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EMPLOYEE SATISFACTION ON WELFARE FACILITIES

INTRODUCTION
HUMAN RESOURCE MANAGEMENT: Human resources management deals with the management people of an organization. It is assessed and accepted that human resources are the main component of an organization and the success or failure of the organization depends on how effectively this component is managed. People are the main resources of all productive efforts in every Organization a detailed study of people is the main function of HRM. The process of accomplishing organization objective by acquiring, retaining, terminating, developing, and properly using the human resource in the organization. Todays corporate world, in any country, is emphasizing on the health of human resource employed in their organization. HRM is a strategic activity which acquires, motivates, develops and manages the Human resources of an organization. It is an attempt of special nature to develop programmes, policies and activities to promote the satisfaction of both individual and organizational needs, goals and objectives.

MEANING OF HRM
In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating

their services in tune with the lob and organization with a view to contribute to the goals of the organization ,individual and the society.
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HRM is the process of management which develops and manages the human element of an enterprise. It is not only the management of skills but also the attitude and aspiration of people.

DEFINITION:
According to Flipped, Human resource management is the planning, organizing, directing and controlling of procurement ,development, compensation, integration, maintenance and reproduction of human resource to the end that individual, organizational and social objective are accomplished. According to Yoder, it is the phase of management which deals with the effective control and use of manpower as distinguished from source of power. According to institute of Personnel Management ( U.K.) Personnel Management is an integral but distinctive part of management concerned with people at work and their relationship within the enterprise.

It seeks to bring together into an effective organization the men, women, who staff the enterprise enabling each to make his/her best contribution to its success, both as a member of a working group and as an individual. It seeks to provide relationships within the enterprise that are conductive both to effective work and human satisfaction.

Nature of HRM:
The nature of HRM is to reflect its new philosophy, a new outlook, approach and strategy, which views an organizations manpower as its resources and assets and not as liabilities or mere hands.
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The nature of human resource management has been highlighted in the following features, a) Integral part of the process of management: HR management is

embedded in the organizational structure of enterprises, is inherent in its functioning and is an integral part of the process of management itself.

b)

Comprehensive function: The main function of HRM is to manage

people at work . it is a comprehensive function which covers all types of people at all levels in the organization.

c)

People oriented: HR management is a people oriented function and

is concerned with employees as individual as well as groups. It deals with human relationships within an organization. d) Human relation: It is concerned with the motivation of human be treated as other

resource in the organization. The human being cant physical factor of production.

e)

Continuous process: HR management is a continuous process . It

is not a one shot function rather it is never ending exercise .

f)

Science as well as art: HR management is a science as it contains an

organized body of knowledge consisting of principle and technique.

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g)

Recent origin: as compared to other areas of management, HR

management is a comparatively young discipline. It started in the later parts of the 19th century.

h)

Inter disciplinary: In modern times HR management has become

highly specialized job. It involves application of knowledge drawn from several disciplines like sociology, anthropology, psychology, economics etc

IMPORTANCE OF HRM:
Proper management of personnel enhances their dignity by satisfying their social needs Providing suitable and most productive employment. Eliminating waste or most improper use of human resource. Maintaining the dignity of the employee as a human being Providing maximum opportunity for personal development. Improving the employees working skill and capacity. Utilizing effectively the available human resource. Securing willing co-operation of the employees for achieving

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Objectives of HRM:
To create and utilize an motivated work force, to accomplish the basic organization goals. To maintain high employee morale and sound human relation. To provide training and development programmers To provide an opportunity for expression and voice in management. To provide fair, acceptable and efficient leadership.

Need for HRM:


Human resource management, along with financial and material resource, contribution to the production of goods and services in an organization. Physical and monetary resource, by themselves cannot improve

efficiency or contribute to an increased rate of return on investment. The significance of HR management can be discussed at four level. 1. Corporate: Good HR practice can help in attracting and retaining the best people in the organization . planning alert the company to the type of people in it will need in short , medium and long run. HR can help an enterprise in achieving its goals more efficiently and effectively. 2. Professional: Effective management of human resource helps to

improve the quality of work life.

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3.

Social: sound HR management has a great

significance for the

society. The society as a whole is the human HR practices. 4.

major beneficiary of good

National: HR and their management play a vital role in the

development of a nation. There are wide differences in the quality of their people rate of development in a country , it depends primarily on the skill, attitude and values of its human resource.

Functions of HRM:
A. Managerial functions B. Operative I. procurement ii. Development iii. Compensation iv. Integration v. Maintenance

i. Planning ii. Organizing iii. Directing iv . Co-ordinate v. Controlling

A.

Managerial functions

Management aims at getting things done from other. managerial functions deals with planning , organizing , directing, co-ordinate and controlling the activities of employees in an enterprise . These functions are as follows:

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i.Planning:

planning

involves

thinking

in advance . it is the

determination of

strategies,

programmers , polices, procedure to

accomplish organizational objectives.

ii.Organization: organization is process of allocating the task among its member designing for achieving organizational or relationship objectives. This is done by and

the structure

among jobs, personnel

physical factors. The assignment of task and fixing of responsibility will be the function of personnel management

iii.Directing: It the basic function of managerial personnel. Directing means telling people to do a particular work. It does not mean only issuing orders to employees but also ensures that they perform as per the direction.

iv.Co-ordinate: Organizational objectives will be achieved only if group activities in the enterprise are co-ordinate effectively. This co-ordination approach will help in achieving common goals.

v.Controlling : Controlling

is the act of checking , regulating

and

verifying whether everything occurs as per the standards set and plans adopted. The performance of person is regularly received to find out whether it is going according to the standards or not.

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B. Operative

functions:

these

functions

are

related

to

the

procuring, developing, compensating , integrating and maintaining a work force for attaining organizational goals . various operative function are discussed as follows:

i.Procurement : this function relates to the procuring sufficient and appropriate number of persons for carrying out business work. The need of the organization should be assessed to find out the

requirements of persons.

ii.Development;

The development

function

is concerned

with

the

development of employees by increasing their skill and proficiency in work. The person are given proper training through various methods so that their performance is better in understanding the jobs.

iii.Compensation: It is concerned with securing adequate and equitable remuneration to persons working in the organization . Job analysis will enable in fixing the remuneration for various jobs. The need of the jobs and qualification of persons who will take up those jobs should be taken into consideration while fixing the remuneration.

iv.Integration: integration is

concerned

with

the

attempt

to

effect

reconciliation of individual, organization and social interest. It involves infusing among employees a sense of belonging to the enterprise.
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v.Maintenance: This function deals with sustaining and improving condition that have been established . better condition of work should be maintained at all times. This condition include establishment of

health, sanitation and safety standards.

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Definition of Labor Welfare Labour welfare is defined as Efforts to make life worth living for workmen. The voluntary effort on the part of the employer to improve the conditions of employment in the factories forms the scope of labor welfare efforts. The efforts to initiate the welfare facilities have their origin either in some statue formed by the state or in some local customer in a collective agreement or in the employers own initiative.

1.3.2.1 Welfare Facility

The welfare facilities are 1. Drinking water facilities 2. Latrines and urinals 3. Washing facility 4. First aid facility

1.3.2.2 Drinking Water Facility

According to Factories Act 1948, every organization must provide adequate drinking water facility invariably to all the employers. It must be placed with in the department.

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1.3.2.3 Latrines and Urinals Section 19 deals with Latrines and Urinals In every factory, sufficient latrine and urinal accommodation of prescribed types shall be provided conveniently situated and accessible to male and female workers at all times while they are in the factory.

1.3.2.4 Washing Facility

According to Section 42 every factory should provide adequate and suitable washing facilities for male and female workers.

1.3.2.5 First Aid Facility

Adequate first aid facility must be provided for the workers in an organization. Injuries are caused every day and there fore prescribed medicines and equipments must compulsorily be kept in the first aid box. Whenever the employer is insured he must be provided first aid treatment and for that purpose, first aid box must be provided for every one hundred and fifty workers.

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1.3.3 REST ROOM FACILITIES

According to section 47, every factory that has more than 150 employees, who are ordinarily employed, there should be a rest room with the drinking water facility. Therefore it is important to maintain the rest room clean and tidy and there should be good ventilation.

1.3.4 CANTEEN FACILITIES

According to section 46, for the factory, which has more than two hundred and fifty workers who are ordinarily employed, there should be a canteen for the workers. Hence, it is necessary to provide hygienic food with good quality at a considerable price.

1.3.5 MEDICAL FACILITIES

There must be a hospital within one-kilometer distance from the factory which the organization should keep in touch for the treatment of the employee. If there is no hospital, then organization should provide separate medical room.

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1.4

NEED FOR THE STUDY

There is a great need for good working condition in an industry. The improved working condition leads to improved productivity. Some of the basic reasons for the need for good working conditions are : to increase the loyalty of the employees towards the organization, to reduce injuries due to bad working conditions of machineries, to increase productivity, to

reduce resistance due to change, enhancing employees interest towards work, to reduce absenteeism and tardiness, to strengthen the morale and employee commitment.

The working conditions include cleanliness, lighting facilities or proper illumination, ventilation or proper air circulation, work space, safety measure, noise control, dust and fumes control. It is necessary to improve the conditions of the workers, which will ultimately lead to high production, and the progress of the country.

It is necessary to save the workers from evils, to increase efficiency of the workers and to make the country more prosperous. For building up a stable and efficient labour force, it is essential labour force, it is essential to bring about a marked improvement in the conditions of the workers life and work. For achieving maximum result, welfare activities have to be under taken in the right spirit mainly with a view to make the lives of the workers happier and healthier.

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An employee feels secure when he is placed in organization, which cares for the welfare of the laborers, and this cares a paternalistic feeling of them.

MODERN CONCEPT OF HUMAN RESOURCE Though human resources have been part of business and organizations since the first days of agriculture, the modern concept of human resources began in reaction of the efficiency focus of tailorism in the early 1990s. By 1920, psychologists and employment experts in the United States started the Human Relations movement, which viewed workers in terms of their psychology and fit with companies, rather than as interchangeable parts. This movement grew throughout the middle of the 20th century, placing emphasis on how leadership, cohesion and loyalty played important roles in organizational success. Although this view was increasingly challenged by more quantitatively rigorous and less soft management techniques in the 1960s and beyond, human resources had gained a permanent role within an organization.

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CAREER PLANNING AND DEVELOPMENT: It is the planning of ones career and implementation of career plans by means of education, training, job search and acquisition of work experiences. It includes internal and external mobility.

Internal mobility:It includes vertical and horizontal movement of an employee with in organization. It consists of transfer, promotion and demotion. an

Transfer:It is a process of placing employees in the same level jobs where they can be utilized more effectively in consistence with their potentialities and needs of the employees and the organization. It also deals with: a) b) c) Developing transfer policies and procedures. Guiding employees and line management on transfers. Evaluating the execution of transfer policies and

procedures.

Demotion:It deals with downward reassignment to an employee in an organization. a) Develop equitable, fair and consistent demotion policies and procedure. b) Advising line mangers on matters relating to demotions.

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c)

Oversee the implementation of demotion policies and

procedures.

ORGANISATION DEVELOPMENT: It is planned process designed to improve organizational effectiveness and health through modifications in individual and group behavior, culture and systems of the organization using knowledge and technology of applied behavioral science. 2. COMPENSATION:It is the process of providing adequate, equitable and fair remuneration to the employees. It includes job evaluation, wage and salary administration, incentives, bonus, fringe benefits, social security measures etc.

i)

Job Evaluation:It is a process of determining relative worth of jobs: a) b) c) Select suitable job evaluation techniques. Classify jobs into various categories. Determining relative values of jobs in various categories.

ii) wage and Salary Administration:This is the process of developing and operating a suitable wage and salary program. It covers: a) Conducting wage and salary survey.
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b)

Determining wage and salary rates based on various

factors. c) d) iii) Incentives:It is the process of formulating administering and reviewing the schemes of financial incentives in addition to regular payment of wages and salary. It includes: a) b) c) Formulating incentive payment schemes. Helping functional managers on the operation. Review them periodically to evaluate effectiveness. Administering wage and salary programs. Evaluating its effectiveness.

iv) Bonus: It includes payment of statutory bonus according to the payment Act Bonus 1965, and its latest amendments. of

v) Fringe Benefits:These are the various benefits at the fringe of the wage. Management provides these benefits to motivate the employees and to meet their lifes contingencies. These Benefits include:

a) b) c) d)

Disablement benefit Housing facilities Educational facilities to employees and children Canteen facilities
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e) f) g) h) i) j)

Recreational facilities Conveyance facilities Credit facilities Legal clinic Medical, maternity, and welfare facilities Company stores.

vi) Social Security Measures: Managements provide social security to their employees in addition to the fringe benefits. These measures include: a) Workmens compensation to those workers (or their

dependants) who involve in accidents. b) c) d) e) f) Maternity benefits to women employees. Sickness benefits and medical benefits. Disablement benefits\allowance. Dependent benefits. Retirement benefits like provident fund, pension, gratuity etc.

2. HUMAN RELATIONS: Practicing various human resources policies and programs like employment, development and compensation and interaction among employees create a sense of relationship between the individual worker and management, among workers and trade unions and management. It is the process of interaction among human beings. Human relations is an area of management in integrating people into work situation in a way that motivates them to work situation in a way that motivates them to work
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together productively, co-operatively and with economic, psychological and social satisfaction It includes: a) Understanding and applying the models of perception,

personality, learning, intra and personal relations, intra and inter group relations. b) c) d) e) f) Motivating the employees. Boosting employee morale. Developing the leadership skills. Developing the communication sills. Redressing employee grievances properly and in time by means of a well formulated grievances procedure. g) Handling disciplinary cases by means of an established disciplinary procedures. h) and work problems and releasing their stress, strain and stress. i) Improving quality of work life of employees through participation and other means Counseling the employees in solving their personal, family

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2. EFFECTIVENESS OF HUMAN RESOURCES MANAGEMENT:Effectiveness of various personnel programs and practices can be measured or evaluated by means of organizational health and human resources accounting etc. a) Organizational Health: Organizational health may be studies through the result of employees contribution to the organization and the employee job satisfaction. The result of the employee satisfaction can be understood by labour turnover, absenteeism, commitment, and the like. Low rate of absenteeism and specific and high rate of employee commitment most probably indicate employee satisfaction about the job and the organization. Employee contribution to the organizational goals can be measured through employee productivity of different types.

b) Man Resource Accounting, Audit and Research. Effectiveness of human resources management can also be found out through Human resource accounting, audit and research. c) Human Resource Accounting (HRA): It is a measurement of the cost and value of human resources to the organization. H.R.M is said to effective if the value and contribution of human resources to the organization is more than the cost of human resources

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d) Human Resource Audit: H.R.A refers to an examination and evaluation of policies, procedures and practices to determine the effectiveness of HRM. Personnel audit; a) Measures the effectiveness of personnel programs and practices b) Determines what should or should not be done in future.

e) Human resource research: It is a process of evaluating the effectiveness of human resources policies and Practices and developing more appropriate ones. It includes: Conducting morale, attitude, job satisfaction and behavior surveys. a) Collecting of data and information regarding wages, cost-

benefit analysis of training, benefits, productivity, absenteeism, employee turnover, strikes, accidents, operations, working hours, shifts etc. b) Tabulating, computing and analyzing of the data and

information. c) Report writing and submission to the line managers.

d)

Finding out of defects and shortcoming in the existing

policies, practices etc. e) Developing of more appropriate policies, procedures, and

programs of personnel.

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The effectiveness in performing personnel and human resources management. employees and the goal of the society and or government. The objectives of human resources management are formulated on the basis of organizational objectives, individual goals, social goals and the functional analysis of personnel and H.R.M.

HRM POLICIES After the establishment of objectives of HRM , human resources policies are to be formulated. Policies are general statement that guide thinking and action in decision making.

Process and programs:-

HRM OBJECTIVES | HRM POLICIES | HRM PROCEDURES | HRM PROGRAMS

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RESEARCH METHODOLOGY

TITLE OF THE STUDY A STUDY ON SATISFACTION OF EMPLOYEES ON WELFARE FACILITIES, AT CIBI INTERNATIONAL, BANGALORE.

OBJECTIVES OF THE STUDY 1. To study the welfare facilities existing in the organization. To study the workers satisfactory level of labour welfare facilities at Cibi International.

2.

3. 4. 5.

To make constructive suggestions to improve the welfare. To make effective impact on the company through valid suggestions To make an effort to towards realization of needs in regards to welfare facilities in respect to the organization.

6.

To provide the company an evidence of satisfaction towards welfare facilities.

7.

To understand the level of satisfaction of the employees in such an Industry

8.

To understand the working conditions of the employees with and without various welfare facilities

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3.1

RESEARCH DESIGN

The study adopts descriptive research method. The major purpose of descriptive research is description of the state of affairs as it exists at present. The methods of research utilized in descriptive research are survey methods. The facts and information collected are analysed to make a critical evaluation of the material.

3.2

SAMPLING DESIGN

i. Area of Study

Cibi International is a textile mill, which has been selected to study the level of satisfaction of labor welfare facilities.

ii. Sampling unit

Here the lower levels of employees are surveyed and each individual employee is the sampling unit.

iii. Sampling procedure

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Out of the total population of 570 employees a sample of 200 respondents are selected for the study. The sampling done randomly according to stratified quota random sampling.

Strata Cutting & Pattern making Stitching Checking Ironing $ Packing Administration Total

Population

Sample

30 210 135 175 20 570

11 74 47 61 7 200

Rating Scale

The most commonly used method for study on effectiveness is rating scale. Under it, a printed form, one for each person to be rated. The traits are analyzed and evaluated on a continuous scale. A ready comparison of scores among the employees is possible. When ratings are objectively given, they can provide useful feedback.

3.3

DATA COLLECTION

i. Source of Data
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PRIMARY DATA Primary data is the data collected freshly by reaching the respondents and collecting the data The sources were both primary and secondary sources. Primary data have been collected by means of interview and schedule. The administered questionnaire consists of particulars like personal profile, working conditions, welfare facilities, canteen facilities, restroom facilities and medical facilities.

SECONDARY DATA

The secondary data is the data collected by the ready sources which are available The secondary sources of information regarding details of welfare facilities and social security has been gathered from various books. Details were also collected from company books.

ii. Data Collection Method

Fieldwork is actual data collection operation. Data is collected through interview, schedule and questionnaire method. The respondents were asked to reveal their opinion regarding the satisfaction level of various welfare facilities provided by the company. The various departments are grouped as per their activities.

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3.4

TOOLS USED FOR ANALYSIS

Simple percentage calculation and chi-square analysis are the statistical tools used for the analysis.

3.5

LIMITATIONS OF THE STUDY

The sample of respondents belongs to a single organisation i.e. CIBI International. Therefore, the result of the study cannot be generalized to other organizations.

The attitude of the workers change from time to time. Hence, the result of the project may not be applicable in long run.

Due to a limited duration, a detailed and a comprehensive study could not be mad

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1.1

INDUSTRY PROFILE

The Indian textile industry has its roots going back several thousand years. After the industrial revolution in Europe, this sector in India also saw its growth of an industrial complex. Today the industry contributes around 14 percent to industrial production in the country. It is estimated to directly employ approximately 35 million people, it accounts to 27 percent of the countrys exports, and in sum, an important economic engine for the nation.

The size of our Indian textile industry is estimated at Rs.1, 24,000 Crores constituting seven percent of the GDP. The industry has fair global exposure. Textile exports constitute about 35 percent of the total foreign exchange earnings of the country. During the last 10 years, the industrys actions, government policies as well as market events have begun to converge, providing several growth opportunities for the sector domestically as well as in the global market. The deficiencies of the industry can be broadly classified into three heads: the first being the gaps in the industry due to fragmented structure and dominance of small industry, the second are the regulatory disadvantages like the historical preservation of manufacturing for very

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small companies and the third being the disadvantages India faces as a country.

In this prevailing situation, building state-of-the-art technology, liberalizing the government controls and regulations, adoption of latest management tools and techniques, good technical education for developing the right king of resources are required to attain and sustain a pre-eminent global standing.

1.2

COMPANY PROFILE

Cibi International was established in 1988 in the heart of the knitwear city of South India-Perundurai, as a Fashion house for the manufacture of export of Textile garments, today it is a fully integrated unit with machines to match global standards. The company is located in Tumkur main road at about 20kms from BANGALORE railway station and about 54 kms from the airport. The factory area covers about 10,000sq.ft and it has a processing capacity of 10,000 ps/day .The present project cost is Rs.75 Crs and turnover is nearly about Rs.120Crs. To produce quality goods on time, a good production facility, capable of taking up any challenge is needed. In this regard, Cibi International possesses the best infrastructure that has the ability and potential to give quality products.

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All the machines are the latest available in the market, and whenever required, the company has never shied away from purchasing the most modern equipments. All their divisions are equipped with the latest equipments to maintain the quality and timeliness of the output.

The manufacturing process has been vertically integrated to facilitate all the processes involved in garment manufacture under one roof. This enables the company to reduce the time spent in completing the order. The company started with the sole export of knitted garments to USA and later extended its reach to Europe, Australia, New Zealand and Canada. The company primarily exports Knitwears and woven wears. Knitwears include T-shirts, Polos, Pajamas etc., while woven wears comprise of Bermudas, Shirts, Work wears etc.

The plant has the capability to meet any level of demand from their buyers and thus creating a high degree of credibility to the company, in international markets. With the in-house production capacity of over 10000 pieces per day, the company has been consistently able to be on top of the garments export market. Besides this, the companys garment production is supplemented by various companies which can turn out around 15000 pieces per day. It may be worthwhile to note here that all these products are subjected to thorough checking by the companys Quality Assurance Department Personnel.

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CHART 1.1.1 ORGANISATION STRUCTURE


MANAGING DIRECTOR

G.M (FINANCE)

G.M. (PRODUCTION)

G.M. (QUALITY CONTROL)

MANAGER (ADMIN)

MANAGER (ACCOUNTS)

MANAGER (PRODUC)

MANAGER (Q.C)

PERSONNEL OFFICER

ACCOUNTS OFFICER

SUPERVISOR

Q.C INSPECTOR

PERSONAL ASSISTANTS

CLERK

LINE SUPERVISOR

LINE INSPECTOR

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CHART 1.1.2 PRODUCTION CHART

Merchandising

Pattern Making

Cutting

Tailoring

Checking

Ironing

Trimming

Packing

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1.3

CONCEPTUAL BACKGROUND

The facilities provided for the workmen in their organization definitely have a physical and psychological effect on them. Based on this, the problems are found to be in different dimensions. Due to inadequate welfare facilities there leads to an increase in health and personal problems.

1.3.1 WORKING CONDITIONS

Working conditions under which the employees are exposed play a vital role in the relationship between the employee and the management. The factors like shift timings, workload and the environment under which the workers are put in kindles the spirit of the employees. The main aim of factories act is to protect human beings subjected to unduly long hours of bodily strain or mental work, in order to see that, employers carry out the provisions of the act for the well being of the workers. Government has appointed inspectors who make periodical visits to Industries for check - up. The risks faced by the employees causes injuries in the working place everyday which may even cause inability to work for the rest of his/her life. This may be due to the lack of good safety measure, dust and fumes control, noise control or sufficient space for movement in the working place or lack of cleanliness or insufficient air circulation or inadequate lighting facilities.

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The working conditions include cleanliness, lighting facilities or proper illumination, ventilation or proper air circulation, work space, safety measure, noise control, dust and fumes control. The safe working conditions include,

a. b. c. d. e. f. g.

Good house keeping Good air circulation Adequate lighting Good work schedule Providing safety devices Properly guarded equipments Safe storage

Definition of working conditions

The modern concept of Industrial healthy working condition is referred to as the health, which is the outcome of the interaction between the individual and his environment. The modern concepts anticipate and recognizes potentially harmful situation and applies engineering control measure before series of injury results.

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According to the joint ILO/WHO committee (1987), Healthy Industrial working conditions are

i)

The prevention and maintenance of physical, mental and social well being of workers in all occupations.

ii)

Prevention of ill-health among workers caused by working conditions.

iii)

Protection of workers in their employment from risks resulting from factors to health and

iv)

Placing and maintenance of the workers in an occupational environment adapted to his physical and psychological equipment.

1.3.1.1 Cleanliness

According to sec 11 of the factories act 1948, every room must be kept clean from effluvia arising from any drain, privy, or other nuisance. The floor must be kept clean and there should not be any accumulation of dirt anywhere in the working place, which affects the health condition of the workers as well as the quality of the product. The act states that, the floor must be cleaned at least once in a week by washing and using disinfectors, effective drainage, regular repainting or revarnishing the inside wall and partitions, white washing or color washing of the company. This may be done at least once every 14 months. Therefore, poor housekeeping will lead to an adverse effect on health of the workers and productivity.

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1.3.1.2 Lighting

According to sec 17 of the factories act 1948,in every part of a factory where workers are working or passing, there shall be provided sufficient and suitable lighting, natural or artificial, or both. All the glass windows and lights must be kept clean on both inner and outer surfaces. Effective measures must be taken for prevention of glass and formation of shadows, which may cause any strain, and risk of accidents. Therefore it is most important for an organization to provide good quality of lighting facilities in order to reduce accidents and make the workers to perform their duties efficiently without any distraction. 1.3 Ventilation

In the textile industries, ventilation plays a vital role. It is common that the textile industries are polluted due to cotton flying all over. The workers suffer from restless and suffocation and various disease of the type due to the polluted air. So, the need for adequate ventilation has become important. According to the factory rule 1950,In every factory, the amount of ventilating openings in a work room below the caves shall, except where mechanical means of ventilation as required by sub rule(2) are provided, be often aggregate area not less than 15% of the floor area and so located as to afford the continued supply of fresh air.

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1.3.1.4 Work Space

Overcrowding in factories, where power and machine are made use of is likely to cause accident to workers. For efficient production also, overcrowding is not healthy. While the worker is in the process of doing his work, there should not be any disturbance due to the transportation of materials due to his co-workers. So, minimum required space must be allotted for each worker to work peacefully. According to sec16 there should be 350cubic feet of the space for each worker employed in factories which were started before 1948 and at least 500 cubic feet of space for every worker employed in factories which were started after 1948.

1.3.1.5 Safety Measure

For the purpose of the prevention of accidents and for the safety of the workers, effective measures should be taken to safeguard the workers. The machineries should be fenced and while the machine is in motion, there must not be any distraction. Fire fighting equipments should be provided sufficiently in all the areas of production. In textile industries machines must be provided with iron wire fencing and individual mechanical and electrical means of starting and stopping of such machines.

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1.3.1.6 Noise Control

In the case of machines, which generate enormous noise, it is tedious for the worker to work continuously for a long period. It will damage the ear drums of the worker. So, the noise should not divert the concentration of the worker. 1.3.2 LABOUR WELFARE Labour welfare is an important facet of industrial relations, giving satisfaction to the worker for which there is no other way of compensation. Modern welfare may be said to have been the outcome of the movement for better & more efficient management in industry including human angle. The acceptance of the concept Labour welfare all over is mainly due to (i) The need to provide better life for the workers & to maintain goodwill among the employees & to increase the productivity (ii) Growing public & government concern, especially in the

economically less developed countries, over the amelioration of the working & living conditions of industrial workers as an aspect of national policy. (iii) Steps to promote labor welfare has become a direct recognition of

the situations like expansion in the advanced countries of the world and concomitant process of mass production and mass selling rendering the working class as a source of power.

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Labour welfare services may be classified as a. Intramural and b. Extramural

Intramural services are those, which are provided within the factory like safety, health and counseling services.

Extramural services are those, which are provided within the factory like education, housing, transport, recreation etc.

1.5

REVIEW OF LITERATURE

Man-Made textiles research organization (MANTRA) gives top priority for developing welfare facilities and caters to the multifarious needs of the industries. Its primarily aimed at planned and healthy growth of the employees of the decentralized textile industries. MANTRA has undertaken research on such areas as pollution control, mechanical and wet processing. Some of the on-going projects are effluent treatment and cleanliness of drinking water. Its researches have proved that good welfare facilities are a must in every organization.

Peter Rogers Chairman, The strategic forum for construction has taken up research in industries and have concluded that unsafe, disorganized and dirty organizations lead to poor standards and settling for a compromise in the needs mean risking of lives. Spending more on prelims to provide good access, security and welfare facilities creates a safe working

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environment, often with reduced accidents and incident rates and a motivated workforce.

The National Research and Development Centre for Welfare and Health, Stakes is a society for allnetwork situated in United Nations. Its findings have proved that the facilitation and the integration of the welfare needs of the people of the organization, encourage the morale of the workforce of the nation.

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ANALYSIS AND INTERPRETATIONS

4.1

ANALYSIS OF DATA

TABLE-1

AGE LEVEL OF THE RESPONDENTS

Sl. No. 1 2 3

Age Level

No. of Respondents

Percentage

Below 20 20-25 Above 25 Total

97 53 50 200

48.5 26.5 25.0 100.0

ANALYSIS From the above table it is inferred that 48.5% of the respondents belong to the age level below 20 years, 26.5% of the respondents belong to the age level of 20-25 years and 25.0% of the respondents belongs to the age level of above 25 years.

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CHART-1

RESPONDENTS

BELOW 20 20-25 ABOVE 25

INTERPRETATION Observing the above chart we can infer that most of the respondents are below the age of twenty years

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TABLE-2

GENDER OF THE RESPONDENTS

Sl. No. 1 2

Sex

No. of Respondents

Percentage

Male Female Total

145 55 200

72.5 27.5 100.0

ANALYSIS

It is found from the above table that 72.5% of the respondents belong to male category and 27.5% of the respondents belong to female category.

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CHART-2

RESPONDENTS

MALE FEMALE

INTERPRETATION

In the above table we can observe that most of the respondents in the organization are male.

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TABLE-3 EDUCATIONAL QUALIFICATION OF THE RESPONDENTS

Sl. No. 1 2 3

Educational Qualification Up to 5th Std. 6th -12th std. College level Total

No. of Respondents 96 39 65 200

Percentage

48.0 19.5 32.5 100.0

ANALYSIS

From the above table it is found that 48.0% of the respondents are qualified up to 5th std. level, 32.5% of the respondents are qualified Up to college level and 19.5% of the respondents are qualified Up to 6th-12th std. level.

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CHART-3

120

100

80 respondents % 40

60

20

0 upto 5th std 6th -12th std college leve;

INTERPRETATION

It is observed that more than half of the respondents are not well qualified.

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TABLE-4

EXPERIENCE OF THE RESPONDENTS

Sl. No. 1 2 3

Experience

No. of Respondents

Percentage

Below 1 years 1 3 years Above 3 years Total

56 52 92 200

28.0 26.0 46.0 100.0

ANALYSIS

It is found from the above table that out of 200 respondents, 46.0% of the respondents have an experience of above 3 years, 28.0% of the respondents have an experience below 1 year and 26.0% of the respondents have an experience within 1-3 years.

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CHART-4

Experience

BELOW 1YEAR 1-3 TEARS ABOVE 3 YEARS

INTERPRETATION People who are experienced more than 3 years comprise considerable part of the respondents.

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TABLE-5

MARITAL STATUS OF THE RESPONDENTS

Sl. No. 1 2

Marital Status

No. of Respondents

Percentage

Married Single Total

106 94 200

53.0 47.0 100.0

ANALYSIS

It is found from the above table that out of 200 respondents, 53.0% of the respondents are married and 47.0% of the respondents are single.

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CHART-5

120

100

80 RESPONDENTS Series 2 40

60

20

0 MARRIED SINGLE

INTERPRETATION From the above statistics we can infer that, married and single comprise almost two halves of the whole lot of the respondents. There is a partial sharing between both categories

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TABLE-6 MONTHLY INCOME OF THE RESPONDENTS

Sl. No. 1 2 3

Monthly Income

No. of Respondents

Percentage

Up to Rs. 1000 Rs.1000-Rs.1500 Above Rs. 1500 Total

66 49 85 200

33.0 24.5 42.5 100.0

ANALYSIS

It is found from the above table that out of 200 respondents, 42.5% of the respondents are getting a monthly income in the range of above Rs.1500, 33.5% of the respondents are getting a monthly income in the range of below Rs.1000 and 24.5% of the respondents are getting a monthly income in the range of Rs.1000 Rs. 1500.

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CHART-6

90 80 70 60 50 40 30 20 10 0 upto rrs.1000 1000-1500 above 1500 Series 1 %

INTERPRETATION People earning more than 1500 a month comprise maximum part of the respondents.

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TABLE-7

NUMBER OF DEPENDENTS OF THE RESPONDENTS

Sl. No. 1 2 3

No. of Dependents

No. of Respondents

Percentage

Up to 3 members 4 members Above 4 members Total

46 34 120 200

23.0 17.0 60.0 100.0

ANALYSIS

It is found from the above table that out of 200 respondents, 60.0% of the respondents are having their family size of above 4 members, 23.0% of the respondents are having their family size of Up to 3 members and 17.0% of the respondents are having their family size of 4 members.

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4.2

HYPOTHESIS TESTING

AGE AND LEVEL OF SATISFACTION OF WELFARE MEASURES

Null hypothesis:

There is no significant relation between age and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between age and level of satisfaction of welfare facilities.

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TABLE-8 AGE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Age group (in years)

Level of Satisfaction of Welfare Facilities Low Medium 22 31 15 68 High 60 11 24 95

Total

Below 20 20-25 Above 25 Total

15 11 11 37

97 53 50 200

CHART-8
70 60 50 40 30 20 10 0 below 20 20-25 above 25 low high Series 3

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

26.393 4 9.488 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between age and level of satisfaction of welfare facilities.

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GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between gender and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between gender and level of satisfaction of welfare facilities.

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TABLE-9 GENDER AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Level of Satisfaction of Gender Welfare Facilities Low Male Female Total 25 12 37 Medium 57 11 68 High 63 32 95 145 55 200 Total

CHART-9
70 60 50 40 30 20 10 0 male female

low Series 2 Series 3

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

6.647 2 5.991 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 2 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between gender and level of satisfaction of welfare facilities.

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EDUCATIONAL

QUALIFICATION

AND

LEVEL

OF

SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between educational qualification and level of satisfaction of welfare facilities.

Alternate hypothesis:

There

is

close

significant

relation

between

educational

qualification and level of satisfaction of welfare facilities.

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TABLE-10 EDUCATIONAL QUALIFICATION AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Level of Satisfaction of Educational qualification Up to 5th Std. 6th -12th std. College level Total Welfare Facilities Low 10 13 14 37 Medium 40 12 16 68 High 46 14 35 95

Total

96 39 65 200

50 45 40 35 30 low 25 20 15 10 5 0 upto 5th 6-12 std college level medium high

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

13.476 4 9.488 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between educational qualification and level of satisfaction of welfare facilities.

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EXPERIENCE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between experience and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between experience and level of satisfaction of welfare facilities.

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TABLE-11 EXPERIENCE AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Level of Satisfaction of Experience Welfare Facilities Low Below 1 years 1 3 years Above 3 years Total 17 10 10 37 Medium 15 20 33 68 High 24 22 49 95

Total

56 52 92 200

CHART-11
60

50

40 low 30 medium high 20

10

0 below 1 year 1-3 year above 3 year

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

9.615 4 9.488 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between experience and level of satisfaction of welfare facilities.

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MARITAL

STATUS

AND

LEVEL

OF

SATISFACTION

OF

WELFARE FACILITIES

Null hypothesis:

There is no significant relation between marital status and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between marital status and level of satisfaction of welfare facilities.

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TABLE-12 MARITAL STATUS AND LEVEL OF SATISFACTION OF WELFARE FACILTIES

Level of Satisfaction of Marital Status Welfare Facilities Low Married Single Total 25 12 37 Medium 46 22 68 High 35 60 95

Total

106 94 200

CHART-12
70 60 50 40 30 20 10 0 married single

low medium high

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

18.965 2 5.991 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 2 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between marital status and level of satisfaction of welfare facilities.

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MONTHLY INCOME AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between monthly income and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between monthly income and level of satisfaction of welfare facilities.

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TABLE-13 MONTHLY INCOME AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Level of Satisfaction of Monthly Income Welfare Facilities Low Up to Rs. 1000 Rs.1000-Rs.1500 Above Rs. 1500 Total 13 13 11 37 Medium 19 10 39 68 High 34 26 35 95

Total

66 49 85 200

CHART-13
45 40 35 30 25 20 15 10 5 0 upto 1000 1000-1500 above 1500 Series 1 Series 2 Series 3

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

11.157 4 9.488 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between monthly income and level of satisfaction of welfare facilities.

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NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION OF WELFARE FACILITIES

Null hypothesis:

There is no significant relation between number of dependants and level of satisfaction of welfare facilities.

Alternate hypothesis:

There is close significant relation between number of dependants and level of satisfaction of welfare facilities.

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TABLE-14 NUMBER OF DEPENDANTS AND LEVEL OF SATISFACTION OF WELFARE FACILTIES

Level of Satisfaction of Number of Dependants Up to 3 members 4 members Above 4 members Total Welfare Facilities Low 12 10 15 37 Medium 16 13 39 68 High 18 11 66 95

Total

46 34 120 200

CHART-14
70 60 50 40 30 20 10 0 upto 3 members 4 members above 4 members

Series 1 Series 2 Series 3

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CHI - SQUARE ANALYSIS

Calculated 2 value Degree of freedom Table value Significant result

= = = =

9.963 4 9.488 Significant at 5% level

Conclusion

It is found from the above analysis that calculated chi-square value greater than the table value at 4 degree of freedom. So, Null Hypothesis (H0) rejected. Hence, we conclude that, there is close significant relation between number of dependants and level of satisfaction of welfare facilities.

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CHAPTER 5

FINDINGS

The following are the findings that could enlighten the Cibi International workers level and quantity and quality of the workers

5.1

FINDINGS

Most of the respondents were belongs to the age level of below 20 years

Maximum of the respondents were belongs to male category. Majority of the respondents were qualified Up to 5th std. level. Most of the respondents were working in Stitching section. Maximum of the respondents have experienced above 3 years. Most of the respondents were married. Maximum of the respondents were getting monthly salary in the range of above Rs.1500.

Majority of the respondents were having their family size of above 4 members.

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There is close significant relation between age and level of satisfaction of welfare measures.

There is close significant relation between gender and level of satisfaction of welfare measures.

There is close significant relation between educational qualification and level of satisfaction of welfare measures.

There is close significant relation between experience and level of satisfaction of welfare measures.

There is close significant relation between marital status and level of satisfaction of welfare measures.

There is close significant relation between monthly income and level of satisfaction of welfare measures.

There is close significant relation between number of dependants and level of satisfaction of welfare measures.

The overall level of satisfaction of the employees with respect to welfare facilities has a strong association with the demographic factors.

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SUGGESTIONS

1.

Regarding canteen facilities, free tea can be provided for the third shift workers. Quality of the food items can be improved and the varieties can be increased further; proper hygiene can be maintained by providing boiled utensils to the employees every time.

2.

Latrines and urinal facilities can be improved by maintaining cleanliness and a frequent inspection will be helpful to maintain the cleanliness all over the organization.

3.

Water purifiers can be provided for each and every department, so that the satisfactory level can be increased further

4. 5.

Uniforms and shoes can be provided for the workers. Masks can be given to help in prevention of inhalation of dust particles.

6.

Regarding housing facilities, number of quarters can be increased for the benefit of the workers.

7.

Recreational facilities and clubs can be encouraged for the relaxation of the workers.

8.

Transportation facilities can be given for the employees by providing bus facilities for the employees coming from nearly villages.

9.

Education facilities for the children like education allowances can be provided

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CHAPTER-6 CONCLUSION

The study reveals that majority of the employees are satisfied with the working conditions and welfare facilities. Employees satisfactory level can be enhanced by improving the facilities regarding dust and fumes control, latrines and urinal facility, cleanliness of the canteen and the quality of food in the canteen.

A separate labor welfare committee can improve welfare facilities through regular inspection. This committee can also hear to the needs of the employees for the further improvements of the welfare facilities.

The company should concentrate on making regular surveys in regards to the satisfaction on the welfare facilities in order to know the level of satisfaction of the employees towards the welfare facilities as well as to improve the morale of the organization.

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A STUDY ON THE SATISFACTION LEVEL OF THE EMPLOYEES ON THE VARIOUS WELFARE FACILITIES PROVIDED AT CIBI INTERNATIONAL, BANGALORE

PERSONAL DATA

1. Name 2. Age 3. Gender

------- Male / Female

4. Educational Qualification --5. Experience 6. Marital Status 7. Monthly Income 8. Number of Dependants ----- Single / Married -----

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What is your opinion on the following areas? (Mark a tick on your selected area)

HS N

- Highly Satisfied - Neutral

S DS

- Satisfied - Dissatisfied

HDS - Highly Dissatisfied

Area (1) Cleanliness (2) Lighting (3) Ventilation (4) Workspace (5) Safety measure (6) Noise control (7) Dust & fumes control (8) Sitting facility in work area (9) Drainage facility (10) Drinking water (11) Toilet facility (12) Washing storing facility (13) Crches facility (14) Spittoon facility (15) First aid facility (16) Ambulance facility (17) Canteen location
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HS

DS

HDS

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Area (18) Canteen service (19) Canteen cleanliness (20) Canteen quality (21) Variety of food items in canteen (22) Price of food items (23) Rest room space accommodations (24) Rest room cleanliness

HS

DS

HDS

THANK YOU

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REFERENCES

1.

Tripathi P.C (2002), Personnel Management and Industrial Relations published by Sultan chand & Sons

Kapoor N.D (2001), Elements of Mercantile Law published by Sultan chand & Sons.

3.

Memoria C.B (2002), Personnel Management published by Himalaya publishing house.

4.

Compass, (2003) The house journal of the India cements Ltd.,(Golden jubilee Issue)

5.

Hanumantha Rao N, (2000) Industrial Relation in public enterprises (Jaipur) Print well publishers

6.

Malhotara R.K. Sharma S.D. & Nachhathar Singh (1999) Personnel management (New Delhi) Arnold Publications (p) Ltd.,

7.

Punekar S.D.Deodhar S.D., & Saraswathi Shankaran (2001) Labour Welfare trade unionism &Industrial relation (Bombay) Himalayas Publishing House.

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8.

Sharma A.M. (2000) Aspects of Labour welfare and social security (Bombay) Himalayas Publishing House

WEBSITES WWW.WIKEPEDIA.COM WWW.CIBIINTERNATIONAL.CO.IN WWW.INDIANGARMENTINDUSTRY.COM WWW.APPARELSOFINDIA.COM

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