Executive Summary
Title of the project:-
“Employees Satisfaction on Welfare Schemes at BDCC Bank
Statement of the pro!lem:-
This particular topic is chosen because employees are the bone of the
organization so to get a effectiveness and efficiency in productivity. Organization
has to motivate the employee through welfare scheme.
"urpose of the stu#y:-
Project is on the study of welfare schemes so in turn the point of benefit
towards the employees and the system that will provide benefit to the organization.
Scope of the stu#y:-
This project helps in collecting the necessary data which will in turn convert
and provide facilities to employees.
$!jectives of the stu#y:-
? To study the organization.
? To examine the various employee welfare schemes at BD ban!.
? To identify employee satisfaction towards welfare schemes which provided
by BD ban!.
? To provide better effective efficient health of the organization.
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% Brief Description of the $r<ani=ation "rofile:
+ame of the organization1 The Bijapur District entral o-operative Ban!
,td./ Bijapur.
'ddress 1 .ittur hannamma +agar/
*olapur )oad/
B%&'P().
Phone 1 23456070869"4/ 0869":/085890.
;ax 1 34560-0869<5.
$-mail 1 bjpdcc=yahoo.com
Type of sector 1 o-operative Ban!.
>ear of $stablishment 1 04-<-":":.
+o of $mployees 1 "4<
?or! *chedule 1 "3.53 to 6.53
@eographical 'rea 1 50/993 *A.feet.
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&+T($D1CT&$+ $) B%+3
The Bijapur District o-operative Ban! ,td Bijapur is registered (nder +o-
0945 as co-operative society (nder %ndian o-operative *ocieties 'ct ":"0.
The BD Ban! opened on 04
th
&uly ":": ,ate *hri Pandurang Desai was
the founder and president.
The ban! has its registered office at Bijapur. %n the event of any change
there of/ a notice of such change be given to the )egistrar of .arnata!a o-
operative *ocieties with in thirty 2537 days.
The main objective of the ban! is to assist the rural co-operative to provide
cheaper finance to agriculture.
"588 Bariety of co-operative societies have got membership with the ban!.
Ban! is accepting membership from ":":/ Till date <540 ustomers become
members of the Ban!.
*ission of Bijapur DCC Bank
“To strive for socio-economic Development of the District !y
provi#in< efficient financial services for %<ricultural an# +on-
%<ricultural activities !ase# on Co-operative "rinciples8
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$(0%+&6%T&$+ C:%(T
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6
Board of Director
$xecutives
,oan
*ub
ommittee
Building
*ub
ommittee
'udit
*ub
ommittee
*taff
@rievances
'nd
Disciplinary
*taffing
Pattern
ommittee
B(%+C: 'E2E'
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8
Canager
*upervisor
ler!
ashier
Peon
%D*&+&ST(%T&$+
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Deputy
@eneral
Canager
,oan
D
*upervision
Deputy
@eneral
Canager
'dministration
D
$stablishment
Deputy
@eneral
Canager
Planning
D
Development
Deputy
@eneral
Canager
%nspection
D 'udit
<
Canaging Director
@eneral Canager
2'dm7
@eneral
Canager
2Ban!ing7
Deputy
@eneral
Canager
'ccounting
D Operations
Canagement
SECT&$+S &+ B%+3:
The following are different sections
? 'dministration and $stablishment *ection
? Planning and Development *ection
? ,oans and *upervision *ection
? 'ccounts and Operation *ection
? %nspection and 'udit *ection
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$ B 7 E C T & 2 E S
The follo>in< are the o!jectives of the !ank
? To finance co-operative societies registered and deemed to have been
registered under the co-operative societies 'ct which are affiliated to the
Ban!.
? To finance directly individual agriculturists in the area of operation of such
societies which are dormant or where due to any reason issue or recovery of
loans and advances have come to a stand still and cultivator member of
societies are deprived of agricultural finance/ by admitting them as nominal
member of the Ban! subject to the subsidiary rules framed and approved by
the )egister.
? To raise funds for the purpose of financing co-operative societies/
individuals and other and generally to carry on Ban!ing business.
? To develop assist and co-ordinate the wor! of affiliated societies.
? To arrange for the supervision and inspection of affiliated societies.
? To open branches/ pay offices and extension counter and suitable center and
frame rules for their conduct and wor!ing and transact any type of ban!ing
business on behalf of other ban!s and societies registered under any 'ct
with the previous approval of the )egister.
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? To Purchase/ sell/ transfer/ endorse/ pledge @overnment promissory notes/
bonds/ securities/ Cunicipal/ Eilla Parishat and port trust Bonds/ debenture
guaranteed by government for the legitimate investment of the surplus
funds of the ban! or on behalf of itFs member or depositors without
incurring any financial responsibility and to do all things incidental to such
business.
? To ma!e direct advances to individuals/ proprietary concerns/ partnership
firms/ societies registered under the societies )egistration 'ct ":83/
companies/ corporate Bodies/ statutory organizations for various approved
purposes permitted under the Bye laws by admitting them as normal
members and subject to the rules framed by the Boards and approved by the
)egistrar.
? To ma!e advances to individuals on the pledge of valuablesG approved
securities subject to the rules framed by the Board and approved by the
)egistrar.
? To deploy the resources of the Ban! in profitable avenues subject to rules
framed by Board and approved by the )egistrar.
? To provide finance to o-operative *ocieties/ *ocieties )egistered under the
*ocieties )egistration 'ct/":83/ ompanies/ orporate Bodies and
*tatutory Organisations under consortium arrangement in association with
other ;inancing %nstitutions/ with the approval of the
)egistrarG+'B')DGother ompetent 'uthorities as the case may be.
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? To do ordinary ban!ing business for properly utilizing surplus funds at the
disposal of the Ban! provided this business is carried on only for such
period and under such conditions as the )egistrar *hall prescribe in each
caseH
? To underta!e liAuidation wor! of affiliated societies indebted to the Ban! on
conditions laid down by the )egistrar with a view to facilitate recoveries
from the affiliated societies.
? To maintain a library of o-operative literatures and laboratories.
? To establish or to support or to aid in the establishment and support of funds
calculated to benefit Ban!s employees and or dependants of such
employees provided that the )ules regarding the rates of contributions
payable both by the Ban! and its employees and the )ules regarding
administration thereof are first approved by the )egistrar.
? To receive for safe custody securities and ornaments.
? To draw/ accept/ endorse/ negotiable and sell bills of exchange and other
negotiable instruments in accordance with the rules that shall be framed by
the Board for the purpose.
? To underta!e and to support research in co-operation and to underta!e
research activities in agriculture to enhance agricultural productivity H
subject to rules to be framed by the Boards.
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? To arrange for the study tours subject to approval of the )egistrar for
studying Ban!ing and co-operative Development in general and with
special reference to promote co-operative activities in the district.
? To open Ban!ing 'ccounts.
? To carry on the general business of ban!ing not repugnant to the provisions
of the co-operative societies 'ct and )ules framed there under.
? To provide safe Deposit vaults.
? arrying on and transacting every !ind of guarantee and indemnity
business.
? Canaging/ selling/ and realizing any property which may come into the
possession of the ban! in satisfying or in part satisfaction of any of its
claims.
? To ma!e advances to the employees of the Ban! who are admitted as
+ominal members of the Ban!.
? To implement the economic policies as envisaged by the government from
time to time.
? To do such other wor! as will be conducive or incidental to the above
objects and will generally promote the cause of co-operation.
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%chievements
The Bank has achieve# the follo>in< milestones:
? %n the year 0335/ owned funds is 5:5<.:0 la!hs and in 0336 it is 6"49.4<
la!hs and in this year 0338 it is increased of )s.63:.6: la!hs i.e./ 68:9.98
la!hs.
? The ban! has mobalised )s.0568.:" la!h as additional deposits during the
year 0336-38.
? Borrowings from 00.:<I of the wor!ing funds. The ban! has utilized the
borrowings judiciously and repaid in time to the 'pex Ban! and never
became defaulter.
? %n this year 0338/ wor!ing funds is increased of <.88I compare to last year
0336.
? The Ban! has achieved recovery at 45.09I and 45.6"I in respect of 'gril.
'nd +on-'gril. loans during 0336-38 up to march-0338. ;urther it is aimed
to achieve :6I recovery by end of 0336-38 that is june-0338.
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? The net profit for 0336-38 is )s. "604.48 ,a!hs last year is )s. 589.5:
la!hs.
? ?ith the introduction of BDP/ business in societies has improved
considerably and becoming self sufficient. +ow societies have deposit of
)s.59."4 crores as on 5"-5-0336. The P'* are earning the profit and
declaring the maximum dividend.
? .%*'+ )$D%T ')D *cheme has been implemented very effectively. The
ban! has issued !isan redit ards to 03"<< farmers newly during 0336-38.
? ;%S:%SW&+&
o-operative ;armers #ealth *chemes is implemented in 0335.
6<083 farmers have been enrolled of which 660<5 farmers are through primary
o-operative *ocieties. "9 farmers have under gone operation.
This *cheme is continued during 0339-36 and renamed as o-operative ;armers
#ealth Protection *cheme. <<640 farmers members of P'* are enrolled. #ealth
amps are programmed to be arranged at rural places. *eparate >ashaswini ell is
opened in the ban! to afford Auic! services to the farmers. 0"0 farmers have
availed benefit so far/ of which 54 are patients with heart ailments.
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Theoretical )rame>ork
%n the general sense/ the term Jco-operationK means/ the idea of Jliving
together and wor!ing togetherK. o-operation is a business organization. %t is the
only system of voluntary organization suitable for poorer people. %n this system/
the persons voluntarily associate together as human beings on a basis of eAuality/
for the promotion of their economic interests.
Thus/ the o-operative Ban! can be defined as/ Jan institution established
on the co-operative principles and engaged in the normal ban!ing business of
accepting deposits from the public for the purpose of lending and repay it on
demand or otherwiseK.
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$r<anisational Structure of the Co-operative Cre#it &nstitutions
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o-operative redit %nstitution
(rban o-operative Ban!s )ural o-operative redit
%nstitution
*hort Term
*tructure
,ong Term
*tructure
*tate
o-operative
Ban!s
District entral
o-operative
Ban!s
Primary
'gricultural redit
*ocieties
*tate o-operative
'griculture )ural
Development Ban!s
Primary o-operative
'griculture )ural
Development Ban!s
Co-operative Banks:
Ban!s established under the co-operative system are called o-operative
Ban!s. These are State Co- operative Banks? Central Co- operative Banks an#
"rimary Co- operative Banks. *B is an apex level ban! for a state. Bs are
apex level ban!s for each district. Primary o- operative Ban!s are rural or *emi-
(rban ,evel o- operative Ban!s.
Co-operative Cre#it Societies:
These are financial institutions whose primary objects are to provide credit
facilities/ i.e./ loans and advances to its member only. These societies are formed in
large organisations or @overnment Departments or at certain regions. The
members are those wor!ing in the particular organizationG region. They collect
subscriptions/ deposits/ etc./ from members and loans from co-operative ban!s and
extend credit facilities to its members only.
"rimary %<ricultural Cre#it Society:
These are similar to credit societies explained above/ but these credit
societies can extend loans to its members only for the purpose of agricultural
connected activities.
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Types of Co-operative Banks in &n#ia:
? (rban o-operative Ban!s.
? *tate o-operative Ban!s 2*tBs7.
? District entral o-operative Ban!s 2Bs7.
? *tate o-operative 'griculture and )ural Development Ban!s 2*')DBs7.
? Primary o-operative 'griculture and )ural Development Ban!s
2P')DBs7.
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Social Security an# Welfare:
Social Security:-
The wages provided to the employees/ particularly of the lower level may
not be sufficient to meet their needs li!e medical/ children education/ maternity
needs of women employees and employeeFs wivesF etc. Therefore/ @overnments of
various countries insist the employers to provide the security to their employees
against the social evils.
Welfare:-
?elfare has four primary meanings1
? ?elfare/ in general terms/ refers simply to Auality of life.
? ?elfare 2financial aid7/ financial assistance paid by the govt.
? ?elfare 2economics7/ in economics/ associated with material benefit or
preferred outcomes.
? *ocial welfare/ in social policy/ refers to the range of services intended to
meet peopleFs needs.
?elfare is the LenjoymentF that consumers gain from their consumption.
?hile welfare cannot be measured directly/ economists often use a measure of real
income or purchasing power as a way of measuring welfare in many terms.
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$!jectives of social security an# >elfare pro<rammes:
The important objectives of fringe benefits are1
"7 To create and improve sound industrial relations.
07 To boost up employee morale.
57 To motivate the employees by identifying an satisfying their unsatisfied
needs.
97 To provide Aualitative wor! environment and wor! life.
67 To provide security to the employees against social ris!s li!e old age
benefits and maternity benefits.
87 To provide the health of the employees and to provide safety to the
employees against accidents.
<7 To promote employeeFs welfare by providing welfare measures li!e
recreation facilities.
47 To create a sense of belongingness among employees and to retain them.
#ence/ fringe benefits are called golden hand-cuffs.
:7 To meet reAuirements of various legislations relating to fringe benefits.
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Types of social security an# >elfare pro<ram:
Organisations provide a variety of fringe benefits. Dale >oder and Paul D.
*tandohart classified the fringe benefits under four heads as given here under1
,8 )or Employment Security: Benefits under this head include unemployment
insurance/ technological adjustment pay leave travel pay/ overtime pay/ leave
for negotiation/ leave for maternity/ leave for grievances/ holidays/ cost of
living bonus/ call-bac! pay/ lay-off pay/ retiring rooms/ jobs to the
sonsGdaughters of the employees and the li!e.
.8 )or :ealth "rotection: Benefits under this head include accident insurance/
disability insurance/ health insurance/ hospitalisation/ life insurance/ medical
care/ sic! benefits/ sic! leave etc.
@8 )or ol# %<e an# (etirement: Benefits under this category include1 defferd
income plans/ pension/ gratuity/ provided fund/ old age assistance/ old age
counseling/ medical benefits for retired employees/ traveling concession to
retired employees/ jobs to the sonsGdaughters of the deceased employee and the
li!e.
A8 )or "ersonnel &#entification? "articipation an# Stimulation: This
category covers the following benefits1 anniversary awards/ attendance bonus/
canteen/ cooperative credit societies/ educational facilities/ beauty parlour
services/ housing/ income tax aid/ counselling/ Auality bonus/ recreational
programmes/ stress counselling/ safety measures etc.
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#ours of
?or!
Types of )rin<e Benefits
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Paid
#oliday
s
*hift
Premium
#oliday
Pay
Paid
Bacation
anteens
Paid
#oliday
s
*hift
Premium
#oliday
Pay
Paid
Bacation
#ours
of ?or!
$mployee
*ecurity
Payment for Time
not wor!ed
*afety and
#ealth
?elfare
)ecreational
;acilities
Old 'ge and
)etirement
Benefits
)etrenchment
ompensation
,ay-off
ompensation
*afety
Ceasures
?or!menFs
ompensation
#ealth
Benefits
onsu-
mer
*ocieti-
es
redit
*ocieties
#ousing ,egal 'id #ours
of ?or!
?elfare
Organi-
sation
#oliday
#omes
$ducatio-
nal
;acilites
Transport-
ation
$mployee
ounsell-
ing
Parties and
Picnic
Ciscell-
aneous
Provident
;und
Deposit
,in!ed
%nsurance
@ratuity
Cedical
Benefit
Pension
The Welfare Schemes of BDCC Bank "rovi#e# to %ll Employees is as
un#er:
*l.+o ?elfare *chemes 'ssistance Provided
". @roup %nsurance *cheme2@%*7 )s.80333G-
0. ;amily Benefit ;und )s.03 P.C
5. Cedical 'llowance )s."333 P.a
9. *taff ?elfare ;und )s.03333G-
6. ;estival 'dvance )s.0333 P.a
8. #ousing ,oan )s.633333 = "0I
<. Behicle ,oan <6I of the vehicle amount
4. *ulab ,oan )s. "33333G-
:. $mployee o-operative redit *ociety
"6 times on hisGher B.* and max limit is
)s."33333G-.
"3. *alary $arners ,oan )s.63333="0I.
"". Providend ;und B.* M D.'N OOO ="0I.
"0 $ncashment of $arn ,eave in *ervice Once in a 0years
"5. $ncashment of $arn ,eave after )etirement Caximum 093 days.
"9. losing 'llowance )s.033P.a = the year end.
"6. @ratuityG)etirement Benefit Caximum limit is )s.563333G-
These are the schemes provi#e# to only specific employee as follo>:
Sl8+o8 Welfare Schemes "ost %mount
". ?ashing 'llowance Drivers and Peons )s.63 P.C
0. ycle 'llowance Only One Peons )s.63 P.C
5. .ey 'llowance Canager and ashier Per Branch. )s.<6 P.C
9. ashier 'llowance Only ;or ashier )s."63 P.C
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6. Typing 'llowance Only ;or Typist )s.83 P.C
(ecruitment:
)ecruitment tends to be studied only for practioner purpose and there is
little evidence of only overarching theory.
' useful definition of recruitment is1 *earching for and obtaining potential
job candidates in sufficient numbers and Auality so that the organization can select
the most appropriate people to fill its job needs.
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'ccording to $dwin B.;lippo defined recruitment as Jthe process of
searching for prospective employees and stimulating them to apply for jobs in the
organizationK
Selection:
%t can be argued that staff selection is becoming the axis on which all other
human resource issues turn. %n this fast moving wor! environment the time
available for new employees to adapt and develop is diminishing. They are
expected to become effective almost instantly/ to perform and to move on.
'fter identifying the source of human resources/ searching for prospective
employees and stimulating them to apply for jobs in the organization/ the
management has to perform the function of selecting the right employees at the
right time. The obvious guiding policy in selection is the intention to choose the
best Aualified and suitable job candidate for each unfilled job. The objective of the
selection decision is to choose the individual who can most successfully perform
the job from the pool of Aualified candidates.
+o matter what has been written or said about recruitment and selection/
everyone believes that he is an expert in this field. %t is probably the one area of
personnel management where Lthe professionalF is inevitably challenged by Lthe
laymanF/ whatever the circumstances. +evertheless/ it is one of those situations
where often a manager or supervisor has to face up to the problem of becoming
totally involved in the recruitment and selection process without Auite !nowing
how to tac!le what is in reality a complicated tas!/ in spite of the apparent
simplicity to the ultimate decision to be ta!en- Lto hire or not to hireF.
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This is the (ecruitment an# Selection "rocess follo>e# !y the BDCC
Bank:
0overnment %pproval
(oster System
%#vertisement in paper a!out %pplication )orm
Scrutinin< the %pplication )orm
De<ree an# %<e >ise
Cast >ise
"ersonal &ntervie> in the form of ,:B on *erit
*arks $!taine# in Cualifyin< Exam shall !e re#uce# to DBmarks an# the
&ntervie> shall carry,Bmarks 4Total ,//58
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Trainin< an# Development "ro<rammes:
Training will be viewed as a short- term educational process utilizing a
planned/ systematic/ and organized procedure by which nonmanagerial personnel
acAuire the technical !nowledge and s!ills necessary for increased effectiveness in
achieving organizational goals.
'ccording to Dale S8 Beach defines the training as JO. The organized
procedure by which people learn !nowledge andGor s!ills for a definite purposeK.
Development/ on the other hand / in reference to staffing and personnel
matters/ will be viewed as a long term educational process utilizing a planned
systematic procedure by which managerial personnel acAuire conceptual and
theoretical the technical !nowledge for enhancing general administrative abilities.
)ollo>in< are the some of the institutions >hich provi#e Trainin< an#
Development "ro<rammes to employees of BDCC Bank:
"7 Bijapur District entral o-operative Ban! ,td/ Bijapur.
07 'gricultural o-operative *taff Training %nstitute/ Banglore.
57 )egional Training ollege +'B')D/ Cangalore.
97 )eserve Ban! of %ndia/ Pune.
67 Bai!unth Cehta +ational %nstitute of o-operative Canagement/ Pune.
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D%T% %+%';S&S %+D &+TE("(ET%T&$+
The welfare schemes occupy an important role in boosting up the morale of
employees at wor!. Providing adeAuate facilities will energies the wor!ers/ which
will increase the output. %n this chapter an attempt is made to analyse the opinion
regarding the various facilities provided to employees.
06 2"33I7 employees were selected and they were as!ed to rate their opinion
on a five point scale as Bery low 2"7/ Below average 207/ 'verage 257/ 'bove
average 297/ Bery high 267.The analysis of the opinion of the employees revealed
the following
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,8 %>areness of the #ifferent >elfare schemes
Ta!le -,
(esponses E of (espon#ents
>es "33
+o 3
0raph-,
;rom this graph/ it can be seen that the sample size 206 employees7 is aware of different
welfare schemes provided by Ban!.
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.8 )ollo>in< are the #ifferent >elfare schemes >hich the employees are
a>are
Ta!le-.
Sl8+o Welfare Schemes
". Cedical 'llowance
0. ;estival 'dvance
5. $x- @ratiaG Bonus
9. Providend ;und
6. ;amily Benefit ;und
8. #)' 2#ouse )ent 'llowance7
<. ,eave ;acility
4. @%* 2@roup %nsurance *cheme7
:. *taff ?elfare ;und
"3. @ratuity
"". @*,%* 2@roup *avings ,in!ed %nsurance *cheme7
"0. T' D'
"5. )etirement Benefit
"9. ,% 2,ife %nsurance *cheme7
"6. Typing 'llowance
"8. Bicycle 'llowance
"<. @,%* 2@roup ,in!ed %nsurance *cheme7
"4. @P; 2@eneral Provident ;und7
":. $ntertainment 'llowance
03. Training ;acility
0". *itting ;acility
00. ?ashing 'llowance
05. losing 'llowance
09. .ey 'llowance
06. ash 'llowance
@8 %!out Welfare Schemes
Ta!le -@
Score B A @ . , Total
De<ree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respon#ents "3 9 4 0 " 06
E of respon#ents 37.6 "<.0 50.5 :.< 5.0 "33I
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0raph-@
;rom this graph/ it can be understood that the welfare schemes of BD Ban!
employees says that 5<.8I is very high/ 50.5I average and 5.0I as Bery low.
A8 Welfare Schemes provi#e# !y Bank
Ta!le A8,
0&S
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents < 8 8 0 0 05
I of respondents 53." 05.< 00.8 :.< <.65 :5.85
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Very high
Above average
Average
Below average
Very low
5"
0raph-A8,
0&S
%n this analysis 53."I of respondents responded as very high/ 00.8I as average and
<.65I as very low.
Ta!le-A8.
)amily Benefit )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 9 8 4 0 5 05
I of respondents
"8."
06.4 55.5 8.96 "3.< :0.56
0raph-A8.
)amily Benefit )un#
B%B%S%B "%T&'
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;rom this graph/ it is clear that "8."I of respondents responded as very high/
55.5I as average and "3.<I as very low.
Ta!le A8@
*e#ical %llo>ance
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 9 5 "0 9 0 06
I of respondents "8." "0.: 98.0 "6 4.8 "33
0raph A8@
*e#ical %llo>ance
B%B%S%B "%T&'
55
;rom this graph/ it is clear that "8."I of respondents responded as very high/
98.0I as average and 4.8I as very low.
B%B%S%B "%T&'
59
Ta!le-A8A
Staff Welfare )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 5 6 : 5 5 05
I of respondents
"0.:
"4.5 5<.8 "".4 "".4 :0.9
0raph-A8A
Staff Welfare )un#
%n this analysis "0.:I of respondents responded as very high/ 5<.8I as average and
"".4I as very low.
Ta!le-A8B
Ex-0ratia F Bonus
B%B%S%B "%T&'
56
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents "9 9 9 " 0 06
I of respondents
68.:
"8." "<.0 5.0 8.96 ::.46
0raph-A8B
Ex-0ratiaFBonus
;rom this graph/ it is concluded that 68.:I of respondents responded as very high/
"<.0I I as average and 8.96I as very low.
Ta!le-A8G
%
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 8 9 "" " 0 09
B%B%S%B "%T&'
58
I of respondents 06.4 "6 95 6.54 <.65 :8.<
0raph-A8G
%
%n this analysis 06.4I of respondents responded as very high/ 95I as average and <.65I
as very low.
B%B%S%B "%T&'
5<
Ta!le-A8H
"rovi#ent )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 4 9 8 9 0 09
I of respondents
55.5
"8." 09.< "8." <.65 :<.<5
0raph-A8H
"rovi#ent )un#
;rom this graph/ it is concluded that 55.5I of respondents responded as very high/
09.<I I as average and <.65I as very low.
B%B%S%B "%T&'
54
Ta!le-A8D
(etirement Benefits
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents : 8 6 " 5 09
I of respondents
58.8
00.8 "4.5 6.54 "0.: :6.<4
0raph-A8D
(etirement Benefits
;rom this graph/ it is concluded that 58.8I of respondents responded as very high/
"4.5I as average and "0.:I as very low.
Ta!le-A8-
)estival %#vance
B%B%S%B "%T&'
5:
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 8 9 : 5 0 09
I of respondents
00.8
"8." 5:.4 "3.< 4.8 :<.4
0raph-A8-
)estival %#vance
%n this analysis 00.8I of respondents responded as very high/ 5:.4I as average and 4.8I
as very low.
B8 Do you nee# any other >elfare schemesI
Ta!le-B
De<ree ;es +o Total
+o of respondents "3 "6 06
I of respondents 93.: 6:." "33
B%B%S%B "%T&'
93
0raph-B
;rom this graph/ it is clear that 93.4I of employees want the welfare schemes
*uch as given below1
B%B%S%B "%T&'
9"
Sl8 +o Schemes
". ,%2,ife %nsurance orporation7
0. ,T2,eave Travel oncession7
5. Pension Benefit
9. Tuition fees for children
6. <6I of #ospital bill
8. Over time duty facility
<. Puarters
4. ;ood grain advance
:. @roup %nsurance
"3. 'minity
"". .@%D 2.arnata!a @overnment %nsurance Dept.7
"0. omputerisation
"5. 'll medical facility
G8
> #o you rate the follo>in< facilitiesI
Ta!le-G8,
'eave )acilities
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents < < < " 5 06
I of respondents 0<.: 0<.: 0: 5.0 "3.< :4.<
B%B%S%B "%T&'
90
0raph-G8,
'eave )acilities
;rom this graph/ it is clear that 0<.:I of respondents responded as very high/ 0:I
as average and "3.<I as very low.
B%B%S%B "%T&'
95
Ta!le-G8.
Trainin< )acility
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
8
< : " 0 06
I of respondents
00.8
08.4 5<.8 6.54 <.65 "33
0raph-G8.
Trainin< )acility
;rom this graph/ it is concluded that 00.8I of respondents responded as very high/
5<.8I as average and <.65I as very low.
Ta!le-G8@
*e#ical )acilities
B%B%S%B "%T&'
99
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
5
9 "" 6 0 06
I of respondents
"".4
"4.5 95 ":.9 <.6 "33
0raph-G8@
*e#ical )acilities
%n this analysis/ "".4I of respondents responded as very high/ 95I as
average and <.6I as very low.
Ta!le-G8A
:ealth an# safety
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
B%B%S%B "%T&'
96
+o of respondents 0 0 5 5 "5 05
I of respondents 4.8 <.65 "".4 "3.< 6".8 :3.05
0raph-G8A
:ealth an# safety
;rom this graph/ it is clear that 4.8I of respondents responded as very high/
"".4I as average and 6".8I as very low.
Ta!le-G8B
Sittin< )acility
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
"
5 : 6 9 00
I of respondents
6.54
"0.: 55.5 ":.9 "4.5 4:.04
B%B%S%B "%T&'
98
0raph-G8B
Sittin< )acility
%n this analysis/ 6.54I of respondents responded as very high/ 55.5I as average
and "4.5I as very low.
Ta!le-G8G
Canteen )acility
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents " 0 5 0 "6 05
I of respondents 6.54 4.8 "".4 8.96 64." :3.55
0raph-G8G
Canteen )acility
B%B%S%B "%T&'
9<
;rom this graph/ it is concluded that 6.54I of respondents responded as very high/
"".4I as average and 64."I as very low.
H8 &s there cool #rinkin< >ater an# >ater in the latrine an# urinal
facilityI
Ta!le-H
De<ree %<ree %vera<e Disa<ree Total
+o of respondents 4 "6 0 06
I of respondents 50.5 83.0 <.6 "33
0raph-H
B%B%S%B "%T&'
94
%n this analysis/ <.6I of respondents responded as disagree/ 83.0I as average and
50.5I as agree.
B%B%S%B "%T&'
9:
D8 The opinion re<ar#in< the >orkin< con#itions an# hours of the Bank
The wor!ing conditions and hours of the Ban! are satisfactory and good but
few of the employees want the wor!ing hours to be "3.53am to 6.53pm and
attenders need *unday holiday.
B%B%S%B "%T&'
63
-8 %>areness of >elfare schemes of Commercial Bank
Ta!le--
De<ree ;es +o Total
+o of respondents 6 03 06
I of respondents 0".6 <4.6 "33
0raph--
;or the awareness of the welfare schemes of employees towards ommercial Ban!
only 0".6I are aware and <4.6I are not aware of the schemes.
The follo>in< are the schemes >hich Bijapur DCC !ank are a>are of
Commercial Bank
B%B%S%B "%T&'
6"
Sl8+o Welfare Schemes
". Cedical ;acility
0. Tour ;acility
5. )etirement Benefits
9. ,T2 leave traveling concession7
6. *taff ?elfare ;und
8. ;amily Benefit ;und
<. onveyance 'llowance
4. ;ree Puarter ;acility
:. Overtime 'llowance
"3. ,adies )oom
"". Tuition ;ees
"0. ,unch $xpenses
"5. Transfer once in a three year
"9. *pecial 'llowance
"6. ;ree ar 'llowance
"8. Bonus
"<. ,eave *urrender
"4. %n charge 'llowance
":. '%%B2ertificate of 'dministration and
%ndian %nstitute of Ban!ing7
03. $ntertainment 'llowance
,/8 Will you join Commercial Bank purely for Welfare SchemesI
Ta!le-,/
De<ree ;es +o Total
+o of respondents < "4 06
I of respondents 0: <" "33
0raph-,/
B%B%S%B "%T&'
60
%n this analysis/ <"I of employeesF response is +o and 0:I of the employees is
>es so it shows that the employees of the BD Ban! are loyal.
,,8 Su<<estion for BDCC Bank
%t is commendable but computerization in the Ban! is very essential
because they have to compete with commercial and urban ban!s. *o as soon as
possible introduce computers and give training about computer to staff to wor!
smoothly.
B%B%S%B "%T&'
65
Summary? )in#in<s an# Su<<estions
Summary:
$mployee measures occupy an important role in the development of an
organization. ' satisfied employee force is an asset for every organization. Cere
wage payment alone will not be sufficient to satisfy the wor!ers. Provision of
adeAuate benefits will build up a strong and satisfied wor! force. The health of an
B%B%S%B "%T&'
69
Organization always depends on a strong and satisfied labor force. %n the present
study/ an attempt is made to examine the various employee welfare schemes or
measures adapted by the JBijapur D Ban!K and the effectiveness of such
measures on the labor force of the organization.
)in#in<s
Based on Auestionnaire/ personal interview and observation/ the following
findings have been made.
B%B%S%B "%T&'
66
B%B%S%B "%T&'
68
Su<<estions
Based on the findings the following suggestions have been given to improve the
situation of employee welfare schemes
". By observation and personal interview we come to !now "33I of
employees mentioned the schemes which they are aware but they donFt
!now all the schemes which Ban! is providing to them. *o the employees
should be made aware of the schemes provided by the ban!.
B%B%S%B "%T&'
6<
0. The welfare schemes should be maximized to satisfy the employees because
only 5<.8I of employees says welfare schemes of BD Ban! is very
high.
5. The amount of @%* should be increased because only 53."I of employee
says very high and 00.8I as average.
9. The staff welfare fund should be maximized for the benefit of the
employees.
6. ;estival advance should be given to employees without deducted the money
from hisGher salary.
8. The health of the organization always depends upon the satisfied labour
force so provide the welfare schemes to satisfy the employees.
<. %ncrease the leave facilities and external training should be provided to the
wor!ers with Aualified training experts to handle the competitive era and
specially about the computers.
4. Cedical facilities and sitting facilities in all the branches should be
improved for the benefit of the employees and as well as to the
organization.
:. anteen facility should be provided in all the branches for the convenient of
the employees.
"3. Provide cool drin!ing water and water in the latrine and urinal facility in all
branches and especially in sindagi branch.
"". ;or the !nowledge of the employees ma!e them aware of welfare schemes
of ommercial Ban! because only 0".6I are aware.
B%B%S%B "%T&'
64
The wor!ing condition is commendable but the wor!ing hours should
be maintained from "3.53am to 6.53pm. The wor! should be extracted as per
the job chart to the employees.
Conclusions
The wor!er should be given fair wages/ incentives which will
encourage them to wor! hard. There exists a good relationship between the
wor!ers and the management.
The wor!er should be motivated to wor! by creating in them sense
of belonging. They will wor! with pleasure and their productivity will be
increased.
The Bijapur D Ban! employees are aware of welfare schemes
and they are satisfied with the BonusG $x-@ratia provide by the Ban!.
B%B%S%B "%T&'
6:
'ttaching at most importance to 'gri *ector/ the ban! is striving
hard for the development of other fields and marching a head to achieve the set
goal.
The financial position of the ban! is sound and is running under
'udit lass J'K since "::5 so to maintain this and to increase the profit of the
Ban! satisfy the employee by providing the welfare schemes. employees are
satisfied from the welfare schemes provided by Bijapur District entral o-
operative Ban! ,td/ Bijapur. But D should concentrate more on welfare
schemes in order increase the productivity and satisfaction level of employees.
B%B%S%B "%T&'
83
doc_947484056.doc
Title of the project:-
“Employees Satisfaction on Welfare Schemes at BDCC Bank
Statement of the pro!lem:-
This particular topic is chosen because employees are the bone of the
organization so to get a effectiveness and efficiency in productivity. Organization
has to motivate the employee through welfare scheme.
"urpose of the stu#y:-
Project is on the study of welfare schemes so in turn the point of benefit
towards the employees and the system that will provide benefit to the organization.
Scope of the stu#y:-
This project helps in collecting the necessary data which will in turn convert
and provide facilities to employees.
$!jectives of the stu#y:-
? To study the organization.
? To examine the various employee welfare schemes at BD ban!.
? To identify employee satisfaction towards welfare schemes which provided
by BD ban!.
? To provide better effective efficient health of the organization.
B%B%S%B "%T&'
"
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B%&'P().
"E()$(*%+CE %W%(D
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B%B%S%B "%T&'
0
% Brief Description of the $r<ani=ation "rofile:
+ame of the organization1 The Bijapur District entral o-operative Ban!
,td./ Bijapur.
'ddress 1 .ittur hannamma +agar/
*olapur )oad/
B%&'P().
Phone 1 23456070869"4/ 0869":/085890.
;ax 1 34560-0869<5.
$-mail 1 bjpdcc=yahoo.com
Type of sector 1 o-operative Ban!.
>ear of $stablishment 1 04-<-":":.
+o of $mployees 1 "4<
?or! *chedule 1 "3.53 to 6.53
@eographical 'rea 1 50/993 *A.feet.
B%B%S%B "%T&'
5
&+T($D1CT&$+ $) B%+3
The Bijapur District o-operative Ban! ,td Bijapur is registered (nder +o-
0945 as co-operative society (nder %ndian o-operative *ocieties 'ct ":"0.
The BD Ban! opened on 04
th
&uly ":": ,ate *hri Pandurang Desai was
the founder and president.
The ban! has its registered office at Bijapur. %n the event of any change
there of/ a notice of such change be given to the )egistrar of .arnata!a o-
operative *ocieties with in thirty 2537 days.
The main objective of the ban! is to assist the rural co-operative to provide
cheaper finance to agriculture.
"588 Bariety of co-operative societies have got membership with the ban!.
Ban! is accepting membership from ":":/ Till date <540 ustomers become
members of the Ban!.
*ission of Bijapur DCC Bank
“To strive for socio-economic Development of the District !y
provi#in< efficient financial services for %<ricultural an# +on-
%<ricultural activities !ase# on Co-operative "rinciples8
B%B%S%B "%T&'
9
$(0%+&6%T&$+ C:%(T
B%B%S%B "%T&'
6
Board of Director
$xecutives
,oan
*ub
ommittee
Building
*ub
ommittee
'udit
*ub
ommittee
*taff
@rievances
'nd
Disciplinary
*taffing
Pattern
ommittee
B(%+C: 'E2E'
B%B%S%B "%T&'
8
Canager
*upervisor
ler!
ashier
Peon
%D*&+&ST(%T&$+
B%B%S%B "%T&'
Deputy
@eneral
Canager
,oan
D
*upervision
Deputy
@eneral
Canager
'dministration
D
$stablishment
Deputy
@eneral
Canager
Planning
D
Development
Deputy
@eneral
Canager
%nspection
D 'udit
<
Canaging Director
@eneral Canager
2'dm7
@eneral
Canager
2Ban!ing7
Deputy
@eneral
Canager
'ccounting
D Operations
Canagement
SECT&$+S &+ B%+3:
The following are different sections
? 'dministration and $stablishment *ection
? Planning and Development *ection
? ,oans and *upervision *ection
? 'ccounts and Operation *ection
? %nspection and 'udit *ection
B%B%S%B "%T&'
4
$ B 7 E C T & 2 E S
The follo>in< are the o!jectives of the !ank
? To finance co-operative societies registered and deemed to have been
registered under the co-operative societies 'ct which are affiliated to the
Ban!.
? To finance directly individual agriculturists in the area of operation of such
societies which are dormant or where due to any reason issue or recovery of
loans and advances have come to a stand still and cultivator member of
societies are deprived of agricultural finance/ by admitting them as nominal
member of the Ban! subject to the subsidiary rules framed and approved by
the )egister.
? To raise funds for the purpose of financing co-operative societies/
individuals and other and generally to carry on Ban!ing business.
? To develop assist and co-ordinate the wor! of affiliated societies.
? To arrange for the supervision and inspection of affiliated societies.
? To open branches/ pay offices and extension counter and suitable center and
frame rules for their conduct and wor!ing and transact any type of ban!ing
business on behalf of other ban!s and societies registered under any 'ct
with the previous approval of the )egister.
B%B%S%B "%T&'
:
? To Purchase/ sell/ transfer/ endorse/ pledge @overnment promissory notes/
bonds/ securities/ Cunicipal/ Eilla Parishat and port trust Bonds/ debenture
guaranteed by government for the legitimate investment of the surplus
funds of the ban! or on behalf of itFs member or depositors without
incurring any financial responsibility and to do all things incidental to such
business.
? To ma!e direct advances to individuals/ proprietary concerns/ partnership
firms/ societies registered under the societies )egistration 'ct ":83/
companies/ corporate Bodies/ statutory organizations for various approved
purposes permitted under the Bye laws by admitting them as normal
members and subject to the rules framed by the Boards and approved by the
)egistrar.
? To ma!e advances to individuals on the pledge of valuablesG approved
securities subject to the rules framed by the Board and approved by the
)egistrar.
? To deploy the resources of the Ban! in profitable avenues subject to rules
framed by Board and approved by the )egistrar.
? To provide finance to o-operative *ocieties/ *ocieties )egistered under the
*ocieties )egistration 'ct/":83/ ompanies/ orporate Bodies and
*tatutory Organisations under consortium arrangement in association with
other ;inancing %nstitutions/ with the approval of the
)egistrarG+'B')DGother ompetent 'uthorities as the case may be.
B%B%S%B "%T&'
"3
? To do ordinary ban!ing business for properly utilizing surplus funds at the
disposal of the Ban! provided this business is carried on only for such
period and under such conditions as the )egistrar *hall prescribe in each
caseH
? To underta!e liAuidation wor! of affiliated societies indebted to the Ban! on
conditions laid down by the )egistrar with a view to facilitate recoveries
from the affiliated societies.
? To maintain a library of o-operative literatures and laboratories.
? To establish or to support or to aid in the establishment and support of funds
calculated to benefit Ban!s employees and or dependants of such
employees provided that the )ules regarding the rates of contributions
payable both by the Ban! and its employees and the )ules regarding
administration thereof are first approved by the )egistrar.
? To receive for safe custody securities and ornaments.
? To draw/ accept/ endorse/ negotiable and sell bills of exchange and other
negotiable instruments in accordance with the rules that shall be framed by
the Board for the purpose.
? To underta!e and to support research in co-operation and to underta!e
research activities in agriculture to enhance agricultural productivity H
subject to rules to be framed by the Boards.
B%B%S%B "%T&'
""
? To arrange for the study tours subject to approval of the )egistrar for
studying Ban!ing and co-operative Development in general and with
special reference to promote co-operative activities in the district.
? To open Ban!ing 'ccounts.
? To carry on the general business of ban!ing not repugnant to the provisions
of the co-operative societies 'ct and )ules framed there under.
? To provide safe Deposit vaults.
? arrying on and transacting every !ind of guarantee and indemnity
business.
? Canaging/ selling/ and realizing any property which may come into the
possession of the ban! in satisfying or in part satisfaction of any of its
claims.
? To ma!e advances to the employees of the Ban! who are admitted as
+ominal members of the Ban!.
? To implement the economic policies as envisaged by the government from
time to time.
? To do such other wor! as will be conducive or incidental to the above
objects and will generally promote the cause of co-operation.
B%B%S%B "%T&'
"0
%chievements
The Bank has achieve# the follo>in< milestones:
? %n the year 0335/ owned funds is 5:5<.:0 la!hs and in 0336 it is 6"49.4<
la!hs and in this year 0338 it is increased of )s.63:.6: la!hs i.e./ 68:9.98
la!hs.
? The ban! has mobalised )s.0568.:" la!h as additional deposits during the
year 0336-38.
? Borrowings from 00.:<I of the wor!ing funds. The ban! has utilized the
borrowings judiciously and repaid in time to the 'pex Ban! and never
became defaulter.
? %n this year 0338/ wor!ing funds is increased of <.88I compare to last year
0336.
? The Ban! has achieved recovery at 45.09I and 45.6"I in respect of 'gril.
'nd +on-'gril. loans during 0336-38 up to march-0338. ;urther it is aimed
to achieve :6I recovery by end of 0336-38 that is june-0338.
B%B%S%B "%T&'
"5
? The net profit for 0336-38 is )s. "604.48 ,a!hs last year is )s. 589.5:
la!hs.
? ?ith the introduction of BDP/ business in societies has improved
considerably and becoming self sufficient. +ow societies have deposit of
)s.59."4 crores as on 5"-5-0336. The P'* are earning the profit and
declaring the maximum dividend.
? .%*'+ )$D%T ')D *cheme has been implemented very effectively. The
ban! has issued !isan redit ards to 03"<< farmers newly during 0336-38.
? ;%S:%SW&+&
o-operative ;armers #ealth *chemes is implemented in 0335.
6<083 farmers have been enrolled of which 660<5 farmers are through primary
o-operative *ocieties. "9 farmers have under gone operation.
This *cheme is continued during 0339-36 and renamed as o-operative ;armers
#ealth Protection *cheme. <<640 farmers members of P'* are enrolled. #ealth
amps are programmed to be arranged at rural places. *eparate >ashaswini ell is
opened in the ban! to afford Auic! services to the farmers. 0"0 farmers have
availed benefit so far/ of which 54 are patients with heart ailments.
B%B%S%B "%T&'
"9
Theoretical )rame>ork
%n the general sense/ the term Jco-operationK means/ the idea of Jliving
together and wor!ing togetherK. o-operation is a business organization. %t is the
only system of voluntary organization suitable for poorer people. %n this system/
the persons voluntarily associate together as human beings on a basis of eAuality/
for the promotion of their economic interests.
Thus/ the o-operative Ban! can be defined as/ Jan institution established
on the co-operative principles and engaged in the normal ban!ing business of
accepting deposits from the public for the purpose of lending and repay it on
demand or otherwiseK.
B%B%S%B "%T&'
"6
$r<anisational Structure of the Co-operative Cre#it &nstitutions
B%B%S%B "%T&'
"8
o-operative redit %nstitution
(rban o-operative Ban!s )ural o-operative redit
%nstitution
*hort Term
*tructure
,ong Term
*tructure
*tate
o-operative
Ban!s
District entral
o-operative
Ban!s
Primary
'gricultural redit
*ocieties
*tate o-operative
'griculture )ural
Development Ban!s
Primary o-operative
'griculture )ural
Development Ban!s
Co-operative Banks:
Ban!s established under the co-operative system are called o-operative
Ban!s. These are State Co- operative Banks? Central Co- operative Banks an#
"rimary Co- operative Banks. *B is an apex level ban! for a state. Bs are
apex level ban!s for each district. Primary o- operative Ban!s are rural or *emi-
(rban ,evel o- operative Ban!s.
Co-operative Cre#it Societies:
These are financial institutions whose primary objects are to provide credit
facilities/ i.e./ loans and advances to its member only. These societies are formed in
large organisations or @overnment Departments or at certain regions. The
members are those wor!ing in the particular organizationG region. They collect
subscriptions/ deposits/ etc./ from members and loans from co-operative ban!s and
extend credit facilities to its members only.
"rimary %<ricultural Cre#it Society:
These are similar to credit societies explained above/ but these credit
societies can extend loans to its members only for the purpose of agricultural
connected activities.
B%B%S%B "%T&'
"<
Types of Co-operative Banks in &n#ia:
? (rban o-operative Ban!s.
? *tate o-operative Ban!s 2*tBs7.
? District entral o-operative Ban!s 2Bs7.
? *tate o-operative 'griculture and )ural Development Ban!s 2*')DBs7.
? Primary o-operative 'griculture and )ural Development Ban!s
2P')DBs7.
B%B%S%B "%T&'
"4
Social Security an# Welfare:
Social Security:-
The wages provided to the employees/ particularly of the lower level may
not be sufficient to meet their needs li!e medical/ children education/ maternity
needs of women employees and employeeFs wivesF etc. Therefore/ @overnments of
various countries insist the employers to provide the security to their employees
against the social evils.
Welfare:-
?elfare has four primary meanings1
? ?elfare/ in general terms/ refers simply to Auality of life.
? ?elfare 2financial aid7/ financial assistance paid by the govt.
? ?elfare 2economics7/ in economics/ associated with material benefit or
preferred outcomes.
? *ocial welfare/ in social policy/ refers to the range of services intended to
meet peopleFs needs.
?elfare is the LenjoymentF that consumers gain from their consumption.
?hile welfare cannot be measured directly/ economists often use a measure of real
income or purchasing power as a way of measuring welfare in many terms.
B%B%S%B "%T&'
":
$!jectives of social security an# >elfare pro<rammes:
The important objectives of fringe benefits are1
"7 To create and improve sound industrial relations.
07 To boost up employee morale.
57 To motivate the employees by identifying an satisfying their unsatisfied
needs.
97 To provide Aualitative wor! environment and wor! life.
67 To provide security to the employees against social ris!s li!e old age
benefits and maternity benefits.
87 To provide the health of the employees and to provide safety to the
employees against accidents.
<7 To promote employeeFs welfare by providing welfare measures li!e
recreation facilities.
47 To create a sense of belongingness among employees and to retain them.
#ence/ fringe benefits are called golden hand-cuffs.
:7 To meet reAuirements of various legislations relating to fringe benefits.
B%B%S%B "%T&'
03
Types of social security an# >elfare pro<ram:
Organisations provide a variety of fringe benefits. Dale >oder and Paul D.
*tandohart classified the fringe benefits under four heads as given here under1
,8 )or Employment Security: Benefits under this head include unemployment
insurance/ technological adjustment pay leave travel pay/ overtime pay/ leave
for negotiation/ leave for maternity/ leave for grievances/ holidays/ cost of
living bonus/ call-bac! pay/ lay-off pay/ retiring rooms/ jobs to the
sonsGdaughters of the employees and the li!e.
.8 )or :ealth "rotection: Benefits under this head include accident insurance/
disability insurance/ health insurance/ hospitalisation/ life insurance/ medical
care/ sic! benefits/ sic! leave etc.
@8 )or ol# %<e an# (etirement: Benefits under this category include1 defferd
income plans/ pension/ gratuity/ provided fund/ old age assistance/ old age
counseling/ medical benefits for retired employees/ traveling concession to
retired employees/ jobs to the sonsGdaughters of the deceased employee and the
li!e.
A8 )or "ersonnel &#entification? "articipation an# Stimulation: This
category covers the following benefits1 anniversary awards/ attendance bonus/
canteen/ cooperative credit societies/ educational facilities/ beauty parlour
services/ housing/ income tax aid/ counselling/ Auality bonus/ recreational
programmes/ stress counselling/ safety measures etc.
B%B%S%B "%T&'
0"
#ours of
?or!
Types of )rin<e Benefits
B%B%S%B "%T&'
00
Paid
#oliday
s
*hift
Premium
#oliday
Pay
Paid
Bacation
anteens
Paid
#oliday
s
*hift
Premium
#oliday
Pay
Paid
Bacation
#ours
of ?or!
$mployee
*ecurity
Payment for Time
not wor!ed
*afety and
#ealth
?elfare
)ecreational
;acilities
Old 'ge and
)etirement
Benefits
)etrenchment
ompensation
,ay-off
ompensation
*afety
Ceasures
?or!menFs
ompensation
#ealth
Benefits
onsu-
mer
*ocieti-
es
redit
*ocieties
#ousing ,egal 'id #ours
of ?or!
?elfare
Organi-
sation
#oliday
#omes
$ducatio-
nal
;acilites
Transport-
ation
$mployee
ounsell-
ing
Parties and
Picnic
Ciscell-
aneous
Provident
;und
Deposit
,in!ed
%nsurance
@ratuity
Cedical
Benefit
Pension
The Welfare Schemes of BDCC Bank "rovi#e# to %ll Employees is as
un#er:
*l.+o ?elfare *chemes 'ssistance Provided
". @roup %nsurance *cheme2@%*7 )s.80333G-
0. ;amily Benefit ;und )s.03 P.C
5. Cedical 'llowance )s."333 P.a
9. *taff ?elfare ;und )s.03333G-
6. ;estival 'dvance )s.0333 P.a
8. #ousing ,oan )s.633333 = "0I
<. Behicle ,oan <6I of the vehicle amount
4. *ulab ,oan )s. "33333G-
:. $mployee o-operative redit *ociety
"6 times on hisGher B.* and max limit is
)s."33333G-.
"3. *alary $arners ,oan )s.63333="0I.
"". Providend ;und B.* M D.'N OOO ="0I.
"0 $ncashment of $arn ,eave in *ervice Once in a 0years
"5. $ncashment of $arn ,eave after )etirement Caximum 093 days.
"9. losing 'llowance )s.033P.a = the year end.
"6. @ratuityG)etirement Benefit Caximum limit is )s.563333G-
These are the schemes provi#e# to only specific employee as follo>:
Sl8+o8 Welfare Schemes "ost %mount
". ?ashing 'llowance Drivers and Peons )s.63 P.C
0. ycle 'llowance Only One Peons )s.63 P.C
5. .ey 'llowance Canager and ashier Per Branch. )s.<6 P.C
9. ashier 'llowance Only ;or ashier )s."63 P.C
B%B%S%B "%T&'
05
6. Typing 'llowance Only ;or Typist )s.83 P.C
(ecruitment:
)ecruitment tends to be studied only for practioner purpose and there is
little evidence of only overarching theory.
' useful definition of recruitment is1 *earching for and obtaining potential
job candidates in sufficient numbers and Auality so that the organization can select
the most appropriate people to fill its job needs.
B%B%S%B "%T&'
09
'ccording to $dwin B.;lippo defined recruitment as Jthe process of
searching for prospective employees and stimulating them to apply for jobs in the
organizationK
Selection:
%t can be argued that staff selection is becoming the axis on which all other
human resource issues turn. %n this fast moving wor! environment the time
available for new employees to adapt and develop is diminishing. They are
expected to become effective almost instantly/ to perform and to move on.
'fter identifying the source of human resources/ searching for prospective
employees and stimulating them to apply for jobs in the organization/ the
management has to perform the function of selecting the right employees at the
right time. The obvious guiding policy in selection is the intention to choose the
best Aualified and suitable job candidate for each unfilled job. The objective of the
selection decision is to choose the individual who can most successfully perform
the job from the pool of Aualified candidates.
+o matter what has been written or said about recruitment and selection/
everyone believes that he is an expert in this field. %t is probably the one area of
personnel management where Lthe professionalF is inevitably challenged by Lthe
laymanF/ whatever the circumstances. +evertheless/ it is one of those situations
where often a manager or supervisor has to face up to the problem of becoming
totally involved in the recruitment and selection process without Auite !nowing
how to tac!le what is in reality a complicated tas!/ in spite of the apparent
simplicity to the ultimate decision to be ta!en- Lto hire or not to hireF.
B%B%S%B "%T&'
06
This is the (ecruitment an# Selection "rocess follo>e# !y the BDCC
Bank:
0overnment %pproval
(oster System
%#vertisement in paper a!out %pplication )orm
Scrutinin< the %pplication )orm
De<ree an# %<e >ise
Cast >ise
"ersonal &ntervie> in the form of ,:B on *erit
*arks $!taine# in Cualifyin< Exam shall !e re#uce# to DBmarks an# the
&ntervie> shall carry,Bmarks 4Total ,//58
B%B%S%B "%T&'
08
Trainin< an# Development "ro<rammes:
Training will be viewed as a short- term educational process utilizing a
planned/ systematic/ and organized procedure by which nonmanagerial personnel
acAuire the technical !nowledge and s!ills necessary for increased effectiveness in
achieving organizational goals.
'ccording to Dale S8 Beach defines the training as JO. The organized
procedure by which people learn !nowledge andGor s!ills for a definite purposeK.
Development/ on the other hand / in reference to staffing and personnel
matters/ will be viewed as a long term educational process utilizing a planned
systematic procedure by which managerial personnel acAuire conceptual and
theoretical the technical !nowledge for enhancing general administrative abilities.
)ollo>in< are the some of the institutions >hich provi#e Trainin< an#
Development "ro<rammes to employees of BDCC Bank:
"7 Bijapur District entral o-operative Ban! ,td/ Bijapur.
07 'gricultural o-operative *taff Training %nstitute/ Banglore.
57 )egional Training ollege +'B')D/ Cangalore.
97 )eserve Ban! of %ndia/ Pune.
67 Bai!unth Cehta +ational %nstitute of o-operative Canagement/ Pune.
B%B%S%B "%T&'
0<
D%T% %+%';S&S %+D &+TE("(ET%T&$+
The welfare schemes occupy an important role in boosting up the morale of
employees at wor!. Providing adeAuate facilities will energies the wor!ers/ which
will increase the output. %n this chapter an attempt is made to analyse the opinion
regarding the various facilities provided to employees.
06 2"33I7 employees were selected and they were as!ed to rate their opinion
on a five point scale as Bery low 2"7/ Below average 207/ 'verage 257/ 'bove
average 297/ Bery high 267.The analysis of the opinion of the employees revealed
the following
B%B%S%B "%T&'
04
,8 %>areness of the #ifferent >elfare schemes
Ta!le -,
(esponses E of (espon#ents
>es "33
+o 3
0raph-,
;rom this graph/ it can be seen that the sample size 206 employees7 is aware of different
welfare schemes provided by Ban!.
B%B%S%B "%T&'
0:
.8 )ollo>in< are the #ifferent >elfare schemes >hich the employees are
a>are
Ta!le-.
Sl8+o Welfare Schemes
". Cedical 'llowance
0. ;estival 'dvance
5. $x- @ratiaG Bonus
9. Providend ;und
6. ;amily Benefit ;und
8. #)' 2#ouse )ent 'llowance7
<. ,eave ;acility
4. @%* 2@roup %nsurance *cheme7
:. *taff ?elfare ;und
"3. @ratuity
"". @*,%* 2@roup *avings ,in!ed %nsurance *cheme7
"0. T' D'
"5. )etirement Benefit
"9. ,% 2,ife %nsurance *cheme7
"6. Typing 'llowance
"8. Bicycle 'llowance
"<. @,%* 2@roup ,in!ed %nsurance *cheme7
"4. @P; 2@eneral Provident ;und7
":. $ntertainment 'llowance
03. Training ;acility
0". *itting ;acility
00. ?ashing 'llowance
05. losing 'llowance
09. .ey 'llowance
06. ash 'llowance
@8 %!out Welfare Schemes
Ta!le -@
Score B A @ . , Total
De<ree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respon#ents "3 9 4 0 " 06
E of respon#ents 37.6 "<.0 50.5 :.< 5.0 "33I
B%B%S%B "%T&'
53
0raph-@
;rom this graph/ it can be understood that the welfare schemes of BD Ban!
employees says that 5<.8I is very high/ 50.5I average and 5.0I as Bery low.
A8 Welfare Schemes provi#e# !y Bank
Ta!le A8,
0&S
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents < 8 8 0 0 05
I of respondents 53." 05.< 00.8 :.< <.65 :5.85
B%B%S%B "%T&'
Very high
Above average
Average
Below average
Very low
5"
0raph-A8,
0&S
%n this analysis 53."I of respondents responded as very high/ 00.8I as average and
<.65I as very low.
Ta!le-A8.
)amily Benefit )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 9 8 4 0 5 05
I of respondents
"8."
06.4 55.5 8.96 "3.< :0.56
0raph-A8.
)amily Benefit )un#
B%B%S%B "%T&'
50
;rom this graph/ it is clear that "8."I of respondents responded as very high/
55.5I as average and "3.<I as very low.
Ta!le A8@
*e#ical %llo>ance
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 9 5 "0 9 0 06
I of respondents "8." "0.: 98.0 "6 4.8 "33
0raph A8@
*e#ical %llo>ance
B%B%S%B "%T&'
55
;rom this graph/ it is clear that "8."I of respondents responded as very high/
98.0I as average and 4.8I as very low.
B%B%S%B "%T&'
59
Ta!le-A8A
Staff Welfare )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 5 6 : 5 5 05
I of respondents
"0.:
"4.5 5<.8 "".4 "".4 :0.9
0raph-A8A
Staff Welfare )un#
%n this analysis "0.:I of respondents responded as very high/ 5<.8I as average and
"".4I as very low.
Ta!le-A8B
Ex-0ratia F Bonus
B%B%S%B "%T&'
56
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents "9 9 9 " 0 06
I of respondents
68.:
"8." "<.0 5.0 8.96 ::.46
0raph-A8B
Ex-0ratiaFBonus
;rom this graph/ it is concluded that 68.:I of respondents responded as very high/
"<.0I I as average and 8.96I as very low.
Ta!le-A8G
%Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 8 9 "" " 0 09
B%B%S%B "%T&'
58
I of respondents 06.4 "6 95 6.54 <.65 :8.<
0raph-A8G
%%n this analysis 06.4I of respondents responded as very high/ 95I as average and <.65I
as very low.
B%B%S%B "%T&'
5<
Ta!le-A8H
"rovi#ent )un#
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 4 9 8 9 0 09
I of respondents
55.5
"8." 09.< "8." <.65 :<.<5
0raph-A8H
"rovi#ent )un#
;rom this graph/ it is concluded that 55.5I of respondents responded as very high/
09.<I I as average and <.65I as very low.
B%B%S%B "%T&'
54
Ta!le-A8D
(etirement Benefits
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents : 8 6 " 5 09
I of respondents
58.8
00.8 "4.5 6.54 "0.: :6.<4
0raph-A8D
(etirement Benefits
;rom this graph/ it is concluded that 58.8I of respondents responded as very high/
"4.5I as average and "0.:I as very low.
Ta!le-A8-
)estival %#vance
B%B%S%B "%T&'
5:
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents 8 9 : 5 0 09
I of respondents
00.8
"8." 5:.4 "3.< 4.8 :<.4
0raph-A8-
)estival %#vance
%n this analysis 00.8I of respondents responded as very high/ 5:.4I as average and 4.8I
as very low.
B8 Do you nee# any other >elfare schemesI
Ta!le-B
De<ree ;es +o Total
+o of respondents "3 "6 06
I of respondents 93.: 6:." "33
B%B%S%B "%T&'
93
0raph-B
;rom this graph/ it is clear that 93.4I of employees want the welfare schemes
*uch as given below1
B%B%S%B "%T&'
9"
Sl8 +o Schemes
". ,%2,ife %nsurance orporation7
0. ,T2,eave Travel oncession7
5. Pension Benefit
9. Tuition fees for children
6. <6I of #ospital bill
8. Over time duty facility
<. Puarters
4. ;ood grain advance
:. @roup %nsurance
"3. 'minity
"". .@%D 2.arnata!a @overnment %nsurance Dept.7
"0. omputerisation
"5. 'll medical facility
G8
> #o you rate the follo>in< facilitiesITa!le-G8,
'eave )acilities
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents < < < " 5 06
I of respondents 0<.: 0<.: 0: 5.0 "3.< :4.<
B%B%S%B "%T&'
90
0raph-G8,
'eave )acilities
;rom this graph/ it is clear that 0<.:I of respondents responded as very high/ 0:I
as average and "3.<I as very low.
B%B%S%B "%T&'
95
Ta!le-G8.
Trainin< )acility
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
8
< : " 0 06
I of respondents
00.8
08.4 5<.8 6.54 <.65 "33
0raph-G8.
Trainin< )acility
;rom this graph/ it is concluded that 00.8I of respondents responded as very high/
5<.8I as average and <.65I as very low.
Ta!le-G8@
*e#ical )acilities
B%B%S%B "%T&'
99
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
5
9 "" 6 0 06
I of respondents
"".4
"4.5 95 ":.9 <.6 "33
0raph-G8@
*e#ical )acilities
%n this analysis/ "".4I of respondents responded as very high/ 95I as
average and <.6I as very low.
Ta!le-G8A
:ealth an# safety
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
B%B%S%B "%T&'
96
+o of respondents 0 0 5 5 "5 05
I of respondents 4.8 <.65 "".4 "3.< 6".8 :3.05
0raph-G8A
:ealth an# safety
;rom this graph/ it is clear that 4.8I of respondents responded as very high/
"".4I as average and 6".8I as very low.
Ta!le-G8B
Sittin< )acility
Score B A @ . , Total
Degree Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents
"
5 : 6 9 00
I of respondents
6.54
"0.: 55.5 ":.9 "4.5 4:.04
B%B%S%B "%T&'
98
0raph-G8B
Sittin< )acility
%n this analysis/ 6.54I of respondents responded as very high/ 55.5I as average
and "4.5I as very low.
Ta!le-G8G
Canteen )acility
Score B A @ . , Total
Degree
Bery
#igh
'bove
'verage
'verage Blow
'verage
Bery
,ow
+o of respondents " 0 5 0 "6 05
I of respondents 6.54 4.8 "".4 8.96 64." :3.55
0raph-G8G
Canteen )acility
B%B%S%B "%T&'
9<
;rom this graph/ it is concluded that 6.54I of respondents responded as very high/
"".4I as average and 64."I as very low.
H8 &s there cool #rinkin< >ater an# >ater in the latrine an# urinal
facilityI
Ta!le-H
De<ree %<ree %vera<e Disa<ree Total
+o of respondents 4 "6 0 06
I of respondents 50.5 83.0 <.6 "33
0raph-H
B%B%S%B "%T&'
94
%n this analysis/ <.6I of respondents responded as disagree/ 83.0I as average and
50.5I as agree.
B%B%S%B "%T&'
9:
D8 The opinion re<ar#in< the >orkin< con#itions an# hours of the Bank
The wor!ing conditions and hours of the Ban! are satisfactory and good but
few of the employees want the wor!ing hours to be "3.53am to 6.53pm and
attenders need *unday holiday.
B%B%S%B "%T&'
63
-8 %>areness of >elfare schemes of Commercial Bank
Ta!le--
De<ree ;es +o Total
+o of respondents 6 03 06
I of respondents 0".6 <4.6 "33
0raph--
;or the awareness of the welfare schemes of employees towards ommercial Ban!
only 0".6I are aware and <4.6I are not aware of the schemes.
The follo>in< are the schemes >hich Bijapur DCC !ank are a>are of
Commercial Bank
B%B%S%B "%T&'
6"
Sl8+o Welfare Schemes
". Cedical ;acility
0. Tour ;acility
5. )etirement Benefits
9. ,T2 leave traveling concession7
6. *taff ?elfare ;und
8. ;amily Benefit ;und
<. onveyance 'llowance
4. ;ree Puarter ;acility
:. Overtime 'llowance
"3. ,adies )oom
"". Tuition ;ees
"0. ,unch $xpenses
"5. Transfer once in a three year
"9. *pecial 'llowance
"6. ;ree ar 'llowance
"8. Bonus
"<. ,eave *urrender
"4. %n charge 'llowance
":. '%%B2ertificate of 'dministration and
%ndian %nstitute of Ban!ing7
03. $ntertainment 'llowance
,/8 Will you join Commercial Bank purely for Welfare SchemesI
Ta!le-,/
De<ree ;es +o Total
+o of respondents < "4 06
I of respondents 0: <" "33
0raph-,/
B%B%S%B "%T&'
60
%n this analysis/ <"I of employeesF response is +o and 0:I of the employees is
>es so it shows that the employees of the BD Ban! are loyal.
,,8 Su<<estion for BDCC Bank
%t is commendable but computerization in the Ban! is very essential
because they have to compete with commercial and urban ban!s. *o as soon as
possible introduce computers and give training about computer to staff to wor!
smoothly.
B%B%S%B "%T&'
65
Summary? )in#in<s an# Su<<estions
Summary:
$mployee measures occupy an important role in the development of an
organization. ' satisfied employee force is an asset for every organization. Cere
wage payment alone will not be sufficient to satisfy the wor!ers. Provision of
adeAuate benefits will build up a strong and satisfied wor! force. The health of an
B%B%S%B "%T&'
69
Organization always depends on a strong and satisfied labor force. %n the present
study/ an attempt is made to examine the various employee welfare schemes or
measures adapted by the JBijapur D Ban!K and the effectiveness of such
measures on the labor force of the organization.
)in#in<s
Based on Auestionnaire/ personal interview and observation/ the following
findings have been made.
B%B%S%B "%T&'
66
B%B%S%B "%T&'
68
Su<<estions
Based on the findings the following suggestions have been given to improve the
situation of employee welfare schemes
". By observation and personal interview we come to !now "33I of
employees mentioned the schemes which they are aware but they donFt
!now all the schemes which Ban! is providing to them. *o the employees
should be made aware of the schemes provided by the ban!.
B%B%S%B "%T&'
6<
0. The welfare schemes should be maximized to satisfy the employees because
only 5<.8I of employees says welfare schemes of BD Ban! is very
high.
5. The amount of @%* should be increased because only 53."I of employee
says very high and 00.8I as average.
9. The staff welfare fund should be maximized for the benefit of the
employees.
6. ;estival advance should be given to employees without deducted the money
from hisGher salary.
8. The health of the organization always depends upon the satisfied labour
force so provide the welfare schemes to satisfy the employees.
<. %ncrease the leave facilities and external training should be provided to the
wor!ers with Aualified training experts to handle the competitive era and
specially about the computers.
4. Cedical facilities and sitting facilities in all the branches should be
improved for the benefit of the employees and as well as to the
organization.
:. anteen facility should be provided in all the branches for the convenient of
the employees.
"3. Provide cool drin!ing water and water in the latrine and urinal facility in all
branches and especially in sindagi branch.
"". ;or the !nowledge of the employees ma!e them aware of welfare schemes
of ommercial Ban! because only 0".6I are aware.
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The wor!ing condition is commendable but the wor!ing hours should
be maintained from "3.53am to 6.53pm. The wor! should be extracted as per
the job chart to the employees.
Conclusions
The wor!er should be given fair wages/ incentives which will
encourage them to wor! hard. There exists a good relationship between the
wor!ers and the management.
The wor!er should be motivated to wor! by creating in them sense
of belonging. They will wor! with pleasure and their productivity will be
increased.
The Bijapur D Ban! employees are aware of welfare schemes
and they are satisfied with the BonusG $x-@ratia provide by the Ban!.
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'ttaching at most importance to 'gri *ector/ the ban! is striving
hard for the development of other fields and marching a head to achieve the set
goal.
The financial position of the ban! is sound and is running under
'udit lass J'K since "::5 so to maintain this and to increase the profit of the
Ban! satisfy the employee by providing the welfare schemes. employees are
satisfied from the welfare schemes provided by Bijapur District entral o-
operative Ban! ,td/ Bijapur. But D should concentrate more on welfare
schemes in order increase the productivity and satisfaction level of employees.
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doc_947484056.doc