Shilad 123

Shivaji University, Kolhapur Employee Benefits And Services
CHAPTER I
INTRODUCTION TO THE STUDY
1.1. INTRODUCTION:
Respondents benefits can cover a brand spectrum these range from financial benefits such as
a work place to health and well being benefits such as private medical insurance.
Respondents benefits are defined as indirect non cash compensation paid to an respondents
above and beyond regular salary or wages respondents benefits such as health insurance. Life
insurance paid vocation and work place perks are common of firings used to recruit and
retain respondents. In the general indirect and non cash compensation paid to an respondents.
Management is concerned with attracting and keeping absenteeism at turnover two forcible
levels the provision for benefits the respondents and reducing the absenteeism & turnover.
The purpose of such benefits is to retain people in the organization & stimulate them greater
effort & higher performance they faster loyalty & security for the respondents.
Benefits & compensation provided to the respondents usually depend on the condition of the
employment & other factors lives security safety health welfare & separation of respondents.
Any benefits that the respondents receives in addition to direct remuneration it is also called
as fringe benefits are also called as welfare expenses wages supplements sub or social charge
etc.
Benefits & services must be provided with the genuine intention of respondents welfare and
these benefits should not be considered as a matter of charity.
Respondents benefits and services perk offered respondents in addition to salary. The benefits
are medical, disability, and life insurance, retirement benefits paid time off and fringe
benefits medical insurance alone can cost serve hundred dollars a month
Respondents services we offer policy direction and leadership in designing, developing, and
implementing government wide human resource systems and programs for recruitment ,pay
leave , performance mamegement and recognition , respondents development ,work life
wellness programs , and labor and respondents relation.
DR. GHALI COLLEGE, GADHINGLAJ PAGE 1

1.2. RESEARCH PROBLEM
To study employee benefits and services helps to improve organization productivity with
special references.
1.3. HYPOTHESIS OF THE STUDY
1. If organization provides well designed benefits and services to the employees then it
boost their moral and increase employee efficiency & organization productivity
simultaneously.
1.4. Objective of the study
1. To study the concept of employee benefits and services

2. To study how to attract and retain the best employees in the organization with the help
of benefits & services policy.
3. To study the employee with such benefits which are such prevailing in similar
organizations
4. To study feedback of respondents regarding employee benefits and services.
1.5. SCOPE OF THE STUDY
1. Geographical scope:
The geographical scope of the study was limited to ‘Gadhinglaj Urban Co-Operative
Bank Ltd.’
2. Topical scope:
The topical scope of the study was limited to “Respondents Benefits & services”.
3. Functional scope:
The functional scope of the study was limited to Predetermine objectives only.
1.6. RESARCH METHODOLOGY:
A. DATA COLLECTION: -
During the project report in order to get necessary relate to Subject matter two types of data
the is primary data as well as Secondary data will collect.

I. PRIMARY DATA:
The primary data was collected with the help of following methods:
a. Questionnaire method – for the present study researcher was used questionnaire
method. Researcher had handover printed questionnaire to the select employees.
b. Discussion method – here the researcher had discussed the working environment of
the organization and regular schedule of employees and managerial staff.
II. SENCONDERY DATA:
The secondary data was collected from the annual reports of the organization.
B. SAMPLING TECHNIQUE:-
The researcher was used the simple random sampling method was collected the data for the
study.
SAMPLE SIZE:
For the study select sample size was 50 respondents „Gadhinglaj Urban Co-Operative
Bank, Ltd.’
1.7. IMPORTANCE OF THE STUDY:
To present that this study helps the respondent‟s benefits policies and services which play
important roles in bank culture.
1.8. REVIEW OF LITERATURE:
A) Research paper
According to Miller (2008) in a study on health paid leave benefits has found that health coverage
remains by far the costliest benefits provided to employees more than one quarter of human resource
professionals, 29%, indicated their organisation now provide health saving accounts, paid family
leaves and paid paternity leave all declined in 2008compared with 2007.

According to Giesel(2005) in a study on New York city council passes has found that grocery stores
and other retailers that sell groceries to make substantial contributions toward their employees health
insurance coverage costs by the New York council, estimated amount of contribution to each
employee per hour, coverage of the mandate, implications of the legislation for the Employees
Retirement Income Security Act.
B) Books:
Essential of human resource management and industrial Dr. P. Sudharao
1.9. LIMITATIONS: -
1) The project work done within 30 days only.
2) The study was related to only “Employee Benefits & Services” system of the organization.

CHAPTER NO .II
THEORETICAL BACKGROUND
2.1 INTRODUCTIONS OF RESPONDENTS BENEFITS AND SERVICES
Management is concerned with attracting and keeping respondent‟s benefits performance

meets of least minimum levels of acceptability and at keeping observation and turnover to
tolerable levels the provision of benefits and services can be and important in maintaining the
respondents and reducing or keeping turnover observation low.
Respondents benefits are the various forms of compensation provide to respondents in

addition to their normal salary. Today as companies compete globally for the best talent,
respondents benefit from. A fundamental part of any organization reward strategy when
designed, implemented and management correctly, respondent‟s benefits enable we to
support our respondents while engaging them in our company‟s value. Our respondents
benefits package provides respondents with increased economic security and helps them feel
individually valued by our company. In turn, respondent‟s benefits generate range of benefits
to our business, from better rate of recruitment and retention across the organization, to high
levels of respondents engagement. Ultimately e can achieve return on our respondent‟s
benefits investment.
Respondents benefits can be made available to respondents regardless of whether they have
chosen them. Find out more about flexible benefits. Many organizations choose to offer a
combination of core and flexible benefits, as means of engaging respondents in their
respondents benefits offering. Some companies spending account to give respondents more
control over their still controlling cost.
2.2 MEANING AND DENTITION OF THE RESPONDENT’S BENEFITS

AND SERVICES
Certain categories of respondent‟s benefits may require that the respondents pay a part of the
benefits in order to receive the employer‟s contribution. For this reason, respondents who
have access to benefits outnumber respondents who actually participate in the benefits
offered. Young respondents for instance, may opt out of retirement programs. An respondents

may choose not to participate in medical insurance program because he or she may already be
covered by spouse‟s participation in a family program elsewhere.
 DEFINITION
Respondents benefits and benefits kind (also called fringe benefits, perquisite or pert) include
various types of non-wage compensation provided to respondents in addition to their normal
wages or salaries. In instance where an respondent‟s exchanges (cash) wages for some other
form of benefits is generally referred to as „salary packaging‟ or „salary exchanging‟
arrangement
2.3 OBJECTIVES OF THE RESPONDENT’S BENEFITS AND

SERVICES
 Maintain company objectives and productivity.
 Encourage safety and prevention of injury.
 Return the respondents to a work level as possible to pre-injury earning and
productivity.
 Provide reasonable work opportunities when possible to enable injured workers to
return to work level as close as possible to their per injury productivity and earnings.
 Avoid re-injury through work assignment and effective monitoring.
 Assist the respondents to return to their normal work environment in an expedient
manner.
2.4 IMPORTNCE OF RESPONDENTS BENEFITS AND SERVICES

 Healthier respondents mean reduced healthcare costs for our organization.
 A solid respondent‟s benefits package can help to attract and retain talent.
 Respondent‟s benefits can improve our company‟s bottom-line by engaging
respondents to participate in wellbeing programs, such as virgin pulse.
 Respondents with fewer health risks experience fewer sick days, fewer tips to the
doctor, and spend more time working in our organization, bringing their best selves to
work every day.
 Benefits can help we differentiate our business competitors.
2.5 NEEDS OF THE RESPONDENT’S BENEFITS AND SERVICE

 Promote respondent‟s health and wellness when respondents have access to wellness,
preventive care doctor visits and telemedicine programs, our overall business is
healthier.
 Create loyalty to the health insurance is an emotional offering.
 Attract and retain our best respondents by offering quality benefits we shall attract
and retain the most qualified candidates in business, and keeping our respondents
happy.
 Boost morale by offering a rich benefits package, an employer a “vested interest” in
respondents. In short, benefits can help promote good morale by keeping respondents
happier. And healthier, with fewer turnovers for the company.
 Beat the competition in the race talent by offering ACA-complaint health plan plus
voluntary benefits.
 Increase our company‟s bottom line by offering excellent benefits instated of a higher
salary.
2.6 TYPES OF RESPONDENTS BENEFITS AND SERVICE

A. PROVIDENT FUND
This benefit meant for economic welfare of the respondents s provident fund family pension
and deposit linked insurance Act-1952 provide for institution of provident fund for
respondents factories and establishing. Respondents in all factories under factories Act-
1948are covered the act. Here both the respondents & employer contribute to the fund. The
respondents attracting 50 years of membership are eligible for the contribution with interest
generally the organization pay the provident fund amount with interested respondents on
retirement or dependence of the respondents, in case of death.
B. RESPONDENTS HEALTH AND SAFETY BENEFITS

Respondents, safety & health in order to protect the respondents against accident, unhealthy
working condition & to protect workers capacity in India, the factories Act 1948, stipulated
certain requirement regarding working condition with view to provide self working
environment. This provision relate to cleanliness, disposal of west & influence penalization
and temperature, dust, artificial, humidity, over-crowding, lighting, drinking and water etc.
provisions relating safety measures includes fencing of machinery, work on or near
machinery in motion employment of young personal dangerous machines, health striking

gear and devices for cutting of power self acting machines. Human and children near cotton
openers, lifting tackles, revolving machines fraction in case of fire, power to require
specification of defective parts test of stability etc.
C. MEDICAL BENEFITS:
This benefit shall be provided to an insurance respondents or to a member of his family here
the benefits is expended this family.
D. DEPOSIT LINKED INSURANCE:

Deposit linked insurance scheme was introduce in 1976 under the provident Act 1952 under
this scheme if a membership while in service, his depends will be paid an additional amount
equal to the average balancing during the 3 years in his amounts.
E. HEALTH BENEFITS:
Today various medical services like hospital, clinical and disasters the respondents but also to
their family member. Respondents state the insurance Act 1948 deal compressively about the
health benefits to be provided. This act is applicable to all factories. Establishment running
with powers an employing no our more worker the benefits under this act includes.
1. SICKNESS BENEFITS:
Insured respondents are entitled to get cash benefit for maximum of 56 days in a year under
this benefit.
2. DISABLEMENT BENEFITS:
Insured respondents, who are disabled temporary and permanently due to employment
injuring or occupation disable are entitled to get the cash benefit under this head.
3. MEDICAL BENEFITS:
Some of the large organization provides medical benefits to their family member. This
creates a family of permanent attachment with the organization to the respondents even while
they are in service.
4. MATERNITY BENEFITS:
Insured women respondents are in titled to maternity live to 12 weeks in addition to cash
benefit.

F. GRATUITY:
This is another type of retirement benefit to be provided to an respondents either on
retirement or at the time of physical disability and to the dependence of the diseased to the
respondents. Gratuity is reward to an respondents for his long services with his present
employer. The employment of gratuity Act-1972 to the establishment in the entire country the
act provide a scheme of compulsory payment of gratuity by the management of factories,
plantation, oil fields, rail-way.
G. PENSION:
The government of India introduce pension scheme of respondents pension for the purpose of
family pension and insurance benefits to the respondents various establishment to which the
act of applicable. The act was amended 1957 when family pension fund introduce is this act.
Here also both respondents & employer contribute to this fund.


CHAPTER NO: III

COMPANY PROFILE
3.1 INTRODUCTION:
The Gadhinglaj Urban Co-Operative Bank Ltd, is the first bank which was established on 13th
November 1950 for developing the financial position of the common people in an around
Gadhinglaj city.
The Bank has developed very rapidly &has developed very rapidly & has a satisfactory
performance since 1950, because of co-operation of the local people. This bank won the
confidence of the people and helped to increase the standard of living of artisan. Small
traders, salary earners & others middle class people & now it has branches outside
Gadhinglaj city.
3.2 HISTORY OF THE BANK:

The bank was established by Shri. D.B. Mali, the founder of the bank. It continued under the
Chairmanship of late Shri. S. N. Daddi, Late Shri. K.S. Naik, N. H. Khot & others.
The bank was formed with initial capital of Rs. 27,720/- divided into shares of Rs. 10/- each
contributed by 94 members; the authorized capital consisted of 12,500 shares of Rs. 10/-
each.
Now, the bank provides online computer & other services to its more than 7,000 members
under the leadership of Ad.V.S.Patil, Shri.B.C.Hiremath, Ad.R.A.Ajari, Shri.J.M.Pattanshetti,
Shri.S.B.Patil, Shri.M.G.Gadhvi, Shri.B.V.Ghugri, and Shri.R.S.Tarale & other directors &
staff.
● BIRD VIEW OF THE GADHINGLAJ URBAN CO-OPERATIVE BANK
LIMITED
Name of the bank : The Gadhinglaj Urban co-operative bank Ltd.,
Gadhinglaj.
Address : Ajara- Sankeshwar road, Gadhinglaj.
Date of registration & no : 13-11-1950 (18335)
Date and License No. : MH704 P Date 2/12/1986.
3.3 VISION AND MISSION:

1) Vision statement of the Gadhinglaj Urban Co-operative Bank ltd.,

Providing need based quality customer service by committed and dedicated workforce, by
introducing innovative banking products using state of the art technology and there by
strengthening the banking sector in general and urban co-operative banking sector in
particular.
2) Mission statement of the Gadhinglaj Urban Co-operative Bank ltd.,
To be an ethnically based, efficiently managed, financially sound co-operative bank.
3.4 MANAGEMENT OF THE BANK:

The Gadhinglaj Urban Co-operative Bank Ltd, is organized by the middle-class people with
small means, the democratic management is important feature of this bank. Bank has a
general Body of all members. The meeting of the General body is held every year. For
informing & supplying data about the bank & making the decision about future plans
effectively.
3.5 OBJECTIVES OF THE BANK:

1. To provide finance to the members for their needs.
2. To perform social responsibility towards society.
3. To develop banking credit among the people in town area.
4. To promote habits of saving among the people & to encourage them to make savings &
utilize funds.
5. To solve financial problems of weaker sections of community by giving them small loans
on securities.
3.6 BRANCHES OF THE BANK:

1. Gadhinglaj.
2. Kadgoan.
3. Station Road, Kolhapur.
4. Tarabai Road, Kolhapur.
5. Laxmipuri, Kolhapur.
6. Jaysingpur.
7. Vadange tel. Karvir.

3.7 BOARD OF DIRECTORS:
Chairman Ad. V. S. Patil
Vice-chairman Shri. B. C. Hiremath
Director Ad. R.A. Ajari
Director Shri. J. M. Pattansheti
Director Shri. S. B. Patil
Director Shri. M. G. Gadhvi
Director Shri. B. V. Ghugri
Director Shri. R. S. Tarale
Director Shri. D. S. Barge
Director Shri. A. R. Kitturkar
Director Shri. Late. A. A. Ringane
Director Shri. N. I. Hatti
Director Shri. P. N. Shah
Director Sou. B. R. Hanji
Director Shrimati. S. G. Ajari
Director Shri. N. S. Hiremath
Director Sou. S. M. Pujari
Director Shri. G. D. Ghali
Director Shri. S.A. Potajale
General Manager Shri. K. S. Todkar


3.8 NATURE OF THE BUSINESS CARRIED:

The Gadhinglaj Urban co-op bank Ltd., Gadhinglaj, is a leading bank in co-operative sector
functioning in the vicinity of Gadhinglaj having, its registered office, of Gadhinglaj. During
the past six decades, the bank has achieved greater success by lending loan to all needy
people vesting special interest an economically backward community and down trodden.
Based on nature of deposit accounts, banks give interest at regular interval. It is a great
incentive to the depositors. It promotes saving habits among the public further on the security
deposits bank also grant loans and advances and it will contribute to the economic
development of the country and well-being of the people in general. Bank has also charge
interest on loans. The rate of interest is generally higher than the rate of interest allowed on
deposits.
The bank has dispersed loan to small business, small scale industries, cottage industries,
agriculture and allied activities, artisans, self-employed persons etc. and assisted to improve
standard of living.
3.9 PRODUCTS/SERVICES PROFILE:

The bank offers following products/services to its customers:
A) Loans:
● Short term loans
● Medium term loans
● Gold loans
● Deposits Loans, Loan against NSCs.
B) Cash credit:
● Secured cash credit
● Business cash credit
● Clan cash credit
● Deposit cash credit
C) Deposits - deposits for individual and societies:
● Fixed deposits
● Saving bank deposits
● Current deposits
● Recurring deposits.

D) ATM (any time money):

● Fast cash transaction
● Available money 24/7
● Security of money
3.10 AREA OF OPERATION:

Presently, the Gadhinglaj Urban co-op. Bank Ltd., is having total 7 branches (including main
branch) at regional level in Gadhinglaj city. Bank's objective was primarily to extend
financial facility to the small business, small scale industries, cottage industries agriculture,
artisans, self-employed person etc.
3.11 OWNERSHIP PATTERN:

Owners of the Gadhinglaj Urban Co-operative Bank Ltd., are the shareholders of this bank
with authorized Rs.5,00,00,000/- paid up share capital Rs.4,24,75,725/-.
3.12 COMPETITORS INFORMATION:

The main competitors are as follow.
• Veershaiv co-operative bank Ltd., (branch Gadhinglaj)
• Ajara co-operative bank Ltd., (branch Gadhinglaj)
• Chandgad co-operative bank ltd. (branch Gadhinglaj)
• DAS co-operative bank ltd.
3.13 INFRASTRUCTURAL FACILITATES:

Bank is situated at Ajara Sankeshwar Road, Gadhinglaj, having 2 floor building. Bank has
good infrastructure separated with different cabins, like Manager‟s cabin, Loan Recovery
Cabin etc., Bank has good and spacious meeting hall, systematic customer counters and safe
locker system.
Bank has good computer network system at workplace with all the technical facilities. Bank
is under CC TV surveillance.
Welfare facility - The Gadhinglaj Urban co-operative bank ltd has provided good working
condition with perfect light and proper ventilation throughout the bank. The working hours
are flexible.

Medical facility- The Gadhinglaj Urban co-operative bank Ltd., has provided medical
facilities to the employees on major health problem.
3.14 EMPLOYEES IN THE BANK:

The total numbers of staff in the bank are as follows:
Sub-staff - 15
Other staff - 57
Total staff = 72
3.15 ACHIEVEMENTS / AWARDS:

● Achievements
The Gadhinglaj Urban co-operative bank Ltd., has completed 69years of banking business
successfully and this is the one of the achievements to the bank.
● Award
The Gadhinglaj Urban co-operative bank Ltd., won the Kanerkar Award and Zillha Bank
Associate award related to recovery.
3.16 FUTURE PLANNING:

1. Increase branches
2. Increases dividend & loans in all branches.
3. To increase the level of district to state level.
4. To increase the profit

3.17 ORGANIZATION STRUCTURE

CHAPTER NO. IV
DATA ANALYSIS AND INTERPRETATION
Table no.1
What is your nature of employment?
Sr. No Option Respondents Percentage
1 Permanent 26 52%
2 Temporary/ contractual 24 48%
Total 50 100%
Figure No 1
110%
100%
90%
80%
70%
60% 52%
48%
50%
40%
30%
20%
10%
0%
Permanent Temporary
Above table and graph shows employment nature 48% respondents are
temporary and 52% respondents are permanent.

Table no. 2
Does the organisation provide you sick leaves?
1 Yes 50 100%
2 No 0 0%
Total 50 100%
Figure no. 2
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graphs satisfaction about sick leave that 100% respondents are satisfied.

Table no. 3
Does organisation pay you for your overtime task?
1 Yes 40 80%
2 No 10 20%
Total 50 100%
Figure no. 3
90%
80%
80%
70%
60%
50%
40%
30%
20%
20%
10%
0%
Yes No
Above table an graph shows overtime tasks that 80% of respondents are paid for the overtime
tasks and 20% respondents are not paid.

Table no. 4
Does the organisation provide you proper health insurance package?
1 Yes 50 100%
2 No 0 0%
Total 50 100%
Figure no. 4
120%
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Above table and graph shows that 100% all the respondents get full benefits of health insurance
package.

Table no. 5
Does the organisation provide you golden handshake benefits?
1 Yes 40 80%
2 No 10 20%
Total 50 100%
Figure no. 5
25%
20%
20%
15%
10%
10%
5%
0%
Yes No
Above table and graph shows that 80% of respondents gets the benefits of golden handshake
remaining 20% respondents didn't get it.

Table no. 6
Does organisation give the benefit of gratuity and PF?
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 6
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graph shows that 90% of the respondents get the benefits of gratuity and PF
while 10% didn‟t get it.

Table no. 7
Respondent’s benefits can improve your bank bottom line?
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 7
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graph shows that 90% of respondents said the respondents benefits improve
bank‟s bottom line and remaining 10% respondent‟s disagree with that.

Table no. 8
Respondent’s benefits/ welfare facilities play an increasingly important role

to increase organisation productivity.
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 8
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graph shows that the 90% of respondents are agree to get benefits and
welfare facilities can improve company productivity and remaining 10% while are not yet
agree to this.

Table no. 9
Employment in benefits and services help to maintain company’s objective

and productivity?
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 9
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graph shows that the 90% of the respondents do agree to employment in
benefits and services help to maintain company‟s objective and productivity and remaining
10% respondents not agreed with that.

Table no. 10
A solid benefits respondents benefits package can help to attract and talent.
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 10
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
Above table and graph shows that solid benefits package can help to attract the talent. 90%
respondents agree with that while the other 10% disagree with that.

Table no. 11
Does flexible work timing results in employee being more productive and greater job
satisfaction?
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 11
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Above table and graph shows that the flexible work timing results in employee being more
productive and greater job satisfaction 90% of the respondents are agreed with that and
remaining 10% respondent disagree with that.

Table no. 12
Do you get welfare facility on time?
1 Yes 50 100%
2 No 0 0%
Total 50 100%
Figure no. 12
120%
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Above table and graph shows that all the respondents are getting the welfare facilities on
time.

Table no. 13
Do you get good welfare facilities in your bank?
1 Yes 50 100%
2 No 0 0%
Total 50 100%
Figure no. 13
120%
100%
100%
80%
60%
40%
20%
0%
0%
Yes No
Above table and graph shows that 100% all the respondents in the company gets the good
welfare facility in company.

Table no. 14
Are you satisfied with the medical facilities?
1 Satisfied 40 80%
2 Dissatisfied 10 20%
Total 50 100%
Figure no. 14
90%
80%
80%
70%
60%
50%
40%
30%
20%
20%
10%
0%
Satisfied Dissatisfied
Above table and graph shows that the 80% of the respondents are satisfied with bank medical
facility and remaining other 20% are not satisfied.

Table no. 15
Are you satisfied with the number of leaves provided by the bank?
1 Yes 45 90%
2 No 5 10%
Total 50 100%
Figure no. 15
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
Yes No
Above table and graph shows that 90% of the respondents are satisfied with the number of
leaves of bank & remaining 10% respondents disagree with that.

Table no 16
Do you participate in the banks social and cultural activities?
1 Yes 30 60%
2 No 20 40%
Total 50 100%
Figure no. 16
70%
60%
60%
50%
40%
40%
30%
20%
10%
0%
Yes No
Above table and graph shows At the 60% of respondents participating while social and
cultural activities the remaining 40% respondents do not participated companies social and
cultural activities.

Table no.17
Are you satisfied with our professional development guidelines?
Sr no. Option Respondent Percentage
1 Agree 45 90%
2 Disagree 5 10%
Total 50 100%
Figure No 17
110%
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Agree Disagree
The above table shows that 90% of respondents agree with professional development
guidelines & remaining 10% disagree with that.

Table no.18
Do you have any concerns over your current package?
1 Yes 5 10%
2 No 45 90%
Total 50 100%
Figure No 18
110%
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
The above table shows that 10% of respondents have concern over package & remaining 90%
disagree with the statement.

Table no.19
Is there other benefit you think the organization should change?
1 Yes 5 10%
2 No 45 90%
Total 50 100%
Figure No 19
110%
100%
90%
90%
80%
70%
60%
50%
40%
30%
20%
10%
10%
0%
Yes No
The above table & graph shows that 90% of respondents are satisfied with work of
organization & remaining 10% respondent are dissatisfied with that.

Table no.20
Is there anything related to the benefits package you are still unclear about ?
1 Agree 0 0%
2 Disagree 50 100%
Total 50 100%
Figure No 20
110%
100%
100%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
0%
Agree Disagree
The above table shows that 100% of respondents are clear about their benefit package.

Table no.21
How often have you used the lunch benefit?
1 Yes 35 70%
2 No 15 30%
Total 50 100%
Figure No 21
110%
100%
90%
80%
70%
70%
60%
50%
40%
30%
30%
20%
10%
0%
Yes No
The above table & graph shows that 70% of respondents use the lunch benefit & remaining
30% don‟t use the lunch benefit.

CHAPTER NO. V
FINDING AND OBSERVATION
1. It has been found that most of the employees are permanent.

2. It has been found that all of the employees are satisfied about sick leaves.
3. It has been found that most of the employees are paid for their overtime task in the
organisation
4. It has been found that organization has a proper health insurance package.
5. It has been found that organization provided the benefits of golden handshake.
6. It has been found that most of the employees are getting the gratuity an PF by
organisation.
7. It has been found that respondent benefits can improve the companies bottom line.
8. It has been found that welfare facilities play an increasingly important role to increase
organizational productivity.
9. It has been found that employee benefits and services help in maintaining companies‟
objective and productivity.
10. It has been found that solid respondent benefits package helps to attract talent.
11. It has been found that flexible work timing results in employee being more productive
and great job satisfaction.
12. It has been found that respondents are satisfied by getting welfare facilities on time.
13. It has been found that all the 100% respondents get good welfare facilities in the
company.
14. It has been found that organization provided adequate medical facility.
15. It has been found that organization provides fair leaves to the employees.
16. It has been found that most of the respondents participate in company social and cultural
activities.
17. It has been found that employees are satisfied with our professional development
guidelines.
18. It has been found that the employees have concern over our current package.
19. It has been found that employees are satisfied with our organization benefit policy.
20. It has been found that all of the employees are clear with the package.
21. It has been found that there are good health insurance policies.
22. It has been found that employees use the lunch benefit.

CHAPTER NO. VI
SUGGESTION AND CONCLUSION
SUGGESTIONS
1. I would suggest that organization has to take some initiatives to improve to level of
awareness of labour welfare scheme offered by the organization.
2. I would suggest that management should provided conducive atmosphere to respondents
in the organization.
3. I would like to suggest that the organisation should provide fair payment for all the
employees working in the organisation for the overtime work.

CONCLUSION
It was great experience doing the project in this concern, and doing the project on
employee benefits and services is real worth. It seems that the employee benefits services of
this organization are quite good, salary and wages is good compare to other industry,
management – employee relationship is quite decent, facilities provided for labours and
employees also satisfactory.

BIBLIOGRAPHY
BOOKS
1. Essential of human resource management and industrial
Dr. P. Sudharao (2006)
2. Human resource management text & cases
K. Aswathapa (6th Edition)
3. “Personals and human resource management”
Dr. P. Subharao
Website
www.google.com 11-04-2022
www.shodhganga.com 13-04-2022
Other
Annual report 2020-21

Questionary for employee

1. What is your nature of employment?
A. Permanent B. Temporary / contractual
2. Does the organization provide you sick leaves?
A. Yes B. No
3. Does organization pay you for your overtime task?
A. Yes B. No
4. Does organization provide you proper health insurance package?
A. Yes B. No
5. Does organization provide you golden handshake benefit?
A. Yes B. No
6. Does organization give you benefit of gratuity and PF?
A. Yes B. No
7. Respondent benefits can improve your company’s bottom line?
A. Yes B. No
8. Respondent benefits/ welfare facilities plays an increasingly important role to
increase organization productivity?
A. Yes B. No
9. Employment in benefits and services help to maintain company’s objective and
productivity?
A. Yes B. No
10. A solid benefits respondent’s benefits package can help to attract and talent?
A. Yes B. No
11. Does flexible work timing results in employee being more productive and greater job
satisfaction?
A. Yes B. No
12. Do you get welfare facilities on time?
A. Yes B. No
13. Do you get good welfare facilities in your company?
A. Yes B. No
14. Are you satisfied with medical facilities?
A. Satisfied B. Dissatisfied

15. Are you satisfied with the number of sick leaves provided by the company?
A. Yes B. No
16. Do you participate in companies social and cultural activities?
A. Yes B. No
17. Are you satisfied with overtime working/ shift time working facility?
A. Yes B. No
18. Are you satisfied with professional development guidelines?
A. Agree B. Disagree
19. Do you have any concerns over your current package?
A. Yes B. No
20. What elements of work from home flexible work policies you like or dislike?
A. Yes B. No
21. Is there other benefit you think organization should change?
A. Yes B. No
22. Is there anything related to the benefits package you are still unclear about?
A. Agree B. Disagree
23. How often you used the lunch benefit?
A. Yes B. No

Questionary for manager

A. Personal information
 Name -
 Age -
 Qualification -
 Experience –
1. For how long you are working for this bank?

A. Less than 2 years
B. 1-5 years
C. 5-10 years
D. More than 15 years
2. What types of training program have been arranged for the employees?
A. On the job training
B. Off the job training
C. Case study
D. Classroom training
3. What is importance of training and development?
A. Increase productivity
B. Achieving organizational goals
C. Achieving the targets
D. To reduce wastages
4. Whether training & development programme helps to acquire new skills
& knowledge and apply them on job?
A. Yes
B. No

5. How do you analyse employee performance?

A. Working professionalism
B. Frequent Personal meetings/ interviews
C. Target achievements by employee
D. Working attitude








Shilad 123

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Shilad 123

Uploaded by

Copyright:

Available Formats

Shivaji University, Kolhapur Employee Benefits And Services

INTRODUCTION TO THE STUDY

DR. GHALI COLLEGE, GADHINGLAJ PAGE 1

1.2. RESEARCH PROBLEM

1.3. HYPOTHESIS OF THE STUDY

1.4. Objective of the study

1. To study the concept of employee benefits and services

1.5. SCOPE OF THE STUDY

1.6. RESARCH METHODOLOGY:

DR. GHALI COLLEGE, GADHINGLAJ PAGE 2

1.7. IMPORTANCE OF THE STUDY:

1.8. REVIEW OF LITERATURE:

DR. GHALI COLLEGE, GADHINGLAJ PAGE 3

Essential of human resource management and industrial Dr. P. Sudharao

1) The project work done within 30 days only.

DR. GHALI COLLEGE, GADHINGLAJ PAGE 4

2.1 INTRODUCTIONS OF RESPONDENTS BENEFITS AND SERVICES

Management is concerned with attracting and keeping respondent‟s benefits performance

Respondents benefits are the various forms of compensation provide to respondents in

2.2 MEANING AND DENTITION OF THE RESPONDENT’S BENEFITS

DR. GHALI COLLEGE, GADHINGLAJ PAGE 5

2.3 OBJECTIVES OF THE RESPONDENT’S BENEFITS AND

2.4 IMPORTNCE OF RESPONDENTS BENEFITS AND SERVICES

2.5 NEEDS OF THE RESPONDENT’S BENEFITS AND SERVICE

DR. GHALI COLLEGE, GADHINGLAJ PAGE 6

2.6 TYPES OF RESPONDENTS BENEFITS AND SERVICE

B. RESPONDENTS HEALTH AND SAFETY BENEFITS

DR. GHALI COLLEGE, GADHINGLAJ PAGE 7

D. DEPOSIT LINKED INSURANCE:

DR. GHALI COLLEGE, GADHINGLAJ PAGE 8

DR. GHALI COLLEGE, GADHINGLAJ PAGE 9

DR. GHALI COLLEGE, GADHINGLAJ PAGE 10

CHAPTER NO: III

3.2 HISTORY OF THE BANK:

3.3 VISION AND MISSION:

DR. GHALI COLLEGE, GADHINGLAJ PAGE 11

3.4 MANAGEMENT OF THE BANK:

3.5 OBJECTIVES OF THE BANK:

3.6 BRANCHES OF THE BANK:

DR. GHALI COLLEGE, GADHINGLAJ PAGE 12

3.7 BOARD OF DIRECTORS:

Chairman Ad. V. S. Patil

Vice-chairman Shri. B. C. Hiremath

Director Ad. R.A. Ajari

Director Shri. J. M. Pattansheti

Director Shri. S. B. Patil

Director Shri. M. G. Gadhvi

Director Shri. B. V. Ghugri

Director Shri. R. S. Tarale

Director Shri. D. S. Barge

Director Shri. A. R. Kitturkar

Director Shri. Late. A. A. Ringane

Director Shri. N. I. Hatti

Director Shri. P. N. Shah

Director Sou. B. R. Hanji

Director Shrimati. S. G. Ajari

Director Shri. N. S. Hiremath

Director Sou. S. M. Pujari

Director Shri. G. D. Ghali

Director Shri. S.A. Potajale

General Manager Shri. K. S. Todkar

DR. GHALI COLLEGE, GADHINGLAJ PAGE 13

DR. GHALI COLLEGE, GADHINGLAJ PAGE 14