Employee Satisfaction Analysis at Monnet Ispat

A
Major Project
on
ANALYSIS OF THE EMPLOYEES SATISFACTION ON
WELFARE ACTIVITIES AT
MONNET ISPAT & ENERGY LTD, RAIPUR

Submitted for partial fulfillment of requirement for the award of degree
Master of Business Administration
CHHATTISGARH SWAMI VIVEKANAND TECHNICAL UNIVERSTY BHILAI
(C.G.)
Submitted By:
SAVANT BAHADUR SINGH
MBA PART TIME 6
TH
Sem
Subject Code: 676621(76)
Session : 2013-14

Approved By : Guided By:
DR. SUMITA DAVE MR. SUJIT DEY
Principal Asst. Professor,Faculty of Management

FACULTY OF MANAGEMENT
DISHA INSTITUTE OF MANAGEMENT AND TECHNOLOGY
Approved by AICTE
(Disha Education Society)
Satya Vihar, Vidhansabha-Chandrakhuri Marg, Mandir Hasaud, Raipur (C.G.) 492101

ANNEXURE I

DECLARATION

I the undersigned solemnly declare that the report of the project work entitled
ANALYSIS OF THE EMPLOYEE SATISFACTION ON WELFARE ACTIVITIES IN
MONNET ISPAT & ENERGY LTD., RAIPUR, is based my own work carried out
during the course of my study under the supervision of Mr. Sujit Dey

I assert that the statements made and conclusions drawn are an outcome of the
project work. I further declare that to the best of my knowledge and belief that the project
report does not contain any part of any work which has been submitted for the award of
any other degree/diploma/certificate in this University or any other University.

__________________
(Signature of the Candidate)
Enrollment No: AI6741
Roll No.: 6053611003

ANNEXURE II

CERTIFICATE BY GUIDE
This to certify that the report of the project submitted is the outcome of the project work
entitled ANALYSIS OF THE EMPLOYEE SATISFACTION ON WELFARE ACTIVITIES
IN MONNET ISPAT & ENERGY LTD., RAIPUR carried out by SAVANT BAHADUR
SINGH bearing Roll No.: 6053611003 & Enrollment No.: AI6741 Carried by under my
guidance and supervision for the award of Degree in Master of Business Administration of
Chhattisgarh Swami Vivekananda Technical University, Bhilai (C.G), India.
To the best of the my knowledge the report
i) Embodies the work of the candidate him/herself,
ii) Has duly been completed,
iii) Is up to the desired standard for the purpose of which is submitted.

__________________________
(Signature of the Guide)
Name: PROF. SUJIT DEY
Designation: ASST. PROFESSOR
Faculty of Management, DIMAT

ANNEXURE III (ACKNOWLEDGEMENT)

ACKNOWLEDGEMENT

I would like to express my heartfelt gratitude to all who have shared their valuable time and
had helped me directly or indirectly in the completion of this project.
I grab this opportunity to acknowledgement my most
respectable guide Mr. Sujit Dey without whose guidance my project wouldnt be completed.

I express my sincere gratitude to Mr. S.K. Singh (GM, HR &
Admin) for providing me an opportunity to undergo summer training at Monnet Ispat &
Energy Ltd. I am thankful to Mrs. Sonam Luthra (AM, HR & Admin) for her support, co-
operation & motivation provided to me during the training for constant inspiration, presence
& blessings.
Lastly, I would like to tender my colleagues and friend without whose help my project would
have failed to witness the day of reality.


TABLE OF CONTENTS
Contents Page No

Declaration (i)

Certificate by Guide (ii)

Acknowledgement (iii)

Chapter 1 - Introduction to the study

1

Chapter 2 - Company Profile MONNET

16
Chapter 3 - Research Methodology

28
Chapter 4 - Data Analysis and Interpretation

32

Chapter 5 - Findings

43

Chapter 6 - Suggestions

45
Chapter 7 - Limitations

47
Chapter 8 - Conclusions

49
References

51
Appendices
a. Questionnaire Used
b. Any other appendix

53

1

CHAPTER-1
INTRODUCTION

2

INTRODUCTION OF THE STUDY
1.1 HUMAN RESOURCE MANAGEMENT
Human resources department play a vital role in Indian modern society. One of the main
functions of personnel management in industrial organization is to lay concentration on
welfare measures to be undertaken. The management looks after employees right number
and right kids. They must be stationed at the right place on one hand on the other hand meet
their genuine expectation of returns for the work accomplished by them. The personnel
management that deals with undertaking their needs and behavior must remember it.
Employee is an important aspect to boost up motivation for achieving organization goals.
Manpower is otherwise termed as human resources. This consists of knowledge, skills,
creative ability and aptitude of the workforce of all the Ms namely materials, machines.
Money and motive power. The most important one is M for Men or Human Resources .
Problems relating to inadequacy of welfare measure provided or lack of welfare measures,
sometimes both intramural and extramural are studies to find out the cause for such problems
and to evaluate solution to the problems. In the study of this project, great stress has been laid
on the impact of social responsibility and social responsiveness to stick out a between
economic power and social responsiveness.
Human resource may be through of as the total knowledge task, creative abilities, talents and
aptitude values, and aptitude of people who the organizations workforce.
A human resource needs to be utilized to the maximum possible extent in order to achieve to
active organizational and individual goals. It is the most valuable asset of an organization in
fact it is an economic resource covering all human resource organized and unorganized,
employed or capable of employment, working at all level hence importance of human
resource.

1.2 ORIGIN AND GROWTH OF EMPLOYEE WELFARE CONCEPT IN INDIA
The transference of ruler population to the urban areas as a result of industrialization,
brought within certain sociological problems. Heaving the up rooted from their rural

3

mornings, the new class of employee required welfare service to be provided to them in new
surroundings so as to enable them to adopt to changing situation.
Original conceived as a humanitarian approach, the employer realized the value of providing
better working and living conditions to their employees. What was, therefore, essentially a
humanitarian approach in the initial stages, gave rise to utilitarian philosophy as motivating
force for providing welfare amenities to the working population.

The Indian national congress in its Karnataka session in 1931 demanded that the organization
of economic life in the country must confirm to the principles of justice and it might secure a
decent standard of living. It also emphasized that the state should safeguard the interest of the
industrial employers and should secure for them by suitable legislation a living wage, healthy
condition of work. Limited hours of suitable work, machinery for settlement of disputed
between employers and employee and protection against the economic consequence of old
age, sickness employment.

The need for adding welfare activities to the contractual relationship between
employer and the workers received attention in any country in the early state of
industrialization. The state had to intervene using its persuasive powers and / or by enforcing
legislation. Our country has been no exception to this process.

The government of India started evincing interested in the welfare programmers during the
Second World War. When they introduced scheme of labour welfare in their ordinance,

4

ammunition and other factories engaged in war production. The services of reputed labour
leader were availed for advising government on this important aspect the workers life
governments anxiety in those days was to take steps up the morale of the employees played
in these factories to help in the midst of political difficult situation.

1.3 EMPLOYEE WELFARE
Employee welfare means the efforts to make life worth living for workmen. According to
Todd employee welfare means anything done for the comfort and improvement, intellectual
or social, of the employees over and above the wages paid which is not a necessity of the
industry.
The basic objective of the Staff Welfare Scheme Management is to uplift the physical, mental
and economic conditions of its employees in order to get the best out of them in addition to
fulfilling the social responsibility cast upon the organization.

It is a fact that the Industrial progress of the country depends on its committed labor. In order
to get the best out of a worker in the matter of reduction working conditions require to be
improved to a greater extent to achieve the objective of maximization of utilization resources
the workers should at least have the means and facilities to keep him in a state of health and
efficiency.

The work place should provide reasonable amenities for the essential needs and worker
should also be equipped with the necessary technical training and a certain level of education.

Labor welfare is broad term covering social security and such other activities as medical aid,
crche, canteens, recreation, and housing, adult education arrangements for the transport of
labor to and from the place of workplace.

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1.3.1 The Concept of Employees Welfare
Employees Welfare includes provision of various facilities and amenities in and around the
workplace for the better life of the workers. It is a part and parcel of social welfare.
Employees welfare facilities include medical, sports education, cultural and other facilities.
Employees Welfare has the following objectives:
1) To provide better life & health to the workers.
2) To make the workers happy, satisfied & efficient.
3) To relieve workers from industrial fatigue & to improve intellectual, cultural & material
condition of living of the workers.

1.3.2 DEFINITION
According to the Committee on Labour Welfare, Welfare services should means;
Such services, facilities & amenities adequate Canteens, rest & recreation facilities, sanitary
& medical facilities, arrangements for travel to & from place of work,& for the
accommodation of workers employed at a distance from their homes.
Such other services amenities & facilities, including social security measures, as contribute to
the condition under which workers are employed.
1.4 Concept of Welfare:
Welfare refers to a condition of living of an individual or group in a desirable and happy state
of relationships with whom economical and social, ecological welfare means environment
friendly existence, ecological balance pollution existence and proper sanitation.
The term welfare as it suggest the ideas, meanings and conditions such as the state of well-
being, health, happiness, prosperity, and the development of human resource. The concept
welfare can be

6

Approached from various angle; welfare has been described as a total in order to establish the
manpower their work and achievement of the organizational objectives.
Amenities will meet employee operation and leads to satisfaction. They are the mirror which
reflects the employees satisfaction.

1.4.1 Aim of employee welfare
From humanitarian point of view employees should be provide certain facilities and
amenities economic point of view, it is very essential as it improves the living and working
condition of employees and also increase productivity.
OBJECTIVES:

To understand & present the various welfare measures at Central Bank of India.
To find out how effectively existing welfare measures have been implemented.
To examine the satisfaction level of employees regarding welfare measures provided
by the Organization.
To identify the existing employ welfare facilities particularly,
Educational facilities
Medical facilities
Canteen facilities
Housing facilities and
Transport facilities.
To know and suggest improvements regarding the various welfare measures,
programs and schemes taken up by the organization for the betterment of workers.
To analyze and suggest further improvement of existing welfare facilities in the organization.

7

Welfare measures are measures, which promotes the physical, psychological well-being of
the working population. Employees are recognizing the importance of labor welfare activities
in India very recently, government, by other agencies.
Encourage the employees
Recruit and retain the best personnel to increase and improve employee morale.
Develop employees economically and socially.
Provide primary needs.
Motivate employees for increasing efficiency.
Creating the sense of social goods.
Increase productivity and to maintain good industrial human relations.
Improve the standards of living of workers, housing, minimum wages and other benefits are
bound to create a feeling of satisfaction among the workers and are therefore more helpful in
reducing the extent of labor turn over and absenteeism.
Provisions of good medical and working conditions, recreational, educational are bound to
increase the mental efficiency and economic productivity of industrial workers.

The issues of welfare measures are related to overall development of workers both the
physical and physiological being. Employee welfare programs create a sense of belonging
and adequacy that benefits the organization in the long run.

Hence the major study includes scope of the study is related to the employee welfare
measures, like Medical facilities, Educational facilities, Canteen facilities, Housing facilities
and Transport facilities, the innovative programs by the government for the workers through
the different mechanisms and how the welfare is implied in the organization to the employees
and their families which ultimately benefit the organization in the long run.

8

1.4.2 Welfare services
Welfare services relate to physical and social well-being of the employees both within and
outside the organization. Within the organization, these include provision of medical benefits,
recreational facilities, libraries, canteens, rest rooms, etc. But outside the organization;
welfare arrangements include provision of housing accommodation, education of children of
employees, sports fields medical advice for the family, etc.

1.4.3 The Types of Welfare Services are as follows:

Intramural: - These are provided within the organization like:
a) Canteen
b) Rest rooms
c) Crches
d) Uniform etc

Extramural: - These are provided outside the organization, like: -
a) Housing
b) Education
c) Child welfare
d) Leave travel facilities
e) Interest free loans
f) Workers cooperative stores
g) Vocational guidance, etc

1.4.4 Why a Company doing employee welfare Activities?

Employee welfare is in the interest of the employee, the employer and the society as a whole.
The objectives of employee welfare are:
a) It helps to improve.
b) It improves the loyalty and morale of the employees.

9

c) It reduces labor turnover and absenteeism.
d) Welfare measures help to improve the goodwill and public image of the enterprise.
e) It helps to improve industrial relations and industrial peace.
f) It helps to improve employee productivity

1.4.5 Features of Employees Welfare
1) Employee Welfare is a comprehensive term including various services, facilities &
amenities provided to employees for their betterment.
2) The basic purpose in to improve the lot of the working class.
3) Employees Welfare measures are also known as fringe benefit & services.
4) Welfare measures are in addition to regular wages & other economic benefit available to
workers due to legal provisions & collective bargaining.
5) The purpose of Labour welfare is to bring about the development of the whole personality
of the workers to make him a good workers & a good citizen.
6) Welfare measures may be both voluntary & statutory.

1.4.6 Significance of Employees Welfare
1) Welfare facilities provide better physical and mental health to the workers and make them
happy.
2) Such services facilities like housing scheme, medical benefits education these facilities
help employees to devote greater attention towards their work.
3) Employers secure the benefits of high efficiency, cordial Industrial relations and low
absenteeism and turnover.
4) Labour welfare measures raise labour productivity and bring industrial peace and cordial
labour-management relation.
5) An employer is able to attract talented workers from the labour market by providing
attractive welfare facilities.

10

1.4.7 These are the provisions do Factories Act 1948 provides for welfare

Provisions provided by Factories Act 1948 are: -
(a) Adequate, suitable and clean washing facilities separately for men and women workers.
(b) Facilities for storing and drying clothes.
(c) Canteens, if more than 250 workers are employed.
(d) Welfare officer, wherever more than 500 workers are employed.
(e) First aid boxes are provided.

1.4.8 Duties of welfare officers
Rules under section 49 (2) of labour laws:
(a) To establish contacts and hold consultations with a view to maintaining harmonious
relations between the management and the workers.
(b) To take up with the Factory Management the grievances of workers, individual as well as
collective, with view to securing their redress and to act as a liaison officer between the
management and labour.
(c) To help the factory management in determining its labour policies and to interpret them to
the workers in Hindi.
(d) To watch employment relations with a view to using his influence in the event of an
industrial dispute arising between the management and workers and assist in bringing about a
settlement by persuasive efforts;
(e) To advise on fulfillment by the management and concerned departments of the factory of
their obligations, statutory or otherwise concerning regulation of working hours, maternity
benefits, medical care, compensation for injuries and sickness and other welfare and social.
1.5 HEALTHY WORKING CONDITIONS WHICH ARE ESSENTIAL FOR
COMPANY TOWARDS THEIR EMPLOYEES WELFARE:
It is essential to ensure favourable working conditions so that the workers can perform their
tasks without experiencing physical or mental strain. Some of the conditions surrounding a

11

worker as he does his job and affecting his physical well-being and thus his efficiency are as
under:
(1) CLEANLINESS- It is essential for health. Dirt should be removed daily from all rooms,
passage and stair-cases. Sufficient spittoons should be provided at convenient places and
should be kept hygienic, properly cleaned and disinfected.
(2) ADEQUATE LIGHTING- Good lighting can facilitate higher production. It is essential
to the health, safety and efficiency of workers. Without proper lighting, eye damage will
occur, accidents and spoilage of material will increase and production will slow down.
(3) TEMPERATURE AND VENTILATION- The employees must be provided tolerable
temperature if they are to work efficiently. Steps should be taken to ensure flow of fresh air-
having right temperature and humidity. Cooler can be used during the summer: and heaters
can be used during the winter.
(4) DRINKING WATER- In every factory wherein more than two hundred and fifty
workers are ordinary employed, provisions shall be made for cooling drinking water during
hot weather by effective means and for distribution thereof.
(5) DISPOSAL OF WASTES AND EFFLUENTS- Effective arrangement shall be made in
every factory for the treatment of wastes and effluents due to the manufacturing process
carried on therein, so as to render them innocuous, and for their disposal.
(6) WORKING SPACE AND SEATING ARRANGEMENT- Adequate space should be
provided for workers, material, tools and equipment for their free and unhindered movement
from one machine or process to another. There should also be enough seating arrangement
for the workers as prolonged standing may lead to discomfort and fatigue.

1.6 AGENCIES OF LABOUR WELFARE
In India, the main agencies engaged in Labour welfare include:
(a) Central Government
(b) State Government

12

(c) Employers, and
(d) Workers organizations

1.6.1 The agencies of employee welfare are: -

1. Central government: - The central government has made elaborate provisions for the
health, safety and welfare under Factories Act 1948, and Mines Act 1952. These acts provide
for canteens, crches, rest rooms, shelters etc.

2. State government: - Government in different states and Union Territories provide welfare
facilities to workers. State government prescribes rules for the welfare of the workers and
ensures compliance with the provisions under various labor laws.
3. Employers: - Employers in India in general looked upon welfare work as fruitless and
barren though some of them indeed had done pioneering work.

4. Trade unions: - In India, trade unions have done little for the welfare of workers. But few
sound and strong unions have been the pioneering in this respect. E.g. the Ahmadabad
textiles labor association and the Mazdoor sabha, Kanpur.
5. Other agencies: - Some philanthropic, charitable d social service organizations like: -
Seva Sadan society, Y.M.C.A., etc

1.7 The Employee benefits provided in Monnet
1) Co-operative Society
2) Hospitalization
3) Medi claim
4) Housing Loan interest subsidy scheme
5) Two wheeler interest subsidy scheme
6) Canteen

13

7) Subsidized bus services
8) Health & Safety
9) Participative decision making
10) Family Welfare
11) Arts & Sports, Clubs
12) Leave facility

1.7.1 Objective of Welfare of Monnet
MIELs Welfare policies are formulated in order to provide best possible working condition,
working, atmosphere, quality of life, health & hygiene etc.
Monnet Ispat & Energy Ltd slew of welfare measures to their employees and their families.

(A) STATUTORY WELFARE SCHEME
(1) Employee Deposit Linked Insurance Scheme (EDLI)
It is applicable to all members of PF under EDLI Scheme 1976.This EDLI Policy is to give
maximum benefits to employees.
(2) Special Welfare Initiative
Under this Group Personal Accident Insurance (GPAI)
(3) Medi claim Family Floater Policy
Under this policy all Employees and their spouse and dependent children up to 26 years of
age are covered under the policy.
(4) Group Gratuity Insurance Policies

14

Under it Gratuity after completion of 5 years service as per Act. Apart from that, In case of
death, extended gratuity is given to all the employees through insurance company up to 65
years of age. Gratuity calculation will be up to 65 years instead of 58/60 years as per
company norms.

(B) OTHER WELFARE SCHEMES
(1) Interest Free Soft Loan:
It covers all permanent Employees. It gives benefit of 3 months of basic salary, repayment in
easy installment.
(2) Uniform:
It covers all employees of the company and gives benefit of two sets of uniform.
(3) Medical Facilities:
Under it Free of cost to all workers and with nominal charges for staff & their family in their
Hospital (Maina Devi Health Center) there are two permanent Doctors and all seven days
visiting specialist Doctors. And also 24 hrs free ambulance facility.
(4) Education:
Education facility from Nursery to High School at Monnet DAV Public School for children
of their employees and nearby villagers with bus facility.
(5) Transportation:
They also provide Bus facilities to their staff in all shifts with nominal charges for Raipur and
Bhilai.
(6) Recreation facility:
They also provide Sports & Club facilities for staff.
(7) Residential facility:

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They provide furnished accommodation for workers and staff on subsidized rent with 24 hrs
free water & electricity.
(8) Gifts:
They give all employees cash gifts on their birthday and festival gifts on occasion on
Deepawali and Vishwakarma Pooja.
(9) Motivation:
They also motivate their employees by giving best attendance award, best productivity award,
best quality award, Production incentive plan.
(10) Compassionate Appointment:
They also provide the facility of compensation in case of death of any employee during the
work; his son/daughter/wife may be appointed as per his/her qualification.

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CHAPTER-2
COMPANY PROFILE

17

COMPANY PROFILE
Monnet Ispat & Energy Limited (MIEL) is the flagship company of Monnet Group. It
was incorporated on 1st February 1990. It is located at Mandir Hasaud, District Raipur. The
first trial production of the plant came on 07
th
February 1994 and the first commercial
production of the plant started on 05
th
August 1994. The MIEL is an ISO 9001:2008 certified
company. Monnet Ispat& Energy Limited engages in the production and sale of sponge iron,
structural steel, and Ferro alloys in India. The company also engages in the generation and
sale of power; and provides consultancy services in the fields of exploration, exploitation,
and beneficiation coal and other miner.
Monnet Ispat& Energy Limited, formerly known as Ispat Limited, is based in New Delhi,
India. Monnet is Indias Second Largest Sponge Iron Manufacturing Company with an
Annual Production of 1 Million Tons Per Annum. Monnet is marketing 1.5 MTPA of Sponge
Iron, Ferro Alloys, Mild Steel Billets, and Mild Steel Ingots & Rolled Products from its
integrated plants at Raipur and Raigarh with dedicated customer and distribution network
through India.
2.1 Monnet Group
MIEL is going to utilize its strength, gathered in course of design, construction and operation
of its mining projects and coal waterish, by launching a world class coal consulting division.
The world of Monnet never closes its doors to change, challenges and opportunities. Briefly
the investment plan envisages the following:-
Steel Plant expansion at Raigarh, Chhattisgarh USD 555 million
Thermal Power Plant at Angul in Orissa, 1050MW USD 855 million
Coal Washers at Talcher, Orissa USD 10 million
Open cast mining in Orissa &Chhattisgarh USD 102 million
Cement Plant at Raipur USD 180 million
Total Investments USD 1,702 million

The projects are being undertaken by the Project Division of the Monnet Group with a
majority of equipment orders for the steel plant and the power plant having been placed.

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2.1.1 MONNET RAIPUR-
Monnet Ispat & Energy Ltd. is the flagship company of Monnet Group. It was incorporated
on 1
st
February 1990.The company was promoted by MR. SANDEEP JOJODIA.It is located
in Mandir Hasaud, Raipur District and its head office is situated at New Delhi.The first trial
of the plant started on1
st
February 1994 and the first commercial production of plant started
on 5
th
August 1994. The company is further expanding the capacities of its steel and sponge
iron making facilities and setting up Greenfield.
2.1.2 LOCATION OF MIEL
Registered office-
Corporate office-
Monnet Marg, Mandir Hasaud,Raipur,492101 Chhattisgarh ,India

Monnet House,11 Masjid Moth Greater Kailas Part-II, New Delhi 110048,India

Manufacturing Units-
Monnet Ispat & Energy Ltd., Raipur
Monnet Marg, Mandir Hasaud, Raipur, 492101 Chhattisgarh, India

Monnet Ispat & Energy Ltd., Raigarh
Village & Post Naherpali
Tehsil- Kharsia
Raigarh-496661 Chhattisgarh, India

2.2 HR policy
MONNET ISPAT & ENERGY LIMITED believes that employees are the most
important resources. To realize the full potential of employees, the company is
committed to;
Provide work environment that makes the employees committed and motivated for
maximizing productivity.

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Establish systems for maintaining transparency, fairness and equality in dealing with
employees.
Empower employees for enhancing commitment, responsibility and accountability.
Encourage teamwork, creativity, innovativeness and high achievement orientation.
Provide growth and opportunities for developing skill and knowledge.
Ensure functioning of effective communication channels with employees.
2.3 HR philosophy
Management Style
The core of the management style of Monnet Group is shaped by the achievable
highest standards of innovation and continuously improving quality.
Growth Options
Management believes in personal as well as financial growth as the greatest
motivating factors and hence innovative and attractive growth options and incentive
plans are offered to employees.
Compensation System
Compensation system at Monnet Group is highly rational and transparent. The Group
believes that organizations will grow along with growth of the employees and so it
has attractive compensation package and incentive plans.
Training & Development
Monnet Group believes that every employee is an asset to the Group, regardless of the
role he/she plays. Hence full emphasis is laid towards the technical and personal
development of its members through internal as well as external training and
development programs.

2.4 VISION OF THE MONNET GROUP
To achieve holistic leadership in terms of cost, quality, customer satisfaction in a
systematic and planned manner.
A symbol of corporate excellence with strong focus for benefiting stakeholders and
society at large.

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2.5 MISSION OF THE MONNET GROUP
To achieve total integration in operation with global cost and quality standards with
the use of the latest technology and to be perceived as the prefferd choice of our
customers.
To build a team of motivated and dedicated workforce, with high work ethos.
To strive to emerge as an ideal corporate citizen.

2.6 QUALITY POLICY
We shall strive to:
Achieve and sustain Product Quality as per customer requirement and satisfaction.
Adhere to approved Quality assurance system in conformance to ISO 9001 2000.
We strive for continual improvement of our quality management through the active
involvement of all employees.
2.7 Objectives of MIEL
To earn maximum profit
To upgrade the skill and efficiency of employees through training and development,
motivation and satisfaction.
Promote branding of product for quality and customer preference through customer
relations management.
Develop a reliable and strong supplier base and ensure effective supply chain.
Promote quality movement in all functions of the company through total quality
management system.
Technology up gradation and productivity.
Continue efforts towards safety of employees, conservation of environment and be a
good corporate citizen.
2.8 Group Companies
Following are the group companies name-
Monnet Ispat & Energy Limited.(Raipur)
Monnet Ispat & Energy Limited.(Urla)

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Monnet Ispat & Energy Limited.(Naherpali)
Monnet Ispat & Energy Limited.(Milupara)
Monnet Ispat & Energy Limited.(Barbil)
Steel & Power Private Limited.(Rameshwaram)
Monnet Sugar Limited
Monnet Industries Limited
Monnet Overseas Limited
Monnet Global Limited
Monnet Daniels Coal Washeries Pvt. Limited
Monnet Power Company Limited
Monnet Cement Limited
PT Monnet Global, Indonesia

2.9 Product Profile
The company started its business with the manufacture of Sponge Iron. Thereafter the
companys endeavor has been to integrate the business and expand across the country. The
company has its own generating power plants, own coal mines and iron ore mines which sum
up to low cost of production, accompanied by assured quality and quantity of the raw input.
Sponge Iron: The quest started in the year 1994 when the company implemented its
first 1 Lac TPA sponge iron plant in Raipur, Chhattisgarh. Thereafter there was no
looking back and now the company is producing 3 Lac TPA sponge iron in Raipur
itself.
Steel: The Company has further integrated its operations by manufacturing Mild Steel
and Alloy Steel in the form of billets and rods. The company is having a total
manufacturing capacity of 3, 00,000 TPA of Mild Steel and Alloy Steel. At Raigarh,
MIEL has targeted production 1.8 million tons steel comprising of Structural Steel,
Plates and TMT Bars.
Ferro Alloys: The Company with its in-house team at Raipur has set up an Ferro
Alloy Plant at Raipur in the state of Chhattisgarh with an annual capacity of 60,000
tones with four submerged arc furnaces. Power is generated by the group company
itself which assures quality power at a very low cost. Moreover, Raipur is also having

22

location advantage as it is very near to the source of raw material as well as finished
product market i.e. SAIL.
Power Generation: Monnet Power Company Ltd. was incorporated to generate and
supply power to its group companies. The company is generating 45 MW at Raipur,
Chhattisgarh for captive consumption. At Raigarh Power generation has been planned
in two phases 90 MW & 70 MW.
Coal Mining: The Company in order to establish backward integration of its
manufacturing facilities ventured in the field of Coal Mining. The details of the coal
projects undertaken are as under:
Raigarh Underground Coal Mining Project
Utkal B-2 Open-Cast Coal Mine
Iron Ore Mining.
Coal Washers on Build-Own-Operate Basis for Punjab State Electricity
Board.
Coal Washers for Karnataka Power Corporation Ltd.

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2.10 ORGANIZATIONAL CHART

24

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2.11 CSR Activity of MIEL
Monnet CSR policy aims at bringing about a radical transformation in the quality of life of
people living in and around the operation areas of the company through positive intervention
in social upliftment programs.
2.11.1 Community Health:
Monnet Foundation, the CSR arm of Monnet Ispat and Energy Limited organized a day long
free health camp for residents of 9 villages (401 Beneficiaries) across Raipur. 11 Medical
Specialists from Pediatrics, Skin, ENT, Gynecologists, Physicians, Dentists, Pathologists,
Eye Care and Dermatologists from reputed medical institutions were a part of the camp to
provide quality health services and consultation to the deprived community of the remote
areas. Special arrangements were in place for detecting the presence of cancer especially in
women.
2.11.2 Education:
It is our strong belief that children are the foundation of our nation and they could be nurtured
well in the right direction by giving them proper education. To ensure that the brighter futures
of tomorrow are not deprived from their right to education, Monnet Foundation is
successfully running Monnet DAV Public School in Raipur and Raigarh.
2.11.3 Sustainable Livelihood
Monnet Group conducts training programs in its CSR target areas for the youth and women
in various fields of craft and skills. Women empowerment is attained through classes for
stitching, tailoring, sewing, embroidery and knitting. Students who have discontinued their
further education are encouraged to take up electrician and fitter training classes so as to
enable take up these trades as their livelihoods.

2.11.4 Rural Infrastructure Development
It is the endeavor at Monnet Group to keep providing basic amenities to people residing in
surrounding areas. Various construction facilities have been undertaken:
Construction of boundary wall for the school.

26

Construction of toilets in schools and other areas
Shed construction inside the hospital
Renovation of old school buildings
Construction of waiting hall in the hospital
Excavation and digging of water tank
Construction of concrete roads.

2.11.5 Training and Development
At Monnet Group people are strengths. Extreme care is taken in selection of the right
manpower and developing their skills to enable them deliver the targets.
All the units maintain elaborate set up of HR functions who work very closely with
the needs of the individual as well as the organization as a whole.
HR Initiatives are planned for development in the organization and growth of these
activities depends upon the co operation shown by the individuals.
HR tools and modern HR practices are under deployment for benefiting the parties
engaged and the organization per se.

MANAGEMENT STYLE
The core of the management style of Monnet Group is shaped by the achievable highest
standards of innovation and continuously improving quality. The Group has always striven
for excellence and believed in benchmarking industry standards and implemented through
extra ordinary initiatives, decision making process, perseverance, flexibility and team spirit.

GROWTH OPTIONS
At Monnet Group, there are unlimited growth opportunities available for any dedicated and
efficient employee. The management believes in personal as well as financial growth as the
greatest motivating factors and hence innovative and attractive growth options and incentive
plans are offered to employees.

27

COMPENSATION SYSTEM
Compensation system at Monnet Group is highly rational and transparent. The Group
believes that organizations will grow along with growth of the employees and so it has
attractive compensation package and incentive plans.

TRAINING & DEVELOPMENT
At Monnet Group people are our strengths. Extreme care is taken in selection of the right
manpower and developing their skills to enable them deliver targets. All the units maintain
elaborate setup of HR functions who work very closely with the needs of the individual as
well as the organisation as a whole.
HR Initiatives are planned for deployment in the organisation and growth of these activities
depends upon the co operation shown by the individuals. HR tools and modern HR practices
are under deployment for benefiting the parties engaged and the organisation per se.

VOCATIONAL DEVELOPMENT
Monnet Group believes that every employee is an asset to the Group, regardless of the role
he/she plays. Hence full emphasis is laid towards the technical and personal development of
its members through internal as well as external training and development programs.
Monnet Group believes in maintaining a proper balance between personal and work life.
With rigorous working, there are adequate leave facilities to encourage a healthy work
environment.
The Monnet Group welcomes you to apply for fulfilling career with benefits transcending
across borders.

28

CHAPTER-3
RESEARCH METHODOLOGY

29

RESEARCH METHODOLOGY

3.1 Meaning of Research
Research refers to a search for knowledge. It is a systematic method of collecting and
recording the facts in the form of numerical data relevant to the formulated problem and
arriving at certain conclusions over the problem based on collected data. In short, the search
for knowledge through objective and systematic method of finding solution to a problem is
research. Research is done because it makes possible to make progress in a field. It is done
with the help of study experiments, observation, analysis, comparison & reasoning.

3.2 Meaning of Research Methodology
It is a systematic way to solve a problem. It is a science of studying how research is to be
carried out. It is concerned with explanation of why a particular research study is taken. It
provides necessary tools.

3.3 Statement of the problem
Employees welfare measures , provided by the company with reference to Monnet Ispat
& energy ltd.
3.4 Purpose of Study
To study the employees welfare activity of Monnet, and what are the facilities Monnet
provide their employees related to safety & health policy, accidental policy, emergency
condition, facility of training & development, study about fringe benefit.

3.5 Objectives of the study
To study about the Welfare Activities of Monnet Ispat & Energy Ltd.
To study Health and Safety Policy at Monnet Ispat & Energy Ltd.
To find out safety measured taken by the Company and also findings the facilities
provided by the company to suffered & injured employees.
To find out the factors which may lead to accidents at workplace?
To give recommendation & suggestion on the basis of findings with view to improve
welfare facilities & working condition.

30

3.6 Research Design

In order to understand the satisfaction of the employees a brief conversation was done with
the employees directly & a survey was done.

3.7 Data collection through questionnaire

The questionnaire is considered as the most important thing in a survey operation. The
primary data have been collected personally from the employees through questionnaire. The
employees are from different department and working at different level of organization. We
have discussed with the employees and collecting the information. The employees have been
asked to fill up the questionnaire and more over the data collection process also includes
interviews & secondary sources.
Sources for collection of data:
Primary Data: Primary data was collected by interviewing the employees through
Questionnaire from various cadres of personnel to find out the opinions regarding labor
welfare facilities; a Questionnaire is prepared so that they can express their views.
Secondary Data: Data collected from books, annual Reports of the organization are known
as secondary data. Collection of other relevant information through secondary sources like
Internal records and Journals booklets.
Reports and the manuals of the company

3.8 Sample size and Sample method
This refers to number of item to be selected from the universe to constitute a sample. The size
of sample should neither be excessively large, nor too small. It should be optimum. For the
study total sample size is taken 50 which include employees of different department and at
different level. For such type of study Convenient Sampling method has been used. In this
method, the sample units are chosen primarily on the basis of the convenience to the
investigator.

31

3.9 Data collection instrument

In this study for data collection Questionnaire instrument is used.

3.10 Data analysis technique
Percentage method is used for analysis of data.

32

CHAPTER-4
DATA ANALYSIS AND INTERPRETATION

33

Q 1) What is your opinion about the overall Employees Welfare Activity provided by the
Company?
TABULATION
Paramater Highly Satisfaction Satisfaction Dissatisfaction
Frequency Percentage Frequency Percentage Frequency Percentage
Housing
Loan
17 34 29 58 4 8
School 23 46 27 54 0 0
Hospital 23 46 25 50 2 4
Sports,
Clubs
13 26 33 66 4 8

ANALYSIS: It was analyzed that 58% & 25% of employees are satisfied with housing
facility and hospital facility, when 46% are highly satisfied with school facility, while 8% of
employees are dissatisfied with sports, clubs and housing facility.
INTERPRETATION: From the above graph it is clear that majority of employees are
satisfied with the overall welfare activity of MIEL. Company is providing facilities for
employees such as house rent allowance and medical allowance, schooling for children.
Company is also providing many additional facilities such as sports club.
0%
10%
20%
30%
40%
50%
60%
70%
Housing Loan School Hospital Sports,Clubs
Highly Satisfaction
Satisfaction
Dissatisfaction

34

Q 2) What is your opinion about the Existing Working Environment provided by the
Company?
TABULATION
Parameters Highly Satisfaction Satisfaction Dissatisfaction
Adequate
Lighting
29 58 19 38 2 4
Temperature 13 26 35 70 2 4
Cleanliness 28 56 20 40 2 4
Ventilation 19 38 30 60 1 2
Drinking
Water
16 32 27 54 7 14

ANALYSIS: It was analyzed that 58% and 56% of employees are highly satisfied with
adequate lighting & cleanliness of MIEL, and 70% & 60% of employees are satisfied with
Temperature & Ventilation, while 4% of employees are dissatisfied with these working
environment of MIEL.
satisfied with the adequate lighting, proper temperature, ventilation and cleanliness at work
place, but few employees are dissatisfied with drinking water facility outlets which should be
increased. Working environment plays a vital role for satisfying employees of the
organization. Company need to pay attention in regards of enhancing these facilities as these
are the basic needs of an employee and should be taken care of.
0%
10%
20%
30%
40%
50%
60%
70%
80%
Adequate
Lighting
Temperature Cleanliness Ventilation Drinking
Water
Highly Satisfaction
Satisfaction
Dissatisfaction

35

Q 3) What is your opinion about the Health facilities provided by the Company?
TABULATION
Periodic Health
Checkups
20 40 27 54 3 6
Health
Education &
Awareness
20 40 27 54 3 6
Assessment of
Health risk at
work place
15 30 31 62 4 8

ANALYSIS: It was analyzed that 54% & 62% of employees are satisfied with periodic
health checkup & assessment of health risk at work place, 40% of employees are highly
satisfied with health education & awareness program, while 8% of employees are dissatisfied.
INTERPRETATION: From the above graph it can be interpreted that majority of
employees are satisfied with health policy of MIEL. Company also provides a solution of
regular health checkup. Company conducts a health awareness program to educate their
employees about health facility. This facility should reduce the assessment of health risk at
work place.

0%
10%
20%
30%
40%
50%
60%
70%
Periodic health
checkups
Health Education &
Awareness
Aessessment of health
risk at work place
Highly Satisfaction
Satisfaction
Dissatisfaction

36

Q 4) What is your opinion about the Safety facility provided by the Company?
TABULATION
Safety
Training
Education
20 40 27 54 3 6
Safety
Tools(helmet,
gloves,footw
ear)
25 50 22 44 3 6
Maintenance
& Checking
of machines
22 44 27 54 1 2
Frequently
Inspection by
supervisor
16 32 33 66 1 2

ANALYSIS: It was analyzed that 54% & 66% of employees are satisfied with safety training
education & inspection by supervisor, while 6% & 2% of employees are dissatisfied with
these facilities. And 50% & 44% of employees are highly satisfied with safety tools and
maintenance & checking of machines.
INTERPRETATION: From the above graph it shows that majority of employees are
satisfied by getting safety training education, hence it encourages awareness & commitment
of employees towards health & safety. By proper maintenance & checking of machines, there
is the reduction of uncertainties at work place. By timely inspection, replacement of safety
tools workers is free from safety worries at work place.
0%
10%
20%
30%
40%
50%
60%
70%
Safety Training
Education
Safety Tools Maintenance&
checking of
machines
Frequently
Inspection by
Supervisor
Highly Satisfaction
Satisfaction
Dissatisfaction

37

Q 5) What is your opinion about the Employees Welfare facilities provided by the Company?
TABULATION
Paramerter Highly Satisfaction Satisfaction Dissatisfaction
Personal
Loan
18 36 30 60 2 4
Education
for
Employees
Children
27 54 22 44 1 2
Transport
facility
14 28 33 66 3 6
Canteen
facility
8 16 28 56 14 28

ANALYSIS: It was analyzed that majority of employees are satisfied with Loan facility of
MIEL.44% & 66% of employees are satisfied with education for children and transport
facility, while 2% & 6% of employees are dissatisfied with these facilities.36% & 16% of
employees are highly satisfied with Loan and canteen facility of MIEL.
INTERPRETATION: From the above graph it clear that majority of employees are satisfied
with facilities of personal loan, education for children, transport facility, and canteen facility.
MIEL is successfully running a Monnet DAV Public school in Raipur for employees
children along with transport and canteen facility. Majority of employees are satisfied with
the canteen facility & MIEL is still trying its best to satisfying the minority population.
0%
10%
20%
30%
40%
50%
60%
70%
Personal Loan Education for
Employees
Children
Transport facility Canteen facility
Highly Satisfaction
Satisfaction
Dissatisfaction

38

Q 6) What is your opinion about the Accidental Policy provided by the Company?
TABULATION
Parameter Highly Satisfaction Satisfaction Dissatisfaction
Compensation 17 34 33 66 0 0
Leave 20 40 29 58 1 2
Medical benefit 25 50 25 50 0 0
Accidental
preventive
measure
22 44 27 54 1 2

ANALYSIS: It was analyzed that 66% & 50% of employees are satisfied with compensation
and medical benefit, when 40% & 44% of employees are highly satisfied with leave and
accident preventive measures, while only 1% are dissatisfied with accidental preventive
measures and leave facility.
satisfied with the accidental policy of the Company. MIEL support their family members and
provide compensation amount in case of sudden death of employees due to accident during
working hours. If employees are injured at working place they are getting proper leave. By
giving this benefit MIEL almost achieved its height to provide best facility to their
employees.

0%
10%
20%
30%
40%
50%
60%
70%
Compensation Leave Medical benefit Accidental
preventive
measure
Highly Satisfaction
Satisfaction
Dissatisfaction

39

Q 7) What is your opinion about the Emergency Condition provided by the Company?
TABULATION
Fire exist 28 56 22 44 0 0
Safety
Equipment(fire
extinguisher)
33 66 17 34 0 0
Doctor 22 44 26 52 2 4
Safety drill 9 18 37 74 4 8

ANALYSIS: It was analyzed that 56% & 66% of employees are highly satisfied with fire
exist and safety equipments, when 52% & 74% of employees are satisfied with the facilities
of doctor and safety drill, while 8% are dissatisfied with safety drill.
highly satisfied with the emergency condition provided by the MIEL. If there are any
uncertainties at work place they get timely medical treatment. Company also facilitates the
safety equipment to their workers which is helping them in their work. The company has
made and following the emergency policy specially made keeping in view the safety of
workers.
0%
10%
20%
30%
40%
50%
60%
70%
80%
Fire exist Safety Equipment Doctor Safety drill
Highly Satisfaction
Satisfaction
Dissatisfaction

40

Q 8) What is your opinion about the Training & Development facility provided by the
Company?
TABULATION
Behavioral/De
velopmental
12 24 35 70 3 6
Functional 11 22 36 70 3 6
Technical 10 20 36 72 4 8

ANALYSIS: It was analyzed that 70% of employees are satisfied with training &
development facility of MIEL. Only 12% & 10% are highly satisfied with behavioral and
technical training program, while 6% & 8% are dissatisfied with functional and technical
training.
INTERPRETATION: From the above graph it is interpreted that majority of employees are
satisfied with the training & development facility. Company should conduct training program
to improve the employee efficiency, this is very helpful in development of employees and
they are given both technical and behavioral trainings. If the employee is getting proper
training their performance level is improve.

0%
10%
20%
30%
40%
50%
60%
70%
80%
Behavioral Functional Technical
Highly Satisfaction
Satisfaction
Dissatisfaction

41

Q 9) What is your opinion about the Fringe benefit provided by the Company?
TABULATION
Conveyance
facility
16 32 30 60 4 8
Insurance
facility
19 38 31 62 0 0
Free
Refreshment
10 20 30 60 10 20

ANALYSIS: It was analyzed that 60% & 62% of employees are satisfied with conveyance
and free refreshment facility, when 38% are highly satisfied with insurance facility, while
20% of employees are dissatisfied with facility of free refreshment.
satisfied with the conveyance facility, most of the employees are living far away from the
company, and company provide bus facility to satisfy their workers. In MIEL every
employees have benefited their insurance facility because in working place there is more
possibility of accidents. Employees are secured because of fringe benefits provided by MIEL.

0%
10%
20%
30%
40%
50%
60%
70%
Conveyance facility Insurance facility Free Refreshment
Highly Satisfaction
Satisfaction
Dissatisfaction

42

Q10) Are you satisfied with the facility provided by the Company?
Option Frequency Percentage
Highly satisfaction 50 100
Satisfaction 50 100
Dissatisfaction 0 0

ANALYSIS: It was analyzed that employees of MIEL are highly satisfied or satisfied with
the welfare facilities provided by company.
INTERPRETATION: From the above graph employees are satisfied with the overall
facilities provided by the MIEL such as housing facility, loan, transport facility, education for
their children, medical facility and also the factory premises facility such as canteen, drinking
water, in emergency condition provide proper medical treatment, employees are also
benefited by the safety training education and health education & awareness program.

0
10
20
30
40
50
60
Highly
satisfaction
Satisfaction Dissatisfaction
Frequency
Percentage

43

CHAPTER-5
FINDINGS

44

5.1 FINDINGS

1) Employees of MIEL are satisfied with the welfare facilities like canteen, drinking water
and security facility at township.
2) Safety Awareness Programs are organized every week so that safety of the employees can
be ensured by making them aware of the safety measures that should be taken care of
during work hours.
3) MIEL provide recreational facilities & amenities to its employees.
4) Company focuses on CSR activities also to a greater extent.
5) The Company makes an Emergency Policies for its employees in order to provide them
greater amount of satisfaction.
6) The induction program are properly conducted which clearly explain the job role of a
candidate.
7) The training and development initiatives are highly taken ahead for all the employees and
workers in behavioral and technical areas.
8) Regular Health Check-ups are organized so that the health state of the employees can be
checked & improved.
9) The compensation system provided to employees is found satisfactory.
10) MIEL can be considered as having a good loan and advance policies keeping in mind the
level of satisfaction of its employees.
11) Bus facility is provided for the employees coming from other nearest places of the plant.
12) Company is maintaining good relationship with their employees.
13) Good relationship between all levels of management was found.

45

CHAPTER-6
SUGGESTIONS

46

6.1 SUGGESTIONS
1) Timely inspection replacement of safety tools and machines must be done, so that workers
are free from safety worries at work place.
2) The organization should make effective arrangement for sufficient drinking water for all
workers in the factory.
3) The company should enhance the canteen facility according to the requirement of
workers.
4) Company should encourage workers involvement in all the events arrange by company.
5) Safety programs should be conducted and best employees must be awarded, it encourages
awareness and commitment of employees towards health and safety.
6) Proper care should be taken when employee working in dangerous machine.
7) Company can also set up more sports, cultural activities and family get together which
will improve employee satisfaction and productivity.
8) Grievance should be properly handled by the company.
9) Work culture in relation to the time perspective can be enhanced to an extent.

47

CHAPTER-7
LIMITATIONS

48

7.1 LIMITATIONS
1. The reliability & the validity of the study depend upon the reliability & validity of the
questionnaire.
2. There are more dimensions for studying recruitment & selection process. The present
study includes only few dimensions.
3. The responses given by respondents were not always accurate because the
respondents gave the response according to their understanding.
4. Survey is a time consuming process but the time to collect the data for research was
very less.
5. Sometimes the respondents are not willing to fill the questionnaire and hence the
resultant may not be correct.
6. Sample size of only 50 was taken.
7. Time limit is another constraint.
8. The area for research was restricted to Raipur region only.

49

CHAPTER-8
CONCLUSION

50

CONCLUSION
The employees of any organization are its life blood. The philosophy of healthy organization
is to establish employee safety measures and welfare activities which give an opportunity for
the workers to express their social responsiveness towards the welfare scheme offered to
them. We can also say that HR department in Industrial organization is to lay concentration
on welfare measures to be undertaken.
My project Employees welfare at Monnet Ispat & Energy Limited, Raipur deals with what
are the welfare activity being conducted by MIEL to satisfy its employees. During the course
of my project I conducted a survey to know the satisfaction level of employees towards
welfare activities of MIEL. It was found that most of the employees are satisfied with the
welfare facilities provided by the MIEL. Company also focuses on CSR activities to a greater
extent. Company works for the welfare of its employees and along with it the company has
worked with great excellence since many years.
Employee welfare plays a vital role in every organization. The quality and productivity of
manpower depends on the welfare measures provided by the organization.
By conducting this study I have acquired deep knowledge regarding employee welfare in
MIEL and how it contributes towards the organizations success.

51

REFERENCES

52

ANNEXURE V: REFERENCES

Citation from Books:
o T.N. Chhabra Human resources management, Dhanpatrai & co.,
New Delhi.
o C.R. Kothari Research methodology methods & techniques, new age
international limited, New Delhi, Second edition.
o K.Ashwathapa, Human resources management, Data McGraw hill
New Delhi, Sixth edition
o MIEL magazines

Citation from Website:
www.monnetgroup.com
www.humanresourcebasic.blogspot.com
http://www.managementstudyguide.com/compensation-management.htm
http://www.successfactors.com/compensation-management/
http://www.hrmasia.com/resources/compensation-benefits/812/
http://www.wikipedia.org/

53

APPENDICES

54

QUESTIONNARIES
Dear respondent,
This survey is being conducted as a project work for academic purpose. All the information
will be kept confidential. Thanks for your valuable cooperation.
(SAVANT BAHADUR SINGH, STUDENT OF M.B.A DIMAT)
SATISFACTION SURVEY OF THE EMPLOYEES TOWARDS WELFARE
ACTIVITY OF MONNET RAIPUR
Demographic Information
1. Name of Employees :___________________________
2. Designation:__________________________________
3. No. of years working in Company:_________________
4. Department:__________________________________
5. Age:_________________________________________

Q.1) what is your opinion about the overall Employees Welfare Activity provided by the
Company?

Parameter Highly
Satisfaction
Housing facility
School
Hospital
Sports, Clubs

Q.2) what is your opinion about the Existing Working Environment provided by the
Company?
Parameter Highly
Satisfaction
Adequate Lighting
Temperature
Cleanliness
Ventilation
Drinking Water

55

Q.3) what is your opinion about the Health facilities provided by the Company?
Parameter Highly
Satisfaction
Periodic Health checkups
Health Education & Awareness
Assessment of Health risk at work
place

Q.4) what is your opinion about the Safety facility provided by the Company?
Parameter Highly
Satisfaction
Safety Training Education
Safety
Tools(helmet,gloves,footwear )

Maintenance& Checking of
machines

Frequently Inspection by
Supervisor

Q.5) what is your opinion about the Employees Welfare facilities provided by the Company?
Parameter Highly
Satisfaction
Personal Loan
Education for Employees Children
Transport facility
Canteen facility

Q.6) what is your opinion about the Accidental Policy provided by the Company?
Parameter Highly
Satisfaction
Compensation
Leave
Medical benefit
Accident preventive measure

56

Q.7) what is your opinion about the Emergency Condition provided by the Company?
Parameter Highly
Satisfaction
Fire exist
Safety Equipment (fire
extinguisher)

Doctor
Safety drill

Q.8) what is your opinion about the Training & Development facility provided by the
Company?
Parameter Highly
Satisfaction
Behavioral/Developmental
Functional
Technical

Q.9) what is your opinion about the Fringe benefit provided by the Company?
Parameter Highly
Satisfaction
Conveyance facility
Insurance facility
Free Refreshment

Q.10) Are you satisfy with the facility provided by the Company?
Yes:___ No:___

Thank you for doing the needful and for sparing your valuable time.

57

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