employee satisfaction final.doc

PROJECT REPORT

On

A STUDY OF EMPLOYEE SATISFACTION AT

CREMICA FOOD LIMITED.

**

Submitted to M D University Rohtak in partial fulfillment

of the requirements for the award of degree of

Master of Business Administration

2010-12

Submitted by:

Sweety KoharMBA (Hons) 4th SemEnrollment No. 7386

INSTITUTE OF MANAGEMENT STUDIES AND RESEARCH MD University ROHTAK

1

STUDENT’S DECLARATION

I Sweety Kohar Roll No. 7386 MBA(H) hereby declare that the Project Report entitled “A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LTD. ” is my original work & the same has not been submitted for the award of any other Degree, Diploma, Fellowship, or any other similar title or prizes of any other university. A presentation of the project report made on ___________________ & the suggestion as approved by the faculty.

Project Incharge: Signature of the Candidate:

Dr. DIVYA MALHAN SWEETY KOHAR

2

SUPERVISOR’S CERFICIATE

This is to certify that the project report entitled “A STUDY OF EMPLOYEE

SATISFACTION AT CREMICA FOOD LTD. ”submitted to the IMSAR, M.D.U., Rohtak

has been prepared by Sweety kohar, in partial fulfillment of the requirement for the award of

“MBA (Hons.)” Degree, which is carried out under my supervision and guidance. This has

not been previously submitted for the award of any diploma, degree or other similar title.

Signature of Supervisor

3

ACKNOWLEDGEMENTS

“People must have guidance in doing their work and know where to turn for help &

guidance”.

I express my sincere gratitude to our director sir for providing such an excellent atmosphere

in our campus. My over riding debt is to our teachers, project guide Dr. DIVYA MALHAN

(IMSAR.) for her extensive guidance, cooperation and support.

A special word of thanks to my family, friends and well wishers who egged me on to write

this report.

SWEETY KOHAR

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INDEX

TABLE OF CONTENTS PAGE NO.

TITLE PAGE………………………………………………………….1 STUDENT’S DECLARATION………………………………………2 SUPERVISOR’S CERTIFICATE………………………………….…3 ACKNOWLEDGEMENTS…………………………………………...4

CHAPTER 1 INTRODUCTION OF STUDY………………………………………7 RESEARCH METHODOLOGY…………………………………….12

OBJECTIVE OF THE STUDY… RESEARCH DESIGN… SAMPLE DESIGN… METHOD OF DATA COLLECTION…. DATA ANALYSIS… LIMITATION…..

CHAPTER 2LITERATURE REVIEW…………………………………………16CONCEPTSTARTING POINTSOURCE AND EFFECT OF STRESSSIGNIFICANCE

CHAPTER 3 PROFILE OF THE COMPANY…………………………………….22

CHAPTER 4 ANALYSIS AND INTERPRETATION…………………………….29

CHAPTER 5 CONCLUSION……………………………………………………. 51 RECOMMENDATIONS……………………………………………51 APPENDICES……………………………………………

5

QUESTIONNAIR………52 BIBLIOGRAPHY………56

CHAPTER 1

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INTRODUCTION

Welfare refers to a conditions of living of an individual or group in a desirable and

happy state of relation ships with the who economical and social, ecological welfare means

environment friendly existence, ecological balance pollution existence and proper sanitation.

Concept :-

The term welfare as it suggest the ideas, meanings and conditions such as the state of

well-being, health, happiness, prosperity, and the development of human resource. The

concept welfare can be approached from various angle; welfare has been described as a total

in order to establish the manpower their work and achievement of the organizational

objectives.

Thus manpower is a vital ingredient for the success of an organization, making the

task of good labour welfare system in organization and resources utilized of personnel

management.

The employees who join the organization today have different values and norms.

Their expectations are different and they are more competent and more informed than the

employees wee in the past.

While human resources can be great asset to the organization. They become problem

if the organization in not able to manage them properly .

Amenities will meet employee operation and leads to satisfaction. They are the

mirrors, which reflects the employee’s satisfaction

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Amenities include:

Restroom facility

Medical facility canteen facility

Leave travel concession

Education facility for employees and children

Hospital facilities

Uniform

Loans and advances facility

Bonus

Safety lockers

Transportation

Definition:

Employees welfare referred to as betterment work for employees, relates to taking

care of the well being of workers or employers.

Aim of employee welfare:-

From humanitarian point of view employees should be provide certain facilities and

amenities economic point of view, it is very essential as it improves the living and working

condition of employees and also increase productivity

Subject background of the study:-

Human resources department play a vital role in Indian modern society. One of the

main function of personnel management in industrial organization is to lay concentration on

welfare measures to be undertake. The management looks after employee’s right number and

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right kids. They must be stationed at the right place on one hand on the other hand meet their

genuine expectation of returns for the work accomplished by them. The personnel

management that deals with undertaking their needs and behavior must remember it.

Employee is an important aspect to boost up motivation for achieving organization goals.

The philosophy of a healthy organization is to establish employee safety measures and

welfare activities, which gives an opportunity for the workers to express thyeire social

responsiveness towards the welfare scheme offered to them. There is necessity to know how

labour welfare officer performs his duty in creating environment to boost of morale of the

people working in the organization. The different acts, rules and regulation prescribed by the

government to safeguard the welfare of the workers and to put them into force and if they are

not the reasons for not forces are clearly examined.

Manpower is otherwise termed as human resources. This consists of knowledge,

skills, creative ability and aptitude of the workforce of all the M’s namely materials,

machines. Money and motive power. The most important one is “M for Men or Human

Resources “.

Problems relating to inadequacy of welfare measure provided or lack of welfare

measures, sometimes both intramural and extramural are studies to find out the cause for such

problems and to evaluate solution to the problems. In the study of this project, great stress has

been laid on the impact of social responsibility and social responsiveness to stick out a

between economic power and social responsiveness.

“All activities o any enterprise are initiated and determine by the persons, who make

up the institution plans, offices, computers, automated equipment and all the make a modern

firm are unproductive expect for human components is the central and most important

because all depends how well it is done” – Cens is like.

Human resource may be through of as the total knowledge task, creative abilities,

talents and aptitude values, and aptitude of people who the organizations workforce.

A human resource needs to be utilized to the maximum possible extent in order to

achieve to active organizational and individual goals.

9

It is the most valuable asset of an organization in fact it is an economic resource

covering all human resource organized and unorganized, employed or capable of

employment, working at all level hence importance of human resources.

Human resources management is the planning, organizing, directing and controlling

of the procurement, compensation, integration, maintenance, specialization and separation of

human resources so as to accomplish individual group and social goals.

Effective management of manpower is the key to a successful organization. Since it is

the factor responsible for performing those activities essentials for accomplishment of the

organization goals. The dynamic nature of man poses a challenge to the task of personnel

management which over comes the dynamic and develops the potential of the economics,

resulting in maximum satisfaction in meeting some of their life’s contingencies and to meet

the social obligation of employees.

ORIGIN AND GROWTH OF EMPLOYEE WELFARE CONCEPT IN

INDIA

The transference of ruler population to the urban areas as a result of industrialization,

brought within certain sociological problems. Heaving the up rooted from their rural

mornings, the new class of employee required welfare service to be provided to them in new

surroundings so as to enable them to adopt to changing situation.

Original conceived as a humanitarian approach, the employer realized the value of

providing better working and living conditions to their employees. What was, therefore,

essentially a humanitarian approach in the initial stages, gave rise to utilitarian philosophy as

motivating force for providing welfare amenities to the working population.

The Indian national congress in its Karnataka session in 1931 demanded that the

organization of economic life in the country must confirm to the principles of justice and it

might secure a decent standard of living.

It also emphasized that the state should safeguard the interest of the industrial

employers and should secure for for them by suitable legislation a living wage, healthy

condition of work. Limited hours of suitable work, machinery for settlement of disputed

10

between employers and employee and protection against the economic consequence of old

age, sickness employment.

The need for adding welfare activities to the contractual relationship between employer and

the workers received attention in any country in the early state of industrialization. The state

had to intervene using its persuasive powers and / or by enforcing legislation. Our country

has been no exception to this process. Barring a few cases, employers were were not

generally inclined to accept the financial burden on account of welfare activities where they

did provided the amenities, it was more matter or paternalistic approach to labor rather than

recognition of workers needs.

The government of India started evincing interested in the welfare programmers

during the second world war. When they introduced scheme of labour welfare in their

ordinance, ammunition and other factories engaged in war production. The services of

reputed labour leader were availed for advising government on this important aspect the

workers life governments’ anxiety in those days was to take steps up the morale of the

employees played in these factories to help in the midst of political difficult situation.

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RESEARCH METHODOLOGY

OBJECTIVE

A STUDY OF EMPLOYEE SATISFACTION AT CREMICA FOOD LTD. ”’’

To know the strengths of the company and also those which can be daily to strength

the brand image.

RESEARCH DESIGN

A research design is the specification of methods and procedures for acquiring the

information needed. It is the overall operational pattern or framework of the project that

stipulates what information is to be collected from which source by what procedures.

Research design denotes the description of the research design. The aim was to collect

relevant information, which fulfill our requirement and can be analyzed at a later stage of

study without any problem. This was to be done in minimum expenditures and least efforts

and in a set period of time. For my research design I select ‘EXPLORATORY CUM

DESCRIPTIVE’

“TO STUDY THE EMPLOYEE SATISFACTION IN CREMICA FOOD LTD.’’. This

helped us in having enough provision for protection against bias and maximizes reliability.

SAMPLE PLAN

SAMPLE SIZE: Keeping in mind all the constraints the size of the sample of the

study was selected as 25.

SAMPLING UNIT:-

Company employees

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SAMPLING TECHNIQUE: - non probability –convenient sampling.

All the employee were taken into consideration. Research was conducted on clear

assumptions that the respondents would give frank and fair answers in a pragmatic

way and without any bias.

DATA COLLECTION

DATA COLLECTION METHOD

The methodology reveals the methods of data collection. There may be primary sources or

secondary sources of data collection.

COLLECTING SECONDARY DATA:

Study of secondary data gave me an insight into the problem into hand. It also provides

me with clues and helped in designing primary research. It provided us a more accurate

picture about the functioning of various service providers in this company

Extensive use of secondary information in the form of magazines, journals, newspaper

clippings, such as Business World, Business Today, Business India, Economic Times, etc.

COLLECTING PRIMARY DATA:

The objective of Primary data is formulated on the basis of research objectives. Objectives set

the guidelines and directions of research planning .

TELEPHONE INTERVIEW:

The telephone interview is used in lieu of personal interviews. It is used because information

has to be collected quickly and inexpensively.

QUESTIONNAIRES:

This method of data collection is quite popular, particularly in case of big enquiries. A

questionnaire is a method of obtaining specific information about a defined problem so that

data, after analysis and interpretation, results in a better appreciation of the problem.

13

In order to motivate respondents and to get best of the information from them, I was tried to

build questionnaire that is interesting, serve my objective, unambiguous and easy to complete

and is not burdensome. The aim was to enable ease in analysis and facilitate easy

classification of response to get meaningful outcome within acceptable limits.

Data Analysis:

a) Editing: - Data were edited at the spot as respondent were personally interviewed to ensure that they are complete, consistent and to the instruction.

b) Tabulation: - Both simple and cross- tabulation were done in The present study to find the effect of various personal; factors on the general attitude of respondents towards new products, preferences given by them to new product in their buying decision.

c) Graphic Presentation: - Bar Charts and pie-charts were used to present the facts and data in appropriate, neat and clean and good design form as far as possible.

PILOT STUDY:-

A pilot study was conducted prior to the start of the main survey to check the questionnaire and its communication power. A sample of respondents was taken on the basis of convenience sampling techniques from the different groups. On the basis of the answer given and time taken by the respondents, it was decided that they can easily understand it. So it was finalized. But the respondents belonging to rural background demand that questionnaire also should be in Hindi. So a Hindi Questionnaire is also framed for the sake of respondent’s convenience.

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LIMITATIONS

This research study was time bound and due to this only few topics were taken up for

study.

This research study was taken in a limited area only and findings may vary if the area

of study is increased or changed.

Some of the respondents might have been biased in their responses as such the analysis

could vary to some extent.

While analysis of data, some human errors could have been possible.

Sample drawn through convenience sampling, for student survey cannot be well

associated with the attributes of population.

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CHAPTER 2

16

INTRODUCTION

Employee satisfaction is essential to the success of any business. A high rate of employee

contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied

with their careers should be amajor priority for every employer. While this is a well known

fact in management practices, economic downturns like the current one seem to cause

employers to ignore it.

There are numerous reasons why employees can become discouraged with their jobs and

resign, including high stress, lack of communication within the company, lack of recognition,

or limited opportunity for growth. Management should actively seek to improve these factors

if they hope to lower their turnover rate.

Even in an economic downturn, turnover is an expense best avoided.

THE STARTING POINT

An employee who has no interest in his or her field, or the position in which he or she begins

in a job, may initially put forth his or her best effort. However, this employee will often

become bored with the work because there is no intrinsic motivation to succeed. Finding the

daily job

mundane reduces the individual’s desire to show up to work and to do the job well. In this

case, the employee may continue to come to work, but his or her efforts will be minimal.

In contrast, an employee may be entirely too overwhelmed to handle the position; the

responsibilities may prove to be too demanding.In an instance like this, the employee will

search for another position that offers the financial security he or she needs with job

characteristics that challenge them appropriately; thus increasing the initial company’s

turnover rate (Koslowsky & Krausz, 2002).\

THE SOURCES AND EFFECT OF STRESS is one of the leading causes of

employees’ discontentment with their job. Branham (2005) asserts that, “it seems clear that

one quarter

to one half of all workers are feeling some level of dysfunction due to stress, which is

undoubtedly having a negative impact on their productivity and the probability that they will

stay with their employers.” Stress can have many causes, including when companies cannot,

or will not, supply the tools necessary to produce or work efficiently while on the job.

17

This produces higher stress levels because these workers are expected to perform at certain

rates, yet they are unable to do so.

This results in lower productivity and higher turnover because quotas cannot be met by the

employees on staff. Knowing that management is able to provide the tools essential for the

position is crucial to the employee trusting the intentions of their employer.

Another source of stress is the now common practice ofemployers which attempts to cut costs

by eliminating positions anddisbursing the workload to other employees. The issue that arises

is thattasks will not be performed effectively or efficiently because the employees become

more concerned with having an overbearingworkload. Consequently, the efforts of these

employees fail to reach their own, or their employers’, standards.

These actions, and employee responses to them, result in employees who attempt to finish

incomplete work assignments during personal time, such as lunch breaks, in an effort to keep

their jobs (Branham, 2005). When a company expects their employees to perform outside

normal working hours, it detracts from those employees relaxation time. Personal time is

essential in maintaining relationships, personal wellbeing, and sanity.

The extra strain of needing to finish an unreasonable amount of work to keep the job

dramatically increases 3031 employee anxiety. Employees that struggle to finish their tasks

become less likely to attempt advancement and more likely to begin the search

for a new job elsewhere.

Those who do not attempt to complete all of the assignments are eventually terminated. The

termination of some employees also causes stress to the remaining employees. Those

remaining begin to wonder whether they are going to be the next people “on the chopping

block.” The excessive strain can have a very detrimental effect.

Employers that are untrustworthy are a burden to their employees and may cause stress.

Distrust can result from a variety of situations (Branham, 2005). Harassment, in any form,

may cause a new level of stress for the employee. It becomes increasingly difficult to do a

respectable job at work when one is consistently faced with an uncomfortable working

environment. This anxiety is caused by trying to avoid troublesome confrontations and

situations. Workers may agonize about the consequences they would face if the harassment

were to be reported, as well as the repercussions of not reporting it.

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OTHER SOURCES OF EMPLOYEE DISSATISFACTION

Dissatisfaction with the job may come from sources other than stress or poor fit between

employee and job. Employers that are deemed unethical by their workers may be viewed as

such because they appear to care exclusively about company revenues, rather than the

employees that are working for them.

This perception of an employer may lead to job dissatisfaction, and raise the company’s

turnover rate. Dissatisfaction may also arise, with the same result in turnover, when the work

environment fails to have any flexibility or any source of amusement for the employees; the

tone of the business will become stressful or tedious (Kaye & Jordan-Evans, 1999).

Lack of communication in the workforce is a major contributor to dissatisfaction. This is

usually the result of managerial staff that is isolated and does not know how to relate to their

employees on a personal or professional level (Branham, 2005). Bad communication leaves

employees feeling disconnected from the organization.

This is32 detrimental to the wellbeing of the company because when an employee feels

neglected, he or she will tend to perform at a lower level. This employee becomes unsure of

his or her position within the company, and wonders what his or her purpose is within the

workplace.

Employees may be unaware of how their performance measures up to that of their co-workers

and have no sense of how they can improve. Without communication, it becomes difficult for

employees to make any progress in their efficiency.

Employees want to know that their employers recognize theirachievements in the workplace.

They need to feel appreciated, as workers and as people (Branham, 2005). Often companies

become more focused on production and revenues, rather than with their employees, or even

their customers.

In the case of employees, the employees may rarely be praised for the quality of their

performance.

19

If a company does performance appraisals, the results may be given in such a harsh tone that,

rather than motivating an employee, it intimidates and an employee may feel uncomfortable

in the workplace, rather than encouraged to achieve more. It may be common for upper

management in some workplaces, to take the ideas of lower level employees lightly, which

leaves these employees feeling neglected and worthless. It becomes difficult for workers to

see a bright future while working for the company.

If and employee fails to see a future with the company, why would they work to produce

results? Those employees who do work well to support the company may not be compensated

for their efforts. Employers that choose to under-compensate know that these employees will

work hard of minimal pay, and these employers will compensate accordingly .

At the same time, the same employers will pay more to other employees who are not willing

to work for minimal compensation. This compensation disparity leads to dissatisfaction

because eventually the hard worker will notice that he or she is not being compensated fairly

for the amount of work they are doing, and will begin searching for another company that

will appreciate his or her labor.

Finally, failure to provide employees with opportunities to grow within the company results

in employee frustration. Barriers within the company may prevent some employees from

reaching their full potential (Branham, 2005). Such barriers may include favoritism of certain

employees or company policies requiring hiring from outside the company.

WHY SHOULD AN EMPLOYER CARE?

It is important that employers care about the happiness of theiremployees. Recent statistics

show that throughout their careers, American workers hold an average of eight jobs

(Rudman, 2003). The rate of turnover because employees are unhappy is alarming.

Even is an economic downturn, employers must spend an enormous amount of money

recruiting new employees, going through the hiring process, and finally training new

employees. Dissatisfaction has many negative side effects for the company, while satisfaction

results in a much better retention rate.

The effects of dissatisfaction that results in an employee’s withdrawal from job and company

can range from mild to severe. Tardiness, in showing up for work and coming back from

breaks, shows a lack of interest by the employee for his or her responsibilities.

20

CHAPTER 3

21

PROFILE OF THE COMPANY

The CREMICA Group, a widely diversified food products company from India, is an

acknowledged frontrunner in both food retailing and food services industry. Established

as a small enterprise by Mrs. Bector, a passionate food enthusiast, three decades ago, the

group has today metamorphosed into a huge food products conglomerate.

The Group has been constantly setting benchmarks for the food processing industry

through its incomparable products, innovative flavours and fillings, internationally

certified production facilities, consistent quality and unmatched expertise.

This coupled with the group’s commitment to healthy eating has enabled it to emerge as a

preferred consumer brand and a leading supplier to Indian and global food majors.

CREMICA has emerged as India’s largest player in the food services business through its

unparalleled expertise in product development, ingredient substitution and product

customization. With an extensive industry experience spanning three decades, CREMICA

today serves as a one-stop solutions provider to all the leading food service chains, food

retail chains, hotels groups and airlines in the country.

CREMICA assists its customers succeed in the marketplace by helping them develop new

products, substitute ingredients with local alternatives and reformulate existing products.

The company’s value proposition lies in the fact that it can deliver better quality products

at the same price.

Its core competence in this business arises from its extensive product development and

R&D capabilities, its team of experienced food technologists and its plants, which are

specifically designed for food service applications.

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CREMICA’s Key Innovations in the Food Services Business

Developing Vegetarian Burgers and Vegetarian Mayonnaise for McDonalds

Creating Imli and Mint Chutneys for McDonalds

Creating the Makhni Gravy for Pizza Hut

Developing Curry Bread for McDonalds

Developing types of Choco Sauces

Ingredient substitution for Syrups at BARISTA

Evolving solutions for the Soft Serve industry

Development of a variety of retail and institutional packaging options.

Cremica’s Customers

23

http://www.mrsbectorfoods.com/our_customer.html

INTRODUCTION

History of Bread

Bread is one of the oldest prepared foods. Evidence from 30,000 years ago in Europe

revealed starch residue on rocks used for pounding plants.[2] It is possible that during

this time, starch extract from the roots of plants, such as cattails and ferns, was spread

on a flat rock, placed over a fire and cooked into a primitive form of flatbread.

Around 10,000 BC, with the dawn of the Neolithic age and the spread of agriculture,

grains became the mainstay of making bread. Yeast spores are ubiquitous, including

the surface of cereal grains, so any dough left to rest will become naturally leavened.

[3] There were multiple sources of leavening available for early bread. Airborne

yeasts could be harnessed by leaving uncooked dough exposed to air for some time

before cooking. Pliny the Elder reported that the Gauls and Iberians used the foam

skimmed from beer to produce "a lighter kind of bread than other peoples." Parts of

the ancient world that drank wine instead of beer used a paste composed

of grape juice and flour that was allowed to begin fermenting, or wheat bran steeped

in wine, as a source for yeast. The most common source of leavening was to retain a

piece of dough from the previous day to use as a form of sourdough starter.[4]

A major advance happened in 1961 with the development of the Chorleywood bread

process, which used the intense mechanical working of dough to dramatically reduce

the fermentation period and the time taken to produce a loaf. The process, whose

high-energy mixing allows for the use of lower protein grain, is now widely used

around the world in large factories. As a result, bread can be produced very quickly

and at low costs to the manufacturer and the consumer.

Recently, domestic bread machines which automate the process of making bread have

become popular.

24

http://en.wikipedia.org/wiki/Bread_machine

http://en.wikipedia.org/wiki/Fermentation_(food)

http://en.wikipedia.org/wiki/Chorleywood_bread_process

http://en.wikipedia.org/wiki/Chorleywood_bread_process

http://en.wikipedia.org/wiki/Bread#cite_note-3

http://en.wikipedia.org/wiki/Bread_starter

http://en.wikipedia.org/wiki/Yeast

http://en.wikipedia.org/wiki/Wine

http://en.wikipedia.org/wiki/Grape

http://en.wikipedia.org/wiki/Iberians

http://en.wikipedia.org/wiki/Gauls

http://en.wikipedia.org/wiki/Pliny_the_Elder


http://en.wikipedia.org/wiki/Cereal

http://en.wikipedia.org/wiki/Neolithic


FACILITIES PROVIDED FOR THE EMPLOYEES

WELFARE FACILITIES

I. INDUSTRIAL CANTEEN

Under the factories Act, 1948 it is statutory requirement of the employer to provide the necessary canteen facilities where more than 100 workers ordinarily employed in any one day of the proceeding 12 month in the factory. The canteen has to be run on No loss and No profits basis.

II. REST ROOM / LUNCH ROOM

As a statutory requirement under the Factories Act, we are providing Rest room/ Lunch Room for the employees.

III. HOSPITAL

To take care of the health of employees and their families members, the hospital is well equipped with X – Ray, Laboratory facilities with 2 Medical Officers and 7 paramedical staffs are providing service to the employees and their families. Once in fortnight specialist are called for the consultation and treatment.

Ambulance service is provided during the emergencies.

IV. BASIC FACILITIES:

Drinking water, washing and toilet facilities provided for the employees in various locations in the plant.

V. CLUB

a) Objectives of the club:

To provide recreational facilities and amenities to its members To make available for the members to display and their literary interest, skills,

sports, social traits and other activities.

b) Activities:

Conducting various cultural programmes

25

Conducting various sports and games To increase literary knowledge conducting various competitions for residents. Library facilities Facilities for playing indoor and outdoor games. Celebration of National & State festivals.

VI. BIRTHDAY GIFT

On the occasion of employees birthday as a token of love and affection management is presenting a gift with greeting card for the employees.

VII. MEDICAL EXAMINATION:

As a statutory requirement all the employees should undergo medical examination once in a year. Accordingly a detailed schedule is chalked out and advised the employees to go for a medical examination in our dispensary. During the course of medical examination if any employee found to be suffering from any disease/ ailment will be advised to go for proper treatment.

This helps the employees to take preventive care on certain health problems.

VIII. UNIFORM AND PERSONAL PROTECTIVE EQUIPMENTS:

a) Uniform

The company will provide every year two pairs of uniforms to all permanent and contractor’s workmen who are working in packing plant & gypsum unloading.

All the employees are provided similar quality of uniforms.

b) Safety shoes

A pair of safety shoes is provided to the employees every year.

c) Raincoat and gum boot :

Once in three years all the employees are provided a raincoat and gumboot.

d) Helmet:

Once in two years helmet is issued to the employees. As an exceptional cases helmet will be provided after the certification of the Safety Department.

TRANSPORT FACILITIES:

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Taxi facilities also available on chargeable basis for the employees.

IX. GARDEN:

Company has a separate wing for the developing and maintaining of garden in the colony. In various locations company has developed parks. Company has developed Public Garden for the colony residents and installed

various entertainment facilities for the children.

27

CHAPTER 4

DATA ANALYSIS AND INTERPRETATIONTable 1

28

Table showing the satisfaction about the quality of Food provided in the

canteen

SI. No. ResponsesNumber of

respondents

Percentage of

responds

1 Highly Satisfied 4 15

2 Satisfied 16 65

3 Neutral 5 20

4 Dissatisfied 00 00

5 Highly dissatisfied 00 00

Total 25 100

Percentage of respondent

1No. of Respondents

Interpretation:

From the above table we can find that the quality of food is satisfactory. 65% of people are

satisfied, 15% people are highly satisfied and only 20% people have neural opinion.

Table 2

Table showing the satisfaction towards hygiene

29


respondentsPercentage of

responds

1Highly Satisfied

11 45%

2 Satisfied 14 55%

3 Neutral 00 00%

4 Dissatisfied 00 00%

5 Highly dissatisfied 00% 00%

Total 25 100%


1

No. of Respondents

Interpretation:

From the 55% of the respondents are satisfied and 45% of the respondents are highly

satisfied to the hygiene in the canteen.

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Table 3

Table showing the satisfaction towards Hospital facilities/ Medical facilities provided by the

company



responds

1 Highly Satisfied 4 15

2 Satisfied 18 75

3 Neutral 00 00%

4 Dissatisfied 3 10

5 Highly dissatisfied 00 00%

Total 25 100%


1

No. of Respondents

Interpretation:

Majority of the respondents i.e., 75% satisfied and 15% of the respondents are highly

satisfied and only 10% of respondents are dissatisfied.

31

Table 4

Table showing the satisfaction toward basic facilities



responds

1 Highly Satisfied 13 50%

2 Satisfied 9 35%

3 Neutral 3 10%



Total 25 100%Percentage of respondent

1

No. of Respondents

Interpretation:

From the above table it is clear that half of the respondents are highly satisfied and remaining

35% respondents are satisfied and 10% respondents are dissatisfied.

Table 5

32

Table showing the satisfaction towards education facility provided by the company



responds


2 Satisfied 13 60%

3 Neutral 00 00%



Total 25 100%


Interpretation:

From the above table, we can say that more than half of the respondents told that they are

satisfied and remaining 40% respondents are highly satisfied.

Table 6

Table showing the satisfaction towards relation of supervisor in the company

33



responds


2 Satisfied 13 60%

3 Neutral 02 05%



Total 25 100%


Interpretation:

From the above table it is clear that 60% of the respondents are satisfied, 35% of the

respondents are highly satisfied and remaining 5% respondents have neutral opinion.

Table 7

Table showing the satisfaction of employees towards birthday gift provided by the company



responds

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2 Satisfied 12 40%

3 Neutral 00 00%



Total 25 100%


Interpretation:

It is clear that more than then half of the respondents i.e., 60% are highly satisfied and

remaining 40% are satisfied with Birthday gift.

Table 8

Table showing the satisfaction towards Transport facility provided by the

company

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SI. No. GenderNumber of


responds


2 Satisfied 14 65%

3 Neutral 00 00%



Total 25 100%


Interpretation:

From the above table majority of the employees responded that Transport facility provided is

satisfactory .

Table 9

Table showing the satisfaction towards commercial establishment provided

by the company



responds

36


2 Satisfied 42 40%

3 Neutral 00 00%



Total 25 100% Percentage of respondent

Interpretation:

Most of the employees responded that they are satisfied in incentivesprovided by the

company.

Table 10

Table showing satisfaction towards Community development provided by the company.



responds


2 Satisfied 11 45%

37

3 Neutral 2 10%



Total 25 100%


1

Percentage of respondents

Interpretation:

From the above table 45% are satisfied, 30% are highly satisfied and 10% have neutral

opinion and 15% are dissatisfied.

Table 11

Table showing response towards recreational facilities provided by the company.



responds


2 Satisfied 11 45%

3 Neutral 00 00%

38



Total 25 100%


1


Interpretation:

From the above table, we can say that 50% are highly satisfied and 45% are satisfied and 5%

are dissatisfied .

Table 12

Table showing response towards Provident fund facility provided by the company.



responds


2 Satisfied 12 50%

3 Neutral 01 05%


39


Total 25 100%


1


Interpretation:

From the above table it is that 45% respondents are highly satisfied, 50% are satisfied and 5%

people have neutral opinion..

Table 13

Table showing response towards Rest room & Lunch room provided facility by the

company.



responds


2 Satisfied 11 45%

3 Neutral 3 10%


40


Total 25 100%


1


Interpretation:

From the above, we can that 40% are highly satisfied and 45% are satisfied and 10%

respondents have neutral opinion, 5% are dissatisfied regarding Rest room & Lunch room .

Table 14

Table showing response towards First Aid Facilities in the company



responds


2 Satisfied 18 75%

3 Neutral 00 00%



41

Total 25 100%



Interpretation:

From the above table it is clear that 70% respondents are highly satisfied 30% are highly

satisfied with firs aid facilities in the company.

Table 15

Table showing response towards Gym facility in the company



responds


2 Satisfied 16 65%

3 Neutral 00 00%



Total 25 100%

42


1


Interpretation:

From the above, we can say that more than half of the respondents are satisfied and 35% of

people are highly satisfied .

Table 16

Table showing response towards Annual Health Checkup in the company



responds


2 Satisfied 14 55%

3 Neutral 00 00%



Total 25 100% Percentage of respondent

43

1


Interpretation:

Less than half of the respondents are highly satisfied and more than half of the respondents

are satisfied with the annual health checkup in the company.

Table 17

Table showing response towards Treatment of Accident and Injury in the company



responds


2 Satisfied 18 70%

3 Neutral 02 05%



Total 25 100%


44

Interpretation:

70% of the respondents are satisfied and 20% of the respondents are highly satisfied and 5%

of the respondents have neutral opinion.

Table 18

Table showing opinion about loans And advances provided by the company



responds


2 Satisfied 13 55%

3 Neutral 3 10%



Total 25 100%


45

1


Interpretation:

35% of the respondents are highly satisfied and 55% of the respondents are satisfied, and

10% have neutral opinion. About loan facilities.

Table 19

Table showing response towards uniform & personal protective equipment provided by the

company



responds


2 Satisfied 10 40%

3 Neutral 01 05%



Total 25 100%


46

Interpretation:

55% 0f the respondents are highly satisfied and 40% of the respondents are satisfied and 5%

have neutral opinion.

Table 20

Table showing opinion about Family Health Plan provided by the company



responds


2 Satisfied 10 40%

3 Neutral 4 15%



Total 25 100%


47

Interpretation:

From the above table it is clear that 45% of respondents are highly satisfied, and 40% of the

respondents are satisfied and 15% have neutral opinion.

FINDINGS

Canteen facility, Medical facility provided by the company is satisfactory.

The facility like loan and advances, staff product purchase, provided by the company

are good.

Providing birthday gift to the employee is good..

Regarding overall satisfaction towards welfare measures, the response is good.

Most of the respondents responded that the taste of food provided by the company is

satisfactory.

Satisfaction towards basic facilities response is satisfactory.

Most of the employees response towards education facility is very good.

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The opinion of the employees regarding the gym facility is good.

Transport facility provided by the company is satisfactory.

The employee respondent on commercial establishment is good.

Co-operative society provided by the company is very good.

The facility of community development is also good.

The facility of rest room &lunch room facility is good.

Most of the respondents responded that annual medical checkup is good.

Remaining employees showed neural opinion in accident and injury facility and in

ambulance facility.

The staff product purchase scheme and leave facility, transport facility, family health

plan provided by the company are good.

Most of the respondents showed their satisfaction towards safety measures provided

by the company is very good..

49

CHAPTER 4

CONCLUSION

All the statutory and non-statutory measures are provided to employees as per the

standard measures, which improves employee’s satisfaction and increase productivity.

Any organization success and growth depends on employees. The company may have

rich resources of capital, material, infrastructure, machines and technology but if the

50

quality of manpower is not good, the organization cannot succeed. Employee welfare

plays a vital role in every organization. An the quality and productivity of manpower

depends on the welfare measures provided by the organization.

By conducting this study I have acquired and in-depth knowledge regarding employee

welfare and how it contributes towards organizations success. I would like to conduct a

further deep study in employee welfare if I get an opportunity. This study is very helpful

for may career in HR field.

RECOMMENATIONS

The company may consider taking necessary steps in improving variety of items in the

and hygiene.

Company can also set up more sports, cultural activities and family get together witch

improve employee satisfaction and productivity.

Provide a chance in open house meeting to employees to express their views.

Extra hours worked can be rewarded with over time.

Proper care should be taken when employee working in dangerous machine.

The facility of washroom must be improved.

APPENDICES

QUESTIONNAIRE

1. How do you rate the quality of food provided in the canteen?

Highly satisfied [ ] Satisfied [ ]

51

Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

2.How do you rate the hygiene level in the canteen? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

3.How do you rate the Hospital facilities/medical facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

4. How do you rate basic facilities (I,e. Drinking water, Washrooms,) provided by the company?

Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

5. How do you rate the education facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

6. How do you rate the relation of supervisor in the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

7.How do you rate the Birthday gift provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

52

8. How do you rate the Transport facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

9. How do you rate the Commercial establishment (I,e Telephone booth, post office,flour mill)provided by the company?


10. How do you rate the community development measures taken by the company?


11. How do you rate the recreational facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

12. How do you rate the provident facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

13. How do you rate the rest room& lunch room facilities provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

14.How do you rate the first aid facilities provided by the company?

53


15. How do you rate the gym facilities provided by the company?


16. How do you rate the annual health checkup in the company?


17. How do you rate co –operative society provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

18. How do you rate the loans & advances provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ]

Highly dissatisfied [ ]

19. How do you rate the uniform & personal protective equipment provided by the company?


54

20. How do you rate family health plan faciliies provided by the company? Highly satisfied [ ] Satisfied [ ] Neutral [ ] Dissatisfied [ ] Highly dissatisfied [ ]

BIBLIOGRAPHY

Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley

Inernational Ltd.,2005

55

Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing House,

2002.

Raom V.S.P Human Resource Management – Text & Cases, New Delhi, Excel

Books, 2003.

Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance Learning,

April, 2002.

Stephen P. Robbins, Organizational Behaviour, New Delhi, Prentice Hall of

India, 1989.

Web site

www.mrsbectorfoods.com

www.google.com

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