Title of the project

Executive Summary Title of the project:-

Employees Satisfaction on Welfare Schemes at JetkingStatement 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 Jetking.

To identify employee satisfaction towards welfare schemes which provided by Jetking.

To provide better effective efficient health of the organization.

4.1 INTRODUCTION

1.1COMPANY STUDY

Company Profile

Jetking Computer education is Indias no.1, hardware and networking institute. Our education services are regarded as one of the best in its class. Our courses are widely recognized as the most profit yielding courses especially because they are tailor made keeping the students requirements and grasping powers. Our wide network and area coverage enables the students as well as the teachers to benefit equally without any hassles.

Jetking Info train Ltd, Indias No.1 Computer Hardware and Networking Institute, trains non-technical students into IT professionals of tomorrow in some of the most in-demand hardware and networking courses; courses which are compatible with the needs of various sectors such as IT and BPO, retail, and manufacturing, PSUs, healthcare and many more.

Academic collaborations with Microsoft, Comitia, Red hat Linux, HeathKit, Novell and Parametric have ensured that the Jetkings certifications are at par with the international curricula.

In addition to churning out brilliant hardware and networking talent of the country, Jetking places high emphasis on all-round development of its students before they enter the market place. Jetking's Smart lab Plus is a unique training methodology that focuses on personality development, English-speaking, Yoga, 60% practical, CBT, field visits and quizzes.

This method, in turn, ensures that a student is job-ready from day one. Its no wonder that every Jetking student enjoys a 100% placement record.

Company History

1947 - Jetking Info train Ltd was incorporated in 1947 as a educational training institute for hardware and networking training In India and abroad.

1972 - The company introduced Asia 72, Fairchild and Wildcat Transistors.

1986 - The company became Public Limited Company and also introduced Electronics products, T.V sets, Two-in-ones & Amplifiers.

1990 - The company had launched its first institute for the training Of non technical students.

1993 - The company tied up with Heath kit Educational Systems of U.S.A. in 1993 and network of Jetking Training Centers spread all Over India.

1995 - In 1995 Jetking Info train Ltd had introduced new coursed on Pentium, Notebooks, Modems, Email/ Internet, LAN 4.x.

1997 - It became representative for International Correspondence School (ICS), of USA.

1999 - It introduced cyber technology to the curriculum.

- It also become Microsoft certified solution provider and certified Technical education centre (CTEC).

2003 - The company got ISO 9001:2000 certifications in 2003.

Company achieved the mark of 75 centers in 2003.

- During the same year Jetking Info train Ltd introduced the 'masters In Network Administration'.

2004 - According to the Dataquest magazine the company was in number One position in computer hardware and networking training.

2005 - Maharashtra State government had awarded the company with Maharashtra IT Manpower Development award.

2007 - This was a year of celebration for the company because it Completed golden jubilee in this year.

Jetking today is a national institute, having over 66 training centers, spread all over the country.Jetking has in-depth experience in the electronics hardware industry since 1947. We started India's first Hardware & Networking training institute in 1990. Today we are the No. 1 in our field.Over 60,000 Jetking trained engineers are working in leading companies. Many are running their own business.Nearly 20000 students are being trained at any point of time.

VISION

With a vision to train and mould the best IT professionals, Jetking has established itself as a leading Hardware and Networking training institute. Jetking has a strong focus on quality training and has pioneered a unique way to groom students with its Smart lab Plus training methodology. The programmers trains students in soft skills, presentation skills, fluency in English, personality development training and even yoga which allows students to develop great focus and concentration. Jetkings students walk out with an extra edge and leave as industry professionals.

BOARDS OF DIRECTORS OF JETKING CHANDIGARH

MANAGEMENT DESIGNATION

SURESH G. BHARWANI CHAIRMAN AND MANAGING DIRECTOR

NANDU G. BHARWANI DIRECTOR Quality Approach

Jet king Info train Ltd. recently appointed Percept H and Percept Profile as its advertising and communications agency, respectively, to manage the brand's media presence. The announcement was made in November.

The mandate for both the agencies was to position Jetking as a leader in providing quality education in IT hardware networking. Siddhartha Bahrain, Head Marketing and Corporate Communications, Jetking Info trains Ltd., said: "So with advertising and proactive PR strategies we wanted our agencies to communicate our fresh approach in the market. Percept H will take care of creative aspects at corporate level and will ensure proper communication through different marketing tools, whereas Percept profile will take care of leveraging our quality education delivered in the market and also to create awareness among the masses."

Commenting on the appointment, Rah at Bari, COO, Percept Profile, said: "Being one of the leading company in this sector, we look forward to working with Jetking Info train and would be adopting an integrated approach to create a strong media presence among its competitors in India. We hope to bring about an increase in brand visibility for the company through a strong media strategy. The task in hand is to create a blitzkrieg across the media spectrum addressing both the B2C and B2B space. It also includes creating focused messaging to address varied audience through different media vehicles, thereby creating a strong brand recall. Our Endeavour will be to use an all encompassing approach to make Jetking the preferred choice amidst the target audience."

Meanwhile, Prabhakar Moniker, CEO, Percept H, said: "It is a greater challenge to establish the brand in the South East Asian market and continuing the brand building process. We are looking at re-vamping the brand, its assets and champion it ahead in the education industry. Percept H will play a role of good psychologist and a doctor and will rework on the brand DNA. We as communication strategists will set the brand growth while expanding the TG in new territories. There is only one mandate and that is to double the turnover by the next two years."

With a vision to train and mould IT professionals, Jetking is a hardware and networking training institute. Jetking focuses on quality training and has pioneered a unique way to groom students with its Smart lab Plus training methodology.

Jetking Corporation Key Recent Developments

Fiscal 2012 was a tough year for the industry. The economic environment has been challenging for the past few years. However, our agile operational and financial model enabled us to overcome the challenges and emerge tougher from the downturn.

As the 3rd generation of this family managed business takes control of the leadership position, we are investing heavily on research and development that will drive change and growth in Jetking. This year we have moved to a more promising brand identity, more youthful and progressive with our communication, that speaks to our customers to empower and aspire to lead a better life. Our positioning for our courses, faculties, classrooms, training and curriculum will all revolve around our students and recruiters. Giving them a "better life"This position reflects the core values and essence of the Jetking brand as we continually strive to empower people to realize their potential. We must let the market know, we are more than an education and training facility, and we are an institute of knowledge harnessing a culture of continuous learning and development in pursuit of a "better life". As how John Dewey rightly said "Education is not a preparation for life; education is life itself".

This change is not only reflecting in our identity but also reflects in the way we conduct our services to our students and recruiters, our key customers.

Mr. S Ramadorai-Advisor to Prime Minister for NCSD (National Council for Skill Development) recently expressed that "the notion that everybody should have a paper degree whether it gets them a job or not has sunk in so deeply that changing mindsets, making people realize that doing something with their hands is as important and can fetch a livelihood, is difficult". Gathering from the McKinsey report on skills we have seen that 53% of employers say a skills shortage is a leading reason for entry-level vacancies. This gave us a huge insight in developing the strategy for Jetking for the coming years. Based on research we induced our classroom with e- learning content last year and are changing our classroom session conduct this year. Our updated delivery model will now have 1:1 computers for students for more practicals. This technology deployment and updated learning model gives us a solid competitive edge in the market. We have also launched two new programs, JCTA (Jetking Certified Technical Associate) & CCIE (Cisco Certified Internetwork Expert) that would keep our students at the cutting edge of technology.

As we gain momentum in the skill development sector, National Skill Development Corporation (NSDC) has formally cleared our proposal. The tie-up would provide legs to further penetrate into unrepresented areas and offer vocational program in emerging cities. Apart from hardware and networking, Jetking would expand its product portfolio and offer programs in automobile and electrical discipline under this partnership.

In the government sector, Last year, your company had bid for a Government Project in Skill Development in Haryana. Your company has bagged the order to train 1850 students for the retail and sales sectors. Given how attractive the Retail sector has become, owing to the opening up of Foreign Direct Investment in Retail, your company is exploring the possibility of setting up training vertical for Retail and Sales jobs. Some of the key facts that make this sector attractive:

- The Indian retail sector is currently estimated at around $450 billion and one of the top five retail markets in the world by economic value

- In India, modern retail has already created over 600,000 new jobs in the last decade, with the potential to create and additional.5 millionjobsby2018.In the global markets, after successfully launching two institutes in Vietnam, your company would be opening more institutes in Nepal and Ghana. The sole intention of Jetking to enter the Nepal market is to provide adequate skills to the youth of Nepal & to make them employable. We have selected Kathmandu as a location to start with & have plans to open multiple centers in other potential cities of Nepal.Ghana & West Africa are emerging geographies having huge market potential in the space of IT training. We will be opening one center in Accra and further expand later in the African Geographies. This will be the third international location where Jetking will have its footprints.In an endeavor to make our offering more promising and to deliver a better life to our customers, your company organized a thought leadership seminar in Bangalore; the program was designed to stimulate beneficial partnerships, discussions and debate among Trustees, Professors and Principals of colleges to evaluate opportunities of embedded classrooms in colleges. Recruiters also attended this seminar to evaluate integrated training programs opportunities in the IT industry.Your company had disrupted the market with 100% job guarantee long time back and now we are taking this to a new level. Our USP moving forward now is the ultimate 5-year Job guarantee whereby we make sure that the student is employed for the next 5 years after completion of the course.Expanding our digital footprints and creating web ambassadors, we have launched our new multimedia rich and interactive website with a new domain. www.jetking.com This website is clear, concise and essential for our students, alumni, business partners, franchisees and investors. The website reflects the positive aspiration and real life success stories of students reflecting a "Better Life" made possible by Jetking. Digital consumers, today, are a phenomenal business entity; our social media handles also reflect an engaging and interactive outlook for our customers.

For an empowered human resource department your company has taken crucial initiatives like 100% AC, which is an in- depth introduction and orientation to Jetking; an insight into the Companys Culture, Vision, Mission and Values. Most importantly, it inducts its employees on Operations through the Center Operations Manual (COM). COM gives an insight into the internal processes and clear understanding of positional roles and responsibilities. We have seen tremendous acceptance and alignment with these initiatives, which we strive to continue for the coming years.Concluding a challenging year, we would like to thank all our stakeholders who have always stood by us; you, our shareholders, students, recruiters, government officials, partners and employees. We thank you for your continued support and look forward to the same in the future.

.

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.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.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.Types of Fringe Benefits

The Welfare Schemes of Jetking Provided to All Employees is as under:Sl.NoWelfare SchemesAssistance Provided

1.Group Insurance Scheme(GIS)Rs.62000/-

2.Family Benefit FundRs.20 P.M

3.Medical AllowanceRs.1000 P.a

4.Staff Welfare FundRs.20000/-

5.Festival AdvanceRs.2000 P.a

6.Housing LoanRs.500000 @ 12%

7.Vehicle Loan75% of the vehicle amount

8.Sulab LoanRs. 100000/-s.

9.Employee Co-operative Credit Society15 times on his/her B.S and max limit is Rs.100000/-.

10.Salary Earners LoanRs.50000@12%.

11.Providend FundB.S + D.A= @12%.

12Encashment of Earn Leave in ServiceOnce in a 2years

13.Encashment of Earn Leave after Retirement Maximum 240 days.

14.Closing AllowanceRs.200P.a @ the year end.

15.Gratuity/Retirement BenefitMaximum limit is Rs.350000/-

These are the schemes provided to only specific employee as follow:Sl.No.Welfare SchemesPostAmount

1.Washing AllowanceDrivers and PeonsRs.50 P.M

2.Cycle AllowanceOnly One PeonsRs.50 P.M

3.Key AllowanceManager and Trainers Per Branch.Rs.75 P.M

4.Cashier AllowanceOnly For finance dept.Rs.150 P.M

5.Typing AllowanceOnly For TypistRs.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. 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. This is the Recruitment and Selection Process followed by the Jetking:Government ApprovalRoster 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 MeritMarks Obtained in Qualifying Exam shall be reduced to 85marks and the Interview shall carry 15 marks (Total 100).

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.DATA ANALYSIS AND INTERPRETATIONThe 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 following1. Awareness of the different welfare schemesTable -1Responses% of Respondents

Yes100

No0

Graph-1

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

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

Table-2

Sl.NoWelfare Schemes

1.Medical Allowance

2.Festival Advance

3.Ex- Gratia/ Bonus

4.Providend Fund

5.Family Benefit Fund

6.HRA (House Rent Allowance)

7.Leave Facility

8.GIS (Group Insurance Scheme)

9.Staff Welfare Fund

10.Gratuity

11.GSLIS (Group Savings Linked Insurance Scheme)

12.TA DA

13Cruchs

14.LIC (Life Insurance Scheme)

15.Typing Allowance

16.Bicycle Allowance

17.GLIS (Group Linked Insurance Scheme)

18.GPF (General Provident Fund)

19.Entertainment Allowance

20.Training Facility

21.Sitting Facility

22.Washing Allowance

23.Closing Allowance

24.Key Allowance

25.Cash Allowance

3. About Welfare Schemes Table -3

Score54321Total

DegreeVery

HighAboveAverageAverageBlow AverageVeryLow

No of respondents10482125

% of respondents37.617.232.39.73.2100%

Graph-3

From this graph, it can be understood that the welfare schemes of Jetking employees says that 37.6% is very high, 32.3% average and 3.2% as Very low.4. Welfare Schemes provided by BankTable 4.1GISScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents7662223

% of respondents30.1

23.722.69.77.5393.63

Graph-4.1GIS

In this analysis 30.1% of respondents responded as very high, 22.6% as average and 7.53% as very low. Table-4.2Family Benefit Fund

Score54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents4682323

% of respondents16.125.833.36.4510.792.35

Graph-4.2

Family Benefit Fund

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 4.3Medical Allowance

Score54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents43124225

% of respondents16.112.946.2158.6100

Graph 4.3Medical Allowance

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.

Table-4.4Staff Welfare FundScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents3593323

% of respondents12.918.337.611.811.892.4

Graph-4.4

Staff Welfare Fund

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

Table-4.5Ex-Gratia / BonusScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents14441225

% of respondents56.916.117.23.26.4599.85

Graph-4.5

Ex-Gratia/Bonus

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-4.6HRAScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents64111224

% of respondents25.815435.387.5396.7

Graph-4.6

HRA

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

Table-4.7Provident Fund

Score54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents8464224

% of respondents33.316.124.716.17.5397.73

Graph-4.7

Provident Fund

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.Table-4.8CRUCH BenefitsScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents9651324

% of respondents36.622.618.35.3812.995.78

Graph-4.8

CRUCH Benefits

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 AdvanceScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents6493224

% of respondents22.616.139.810.78.697.8

Graph-4.9

Festival Advance

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-5DegreeYesNoTotal

No of respondents101525

% of respondents40.959.1100

Graph-5

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

1.LIC(Life Insurance Corporation)

2.LTC(Leave Travel Concession)

3.Pension Benefit

4.Tuition fees for children

5.75% of Hospital bill

6.Over time duty facility

7.Quarters

8.Food grain advance

9.Group Insurance

10.Aminity

11.Computerisation

12.All medical facility

6. How do you rate the following facilities?Table-6.1

Leave FacilitiesScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents7771325

% of respondents27.927.9293.210.798.7

Graph-6.1Leave Facilities

From this graph, it is clear that 27.9% of respondents responded as very high, 29% as average and 10.7% as very low. Table-6.2Training FacilityScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents6791225

% of respondents22.626.837.65.387.53100

Graph-6.2

Training Facility

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 FacilitiesScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents34115225

% of respondents11.818.34319.47.5100

Graph-6.3

Medical Facilities

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

Table-6.4Health and safetyScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents22331323

% of respondents8.67.5311.810.751.690.23

Graph-6.4

Health and safety

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

Score54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents1395422

% of respondents5.3812.933.319.418.389.28

Graph-6.5Sitting Facility

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 FacilityScore54321Total

DegreeVery

HighAbove

AverageAverageBlow

AverageVery

Low

No of respondents12321523

% of respondents5.388.611.86.4558.190.33

Graph-6.6

Canteen Facility

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

AgreeAverageDisagreeTotal

No of respondents

815225

% of respondents32.360.27.5100

Graph-7

In this analysis, 7.5% of respondents responded as disagree, 60.2% as average and 32.3% as agree. 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.9. Awareness of welfare schemes of Commercial BankTable-9DegreeYesNoTotal

No of respondents52025

% of respondents21.578.5100

Graph-9

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.

11. Suggestion for Jetking 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.

Summary, Findings and SuggestionsSummary:

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 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 JETKING and the effectiveness of such measures on the labor force of the organization.Based on questionnaire, personal interview and observation, the following findings/Suggestions have been made.

Findings/Suggestions

Based on the findings the following Findings suggestions have been given to improve the situation of employee welfare schemes1. 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.

2. The welfare schemes should be maximized to satisfy the employees because only 37.6% of employees says welfare schemes of Jetking 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.

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.

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 Co-operative Bank Ltd, Bijapur. But DCC should concentrate more on welfare schemes in order increase the productivity and satisfaction level of employees.

Hours of Work

Paid Vacation

Holiday Pay

Shift Premium

Paid Holidays

Hours of Work

Employee Security

Payment for Time not worked

Safety and Health

Welfare Recreational Facilities

Old Age and Retirement Benefits

Retrenchment Compensation

Health Benefits

Workmens Compensation

Safety Measures

Lay-off Compensation

Hours of Work

Legal Aid

Housing

Credit Societies

Consu-mer Societi-es

Canteens

Paid Vacation

Holiday Pay

Shift Premium

Paid Holidays

Employee Counsell-ing

Transport-ation

Educatio-

nal

Facilites

Holiday Homes

Welfare Organi-sation

Parties and Picnic

Miscell-aneous

Provident Fund

Pension

Medical Benefit

Gratuity

Deposit Linked Insurance

Very high

Above average

Average

Below average

Very low

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