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Executive Summary

This project (internship) report entitled Employee Welfare at MPPKVVCL is the

compulsion put in by the RDVV JABALPUR for the award of master degree in business
administration. In order to accomplish the task of completion of the degree. The Human
Recourse Department of the MPPKVVCL has emerged a successful one in the organization
and the records are evident to prove the statement.

I went through 45 days internship training in the company in order to perceive

the true art and the practical picture of the employee welfare and to go through the
process by which the organization is making very good out its limited resources. The
report is according to best of my perception and the knowledge gained via the books and
the courses has been tried to be implemented in the due courses of the business affairs, it
will give a comprehensive and sophisticated and elaborated way of judgment of human
resource department of the organization For the convenience of the reader I have tried
my level best to make the report comprehensive and elaborative. The sectioning of the
report will pave the way to read and understand the report easily.

Employee welfare is a systematic process of identifying and determining the particular job
satisfaction, its duties, requirements and the relative importance of these duties for a
given job. It is a process where judgements are made through data collected on a job.

An important concept was carried out by The Human Matrix is that the analysis is
conducted of the Job. While Employee welfare data is collected through various means
like interviews or questionnaires, the product of the analysis is a job description, job
specifications, a structured interview plan and rating scale.


between the Job
Satisfaction and
Welfare Activity

To suggest
To identify method to
gap in increase the
welfare level of
facility welfare

To enhance job
To study the satisfaction by
welfare either introducing
new welfare
scheme or with
provided by existing welfare
MPSEB scheme.
To check the
level of

1) To study the relationship between the job satisfaction and existing

employees welfare activity of industrial relation office of Madhya Pradesh

State Electricity Board.

2) To identify any gap in welfare facility provided by MPPKVVCL and job


3) To suggest new ways to enhance job satisfaction by either introducing new

welfare scheme or with existing welfare scheme.

4) To suggest and recommend method to increase the level of Employee

welfare activities at MPPKVVCL.

5) To check the performance level of employee of MPPKVVCL.

6) To study the welfare facilities provided by MPPKVVCL to employee.

7) To identify the various welfare measures provided to the employees.

8) To find out employees preference regarding welfare measures which they

like to have in future.


Introduction of Company

The Government of Madhya Pradesh vide order dated 1stJuly, 02 has incorporated Madhya
Pradesh Paschim Kshetra Vidyut Vitaran Company Limited as a wholly owned Government of
Madhya Pradesh Corporations under the Companies Act, 1956 to undertake activities of
distribution and retail supply for and on behalf of Madhya Pradesh State Electricity Board in
the areas covered by the Commissionaires of Indore and Ujjain.
The main objectives are to achieving efficiency gains and making necessary changes to make
the Company commercially viable, progressively self sustainable and less government
dependent and at the same time, balancing the interest of the consumers in regard to quality of
service and economical tariff. The plan would include among other things, metering, billing,
collection, identifying the present deficiencies and the improvements to be made, mapping
supply feeders, measurement of energy supplied to feeders and energy audit, study of losses
and scheme for progressive reduction, reduction in input costs, consumer affairs handling,
investments required for improvements in the distribution system etc.
Paschim Kshetra encompasses an area served by 77021 kms of HT and 137105 km of LT
distribution network. The size of the administrative set-up is as below.

Indore Ujjain
Particulars Total
Region Region
Region (No.) 1 1 2
Circle (No.) 8 7 15
Division (No.) 28 28 56
Distr. Centre/Zone
222 205 427
33KV Line (Km) 5605 5718 11323
11KV Line (Km) 26,357 26,534 52,891
33/11 KV Sub Station
419 442 861
11/0.4Kv Distr.
39,846 39,636 79,482
No. of Consumers
LT 21,26,613 17,03,585 38,30,198
HT 1597 416 2013

Commercial Parameter FY 12-
Parameter Value
Total Number of Consumers 3255056
Total Load in MW 5040
Total Sales in MU 10412
4248 (Demand)/4080
Total Revenue Rs. in Corers
Average Tariff Rs. per Unit 2.88
Agr. and Dom. Sales as % of total 20.49 % (Agr.)/17.09 %
Sales (Dom.)
H.T. Sales as % of Total Sales 40.83%



Sanjay Kumar Shukla (IAS),

M.D., MPPMCL & Chairman of the Company.
Akash Tripathi (IAS),
Managing Director, MPPKVVCL.
Sanjay Dubey (IAS),
Commissioner, Indore and Director.
Rishikesha T. Krishnan ,
Director IIM, Indore and Director.
Dr. Trapti Jain,
5 Assistant Professor,Indian Institute of
Ajay Choubey,
Deputy Secretary GoMP Finance Department.
Mukul Dhariwal,
Officer on Special Duty, Energy Deptt., GoMP.
Manoj Kumar Jhawar,
Director (Commercial), MPPKVVCL.


1. The West and East Discoms have been using information and communication
technology (ICT) tools deployed for Consumer Bill Generation System, Financial
Accounting System, Stores Management System and Payroll System where data is fed
mostly in batch mode and reports are generated. However, these systems are being used
within departments and are working in isolation within the departments. In other
departments, the staffs continue to operate in manual environment. Therefore
considerable time & effort being devoted by the companies officers and staff in
transfer and reconciliation and in documentation.

2. In the recent past, MPPKVVCL, Indore and MPPKVVCL, Jabalpur has also adopted the
Restructured Accelerated Power Development and Reforms Programme (R-APDRP) of
Government of India. The modules being implemented under this programme include
Consumer Metering, Billing & Collection, Geographical Information System (GIS) based asset
and consumer mapping and tracking system as well as Energy Audit Management, New

Connection/ Disconnection Management, Call Centre based Customer Care Services, Web Self
Service, etc. These will help the companies leapfrog from the present manual processes to
system based processes. It is therefore important for MPPKVVCL, Indore and MPPKVVCL,
Jabalpur to ensure that back office functions such as finance, procurement, stores, human
resource management, etc. are also brought under similar transaction based system, so as to be
able to harness the efficiency gains in full. This is also critical given that the companies will be
expanding at an average of 10% per annum without proportionate increase in manpower. The
managements of the respective companies have therefore focussed on implementing an
enterprise resource planning (ERP) system, keeping in mind the benefits of the same..

3. The purpose of this ERP project is to implement a state-of-the-art integrated application

system so as to be able to carry out the tasks in the Projects, Procurement, Stores, Human
Resources and Finance Department in a more streamlined manner.

4.Objective of implementing the ERP System:- The primary objective of implementing the
ERP system is to deploy state of the art Information Technology across West and East
Discoms for the purpose of positioning the companies as efficient, competitive and dynamic
organizations. The system objectives are to:(i) Ensure the Accuracy, Completeness and
Consistency of Business Transactions(ii) Integrate the operations of the various business
processes by integrating the flow of information(iii) Enable managements to respond quickly
to market changes with informed decisions based on timely and accurate information(iv)
Establish best business process/practices

Technology objectives include using Information Technology that is:

(i) State-of-the-Art, well proven and well supported in India

(ii) Adaptable, Flexible, Customizable, Easy-to-use, Extendable and scalable

(iii) Secure, Cost effective, maintainable and reliable.

It is expected that upon implementation, the system will establish proper information flow to
help managers at all levels to take informed decisions with the objective of improving response
time, reduction in project completion cycle, efficiency of resource utilization, overall
improvement of productivity, better financial and cost management. The implementation will
result in increased customer satisfaction, better financial results, transparency & consistency in
business operations and processes.

Present Status:- Tender process for SI Partner for ERP implementation has been completed
and after getting required approvals contract award will be signed shortly.


This project essentially covers the application of information technology in distribution utilities
across the country. The scheme shall involve implementation of IT modules for data
acquisition, new connections/disconnection, energy accounting & audit, network analysis
management, Maintenance management, Asset management, MIS, metering, billing, collection
etc. The program also encompasses implementation of SCADA/DMS, GIS based Consumer
Indexing & Asset mapping etc. This entire exercise is being aimed to establish Base line Data
collection system for the distribution of utilities through which they are able to capture AT&C

losses in a precise manner without manual intervention and also to plan & implement
corrective measures in Part B

RAPDRP-A is a key initiative in West DISCOM to computerize various business processes of

the company. This will be a large program going to impact the day to day business of Discom.

This project intends to cover the following activities, services and works in respect of
successful set up of IT infrastructure for collection of baseline data for energy and revenue of
the identified scheme areas (town) and setting up of customer care center in the towns along
with supply, installation, testing and commissioning of all necessary hardware, software.

The scope covers setting up of IT infrastructure at data center & DR Center call centers and
other offices of utility, which would form the platform for subsequent automation. This activity
shall comprise fulfillment of the following tasks

(a) Establishment of data center & Disaster Recovery center at identified

(b) Establishment of customer care centers at identified location
(c) Set up the Local Area Network and Wide Area Network
(d) Procurement & Installation of PCs, Servers, and associated hardware
(e) Creation of necessary IT infrastructure including LAN for identified
Subdivision,division,Circle,Headquarter offices, Data centers, DR Centre
and Customer care centers
(f) Integration of the entire IT infrastructure under the scope of this
document as well as legacy systems if any.

This project comprises two parts i.e. R-APDRAP (Part A) & R-APDRAP (Part B):-

1. Part-A : Essentially Required by most Utilities for setting up an IT backbone for collection
of baseline data, Energy Accounting / Auditing and establishment of Customer care centers

Module: Meter Data Acquisition Module: Energy Audit Module: New Connection Module:
Disconnection & Dismantling Module: GIS based customer indexing and asset mapping
Module: GIS based integrated network analysis module Module: Centralized Customer Care
Services Module: Management Information System (MIS) Module: Web Self Service Module:
Identity and Access Management system Module: System Security Requirement

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Employee Welfare is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement,
and positive employee morale in the workplace.

Factors contributing to employee satisfaction include treating employees with respect,

providing regular employee recognition, empowering employees, offering above
industry-average benefits and compensation, providing employee perks and company
activities, and positive management within a success framework of goals, measurements,
and expectations.


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One of the most important thing that help in to improve the employees satisfaction is welfare.
Welfare includes anything that is done for the comfort and improvement of employees and is
provided over and above the wages. Welfare helps in keeping the morale and motivation of the
employees high so as to retain the employees for longer duration, which helps the organization to
achieve its goals. welfare might be equated with well-being, within human geography it refers
mostly to factors within the control of societies: environmental quality, security, and access to
commodities and services. It therefore incorporates income, standard of living, housing,
employment, and access to educational, health and social services.

1. Organization development factors

Brand of organization in business field and comparison with leading competitor.
Missions and Vision of organization.
Potential development of organization.

2. Policies of compensation and benefits factors

Wage and salary
Rewards and penalties

3. Promotions and career development factors

Opportunities for promotion.
Training program participated or will do.
Capacity of career development

4. Work task factors

Quantity of task
Difficult level of task

5. Relationship with supervisor factors

Level of coaching
Level of assignment for employee
Treatment to employee etc

6. Working conditions and environment factors

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Tools and equipment
working methods
Working environment
7. Corporate culture factors
Relationship with co-workers
Level of sharing etc

8. Competencies, Personalities and Expectations of employee factors

Competencies and personalities of employee are suitable for job?
Expectations of employee are suitable for policies of organization?

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changes supervision

work group condition etc

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The all above factor influence the employees satisfaction these come under the welfare
measure provided to employee for the satisfaction with the job that helps the
organisation to achieve its goal.

Employees Welfare

Welfare includes anything that is done for the comfort and improvement of
employees and is provided over and above the wages. Welfare helps in keeping the
morale and motivation of the employees high so as to retain the employees for
longer duration. The welfare measures need not be in monetary terms only but in
any kind/forms. Employee welfare includes monitoring of working conditions,
creation of industrial harmony through infrastructure for health, industrial
relations and insurance against disease, accident and unemployment for the
workers and their families
Labour welfare entails all those activities of employer which are directed towards
providing the employees with certain facilities and services in addition to wages or


To provide better life and health to the workers

To make the workers happy and satisfied

. To relieve workers from industrial fatigue and to

improve intellectual, cultural and material
conditions of living of the workers

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The basic features of labour welfare measures are as follows:

1. Labour welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social
2. Welfare measures are in addition to regular wages and other economic
benefits available to workers due to legal provisions and collective bargaining.
3. Labour welfare schemes are flexible and ever-changing. New welfare
measures are added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government,
employees or by any social or charitable agency.
5. The purpose of labour welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

The logic behind providing welfare schemes is to create efficient, healthy, loyal and
satisfied labour force for the organization. The purpose of providing such facilities is
to make their work life better and also to raise their standard of living. The important
benefits of welfare measures can be summarized as follows:

They provide better physical and mental health to workers and thus promote a
healthy work environment
Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers families help in raising their standards of living. This

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makes workers to pay more attention towards work and thus increases their
Employers get stable labour force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and
Employee welfare measures increase the productivity of organization and
promote healthy industrial relations thereby maintaining industrial peace.
The social evils prevalent among the labours such as substance abuse, etc are
reduced to a greater extent by the welfare policies.

Welfare Facilities Provided by MPPKVVCL

Welfare is a broad concept referring to state
of living of an individual or a group, in a
desirable relationship with the total
environment-ecological, economic & social.
Labour welfare may be viewed as total
concept (desirable state of existence
involving the physical, mental, moral &
emotional well being), social concept (the
welfare of man, his family & his community) & relative concept (welfare is relative in
time and place). It implies the setting up of minimum desirable standards and provisions
of facilities. It deals with the providing of opportunities for the employee and this family
for a good lie as understood in its most comprehensive sense this personal objective
alone is not adequate welfare is also fundamentally in interest of the larger society as the
health happiness and efficiency of each individual concepts and general well being of all.

James Todd Anything done for the comfort and improvement, intellectual and social, of
the employees over and above the wages paid, which is not a necessity of the industry.

Aims & Objectives:

The aim or object of welfare activities is partially Humanitarian- To enable workers to

enjoy a fuller and richer life and partially Economic- to improve the efficiency of the

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workers- and also partly civic- to develop among them a sense of responsibilities and
dignity and thus make them worthy citizens of the nation. Need for welfare work: The
need for welfare lies in the fact that industrial workers today constitute functionally a
very significant and important part of the country population their labour help to dig and
soul from the towels of the earth to the fetch to solid done and reservoirs to lay pipes
canals, lines and roads.

Welfare department:

Welfare amenities of have become an accepted part of good industrial organization.

Consequently, welfare departments have been locked upon as a positive contributing
factor to increase the efficiency of the business. Welfare department should establish
direct relationship with the business in the same way as, say, the publicity advertising or
accounting departments. All organizations will make an effort to keep accurate costs in
order that a basis of comparison can be worked out. If a welfare department is to be
efficient, it follows that adequate office accommodation must be provided. The welfare
department should be located at a convenient central spot. It has spot. It has to maintain
broadly employment, welfare and medical records.

Welfare measures can be of two distinct types via:

Statutory welfare: employers in India are generally required to comply with the
provisions of various welfare amenities under different labour legislations. The statutory
welfare facilities provided under the factories Act, 1948, Plantations Labour Act, 1951,
Mines Act,1952, Motor Transport Workers Act, 1961, and contract Labour(Regulation
and Abolition) Act, 1970. The followings are the working of statutory provision in the
Hidalgo. All measures have been adopted there to provide maximum statutory welfare
facilities to its employee, which are as follows:

a.) BATHROOM :- According to Govt. Rule pithead baths are

maintained in Hidalgo Adequate water supply lighting & drainage
arrange exerts should be in provided in the bathrooms

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b.) RESTROOM :- According to Govt. rules 150 or more
person there be adequate & suitable rest rooms. Every shelter
must have a floor area of not less than 459 meters & height of
not less than 2.5 meters to the lowest part of the root. Shelter
should be sufficiently lighted.

c.) WASHING FACILITIES :- In every washer adequate &

suitable faculties for washing must be provided separate &
adequately serenaded facility shall be provided for the use of
male & female workers.


must have facilities for storing & drying clothing. The Govt. many
rules required the provision of suitable place for keeping
clothing not warn during working hours & for the drying of wet

d.) FACILITY FOR SITTING:- Suitable sitting

arrangements should be provided in every washer.

e.) WELFARE OFFICERS:- In Govt. rules where 500

hundred or more workers are employees there must be
provision of welfare officers.

f.) FIRST AND APPLICANCES:- In every plant has

been tries to provide and maintain first Aids Box

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Containing prescribed contents so as to be readily available during all
working hours.

g.) DRINKING WATER: Sufficient arrangements have

made to provide and maintain suitable supply of
wholesome drinking water at suitable points.


Urinals and spittoons in sufficient number have been
provided at convenient places and maintained in a clean
and hygienic co addition.


In highlights the non-statutory welfare facilities extended to the employees in the


To Educate Employees

Maintain Cordial Relations

Efficient working environment

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The objective of the company behind providing these facilities is to maintain peace and
cordial & family relations and to recreate, develops and educate the employees. Through
these activities the company tries to improve the quality of its employees.


The process for the formulation and the performance of the welfare activities is as under.
First of all an annual schedule of the welfare activities to be performed during the year is
checked out. The welfare officers of the social security cell are involved in the
preparation of these programs.


Every business should have a sense of responsibility towards the society in which it
operates. MPPKVVCL realize and embraces these responsibilities thereby performing a
number of functions for the appraisal of the society. MPPKVVCL is providing Cultural
Programs, Employment of Needy Women. Social Welfare in terms of Library, Games, &
Sports, Nature cure & Yoga centres, Gymnasium.


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The Company has 2 clubs for its employees Staff Club. These clubs are open only to its
members. These clubs have various games and sports such as b, carom, etc. they also
have reading rooms and gymnasium.


The Central Library was established In year 1958. It Is situated on 2nd Floor of Block
No.16 of Shakti Bhawan, M.P. State Electricity Board, Rampur, Jabalpur. It has an air
cooled sitting space for 100 readers. It Is working as per Library Rules, 2001 Framed
By The M.P. State Electricity Board. The Selection / Procurement Of Books, Periodicals,
Magazines And New Papers Etc Is Done On The Recommendations Of The Library
Standing Committee. Officers And Employees Posted In The Geographical Territory Of
The Nagar Nigam, Jabalpur Can Get Membership Of The Library By Submitting
Application On A Prescribed Form. At The Time Of Transfer From The Geographical
Territory Of Nagar Nigam Jabalpur Or Retirement From Boards /Companys Service,
He/She Shall Obtain The No Objection Certificate From The Central Library On
Prescribed Form. The Central Library Is Equipped With The Books/ Periodicals/
Magazines Etc. On the Important Technical Subjects. It also has the collection of
papers/ educational cds/dvds, M.P. Gazettes and Gazettes of India, course material/
papers of different National/ International Seminars/Work-shops, various publications
of the Board/Companies.


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MPPKVVCL nurtures the grooming talent in its sports centre. There are a

number of games that are being played here like Carrom, Chess etc

Health services

The MPPKVVCL also provide medical facility to their employee they have hospital that
provide health services like regular check-up etc.


According to factory Act where 250 or more worker are employed canteen facility should
be provided by organisation.MPPKVVCL has a well equipped canteen for its employees

Economic welfare

Under the economic welfare MPPKVVCL Provide many welfare measure that are

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Housing facility:-

MPPKVVCL Provide quarters to employees The various facilities are Electricity, water
supply, Furniture in house.they also provide some concenssation in electricity bill.

Tranporatation facility:-

MPPKVVCL Also provide bus facility to their employees for pick and drop facility.

Insurance :-

Under the insurance scheme MPPKVVCL Provide two type of insurance scheme to their
employees they are as follow:-

1)Saving come Life insurance corporation

2)Group term insurance scheme

Need for study of level of employees satisfaction with welfare measure

An organisation is as strong and successful as its employees are. By measuring employee

satisfaction in key areas, organisations can gain the information needed to improve their
satisfaction, motivation, retention and productivity. So this is important for any
organisation that they should find out what are the main factor that increase the level of
satisfaction of employee regarding their job, As one of the most important factor that
directly related to the employees satisfaction is welfare measure provided to employees
of any organisation, Employee satisfaction surveys also help to identify the needs and
concerns of the employees so that improvements can be made and stronger teams can be
formed. Business performance is expected to increase as more satisfied employees will
increase a companys competitiveness, and they are better able to recognise
opportunities and threats, and better leverage limited resources to maximise the
companys profits.

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In a research study by Srivastava (2004) titled Impact of Labour Welfare on Employees

Attitudes and Job Satisfaction, a comparative study was conducted on workers in the private
and public sectors of Kanpur city. The researcher attempted to assess the quality of labour
welfare activities, measure the degree of job satisfaction of workers provided with labour
welfare facilities in private and public sectors and evaluate the attitudes of workers towards
management in both the sectors.

In his study, Goyal (1995) determined the extent of job satisfaction experienced by textile
workers due to primarily the statutory labour welfare facilities provided in the private, public
and co-operative textile sectors in Punjab, the awareness and implementation of these labour
welfare facilities and their correlation with job satisfaction, including the relationship between
labour welfare and job satisfaction. However, the researcher did not investigate the influence
of personal factors (gender, age and experience) and hierarchy on the level of job satisfaction
of the textile workers studied, compare the level of job satisfaction experienced by these
workers in the different sectors of the textile industry, the influence of the non-statutory labour
welfare facilities on job satisfaction and the differential influence in the dimensions of labour
welfare facilities on the level of job satisfaction.

In a research study by Srivastava (2004) titled Impact of Labour Welfare on Employees

Attitudes and Job Satisfaction, a comparative study was conducted on workers in the private
and public sectors of Kanpur city. The researcher attempted to assess the quality of labour
welfare activities, measure the degree of job satisfaction of workers provided with labour
welfare facilities in private and public sectors and evaluate the attitudes of workers towards
management in both the sectors.

Srivastava (2004) thus made an in depth study of the influence of labour welfare facilities on
job satisfaction, including its effect on the attitude towards management, the comparative

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difference in the labour welfare facilities provided between the private and public sectors and
the attitudes of workers towards management in the two sectors.

The researcher did not probe into the personal factors (gender, age and experience) influencing
the level of job satisfaction, the influence of the dimensions of labour welfare facilities on the
level of job satisfaction, the statutory and non-statutory labour welfare facilities and its
influence on job satisfaction of workers. Further no attempt was made to study the influence of
hierarchy on the level of job satisfaction in these industries.

Srimannarayana and Srinivas (2005) conducted a study titled Welfare Facilities in a Cement
Plant: Employees' Awareness, Utilization And Satisfaction which analyzed welfare facilities
provided by the plant, its administration and examined the extent of awareness, utilization and
satisfaction of the employees with the welfare facilities. For the purpose of the study a private
cement plant located in rural India was selected. The sample of the study constituted officers in
the personal department (management) and a 97 random sample of 100 workers covering 50
monthly rated employees and 50 daily rated employees. A schedule was administered to the
sample to collect their viewpoint on welfare.

A study by Kumar and Yadav (2002) titled Satisfaction Level from Labour Welfare Schemes
in Sugar Factories in Gorakhpur Division, examined the labour welfare schemes in the eight
State government and private sector sugar factories of the Gorakhpur Division in Uttar
Pradesh. Based on stratified random sampling, 240 workers were interviewed from these sugar
factories, using a well-structured interview schedule. The results revealed that, overall the
satisfaction level of workers from labour welfare schemes was low in both the private and
State sugar factories. Further, the workers in both sectors ranked the four labour welfare
schemes according to their importance, which fell in the 105 following order housing scheme,
medical scheme, followed by education and recreation schemes.

However when a comparison was made between the respondents in the private and State sugar
factories it was observed that worker's satisfaction level from welfare measures which affects
work environment, is higher in the private sector sugar factories than in the State government
sugar factories. Moreover satisfaction of workers from social security schemes, housing,
medical schemes, education scheme, was higher for workers in the private sector sugar
factories than the State government sugar factories. The study concluded that workers in State

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government sugar factories have less satisfaction from welfare schemes compared to those in
the private sector sugar factories.

In a study by Goyal (1995) on Labour Welfare and Job Satisfaction undertaken on six cotton
textile industries in Punjab (two units each of the public, cooperative and private sectors) on a
random sample of 350 workers (50 workers form every unit studied) representing all the
departments from blow room to packing, found that only few of the workers were highly
satisfied with their job, majority of them were satisfied, while some of them were not satisfied
with their job. The satisfied workers out numbered the workers who are not satisfied. The
private sector has the maximum number of workers (80.67 percent) satisfied with their jobs.

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Research Methodology & Research Design

Sample Design

Research Design is purely and simply they frame work or plan for a study that guides the
collection and analysis of the data , It is concerned with describing the characteristic of particular
individual or a group. The main purpose of this research is to describe the situation as it exist.
Research design selected for this project is Descriptive

Sample size

The sample size is typically denoted by n and it is always a positive integer. No exact sample size can
be mentioned here and it can vary in different research settings. However, all else being equal, large
sized sample leads to increased precision in estimates of various properties of the population. sample
wise taken in this project was 100.

Sampling method

Convenience sampling (also known as availability sampling) is a specific type of non-probability

sampling method that relies on data collection from population members who are conveniently
available to participate in study. Facebook polls or questions can be mentioned as a popular example
for convenience sampling. Convenience sampling is a type of sampling where the first available
primary data source will be used for the research without additional requirements.

In business studies this method can be applied in order to gain initial primary data regarding
specific issues such as perception of image of a particular brand or collecting opinions of perspective
customers in relation to a new design of a product.

Data Collection Method: The data was collected from different sources and of different types.
Self administered questionnaire containing both close an open ended questions was used for data
collection. The initial study of the product was done online and the data collected for it was from the
companys website www.mppkvvcl.com. Some secondary data was collected from web site This site
gave opinions from different people.

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Q1. How much do you Agree with organization and supervision of employees
welfare work provided by MPPKVVCL?

Options Response Percentage

Strongly Agree 21 62%
Agree 63 5%
Neutral 16 33%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%

16% 21%

strongly agree
63% strongly disagree


As 63% employee agree with the organization and supervision of welfare work done by
MPPKVVCL for their employees. 21% strongly agree and 16% were found neutral to the

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Q2. How much do you Agree with the promotion of harmonious
relation and liaison work between employees and Management?

Options Response Percentage

Strongly Agree 16 16%
Agree 32 32%
Neutral 26 26%
Disagree 21 21%
Strongly Disagree 5 5%
Total 100 100%

5% 16%
strongly agree
32% neutral

26% disagree
strongly disagree


As the graph showing maximum employees where 16% strongly agree and 32% agree
with the statement but still we can see 26% employee who are neutral means they are
not even give ant small answer against management and 21% are disagree ,means they
are disagree with the work of management for promoting the harmonious relationship.

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Q3. Do you Agree with the improvement in living condition of

Options Response Percentage

Strongly Agree 21 21%
Agree 68 68%
Neutral 11 11%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%


strongly agree
68% strongly disagree


In the improvement in living condition most of the employees with 89% agree and 11%
were found neutral so the work done by MPPKVVCL in this area is satisfactory.

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Q4. Are you Agree with the atmosphere (Friendly and Supporting) in
the organization?

Options Response Percentage

Strongly Agree 32 32%
Agree 63 63%
Neutral 5 5%
Disagree 0 0%
Strongly Disagree 0 0%
Total 100 100%

strongly agree
63% disagree
strongly disagree

INTERPRETATION:- 32% respondents strongly agreed with the friendly and supportive
atmosphere in the organization. they enjoy doing their work where as 63% agreed and
5%respondents were found neutral to the statement.

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Q5) How much do you Agree with improvement training provided to
you in your work?

Options Response Percentage

Strongly Agree 21 21%
Agree 37 37%
Neutral 21 21%
Disagree 16 16%
Strongly Disagree 5 5%
Total 100 100%


strongly agree
21% neutral

37% disagree
strongly disagree


Maximum employees 58% are agree with training program means employees are
satisfied with the training provided to them for the improvement of their work and
development of their personality.but we cant ignore that 21% and 16% of the percentage
of employees who are disagree and neutral with training program. Whereas 5% strongly
disagreed with the statement.

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Q6. How much do you Agree with the participation in the decision related to your

Options Response Percentage

Strongly Agree 11 11%
Agree 56 56%
Neutral 22 22%
Disagree 11 11%
Strongly Disagree 11 11%
Total 100 100%

strongly agree
11% 11%
strongly disagree



.As maximum employees 56% agree with the statements means they feel that
management involve then to making decision, 1% strongly agreed, 22% respondents
were found neutral, 11% strongly disagreed with the question.

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7. Do you Agree with the services of the trade unions and commitment for the
welfare of Employees?

Options Response Percentage

Strongly Agree 11 11%
Agree 56 56%
Neutral 22 22%
Disagree 11 11%
Strongly Disagree 11 11%
Total 100 100%

11% 5%

strongly agree
32% strongly disagree


Above graphical presentation shows that 11% respondents strongly agreed with the
services of the trade unions and commitment for the welfare of Employees where 56% agreed the
statement, 22% respondents were found neutral where 11% disagreed and 11% strongly
disagreed with the statement.

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Q8. Do you agree with the following aspects of employees social welfare of the
company ?

Strongly Agree Neutral Disagree Strongly Total

Agree Disagree

library and 42% 58% 0% 0% 0% 100%

reading room

Games and 42% 58% 0% 0% 0% 100%


Labour 32% 16% 42% 10% 100%

welfare center

Cultural 47% 42% 11% 100%

AVERAGE 41% 44% 13% 2% 100%









library and reading room games and sport labour welfare center cultural program

stongly agree agree neutral disagree strongly disagree Column1


From the above graph and table we can see in all facility (library, games and sport,
cultural program, labour welfare centre) most of the employees are strongly agree and
agree means they are highly satisfied with these activities but we cant ignore the
percentage on employee for labour welfare centre because most of the employees says
neutral and some of disagree with it.

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Q9. Do you agree with the following aspects of employees social
welfare ?

Strongly agree agree neutral disagree Strongly Total


Employees training 26% 53% 5% 11% 5% 100%


Sickness benefit 48% 26% 16% 5% 5% 100%

Maternity benefit 64% 21% 10% 5% 100%

Accident benefit 38% 26% 26% 5% 5% 100%

AVERAGE 44% 32% 14% 7% 3% 100%












From the above graph and table we can interpret that in all above activities (employees training
centre, sickness benefit, maternity benefit, accident benefit) most of the employees is highly
satisfied. but in accident benefit 26% employees stays neutral.

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Q10. Do you Get Medical Facility by the organization?


Medical 25% 50% 16% 8% 1% 100%



30 25

20 16

10 8



From the all above graphical presentation and table we found 25%,50% percentage of
employees are strongly agree and agree respectively with the healthcare services this
show their satisfaction with heath care services but if we see facility of canteen 16%
were found neutral and 8%,1% employees disagree and strongly disagree respectively
with the statement.

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CONDITION OF 66% 21% 12% 0% 1% 100%









0 1


Looking to the above graphical presentation we found that 66% of the respondents
strongly agreed that the condition of work enviroment in their organization are
satisfactory where as 21% agreed to the statement, whereas 12% were found neutral and
1% strongly disagreed to the above statement.

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Q12. Are you satisfied with the economic welfare measures of the organization?


EMPLOYEES 34% 29% 16% 11% 10% 100%








Above chart shows that 25% respondents strongly agreed that transportation benefits
provided by the organization are satisfactory , 50% strongly agreed with it. 16% were
found neutral and 5% disagreed with the statement. And 1 % strongly disagreed with the

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Q13. Is Your organization providing other welfare measure
OTHER 21% 32% 16% 29% 9% 100%



30 29






10 9



From the above analysis, most of the employees is agree with the facility of the
employees welfare scheme in death case, leave facility and rewards, but there is highly
disagreement from the facility of need based interest free loan, employees want some
improvement in this facility.

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Q14. Are you satisfied with the education facilities of the organization?


EDUCATION 9% 23% 43% 23% 0% 100%

Educational Welfare

45 43




25 23 23



10 9


INTERPRETATION:- The above analysis shows that education for the children of
employees provided are satisfactory by 32% respondents , 43% were neutral to it and
25% disagreed with the statement hence dissatisfied with the loan for children education
they want some improvement in this scheme.

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Q15. Does the Company provides maternity leaves ?

Options No. of Percentage

Yes 95 95%
No 5 5%
Total 100 100%

No. of Respondents











Yes No

Above graphical presentation shows that according to 95% of the respondents agrees
that maternity leave is provided by the company whereas 5% of the respondents
disagreed to the statement.

43 | P a g e

From the all above analysis some findings are:-

1. The present system of dealing with the cases is quite satisfactory.

2. Some of the respondents feel that the system should be revised lat regular.

3. Personnel procedures and information regarding internal circulars etc. should be

communicated to the workers at the right time and should be easily available.

4. Novel system of performance appraisal.

5. Generally employees are satisfied with the general job conditions and welfare

activities to varying degrees. It was observed that in almost all the aspects most of

the respondents are either satisfied or somewhat satisfied, very few have responded

to be highly satisfied with the general job conditions.

6. The relation between the management and employees was found quiet cooperative

and constructive in nature

7. MPPKVVCL provided different welfare facility to their employees.

8. Satisfaction level of employees regarding all welfare facility is satisfactory.

9. Analysis showing that the some facility like living condition, atmosphere of

organisation, supervision of welfare work for employees ,social welfare activity is

help in improve the satisfaction level.

10. Employees not satisfied with the bonous scheme ,they want some

improvement in bonous.

11. Education facility provided by MPPKVVCL is not up to the mark, some

improvement is require .

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1). Medical facilities can be improved by .

B.) Arranging for frequent visit of specialist doctors.
C.) Sensitizing Medical staff towards patients.
D.) More emphasis on patient care.

2) Standard of Education can be improved by

A.) Better maintenance of infrastructure.
B.) More emphasis on Computer education.
C.) Recruiting more Skilled teacher.
D.) Arranging for remedial classes.

3). Workers participation in decision affecting their interest can be improved by way of
A.) Taking in confidence majority workers prior to decision.
B.) Making them aware with all the essential details of a decision going to be taken.
C.) Employees should be given proper training and development programmes.
4)Management should try to retain the employees by
A.) Proper redressal of the complains and grievance of the employees.
B.) Awarding extra for the employees doing extra or putting extra affords.
C.) Improving the working condition and by overlooking the relations of superiors and
5) Management should try to do some improvement in bonous scheme.
6) Management should provide the facility of interest free loan or loan in less interest.
7)Management should help the employees by providing them loan for education of
children of the employees.

45 | P a g e

1. Most of the respondents were reluctant in giving information.

2. It was very difficult to connect the employees and the

supervisors, as they were busy with their regular day to day


3. The short period had been given, so, the study does not covers

the whole.

4. The sample chosen doesnt fully represent the total population.

5. There are naturally many misunderstanding & inaccuracies

between the respondents and interviewers, editing errors, etc.

6. Some of them needed help in answering the questionnaire since

they found difficulty in understanding the language which I had

to translate and get it filled.

7. Time constraint was there as we had to cover the whole project

within 8 weeks.

46 | P a g e

Welfare center of MPPKVVCL Jabalpur is one of the most important

welfare center in M.P. state running by the government for the welfare of
workers and employees. MPPKVVCLs welfare center is most important welfare
center from the workers and employees point of view. It touches everybody life.
After providing these welfare facilities to the MPPKVVCL employees the
company gets the benefit.

1. House facilities
2. Education facilities
3. Medical facilities
4. Maternity benefit
5. Allowances
6. Religious institutions for different religion of people
7. Recreation facilities
The company can get full efforts and whole presence of mind of the workers and
employees of his work for the upliftment of the company.

From the analysis it can be concluded that MPPKVVCL is providing a number of

welfare facilities to its employees for their benefit. I have done a comparative
study on the satisfaction level of the employees with the Welfare facilities. The
results shows that the responses of the employees. they are satisfied with welfare
activities but there are some welfare scheme that is not supported by employees
this shows the dissatisfied with those facility. There are some crucial topics on
which they do not want to give any answer and remain neutral raising a state of
confusing that they are in favors of Management or against it.

47 | P a g e

Human Resource Management

By - By B.N. Raju
Published by Discovery Publishing House in 2006

Organizational Behaviour and Management

By - By S K Srivastava
Published by Saroop and Sons





A study on employees welfare facilities and its impact on employees satisfaction

at hotel Industry with special Referance to Mysuru District

Research Articles volume 6 Issue No. 12

A study on Satisfaction of Employees Towards the Organisations Welfare


Journal management science and technology : 3 (3)- 2016

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