Executive Summary

Title of the project:Employees Satisfaction on Welfare Schemes at BDCC Bank

Statement of the problem:This particular topic is chosen because employees are the bone of the organization so to get a effectiveness and efficiency in productivity. Organization has to motivate the employee through welfare scheme.

Purpose of the study:Project is on the study of welfare schemes so in turn the point of benefit towards the employees and the system that will provide benefit to the organization.

Scope of the study:This project helps in collecting the necessary data which will in turn convert and provide facilities to employees.

Objectives of the study: To study the organization. To examine the various employee welfare schemes at BDCC bank.
To identify employee satisfaction towards welfare schemes which provided

by BDCC bank. To provide better effective efficient health of the organization.

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THE BIJAPUR DISTRICT CENTRAL CO-OP BANK LTD, BIJAPUR.

PERFORMANCE AWARD 1999-2000

NATIONAL AGRICULTURE AND RURAL DEVELOPMENT BANK (NABARD) GIVEN SECOND PRIZE TO BIJAPUR DCC BANK LTD. BIJAPUR. FOR ITS REMARKABLE PERFORMANCE IN ALL DISTRICTS CENTRAL CO OPERATIVE BANKS. IN INDIA FOR THE YEAR 1999-2000.

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A Brief Description of the Organization Profile:

Name of the organization: Address : The Bijapur District Central Co-operative Bank Ltd., Bijapur. Kittur Channamma Nagar, Solapur Road, BIJAPUR. (08352)265418, 265419,263642. 08352-265473. bjpdcc@yahoo.com Co-operative Bank. 28-7-1919. 187 10.30 to 5.30 32,440 Sq.feet.

Phone Fax E-mail Type of sector Year of Establishment No of Employees Work Schedule Geographical Area

: : : : : : : :

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INTRODUCTION OF BANK
The Bijapur District Co-operative Bank Ltd Bijapur is registered Under No2483 as co-operative society Under Indian Co-operative Societies Act 1912. The BDCC Bank opened on 28th July 1919 Late Shri Pandurang Desai was the founder and president. The bank has its registered office at Bijapur. In the event of any change there of, a notice of such change be given to the Registrar of Karnataka Co-operative Societies with in thirty (30) days. The main objective of the bank is to assist the rural co-operative to provide cheaper finance to agriculture. 1366 Variety of co-operative societies have got membership with the bank. Bank is accepting membership from 1919, Till date 7382 Customers become members of the Bank.

Mission of Bijapur DCC Bank

To strive for socio-economic Development of the District by providing efficient financial services for Agricultural and NonAgricultural activities based on Co-operative Principles.

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ORGANIZATION CHART

Board of Director

Executives

Loan Sub Committee

Building Sub Committee

Audit Sub Committee

Staff Grievances And Disciplinary

Staffing Pattern Committee

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BRANCH LEVEL

Manager

Supervisor

Clerk

Cashier

Peon

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ADMINISTRATION

Managing Director

General Manager (Adm)

General Manager (Banking)

Deputy General Manager Inspection & Audit

Deputy General Manager Planning & Development

Deputy General Manager Administration & Establishment

Deputy General Manager Loan & Supervision

Deputy General Manager Accounting & Operations Management

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SECTIONS IN BANK:
The following are different sections Administration and Establishment Section Planning and Development Section Loans and Supervision Section Accounts and Operation Section Inspection and Audit Section

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OBJECTIVES
The following are the objectives of the bank To finance co-operative societies registered and deemed to have been
registered under the co-operative societies Act which are affiliated to the Bank.

To finance directly individual agriculturists in the area of operation of such

societies which are dormant or where due to any reason issue or recovery of loans and advances have come to a stand still and cultivator member of societies are deprived of agricultural finance, by admitting them as nominal member of the Bank subject to the subsidiary rules framed and approved by the Register.

To raise funds for the purpose of financing co-operative societies,

individuals and other and generally to carry on Banking business.

To develop assist and co-ordinate the work of affiliated societies. To arrange for the supervision and inspection of affiliated societies. To open branches, pay offices and extension counter and suitable center and
frame rules for their conduct and working and transact any type of banking business on behalf of other banks and societies registered under any Act with the previous approval of the Register.

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 To Purchase, sell, transfer, endorse, pledge Government promissory notes,

bonds, securities, Municipal, Zilla Parishat and port trust Bonds, debenture guaranteed by government for the legitimate investment of the surplus funds of the bank or on behalf of its member or depositors without incurring any financial responsibility and to do all things incidental to such business.

To make direct advances to individuals, proprietary concerns, partnership

firms, societies registered under the societies Registration Act 1960, companies, corporate Bodies, statutory organizations for various approved purposes permitted under the Bye laws by admitting them as normal members and subject to the rules framed by the Boards and approved by the Registrar.

To make advances to individuals on the pledge of valuables/ approved

securities subject to the rules framed by the Board and approved by the Registrar.

To deploy the resources of the Bank in profitable avenues subject to rules

framed by Board and approved by the Registrar.

To provide finance to Co-operative Societies, Societies Registered under the

Societies Registration Act,1960, Companies, Corporate Bodies and Statutory Organisations under consortium arrangement in association with other Financing Institutions, with the approval of the Registrar/NABARD/other Competent Authorities as the case may be.

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 To do ordinary banking business for properly utilizing surplus funds at the

disposal of the Bank provided this business is carried on only for such period and under such conditions as the Registrar Shall prescribe in each case;

To undertake liquidation work of affiliated societies indebted to the Bank on

conditions laid down by the Registrar with a view to facilitate recoveries from the affiliated societies.

To maintain a library of Co-operative literatures and laboratories. To establish or to support or to aid in the establishment and support of funds
calculated to benefit Banks employees and or dependants of such employees provided that the Rules regarding the rates of contributions payable both by the Bank and its employees and the Rules regarding administration thereof are first approved by the Registrar.

To receive for safe custody securities and ornaments. To draw, accept, endorse, negotiable and sell bills of exchange and other
negotiable instruments in accordance with the rules that shall be framed by the Board for the purpose.

To undertake and to support research in co-operation and to undertake

research activities in agriculture to enhance agricultural productivity ; subject to rules to be framed by the Boards.

To arrange for the study tours subject to approval of the Registrar for
studying Banking and co-operative Development in general and with special reference to promote co-operative activities in the district.
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 To open Banking Accounts. To carry on the general business of banking not repugnant to the provisions
of the co-operative societies Act and Rules framed there under.

To provide safe Deposit vaults. Carrying on and transacting every kind of guarantee and indemnity business. Managing, selling, and realizing any property which may come into the
possession of the bank in satisfying or in part satisfaction of any of its claims.

To make advances to the employees of the Bank who are admitted as

Nominal members of the Bank.

To implement the economic policies as envisaged by the government from

time to time.

To do such other work as will be conducive or incidental to the above objects

and will generally promote the cause of co-operation.

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Achievements
The Bank has achieved the following milestones:

In the year 2003, owned funds is 3937.92 lakhs and in 2005 it is 5184.87 lakhs and in this year 2006 it is increased of Rs.509.59 lakhs i.e., 5694.46 lakhs.

The bank has mobalised Rs.2356.91 lakh as additional deposits during the year 2005-06. Borrowings from 22.97% of the working funds. The bank has utilized the borrowings judiciously and repaid in time to the Apex Bank and never became defaulter. In this year 2006, working funds is increased of 7.66% compare to last year 2005.
The Bank has achieved recovery at 83.24% and 83.51% in respect of Agril.

And Non-Agril. loans during 2005-06 up to march-2006. Further it is aimed to achieve 95% recovery by end of 2005-06 that is june-2006. The net profit for 2005-06 is Rs. 1528.86 Lakhs last year is Rs. 364.39 lakhs. With the introduction of BDP, business in societies has improved considerably and becoming self sufficient. Now societies have deposit of Rs.34.18 crores as on 31-3-2005. The PACS are earning the profit and declaring the maximum dividend.

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 KISAN CREDIT CARD Scheme has been implemented very effectively. The bank

has issued kisan Credit Cards to 20177 farmers newly during 2005-06.

YASHASWINI
Co-operative Farmers Health Schemes is implemented in 2003. 57260

farmers have been enrolled of which 55273 farmers are through primary Cooperative Societies. 14 farmers have under gone operation. This Scheme is continued during 2004-05 and renamed as Co-operative Farmers Health Protection Scheme. 77582 farmers members of PACS are enrolled. Health Camps are programmed to be arranged at rural places. Separate Yashaswini Cell is opened in the bank to afford quick services to the farmers. 212 farmers have availed benefit so far, of which 38 are patients with heart ailments.

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Theoretical Framework
In the general sense, the term co-operation means, the idea of living together and working together. Co-operation is a business organization. It is the only system of voluntary organization suitable for poorer people. In this system, the persons voluntarily associate together as human beings on a basis of equality, for the promotion of their economic interests. Thus, the Co-operative Bank can be defined as, an institution established on the co-operative principles and engaged in the normal banking business of accepting deposits from the public for the purpose of lending and repay it on demand or otherwise.

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Organisational Structure of the Co-operative Credit Institutions

Co-operative Credit Institution

Rural Co-operative Credit Institution

Urban Co-operative Banks

Short Term Structure

Long Term Structure

State Co-operative Banks

District Central Co-operative Banks

Primary Agricultural Credit Societies

State Co-operative Agriculture Rural Development Banks

Primary Co-operative Agriculture Rural Development Banks

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Co-operative Banks:
Banks established under the co-operative system are called Co-operative Banks. These are State Co- operative Banks, Central Co- operative Banks and Primary Co- operative Banks. SCB is an apex level bank for a state. CCBs are apex level banks for each district. Primary Co- operative Banks are rural or SemiUrban Level Co- operative Banks.

Co-operative Credit Societies:

These are financial institutions whose primary objects are to provide credit facilities, i.e., loans and advances to its member only. These societies are formed in large organisations or Government Departments or at certain regions. The members are those working in the particular organization/ region. They collect subscriptions, deposits, etc., from members and loans from co-operative banks and extend credit facilities to its members only.

Primary Agricultural Credit Society:

These are similar to credit societies explained above, but these credit societies can extend loans to its members only for the purpose of agricultural connected activities.

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Types of Co-operative Banks in India:

Urban Co-operative Banks. State Co-operative Banks (StCBs). District Central Co-operative Banks (CCBs). State Co-operative Agriculture and Rural Development Banks (SCARDBs). Primary

Co-operative

Agriculture

and

Rural

Development

Banks

(PCARDBs).

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Social Security and Welfare:

Social Security:The wages provided to the employees, particularly of the lower level may not be sufficient to meet their needs like medical, children education, maternity needs of women employees and employees wives etc. Therefore, Governments of various countries insist the employers to provide the security to their employees against the social evils.

Welfare:Welfare has four primary meanings: Welfare, in general terms, refers simply to quality of life. Welfare (financial aid), financial assistance paid by the govt.
Welfare (economics), in economics, associated with material benefit or

preferred outcomes. Social welfare, in social policy, refers to the range of services intended to meet peoples needs. Welfare is the enjoyment that consumers gain from their consumption. While welfare cannot be measured directly, economists often use a measure of real income or purchasing power as a way of measuring welfare in many terms.

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Objectives of social security and welfare programmes:

The important objectives of fringe benefits are:
1) To create and improve sound industrial relations. 2) To boost up employee morale. 3) To motivate the employees by identifying an satisfying their unsatisfied needs. 4) To provide qualitative work environment and work life. 5) To provide security to the employees against social risks like old age benefits and maternity benefits. 6) To provide the health of the employees and to provide safety to the employees against accidents.
7) To promote employees welfare by providing welfare measures like

recreation facilities. 8) To create a sense of belongingness among employees and to retain them. Hence, fringe benefits are called golden hand-cuffs. 9) To meet requirements of various legislations relating to fringe benefits.

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Types of social security and welfare program:

Organisations provide a variety of fringe benefits. Dale Yoder and Paul D. Standohart classified the fringe benefits under four heads as given here under:
1. For Employment Security: Benefits under this head include unemployment

insurance, technological adjustment pay leave travel pay, overtime pay, leave for negotiation, leave for maternity, leave for grievances, holidays, cost of living bonus, call-back pay, lay-off pay, retiring rooms, jobs to the sons/daughters of the employees and the like.
2. For Health Protection: Benefits under this head include accident insurance,

disability insurance, health insurance, hospitalisation, life insurance, medical care, sick benefits, sick leave etc.
3. For old Age and Retirement: Benefits under this category include: defferd

income plans, pension, gratuity, provided fund, old age assistance, old age counseling, medical benefits for retired employees, traveling concession to retired employees, jobs to the sons/daughters of the deceased employee and the like.
4. For Personnel Identification, Participation and Stimulation: This

category covers the following benefits: anniversary awards, attendance bonus, canteen, cooperative credit societies, educational facilities, beauty parlour services, housing, income tax aid, counselling, quality bonus, recreational programmes, stress counselling, safety measures etc.

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Types of Fringe Benefits

Payment for Time not worked Hours Paid of Hours Work Shift Holiday of Work Premium s

Employee Security

Safety and Health

Welfare Recreational Facilities

Old Age and Retirement Benefits

Holiday Pay

Paid Vacation

Retrenchment Compensation

Lay-off Compensation

Safety Measures

Workmens Compensation

Health Benefits

Paid Canteens ConsuShift Holiday Credit Hours mer Premium s of Work Societi- Societies es

Employee Welfare Holiday Paid Pay Vacation Counsell- OrganiHousing Legal Aid ing sation

EducatioHoliday nal Homes Facilites

Transportation

Parties and Picnic

Miscellaneous

Provident Fund

Deposit Linked Insurance

Gratuity

Medical Benefit

Pension

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The Welfare Schemes of BDCC Bank Provided to All Employees is as under: Sl.No Welfare Schemes
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12 13. 14. 15. Group Insurance Scheme(GIS) Family Benefit Fund Medical Allowance Staff Welfare Fund Festival Advance Housing Loan Vehicle Loan Sulab Loan Employee Co-operative Credit Society Salary Earners Loan Providend Fund Encashment of Earn Leave in Service Encashment of Earn Leave after Retirement Closing Allowance Gratuity/Retirement Benefit Rs.100000/-. Rs.50000@12%. B.S + D.A= @12%. Once in a 2years Maximum 240 days. Rs.200P.a @ the year end. Maximum limit is Rs.350000/-

Assistance Provided
Rs.62000/Rs.20 P.M Rs.1000 P.a Rs.20000/Rs.2000 P.a Rs.500000 @ 12% 75% of the vehicle amount Rs. 100000/15 times on his/her B.S and max limit is

These are the schemes provided to only specific employee as follow:

Sl.No. Welfare Schemes
1. 2. 3. 4. Washing Allowance Cycle Allowance Key Allowance Cashier Allowance

Post
Drivers and Peons Only One Peons Manager and Cashier Per Branch. Only For Cashier

Amount
Rs.50 P.M Rs.50 P.M Rs.75 P.M Rs.150 P.M
23

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5.

Typing Allowance

Only For Typist

Rs.60 P.M

Recruitment:
Recruitment tends to be studied only for practioner purpose and there is little evidence of only overarching theory. A useful definition of recruitment is: Searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs.

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According to Edwin B.Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization

Selection:
It can be argued that staff selection is becoming the axis on which all other human resource issues turn. In this fast moving work environment the time available for new employees to adapt and develop is diminishing. They are expected to become effective almost instantly, to perform and to move on. After identifying the source of human resources, searching for prospective employees and stimulating them to apply for jobs in the organization, the management has to perform the function of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for each unfilled job. The objective of the selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. No matter what has been written or said about recruitment and selection, everyone believes that he is an expert in this field. It is probably the one area of personnel management where the professional is inevitably challenged by the layman, whatever the circumstances. Nevertheless, it is one of those situations where often a manager or supervisor has to face up to the problem of becoming totally involved in the recruitment and selection process without quite knowing how to tackle what is in reality a complicated task, in spite of the apparent simplicity to the ultimate decision to be taken- to hire or not to hire.
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This is the Recruitment and Selection Process followed by the BDCC Bank:

Government Approval

Roster System

Advertisement in paper about Application Form

Scrutining the Application Form

Degree and Age wise

Cast wise

Personal Interview in the form of 1:5 on Merit

Marks Obtained in Qualifying Exam shall be reduced to 85marks and the Interview shall carry15marks (Total 100).

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Training and Development Programmes:

Training will be viewed as a short- term educational process utilizing a planned, systematic, and organized procedure by which nonmanagerial personnel acquire the technical knowledge and skills necessary for increased effectiveness in achieving organizational goals. According to Dale S. Beach defines the training as . The organized procedure by which people learn knowledge and/or skills for a definite purpose. Development, on the other hand , in reference to staffing and personnel matters, will be viewed as a long term educational process utilizing a planned systematic procedure by which managerial personnel acquire conceptual and theoretical the technical knowledge for enhancing general administrative abilities.

Following are the some of the institutions which provide Training and Development Programmes to employees of BDCC Bank:
1)
2)

Bijapur District Central Co-operative Bank Ltd, Bijapur. Agricultural Co-operative Staff Training Institute, Banglore. Regional Training College NABARD, Mangalore. Reserve Bank of India, Pune. Vaikunth Mehta National Institute of Co-operative Management, Pune.

3)
4) 5)

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DATA ANALYSIS AND INTERPRETATION

The welfare schemes occupy an important role in boosting up the morale of employees at work. Providing adequate facilities will energies the workers, which will increase the output. In this chapter an attempt is made to analyse the opinion regarding the various facilities provided to employees. 25 (100%) employees were selected and they were asked to rate their opinion on a five point scale as Very low (1), Below average (2), Average (3), Above average (4), Very high (5).The analysis of the opinion of the employees revealed the following

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1. Awareness of the different welfare schemes Table -1

Responses Yes No % of Respondents 100 0

Graph-1

Yes NO

From this graph, it can be seen that the sample size (25 employees) is aware of different welfare schemes provided by Bank.

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2. Following are the different welfare schemes which the employees are

aware
Table-2

Sl.No Welfare Schemes

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22. 23. 24. 25. Medical Allowance Festival Advance Ex- Gratia/ Bonus Providend Fund Family Benefit Fund HRA (House Rent Allowance) Leave Facility GIS (Group Insurance Scheme) Staff Welfare Fund Gratuity GSLIS (Group Savings Linked Insurance Scheme) TA DA Retirement Benefit LIC (Life Insurance Scheme) Typing Allowance Bicycle Allowance GLIS (Group Linked Insurance Scheme) GPF (General Provident Fund) Entertainment Allowance Training Facility Sitting Facility Washing Allowance Closing Allowance Key Allowance Cash Allowance

3. About Welfare Schemes

Table -3

Score Degree

5
Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 10 % of respondents 37.6

4 17.2

8 32.3

2 9.7

1 3.2

25 100%

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Graph-3

Very high Above average Average Below average Very low

From this graph, it can be understood that the welfare schemes of BDCC Bank employees says that 37.6% is very high, 32.3% average and 3.2% as Very low.

4. Welfare Schemes provided by Bank

Table 4.1 GIS

Score Degree

5
Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 7 % of respondents 30.1

6 23.7

6 22.6

2 9.7

2 7.53

23 93.63

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Graph-4.1 GIS

Very high Above average Average Below average Very low

In this analysis 30.1% of respondents responded as very high, 22.6% as average and 7.53% as very low.

Table-4.2 Family Benefit Fund Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 4 % of respondents 16.1

6 25.8

8 33.3 Graph-4.2

2 6.45

3 10.7

23 92.35

Family Benefit Fund

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V ery high A bove average A verage B elow average V ery low

From this graph, it is clear that 16.1% of respondents responded as very high, 33.3%
as average and 10.7% as very low.

Table 4.3 Medical Allowance Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 4 % of respondents 16.1

3 12.9

12 46.2 Graph 4.3

4 15

2 8.6

25 100

Medical Allowance

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Very high Above average Average Below average Very low

From this graph, it is clear that 16.1% of respondents responded as very high, 46.2% as average and 8.6% as very low.

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Table-4.4 Staff Welfare Fund Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 3 % of respondents 12.9

5 18.3

9 37.6 Graph-4.4

3 11.8

3 11.8

23 92.4

Staff Welfare Fund

V ery high A bove average A verage B elow average V ery low

In this analysis 12.9% of respondents responded as very high, 37.6% as average and 11.8% as very low.

Table-4.5 Ex-Gratia / Bonus

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Score Degree

5
Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 14 % of respondents 56.9

4 16.1

4 17.2 Graph-4.5

1 3.2

2 6.45

25 99.85

Ex-Gratia/Bonus

V ery high A bove average A verage B elow average V ery low

From this graph, it is concluded that 56.9% of respondents responded as very high, 17.2% % as average and 6.45% as very low.

Table-4.6 HRA Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 6
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11

24
36

% of respondents

25.8

15

43 Graph-4.6 HRA

5.38

7.53

96.7

V ery high A bove average A verage B elow average V ery low

In this analysis 25.8% of respondents responded as very high, 43% as average and 7.53% as very low.

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Table-4.7 Provident Fund Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 8 % of respondents 33.3

4 16.1

6 24.7 Graph-4.7

4 16.1

2 7.53

24 97.73

Provident Fund

V ery high A bove average A verage B elow average V ery low

From this graph, it is concluded that 33.3% of respondents responded as very high, 24.7% % as average and 7.53% as very low.

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Table-4.8 Retirement Benefits Score Degree 5

Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 9 % of respondents 36.6

6 22.6

5 18.3 Graph-4.8

1 5.38

3 12.9

24 95.78

Retirement Benefits

Very high Above average Average Below average Very low

From this graph, it is concluded that 36.6% of respondents responded as very high, 18.3% as average and 12.9% as very low.

Table-4.9 Festival Advance

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Score Degree

5
Very High

4
Above Average

1
Very

Total

Average Blow

Average Low

No of respondents 6 % of respondents 22.6

4 16.1

9 39.8 Graph-4.9

3 10.7

2 8.6

24 97.8

Festival Advance

V ery high A bove average A verage B elow average V ery low

In this analysis 22.6% of respondents responded as very high, 39.8% as average and 8.6% as very low.

5. Do you need any other welfare schemes?

Table-5 Degree No of respondents % of respondents
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Yes
10 40.9

No
15 59.1

Total
25 100
40

Graph-5

Yes NO

From this graph, it is clear that 40.8% of employees want the welfare schemes Such as given below:

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Sl. No Schemes
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. LIC(Life Insurance Corporation) LTC(Leave Travel Concession) Pension Benefit Tuition fees for children 75% of Hospital bill Over time duty facility Quarters Food grain advance Group Insurance Aminity KGID (Karnataka Government Insurance Dept.) Computerisation All medical facility

6. How do you rate the following facilities?

Table-6.1 Leave Facilities Score Degree 5

Very

4
Above Average

1
Very

Total

Average Blow

High No of respondents 7 % of respondents 27.9

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Average Low

7 27.9

7 29

1 3.2

3 10.7

25 98.7
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Graph-6.1 Leave Facilities

Very high Above average Average Below average Very low

From this graph, it is clear that 27.9% of respondents responded as very high, 29% as average and 10.7% as very low.

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Table-6.2 Training Facility Score Degree 5

Very

4
Above Average

1
Very

Total

Average Blow

High No of respondents 6 % of respondents 22.6

Average Low

7 26.8

9 37.6 Graph-6.2

1 5.38

2 7.53

25 100

Training Facility

V ery high A bove average A verage B elow average V ery low

From this graph, it is concluded that 22.6% of respondents responded as very high, 37.6% as average and 7.53% as very low.

Table-6.3 Medical Facilities

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Score Degree

5
Very

4
Above Average

1
Very

Total

Average Blow

High No of respondents 3 % of respondents 11.8

Average Low

4 18.3

11 43 Graph-6.3

5 19.4

2 7.5

25 100

Medical Facilities

Very high Above average Average Below average Very low

In this analysis, 11.8% of respondents responded as very high, 43% as average and 7.5% as very low.

Table-6.4 Health and safety Score Degree 5

Very High
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Above Average

1
Very

Total

Average Blow

Average Low
45

No of respondents 2 % of respondents 8.6

2 7.53

3 11.8 Graph-6.4

3 10.7

13 51.6

23 90.23

Health and safety

Very high Above average Average Below average Very low

From this graph, it is clear that 8.6% of respondents responded as very high, 11.8% as average and 51.6% as very low.

Table-6.5 Sitting Facility Score Degree 5

Very

4
Above Average

1
Very

Total

Average Blow

High No of respondents 1 % of respondents 5.38

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Average Low

3 12.9

9 33.3

5 19.4

4 18.3

22 89.28
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Graph-6.5 Sitting Facility

Very high Above average Average Below average Very low

In this analysis, 5.38% of respondents responded as very high, 33.3% as average and 18.3% as very low.

Table-6.6 Canteen Facility Score Degree 5

Very

4
Above Average

1
Very

Total

Average Blow

High No of respondents 1 % of respondents 5.38

Average Low

2 8.6

3 11.8 Graph-6.6

2 6.45

15 58.1

23 90.33

Canteen Facility

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Very high Above average Average Below average Very low

From this graph, it is concluded that 5.38% of respondents responded as very high, 11.8% as average and 58.1% as very low.

7. Is there cool drinking water and water in the latrine and urinal facility? Table-7 Degree No of respondents % of respondents Agree 8 32.3 Average Disagree Total 15 60.2 2 7.5 25 100

Graph-7

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Agree Average Disagree

In this analysis, 7.5% of respondents responded as disagree, 60.2% as average and 32.3% as agree.

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8. The opinion regarding the working conditions and hours of the Bank
The working conditions and hours of the Bank are satisfactory and good but few of the employees want the working hours to be 10.30am to 5.30pm and attenders need Sunday holiday.

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9. Awareness of welfare schemes of Commercial Bank Table-9 Degree No of respondents % of respondents Yes
5 21.5

No
20 78.5

Total
25 100

Graph-9

Yes NO

For the awareness of the welfare schemes of employees towards Commercial Bank only 21.5% are aware and 78.5% are not aware of the schemes.

The following are the schemes which Bijapur DCC bank are aware of Commercial Bank
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Sl.No 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20.

Welfare Schemes Medical Facility Tour Facility Retirement Benefits LTC( leave traveling concession) Staff Welfare Fund Family Benefit Fund Conveyance Allowance Free Quarter Facility Overtime Allowance Ladies Room Tuition Fees Lunch Expenses Transfer once in a three year Special Allowance Free Car Allowance Bonus Leave Surrender In charge Allowance CAIIB(Certificate of Administration and Indian Institute of Banking) Entertainment Allowance

10. Will you join Commercial Bank purely for Welfare Schemes? Table-10 Degree No of respondents % of respondents Yes
7 29

No
18 71

Total
25 100

Graph-10

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Y es NO

In this analysis, 71% of employees response is No and 29% of the employees is Yes so it shows that the employees of the BDCC Bank are loyal.

11. Suggestion for BDCC Bank

It is commendable but computerization in the Bank is very essential because they have to compete with commercial and urban banks. So as soon as possible introduce computers and give training about computer to staff to work smoothly.

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Summary, Findings and Suggestions

Summary:
Employee measures occupy an important role in the development of an organization. A satisfied employee force is an asset for every organization. Mere wage payment alone will not be sufficient to satisfy the workers. Provision of adequate benefits will build up a strong and satisfied work force. The health of an
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Organization always depends on a strong and satisfied labor force. In the present study, an attempt is made to examine the various employee welfare schemes or measures adapted by the Bijapur DCC Bank and the effectiveness of such measures on the labor force of the organization.

Findings
Based on questionnaire, personal interview and observation, the following findings have been made.

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Suggestions
Based on the findings the following suggestions have been given to improve the situation of employee welfare schemes
1. By observation and personal interview we come to know 100% of employees

mentioned the schemes which they are aware but they dont know all the schemes which Bank is providing to them. So the employees should be made aware of the schemes provided by the bank.
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2. The welfare schemes should be maximized to satisfy the employees because

only 37.6% of employees says welfare schemes of BDCC Bank is very high.
3. The amount of GIS should be increased because only 30.1% of employee

says very high and 22.6% as average.

4. The staff welfare fund should be maximized for the benefit of the employees.

5. Festival advance should be given to employees without deducted the money from his/her salary.
6. The health of the organization always depends upon the satisfied labour force

so provide the welfare schemes to satisfy the employees. 7. Increase the leave facilities and external training should be provided to the workers with qualified training experts to handle the competitive era and specially about the computers. 8. Medical facilities and sitting facilities in all the branches should be improved for the benefit of the employees and as well as to the organization. 9. Canteen facility should be provided in all the branches for the convenient of the employees.
10. Provide cool drinking water and water in the latrine and urinal facility in all

branches and especially in sindagi branch.

11. For the knowledge of the employees make them aware of welfare schemes of

Commercial Bank because only 21.5% are aware.

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The working condition is commendable but the working hours should be maintained from 10.30am to 5.30pm. The work should be extracted as per the job chart to the employees.

Conclusions
The worker should be given fair wages, incentives which will encourage them to work hard. There exists a good relationship between the workers and the management. The worker should be motivated to work by creating in them sense of belonging. They will work with pleasure and their productivity will be increased. The Bijapur DCC Bank employees are aware of welfare schemes and they are satisfied with the Bonus/ Ex-Gratia provide by the Bank.

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Attaching at most importance to Agri Sector, the bank is striving hard for the development of other fields and marching a head to achieve the set goal. The financial position of the bank is sound and is running under Audit Class A since 1993 so to maintain this and to increase the profit of the Bank satisfy the employee by providing the welfare schemes. employees are satisfied from the welfare schemes provided by Bijapur District Central Cooperative Bank Ltd, Bijapur. But DCC should concentrate more on welfare schemes in order increase the productivity and satisfaction level of employees.

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