DCW (Sahupuram, Kayalpattinam) Employees Satisfaction Survey

8/11/2019 DCW (Sahupuram, Kayalpattinam) Employees Satisfaction Survey

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Human resource project | Sarath

DCW LIMITED,SAHUPURAM.

EMPLOYEES WELFARE FACILITIES ANOPINION SURVEY AT DCW LIMITED,

SAHUPURAM.


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Prepared by sarath nair

CHAPTER I

INTRODUCTION AND RESEARCH DESIGN

1.1 INTRODUCTION

The Royal commission on labour 1931 said that the concept of Labour

welfare must necessarily be elastic bearing a somewhat different interpretations

in one country from another according to different social customs, the degree of

Industrialization and educational development of the workers.

The Malaviya committee observed that the scope of labour cant be

confided to facilities within or near the undertaking nor can it be so

comprehensive as to embrace the whole range of social welfare or social services.

1.1.1 Definition

According to an Indian law report employee welfare may be understood as

including such services, facilities and amenities which may be established in or in

the vicinity of undertakings to perform their work in healthy and congenital

surroundings and to await facilities which improve their health and bring high

morale.

1.2 STATEMENT OF THE PROBLEM

The employees attrition rate has been slightly increasing over the years.

The attrition rate increase by 9% in 2010-2011.As part of the analyses for reasons

of attention it was necessary to conduct a study on the welfare facilities providedand em ployees satisfaction with these facilities.

1.3 OBJECTIVES

To study the various welfare facilities provided to the employees by DCW

limited. To identify the employees satisfaction towards the welfare measures

provided to them.


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To analyze the effectiveness of the welfare measure.

1.4 SCOPE OF THE STUDY

This research will help the organization to identify the employees opinion

and expectation towards welfare facilities which helps to create efficient,

healthy, loyal and satisfied labour force for the organization. Based on this study, the company can know the level of welfare schemes

which makes the employees work life better and also helps to raise their

standard of living.

1.5 LIMITATIONS OF THE STUDY

The research was conducted within limited duration. So a detailed and

comprehensive study could not be made.

The information gathered depends on the attitude of the employees at the

time of interviewing. The sample size was confined to 100 respondents.

1.6 RESEARCH METHODOLOGY

Research design

The design advised adopted for this study is descriptive. Descriptive

research is the description of the state of affairs as it exists at present descriptive

research generally describes a particular individual or describes the state of affairs.

It is a survey based method with sample size of 100.

Universe:

The organization consists of around 1250 employees.

1.7 SAMPLING PLAN

Sample unit:

Sampling unit of this Research study consists of both officers and

their employees.

Sample size:

Sample size for the Research is 100.


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Sample Techniques:

Sampling techniques used for the collection of data required for this

research study is convenience sampling. The organization had only male

employees hence researcher had to collect the data from the outside.

1.8 DATA COLLECTION

The task of collecting data begins after a research problem has been

defined and plan is chalked out. This study pertains to collection of data from

primary and secondary sources.

1.8.1 Primary data

Data are collected for the first time for a specific purpose in mind

using the questionnaire method. The organization being an all male

employees data was collected from the employees as they came out from the

company.

1.8.2 Secondary data

The data which already collected and published are referred through them

internal records, magazines, companys handbooks manuals and websites.

1.8.3 Tools for data collection

For this study primary data was collected by using structured

questionnaire. The questionnaire schedule consists of close- ended and likers

scale questions. The questionnaire is printed in a definite order on a form.

1.9 TOOLS FOR ANALYSIS

The collected data from the filled up questionnaire were edited properly

to make them ready for coding. A master table was prepared to sum up the

available information in the schedule with the aid of so prepared master table

grouping, classification tables have been prepared and then statistical tools are


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used to analyze the data are simple percentage analysis.

1.9.1 Simple percentage Analysis

Simple Percentage analysis is applied for the entire questionnaire to

identify the percentage of contribution of various factors under the study.

1.9.2 Weighted Average Method

Weighted Average Method was used to analyze the rating scales.

1.9.3 Chi Square analysis

Chi square was used to study relationship between ESI benefits and

effectiveness of ESI scheme.


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CHAPTER II

INDUSTRY AND COMPANY PROFILE

2.1 INDUSTRY PROFILE

The chemical industry of India is worth about US $28 Billion and

chemical fertilizers alone are worth about US $5 Billion. The chemical industry

contributes to 13% of GDP. It is also one of the fastest growing sectors of the

Indian economy. This industry is the 12 largest in the world 3 largest in sia. It

is also responsible for 12.5% of the countrys industrial production.

The chemical industry in India is fragmented and dispersed. It is also

multi-product and multi-faceted. The chemical are directly sold to large customers

and through distribution channels. The distribution channel mostly consists of

stockiest and dealers spread all over India addressing small segment and retail

markets.

MAJOR SEGMENTS

The chemical industry in India is highly heterogeneous with the following

major sectors. They are

Petrochemicals Inorganic chemicals Organic chemicals Fine and specialties Bulk drugs Agro chemicals Paints and dyes

FACTORS RESPONSIBLE FOR LIMITING THE GROWTH OFCHEMICAL INDUSTRY

Indian manufactures compare favorably in terms of key manufacturing

conversion costs with the best in the world. High power costs Utility costs are higher Inefficient process technology


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Cascading effects of various taxes and duties Stringent labor laws Uneconomic size of plants High cost of finance Inadequate infrastructure facility International competition Drastic reduction in import duties(unable to compete in global scenario)

COMPETITIVE ADVANTAGE OF INDIA

The following are the competitive advantages of the chemical industry in

India. Large resources of scientific and technical power. Large domestic market for various sectors of chemicals. Long coast line and abundant availability of salt. Tropic region, which facilities open storage for bulk chemicals. A developed financial market. A large English speaking population

RECOMMENDATIONS FOR REJUVENATION OF INDIAN CHEMICAL

INDUSTRY BOTH FOR AUTHORITIES & INDUSTRY

(a) INFRASTRUCTURE

Government should promote world class infrastructure facilities like

ports, roads, storage facilities, pipelines etc. Mega chemicals industrial estates with built in infrastructure need to be

promoted at selected locations. Existing chemical industrial estates need to be upgrade to global standards

based on defined scope and time frame. Developing clusters existing units in the form of chemical industrial park.


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(b) KNOWLEDGE AND TECHNOLOGY

Collaboration between R&D laboratories and industrial units. To deal with handicaps in the Indian chemical industry and provide sector

wise solutions.

(c) ENEGRY

Access to natural gas. Industry needs to have captive power plants. Duty free import of power plant and machinery.

Electricity so generated should be exempted from a duties and taxes. Chemical industry should be given priority in allocation of railway wagon

for coal.

(d) FINANCE

Cost of capital should be brought down. Technology upgrading fund need to be created in line with textile industry.

Small scale industries (SSI) limit to be extended to Rs.5 crore from the present level of Rs.1crore.

Disinvestments of public sector and acquisition by private sector need to

continue.

(e) DUTIES AND TAXES

Customs duty on capital goods spares are to be brought down 0-5%

Import duties on feedstock, raw materials, fuel oil, natural gas etc. need to be lowered to 5%

The current level of tariffs for intermediates and chemical products needs

to be continued. Until the above disadvantages are rectified, the company should not enter

into any further free Trade Agreements(FATs)


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(f) ACTION BY INDUSTRY

Industry should improve their plants by debottlenecking and expansionsusing

Industry should built only economic size plants with best of technologyand engineering and which is environment friendly.

Industry needs to continuously find innovative ways of improvingcus tomers value proposition in marketing of its products.

Supply chain management \ business processes most inculcate the best practices using information technology and automation.

Industry must continuously drive down costs. Industry should invest in projects overseas.

PRODUCT PROFILE

As already mentioned, DCW company produces a wide range of chemical products.

At Dharangadhara. It produces: Soda ash Ammonium Bicarbonate Liquid Bromine

BromineAt Sahupuram branch, it produces following chemical products:

Caustic soda Liquid Chlorine Trichloroethylene Hydrochloric acid Synthetic Rutile Yellow iron oxide

Ferric chloride Enamel paint PVC Resin

The information department joins all the other departments of the companywith the top management and with the head quarters.

The research and development department is concerned with doing

research and developing new products.


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2.2 COMPANY PROFILE

Origin Of The Company

DCW limited, the flagship company owned by the renowned Sahu Jain

family, was incorporated in January 1939 as Ash factory at Dharangadhara in

Gujarat. Padmabhushan late shri Sahu Shriyans Prasad Jain - the founder,

acquired its ownership in 1949.Since then it has expanded, diversified and

modernized its operations and is now a public limited company manufacturing

wide range of chemical products. In 1987, in view of its more diverse operations,

the name of the company was changed to DCW Limited.

To wish the venture luck, the company has adopted the horseshoe as its

corporate logo which is widely recognized as a symbol of excellence.

The corporate office of the company is located in Mumbai, Indias

commercial capital. The business is steered by Dr. Shashi Chanad Jain as

chairman and Mr.Sharad Kumar Jain as vice chairman and managing director.

Under their able and astute leadership, DCW has come a long way to emerge as

Indias respected multi product and multi location chemical company.

The company has two manufacturing units, one at Dharangadhara Gujarat

state and another at Sahupuram, Tamil Nadu.

MISSION STATEMENT

The companys mission statement reads as follows:

It is our endeavor to manufacturing and supply quality products and

develops cooperation and understanding through trade and commerce.

TECHNOLOGY USED AT DCWThere wide ranges of technologies used by the DCW chemical plants.

Most of them are imported from Japan. All of the equipments and machineries are

highly sophisticated .Several measures are followed to ensure the safety and well

being of the employees while working with these machineries. Several storage

bins, which weigh tons, are used to store both the finished and the raw materials

of the company.


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DEPARTMENTS OF THE ORGAINZATION:

For every organization has to perform its functions properly, every

departments of the organization has to perform well. The departments present in

DCW are given below.

1) FINANCE DEPARTMENT

2) HUMAN RESOURCE DEPARTMENT

3) STORES DEPARTMENT

4) PURCHASE/COMMERCIAL DEPARTMENT

5) SALES DEPARTMENT

6) INFORMATION DEPARTMENT

7) RESEARCH DEPARTMENT


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FINANCE DEPARTMENT

The primary functions of the Finance Department are:

Prepare and administer the city`s Annual Budget for the Cit Manager;

Provide financial advice to the City Manager and Cit Council;

Maintain a general accounting system;

Collect all taxes and revenues of the City;

Invest cash reserves;

Prepare financial reports;

Administer the payroll, and

Procure equipment and supplies and control inventories of the city

General Manager (FD)

Deputy Manager Deputy General Manager

Account (Personnel) Officer

Administration Assistant


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HUMAN RESOURCE DEPARTMENT

FUNCTION:

The Human Resources Department is responsible for the administration of

a modern personnel merit system and an effective affirmative action program

consistent with applicable provisions of law.

A. Recruiting and examination of applicants. B. Development of job classifications, including wages and benefits. C. Responsibility for labor relations, union negotiations, and employee

relations.

D. Maintenance of personnel records.

E. Development and implementation of personnel policies, programs, and procedures.

F. Implementation and administration of employee development and training programs.

G. Provision of staff support to the Personnel Board. H. Management of a City-wide benefits program. I. Administration of City-wide safety, workers' compensation and loss

prevention programs.

General Manager (HR)

Deputy Manager Deputy General Manager(HR) Medical Officer

Officer (Dhmmaty)Officer (Personnel)

PersonnelMale nurse



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STORES DEPARTMENT

FUNCTION:

There is, of course, another view .Where work is to be undertaken on

contract, as in the case of oil -tanks or specialized work of a similar type, the store

must work into the schedule by being in a position to the supply the necessary raw

material. It is for this reason that stores must not be overlooked. The foreman

must have a definite knowledge of all stores at a moment's notice. Effective

tabbing of stores is another noticeable feature of the Railway Shops. Withdrawals

are immediately noted on a tab system, which is, thus, brought up-to-date

automatically a glance at the slip tells just what is on hand, as well as the size of

the demand and its destination. This ensures a proper supervision over the danger

line. When the store drops below a certain quantity the store man is able torestock so that no work is held up by lack material which he can supply.

Such is, very briefly, the management of the shops. It is a tribute to them,

in that they have become highly organized and very efficient. Next month I shall

consider Work Movements the next step in Industrial Efficiency on a

psychological basis.



Officer ( Personnel) Officer (Dhmmaty)

Personnel



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PURCHASE / COMMERCIAL DEPARTMENT

FUNCTION:

The regulations state that a DBE performs a commercially useful function

when it is responsible for execution of the work of the contract and is carrying

out its responsibilities by actually performing, managing, and supervising the

work involved. To perform a commercially useful function, the DBE must also be

responsible, with respect to materials and supplies used on the contract, for

negotiating price directly with the supplier, determining quality and quantity,

ordering material, and installing (where applicable) and paying for the material

itself. The regulations further clarify that a DBE does not perform a

commercially useful function if its role is limited to that of an extra participant in

a transaction, contract, or project through which funds are passed in order to

obtain the appearance of DBE participation. Therefore, a DBE firm is not providing a commercially useful function if the prime contractor negotiates the

price of materials with the supplier but the cost of those materials is run through

the DBE firms books.




Personnel


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SALES DEPARTMENT

FUNCTION:

The chief functions of sales management are:

Recruiting and employing salesmen and fixing their compensation and

respective territories.

Training the salesmen in knowledge of the goods and in methods of selling

them.

Supervising and directing the sales activities of the men out in the field,

sending them letters and providing helpful information.

Preparing and furnishing equipment for salesmen in the way of samples,

sample cases, price lists, kits, portfolios, or whatever else may be

necessary, depending on the nature of the business and the product or

service sold. Supervising and checking the expense accounts, route lists, detailed

reports and daily letters of the salesmen.

Determining sales quotas, providing bonuses and prizes, conducting sales

contests and special sales campaigns.






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Preparing, or directing the preparation of, sales manuals, or salesmen's

handbooks, giving detailed information about the company, the products,

and the sales principles and methods involved in selling.

Cooperating with the advertising department by helping the salesmen

utilize and sell the company's advertising and aiding them to assist

customers to make use of advertising helps, and by obtaining reports from

the field concerning the reaction to the company's advertising and that of

competitors.

Cooperating with the production department in the matter of qualities,

quantities, containers, packages, sizes and seasonal goods, and reporting

their reaction on dealers and consumers.

Making investigations of the products or offering to discover new uses and

new appeals to dealer or consumer.


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INFORMATION DEPARTMENT

FUNCTION:

The main functions of the Sindh Information Department are to provide

better and purposeful coverage to the activities of government, through both

electronic and print media. Towards this objective, the department coordinates

with the media and journalists. It communicates daily with the Governor, the

Chief Secretary's administrative department, and other government functionaries,

regarding relevant press coverage. Weekly reports of television coverage of Sindh

are also made.



Officer ( Personnel) Workers

Personnel



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RESEARCH DEPARTMENT

The financial department under one manager is axed into the following

subsections.

1) Sales accounts

2) Purchase accounts

3) Banking accounts

4) Insurance accounts

5) General accounts

The human resource department keeps record of all information regarding

the personnel of the company.

The stores department is concerned with storing in order that the

requirements of the production department and the company in general are met.

The purchase and commercial department oversees the procurement of

the materials and the awarding of contract works.

The sales department is concerned with the sales of the companys

products.The information joins all the other department of the company with the

top management and with the head quarters.

The research and development department is concerned with doing

research and developing new products.



Officer (Personnel) Officer (Dhmmaty)


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ACHIEVEMENTS OF THE ORGANISATION

The achievements of the organization can also be considered as the pride

of the organization, not only for the top management but also for each and every

employee of the organization. The awards that DCW has received are stared

below. STATE SAFETY AWARDS CAPEXCIL AWARDS FOR EXPORTS APPRECIATION AWARDS FOR CONTRIBUTION TO CUSTOMS

AND CENTRAL EXISE TWO LEAVES RANKING FOR OVERALL PERFORMANCE IN

ENVIRONMENTAL IMPACT IN INDIAN CAUSTIC CHLORINE

SECTOR.

EXCELLENCE/DISTINGUISHED AWARDS BY QUALITY CIRCLE

IN INTERNATIONAL\NATIONAL CONVENTION OF QUALITY

CIRCLE FORUM OF INDIA STATE INDUSTRIAL RELATION AWARDS BEST EXPORT EXCELLENCE AWARDS(non traditional cargo)

AWARD FOR BEST QUALITY CIRCLE PRACTISINGORGANISATION IN PRIVATE SECTOR

ABOUT THE EMPLOYEES

For any organization may be a large or small concern, the employees of

the organization are considered as the most valued treasures. Without the skilled

and hard working employees, no organization can survive in this competitive

world.The employees at DCW are appointed only after a strict interview. Most of

the higher authorities are appointed from the head quarter, which is situated at

Mumbai.

The employees are well organized under many renowned trade unions.

The employees are split under three categories via; Yellow, blue and red.

The employees are divided by the nature of their works. The employees who work


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on the production area are given many safety equipments such as goggles, glasses,

gloves, leather and rubber boots, masks, and artificial respiratory equipment.

Intensive training is given for the employees.

There are also most contract and temporary employees present at DCW.

The employees whose performance is good are appointed as permanent

employees.

WELFARE PROGRAMS FOR THE EMPLOYEES

The employees at DCW enjoy a wide range of welfare activities, which is

provided by organization. Some of the welfare programs are given below.

A good housing quarters The housing quarters have a temple, medical center, communication center

and playgrounds.

higher secondary school for the employees children. A well furnished guesthouse for visiting employees.

SAFETY MEASURES

Strict safety measures are followed at DCW. All the employees are

provided with safety equipments. Special training is being given for accident

prevention and fire prevention. There is a well-equipped medical center inside

work area.

POLLUTION CONTROL

One of the major objectives of the DCW Ltd is pollution control. The

Sahupuram unit follows the 3Rs -REDUCE, REUSE and RECYCLE, Energy

conversion efforts are also taken place. The organizations surroundings are

planted with many trees (green belt). The Sahupuram unit has obtained ISO 14001

EMS Standards.


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SOCIAL WELFARE PROGRAMS

The DCW Ltd at Sahupuram is one of the leading chemical products

manufacturers in India. Many social welfare programs are being conducted by

DCW in the nearby regions.

Some of them are as follows:

A higher secondary school at Sahupuram Organizes medical camps in the rural area of Tuticorin district Regular organizer of eye care camps Organizes relief funds for natural disasters and also orphanages Regular donor of the Lions club at Sahupuram Regular donor of the local football club.

RESEARCH & DEVELOPMENT

The major objectives of the research and development department is to,

conduct research and to develop new products for organization. The following are

the achievements of this department.

Developed llmenite ore beneficiation in 1970. Development of UTOX from waste liquor from illmenite plant in 1978. Placing of graphite anodes with metal a nodes in caustic soda plant in

1982.

Producing BI to manufacturing synthetic retile with low silica and alumina

in 1993.

To produce yellow iron from waste of BI plant in 1993.

PERFORMANCE

The company reported an annual turnover of Rs.624.09 crore for the year

2002-2003 an increase of 13% over the previous year. The gross profit for the

year 2002- 2003 was Rs.40.40 crore. The companys export initiative earned

foreign exchange of Rs.51.61 crore, a growth of 25% over the previous year.


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CHAPTER III

REVIEW OF LITERATURE

The Researcher reviewed a few research studies. Sri. Deenathayalan in his research in 1986 found that the effective welfare

facilities such as canteen facility, medical benefit scheme. Co-operative credit society scheme, maternity benefits contribute towards

the maintaining good industrial relation. Report of Royal commission observed that the extension of labour scheme

may be regarded as a wise investment which should and usually does bring

a profitable return in the form of greater efficiency Sri N.K.Kamala Pathi in his research work in 1984 opined that well

provided canteen hygienic factors and other welfare facilities lead for job

satisfaction and good industrial relation


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CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

TABLE 4 .1

EDUCATIONAL QUALIFICATION

S.No Option No of respondents Percentage

1 Post Graduate 26 26

2 Graduate 40 40

3 Higher Secondary 23 23

4 Secondary 11 11

Total 100 100

Source: Primary Data

Interpretation:

The above table shows that (26%) respondents are post graduate, (40%)

respondents are graduate, (23%) respondents are Higher secondary, (11%)

respondents are secondary.


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FIGURE 4.1

The above table has been diagrammatically represented as follows :

Inference:

40% of the respondents are graduates because the company recruit mostly

the young graduate.

Post Graduate, 26

Graduate, 40

Higher Secondary,23

Secondary, 11

Educational qualification

Post Graduate

Graduate

Higher Secondary

Secondary


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TABLE 4 .2

AGE OF THE EMPLOYEE


1 18-25 15 15

2 26-30 22 22

3 31-35 19 19

4 36-40 18 18

5 Above 41 26 26

Total 100 100


Interpretation:

The above table shows that (15%) respondents are in between 18-25 years

of age, (22%) respondents are in between 26-30 years of age, (19%) respondents

are in between 31-35 years of age, (18%) respondents are in between 36-40 years

of age. (26%) respondents are in between above 41 years of age.


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FIGURE 4.2


Inference:

26% of the respondents are the above 41 because the company have many

No. of experienced workers.

15

2219 18

26

0

5

10

15

20

25

30

18-25 26-30 31-35 36-40 Above 41

Age of the Employee

No of respondents

Percentage


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TABLE 4 .3

EXPERIENCE LEVEL


1 Less than 5 years 17 17

2 6-10 years 23 23

3 11-15 years 24 24

4 More than 15 years 36 36

Total 100 100


Interpretation:

The above table shows that (17%) respondents are less than 5 years

experience, (23%) respondents are 6-10 years experience, (24%) respondents are

11-15 years experience, (36%) respondents are more than 15 years experience.


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FIGURE 4.3


Inference:

36% of the respondents have more than 15 years experience because manyworkers are above 41 years of age.

17

23 24

36

0

5

10

15

20

25

30

35

40

Less than 5 years 6-10 years 11-15 years More than 15 years

Experience Level


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TABLE 4 .4

SALARY


1 Less than equal to

Rs.5000

18 18

2 Rs.5001-10,000 29 29

3 Rs.10,001-15,000 35 35

4 Rs.15,001 and above 18 18

Total 100 100


Interpretation:

The above table shows that (18%) respondents are less than equal to

Rs.5000 in salary, (29%) respondents are Rs.5001-10,000 in salary, (35%)

respondents are Rs10, 001-15,000 in salary, (18%) respondents are Rs.15,001 and

above in salary.


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FIGURE 4.4


Inference:

35% of the respondents are in the category of salary between

Rs.10,001-15,000 because the company have experienced workers.

18

29

35

18

0

5

10

15

20

25

30

35

40

Less than equal to

Rs.5000

Rs.5001-10,000 Rs.10,001-15,000 Rs.15,001 and

above

Salary


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TABLE 4 .5

OPTION ABOUT SOCIAL INSURANCE MEASURE


Formula

Total = weightagevalue E i

**5

0

Average = Total _______________________Total no. of Respondents

Points to be given:Gratuity = 5

Employee state insurance = 4

Provident fund = 3

Compensation = 2

Retirement benefit = 1

Interpretation:

Table 4.5 shows the opinion about social insurance measure, Majority of

the respondents shows that the social insurance measure is Good.

FacilitiesExcellen

tGoo

dAverag

eFai

rPoo

rTota

lAverag

eRan

kGratuity 25 35 20 10 10 355 3.55 1Employeestateinsurance

18 30 20 13 19 315 3.15 5

Providentfund 18 37 13 18 14 327 3.27 4

Compensation 14 35 31 6 14 329 3.29 3

Retirement benefit 21 33 25 5 16 338 3.38 2


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TABLE 4 .6

SATISFICATION LEVEL OF THE MEDICAL CENTRE TREATMENT

Option No of Respondent Percentage

Highly satisfied 12 12

Satisfied 7 7

Neutral 22 22

Dissatisfied 51 51

Highly dissatisfied 8 8Total 100 100


Interpretation:

The above table shows the medical centre treatment of the company, tells

that more than (51%) of the respondents are dissatisfied with the medical centre

treatment and (7%) of the respondents are satisfied with the medical centretreatment.


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FIGURE 4.5


Inference:

Most of the respondents are dissatisfied with medical centre treatment.

Because first aid and facilities are not available.

12

7

22

51

8

0

10

20

30

40

50

60

Highly satisfied Satisfied Neutral Dissatisfied Highlydissatisfied

Satisfaction level of the medical centre Treatment


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TABLE 4 .7

SHOWS SATISFACTION LEVEL OF UNIFORM AND PROTECTIVE

CLOTHING


Highly satisfied 16 16Satisfied 56 56

Neutral 19 19Dissatisfied 3 3Highly dissatisfied 6 6

Total 100 100Source: Primary Data

Interpretation:

The above table shows that the satisfactions level of uniform & protective

clothing of the company, tells that more than (56%) of the respondents are

satisfied with the uniform & protective clothing and (3%) of the respondents are

dissatisfied with the uniform & protective clothing.


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FIGURE 4.6


Inference:Most of the employees are satisfied with uniform and protective closing.

Because the company provide good safety measure.

0

10

20

30

40

50

60

Highlysatisfied Satisfied Neutral

DissatisfiedHighly

dissatisfied

16

56

19

3 6

satisfaction level of Uniform and Protective closing


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TABLE 4 .8

RESPONDENTS ACCEPTANCE LEVEL ON FACILITIES OFFERED BY

WELFARE CLUB


Strongly Agree 9 9Agree 40 40

Undecided 18 18Disagree 27 27

Strongly Disagree 6 6


Interpretation:

The above table shows that the facilities offered by welfare club of the

company, tells that more than (40%) of the respondents are agree with the welfare

club and (6%) of the respondents are strongly disagree with the welfare club.


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FIGURE 4.7


Inference:

Most of the respondents are agree with the acceptance level on facilities

offered by welfare clubs. Because welfare clubs provide adequate facilities to the

employees.


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TABLE 4 .9

OPINION ABOUT VISITING THE COOPERATIVE STORE TO MAKE

THE PURCHASES


Always 22 22Often 56 56Sometimes 12 12Rarely 7 7

Never 3 3


Interpretation:

The above table shows that the opinion about visiting to make the purchase

in the cooperative store reveals that almost half (56%) of the respondent are often

purchase and the least (3%) of the respondent are never purchase in the

cooperative store.


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FIGURE 4.8


Inference:

Most of the respondents often visiting the cooperative store to make the

purchase. Because the available store in enough for the employees to make a

purchase.

22

56

12

7

3

0

10

20

30

40

50

60

Always Often Sometimes Rarely Never

Opinion about visiting the cooperative store


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TABLE 4 .10

SHOWS OPINION REGARDING LEAVE TRAVEL CONCESSION


Strongly Agree 15 15Agree 38 38Undecided 12 12Disagree 27 27Strongly Disagree 8 8Total 100 100


Interpretation:

The above table shows that the opinion regarding leave travel concession,

almost (38%) of the respondents are agree and (8%) of the respondents are

strongly disagree.


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FIGURE 4.9


Inference:

Most of the respondents are agree regarding the travel concession.

Because the company provide bus facility for their employees.

05

1015

2025303540

15

38

12

27

8

Opinion regarding leave Travel concession


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TABLE 4 .11

SHOWS OPINION REGARDING HOUSING FACILITY


Highly satisfied 13 13Satisfied 9 9

Neutral 22 22Dissatisfied 51 51Highly dissatisfied 5 5

Total 100 100


Interpretation:

he above table shows that the opinion about housing facilities provided by

the company, tells that more than (51%) of the respondents are dissatisfied with

the housing facilities and (5%) of the respondents are highly dissatisfied with the

housing facilities.


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FIGURE 4.10


Inference:

Most of the respondents are dissatisfied with the housing facility, because

the company provides housing facilities only for the top executives.

0

10

2030

40

50

60

139

22

51

5

opinion regarding Housing Facility


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TABLE 4 .12

OPINION ABOUT THE QUALITY EDUCATION TO THE

EMPLOYEES CHILDREN



Satisfied 36 36

Neutral 21 21

Dissatisfied 11 11

Highly dissatisfied 7 7


Interpretation:

The above table shows that the opinion about education to the employers

children of the company, tells that more than (36%) of the respondent are satisfied

and (7%) of the respondents are highly dissatisfied with the education.


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FIGURE 4.11


Inference:

Most of the employees are satisfied with the quality education to the

employees children, because the company provides education to their employees

children in their school.

25

36

21

11

7

0 5 10 15 20 25 30 35 40

Highly satisfied

Satisfied

Neutral

Dissatisfied

Highly dissatisfied

Opinion about quality of education to the employeeschildren


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TABLE 4 .13

SHOWS OPINION ABOUT THE TRAINING AND DEVELOPMENT


Excellent 14 14Good 52 52Average 23 23Fair 8 8Poor 3 3Total 100 100Source: Primary Data

Interpretation:

The above table shows that opinion about the training of development of

the company, tells that more than (52%) of the respondents have good opinion and

(3%) of the respondents have poor opinion about the training of development

provides by the company.


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FIGURE 4.12


Inference:

Most of the respondents feel good about training and development,

because the company provides training to the employees, whenever it is

necessary.

0

10

20

30

40

50

60

Excellent GoodAverage Fair

Poor

14

52

23

8

3

Opinion about Training and Development


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TABLE 4 .14

SHOWS OPINION REGARDING CANTEEN FACILITY


Highly satisfied 15 15Satisfied 27 27 Neutral 6 6

Dissatisfied 42 42Highly dissatisfied 10 10

Total 100 100

Source: Primary DataInterpretation:

The above table shows that opinion about the canteen facility of the

company, tells that (42%) of the respondents are dissatisfied with the canteen

facility and (6%) of the respondents are neutral with the canteen facility.


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FIGURE 4.13

The above table has been diagrammatically represented as

follows :

Inference:

Most of the employees are dissatisfied with the regarding canteen

facilities, because the food provided them is not in good quality.

15

27

6

42

10

0

5

10

15

20

25

30

35

40

45

Highly satisfied Satisfied Neutral Dissatisfied Highlydissatisfied

Opinion Regarding canteen facilities


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TABLE 4 .15

SHOWS OPINION REGARDING FESTIVAL ADVANCE



Satisfied 42 42

Neutral 6 6

Dissatisfied 27 27

Highly dissatisfied 10 10


Interpretation:

The above table shows opinion about the festival advance provided by the

company, tells that (42%) of the respondents are satisfied and (6%) of the

respondents are neutral opinion.


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FIGURE 4.14


Inference:

Most of the employees are satisfied with the regarding festival advance,

because the company provides enough incentives and bonus to the employees

during festivals.

05

1015202530354045

15

42

6

27

10

Opinion regarding Festival Advance


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TABLE 4 .16

SHOWS OPINION ABOUT EFFECTIVENESS OF EMPLOYEES STATE

INSURANCE SCHEME (ESI)


Highly Effective 15 15Effective 46 46

Neutral 23 23Ineffective 9 9Highly ineffective 7 7


Interpretation:

The above table shows the opinion about the employers state insurance

scheme provided b the company, tells that (46%) of the respondents have effective

opinion and (7%) of the respondents have highly ineffective opinion about the

employers state insurance scheme provided by the company.


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FIGURE 4.15


Inference:

Most of the employees are opinion about effectiveness of employee state

insurance scheme is effective, because the company provide several benefit

schemes for the employees.

15

46

23

97

0

5

10

15

20

25

30

35

40

45

50

Highly Effective Effective Neutral Ineffective Highly ineffective

Opinion about effectives of employees state insurance


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TABLE 4 .17

SHOWS OPINION ABOUT EFFECTIVENESS OF

MEALS CARRIER



Neutral 5 5Ineffective 23 23Highly ineffective 3 3


Interpretation:

The above table shows the opinion about meals carrier provided b the

company, tells that (52%) of the respondents have effective opinion and (3%) of

the respondents have highly ineffective opinion.


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FIGURE 4.16


Inference:

Most of the employees are opinion about the effectiveness of meal carrier

service is effective, because food service contractors manage the food service

operation on behalf of the organization, so the food is supply to the workers on

time without any delay.

0

10

20

30

40

50

60

HighlyEffective Effective Neutral

IneffectiveHighly

ineffective

17

52

5

23

3

Opinion about effectiveness of meals carrier service


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TABLE 4 .18

OPINION ABOUT EFFECTIVENESS OF CONVEYANCE

REIMBURSEMENT



Neutral 4 4Ineffective 19 19Highly Ineffective 8 8


Interpretation:

The above table shows the opinion about conveyance reimbursement

provided by the company, tells that (48%) of the respondents have effective

opinion and (4%) of the respondents have neutral opinion.


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FIGURE 4.17


Inference:

Most of the employees are opinion about the effectiveness of conveyance

reimbursement, because the company provides effective medical allowance.

0

10

20

30

40

50

21

48

4

19

8

Opinion about effectiveness ofConveyance Reimbursement


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STATISTICAL TOOL

CHI-SQUARE-TEST

The employees ESI

benefits

Effectiveness of ESI

schemesTotal

Options

Excellent 15 Highly effective 18 33

Good 46 Effective 30 76

Average 23 Neutral 20 43

Fair 9 Ineffective 13 22

Poor 7 Highly ineffective 19 26

Total 100 100 200

Hypothesis:

HO : There is no significant relationship between the employees ESI

benefits and effectiveness of ESI schemes

H1 : There is a significant relationship between the employees ESI benefits

and effectiveness of ESI schemes

Degree of freedom:

Degree of freedom = (r-1) *(c-1),

Where

r = number of rows in the table

c = number of columns in the table

Level of significance:

Here we assume the level of significance

= 0.05


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Calculated Table:

O E ( O-E ) ( O-E )2 ( O-E)2/E

15

18

46

30

23

20

9

13

7

19

16.5

16.5

38.0

38.0

21.5

21.5

11.0

11.0

13.0

13.0

-1.5

1.5

8

-8

1.5

-1.5

-2

-2

-6

6

2.25

2.25

64

64

2.25

2.25

4

4

36

36

0.136

0.136

1.684

1.684

0.105

0.105

0.364

0.364

2.769

2.769

TOTAL 10.116

Degree of freedom = (r-1) * (c-1)=(5-1) *(4-1)

=4

Calculated Value = 10.116

Table Value = 9.49

Here Calculated value is greater than the table value; CV >TV

Therefore H0 is rejected and H1 is accepted.

Conclusion:

There is no significant relationship between the employees ESI benefits and

effectiveness of ESI schemes.


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CHAPTER V

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS:

51% of employees were dissatisfied with the medical centre treatment. 56% of employees were satisfied with the uniformed protective clothing. 40% of employees agree that the welfare club provides adequate facilities. 56% of employees often visit the cooperative store to make the purchase.

38% of employees agree that the leave travel concession motivates them. 51% of employees were dissatisfied with the housing facility. 36% of employees were satisfied with the quality of education. 52% of employees feel that the training provided is good. 42% of employees were dissatisfied with the canteen facility. 42% of employees were satisfied with the festival advance. 46% of employees feel that employee state insurance scheme is effective. 52% of employees feel that meals carrier service is effective. 48% of employees feel that conveyance reimbursement is effective. There is a no significant relationship between the employees ESI benefits

and effectiveness of ESI schemes.


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5.2 SUGGESTIONS:

Advanced medical equipment may be installed for better treatment. Leave Travel concession may be set uniform to all employees. Housing facility can be given to all the employees working in the

organization.

Co-operative store may be modified as departmental store by allowing the

customer to make their own choice on buying products.


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BIBILIOGRAHY

References:

C.R.Kothari, (2004) Research Methodology Methods and Techniques

New Age International publishers.

Dr.C.B. Mamoria, Dr.Satish Mamoria and S.V.Gankar, (2008)Dynamics

of Industrial Relations Himalaya publishing House.


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APPENDIX-I

QUESTIONNAIRE

A STUDY ON EMPLOYEES WELFARE FACILITIES IN DCW LIMITED,

SAHUPURAM.

1. Name :

2. Educational Qualification :

3. Age :

a) 18-25 b) 26-30 c) 31-35 d)36-40

e)Above 41

4. Experience :

a) Less than 5 years b) 6-10 years c) 11-15 years d) More than 15 years

5. Salary :

a) Less than or equal to Rs.5,000/- b)Rs.5,001/- - Rs.10,000/-

c) Rs.10,001/- - Rs.15,000/- d) More than Rs.15,001/-

Social Insurance measure:

6. Specify your opinion to the following:-

Facilities Excellent Good Average Fair Poor

Gratuity

ESI

Provident Fund

Compensation

Retirement Benefits

Medical Centre7. Are you satisfied with the treatment extended by medical centre?

a) Highly satisfied b) Satisfied c) Neutral

d) Dissatisfied e) Highly Dissatisfied


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Uniform & Protective Clothing

8. Are you satisfied with the uniform and protective clothing provided by the

management?



Welfare clubs

9. Do you agree that your physical, mental and recreational needs are being

adequately met by the activities and facilities offered by the club?

a) Strongly agree b) Agree c)Undecided d)Disagree e)Strongly Disagree

10. Are you satisfied with the adequacy of the facilities offered by the club?

a) Highly satisfied b) Satisfied c) Neutral d) Dissatisfied

e) Highly Dissatisfied

Co-operative Stores

11. State your opinion towards the rate of the products sold in the co-operative

stores

a) Highly satisfied b) Satisfied c) Neutrald) Dissatisfied e) Highly Dissatisfied

12. State your opinion about the quality of the products sold in the co-

operative stores



13. Do you agree that the store meet all your requirements of food grains and

other domestic items?

a) Strongly agree b) Agree c)Undecided d)Disagree

e)Strongly Disagree

14. How often do you visit the store to make purchase?

a) Always b) Often c) Sometimes d) Rarely e) Never


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LTC & Traveling Allowance

15. Do you agree that LTC motivates you?

a) Strongly agree b) Agree c)Undecided d)Disagree e)Strongly Disagree

Housing Facility

16. Are you satisfied with the housing facility provided by the management?



Education

17. State the quality of education provided by the management of DCW to the

employees children



Training and Development

18. State your opinion about the Training and Development facilities provided

by DCW.

a) Excellent b)Good c)Average d) Fair e) Poor

Canteen

19. State the level of satisfaction towards the canteen facility



Festival Advance

20. Are you satisfied with the festival advance?




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ESI Scheme

21. State your opinion about the ESI scheme?

a) Highly Effective b) Effective c) Neutral d) Ineffective

e) Highly Ineffective

Meals carrier service

22. Rate the effectiveness of meals carrier service



Conveyance Reimbursement

23. Rate the effectiveness of conveyance Reimbursement



THANK YOU

Documents

DCW (Sahupuram, Kayalpattinam) Employees Satisfaction Survey