemes is implemented in 2003.

57260 farmers have been enrolled of which 55273 farmers are through primary

Co-operative Societies. 14 farmers have under gone operation.

This Scheme is continued during 2004-05 and renamed as Co-operative Farmers

Health Protection Scheme. 77582 farmers members of PACS are enrolled. Health

Camps are programmed to be arranged at rural places. Separate Yashaswini Cell is

opened in the bank to afford quick services to the farmers. 212 farmers have

availed benefit so far, of which 38 are patients with heart ailments.

BABASAB PATIL 14

Theoretical Framework

In the general sense, the term “co-operation” means, the idea of “living

together and working together”. Co-operation is a business organization. It is the

only system of voluntary organization suitable for poorer people. In this system,

the persons voluntarily associate together as human beings on a basis of equality,

for the promotion of their economic interests.

Thus, the Co-operative Bank can be defined as, “an institution established

on the co-operative principles and engaged in the normal banking business of

accepting deposits from the public for the purpose of lending and repay it on

demand or otherwise”.

BABASAB PATIL 15

Organisational Structure of the Co-operative Credit Institutions

BABASAB PATIL 16

Co-operative Credit Institution

Urban Co-operative BanksRural Co-operative Credit Institution

Short Term Structure

Long Term Structure

State Co-operative

Banks

District Central Co-operative

Banks

Primary Agricultural Credit

Societies

State Co-operative Agriculture Rural

Development Banks

Primary Co-operative Agriculture Rural

Development Banks

Co-operative Banks:

Banks established under the co-operative system are called Co-operative

Banks. These are State Co- operative Banks, Central Co- operative Banks and

Primary Co- operative Banks. SCB is an apex level bank for a state. CCBs are

apex level banks for each district. Primary Co- operative Banks are rural or Semi-

Urban Level Co- operative Banks.

Co-operative Credit Societies:

These are financial institutions whose primary objects are to provide credit

facilities, i.e., loans and advances to its member only. These societies are formed

in large organisations or Government Departments or at certain regions. The

members are those working in the particular organization/ region. They collect

subscriptions, deposits, etc., from members and loans from co-operative banks and

extend credit facilities to its members only.

Primary Agricultural Credit Society:

These are similar to credit societies explained above, but these credit

societies can extend loans to its members only for the purpose of agricultural

connected activities.

BABASAB PATIL 17

Types of Co-operative Banks in India:

Urban Co-operative Banks.

State Co-operative Banks (StCBs).

District Central Co-operative Banks (CCBs).

State Co-operative Agriculture and Rural Development Banks (SCARDBs).

Primary Co-operative Agriculture and Rural Development Banks

(PCARDBs).

BABASAB PATIL 18

Social Security and Welfare:

Social Security:-

The wages provided to the employees, particularly of the lower level may

not be sufficient to meet their needs like medical, children education, maternity

needs of women employees and employee’s wives’ etc. Therefore, Governments

of various countries insist the employers to provide the security to their employees

against the social evils.

Welfare:-

Welfare has four primary meanings:

Welfare, in general terms, refers simply to quality of life.

Welfare (financial aid), financial assistance paid by the govt.

Welfare (economics), in economics, associated with material benefit or

preferred outcomes.

Social welfare, in social policy, refers to the range of services intended to

meet people’s needs.

Welfare is the ‘enjoyment’ that consumers gain from their consumption.

While welfare cannot be measured directly, economists often use a measure of real

income or purchasing power as a way of measuring welfare in many terms.

BABASAB PATIL 19

Objectives of social security and welfare programmes:

The important objectives of fringe benefits are:

1) To create and improve sound industrial relations.

2) To boost up employee morale.

3) To motivate the employees by identifying an satisfying their unsatisfied

needs.

4) To provide qualitative work environment and work life.

5) To provide security to the employees against social risks like old age

benefits and maternity benefits.

6) To provide the health of the employees and to provide safety to the

employees against accidents.

7) To promote employee’s welfare by providing welfare measures like

recreation facilities.

8) To create a sense of belongingness among employees and to retain them.

Hence, fringe benefits are called golden hand-cuffs.

9) To meet requirements of various legislations relating to fringe benefits.

BABASAB PATIL 20

Types of social security and welfare program:

Organisations provide a variety of fringe benefits. Dale Yoder and Paul D.

Standohart classified the fringe benefits under four heads as given here under:

1. For Employment Security: Benefits under this head include unemployment

insurance, technological adjustment pay leave travel pay, overtime pay, leave

for negotiation, leave for maternity, leave for grievances, holidays, cost of

living bonus, call-back pay, lay-off pay, retiring rooms, jobs to the

sons/daughters of the employees and the like.

2. For Health Protection: Benefits under this head include accident insurance,

disability insurance, health insurance, hospitalisation, life insurance, medical

care, sick benefits, sick leave etc.

3. For old Age and Retirement: Benefits under this category include: defferd

income plans, pension, gratuity, provided fund, old age assistance, old age

counseling, medical benefits for retired employees, traveling concession to

retired employees, jobs to the sons/daughters of the deceased employee and the

like.

4. For Personnel Identification, Participation and Stimulation: This

category covers the following benefits: anniversary awards, attendance bonus,

canteen, cooperative credit societies, educational facilities, beauty parlour

services, housing, income tax aid, counselling, quality bonus, recreational

programmes, stress counselling, safety measures etc.

BABASAB PATIL 21

Hours of Work

Types of Fringe Benefits

BABASAB PATIL 22

Paid Holiday

s

Shift Premium

Holiday Pay

Paid Vacation

Canteens

Paid Holiday

s

Shift Premium

Holiday Pay

Paid Vacation

Hours of Work

Employee Security

Payment for Time not worked

Safety and Health

Welfare Recreational

Facilities

Old Age and Retirement

Benefits

Retrenchment Compensation

Lay-off Compensation

Safety Measures

Workmen’s Compensation

Health Benefits

Consu-mer

Societi-es

Credit Societies

Housing Legal AidHours of Work

Welfare Organi-sation

Holiday Homes

Educatio-nal Facilites

Transport-ation

Employee Counsell-

ing

Parties and Picnic

Miscell-aneous

Provident Fund

Deposit Linked

Insurance

Gratuity Medical Benefit

Pension

The Welfare Schemes of BDCC Bank Provided to All Employees is as

under:

Sl.No Welfare Schemes Assistance Provided

1. Group Insurance Scheme(GIS) Rs.62000/-

2. Family Benefit Fund Rs.20 P.M

3. Medical Allowance Rs.1000 P.a

4. Staff Welfare Fund Rs.20000/-

5. Festival Advance Rs.2000 P.a

6. Housing Loan Rs.500000 @ 12%

7. Vehicle Loan 75% of the vehicle amount

8. Sulab Loan Rs. 100000/-

9. Employee Co-operative Credit Society15 times on his/her B.S and max limit is

Rs.100000/-.

10. Salary Earners Loan Rs.50000@12%.

11. Providend Fund B.S + D.A= ……… @12%.

12 Encashment of Earn Leave in Service Once in a 2years

13. Encashment of Earn Leave after Retirement Maximum 240 days.

14. Closing Allowance Rs.200P.a @ the year end.

15. Gratuity/Retirement Benefit Maximum limit is Rs.350000/-

BABASAB PATIL 23

These are the schemes provided to only specific employee as follow:

Sl.No. Welfare Schemes Post Amount

1. Washing Allowance Drivers and Peons Rs.50 P.M

2. Cycle Allowance Only One Peons Rs.50 P.M

3. Key Allowance Manager and Cashier Per Branch. Rs.75 P.M

4. Cashier Allowance Only For Cashier Rs.150 P.M

5. Typing Allowance Only For Typist Rs.60 P.M

BABASAB PATIL 24

Recruitment:

Recruitment tends to be studied only for practioner purpose and there is

little evidence of only overarching theory.

A useful definition of recruitment is: Searching for and obtaining potential

job candidates in sufficient numbers and quality so that the organization can select

the most appropriate people to fill its job needs.

According to Edwin B.Flippo defined recruitment as “the process of

searching for prospective employees and stimulating them to apply for jobs in the

organization”

Selection:

It can be argued that staff selection is becoming the axis on which all other

human resource issues turn. In this fast moving work environment the time

available for new employees to adapt and develop is diminishing. They are

expected to become effective almost instantly, to perform and to move on.

After identifying the source of human resources, searching for prospective

employees and stimulating them to apply for jobs in the organization, the

management has to perform the function of selecting the right employees at the

right time. The obvious guiding policy in selection is the intention to choose the

best qualified and suitable job candidate for each unfilled job. The objective of the

selection decision is to choose the individual who can most successfully perform

the job from the pool of qualified candidates.

BABASAB PATIL 25

No matter what has been written or said about recruitment and selection,

everyone believes that he is an expert in this field. It is probably the one area of

personnel management where ‘the professional’ is inevitably challenged by ‘the

layman’, whatever the circumstances. Nevertheless, it is one of those situations

where often a manager or supervisor has to face up to the problem of becoming

totally involved in the recruitment and selection process without quite knowing

how to tackle what is in reality a complicated task, in spite of the apparent

simplicity to the ultimate decision to be taken- ‘to hire or not to hire’.

BABASAB PATIL 26

This is the Recruitment and Selection Process followed by the BDCC

Bank:

Government Approval

Roster System

Advertisement in paper about Application Form

Scrutining the Application Form

Degree and Age wise

Cast wise

Personal Interview in the form of 1:5 on Merit

Marks Obtained in Qualifying Exam shall be reduced to 85marks and the

Interview shall carry15marks (Total 100).

BABASAB PATIL 27

Training and Development Programmes:

Training will be viewed as a short- term educational process utilizing a

planned, systematic, and organized procedure by which nonmanagerial personnel

acquire the technical knowledge and skills necessary for increased effectiveness in

achieving organizational goals.

According to Dale S. Beach defines the training as “…. The organized

procedure by which people learn knowledge and/or skills for a definite purpose”.

Development, on the other hand , in reference to staffing and personnel

matters, will be viewed as a long term educational process utilizing a planned

systematic procedure by which managerial personnel acquire conceptual and

theoretical the technical knowledge for enhancing general administrative abilities.

Following are the some of the institutions which provide Training and

Development Programmes to employees of BDCC Bank:

1) Bijapur District Central Co-operative Bank Ltd, Bijapur.

2) Agricultural Co-operative Staff Training Institute, Banglore.

3) Regional Training College NABARD, Mangalore.

4) Reserve Bank of India, Pune.

5) Vaikunth Mehta National Institute of Co-operative Management, Pune.

BABASAB PATIL 28

DATA ANALYSIS AND INTERPRETATION

The welfare schemes occupy an important role in boosting up the morale of

employees at work. Providing adequate facilities will energies the workers, which

will increase the output. In this chapter an attempt is made to analyse the opinion

regarding the various facilities provided to employees.

25 (100%) employees were selected and they were asked to rate their opinion

on a five point scale as Very low (1), Below average (2), Average (3), Above

average (4), Very high (5).The analysis of the opinion of the employees revealed

the following

BABASAB PATIL 29

1. Awareness of the different welfare schemes

Table -1

Responses % of Respondents

Yes 100

No 0

Graph-1

Yes

NO

From this graph, it can be seen that the sample size (25 employees) is aware of different

welfare schemes provided by Bank.

BABASAB PATIL 30

2. Following are the different welfare schemes which the employees are

aware

Table-2

Sl.No Welfare Schemes

1. Medical Allowance

2. Festival Advance

3. Ex- Gratia/ Bonus

4. Providend Fund

5. Family Benefit Fund

6. HRA (House Rent Allowance)

7. Leave Facility

8. GIS (Group Insurance Scheme)

9. Staff Welfare Fund

10. Gratuity

11. GSLIS (Group Savings Linked Insurance Scheme)

12. TA DA

13. Retirement Benefit

14. LIC (Life Insurance Scheme)

15. Typing Allowance

16. Bicycle Allowance

17. GLIS (Group Linked Insurance Scheme)

18. GPF (General Provident Fund)

19. Entertainment Allowance

20. Training Facility

21. Sitting Facility

22. Washing Allowance

23. Closing Allowance

24. Key Allowance

25. Cash Allowance

BABASAB PATIL 31

3. About Welfare Schemes

Table -3

Score 5 4 3 2 1 Total

Degree Very

High

Above

Average

Average Blow

Average

Very

Low

No of respondents 10 4 8 2 1 25

% of respondents 37.6 17.2 32.3 9.7 3.2 100%

Graph-3

From this graph, it can be understood that the welfare schemes of BDCC Bank

employees says that 37.6% is very high, 32.3% average and 3.2% as Very low.

BABASAB PATIL

Very high

Above average

Average

Below average

Very low

32

4. Welfare Schemes provided by Bank

Table 4.1

GIS


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 30.1 23.7 22.6 9.7 7.53 93.63

Graph-4.1

GIS

Very high

Above average

Average

Below average

Very low

In this analysis 30.1% of respondents responded as very high, 22.6% as average and

7.53% as very low.

BABASAB PATIL 33

Table-4.2

Family Benefit Fund


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 16.1 25.8 33.3 6.45 10.7 92.35

Graph-4.2

Family Benefit Fund

Very high

Above average

Average

Below average

Very low

From this graph, it is clear that 16.1% of respondents responded as very high,

33.3% as average and 10.7% as very low.

BABASAB PATIL 34

Table 4.3

Medical Allowance


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 16.1 12.9 46.2 15 8.6 100

Graph 4.3

Medical Allowance

Very high

Above average

Average

Below average

Very low



BABASAB PATIL 35

Table-4.4

Staff Welfare Fund


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 12.9 18.3 37.6 11.8 11.8 92.4

Graph-4.4

Staff Welfare Fund

Very high

Above average

Average

Below average

Very low

In this analysis 12.9% of respondents responded as very high, 37.6% as average and

11.8% as very low.

BABASAB PATIL 36

Table-4.5

Ex-Gratia / Bonus


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 56.9 16.1 17.2 3.2 6.45 99.85

Graph-4.5

Ex-Gratia/Bonus

Very high

Above average

Average

Below average

Very low

From this graph, it is concluded that 56.9% of respondents responded as very high,

17.2% % as average and 6.45% as very low.

Table-4.6

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HRA


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 25.8 15 43 5.38 7.53 96.7

Graph-4.6

HRA

Very high

Above average

Average

Below average

Very low

In this analysis 25.8% of respondents responded as very high, 43% as average and 7.53%

as very low.

BABASAB PATIL 38

Table-4.7

Provident Fund


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 33.3 16.1 24.7 16.1 7.53 97.73

Graph-4.7

Provident Fund

Very high

Above average

Average

Below average

Very low


24.7% % as average and 7.53% as very low.

BABASAB PATIL 39

Table-4.8

Retirement Benefits


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 36.6 22.6 18.3 5.38 12.9 95.78

Graph-4.8

Retirement Benefits

Very high

Above average

Average

Below average

Very low



BABASAB PATIL 40

Table-4.9

Festival Advance


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 22.6 16.1 39.8 10.7 8.6 97.8

Graph-4.9

Festival Advance

Very high

Above average

Average

Below average

Very low

In this analysis 22.6% of respondents responded as very high, 39.8% as average and 8.6%

as very low.

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5. Do you need any other welfare schemes?

Table-5

Degree Yes No TotalNo of respondents 10 15 25% of respondents 40.9 59.1 100

Graph-5

Yes

NO

From this graph, it is clear that 40.8% of employees want the welfare schemes

Such as given below:

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Sl. No Schemes

1. LIC(Life Insurance Corporation)

2. LTC(Leave Travel Concession)

3. Pension Benefit

4. Tuition fees for children

5. 75% of Hospital bill

6. Over time duty facility

7. Quarters

8. Food grain advance

9. Group Insurance

10. Aminity

11. KGID (Karnataka Government Insurance Dept.)

12. Computerisation

13. All medical facility

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6. How do you rate the following facilities?

Table-6.1

Leave Facilities


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 27.9 27.9 29 3.2 10.7 98.7

Graph-6.1

Leave Facilities

Very high

Above average

Average

Below average

Very low

From this graph, it is clear that 27.9% of respondents responded as very high, 29%

as average and 10.7% as very low.

BABASAB PATIL 44

Table-6.2

Training Facility


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 22.6 26.8 37.6 5.38 7.53 100

Graph-6.2

Training Facility

Very high

Above average

Average

Below average

Very low



BABASAB PATIL 45

Table-6.3

Medical Facilities


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 11.8 18.3 43 19.4 7.5 100

Graph-6.3

Medical Facilities

Very high

Above average

Average

Below average

Very low

In this analysis, 11.8% of respondents responded as very high, 43% as

average and 7.5% as very low.

BABASAB PATIL 46

Table-6.4

Health and safety


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 8.6 7.53 11.8 10.7 51.6 90.23

Graph-6.4

Health and safety

Very high

Above average

Average

Below average

Very low



BABASAB PATIL 47

Table-6.5

Sitting Facility


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 5.38 12.9 33.3 19.4 18.3 89.28

Graph-6.5

Sitting Facility

Very high

Above average

Average

Below average

Very low

In this analysis, 5.38% of respondents responded as very high, 33.3% as average

and 18.3% as very low.

Table-6.6

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Canteen Facility


Degree Very

High

Above

Average

Average Blow

Average

Very

Low


% of respondents 5.38 8.6 11.8 6.45 58.1 90.33

Graph-6.6

Canteen Facility

Very high

Above average

Average

Below average

Very low



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7. Is there cool drinking water and water in the latrine and urinal facility?

Table-7

Degree Agree Average Disagree Total

No of respondents 8 15 2 25

% of respondents 32.3 60.2 7.5 100

Graph-7

Agree

Average

Disagree

In this analysis, 7.5% of respondents responded as disagree, 60.2% as average and

32.3% as agree.

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8. The opinion regarding the working conditions and hours of the Bank

The working conditions and hours of the Bank are satisfactory and good but

few of the employees want the working hours to be 10.30am to 5.30pm and

attenders need Sunday holiday.

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9. Awareness of welfare schemes of Commercial Bank

Table-9

Degree Yes No TotalNo of respondents 5 20 25% of respondents 21.5 78.5 100

Graph-9

Yes

NO

For the awareness of the welfare schemes of employees towards Commercial Bank

only 21.5% are aware and 78.5% are not aware of the schemes.

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The following are the schemes which Bijapur DCC bank are aware of

Commercial Bank

Sl.No Welfare Schemes

1. Medical Facility

2. Tour Facility

3. Retirement Benefits

4. LTC( leave traveling concession)

5. Staff Welfare Fund

6. Family Benefit Fund

7. Conveyance Allowance

8. Free Quarter Facility

9. Overtime Allowance

10. Ladies Room

11. Tuition Fees

12. Lunch Expenses

13. Transfer once in a three year

14. Special Allowance

15. Free Car Allowance

16. Bonus

17. Leave Surrender

18. In charge Allowance

19. CAIIB(Certificate of Administration and

Indian Institute of Banking)

20. Entertainment Allowance

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10. Will you join Commercial Bank purely for Welfare Schemes?

Table-10

Degree Yes No TotalNo of respondents 7 18 25% of respondents 29 71 100

Graph-10

Yes

NO

In this analysis, 71% of employees’ response is No and 29% of the employees is

Yes so it shows that the employees of the BDCC Bank are loyal.

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11. Suggestion for BDCC Bank

It is commendable but computerization in the Bank is very essential

because they have to compete with commercial and urban banks. So as soon as

possible introduce computers and give training about computer to staff to work

smoothly.

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Summary, Findings and Suggestions

Summary:

Employee measures occupy an important role in the development of an

organization. A satisfied employee force is an asset for every organization. Mere

wage payment alone will not be sufficient to satisfy the workers. Provision of

adequate benefits will build up a strong and satisfied work force. The health of an

Organization always depends on a strong and satisfied labor force. In the present

study, an attempt is made to examine the various employee welfare schemes or

measures adapted by the “Bijapur DCC Bank” and the effectiveness of such

measures on the labor force of the organization.

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Findings

Based on questionnaire, personal interview and observation, the following

findings have been made.

BABASAB PATIL 57

BABASAB PATIL 58

Suggestions

Based on the findings the following suggestions have been given to improve the

situation of employee welfare schemes

1. By observation and personal interview we come to know 100% of

employees mentioned the schemes which they are aware but they don’t

know all the schemes which Bank is providing to them. So the employees

should be made aware of the schemes provided by the bank.

2. The welfare schemes should be maximized to satisfy the employees because

only 37.6% of employees says welfare schemes of BDCC Bank is very

high.

3. The amount of GIS should be increased because only 30.1% of employee

says very high and 22.6% as average.

4. The staff welfare fund should be maximized for the benefit of the

employees.

5. Festival advance should be given to employees without deducted the money

from his/her salary.

6. The health of the organization always depends upon the satisfied labour

force so provide the welfare schemes to satisfy the employees.

7. Increase the leave facilities and external training should be provided to the

workers with qualified training experts to handle the competitive era and

specially about the computers.

8. Medical facilities and sitting facilities in all the branches should be

improved for the benefit of the employees and as well as to the

BABASAB PATIL 59

organization.

9. Canteen facility should be provided in all the branches for the convenient of

the employees.

10. Provide cool drinking water and water in the latrine and urinal facility in all

branches and especially in sindagi branch.

11. For the knowledge of the employees make them aware of welfare schemes

of Commercial Bank because only 21.5% are aware.

The working condition is commendable but the working hours should

be maintained from 10.30am to 5.30pm. The work should be extracted as per

the job chart to the employees.

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Conclusions

The worker should be given fair wages, incentives which will

encourage them to work hard. There exists a good relationship between the

workers and the management.

The worker should be motivated to work by creating in them sense

of belonging. They will work with pleasure and their productivity will be

increased.

The Bijapur DCC Bank employees are aware of welfare schemes

and they are satisfied with the Bonus/ Ex-Gratia provide by the Bank.

Attaching at most importance to Agri Sector, the bank is striving

hard for the development of other fields and marching a head to achieve the set

goal.

The financial position of the bank is sound and is running under

Audit Class “A” since 1993 so to maintain this and to increase the profit of the

Bank satisfy the employee by providing the welfare schemes. employees are

satisfied from the welfare schemes provided by Bijapur District Central Co-

operative Bank Ltd, Bijapur. But DCC should concentrate more on welfare

schemes in order increase the productivity and satisfaction level of employees.

Employees satisfaction on welfare schemes @ bdcc bank project report

Economy & Finance

bank subject

introduction of bank

indian cooperative societies

mission of bijapur dcc

rural cooperative

cooperative society

work of affiliated societies

societies registration