Project of Banu priya muthu

EMPLOYEES WELFARE MEASURES

1. INTRODUCTION:

Human resource may be defined as the total knowledge, skills, creative ability, talents and
aptitudes of an organizations’ work force, as well as the values, attitudes, approaches and
beliefs of the individuals involved in the affairs of the organizations. It is sum total or
aggregate of inherent abilities, acquired know ledged and skills represented by the talents and
aptitudes of the persons employed in the organizations.

The human resources are multidimensional in nature. From the national point of view, human
resources may be defined as know ledged, skills, creative abilities, talents and aptitudes
obtained in the population; whereas from the point of individual enterprise, they represent the
total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitudes of its employees.

1.1Introduction and Meaning of HRM:

HRM is concerned with getting better results with the collaboration of people. It is an integral
but distinctive part of management, concerned with people at work and their relationship
within the enterprise.HRM helps in attaining maximum individual development, desirable
working relationship between employees and employers and effective modeling of human
resources as contrasted with physical resources. It is the recruitment, selection, development,
utilization, compensation and motivation of human resources by the organization.

Human resource management is the sense of getting things done through people. It’s an
essential part of every manager’s responsibilities but many organizations find it advantageous
to establish a specialist division to provide an expert service dedicated to ensuring that the
human resource function is performed efficiently.

SRI AUROBINDO FIRST GRADE COLLEGE FOR WOMEN 1


Definition of HRM:

The HRM “refers to the philosophy, policies, procedures and practices related to the
management of people within an organization”.

-Wendell L French

HRM is” a process consisting of acquisition, development, motivation and maintenance of
human resource”.

-David A.Decenzo and Stepen

Features of HRM:

 HRM is concerned with employees both as individuals and as a group in attaining
goals.

 It is concerned with the development of human resource.

 Human resource management covers all levels (low, middle and top) and categories
(skilled, unskilled, technical, professional, clerical and managerial) of employees.

 HRM is a continuous and never ending process.

 It aims at attaining the goals of organization, individual, society in an integrated
approach.

 Organization goals may include survival, growth and development in addition to
profitability, innovation, excellence etc.,

 HRM is a responsibility of all line managers and a function of staff managers in an
organizations.HRM is a responsibility of all line managers and a function of staff
managers in an organizations.HRM is a responsibility of all line managers and a
function of staff managers in an organizations.



Objectives of HRM:

HRM objectives Supporting functions

Social objectives Legal compliance

Benefits

Union management relation

Organizational objectives HR planning

Employee relation

Selection

Training and development

Appraisal

Placement

Assessment



Scope of HRM:

The scope of HRM is very wide:

a. Personal aspects- This is concerned with man power planning, recruitment, selection,
placement, transfer, promotion, training, and development, layoff and retrenchment,
remuneration, incentives, productivity etc.,

b. Welfare aspect- it deals with working conditions and amenities such as canteens,
crèches, rest and lunch rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities etc.,

c. Industrial relations aspects- this covers union-management relations, joint
consultation, collective bargaining, grievance and disciplinary procedures, settlement
of disputes, etc.,

Functions of HRM:

The functions of HRM can be broadly classified into two categories, viz.,

a. Managerial functions

b. Operative functions

a) Managerial functions:

Managerial functions of personnel management involve planning, organizing
directing and controlling.

 Planning: It is a pre determined course of action. Planning is determination of
personnel programmes and changes in advance that will contribute to the organization
goals.

 Organizing: An organization is a means to an end. It is essential to carry out the
determined course of action. In the words of J C Massie, an organization is a
“structure and process by which co-operative group of human beings allocated its task



among its members, identifies the relationships and integrates its objectives towards
common objective.

 Directing: The next logical function after completing planning and organizing is the
execution of plan. The basic function of personnel management at any level is
motivating, commanding, leading and activating people. The willing and effective co-
operation of employees for the attainment of organizational goals is possible through
proper direction.

 Controlling: After planning, organizing, directing the various activities of the
personnel management. At this point the performance is to be verified in order to
know that the personnel functions are performed in conformity with the plans and
directions. Controlling also involves checking, verifying and comparing actions with
plans, identification of deviations if any and correcting of identified deviations.

b) Operative functions:

 Employment: It is operative function of HRM. Employment is concerned with
securing and employing the people possessing required kind and level of human
resources necessary to achieve the organizational objectives. It covers the functions
such as job analysis, HRplanning, recruitment, selection, placement, and induction
and orientation internal mobility.

 Human resource development: It is the process of improving, moldings and
changing the skills, knowledge, creative ability, aptitude, attitude, values and
commitment etc., based on present and future job and organizational requirements.

 Compensation: It is the process of providing adequate, equitable and fair
remuneration to the employees. It includes job evaluation , wage and salary
administration, incentives, bonus, fringe benefits, social security measures etc.,

 Human Relation: Practicing various human resources policies and programmes like
employment, development and compensation and interaction among employees create
a sense of relationship between the individual worker and management, among
workers and trade unions and management.



 Effectiveness of HRM: Effectiveness of various personnel and practices can be
measured or evaluated by means of organization health and human resource
accounting etc.,

Limitation of HRM:

 HRM approach is very usefully in creating work culture in organization but it still
suffers from certain limitations:

 HRM is of recent origin which lacks universally approved academic base.

 HRM lacks support from Top Management.

 HRM lacks proper implementation.

 Inadequate Development Programmes.

 Inadequate Informed.



1.2 INTRODUCTION TO EMPLOYEE WELFARE:

Human Resource is a resource like any other natural resource. It means that management
can get & use the skills, knowledge, ability etc., through the development of skills, tapping &
utilizing them again & again. HRM is that process of management which develops &
manages the human elements of enterprise. It is not only the management of skills but also
the attitudes & aspirations of people. When individuals come to workplace they come with
technical skills, knowledge, experience etc., but also with their personal feelings, perception,
desires, motives, attitudes, values etc., It is an approach in which manpower resources are
developed not only to help the organization in achieving its goals but also to the self-
satisfaction of the concerned person.

Definition:

According to Flippo, “HRM is the planning, organizing, directing & controlling of the
procurement, development, compensation, integration, maintenance & reproduction of human
resource to the end, that individual , organizational & societal objectives are accomplished.”

“EMPLOYEE WELFARE”

Employee in a broad sense is defined as a many hands or brainwork, which is undertaken
for a monetary consideration. Employee however is manifestly different from other factors
of production. Peculiar characteristics of employee have given rise to various employee
problems in all countries.

Indian employees mostly are migrants from rural areas. Since industry provides better
working condition and standard of living. People come to industrial towns and settle down in
urban areas. As a result majority of them are uneducated and hence they are not aware of the
responsibilities and duties towards the industry and thereby towards the nation. Therefore
employee training plays an important role in making the works, a useful factor of production.

The health of the workers is to immense importance not only for themselves but also in
relation to the general industrial progress of the country in India. The health of the workers is



adversely affected due to several reasons, such as unhealthy condition in the factories etc…
Hence it is absolutely essential that effective steps are taken to improve the health, safety at
work and welfare of industrial workers.

MEANING OF WELFARE;

Welfare is a broad concept referring to a state of living of an individual or a group in a
desirable relationship. Welfare means carrying or doing well. It is a comprehensive term and
refers to the physical, mental, morale and emotional well being of an individual.

DEFINITIONS

Employee welfare activities have been defined differently. In order to understand the
meaning of welfare activities two definitions are discussed here;

According to Employee Investigation committee;

“Anything done intellectual, physical, morale and economic betterment of the workers,
whether by employers, by government or by other agencies, over and above what is laid
down by law or what is normally expected on the part of the contractual benefits for which
workers may have bargained”

According to Committee on Employee Welfare;

Such services, facilities and amenities as adequate canteens, rest and recreation facilities,
sanitary and medical facilities, arrangement for travel to and fro, for the accommodation of
workers employed at a distance from their home and such other services, amenities and
facilities including social security measures as contributed to conditions under which workers
are employed.

FEATURES OF EMPLOYEE WELFARE

A discussion of above mentioned definitions brings out the following features of
employee welfare:-

Welfare activities may be undertaken inside the factory or its vicinity for the benefit
of workers and their families.



The welfare activities are over and above what workers are receiving under some act
or contract with the employer

The objective of welfare activities is to help the overall development of workers so
that they become more useful to the firm, society and nation. The emphasis is to
develop social, psychological, economic, moral, cultural and intellectual aspects.

Welfare activities may be performed voluntarily by progressive employers or under
certain statutory laws

Welfare activities are a wider concept covering from social security to recreation
facilities.

IMPORTANCE OF EMPLOYEE WELFARE:

There is no need to emphasize the importance of employee welfare. Everybody knows
that workers occupy an important place in a society. “Their employee helps to dig and haul
coal from the bowels of the earth; to fetch and refine oil, to build dams and reservoirs, to lay
pipes, canals, railway lines and roads. Their employee creates and transmits power and
through various phases of manufacturing, pattern, raw materials into finished products of
necessity as well as luxury.”

The importance of providing welfare facilities may be brought out of the following points:-

Improved industrial relations

Reduced employee turnover and absenteeism

Improved efficiency and productivity

Minimization of the incidence of social evils, alcoholism, gambling.

A healthy cheerful and confident looking of workers in the factory.



NEED FOR EMPLOYEE WELFARE

While the need for employee welfare may have been motivated by a humanitarian concern. It
is increasingly felt that it has become necessary for the employees own interest. Some of the
reasons are given as:-

 Welfare work being beneficial for the worker influences their sentiments and there is
conductive to the promotion of industrial peace

 Welfare measures like better housing co-operative societies, canteen, sickness and
maternity benefits, provident fund, gratuity and pension, educational benefits etc.,
tend to create a feeling of owners with the industry and contribute to motivation and
morale.

 Helps in checking employee turnover

 Welfare work is indicative of a changed and positive outlook on the part of the
employees.

 Improvement of the medical and moral health of workers results from reduction in the
incidence of social evils of industrialization. A healthy congenial working
environment encourages workers and consequently helps in improvement of
efficiency.

 There are various other social advantages as well as results from the improvement of
health and mental being of the worker.

Welfare Activities And Their Types:

The meaning of employee welfare may be clear by listing the activities and facilities,
which are referred to as welfare measures. Under the factories act 1948, welfare measures
include facilities for washing, storing and dying clothes, sitting, first aid, canteens, rest and
lunch rooms and crèche. According to KIMBAL & KIMBAL, welfare activities include:-

 Housing and home making assistance



 Provision for rest and recreation

 Educational assistance other than vocational training

 Financial betterment

A comprehensive list of welfare activities is divided into 2 broad groups namely:

 Welfare measures inside the work place

 Welfare measures outside the work place.

Each group includes several activities:

(A) Welfare Measures at Work Place:

1. Conditions of the work environment

2. Conveniences

3. Workers health services

4. Women and child welfare

5. Workers recreation

1. Conditions of the work environment:

Neighborhood safety and cleanliness: attention to approaches

Housekeeping; upkeep of premises- compound wall, lawns, gardens etc., aggress and
ingress, passages, and doors; white washing of walls and flow maintenance.

Control of effluents

Convenience and comfort during work i.e., Operatives, posture, and sitting
arrangements.

Workmen’s safety measures, i.e., maintenance of machines and tools, fencing the
machines providing guards, helmets, aprons, goggles and first aid equipments.



2. Convenience:

 Urinals and lavatories, wash basins, bathrooms, spittoons, waste disposal.

 Provision and care of drinking water, water coolers.

 Canteen services: full meal, mobile canteen.

(B) Welfare Measures outside the Work Place:

1. Housing: Bachelor’s quarters, family residences according to types and rooms.

2. Water, sanitation, waste disposal.

3. Roads, lighting, parks, recreation playgrounds

4. School-nursery, primary, secondary and high school

5. Market, co-operatives, consumers and credit societies

6. Banks

7. Transport

8. Communication: Post, Telegraph and telephone

9. Health and Medical services

The welfare activities mentioned above are theoretical. It is useful in this context, to know
which employee service have been provided by industrial establishment. Such knowledge is
necessary to our understanding of the extent of the implementation of the measures listed
above. Besides, it indicates whether the owners of factories have provided additional
measures, if any.



SCOPE OF EMPLOYEE WELFARE WORKS:

It is somewhat difficult to accurately lay down the scope of employee welfare work
especially because of the fact that labour class is composed of dynamic individuals with
complex needs.

 Conditions of work environment.

 Workers health services.

 Employee welfare programme.

 Employee economic welfare programme.

 Generate welfare work.

“According to factories act 1948 the welfare amenities provided under the act is given
below”.

In every factory there must be:

i. Washing facilities (u/s 42).

ii. Facilities for storing and drying cloths (u/s 43)

iii. Occasional rest for workers who all obliged to work standing (u/s 44).

iv. Medical facilities.

v. Housing facilities.

vi. Transport facilities.

vii. Educational facilities.

viii. First and boxes and cheap boards one for every 150 workers and ambulance facilities
if there are more than 500 workers (u/s 45).

ix. Canteens if employing more than 250 worker (u/s 46).



x. Shelter, rest rooms and lunchrooms if it employs over 150 workers (u/s 47).

xi. Crèche if employing more than 30 women (u/s 48).

xii. Welfare off icier if employing 500 or more workers (u/s 49).

xiii. Water supplies for drinking and washing purposes should be provided.

xiv. Rest rooms and lunch rooms.

xv. Notice of accidents.

xvi. Supply of milk or refreshments.

xvii. Compensation.



2. RESEARCH DESIGN

Research methodology:

Research is a careful investigation into facts. Research methodology is a way to
systematically solve research problem. It is a science of studying how research is done
scientifically.

Research design:

Meaning:

A research design is the arrangement of conditions for collection and analysis of data in
a manner that aims to combine relevance to the research purpose with economy in procedure.

Definition:

According to kerlinger research design “is the plan, structure and strategy of investigation
convinced so as to obtain answers to research questions and to control variance.

In this research report the researcher has undergone the descriptive research design i.e., those
study which are concerned with describing the characteristics of a particular project.

The descriptive research design is focusing on:

 Formulating the objective of the study.

 Designing the method of data collection

 Selecting the sample

 Collection of the data

 Processing and analyzing the data

 Reporting the findings



2.1 Title of the study:
A study on “Employees Welfare Measures” at Karnataka Soaps and Detergent Limited,
Bangalore.

2.2 Statement of the Problem:

In this present competitive scenario the organization has to give more importance to the
welfare measures in the organization. It leads to ensuring the functioning effectively and
efficiently.

The present study is undertaken to investigate the welfare measures and recommend the
suggestion that helps the companies to create an effective welfare measures.

2.3 Objectives;

i. To know the employee welfare facilities provided by the company

ii. To study the role of management towards the employee welfare measures.

iii. To know the level of employees satisfaction towards welfare measures.

iv. To give suggestions to improve the measures.

2.4 Scope of study

The scope of the study is to analyze and to evaluate the opinion on welfare measures adopted
KS & DL to find out the employees opinion about welfare measures and to give suggestions
for improvement.



2.5 Operational definition of the concepts used in the study:

 Human Resource Management:

The HRM “refers to the philosophy, policies, procedures and practices related to the
management of people within an organization”.

-Wendell L French

 Employee Welfare Measures:

According to Employee Investigation committee;

“Anything done intellectual, physical, morale and economic betterment of the workers,
whether by employers, by government or by other agencies, over and above what is laid
down by law or what is normally expected on the part of the contractual benefits for which
workers may have bargained”

2.6 Sampling Plan:

The target of the population for the study is the employees who are working in KS & DL.
The employees are randomly selected.

2.7 Sample size

This refers to the number of the items selected from the universe as the sample.
In this research work, the researcher collected the data from 50 samples by imparting random
sample method.

2.8 Data analysis:

The data collected are tabulated and classified as required statistical technique such as
percentages are used for analysis of present data, conclusions are drawn based on the
analysis.



2.9 Sources of the data

In this survey or study in order to meet the objectives of the study both primary and
secondary data were collected.

o Primary data:

Primary data are these which are collected freshly and thus happened to be original in
character. In this study the researcher used the instrument called questionnaire to collect the
information from the concerned population.

o Secondary data:

Secondary data are those that have already been collected by someone else. In this study the
researcher uses the below mentioned sources of secondary data i.e., books and website.

2.10 Limitation of the study

Frequent visit to various departments and collecting information was not possible

Interaction with employees or executives was very limited because of their busy work
schedule

Study was conducted under the assumption that the information given by the
respondents was correct.

The study is restricted only for one month.

Some of the respondents hesitated to give detailed information.

The sample size is limited, so the results can’t be generalized.

Thos study is limited only to KS & DL so it can’t be generalized to others.



2.11 Chapter Scheme:

Chapter-1: Introduction:

This chapter provides introduction to the study with the theoretical background of the report.

Chapter-2: Research Design:

This chapter defines the design of the study which includes the statement of the problem,
objectives, data sources & limitations of the study.

Chapter-3: Company Profile:

This chapter makes an attempt to give an overview of KS & DL.

Chapter-4: Analysis & Interpretation of data:

It includes analysis & interpretation of collected data through questionnaires.

Chapter-5: Summary of Findings, Suggestions & Conclusion:

It includes findings of the study & also some suggestion towards topic & concluded the study

Bibliography:

It is an insight on the sources of the data.

Annexure:



INTRODUCTION TO SOAP INDUSTRY:

Soap is one of the commodities, which have become an indispensable part of life of
the modern fantasy world. Since it is non-durable consumer goods, there is a large market for
it. The whole soap industry is experiencing changes due to innumerable reasons such as
government relations. Environment, toxicological allergy problems, increases in cost of raw
material etc.

The changing technology and even existing desire by the individuals and the
organization to produce a better product at a mere economical rate has also acted as Catalyst
for the dynamic process of change, more and more Soap manufactures are trying to capture a
commanding market share by introducing and maintaining acceptable products. The soap
industry in India faces a cutthroat Competition while multinational companies dominate the
market. They are also facing severe threat from dynamic and enterprising new entrances
especially during 1991-92.

Looking back at the history of soaps and detergents. Human kind knew about the soap 2000
year ago. Roman was known to have been considerable users of soaps and during the period
of Roman Empire state right was collected as sources of ammonium carbonate for cleaning
purpose.

In 17 AD when pliancy and Elder accidentally discovered the soap, when roasted meat
over flowed on the glow of ashes, this lump like product was soap that has forming and
cleaning character. Since then, the first commercial batch has made and marketed by M/s
Bristol soap marketers and had on in 1192 AD.

Then from 1662 AD the first patent for making soap was taken in London and old
consumption of Soap was said 2 Lakes tons per annum and it was in the year that even the
field in a big way.

Indian Soap industry has seen several ups and downs in the last 30 to 40 years in the year
1964, during the China was India faced severe shortage of fats due to foreign exchange crisis
again in the year 1975 due to severe crunch in India northwest soap, company established
first soap industry in 1887 at Merit.



Following the Swedish movement in 1905, few more factories set up and they were:

1. Mysore Government factory at Bangalore.

2. Gore Soaps in Bombay.

HISTORY OF KS AND DL:

India is a rich land of forest; ivory, silk, sandal, precious gems are magical charms of
centuries. The most enchanting perfumes of the world got their exotic spell with a twist of
sandal. The world’s richest sandalwood resource is from one isolated stretch of forests land in
South India that is Karnataka.

The origin of sandalwood and its oil in Karnataka, which is used in making of Mysore
sandal soaps, is well known as Fragrant Ambassador of India & Sandalwood oil is infact
known as “Liquid Gold”.

By the inspiration of his Highness Maharaja of Mysore late Jayachamarajendra
Wodeyar, the trading of sandalwood logs started which was exported to Europe and New
destinations, but with commencement of First world war India faced severe crisis on the
business of sandalwood.

This situation gave rise to start of an industry, which produces value added products
i.e., of sandalwood oil. His highness Maharaja of Mysore created this situation as an
opportunity by sowing the seed of the Government Sandalwood Oil Factory, which is the
present KS&DL. The project was shaped with the engineering skills and expertise of the top
level. Late Sir M.Visvesvaraya, the great Engineer who was the man behind the project.

Today’s famous Mysore sandal soaps credit goes to late Sri Sosale Garalapuri Shastri
who incorporated the process of soap making using sandalwood oil. He was an eminent
scientist in the field working at the Tata Institute, Bangalore. He was sent to England to
master the fine aspects of soap manufacturing.

The Maharaja of Mysore & Diwan Sir, M.Visvesvaraya established the Government
Soap factory during the year 1918. The factory was started as a very small unit near
K.R.Circle, Bangalore with the capacity of 100 tons P.A. in November 1918 the Mysore



sandal soap was put into the market after sincere effort and experiments were undertaken to
evolve a soap perfume blend using sandalwood oil as the main base to manufacture toilet
soap. The factory shifted its operation to Rajajinagar industrial area, Bangalore in july 1957,
where the present plant is located. The plant occupies an area of 39 acres ( covering Soaps,
detergents and fatty acid division), on the Bangalore-Pune Highway, easily accessible by
transport service and communication. Another sandalwood oil division was established
during the year 1944 at Shimoga, which stopped its operations in the year 2000 for want of
Natural Sandalwood.

This factory started at moderate scale in year 1916. The first product was washing soap
in addition to the toilet soap in the year 1918. The toilet soap of the company was made up of
sandalwood oil.

In 1950 Government decided to expand the factory in two stages. The first stage of
expansion was done to increase the output to700 tons per year and was completed in the year
1952 in the old premises.

The next stage of expansion was implemented in 1954 to meet growing demand for
Mysore sandal soap and for this purpose Government of India sanctioned license to
manufacture 1500 tons of soaps and 75 tons of glycerine per year. The expansion project
worth of Rs.21 lakhs includes the shifting of the factory to a newly laid industrial suburban of
Bangalore.

The factory started functioning in this new premise [ i.e., present one] 1st July 1957.
from this year onwards till date the factory had never looked back, it has achieved growth
and development in production scales and profits.

The industry has 2 more divisions one at Shimoga and another at Mysore where
sandalwood oil is extracted. The Mysore division started functioning from 1917 and only
during 1984 manufacturing of perfumed and premiere quality Agarbathis was started. Right
from the first log of sandalwood that rolled into the boiler room 1916, the company has been
single- minded pursuit of excellence. The project took shape with the engineering skills and
expertise of top-level team under the leader ship of Sir. M. Visvesvaraya, Prof. Watson and
Dr. Sudbrough. Like this soap factory was started as a small unit and now it has grown up to
a giant size.



Renaming:

On 1st October 1980, the Government Soap Factory was renamed as “Karnataka Soaps
and Detergent Limited” The Company was registered as a public limited company. Today
Company produces varieties of products in the toilet soaps, detergent, Agarbathies and
Cosmetics.

OBJECTIVES OF KS & DL: -

a. To serve the national economy

b. To attain self – reliance

c. To promote and uphold its image as symbol of traditional products

d. To promote purity and quality products and thus enhance age old – charm of
Sandalwood Oil

e. To build upon the reputation of Mysore Sandal soap based on pure sandal oil.

f. To maintain the brand loyalty of its customer.

g. To supply the products mentioned above at most reasonable and competitive rate.

Vision statement:

Keeping place with globalization, global trends and the state’s policy for using
technology in every aspect of governance.

Secure all assistance and prime status from Government of India, all technology
alliances.

Making available technology product and services at the most affordable price to the
people at large, in keeping with the policy of a welfare state.

Ensuring global presence of Mysore Sandal products while leveraging its unique
strengths to take advantage selective diversification.



Further, ensure Karnataka’s pre-eminent status as a proponent and provider of
technology services to the world, nation, other states public and private sectors.

Making all out efforts achieve reasonable profits.

Most importantly to earn the invaluable foreign exchange, both to the state and to the
country.

Mission:

 To serve the National economy

 To attain self-reliance.

 To promote uphold its image as marks of traditional products.

 To promote purity and quality products, and thus enhance age old charm.

 To build upon the reputation of Mysore Sandal Soap based on pure sandal oil.

 To maintain the Brand loyalty of its customers.



COMPETITORS OF KS&DL PRODUCTS AND SERVICES:-

The entry of new players in the soaps industry is expected to bring about a new twist in
the "Indian soap opera".

Innovation seems to be the main theme of the Indian soap industry in 2008. With the
entry of ITC, the stage is all set for a major tussle between the new entrant and existing
players in the Rs 6,500-crore branded toilet soaps sector in India.KS&DL is facing cut-throat
competition in national and international market. Some of its main competitors are:-

 M/S. Hindustan Uni Lever Ltd.,

 M/S. Godrej Soaps Private Ltd.,

 M/S. Proctor& Gamble

 M/S. Wipro

 M/S. Nirma Soaps Private Ltd.,

 M/S. Jyothi Laboratories



TRADEMARK OF KS & DL:

The “SHARABHA” The carving on the cover is the sharabha, the trademark of KS & DL.

The sharabha is a mythological creation from the “puranas” which has a body of a lion
and head of elephant, which embodies the combined virtues of wisdom and strength. It is
adopted as an official emblem of KS& DL to symbolize the philosophy of the company.

The sharabha thus symbolized a power that removes imperfections and impurities. The
maharaja of Mysore as his official emblem adopted it. And soon took its pride of place as the
symbol of the Government Soap Factory of quality that reflects a standard of excellence of
Karnataka Soaps and Detergent Limited.



SLOGAN:-

“Natural products with exotic fragrances”

KS & DL has a long tradition of maintaining the highest quality standard, right from the
selection of raw materials to processing and packing of the end product. The reasons why its
products are much in demand globally and are exported regularly to UAE, Bahrain, Saudi-
Arabia, Kuwait, Qatar, South America. The entire toilet soaps of KS & DL are made from
raw materials of vegetable origin and are totally free from animal fats.

Policy of KS&DL:-

a. Seek purchase of goods and services from environment responsible suppliers.

b. Communicate its environment policy and best practices to all its employees’
implications.

c. Set targets and monitor progress through internal and external audits.

d. Strive to design and develop products, which have friendly environmental impact
during manufacturing.

e. Reuse and recycle materials wherever possible and minimize energy consumption and
waste.



BIRDS EYE VIEW OF KS&DL:-

1918 – Government Soap Factory was started by Maharaja of Mysore and the Mysore
Sandal Soap was introduced into the market for the first time.

1950 - The factory output rose to 500 Metric Tons with the following modifications.

1. Renovating the whole premises.

2. Installing new boiler soap building plant and drying chamber.

1954 – Received license from Government to manufacture 1500 tons of soap and 75 tons of
glycerin per year.

1957 – Factory shifted its operation to Rajajinagar industrial area.

1974 – Mysore sales international limited was appointed as the sole selling agent, for
marketing its products.

1975 – Rs.4 Crores synthetic detergent plant was installed based on Italian technology by
Ballestra SPA.

1980 - On 1st October 1980 the Government Soap Factory was converted into a public sector
enterprise and renamed as

“Karnataka Soaps & Detergents Limited”.

1981 – a) Production capacity increased to 6000 tons,

b) Rs.5 Crores Fatty Acid Plant was installed.

1984 – Manufacturing of premium quality of Agarbathies at Mysore division.

1985 – Production capacity was raised to 26,000 M.Tons Per Annum. A large variety of toilet
soaps at attractive shapes, colors and fragrances introduced to meet the varieties & tastes of
consumers.

1992 – The company was registered with the Board for Industries and Financial
Reconstruction (BIFR), New Delhi in December for rehabilitation, as the company suffered
losses continuously since 1980 at its net worth fully eroded.



1996 – The BIFR approved the rehabilitation scheme in September & the Company stated
making Profits.

1999 – ISO-9002 Certificate for quality assurance in production, installation and Servicing.

2000 – ISO-14001 certificate pertaining to environmental management system.

2003 – The entire carried forward loss of Rs.98 Crores wiped out and in May BIFR, declared
the company to be out of its Purview. The Company is making profit continuously; It is
only State Public Sector unit that has come out of BIFR.

2004 – The ISO-9002 was upgraded to ISO-9001-2004, Quality Systems.

PRESENT STATUS OF THE COMPANY:

The company is mainly dependent on southern market. The product availability in
retail outlets particularly for Mysore sandal soap is almost comparable to any other similar
industries products in the premium segment in the south. Whereas in other parts like Eastern
& Northern markets penetration of KSDL product is relatively poor, which depends on the
company’s distribution structure, stockiest and field personnel strength.

With increased trust on distribution, the company does not foresee any problems to achieve
the projected sales through the redistribution package.

Further, the policy of Indian Government also sees the public sector enterprise enter the
industry in a large way there by making the products available to the consumers at reasonable
prices.Being located in the center in the southern part of Indian the Government Soap Factory
claims preferential treatment for expansion programme in view of availability of exotic
natural Sandalwood oil.



AN ISO-9002 COMPANY: -

KS & DL with a tradition of excellence of over eight decades is committed to customer
delight, through total quality management and continuous improvement through the
involvement of all employees. KS&DL has got ISO 9002 certificate.

To improve the quality management system and to facilitate TQM in the process of soap
and detergent, the management took decision to obtain ISO-9002 by end of March 1999.
Accordingly action plan was drawn and a committee was set up for the purpose during
October 1998 with a mission statement. The company gives initial training including
conducting employee’s awareness programme, document quality manual and quality system
procurement.

In this direction company obtained the guidance from Consultancies, Bangalore and
Bureau of Indian Standards, Bangalore. Accordingly, company standards registered for ISO
9002 by the end of March to the Bureau of Indian Standards. Obtained the certificate by the
end of March 1999 itself.

This id to project in the national and international market and also to improve the quality
of products offered to the consumers with the assurance of quality in the message. The
company got itself upgraded to ISO-9001-2004, Quality systems in the year 2004-05

ISO-14001:-

The company is located in the heart of the Bangalore city. The management of the
company took a decision to get the ISO-14001 and become model to other public sector for
the techniques used and also to other Government units to spread the message of maintenance
of environment.

ISO-14001 and ISO-9001 will facilitate to improve the corporate brands in the global
market and it will help the company to improve the profits, year after year on long-term basis.
The environment management system adopted in the company through this motive as
follows:

o Conservation of energy



o Conservation of Surrounding

o Conservation of resources.

Equipped with latest technology and backed by full-fledged quality control and R&D
support, KS&DL is marching confidentially ahead in the new millennium. The Company is
developing new products to meet the changing preferences of its customers



KS&DL has the Following Departments:-

1. Finance and Accounts Department:

Asst. General Manager (Finance & Accounts) is over all in charge of Accounts
Department of the Company with the assistance of AGM’s, Managers, Officers, Contract
Supervisors for proper maintenance of Company’s Accounts, Planning the funds
requirements, Budgeting, Auditing, Balance Sheet etc.

2. Human Resource Development &Administration Department:

Asst. General Manager (HRD) is over all in charge of Human Resources Department
of the Company with the assistance of AGM’s, Officer, Steno, & Staff for

a) Personnel Administration,

b) Employees Discipline,

c) Industrial Relations,

d) Employee Welfare

e) Training & Development.

1) Organize the HRD activities with proper allocation of work force.

2) Maintaining documents and data as per the requirement of ISO- 14001 and ISO-
9001.

3) Implementation of the Departmental Policies.

3. Research and Development Department:

General Manager ( R&D ) is over all in charge of Research & Development in the
Company with the assistance of AGM’s, Managers, Chemists,& Group workers for New
Product development, process improvement, alternative raw material search, cost reduction,
up gradation of existing products.



4. Quality and Assurance Department:

Asst. General Manager ( QAD) is over all in charge of Quality Assurances
Department in the Company with the assistance of AGM’s, Managers, Asst. Manager,
Officers, Shift, Chemists/ Trainee Chemists for Testing of enquiry samples, sampling and
testing of incoming raw materials, in process and intermediate products, testing of Final
products, Analysis of boiler water and effluent water, cosmetic raw materials, supervision of
process at various franchise centers and analysis of finished products, competitor soap
samples, customer complaint samples received from marketing department.

5. Materials & Stores Department:

Asst. General Manager’s ( Materials & Stores) is over all in charge of Materials
Department in the Company with the assistance of Managers, Asst. Manager, Officers,
Steno & Staffs for procurement to make available a balanced flow of raw materials,
chemicals, packing, Aromatics Chemicals, Essential, Oil &Fats, spare parts, capital goods
machinery & plant.

6. Production & Maintenance Department:

General Manager (Production) is over all in charge of Production & Maintenance,
activities of the Company with the assistance of DGM’s, AGMS, Managers, & Group
workers.

Arrangement of production activities in co-ordination & laisoning with Marketing
department, Materials, Stores, to achieve targeted production & up keep Plant & Machinery,
Utilities, and Estates

7. Marketing Department:

Marketing Department is responsible for achieving a set of Target, Sales & Collections
annually. The overall target will be distributed among 6 Branches & Export Department.
Targets will be allocated on the basis of each Branch performance in the preceding 3 years of
its turnover. It is the responsibility of each Branch Head to achieve the set of Sales &
Collection target fixed.



8. Projects and Management Information Department (MID):

Manager (MID) is over all in charge of MID of the Company with the assistance of
Staff for the following activities:-

1) Furnish the details of process loss in production department.

2) Furnish the details of Total production & down time details



PRODUCT MANUFACTURED BY KS&DL:-

TOILET SOAPS

NAME OF THE PRODUCT UNITS OF GRAMS

Mysore Sandal Soap 75, 125

Mysore Sandal Classic Soap 75

Mysore Sandal Gold Soap 75, 125

Mysore Sandal Baby Soap 75

Mysore Special Sandal Soap 75

Mysore Rose Soap 100

Mysore Sandal Herbal Care Soap 100, 125

Mysore Jasmine Soap 100

Wave Soap 100

Mysore lavender Soap 150

Mysore Sandal bath tablet 150

Mysore Sandal classic bath tablet 150

Mysore Jasmine bath tablet 150

Mysore Special Sandal tablet 150

Mysore Sandal rose tablet 150

Mysore Sandal Guest tablet 17



Mysore Sandal Soap:

Mysore Sandal Classic: Mysore Sandal Gold:



Mysore Sandal Soaps gift range:

GIFT RANGE

BT

SJR

06 IN 01

GOLD SIXER

THE SIX-IN-ONE GIFT PACK



Detergents:

NAME OF THE PRODUCT UNITS IN GRAMS

Mysore detergent powder 1000

Mysore detergent powder 500

Mysore detergent Cake 125

Mysore detergent cake 250

VALUE FOR MONEY DETERGENTS



Talcum Power:

NAME OF THE PRODUCT UNITS IN GRAMS

Mysore Sandal Talc 20, 50, 100, 300

Mysore Sandal Baby Talc 100, 200, 400



Agarbathis:

NAME OF THE PRODUCT
EXOTIC AGARBATHIS
Mysore Sandal Premium

Mysore Sandal Regular

Mysore Rose

Nagachampa

Suprabhatha

Mysore Jasmine

Parijata

Sir M.V.100

Bodhisattva

Venkateshwara

Durga

Ayyappa

Alif Laila

Meditation



BRANCHES OF KS&DL:

Bangalore- Pune highway, PB.NO.5531,

Rajajiagar, Bangalore-560055

Chennai- Peninsula apartments, 778

Flat-2C PH Road, Chennai.

Hyderabad 5-4-187/2/5 Mahatma Gandhi Road,

Ranigunji, Secunderabad.

Kolkata 154, Harish Mukherjee Road,

Kolkata – 700025

Mumbai 12/274 B.Duyan Sagar, R.S.K Bole sagar,

Dadar-(west),Mumbai-400025

New Delhi 8/33, II Floor, Sathbhawan School Marg,

WEA kargal bagh, New Delhi.



Certificate owned by KS&DL for the outstanding export performance:



EMPLOYEE WELFARE MEASURES AT KS&DL:

1. HOUSE RENT ALLOWANCE:

House rent allowance is payable to eligible employees who are borne on other regular
pay roles of the company and who are not provided with residential accommodation by the
company.

Every confirmed employee will be paid a certain sum towards house rent allowance.
Here the company is providing 20% of the basic wage & is paid to the employees as house
rent allowance.

2. TRANSPORT FACILITIES:

The present Bangalore branch doesn’t provide any buses to the employees who are
working in the organization but they are paying Rs 650 per month to all the employees in the
organization as transportation allowance. But it is having other branches like Mysore etc…
which are providing bus facility to the employees.

3. CANTEEN FACILITY:

Canteen has been established at this division as welfare measures of the employees by
considering the satisfactory requirements under the Factory Act for the convenience of
employees. These canteens serve Coffee, Tea, Tiffin, and Lunch. While items served in the
canteen are agreed to continue with the following existing rates without any changes and Rs
100 will be recovered from salary for the employees and for the staff members and for
executives Rs 80 per month will be recovered from their salary.

4. MEDICAL FACILITIES:

The existing domiciliary charge has been revised from Rs.400 to Rs.500 per month.
And the hospitalization charge has been revised from Rs.2000 to Rs.2500 & will be paid
yearly and it divided into Rs.208 per month separately.

Other than these facilities the company is paying to the employees and their
dependents Rs.500 per month.



5. SERVICE WEIGHTAGE BENEFITS:

All the confirmed employees of the organization will be paid service weight age benefit,
which is based on their respective grades.

Service of 6 months and above will be taken, as one year, and service below 6 months
would be ignored in the computation of total number of years of the granting service weight
age.

6. DEARNESS ALLOWANCE:

Dearness allowance is paid to the employees based on their basic pay. Variable
dearness allowances per month will be calculated once in a quarter on 3 months average cost
or basic wage.

7. EDUCATION ADVANCE:

The existing practice of the company is that it is providing grand one-month basic pay per
month as educational advance towards the education of the employee’s children to the level
of SSLC and above is abolished. It is agreed to pay one month’s basic pay plus dearness
allowance for an employee and must be recovered with 10 equal installments without any
interest.

8. FAMILY TRAVELLING ALLOWANCE:

The existing family traveling allowance stands for Rs. 1500 per annum which are paid
to the employees who are working in the organization.

9. CITY COMPENSATION ALLOWANCE:

The existing payment of the maximum of Rs.200 is raised to Rs. 300. The rate of city
compensation will continue at 5% on the basic wage subjected to ceiling of Rs.300.

10. SPECIAL ALLOWANCE:

The special allowance is being paid to the stenographers, storekeepers, cash-handling
people etc where they are paid Rs. 80 per month in addition to their basic wage.



11. SHIFT ALLOWANCE:

All the workmen posted to work only in second and third shift will be paid night shift
allowances as follows:

Second shift- 2.00PM to 10.00PM

Third shift- 10.00PM to 6.00AM

The second shift allowance stands revised from Rs.15 to Rs.25 and for the third shift
allowance is nothing but night shift Rs.35 per day.

12. FESTIVAL ADVANCE:

The company is agreed to enhance festival advance from Rs.2500 to Rs. 3000 per
annum, which is provided to all the employees who are working for the organization. It has to
be repaid in 10 installments without any interest.

13. ATTENDANCE BONUS:

It is agreed to continue the existing one-day basic wages. The existing rates stands revised
from Rs.50 to Rs. 65 per month. One-day basic wages or Rs. 60, whichever is higher, will be
paid.

14. FIRST AID ALLOWANCE:

The workers who are working in the organization will get 24 hours first aid facilities
and even the visiting doctor will be available at 1.00 PM to 4.00 PM daily except holidays
and at any time they have ambulance facilities.

15. SPECIAL ALLOWANCE TO HANDI CAPPED EMPLOYEES:

These workers are also getting all the types of benefits same as the remaining workers
are getting benefits in the organization.

16. FESTIVAL AND NATIONAL HOLIDAYS:

It is agreed to continue the existing 10 festival holidays and 3 national holidays. Future
it is agreed to increase the restricted holiday from one day to two days.



17. SPECIAL DISPENSATION ALLOWANCE:

The company is providing allowance for special diseases like cancer, kidney failure, heart
problems, brain problems etc where the treatment at government hospitals which are fully
paid to the employees and as well as dependents of them.

18. PROVIDENT FUND:

The company operates an organization provident fund; the employees are eligible to
participate in the fund from the date of joining. Each month 10% of the employee’s basic
salary will be contributed to the provident fund.

Employee’s share 12% of the pay (basic pay + dearness allowance + service weight
age pay) which are contributed to the provident fund through provident fund trust and are
also refundable loan.

19. EMPLOYEE PENSION FUND:

The employee pension scheme 1995 introduced by the government of India for
provident fund subscribers is in operation in the company. This pension fund consists of basic
pay and the dearness allowance and there is no separate contribution from the employees.

20. GRATUITY SCHEME:

For the purpose of the payment of gratuity employees of the company are governed by
the payment of the gratuity Act 1972.

It is applicable to all the employees; in the permanent pay roll of the company. This
ensures that in case of the death of the employee, maximum amount of gratuity will be given
to their nominees.

21. DEATH RELIEF FOUNDATION:

It is agreed that the accounts manager of the company will recover Rs.10 per head from
all the employees, which will be to the nominee to the extent of Rs.30000 and Rs. 30000 will
be paid from the management side.



22. INCREMENTS:

Increment is the one of the tools to reward good performance, to cover increase in
cost living expenses, and to maintain there standards of living.

As per the rules of the company once in a year increments will be made. In respect of
workmen and the officers who are appointed or promoted the first annual increment after
appointment/ promotion would be granted which ever in first to the same month in the
subsequent year, the date of their next annual increment would be re scheduled to first
January of the following year.

23. HOUSE PURCHASING AND CONSTRUCTION ALLOWANCE:

The company is providing the house purchasing and construction allowance to all the
employees who are working in the organization to the extent of subsidy of the Rs.250000. It
is an interest subsidy.

24. DRINKING WATER:

Hygienic drinking water facilities are being provided everywhere and at all times in
the company.

25. WELFARE ASSOCIATION:

The employees of the organization in order to take care and maintain the library,
weekly magazines etc... form the welfare association.

26. MOMENTO TO RETIRING EMPLOYEES:

It is agreed to enhance gift cheque amount at Rs.2500 cheque from company and it is
agreed to pay at the time of retirement of the employees.

27. WASHING ALLOWANCE:

The employees of the organization are paid washing allowance at the rate of Rs.50 per
month, which is included in the basic pay.



28. UNIFORMS:

The employees who are working in the organization will be provided with the
uniform facilities like 2 pairs of uniform per annum and 1 pair of shoes per annum and
Rs.250 for stitching the uniform.

29. WEARING OF SAFETY MATERIAL:

The employees who are working at the dangerous machines are to be provided with safety,
and hence the company provides helmets, masks, glouses etc in order to protect themselves
from accidents.

30. CULTURAL ACTIVITIES:

The cultural activities at the organization is held 4 times yearly with the family
members through providing meals, some gifts etc and it may be held on the days of ganesha
festival, auyoda pooja etc.

31. CHANGE ROOM FACILITIES:

The change room facility is provided for both men and women in the organization
such that they can change their dresses at the required times.

32. LEAVE ENCASHMENT:

The employee should have a minimum of 5 days at their credit to encash the leave and
the leave to a maximum extent of 15 days may be encashed. Existing 30 days calculation is
dispensed and 26 days will be taken for calculation of encashment of leave.

33. LEAVE FACILITIES:

It is agreed to continue the existing 18 days PL, 7 days CL, and 15 days SL without
any further changes. Workers to senior assistants are provided with the following leave
facility.

Category: No. of days:

Privileged leave 18 days



Sick leave 15 days

Casual leave 07 days

Festival holidays 10 days

National holidays 03 days

For officers:

Category: No. of days:

Earned leave 30 days

Casual leave 10 days

Both the workers and officers enjoy 15 days of national and festival holidays, which is
according to the Karnataka Festival Act.



SWOT ANALYSIS OF KS&DL

STRENGTHS:

o Only soap in India that contains pure sandal and almond oil.

o certified by ISO

o World’s largest production of sandalwood oil.

o Brand name from decades from soap market.

o It has very good dealership network in south which ensures that the products reach
every customer.

WEAKNESS:

Distribution network is weak in north and east.

Limited advertisement.

Neglecting freshness aspect.

High oriented cost due to excessive labour force.

Low turnover resulting in low profits.

OPPORTUNITIES:

 Traditional benefits that sandal is good for skin.

 Skin care is just gaining importance among consumers.

 Government supports for large production capacity.

 Advantages of being in the industry for a long time.

 Existence of vast market and huge demand.



THREATS:

 Other competitor’s products such as Rexona, Moti, Santoor etc.

 There is a need for renovation of plant and machinery.

 Government policy may reduce growth potential.

 Other sandal soaps in the market.

 Entry of new multinational skin soap business.



Future plans and financial performance:

Karnataka Soaps and Detergents Ltd (KSDL), which is synonymous with the
Mysore sandalwood soap, was established way back in 1916 as Government Soap Factory
by the then Maharaja of Mysore, Nalwadi Krishnaraja Wodeyar, and his
Diwan.M.Visvesvaraya. Even today with severe competition from heavyweights like HLL
and Godrej, KSDL is a well-recognized entity with a strong brand recall both in the domestic
and international markets. It has wiped out the accumulated loss of Rs 100crore and is going
to post profit for the third consecutive year in fiscal 2007-08 on a top line of Rs 160crore. BH
Anil Kumar, managing director of KSDL, spoke to FE’s Kavitha Venkatraman, during his
recent visit to Hyderabad

KS&DL has registered a net profit of Rs.8.82Crores for a turnover of Rs.162Crores for
the financial year 2007-08 when compared to previous year's net profit of Rs.3.57Crores on
turnover of Rs.132Crores. The company has set a target of Rs.180Crores for the current year
2008-09.

The company is encouraging growing sandalwood under "Grow More Sandal" scheme.
B.H. Anil Kumar, Managing Director, KSDL, said," farmers have been offered sandalwood
saplings at a discounted price".

Karnataka Soaps & Detergents Ltd, at its Bangalore Plant has one of the largest
production facilities in the country with an installed capacity of 26,000 tones per annum. The
company is also doubling its advertising spend to Rs 10 crore this year to market the Wave
range. Recently Karnataka Soaps & Detergents Ltd. has entered in to a strategic tie-up with
M/s.Bharat Petroleum Corporation Ltd. and Indian Oil Corporation Ltd.

As part of its strategy, Wipro Consumer Care & Lighting is strengthening its
distribution network to reach out to a wider target audience. “Our critical priority is to beef
up our distribution network in rural markets in 2008. Our sharp focus is on high quality
products as well,” says Agrawal



GROUP Bangalore SOD Marketing Duty paid Total

Mysore Branches Gowdon
Shimoga

Executives 82 07 55 02 146

Supervisors 48 10 15 - 73

Workers 536 28 38 15 617

Total 666 45 108 17 836



4. INTRODUCTION TO ANALYSIS:

Analysis is the process by which, the whole body of gathered data, facts, figures and ideas, is
converted into meaning information and usable information. The data is placed in its
appropriate settings and consistent relationship, drawing general inferences. Facts and
figures, raw and bare, do not speak for themselves. Analysis, intends to yield answers to
research questions or suggest hypothesis which involves, a number of closely related
operations.

Following are the procedures involved in the integrated operations of analysis of data:

 Classification of data.

 Tabulation of data.

 Statistical analysis of data.

 Interpretations of findings and generalizations.

Interpretation:

The researcher after gathering analyzing the data has to accomplish the task of drawing
meaningful inferences. This has to be done very delicately and meticulously, otherwise
misleading conclusions may be drawn and the whole purpose of doing researcher can expose
relations and the processes that cause his or findings.

An interpretation refers to the task of drawing inferences from the collected facts after
analytical and/or experimental study. In short, it is a search for a broader of research findings.

The task of interpretation involves two major aspects namely:

The effort to establish continuity in research through linking the results of a given
study with those of author; and

The establishment of some explanatory concepts. Interpretation is concerned with
relationship within the collected data.



TABLE NO: 4.1

Table showing the awareness about the welfare officer.

SL.NO Employees opinion No of respondents Percentage of
respondents

1. Yes 49 98%

2. No 01 2%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 98% employees are aware about the welfare officer and 2% the
employees are not aware of the welfare officer.



CHART: 4.1

Chart showing awareness of about the welfare officer
Yes No

No
2%

Yes
98%

INFERENCES:

From the above chart we can infer that the welfare officer is known to almost all the
employees.



TABLE NO: 4.2

Table showing security of job in KS & DL.

respondents

1. Yes 50 100%

2. No 00 000%

TOTAL 50 100%

ANALYSIS:

The above table depict that every employees in the company has security of job.



CHART:4.2

Chart showing security of job in KS & DL
No, 0%

Yes
No

Yes, 100%

INFERENCE:

From the above chart we can infer that all the employees have security of job.



TABLE NO: 4.3

Table showing whether the employees are provided with various health benefit scheme.

SL.NO Employee opinion No of respondents Percentage of
respondents

1. Yes 47 94%

2. No 03 06%

TOTAL 50 100%

ANALYSIS:

The above table depict that almost 94% of employees are getting health benefit scheme and
6% of employees are not getting health benefit scheme.



CHART: 4.3

Chart showing various health benefit provided by
KS & DL.
Yes No
Yes, 94%

No, 6%

Yes No

INFERENCE:

From the above table can infer that 94% of employees are provided with various health
benefits. This helps the company to maintain the health of employees which in turn leads to
achieve the goals of company.



TABLE NO: 4.4

Table showing whether women employees are availed with maternity benefit.

respondents

1. Yes 35 70%

2. No 15 30%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 70% of women employees are availed with maternity benefit and
30% of women employees are not made availed of maternity benefit.



CHART: 4.4

Chart showing whether women employees are availed with
maternity benefit.
Yes No

No
30%
Yes
70%

INFERENCE:

From the above chart we can infer that majority of the women employees are availed
maternity benefit.



TABLE 4.5

Table showing the medical and health benefit provided to employees spouse and children at
KS & DL.

SL NO Employees opinion No of respondents Percentage of
respondents

1. Yes 44 88%

2. No 06 12%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 88% of the employees spouse and children are getting medical
and health benefit and 12% of the employees feels that their spouse and children are not
getting medical benefits.



CHART:4.5

Chart showing health and medical benefit provided to
employees spouse and children by company.
Yes No

No
12%

Yes
88%

INFERENCE:

From the above chart we can infer that 88% of the employee’s spouse and children are
getting and health benefit.



TABLE 4.6

Table showing the respondents are availed with medical insurance under employee’s State
Insurance Act of 1948?

SL. NO Employees opinion No of respondents Percentage of
respondents

1. Yes 35 70%

2. No 15 30%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 70% of the employees are availed with medical insurance
under employees state insurance act of 1948 and 30% of employees are not availed with
medical insurance under employees state insurance act of 1948.



CHART:4.6

Chart showing the respondents are availed with medical
insurance under employees state insurance Act of 1948.
Yes No

No
30%

Yes
70%

INFERENCE:

From the above chart we can infer that 70% of employees are made availed with medical
insurance under employee’s state insurance act 1948.



TABLE 4.7

Table showing satisfactory level of employees relating to safety measures adopted by the
company.

respondents

1. Highly satisfied 03 6%

2. Satisfied 40 80%

3. Not satisfied 07 14%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 6% of employees are highly satisfied, 80% of employees are
satisfied, 14% of employees are not satisfied with the safety measures adopted by company.



CHART:4.7

Chart showing satisfactory level of employees relating to
safety measures adopted by the company.
Highly satisfied Satisfied Not satisfied

80%

14%
6%


INFERENCE:

From the chart we can infer those major portions of employees are satisfied with the safety
measures adopted by company.



TABLE 4.8

Table showing whether the employees are trained regarding the safety measures before
allowed to work place.

respondents

1. Yes 36 72%

2. No 14 28%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 72% employees are getting excellent training programs
regarding safety measures before actually working on machines and 28% employees are not
availed with these programs.



CHART:4.8

Chart showing whether the employees are trained
regarding the safety measures before allowed to work
place.

No, 28%

Yes
No

Yes, 72%

INFERENCE:

From the above table we can infer that 72% of employees are getting trained regarding safety
measures before working on machines.



TABLE:4.9

Table showing the satisfactory level of employees regarding safety equipments provided to
them.

respondents

1. Highly satisfied 06 12%

2. Satisfied 32 64%

3. Not satisfied 12 24%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 12% of employees are highly satisfied, 64% are satisfied, 24%
are not satisfied with the personal safety equipments provided to employees.



CHART: 4.9

Chart showing the satisfactory level of employees
regarding the safety equipments provided to them.

64%

12%
24%

Highly satisfied
Satisfied

Not satisfied

INFERENCE:

From the above chart we can infer that most of the employees are satisfied with the personal
safety equipments provided to them.



TABLE: 4.10

Table showing the causes for accidents at KS & DL.

respondents

1. Unsafe condition 18 36%

2. Inadequate 10 20%
knowledge

3. Lack of experience 5 10%

4. Improper safety 17 34%
equipments

Total 50 100%

ANALYSIS:

The above table depicts that 36% of employees met with accidents due to unsafe condition,
20% of employees met with accident due to inadequate knowledge, 10% of employee met
with an accident due to lack of experience and 34% of employee met with an accident due to
improper safety equipments.



CHART:4.10

Chart showing the causes for accidents in
KS & DL.
unsafe condition inadequate knowledge
lack of experience improper safety equipments

36% 34%

20%
10%

unsafe condition inadequate knowledge lack of experience improper safety
equipments

INFERENCE:

From the above table we can infer that most of the employees met with accidents due to
unsafe conditions and improper safety equipments in work place. So, the company should try
to improve all the above mentioned condition for safer work place.



TABLE: 4.11

Table showing whether compensation is made, if employee is met with an accident.


Respondents

1. Yes 45 90%

2. No 5 10%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 90% of the employees are compensated when they are met with
an accident that causes disability and 10% employees feels that they are not compensated.



CHART:4.11

Chart showing whether compensation is made, if
employee is met with an accident.
120%

100%
Yes, 90%
80%

60%
Yes
No
40%

20%
No, 10%
0%
0 0.5 1 1.5 2 2.5
-20%

INTERENCES:

From the above chart we can infer that majority of employees are compensated in case, if
they are met with an accident.



TABLE: 4.12

Table showing the encouragement made by the company to its employees for further
education.

respondents

1. Yes 30 60%

2. No 20 40%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 60% of the employees are encouraged for their higher education
and 40% of the employees are not encouraged for their higher education.



CHART:4.12

Chart showing the encouragement made
by the company to its employees for further education.

No, 40%
Yes
Yes , 60%
No

INFERENCE:

From the above chart we can infer that 60% of employees in the organization are encouraged
with higher education and the remaining are not encouraged. Company can encourage the
remaining employees for their further education to meet the requirement of organization.



TABLE: 4.13

Table showing education facilities provided to employee children at KS & DL.

respondents

1. Yes 30 60%

2. No 20 40%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 60% of employees are provided with education facility and 40% feel that
their children are not getting education facilities.



CHART:4.13

Chart showing education facilities provided to
employee children at KS & DL.

No No, 40%

Yes
No

Yes Yes, 60%

0% 10% 20% 30% 40% 50% 60% 70%

INFERENCE:

From the above chart we infer that 60% of the employees are getting education facilities and
the remaining are not getting this benefit. So company should take necessary step to provide
education facility for employees children which would increase their loyalty towards the
organization.



TABLE: 4.14

Table showing the minimum wage and prompt payment are guaranteed by KS & DL.

SL NO Employees No of respondents Percentage of
opinion respondents

1. Yes 42 84%

2. No 8 16%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 84% of employees are guaranteed a minimum wage with prompt
payment and 16% feels that they are not guaranteed a minimum wage with prompt payment.



CHART:4.14

Chart showing the minimum wage and prompt payment
are guaranteed by KS & DL.
Yes No

No
16%

Yes
84%

INFERENCE:

From the above chart we can infer that majority of employees are made prompt payment with
minimum wage.



TABLE:4.15

Table showing self actualization need is fulfilled through wage and salary paid.

SL. NO Employees No of respondents Percentage of
opinion respondents

1. Yes 18 36%

2. No 32 64%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 36%of the employees self-actualization need are fulfilled their
wage and salary and 64% of the employees are not fulfilled.



CHART:4.15

Chart showing self actualisation need is fulfilled through
wage and salary paid.
Yes No

Yes
36%

No
64%

INFERENCE:

From the above chart we can infer that most of the employees are not fulfilled their self
actualization need through the wage and salary what they received.



TABLE: 4.16

Table showing employees view considered in formulation and implementation of wage
policy.

respondents

1. Yes 41 82%

2. No 09 18%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 82% of employees views are considered in formulation and
implementation of wage policy and 18% employees views were not considered.



CHART:4.16

Chart showing employees view considered in formulation
and implementation of wage policy.
90%
80% Yes, 82%

70%
60%
50%
40%

30%
20% No, 18%
10%
0%
Yes No

Yes No

INFERENCES:

From the above chart we can infer that majority of employees views are considered in
formulation and implementation of wage policy. This would help the organizations in long
run and also in achieving the goals of organizations.



TABLE: 4.17

Table showing rate of salary provided to employees during the period not worked at KS &
DL.

respondents

1. Yes 36 72%

2. No 14 28%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 72% employees are provided with normal rate of salary during
the period not worked and 28% employees feels that they are not availed with normal rate of
salary during the period not worked



CHART: 4.17

Chart showing rate of salary provided to the employees for
the period not worked at
KS & DL

80%

60%

40% 72%

20%
28%
0%

Yes
No

Yes No

INFERENCE:

From the above chart we can infer that most of the employees are provided with
normal rate of salary during the period not worked.



TABLE: 4.18

Table showing transport facility made availed to employees according to shifts.

respondents

1. Yes 39 78%

2. No 11 22%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 78% employees are availed with transport facility according to
shift and 22% feels that they are not made availed with transport facilities according to shifts.



CHART: 4.18

Chart showing transport facility made availed to
employees according to shifts.
100%
90%
80% Yes , 78%
70%
60%
Axis Title

50%
40% Yes

30% No

20% No, 22%
10%
0%
0 0.5 1 1.5 2 2.5
Axis Title

INFERENCE:

From the above chart we can infer that majority of employees are provided with transport
facility according to shift.



TABLE: 4.19

Table showing employees counseling conducted at KS & DL periodically.

respondents

1. Yes 23 46%

2. No 27 54%

TOTAL 50 100%

ANALYSIS:

The above table depicts that 46% of employees are provided with employees counseling
periodically and 54% of employees feel that they are not provided with employees counseling
periodically.



CHART: 4.19

Chart showing employees counseling conducted at KS &
DL periodically.

Yes
46%
No Yes
54% No

INFERENCE:

From the above chart we can infer that only 46% of the employees are provided with
employees counseling periodically.


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