Facilities Available And The Degree Of Satisfaction Of The Employees

1

CHAPTER - 1

2

INTRODUCTION

1. INTRODUCTION 3

An organization’s goals can be achieved only when people put in their best efforts. Effective utilization of Human Resources is one of the most important factors for the efficient and profitable functioning of an organization. Organizations provide welfare facilities to their employees to keep their motivation levels high thereby increasing the productivity of an organization. Welfare work aims at providing such facilities and amenities, which enable the employees in an organization to perform their work in healthy, congenial surrounding conducive to good health and high morale of the employees. An Organization must provide "adequate and appropriate" welfare facilities for their employees. These must be provided unless they are unreasonable in terms of time, cost and physical difficulty. How to ascertain whether the employees of an organization are provided with adequate and appropriate welfare facilities, the degree of satisfaction achieved by the employees of an organization. Assessment of welfare facilities whether the welfare facilities provided by the organization is adequate and appropriate is one of the fundamental jobs of human resource management, but not an easy one through. This study on “welfare facilities provided and the degree of satisfaction achieved by the employees” is devoted to a detailed discussion of the nature. and process of reviewing welfare facilities provided in an organization. Ask.Commerce Private Limited is to assess the degree of satisfaction achieved by the employees of their client Sri Shivasakthi Engineering, Chennai through this study to improve the individual and organization performance. 4

Definition: Labor welfare entails all those activities of employer which are directed towards providing the employees with certain facilities and services in addition to wages or salaries. 5

Meaning: 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.

Objectives: ➢ To provide better life and health to the workers ➢ To make the workers happy and satisfied

6

➢ To relieve workers from industrial fatigue and to improve intellectual, cultural and material conditions of living of the workers. ➢ To provide legal provisions (statutory welfare facilities) ➢ To improve employees health, efficiency, economic betterment and social status.

Five Elements of Employee welfare

Satisfied employees contribute to the development and growth of the organization. Apart from providing statutory benefits an organization offers various voluntary benefits to its employees in the form of various allowances, perks and 7

advances. This helps in attracting and retaining skilled and professionally qualified talent in the organization in the present highly competitive business environment. The five elements of employee welfare are:

1. A plan, fund or program 2. Established or maintained 3. By an employer or by an employee organization or by both 4. For the purpose of providing benefits 5. To the employees or to their beneficiaries. The Six Benefit factors to Employer 1. Increase the productivity 2. Reduces labour turnover 3. Improve communication between employer and management 4. Saves time 5. Employer will get act and Sound Professionals 6. Save Money Factors that help improve accuracy of rating satisfaction level of employees:

1. The rater has observed and is familiar with welfare facilities provide. 2. The rater has documented welfare facilities to improve the recall.

8

3. The rater has a checklist to obtain

and review job – related

information. 4. The rater is aware of personal biases and is willing to take action to minimize

their effect.

5. Rating scores by raters of one group or organization are summarized and compared with those by other raters. 6. The rater focuses attention on rater behaviors over which the rater has better control than in other aspects of evaluation. 7. Higher levels of management are held accountable for reviewing all welfares. 8. The rater’s own performance rating or related to the quality of rating given and the performance of units. 9. Rating factors are properly defined. Guidelines for effective interview with employees for ascertain degree of satisfaction: ➢ Select a good time ➢ minimize interruptions ➢ welcome set at ease ➢ start with something positive 9

➢ ask open – ended questions to encourage discussion ➢ listen ➢ manage eye contact and body language. ➢ Be specific ➢ Rate welfare facilities based on his satisfaction level, not on personality ➢ Layout development plan ➢ Encourage subordinate participation ➢ Complete form ➢ Set mutually agreeable goals for improvement ➢ End in a positive, encouraging note ➢ Set time for any follow – up meetings

Data and information will be useful in the following areas of HRM: ➢ Welfare facilities administration ➢ Validation in Welfare programmes ➢ Employee welfare programmes ➢ Promotion, transfer and lay – off decisions ➢ Grievance programmes ➢ HR planning 10

Use of data: 1. The final step in the evaluation process is the use of evaluation data. The data and information generated through evaluation of welfare facilities must be used by the HR department. 2. Money to purchase goods and services required not only for current and future survival, but also for the luxuries modern life has to offer.

11

3. The opportunity to use innate and learned skills and talents in a productive manner that the individual and his or her managers and coworkers recognize as valuable. 4. Opportunities to interact with other people in a favorable working environment. 5. A sense of performance and stability through the continuing existence of the organization and the job. 6. The opportunity to perform work assignments within an environment that not only protects, but promotes physiological, emotional and psychological health.

1.2 THE NEED FOR SELECTION OF TOPIC This study aims to understand the welfare facilities provided and the degree of satisfaction achieved by the employees and to provide necessary steps to development. Development uses This particular topic is chosen because in many developed countries employee welfare facilities has become the most important human resource function. It also helps in identifying difficulties faced by individual 12

employee and needs of the employees. Identification of difficulties and individual and group development needs, determine the transfer and job assignments etc. Administrative uses To provide information about the welfare schemes and recognize welfare measures useful and attracted by most of the employees and nonsatiable welfare measure, which helps in decision making in future. Organizational maintenance To provide the information about the human resource planning, determining organization welfare needs, evaluation of organization goal achievement, information for goal identification, evaluation of human resource systems, Reinforcement of organization development needs. Documentation Criteria for validation research, documentation for human resource decision, helping to meet legal requirements.

13

1.2.1 IMPORTANCE OF THE STUDY ➢ The importance of this project is concerned with identifying welfare measures provided by “Sri Shivasakthi Engineers” to their employees and the satisfaction level of employees. ➢ Identification of individual needs and feedback on existing welfare measures. ➢ The result arrived out of this study would know about their need for better performance in future. ➢ It is the systematic examination of an employees job satisfaction. 14

➢ Study on welfare measures provided is a on going or continuous process where in the evaluation are arranged periodically according to a definite plan. ➢ The main purpose of performance appraisal is to secure information necessary for making objective and correct decisions on welfare measures provided

CHALLENGES OF THIS STUDY ➢ Create a culture of excellence that inspires every employee to improve and lent him self or herself. ➢ Align organizational objectives to individual aspiration. ➢ Clear growth paths for employees. ➢ Forge a partnership with people for managing their careers. ➢ Empower employees to make decisions without the fear of failing.

15

➢ Embed teamwork in all operational process. .

1.3 REVIEW OF LITERATURE

1.3.1 INTRODUCTION: The format of a review of literature may vary from discipline to discipline and from assignment to assignment. A review may be a self-contained unit an end in itself or a preface to and rationale for engaging in primary research. A review is a required part of grant and research proposals and often a chapter in theses and dissertations. Generally, the purpose of a review is to analyze critically a segment of a published body of knowledge through summary, classification, and comparison of prior research studies, review of literature, and theoretical articles.

16

A literature review must do these things: a. Be organized around and related directly to the thesis or research question b. Synthesize results into a summary of what is and is not known c. Identify areas of controversy in the literature d. Formulate questions that need further research

Importance: The literature review is a critical look at the existing research that is significant to the work that the researcher is carrying out. Although the researcher need to summarize relevant research, it is also vital that evaluate this work, show the relationships between different works, and show how it relates to work. The chosen project is a significant element of the information and control system in organization. It can be put to several uses concerning the entire spectrum of Human resource management functions. They would have concerned about the employees

17

1.4 ORGANIZATION OF THE PROJECT This project is titled as ‘Study on Welfare facilities provided and the degree of satisfaction achieved by the employees of Sri Shivasakthi Engineers” thru Ask.Commerce private limited includes various steps and chapters, each of which deals with different elements. For this project organization, the researcher initially collected the secondary data and established objectives, then based on the objectives the questionnaire is prepared. the researcher personally met the respondents. Then the data is analyzed and interpreted for conclusion. For the analyzing portion the researcher used various statistical tools like percentage, Standard Deviation, chi- square test, Rank correlation and ANOVA then finally the conclusion was made.

18

First chapter First chapter deals with the need for the selection of this topic, review of literature and organization of the project.

Second chapter Second chapter explains company profile.

Third chapter Third chapter illustrate about the methodology, this methodology includes statement of problem, objectives, limitations, hypothesis, sample size and sampling techniques.

Fourth chapter Fourth chapter deals with the data analysis and interpretation and various statistical tools used to describe the findings and suggestions.

Fifth chapter 19

The final chapter states the conclusion which includes summary of findings and recommendations.

CHAPTER

- 2

20

COMPANY PROFILE

21

2. COMPANY PROFILE Ask.Commerce private limited, a leading consulting company in Chennai, established as a firm of Chartered Accountants in 1991 at alwarpet, the firm provides services like Technology Consulting, Management Audits, Audit and Assurance Advisory, Internal Audits, Tax Advisory and Management etc. , apart from Accounting solutions the firm started providing HR consulting, and new business development solutions for its clients from the year 2000 at its fully equipped centre with panels, checkout, FAT area with well equipped systems, at Tambaram, Chennai. With more than 17 years of experience in dealing with domestic and international clients, the company has 9 chartered accountants, 2 cost accountants, and 15 HR consultants and 20 supporting staffs to focus on all categories of accounting, Management, HR and new business development solutions. Sri Shivasakthi Engineers A client company of ask.commerce private limited for providing

HR

consultancy

automobile components, and

is

manufacturing

various

regularly supplying various 22

components to Breaks India Limited, and Rane TRW running in 3 shifts at mogappair with a staff strength of about 250 employees.

HRD vision: “The Human Resources Department will be a team of professional, responsive and innovative internal consultants who support the

business’ vision and values by striving to

promote a culture of customer satisfaction, participation, innovation, continuous improvement and self development”

HRD goals ➢ Recruit and retain high caliber employees. ➢ Encourage

and

recognize

outstanding

merit

and

growth

and

contribution. ➢ Create

opportunities

for

professional

satisfaction. ➢ Develop leadership capabilities at all levels.

23

➢ Foster employee involvement and develop a work ethos that builds dignity and pride.

HRD ORGANIZATION HRD at

ask.commerce pvt. ltd. Operates at two

levels: At Group level – Formulates policies and designs major people development initiatives to enhance professional capability of employees at group level. At Business unit level – Companies implement group policies and develop unit specific interventions. Strategies and initiates at the group level : Specific Strategies and initiatives are designed to enable actualization of HRD goals. 24

Recruitment and retention: High capacity employees are recruited through well structured process including campus recruitments of MBA graduates

and

lateral

recruitment

of

experienced

employees. Recognition and reward: Outstanding performance is recognized and rewarded through

comprehensive

development

systems,

performance

aligned

to

TQM

assessment principles

and

practices. Opportunities of professional growth: Internal candidates first considered for job vacancies, thereby, providing employees opportunity for lateral upward growth. Professional knowledge and skills enhanced through continuous training at their training centre. Leadership development:

25

Leadership and managerial capabilities are developed through

specific

training

programmes,

job

rotation,

participation in cross teams etc.

Recruitment Process Flowchart of the company:

26

Objective: • To attract potential employees into the rolls of the company • To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing. Generic Overview of the company’s Selection Process: 27

Resourcing Process flow of the Company Resourcing Process 28

29

CHAPTER

- 3

30

RESEARCH METHODALOGY

3. RESEARCH METHODALOGY

Meaning of research: Research is common a parlance refers to search for knowledge. The advanced learner’s dictionary of current English lays down the meaning of 31

research as “a careful investigation or inquiry especially through search for new facts in any range of Knowledge. Definition of this sort is rather abstract. So a summary of some of the characteristics of research may help to clarify the sprit, meaning, and methodology of search. The summary of the characteristic feature of research follows: ➢ Research is directed toward the solution of a problem ➢ Research is highly purposive ➢ Research involves the quest for answers to unsolved problems ➢ Research is characterized by patient and unhurried activity ➢ Research is logical and objective ➢ Research is carefully recorded and reported

Methodology: The purpose of the methodology section is to describe the research procedure. This includes overall research design, the sampling procedure, data collection method, field methods and analysis procedures.

32

3.1 STATEMENT OF THE PROBLEM Growing internalization of business has its impact on human resource management functions. The human resource department is required to cope up with problems on individual employee’s attitude, culture, behaviors, ethics and morale. Human resource management is the planning, organizing, directing and controlling of the manpower.

33

This particular topic is chosen because development of employee welfare facilities has a vital role in organizational development. This project is aimed at understanding employee’s satisfaction level and welfare needs. This study is also aimed at understanding the employees welfare facilities and development system in ask.commerce private limited.

3.2 OBJECTIVES OF THE STUDY Primary objective 1. To study the welfare facilities and degree of satisfaction achieved by the employees 2. To study the different welfare measures influencing job satisfaction.

34

Secondary objectives 1. To identify the welfare measure assessment raters 2. To rank the benefits received from welfare measures. 3. To evaluate the employee attracted welfare measures. 4. To ascertain the perception of the employees regarding the satisfaction of the welfare measures.

3.3 LIMITATION OF THE STUDY

1. The sample is restricted only up to the Chennai office of Sri Shivasakthi Engineers. 2. Time was the major constraints .The researcher had to complete project within the stipulated time limit. 3. Findings of the study on based on the information provided by the respondents.

35

4. The Suggestions made at the end are based on the information given by the employees and HR consultants of ask.commerce pvt. ltd.

3.4 HYPOTHESIS 3.4.1 Chi-square test:

Null Hypothesis Ho: There is no relationship between gender/age and satisfaction with the welfare facilities given to the employee. Alternative hypothesis H1:

36

There is relationship between the gender/age and satisfaction level on welfare facilities provided to employees.

3.5 SAMPLING

Sampling is a selection of some part of an aggregate or totality on the basis of which a judgment or inference about the aggregate or totality is made. In briefly, “sample is a smaller representation of larger whole” The items of so selected constitute what is technically called a “sample”, the selection process or technique is called the “Sample design” and the survey conducted on the basis of sample is described a “sample survey”. Here sample is truly representative of population characteristics without any bias so that it may result in valid and reliable conclusion. 3.5.1 POPULATION

37

In any statistical investigation we are interested in studying the various characteristics relating to items are individual belonging to particular growth. This group of individuals under study is known as the population. Nearly 300 employees are working in Sri Shivasakthi Engineers. Out of this 225 member are working as operators/workers in the factory. This study based mainly on attitudes of the operators in the establishment. So, 300 employees were taken as the population for this study.

3.5.2 SAMPLE SIZE A finite subset of population, selected from it with the objective of investigation is properties is called sample and the number units in the sample is know as the sample size. Out of 225 operators, 100 were taken for investigation. So the sample size is 100. 3.5.3 SAMPLING TECHNIQUE For this study Stratified Random sampling method was used. Under this method population (225 workers) is divided into 3 sub population (3 shifts). From this each sub population samples were selected randomly. 38

3.6 PLAN OF ANALYZING THE DATA 3.6.1 Research Design The research design used for this study is of the Descriptive research includes surveys and fact-findings enquire of different kinds. The major purpose of descriptive research is description of the state of affairs as it exits at present. The main objective of this research design is to acquire knowledge. 3.6.2 Tools for Data Collection Questionnaire has been used as the tool for data collection in this study as it acts as a direct tool to research the target group. This Questionnaire covers various aspects of industrial relations in the establishment. 39

The data used in this study are primary data and secondary data. 3.6.3 Primary Data Primary data are those which are collected for the first time, and thus happen to be original. The Data collected from the respondents is through Questionnaire; the data collection is directly related to the topic being studied. 3.6.4 Secondary Data Secondary data are those, which have been collected by someone else for some other purpose. In other words, secondary data refers to the data compiled from already available data. They are websites, Business magazines, reports prepared by the scholars, company records, etc. 3.6.5 Statistical Tool Used The statistical package used here is statistical Package for social science (SPSS) to summarize the research data are tables, graphs, bar diagram, and pie charts, cross tabulation for finding how variables are ordered and related, chi-square test, percentage analysis, correlation method and weighted average method used to finding the attitudes and practices of the establishment. Using the correlation analysis we can find whether there is any relationship between the variables. Correlation and regression analysis show how to determine the nature and strength of the relationship between variables. The correlation analysis is used to determine the degree of the relationship between the variables.

40

The Chi-square is an important test amongst several tests of significance developed by Statisticians. Chi-square symbolically written as Ψ² is a statistical measure used in the Context of sampling analysis for comparing a variance to a theoretical variance. In order that we may apply chi-square as a test to judge the significance of association between attributes, it is necessary that the observed as well as expected frequencies must be grouped. O = Observed Frequency E = Expected Frequency The weighted arithmetic mean is an average used to summaries item, which are not of casual importance that the level of important varies from on attribute to another. The usual arithmetic mean is not an effective representative of the data the right in the weighted average. Formula:

Ψ² = ∑ (O-E) ²/E

Weighted average method: The weighted arithmetic mean is an average used to summaries item, which are not of casual importance that the level of important varies from on attribute to another. The usual arithmetic mean is not an effective representative of the data the right in the weighted average. Weighted average (w) = w1*1+w2*2+……………..+wn*n 41

= Ewx where w1,w2,w3………..wn are revised value called weightage x1,x2,x3…………..xn are attributes.

Formula: Weighted average = ∑ F W/ ∑ W

CHAPTER

-

4

42

DATA PRESENTATION & ANALYSIS

43

TABLE – 4.1

SPACE AND COMFORT(PHYSICAL) IN WORKING IN PLACE

S. No

Particular

No person

of Percentage

1

Excellent

20

20%

2

Good

25

25%

3

Moderate

55

55%

4

poor

0

0%

Total

100

100%

Chart– 4.1 44

Source: Primary data INFERENCE: It is interpreted that 55 % of the employees feel space and physical comfort in their working place is moderate, 25 % of the employees fell good, and 20 % of employees feel its excellent.

45

TABLE – 4.2 PROVIDED WITH SUITABLE TRAINING FOR DEVELOPMENT

S. No

Particular

No of Percentag person e

1

Strongly agree

26

26%

2

Agree

32

32%

3

Neutral

12

12%

4

Disagree

13

13%

5

Strongly Disagree

17

17%

Total

100

100%

Chart – 4.2 Source: Primary data INFERENCE: 46

From the above table it is found that 26 % of the employees strongly agree that they are provided with suitable training for their development, 32 % of the employees perceive agree, 12 % of the employees perceive neutral, 13 % of the employees perceive disagree, 17 % of the employees perceive strongly disagree.

47

TABLE – 4.3 ATTITUDE OF SUPERVISOR/MANGER

S. No

Particular

No of person

Percentage

1

friendly

45

45

2

Normal

37

37

3

Strict

15

15

4

Grim

3

3

Total

100

100%

Chart - 4.3 Source: Primary data

INFERENCE:

48

It is interpreted that the 45 % of the employees feel that their supervisor/manager has friendly attitude, 37 % of the employees are feel its normal, 15 % of employees are feel its very strict. 3 % of people gave no comments on it.

49

TABLE – 4.4 SATISFACTION WITH CONVEYANCE FACILITIES

S. No

Particular

No of person

Percentage

1

Satisfied

86

86%

2

Dissatisfied

0

0%

3

neutral

14

14%

Total

100

100%

Chart – 4.4 Source: Primary data

INFERENCE:

50

It is interpreted from the above table 86 % of employees are feel satisfied with cab facilities provided to them. 14 % of people gave no comments on it.

51

TABLE – 4.5 CANTEEN/FOOD SUBSIDY

S. No

Particular

No of person

Percentage

1

Excellent

10

10 %

2

Good

45

45 %

3

Average

43

43 %

4

poor

2

2%

Total

100

100%

Chart –4.5 Source: Primary data INFERENCE:

52

It is defined from the above chart 10 % of employees declared that they have excellent canteen facilities. 45 % of employees were declared that its good, 43 % of employees declared neutral, 2 % of people declared poor.

53

TABLE - 4.6 GROUP INSURANCE SCHEME S. No

Particular

No of person

Percentage

1

Excellent

22

22

2

Good

68

68

3

Average

6

6

4

Poor

4

4

Total

100

100%

Chart -4.6 Source: Primary data

INFERENCE: From the above given data, 22 % of the employees feel excellent about group insurance scheme provided to them, 68 % of the employees feel its good, 4 % of people feels about its poor. The rest 6 % of people are not commented on it. 54

55

TABLE - 4.7 RANK HOW YOU GET MOTIVATED WHILE WORKING S. No

Particular

No of person

Percentage

1

Rightful promotion

32

32%

2

Deserved increment Increased Welfare facilities

35

35%

19

19%

Improved Self Development

14

14%

Total

100

100%

3 4

Chart - 4.7 Source: Primary data INFERENCE: It is found that 32 % of the employees ranked rightful promotion as number 1 motivation factor by the performance assessment methods, 35 % of the employees have ranked deserved increment as no.1 motivation factor, 19 % of the employees feel increased self development as no.1 motivation

56

factor, and 14% of the employees feel improved self development as no.1 motivation factor.

57

TABLE –4.8 NEED FOR MORE WELFARE FACILITIES

S. No

Particular

No of person

Percentage

1

Yes

100

100 %

2

No

0

0%

Total

100

100%

Chart –4.8 Source: Primary data

INFERENCE: From the above table, we see that all the employees (100%) prefer more welfare program for their development.

58

TABLE - 4.9 59

OVERALL SATISFACTION WITH EXISTING WELFARE FACILITIES

S. No

Particular

No of person

Percentage

1

Highly satisfied

12

12 %

2

Satisfied

31

31 %

3

Dissatisfied

47

47 %

4

undecided

10

10 %

Total

100

100%

Chart - 4.9 Source: Primary data INFERENCE: 47 % of the employees are dissatisfied with overall welfare facilities presently provided to them. 31 % of the employees satisfied. 12 % of the employees highly satisfied 10 % of the employee’s undecided.

60

61

12. Rate the benefits of Welfare facilities TABLE NO: 4.10 The Table Shows the Employees Statements about benefits of Welfare facilities: Hi ghl S.N O.

PARTICULARS

y sat isfi

1 2 3 4 5 6 7

Increased efficiency Increased Moral Better HR relation Better Organization climate Adaptability to change Higher job satisfaction Higher Motivation Total Percentage

Sa tisf ied

Not Neu

sati

tral

sfie d

Stro ngly diss atisf ied

ed 35 24 20

21 15 13

26 12 17

12 26 29

6 23 21

24

23

10

15

28

22 24 29 134

45 28 16 161 20.2

11 15 10 101

6 20 23 271

16 14 22 130

12.7

34

16.3

16.8

0

Chart: 4.10.1 Source: Primary data

62

63

INFERENCE: From the above table 4.10 figure it is inferred that, there are perceive increased efficiency 35 respondents highly satisfied that their jobs require Training and development, 21 employees satisfied the statement, 26 respondents are belong to neutral 2 respondents dissatisfied the statement.6 respondents strongly Dissatisfied. Increased morale for 24 respondents highly satisfied that their jobs require Training and development, 15 employees satisfied the statement, 2 respondents are belong to neutral 26 respondents dissatisfied the statement.23 respondents strongly Dissatisfied. Better HR relation for 20 respondents highly satisfied that their jobs require more welfare programs, 13 employees satisfied the statement, 17 respondents are belong to neutral 29 respondents dissatisfied the statement.21 respondents strongly Dissatisfied. Better organization Climate for 24 respondents highly satisfied that their jobs require more welfare facilities, 23 employees satisfied the statement, 10 respondents are belong to neutral 15 respondents dissatisfied the statement.28 respondents strongly Dissatisfied. Chart: 4.10.2

64

65

INFERENCE: Adaptability to change for 22 respondents highly satisfied that their jobs require more welfare programs, 45 employees satisfied the statement, 11 respondents are belong to neutral 6 respondents dissatisfied the statement.16 respondents strongly Dissatisfied. Higher job satisfaction for 24 respondents highly satisfied that their jobs require more welfare programs, 28 employees satisfied the statement, 15 respondents are belong to neutral 20 respondents dissatisfied the statement.14 respondents strongly Dissatisfied Higher motivation for 29 respondents highly satisfied that their jobs require Training and development, 16 employees satisfied the statement, 10 respondents are belong to neutral 23 respondents dissatisfied the statement.22 respondents strongly Dissatisfied

Chart: 4.10.3

66

67

INFERENCE

From the table 4.10 and chart 4.10.3 it is inferred that, there are 16.80% of the employees highly satisfied the beneficial of welfare programs, 20.2 % the employees satisfied the beneficial of the welfare programs, 12.7 % of employees fall under the category of neither satisfied nor dissatisfied, 34 % of them dissatisfied the statements and only 10.40% of the respondents strongly dissatisfied.

TABLE NO: 4.11 Table Shows the Employees’ Statements about outcomes as the result Welfare facilities: 68

NEI

S.N

PARTICULARS

O.

1 2 3 4 5

Increased productivity Increased sales Increased customer satisfaction Decreased turnover rate Decreased absenteeism Total Percentage

ST

THE

RO

R

STR

NG

AG

AGR

DIS

LY

RE

EE

AG

AG

E

NOR

REE

ON GLY DIS AGR

RE

DIS

E

AGR

46 26

22 35

EE 10 22

15 13

7 5

12

15

24

23

26

17 10 111 22.2

13 15 100 20

20 23 98 19.6

29 24 104 20.8

21 28 87 17.4

EE

Chart 4.11.1 Source: secondary data

69

70

INFERENCE From the above figure it is inferred that, 46 respondents strongly agree that their outcome as the result of Welfare program increased productivity, 22 respondent are agree, 10 of them neither agree nor disagree the statement, 15 respondents are belong to disagree the statement, 7 respondents strongly disagree the statement. 26 respondents strongly agree that, outcome as the better welfare program there are increased sales, 35 respondent are agree, 21 of them neither agree nor disagree the statement, 13 respondents are belong to disagree the statement, 5 respondents strongly disagree the statement. 12 respondents strongly agree that outcome as the result of better welfare program there are increased customer satisfaction, 15 respondent are agree, 24 of them neither agree nor disagree the statement, 23 respondents are belong to disagree the statement, 26 respondents strongly disagree the statement. 17 respondents strongly agree that outcome as the result of better welfare program there are decreased turnover rate, 13 respondent are agree, 20 of them neither agree nor disagree the statement, 29 respondents are belong to disagree the statement, 21 respondents strongly disagree the statement.

71

10 respondents strongly agree that outcome as the result of better welfare program there are decreased absenteeism, 15 respondent are agree, 23 of them neither agree nor disagree the statement, 24 respondents are belong to disagree the statement, 28 respondents strongly disagree the statement.

Chart 4.11.2

INFERENCE 72

From the above table it is inferred that, there are 22.2 % of the employees strongly agree overall the statements and 26.60 % the employees agree over all the statement, 24.40 % of employees fall under the category of neither neither agree nor disagree, 19.10 % of them disagree the statements and only 10.40% of the respondents strongly disagree.

Statistical Tools 73

Chi – square methods: Question:75 1. Sex 2. Rate the following benefits of the welfare program Null Hypothesis (Ho): There is no relationship between gender and satisfaction with the welfare facilities given to the employee. Alternative Hypothesis (H1): There is relationship between gender and satisfaction with the welfare facilities given to the employee. HS – Highly satisfied, S – Satisfied, NU – Neutral, NS

– None satisfied

HNS – Highly not satisfied.

TABLE 4.12 Problem: 74

Satisfact ion

HS

S

NU

NS

HNS

Total

Male

15

24

6

10

7

62

Female

10

16

3

6

3

38

Total

25

40

9

16

10

100

level gender

A = 62

A = 62

B = 25

B = 40

N = 100

N = 100

EF = 62*25/100

EF = 63*40/100

= 15.5

= 24.8

A = 62

A = 62

B=9

B = 16

N = 100

N = 100

EF = 62*9/100

EF = 62*16/100

= 5.58

= 9.92

A = 62

A = 38

B = 10

B = 25

N = 100

N = 100

EF = 62*10/100

EF = 38*25/100 75

= 6.2

= 9.5

A = 38

A = 38

B = 40

B=9

N = 100

N = 100

EF = 38*40/100

EF = 38*9/100

= 15.2

= 3.42

A = 38

A = 38

B = 16

B = 10

N = 100

N = 100

EF = 38*16/100

EF = 38*10/100

= 6.08

= 3.8

Solution: O 15

E 15.5

O-E -.5

(O –E)2 .25

(O –E)2 / E .016

24

24.8

-.8

.64

.025

6

5.58

.42

.17

.030

10

9.92

.08

.006

.000 76

7

6.2

.8

.64

.10

10

9.5

.5

.25

.26

16

15.2

.8

.64

.04

3

3.42

-.42

.18

.05

6

6.08

-.08

.0064

.000

3

3.8

-.08

.0064

.000

Total

.521

Degrees of freedom = (r-1) * (c-1) = (5-1) * (2-1) =4*1 =4 Degrees of freedom = 9.49 Calculated value < chi square table = .46 < 9.49

Hence the calculated value of Ψ 2 is less than the table value.

Null Hypothesis: The null hypothesis is accepted. Result: There is no relationship between the gender and satisfaction with the welfare facilities. Question: 1. Age 2. How do you feel about the welfare facilities provided in your company?

77

Null Hypothesis (Ho): There is no relationship between age and satisfaction level. Alternative Hypothesis (H1): There is relationship between the age and satisfaction level. TABLE 4.13 Age

Excellent

Good

Average

Poor

Total

PA method Below 25

8

10

7

3

28

25 – 35 yr

5

16

9

1

31

35 – 45 yr

3

9

13

4

29

Above 45

2

5

3

2

12

Total

18

40

32

10

100

A = 28

A = 28

B = 18

B = 40

N = 100

N = 100

EF = 28*10/100

EF = 28*40/100

= 5.04 A = 28

= 11.2 A = 28

B = 32

B = 10

N = 100

N = 100

EF = 28*32/100

EF = 28*10/100 78

= 8.96 A = 31

= 32.8 A = 31

B = 18

B = 40

N = 100

N = 100

EF = 31*18/100

EF = 31*40/100

= 5.58 A = 31

= 12.4 A = 31

B = 32

B = 10

N = 100

N = 100

EF = 31*32/100

EF = 31*10/100

= 9.92

A = 29

= 3.1

A = 29

B = 18

B = 40

N = 100

N = 100

EF = 29*18/100

EF = 29*40/100

= 5.22 A = 29

= 11.6 A = 29

B = 32

B = 10

N = 100

N = 100

EF = 29*32/100

EF = 29*10/100

= 9.28

= 2.9 79

A = 12

A = 12

B = 18

B = 40

N = 100

N = 100

EF = 12*18/100

EF = 12*40/100

= 2.16

= 4.8

A = 12

A = 12

B = 32

B = 10

N = 100

N = 100

EF = 12*32/100

EF = 12*10/100

= 3.84

= 1.2

8

5.04

2.96

(O –E)2 8.76

10

11.2

-1.2

1.44

.13

7

8.96

-1.96

3.84

.43

3

2.8

.2

.04

.01

5

5.58

-.58

.3364

.06

16

12.4

3.6

12.96

1.05

9

9.92

-.92

.8464

.085

1

3.1

-2.1

4.41

1.42

3

5.22

-2.22

4.93

.944

9

11.6

-2.6

6.76

.582

13

9.28

3.72

13.84

1.49

O

E

O-E

(O –E)2 / E 1.74

80

4

2.9

1.1

1.21

.13

2

2.16

-.16

.0256

.01

5

4.8

.2

.04

.008

3

3.84

-.84

.705

.18

2

1.2

.8

.64 Total

.533 8.802

Degrees of freedom = (r-1) * (c-1) = (4-1) * (4-1) =3*3 =9 Degrees of freedom = 16.19 Calculated value > chi square table = 8.802 <16.19 Hence the calculated value of chi square is less than the table value. Null Hypothesis: The null hypothesis is accepted. Result: There is no relationship between the age and satisfaction level of employees

81

WEIGHTED AVERAGE METHOD Question: Rate the following benefits of the better welfare facilities. Applying weights

5 points goes to the excellent 3 points goes to the Fair

4 points goes to the Good 2 points goes to the Poor

1 points goes to the Failure TABLE 4.14

82

Highl S.N

PARTICULARS

O.

y satisf ied

N

Av

o

er

N

t

Stro

ag

Sa

e

s

ngly

e

tisf

u

a

diss

ied

tr

ti

atisf

al

sf

ied

ie 1 2 3 4 5 6 7

Increased efficiency Increased Moral Better HR relation Better Organization climate

35 24 20

21 15 13

26 12 17

d 12 26 29

24

23

10

15

28

Adaptability to change Higher job satisfaction Higher Motivation

22 24 29

45 28 16

11 15 10

6 20 23

16 14 22

6 23 21

Increased efficiency = (35*5) + (21*4) + (26*3) + (12*2) + (6*1) = 175+84+78+24+6 = 367 / 100 = 3.67 Increased Moral = (24*5) + (15*4) + (12*3) + (26*2) + (23*1) = 120+60+36+52+23 = 291 / 100 = 2.91 83

3.67 2.91 2.82 3.00 3.51 3.31 3.07

Better HR relation = (20*5) + (13*4) + (17*3) + (29*2) + (21*1) = 100+52+51+58+21 = 282 /100 = 2.82 Better Organization climate = (24*5) + (23*4) + (10*3) + (15*2) + (28*1) = 120+92+30+30+28 = 300 /100 = 3.00 Adaptability to change = (22*5) + (45*4) + (11*3) + (6*2) + (16*1) = 110+180+33+12+16 = 351/100 = 3.51 Higher job satisfaction = (24*5) + (28*4) + (15*3) + (20*2) + (14*1) = 120+112+45+40+14 = 331/100 = 3.31 84

Higher Motivation = (29*5) + (16*4) + (10*3) + (23*2) + (22*1) = 145+64+30+46+22 = 307 / 100 = 3.07

particular

Aver

Rank

age 3.67 2.91 2.82 3.00

1 6 7 5

Adaptability to

3.51

2

change Higher job

3.31

3

satisfaction Higher Motivation

3.07

4

Increased efficiency Increased Moral Better HR relation Better Organization climate

Result: From the table it is clear that 1st rank goes to the increased efficiency for the better welfare programs, 2nd rank goes to adaptability to change, 3rd rank goes to the higher job satisfaction, 4th

rank

goes to the higher motivation, 5th

rank goes to the better organization climate, 6th rank goes to the Increased morale, 7th rank goes to the Better HR relation.

85

Question: Give your agreement to the following outcomes as the result of better welfare facilities TABLE 4.15

86

NEITHE STRO S.N

PARTICULARS

O.

R

NGLY

AGR

AGREE

AGRE

EE

NOR

E

DISAG

STR DISA GRE E

REE 1 2 3 4 5

Increased productivity Increased sales Increased customer satisfaction Decreased turnover rate Decreased absenteeism

ONG Aver LY

age

DISA GRE E

46

22

10

15

7

26

35

22

13

5

12

15

24

23

26

17

13

20

29

21

10

15

23

24

28

Increased productivity = 46*5+22*4+10*3+15*2+7*1 = 230+88+30+30+7 = 385/100 = 3.85

Increased Sales = 26*5+35*4+21*3+31*2+5*1 = 130+140+63+26+5 87

3.85 3.64 2.64 2.76 2.55

= 364/100 = 3.64 Increased customer satisfaction = 12*5+15*4+24*3+23*2+26*1 = 60+60+72+46+26 = 264/100 = 2.64 Decreased turnover = 17*5+13*4+20*3+29*2+21*1 = 85+52+60+58+21 = 276/100 =2.76 Decreased Absenteeism = 10*5+15*4+23*3+24*2+28*1 = 50+60+69+48+28 = 255/100 = 2.55

PARTICULARS

Average

Rank

Increased

3.85

1

productivity Increased sales

3.64

2 88

Increased customer

2.64

4

satisfaction Decreased turnover

2.76

3

rate Decreased

2.55

5

absenteeism Result: From the table it is clear that 1st rank goes to the increased productivity from better welfare facilities outcome, 2nd rank goes to increased sales, 3rd rank goes to the increased customer satisfaction, 4th rank goes to the increased turnover rate, and 5th rank goes to the decreased absenteeism.

89

CHAPTER - 5

90

FINDINGS SUGGESTION & CONCLUSION

CONCLUSION

FINDINGS

91

➢ 55 % of the employees feel moderate about space and physical comfort in working place, 25 % of the employees fell good about space and physical comfort in working place, 20 % of employees feel its excellent . ➢ 26 % of the employees perceive strongly agree about they are provided with suitable training for development, 32 % of the employees perceive agree, 12 % of the employees perceive Neutral, 13 % of the employees perceive disagree, 17 % of the employees perceive strongly disagree ➢ 45 % of the employees feel the attitude of their supervisor/manager is friendly. 37% of the employees they arenormal, 15 % of employees are feel their supervisors are very strict. 3 % of people gave no comments on it. ➢ 86 % of employees are feel satisfied with the conveyance facilities provide to them. 14 % of people gave no comments on it. ➢ 10 % of employees declared that they have excellent canteen facility. 45 % of employees were declared that they good, 43 % of employees declared neutral rating, 2 % of people declared poor rating. ➢ 22 % of the employees feel excellent about Group Insurance scheme provided to them, 68 % of the employees feel good , 4 % of people feels about the performance appraisal process is poor. The rest 6 % of people are not commented on it.

92

More Welfare Facilities: ➢ All the employees (100%) prefer more welfare facilities for their career and life development. ➢ 47 % of the employees are dissatisfied with overall condition of all welfare facilities provided to them. 31 % of the employees satisfied. 12 % of the employees highly satisfied with existing welfare facilities. 10 % of the employee’s undecided about.

Benefits of the Welfare programs: ➢ It is inferred that, there are perceive increased efficiency,

35

respondents highly satisfied that their jobs require more welfare programs, 21 employees satisfied the statement, 26 respondents are belong to neutral 2 respondents dissatisfied the statement.6 respondents strongly Dissatisfied.

93

➢ Increased morale for 24 respondents highly satisfied that their jobs require suitable welfare programs, 15 employees satisfied the statement, 2 respondents are belong to neutral 26 respondents dissatisfied the statement.23 respondents strongly Dissatisfied. ➢ Better HR relation for 20 respondents highly satisfied that their jobs require welfare facilities, 13 employees satisfied the statement, 17 respondents are belong to neutral 29 respondents dissatisfied the statement.21 respondents strongly Dissatisfied.

➢ Better organization Climate for 24 respondents highly satisfied that their jobs require more welfare programs, 23 employees satisfied the statement, 10 respondents are belong to neutral 15 respondents dissatisfied the statement.28 respondents strongly Dissatisfied. ➢ Higher motivation for 29 respondents highly satisfied that their jobs require welfare programs, 16 employees satisfied the statement, 10 respondents are belong to neutral 23 respondents dissatisfied the statement.22 respondents strongly Dissatisfied Overall benefits of the Welfare program: ➢ 16.80% of the employees highly satisfied the beneficial welfare program, 20.2 % the employees satisfied the beneficial of welfare programs, 12.7 % of employees fall under the category of neither satisfied nor dissatisfied, 34 % of them dissatisfied the statements and only 10.40% of the respondents strongly dissatisfied. 94

Outcomes as the result of adequate and appropriate programs: ➢ It is inferred that, 46 respondents strongly agree that they are outcome as the result of adequate and appropriate welfare program there are increased productivity, 22 respondent are agree, 10 of them neither agree nor disagree the statement, 15 respondents are belong to disagree the statement, 7 respondents strongly disagree the statement. ➢ 26 respondents strongly agree that, outcome as the result of welfare program there are increased sales, 35 respondent are agree, 21 of them neither agree nor disagree the statement, 13 respondents are 95

belong to disagree the statement, 5 respondents strongly disagree the statement. ➢ 12 respondents strongly agree that outcome as the result of welfare program there are increased customer satisfaction, 15 respondent are agree, 24 of them neither agree nor disagree the statement, 23 respondents are belong to disagree the statement, 26 respondents strongly disagree the statement. ➢ 17 respondents strongly agree that outcome as the better welfare program there are decreased turnover rate, 13 respondent are agree, 20 of them neither agree nor disagree the statement, 29 respondents are belong to disagree the statement, 21 respondents strongly disagree the statement. ➢ 10 respondents strongly agree that outcome as the result of adequate & appropriate welfare program there are decreased absenteeism, 15 respondent are agree, 23 of them neither agree nor disagree the statement, 24 respondents are belong to disagree the statement, 28 respondents strongly disagree the statement. Overall outcomes as the adequate welfare program: ➢ It is inferred that, there are 22.2 % of the employees strongly agree overall the statements and 26.60 % the employees agree over all the statement, 24.40 % of employees fall under the category of neither agree nor disagree, 19.10 % of them disagree the statements and only 10.40% of the respondents strongly disagree. 96

SUGGESTION AND RECOMMENDATION

➢ Through adequate and appropriate employee welfare facilities system the employees to get the needful facilities to perform their work better ➢ Management should increase efficient of existing welfare measures. ➢ All the employees prefer the more adequate welfare programs for their career and life development. ➢ Management should have the satisfied working conditions. ➢ Management should adopt the efficient employee welfare programs. 97

CONCLUSION

It is the responsibility of the management to look after the total well being of the individual staff. A happy staff is an asset to the industry. There turns out more work. Total wellbeing includes two major factors, namely, Welfare facilities and working condition. It is the duty of the employer to take all possible steps to promote a correct attitude in the staff, to win their confidence and co-operation, and to make them, to put in their best into the work and to make them feel that they are having an essential link in the productive process There must be effective means of welfare programs to the staff. Employee services must be progressive work output.

98

APPENDIX To Study On Welfare facilities provided and degree of satisfaction achieved by the employees of Shri Shivasakthi Engineers thru ask.commerce Pvt. Limited Personal details Name Age

below 25

Sex

male

Marital status

single

25 -35yr

35 – 45 yr

above 45 yr

female married

99

Job title Department Education

Experience

below Diploma

below 2yr 10 -15 yr

2- 5 yr

Diploma

UG

5-10 yr

above 15yr

100

Above 45 3. How To Moderate Strongly Disagree 5. 6. Strict Agree Grim Normal Friendly 7. Dissatisfied Satisfied Poor Neutral Good Excellent What Are what satisfied do isextent agree disagree your you with do feel supervisor/manager you about conveyance agree Space the that Welfare (pickup/drop) and youattitude comfort facilities are provided towards (physical) provided facilities with you? in provided suitable inworking your to place ?

training for your development? you? organization?

8. How do you rate Canteen/food facilities provided while in job? 101

Excellent

Good

Average

Poor

9. Please rank the factors which gives motivation in work? Rightful promotion Deserved Increment Increased welfare facilities/program Improved self development

10. Do you need more welfare programs for your career and live development? Yes

No

11.Are you satisfied with the Existing welfare program? Highly satisfied

satisfied

Dissatisfied

Undecided

12. Rate the following benefits of adequate and appropriate welfare programs? 102

S. No

Particular

1

Increased efficiency

2

Increased morale

3

Better HR relation

4

Better organizational

Highl y satisf ied

satisf ied

Neutr al

Not sati sfie d

Highly not satisfied

climate 5

Adaptability to change

6

Attitudinal change

7

Highly job satisfaction

8

High motivation

13. Give your agreement to the following outcomes as the result of Better welfare programs in your company 103

Stron gly agree

S. No

Particular

1

Increased productivity

2

Increased sales

3

Increased customer

Agre e

Neutr al

Dis agr ee

Strongly disagree

satisfaction 4

Decreased turnover rate

5

Decreased Absenteeism

BIBLIOGRAPHY 1.

Aswathappa.K, Human resource and personnel management ,3rd edition, Tata

McGraw – Hill. 104

2. Arora P.N.,Arora.S., Statistics for management, S.Chand & company LTD, New delhi. 3. Bindrawar lal., Research methodology, ABD publications, jaipur, 2002. 4. Carvel, Fred j., Human relation in Business, Macmillan & co, New york 1973. 5. Dr.Gupta. C.B, Human resource management, sultan chand & sons, New Delhi. New age international (p) ltd publication, New delhi2004. 6. Ram Ahuja., Research methods, Ravat publication, New Delhi.

WEBSITES: www.employeewelfaremeasureguide.info www.inforambler.com www.successfulfactors.com

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