INFLUENCE OF EMPLOYEE WELFARE SCHEME ON EMPLOYEE

PERFORMANCE

Report submitted to
KLE Technological University, Hubballi

by
Nirmala Madnur

under the guidance of

Dr. Shashidhar Mahantshetti

School of Management Studies & Research,

KLE Technological University
HUBBALLI - 580031

1
 CERTIFICATE

This is to certify that, the report entitled Influence of employee welfare scheme on
employee performance, which is being submitted to the KLE Technological

University, Hubballi by Nirmala Madnur is a record of bonafide work carried out

by him/her under my guidance. Nirmala Madnur has successfully completed
the project requirements prescribed to him/her in accordance with the
regulations of the institute. In my opinion, the report has reached the standard
of fulfilling the requirements. The results embodied in this project have not
been submitted elsewhere for the award of any degree or diploma.

Dr. Shashidhar Mahantshetti Head of School

Assistant professor

DECLARATION

2
I hereby declare that this research work embodied in this Summer Internship
Project entitled Influence of employee welfare scheme on employee performance has
been carried out by me under the guidance of Dr Shashidhar Mahantshetti,
School of Management Studies & Research, KLE Technological University,
Hubballi.

I also declare that this Summer Internship Report has not been submitted to
any university or institution for the award of any degree or diploma.

Place: Hubli Nirmala Madnur

Date:

ACKNOWLEDGEMENT
3
My sincere efforts have made me to accomplish the task of completing this project. However,
it would not have been possible without the kind support and help of many individuals. I
would like to express my sincere gratitude to our HOD Dr G S Hiremath and the school for
providing me with the facilities required to do my project.

I am highly indebted to my professor Dr Shashidhar Mahantshetti for his valuable guidance

which has promoted my efforts in all stages and helped me patch this project and make it full
proof success. His suggestions and his instructions have served as the major contributor
towards the completion of the project.

I also like to express my sincere gratitude to Shivanand karmudi for their extreme support.
At last, I end up by thanking all who helped me in finalizing the project within the limited
time frame.

Abstract

4
Context: The intended study explores the influence of employee welfare measures on
employee performance. The employee are the growth engine drivers in the Indian market
scenario, there are the important asset for the organization and play a major role in
completing most of the tasks which help the organization achieve its goal and run a
successful business. According to human resource philosophy, employees are the most
important business resource that must be managed carefully in order to maximize return on
investment (ROI) and achieve business objectives. The Employee welfare measures helps in
Monitoring working conditions, fostering industrial harmony through infrastructure, fostering
healthy relationships with co-workers, and providing health insurance.

Purpose: Studying employee welfare amenities offered by the dairy industry (KMF). To
know the impact of employee welfare scheme on employee performance by evaluating their
view of the need for welfare activities from the organisation, to progress intellectually and
better their standard of living.

Method: the research design is exploratory in nature. The data is collected from primary
sources using structured questionnaire with the sample size of 170 employee (using Rao soft
calculator with population size of 250 employees, margin error of 5%, confidence level of
95%, and response distribution of 50%) pertaining to KMF Dharwad. The statistical tool used
for data analysis is reliability test and auto linear regression (using SPSS) keeping employee
performance as dependent variable and employee morale, augmented benefits and basic
amenities as independent variables.

Findings: the study enclaved that employee welfare scheme has a positive impact on
employee performance. There This paper further suggests for mending the loopholes
discovered in the process of research in the administration of employee welfare programme
for workers.

Keywords: employee performance, employee morale, augmented benefits.

5
Table of content

Sl.No Contents Page Number

1 Introduction

2 Industry overview

3 Review of literature

4 Objectives

5 Research Methodology

6 Data analysis

7 Conclusion

8 Limitation of the project

9 Recommendations

CHAPTER-1

INTRODUCTION

Employee welfare measures are for the betterment of the employees. It involves various
benefits, facilities and services provided by the employer or the organization to the
employees, it also involves an adjustment of employee’s work life and family life to a
community and social life.

Several studies have hypothesized study on employee welfare

measures, its statutory and non-statutory benefits and its impact on employee satisfaction.
Here, effort have been made to know the impact of welfare measures on employee
performance in dairy industries. The dairy industry has been divided into two segments as

6
organised and unorganised segments where in organised segments consists of co-operatives,
private diaries, where as unorganised segment consists of traditional milkmen, vendors, self-
consumption etc. India has been ranked 1st in milk production contributing 23% of global
milk production, of this Karnataka has been ranked 11 th in milk production. The dairy
industry is expected to grow by dollar 32.9 billion increasing the employment opportunity by
80 million and 7.9% of growth is expected by 2025.

The main objective of employee welfare measures is to provide employee

with the benefits, services not only in monitory or non-monitory form but bring a holistic
development in life of the employees. Thus, welfare measures improve employee efficiency
and develops a sense of responsibility and dignity among the employees.

1.1 About Project

The intended study is to know the role of employee welfare measures and its impact on
employee performance. Employee welfare measures act as an intermediary between the
employer and the employees. In this era of digitalization, globalization and changing
demographic world the success of the organization largely depends upon the employee
performance. According to Ashley Donohoe employee performance involves factors such as
quality, quantity and effectiveness of work as well as the behaviours the employees show in
the workplace. Employee performance reviews methods and ways to improve performance
that will help to ensure workforce and meet the business needs and goals. Thus observation
are made to know whether the welfare measures have impact on employee performance.

1.2Definition and purpose of the project

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According to N M Joshi employee welfare covers all the efforts which employers make for
the benefits of their employees over and above the working conditions fixed by the factories
act and the provisions of the social legalisation providing against accident, old age,
unemployment and sickness. Armstrong (2004) states that employee welfare programs rest
mainly on the abstract ground of social responsibility on organizations for those who work
for them. According to Gayle and Brock (2004) organization provide welfare facilities to
their employees to keep their motivation level high.

The purpose of the study is to know the objectives of employee welfare measures, the
statutory and non-statutory benefits of welfare measures, to know the influence of welfare
measures on employee performance. The main aim is to know what factors or independent
variables contribute for function the welfare schemes having employee performance as
dependent variable.

1.3 Scope of the project

The prevailing study is undertaken to know the effectiveness of employee welfare measures
and its impact on employee performance in dairy industry. Here, the study is regarding the
employees at Karnataka milk federation (KMF). The study is limited to sample size of 152
employees.

Employee welfare measures are classified into two categories as statutory

benefits and non-statutory benefits, statutory benefits are the basic and necessary factors or
the needs that the organization provides under the provision of government being the
regulatory body. The statutory benefits include drinking water facility, latrines and urinals,
first aid appliances, lighting, changing rooms, spittoons, rest rooms, facilities for sitting. Non-
statutory benefits are the benefits which are provided by the organization, in contrast are not

8
required by law these benefits include employee support programs, harassment policy,
maternity and adoption leave, Medi-claim insurance plan, employee referral scheme.

1.4 Significant contributions of the study

 The study helps the organization to achieve the objectives of employee welfare
schemes.
 It helps the organization to alter the welfare measures on the basis of employee
satisfaction and performance.
 It provides the organization the holistic view of renewing and maintaining a proper
welfare measures.

Chapter-3
Company profile

Trade name Nandini

Human capital 256

Type Co-operative

Industry Dairy

Founded in the year 1974

Headquarters Bangalore, Karnataka, India

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 Key people Balachandra Jarakiholi (President)

Products Milk, Curd, Ghee, Butter, Panner, Cheese,

Milk powder, Sweets, Chocolates, Ice
creams, Frozen desserts, Milk shakes.

Owner Ministry of Co-operation, Government of

Karnataka.

Parent Government of Karnataka

Website kmfnandini.coop

Managing Director (DMU) Dr. K M Lohiteshwar

Unions 14

Share Capital 30 crores Approx

The Karnataka Cooperative Milk Producers' Federation Limited is the organisation in charge
of overseeing the dairy cooperative movement in that state (KMF). It ranks second among all
dairy cooperatives in the country in terms of size. It is the finest in South India for both sales
and procurement. One of the Federation's primary duties is the marketing of milk and dairy
products. "Nandini" is a well-known nickname for pure and fresh milk and milk products.
Each district in the state is served by one of the 16 milk unions run by KMF. These unions
buy milk from Primary Dairy Cooperative Societies (DCS) and sell it to customers in various
towns, cities, and rural markets throughout Karnataka.

Vision

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  To move forward with a missionary zeal that would establish KMF as a national
leader in outstanding performance and accomplishments, inspiring other milk
federations to follow in its footsteps in all of their good actions.
 To protect the well-being of the rural milk producers who are the Federation's true
owners.
 To encourage producer-oriented cooperative societies in order to boost rural
employment, income, and dairy productivity.
 To close the price gap between milk purchase and sale prices.
 To increase the income of milk producers by developing business acumen in the
marketing and trading disciplines and providing consumers with high-quality milk.
 To compete with MNCs and Private Dairies with better quality of milk and milk
products and in the process sustain invincibility of cooperatives.

Mission

fostering a dynamic, self-sustaining, and all-encompassing cooperative dairy development in

the state of Karnataka in order to bring about economic, social, and cultural prosperity in the
lives of our milk producer members.

Objectives

 To ensure a steady and profitable market all year long for the milk the farmer
members produce.
 To give urban consumers access to premium milk and other dairy products.
 To establish and expand cooperative model institutions at the village level to control
dairy operations
 To promote rural development through the introduction of a cash economy,
opportunities for self-employment at the village level, prevention of migration to
urban areas, and prospects for a stable income.

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  To guarantee the availability of resources for milk production, processing facilities,
and knowledge dissemination.

Evolution

The Karnataka Milk Federation, also known as KMF, has developed into one of the best and
most successful organisations for dairy producers in the State of Karnataka.

The Karnataka Dairy Development Corporation (KDDC) was established in 1975 as an

agency to carry out the World Bank-assisted Dairy Development Projects. The company
quickly expanded, and as it spread the wings of its newly discovered rural economic activity
dairying all over the State, the origin of an apex cooperative body KMF took the form in
1984, encompassing the entire State with 13 District Co-operative Milk Unions and carrying
out the various parameters of dairy activity-organization.

On the basis of the now well-known "ANAND" pattern dairy cooperative societies, the entire
system was rebuilt. It was originally planned to establish 1800 dairy cooperative societies,
four milk unions, and processing facilities capable of handling 6.5 lakh pounds of milk per
day by 1984 in eight southern Karnataka districts.

CHAPTER-3
LITERATURE REVIEW
The many aspects of worker welfare initiatives and employee satisfaction levels were
examined by Naveen and Madhavi (2017). The welfare programmes of N.T.P.S. Ibrahim
Patman are made better thanks to this study. A well-structured questionnaire was used to
collect the data. have been gathered from both primary and secondary sources. Data analysis
techniques include percentage analysis and mean square method.

According to Bharti and Kumar (2013), there is a connection between employee happiness
and welfare policies. His research also looks at employee happiness and welfare benefits. In
2013, Mohan and Panwar performed research on employee wellness programmes used by
retailers in the vicinity of Udaipur. Their research provides information about both intra- and

12
extra-mural facilities. Its objective is to investigate how the retail industry develops cutting-
edge ideas to draw in and keep brilliant workers for an extended period of time.

The employee welfare measures in the Indian Railways are listed by Chaudhary (2011).
According to the report, the biggest excuse cited by railroads for not offering customers
welfare measures is a lack of funding. The study's recommendations imply that railroads
should decrease the application of government royalties to enhance benefits and the cost of
the social burden. In order to understand more about the welfare programme that the business
has already put in place, Venugopal and Usha (2011) performed a study in the Chittoor
industry. They do this in order to evaluate how satisfied people are generally with welfare
services. The study seeks to establish a connection between social assistance and its impact
by correlating statutory and non-statutory social protection operations in industry.

According to Loen (2017), it is the responsibility of the employer to establish compliance and
due diligence. In addition to operational risk, the employer has sound business and legal
reasons for keeping an eye on employee welfare. The usage of benchmark approach has been
utilised to assess welfare circumstances. Employee welfare is the employer's responsibility.

(2014) research by Dr. Usha Tiwari the research of employee wellbeing programmes and
their effects on productivity was undertaken by Vindha Tele links Ltd. as part of a study on
employee welfare facilities and their effects on productivity. It looked like the outcomes were
good. Quality, quantity, and productivity all go up. Therefore, it is necessary to implement
some provisions to enhance the welfare facility so that employees will be happy and their
performance level would rise.

Manzini and Gwandure (2018), conducted a staff well-being study that was used by various
organizations like an approach to improve employee efficiency. Particularly in mobile
segment industry, occupation associated issues will affect the value of life of staff& their
work.

K. Lalitha and T. Priyanka conducted study on employee welfare requirements in the IT

industry in 2014. They came to the conclusion that any company needs to invest in its human
resources. The amenities for employee wellbeing are the focus of this department; economic
gains for the company can only be made if the employee is happy with the facilities.
According to study on the employee wellbeing services provided by the IT industry, it is
clear that companies are especially keen in publicising all of the welfare services they
provide.

13
B.R. Mansa & C.N. Krishna naik (2015) in their work entitled- Employee Welfare Measures-
A Study on Concrete India Corporation Units, in Thandur and Adilabad declared that the
employees’ welfare facilities provided by the company were satisfied and it was admirable.
However, there was still space for improvement in order to raise employee productivity,
efficiency, and effectiveness, which would aid the organisation in achieving its objectives..

Patra (2015) in a comparative analysis of welfare measures in corporate sector found that an
employee’s‟ welfare facility is the key dimension to smooth employer-employee linkage.
These employee-welfare amenities raise team morale and management loyalty, which in turn
enhances workers' contentment, fulfilment, and productivity.

Srinivas, KT Vol. 2(12) featured the article "A research on employee wellbeing facilities and
their impact on job satisfaction" (2013). The paper describes the company's way of providing
facilities, increasing employee satisfaction, and the amenities it has adopted to boost
employee wellbeing. The organisation should provide recreational amenities to boost
employee morale and reduce stress. Complete medical support should indeed be made
available to reduce turnover and absenteeism. In the end, these facilities increase the firm's
productivity and offer protection for its employees; therefore, the company should run a
campaign at least once per month or per year.

CHAPTER-4

OBJECTIVES OF THE STUDY

 To know impact of welfare measures on employee performance.

 To study the statutory and non-statutory measures provided by the organization.
 To raise the level of employee morale.

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 Limitation of the project

 The study is confined to Employee welfare measures provided at KMF Dharwad.

 Inadequacy of time.
The respondents' attitudes or personal biases could be a barrier

Chapter-5

Research Methodology

5.1 Methods of research

Research methods are used to process and analyse the data. There are two categories of
research method; quantitative research method and qualitative research method. The
prevailing study is based on the quantitative research method. Quantitative research method
uses numbers, statistical analysis to find connections and meaning in the data. The following

15
are types of quantitative method research descriptive, correlational, causal-comparative, or
quasi-experimental.

5.2 Type of research

The research is descriptive in nature. Surveys and various types of fact-finding studies are
also used in descriptive research. This type of research aims to describe the current situation
as it is. Ex post facto research is another name for descriptive analysis. When doing research
to identify traits, frequencies, or trends, researchers frequently employ a descriptive study
approach.

5.3 Data Type

The core of data science is experimentation with unstructured or organised data. Data is the
fuel that can steer a business in the correct direction or at the very least offer useful insights
that can assist in planning future campaigns, organising the introduction of new goods, or
conducting various experiments. Data is a massive repository of information that has been
divided into a number of categories to obtain distinct types, qualities, and features of data;
these categories are referred to as data types. There are four types of data; nominal, ordinal,
discrete, continuous. The entire study is based on nominal data collected from the employees.

5.4 Data collection tools

The process of acquiring data, then measuring, processing, assessing, and analysing it for
research purposes is known as data collection. It is carried out with the use of well-
established, well-validated methodologies that allow for the answering of research questions,
testing of hypotheses, and evaluation of outcomes. The primary objective of data collection is
to gain access to trustworthy information sources that will give data for additional analysis
and enable data-driven decision-making. Data can be collected from primary and secondary
sources.

16
Primary data

The primary data is collected in the form of structured questionnaire which were given to the
employees of dairy industry to respond.

Secondary data

The secondary data is collected from the published data within the company, articles
published, internet and the intranet.

5.5 Sampling plan

A sample strategy offers a framework on which the researcher can carry out their
investigation. Additionally, it offers the necessary sketch to guarantee that the data collected
is a representation of the specified target group. It is frequently utilised in scientific studies.
To demonstrate that the data gathered is accurate and reliable for the target group, a
researcher creates a sampling plan.

5.5.1 Sampling frame

A sampling frame in statistics is the object or source from which a sample is taken. Here the
sample frame was designed keeping in mind the employees of dairy industry(kmf).

5.5.2 Sampling unit

Sampling unit involves choosing the category of the population to be surveyed. When the
decision is reached, each unit is taken into account as an individual and indivisible whole.
Sampling unit was the employees working in the dairy industry.

5.5.3 Sampling size

The sample size of 170 employees was chosen for the study as per the rao soft calculator
keeping 5% error, 95% confidential, 50% responsive distribution.

5.5.4 Sampling method

Sampling method is the method deciding on the representative of the group as a whole. There
are two types of sampling methods they are;

17
  Probability sampling
 Non-probability sampling

The sampling method used is simple random sampling, every person in the population has an
equal probability of getting chosen in a simple random sampling. The entire population
should be included in your sampling frame. You might utilise instruments like random
number generators or other methods that just rely on chance to carry out this kind of
sampling.

5.6 Data analysis tools

The data analysis tool used in the study is the Statistical package for social science (SPSS).
Advanced statistical analysis, a significant library of machine learning algorithms, text
analysis, open-source extensibility, integration with big data, and easy application
implementation are all features of the SPSS software platform. Users of various skill levels
can utilise SPSS because of its accessibility, versatility, and scalability. Additionally, it may
assist you and your company in identifying new opportunities, enhancing productivity, and
lowering risk because it is appropriate for projects of all sizes and levels of complexity.

Chapter-6

Data analysis, Results and Interpretation

 6.1 - Descriptive statistics

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 The SPSS descriptive statistics functionality can also give summary statistics such as
the mean, median, and standard deviation. Descriptive analysis is used to know the
distribution of data.

 Frequency of employee age

Chart Title
80
80
60
40 32 36
20
20
2
0
less than 30-40 40-50 50-60 more
30 than 60

Series1

Interpretation: the age of the employee are into less than 30, 30-40, 40-50, 50-60,
and more than 60. Out of 170 samples 32 employees are less than 30, 80 employees
are between 30-40, 36 employees are between 40-50, 20 employees are between 50-
60, and 2 employees are above 60.

 Frequencies of Employee gender

180 empoyee gender170

160
140 122
120
100
80
60 48
40
20
0
male female Total

Interpretation: Out of population of 170 employees 122 are male population and 48
are female population.
 Frequency of employee experience

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 Chart Title
180 170
160
140
120
100 82
80 64
60
40
20 12 12
0
0-5 years 5-10years 10-15 years more than Total
15 years
Valid

Interpretation: employee experience is been divided into groups such as 0- 5 years of

experience, 5-10, 10-15, and more than 15 years of experience.

 6.1.1-Medical benefits

Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation
I am happy with the 170 4.00 5.00 4.5294 .50061
medical benefits provided
by the organization health
care
I am happy with the 170 4.00 5.00 4.5000 .50148
welfare measures
provided post covid with
respect to medical
insurance. HEALTH
CARE
Valid N (listwise) 170

Interpretation: The medical benefits having N that is sample of 170 and the first criteria
having mean of 4.5294 and standard deviation of 0.50061. The second criteria having mean
of 4.5000 and standard deviation of 0.50148.

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 6.1.2- Augmented benefits
Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation
I am happy with the 170 4.00 5.00 4.5471 .49925
conveyance allowances
offered by my
organization. Augmented
benefit
Organization provides 170 4.00 5.00 4.5529 .49866
leave facility according to
statutory provision.
The creche facility 170 3.00 5.00 4.7765 .44526
provided by the
organization is helpful.
Employee referral scheme 170 4.00 5.00 4.5765 .49558
is supported by the
organization.
Valid N (listwise) 170

Interpretation: the augmented benefits having four criteria with N of 170, the first criteria
has a mean of 4.5471 and standard deviation of 0.49925, the second criteria has a mean of
4.5529 and standard deviation of 0.49866, the next criteria has a mean of 4.7765 and standard
deviation of 0.44526, and the last criteria has a mean of 4.5765 and standard deviation of
0.49558.

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6.1.3- Employee morale

6.Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation
I am satisfied with the 170 3.00 5.00 4.5588 .50974
overall welfare activities
of the organization.
The welfare scheme 170 3.00 5.00 4.6529 .50162
provided by the
organization act as a
motivational factor.
I am satisfied with non- 170 3.00 5.00 4.6353 .50669
statutory welfare
provision.
Valid N (listwise) 170

Interpretation: the employee morale has a N that is population of 170 and the first criteria
has a mean of 4.5588 and a standard deviation of 0.50974, the second criteria has a mean of
4.6529 and a standard deviation of 0.50162, the last criteria has a mean of 4.6353 and
standard deviation of 0.50669.
6.1.4-Employee performance

Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation
Welfare measures help 170 4.00 5.00 4.7765 .41784
me to demonstrate
required job skills and
knowledge.
Employee welfare 170 4.00 5.00 4.4706 .50061
activities of the
organization has impact
on employee
performance.
Valid N (listwise) 170

Interpretation: the employee performance has two criteria of which the first one has a mean
of 4.7765 and a standard deviation of 0.41784, and the last one has a mean of 4.4706 and
standard deviation of 0.50061.

22
6.1.5 – Basic amenities

Descriptive Statistics
Std.
N Minimum Maximum Mean Deviation
Drinking water facility 170 4.00 5.00 4.6529 .47744
provided by the
organization is adequate.
I am happy with the 170 4.00 5.00 4.9118 .28447
Canteen services
provided by the
organization. Basic
amenities
Valid N (listwise) 170

Interpretation: the basic amenities have N of 170 and the first criteria that is drinking water
facility has a mean of 4.6539 and standard deviation of 0.47744, and the criteria of canteen
facility has a mean of 4.9118 and standard deviation of 0.28447.

6.2-Reliability test

 Medical benefits

Reliability Statistics
Cronbach's
Alpha N of Items
.958 2

Interpretation:

As the alpha coefficient is 0.958 the questions are highly acceptable if the alpha value is less
than 0.5 than usually it is unacceptable.

23
  Augmented benefits

Reliability Statistics
Cronbach's
Alpha N of Items
.778 4

Interpretation:
As the alpha coefficient is 0.778 the questions are acceptable.

 Employee morale

Reliability Statistics
Cronbach's
Alpha N of Items
.724 3

Interpretation:
As the alpha coefficient is 0.724 the questions are acceptable.

 Employee performance

Reliability Statistics
Cronbach's
Alpha N of Items
.724 3

Interpretation:
As the alpha coefficient is 0.724 the questions are acceptable.

24
6.3- Regression

A statistical technique that demonstrates the correlation between two or more variables is
regression analysis. The approach examines the relationship between a dependent
variable and independent variables, typically represented in a graph. Regression analysis
aims to determine which variables account for the greatest change in the independent
variables when the dependent variables changes.

ANOVAa
Sum of Mean
Model Squares df Square F Sig.
1 Regression 9098.147 3 3032.716 6.742 <.001b
Residual 74674.964 166 449.849
Total 83773.112 169
a. Dependent Variable: employee performance
b. Predictors: (Constant), employee morale, healthcare, augmented benefits

Co-efficient
Unstandardized Standardized
Coefficients Coefficients
Model B Std. Error Beta t Sig.
1 (Constant) 64.396 10.155 6.341 <.001
healthcare .487 .385 .097 1.267 .207
Augmented .006 .012 .039 .512 .609
benefits
Employee .260 .064 .300 4.079 <.001
morale
a. Dependent Variable: employee performance

Interpretation: from the above table the healthcare has a significance of 0.207, the
augmented benefits has a significance of 0.609 and the employee morale has a
significance of <.001 which is most appropriate to conclude that employee morale has
significant influence on employee performance.

25
 Chapter – 7

Conclusion

Employee Measures are taken to ensure the well-being, satisfaction, and protection of

employees and also serve to protect them and inspire them. It was discovered that policies
promoting employee well-being contribute to employee contentment. With the intention of
enhancing the employees' productivity and morale.

In the intended study conducted it was found that employees are satisfied with the welfare
measure and it has positive impact on employee’s performance. It also increases the
effectiveness and productivity of employees and organization as a whole. The welfare
measures also have significant impact on employee morale. The employees are aware about
social security measures provided by the organization. As per the study it is observed that
KMF provides various facilities to the employees and also follow the rules and regulation of
state and Indian Government. At last, it can be concluded that the employee welfare facilities
provided by the company to employees are satisfied and it is commendable, but still scope is
there for further improvement. So that efficiency, effectiveness and productivity can be
enhanced to accomplish the organizational goals.

26
 Chapter – 8
Findings
 Non-Statutory welfare measures
 Majority of the respondents are highly satisfied with medical facility provided by the
company.
 Respondents say that transportation facility is not provided.
 Majority of the respondents are satisfied with the leave policy provided by the
organization.

 Statutory welfare measures:

 Majority of the respondents feel very good about the canteen facility provided by the
company.
 Majority of the respondents were not satisfied towards the lunch room and rest room
facility.
 Respondents were satisfied with the drinking water facility.
 Majority of the respondents says that organization provide crèche facility.

27
 Chapter – 9

Recommendation

9.1 – guideline for the implementation based on conclusion:

 The organization has to improve rest room and ventilation facility as majority of the
employee are not satisfied.
 The creche facility should be improved.
 The organization should be more oriented to promoting welfare facilities because this
increases productivity, which benefits the company.

9.2 – Scope for future studies:

The range of employee welfare comprises both statutory and non-statutory welfare facilities,
both of which are steadily expanding and, for the most part, socially acceptable for employee
welfare. Employee welfare generally tries to reduce stress and demands on industrial
workers.

28
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 https://www.projects4mba.com/employee-welfare-its-benefits-and-principles/
118/
 https://www.projects4mba.com/non-statutory-welfare-schemes/120/
 https://www.yourarticlelibrary.com/human-resource-management-2/employee-
welfare/employee-welfare/99778

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Annexure:

Questionnaire

Dear Sir/Madam,

I Nirmala M pursuing my MBA from KLE tech, School of Management Studies and
Research, Hubli. As a part of my curriculum, I am undertaking the project titled “A study on
employee welfare scheme and its impact on employee performance” I look forward for your
opinion to the question mentioned below. The information provided by you will be kept
confidential and it will be used strictly for academic purpose only.

Name - ----------------------------

Age - -------------------------

Gender- ---------------------------

1) Experience with the organization.

a) 0 -5 years
b) 5 -10 years
c) 10 -15 years
d) More than 15 years
2) I am happy with the medical benefits provided by the organization.
a) Strongly disagree
b) disagree
c) Neutral
d) Strongly agree
e) Agree
3) I am happy with the conveyance allowances offered by my organization.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree

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4) I am happy with the Canteen services provided by the organization.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
5) Employee welfare activities of the organization has impact on employee performance.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
6) Drinking water facility provided by the organization is adequate.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
7) Organization provides leave facility according to statutory provision.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
8) Shelter & rest rooms provided by the organization is sufficient and ventilated.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree

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9) Employee referral scheme is supported by the organization.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
10) The creche facility provided by the organization is helpful.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
11) The welfare scheme provided by the organization act as a motivational factor.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
12) I am happy with the welfare measures provided post covid with respect to medical
insurance.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
13) I am satisfied with the overall welfare activities of the organization.
a) Highly dissatisfied
b) Dissatisfied
c) Neutral
d) Highly Satisfied

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 e) Satisfied

14) I am satisfied with non-statutory welfare provision.

a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
15) Welfare measures help me to demonstrate required job skills and knowledge.

a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree
16) Welfare measures makes me to respond effectively to assigned responsibilities.
a) Strongly disagree
b) Disagree
c) Neutral
d) Strongly agree
e) Agree

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