M.B.

A PROGRAMME
WELFARE MEASURES

EMPLOYEE

INTRODUCTION
Employee welfare defines as efforts to make life worth living for workmen.
These efforts have their origin either in some statute formed by the state or in some local
custom or in collective agreement or in the employers own initiative.

To give expression to philanthropic and paternalistic feelings.

To win over employees loyalty and increase their morale.

To combat trade unionism and socialist ideas.

To build up stable labour force, to reduce labour turnover and absenteeism.

To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits.

To earn goodwill and enhance public image.

To reduce the threat of further government intervention.

To make recruitment more effective (because these benefits add to job appeal).

IMPORTANCE:
Industrial progress of a country depends on its committed work force and the
social and economic aspects of the life of a worker have a direct influence on the social and
economic development of a nation.
The scheme of employee welfare may be regarded as a wise investment
which should and usually does bring a profitable return in the form of greater efficiency.
In order to get the best out of a worker in the matter of production working
condition required to be improved to a large extend. The workers should at least have the
means and facilities to keep him self in a state of health and efficiency.

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Principles of Employee Welfare Service

Following are generally given as the principles to be followed in setting up a
employee welfare service:

The service should satisfy real needs of the workers. This means that the manager
must first determine what the employees real needs are with the active participation
of workers.

The service should such as can be handled by cafeteria approach. Due to the
difference in Sex, age, marital status, number of children, type of job and the income
level of employees there are large differences in their choice of a particular benefit.
This is known as the cafeteria approach. Such an approach individualises the benefit
system though it may be difficult to operate and administer.

The employer should not assume a benevolent posture.

The cost of the service should be calculate and its financing established on a sound
basis.

There should be periodical assessment or evaluation of the service and necessary

timely --on the basis of feedback.

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FEATURES:
The basic purpose into improve the lot of the working class.
Employee welfare is a dynamic concept.
Employee welfare measures are also known as fringe benefits and
services.
Welfare measures may be both voluntary and statutory

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EMPLOYEE WELFARE SCHEMES:

Organization provide welfare facilities to their employees to keep their
motivation levels high. The employee welfare schemes can be classified into two categories
viz. Statutory and Non-Statutory schemes.
Statutory welfare schemes:
These include provisions provided in the industrial acts like Factories Act
1948, Dock workers Act 1986, Mines Act 1962.
The statutory welfare schemes include the fallowing provisions.
1. Drinking water.
2. Facilities for sitting.
3. First aid appliances.
4. Latrines and urinals.
5. Canteen facilities.
6. Spittoons (ware houses).
7. Lighting.
8. Washing places.
9. Changing rooms.
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10. Rest rooms.

Non-Statutory schemes:
The Non-Statutory schemes differ from the organization. Many Nonstatutory welfare schemes may include the fallowing schemes.
1. Personal health care (regular medical checkups)
2. Flexi time.
3. Employee assistance programs (external counseling service)
4. Harassment policy.
5. Maternity and adoption leave.
6. Medi-claim insurance scheme.
7. Employee referral scheme.

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THEORIES OF EMPLOYEE WELFARE:

The form of Employee welfare activities is flexible, elastic and differs from
time to time, region to region, industry to industry and country to country depending upon the
value system, level of education, social customs, degree of industrialization and general
standard of the socio-economic development of the nation.
There are seven theories.
THE POLICE THEORY:
This is based on the contention that a minimum standard of welfare is
necessary for labourers. Here the assumption is that without policing compulsion employers
do not provide even the minimum facilities for workers. Apparently this theory assumes that
man is selfish and self centered and always tired to achieve his own ends, even at any cost of
the welfare of others.
RELIIGIOUS THEORY:
This theory is based on the concept that man is essentially a religious
animal even today many acts of man are related to religion sentiments and beliefs.
PHILANTHROPIC THEORY:
This theory is based on mans love for mankind. Philanthropic means
loving mankind. Man is believed to have an instinctive urge by which he strives to remove
the suffering of others and promote their well being. In fact the labour welfare movement
began in early years of the industrial revolution with the support of philanthropists.
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TRUSTEESHIP THEORY:
This is also called the paternalistic theory of labour welfare. According
to this the employer should hold the industrial assets for himself for the benefit of his workers
and also for society.
PLACATING THEORY:
This theory is based on the fact that the labour groups are becoming
demanding and militant and are more conscious of their rights and privileges then ever
before.
PUBLIC RELATION THEORY;
This theory provides the basis for an atmosphere of goodwill between labour
and management and also between management and the public, labour welfare programs
under this theory, work as a sort of an advertisement and help an organization to project its
good image and build up and promote good and healthy public relations.
FUNCTIONAL THEORY:
This is also called the efficiency theory. Here, welfare work is used as a means
to secure preserve and develop the efficiency and productivity of labour.

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AGENCIES OF EMPLOYEE WELFARE:

1. Central government:
The central government has made elaborate provisions for the
health, safety and welfare under Factories act 1948 and Mines act 1952. These acts provide
for canteens, crches, restrooms, shelters etc..
2. State government :
Government in different states and union territories provide
welfare facilities to workers.
3. Employers

:
Employers in India in general looked upon welfare work as

fruitless and baren though some of them indeed had done pioneering.
4. Trade unions

:
In India, trade unions have done little for the welfare of workers.

But few sound and strong unions have been the pioneering in this respect.
5. Other agencies

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Some philanthropic, charitable social service organizations like,

seva sadan society etc..

LINK OF THE TOPIC TO THE COMPANY

The researches had selected the topic employee welfare measures in Jocil limited. Basic
reason behind to select this topic is, Jocil limited is a management organization in that
physical effort is more compared to the mental effort. In this company the researcher is going
to analyse welfare conditions and amenities for employees and how these facilities are
satisfying the employees

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OBJECTIVES OF THE STUDY:

To present the theoretical frame work of employee welfare measures in

JOCIL.LTD.

To observe the welfare activities in the company.

To know the satisfaction level towards the welfare services offered by the
company.

To examine the employee welfare measures of the company.

To know the impact of welfare facilities on the performance of the employees.

To offer findings and suggestions based on the study.

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METHODOLOGY OF THE STUDY:

Research methodology is way to systematically solve the research problem. It

may be understood as a science of studying how research is done scientifically in it we study
the various steps that are generally adopted by a researcher in studying this research problem.
Data can be broadly classified as

Primary data.

Secondary data.

Primary data:
This is original in character and are collected afresh.

Researcher directly interact with existing employees.

Researcher provide Questionnaire to employees.

Researcher

got feed back through the questionnaires and researcher

understand the satisfaction levels of employee towards the organization.

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Secondary data:
Refers to the use of information already collected and published or unpublished the
source are books, internet etc..,

SAMPLING METHODOLOGY:

SAMPLE UNIT:
The researcher had selected the workers as sample unit, why because the
study entirely deals with welfare measures.
SAMPLE TYPE: The researcher had chosen the systematic random sampling

SAMPLE SIZE:
The universe of the study is 800 in that researcher had selected 10% as sample
size that is 80.

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Scope of the study:

HRD plays an important role Indian modern society. Keeping this view
in mind I made a study of welfare scheme in ACL, during my study all aspects i.e.., relating
to welfare provisions were observed. The organization provides a long list of welfare
measures to its employees. The present study of welfare provisions includes intra mural
activities i.e.., welfare provisions inside the organization and extra mural activities i.e..,
welfare provisions outside the organization at present provide the fallowing welfare facilities.
As the organization resists to conduct a survey among the employees regarding their welfare
provision. The present study includes only formal and informal meeting with the employees.

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Need of the study:

Company progress on its committed workforce and the social &
economic aspects of an employee has an employee has a direct influence on development of a
company. The employee is a soldier safeguarding the social & economic factors of the
organization and his/her actions and interactions with in the company work will have a great
impact and influence on organizational development.
Keeping in view the above importance of employee welfare an
attempt is made to study the welfare provisions provided for the employees at JOCIL
LIMITED.

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LIMITATIONS OF THE STUDY:

As the mangers of the organization are busy with their work schedule it was difficult to
collect detailed data.
Time was the major constraint as the mentioned period was not enough to collect the data
in detailed.
Survey was done with the sample size of 800 as the employees of the

company work in

shifts and as they are busy with their schedule.

Some were unable to understand the language in the questionnaire so the felt it difficult to
answer.

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Significance of the study:

The present study on employee welfare measure is useful to the company in

future to accelerate the welfare measures.

The present study is useful to the JOCIL LIMITED.

The present study is useful to the academicians.

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The present study is useful to the competitors.

The present study is useful to the economists.

The present study is also useful to the policy makers.

Presentation of the study:

Chapter one deals with Rationale of the study.

Introduction.

Link of the topic to the company.

Chapter two deals with objectives and methodology of the study

Chapter three deals with industry and company profile.
Chapter four deals with analysis of employee welfare measures in JOCIL LIMITED.
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Chapter five deals with Findings and suggestions and conclusion.

INDUSTRY ANALYSIS
INTRODUCTION
Soap, a cleansing agent. It cleanses by lowering the surface tension of water, by
emulsifying grease, and by absorbing dirt into the foam. Ancient peoples are believed to have
employed wood ashes and water for washing and to have relieved the resulting irritation with
grease or oil. In the 1st cent. A.D., Pliny described a soap of tallow and wood ashes used by
Germanic tribes to brighten their hair. A soap factory and bars of scented soap were excavated
at Pompeii. Soap fell into disuse after the fall of Rome but was revived in Italy probably in
the 8th cent. and reached France c.1200; Marseilles became noted as a soap making center.
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Although soap was known in England in the 14th cent., the first English patent to a soap
maker was issued in the 17th cent. The industry was handicapped in England from 1712 to
1853 by a heavy tax on soap. In the American colonies soap factories appeared at an early
date, and many housewives made soap from waste fats and lye (obtained by leaching wood
ashes)

Origin of soap
Soap is a cleansing agent or detergent that is made from animal and vegetable fats,
oils, and greases; chemically, the sodium or potassium salt of a fatty acid, formed by the
interaction of fats and oils with alkali. Records mentioning the use of numerous soapy
materials and cleansing agents date from ancient times. The purifying agents mentioned in
the Old Testament were not true soaps but were a product of tree bark ashes alone. The 1stcentury Roman historian Pliny the Elder described various forms of hard and soft dyecontaining soaps known as rutilandis capelins, which had previously been used by women to
cleanse and impart brilliant colors to the hair.
Soap making was common in Italy and Spain during the 8th century. By the 13th
century, when the soap industry was introduced from Italy into France, most soap was
produced from the tallow of goats, with beech ash furnishing the alkali. The French, after
experimentation, devised a method of making soap from olive oil instead of from animal fats
and, about 1500, introduced their discoveries into England. The industry in England grew
rapidly and in 1622 was granted special privileges by King James I. In 1783 the Swedish
chemist Carl Wilhelm Scheele accidentally simulated the reaction that occurs in the presentday boiling process of soap making, described below, when he boiled olive oil with lead
oxide, producing a sweet-tasting substance that he called lsss, which is now known as
glycerin.
This discovery by Scheele led the French chemist Michel Eugene Chervil to
investigate the chemical nature of the fats and oils used in soap; Chervil eventually
discovered, in 1823, that simple fats do not combine with alkali to form soap but are first
decomposed to form fatty acids and glycerols. Meanwhile, the manufacture of soap was
revolutionized in 1791 by the French chemist Nicolas Leblanc, who invented a process for
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obtaining sodium carbonate, or soda, from ordinary salt. In the early American colonies, soap
was made from rendered animal fats and was processed mainly in the household, but by 1700
many areas derived their main income from the export of ashes and fats used in soap making.

World Production of Basic Oleo chemicals

Starting from the eighties, there is a significant shift in the production of basic Oleo
chemicals from the developed countries to the ASEAN region (Table 18). This is mainly due
to rapid development of the palm oil, and to some extent, the coconut oil industry, in the
ASEAN countries.

Fatty Acids
In the early 1980s, USA, Europe and Japan were the major producers of fatty acids,
accounting for more than 90% of the worlds total production at those times. From 1985
onwards, there was a marked shift from these developed countries to the ASEAN region. In
1995, Asia accounted for 30% of the worlds total production of fatty acids and by 2010, it is
forecast that Asia is to account for more than 50% of the worlds total production of fatty
acids.

Fatty Alcohols
Fatty alcohols are the most important basic oleo chemical used for the production of
surfactants. In 1995, about 70% of the fatty alcohols produced are used for the manufacture
of non-ionic and anionic surfactants such as fatty ethoxylates and fatty ether sulphates.
World production of fatty alcohols in 1995 is about 1.2 million tones, of which about 50%
are from oils and fats (natural fatty alcohols) while the remaining 50% are from
petrochemical sources (synthetic fatty alcohols). Future production will depend on the pricing
of palm oil/palm kernel oil versus ethylene. However, due to increase in the production of
palm and palm kernel oils, and the concern for the environment, natural fatty alcohols would
be favoured in the future.

Fatty Amines
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Fatty amines are mostly produced for the production of quaternary ammonium compounds
(QUATS) such as distearyldimethylammonium compounds. QUATS are used in fabric
softeners and hair conditioners. Their production is expected to increase substantially due to
higher consumer demands in the future.

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Basic Oleo chemicals

EMPLOYEE

1995

2000e

2010f

Europe

900

950

1050

15

America

650

700

850

30

Asia

900

1200

1750

95

Others

200

200

350

75

World

2650

3050

4000

50

Europe

250

250

275

10

America

100

110

130

30

Asia

225

275

365

60

Others

20

25

30

50

World

595

660

800

35

Europe

150

175

200

30

America

125

175

250

100

Asia

300

405

800

170

Others

25

25

50

100

World

600

780

1300

120

Europe

150

175

200

30

America

200

200

220

10

Asia

100

120

180

80

Others

75

75

100

30

World

515

570

700

35

Europe

200

210

230

15

America

150

170

210

40

Asia

200

270

450

125

Other

50

50

60

20

World

600

700

950

60

Basic

Europe

1650

1760

1955

20

Olecochemiclas

America

1225

1355

1660

35

Asia

1725

2270

3545

105

Others

370

375

590

60

World

4970

5760

7750

55

Fatty Acids

Fatty Methyl Esters

Fatty Alcohols natural

Fatty Amines

Glycerol natural

% increase 1995 / 2010

HISTORY OF SOAP
The origins of personal cleanliness date back to prehistoric times. Since water is
essential for life, the earliest people lived near water and knew something about its cleansing
properties - at least that it rinsed mud off their hands.

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A soap-like material found in clay cylinders during the excavation of ancient

Babylon is evidence that soapmaking was known as early as 2800
B.C. Inscriptions on the cylinders say that fats were boiled with
ashes, which is a method of making soap, but do not refer to the
purpose of the "soap." Such materials were later used as hair styling
aids.
Records show that ancient Egyptians bathed regularly. The Ebers Papyrus, a medical
document from about 1500 B.C., describes combining animal and vegetable oils
with alkaline salts to form a soap-like material used for treating skin diseases, as
well

as

for

washing

At about the same time, Moses gave the Israelites detailed laws governing
personal cleanliness. He also related cleanliness to health and religious
purification. Biblical accounts suggest that the Israelites knew that mixing ashes and oil
produced a kind of hair gel.
The early Greeks bathed for aesthetic reasons and apparently did not
use soap. Instead, they cleaned their bodies with blocks of clay, sand,
pumice and ashes, then anointed themselves with oil, and scraped off
the oil and dirt with a metal instrument known as a strigil. They also
used

oil

with

ashes.

Clothes

were

washed

without

soap

in

streams.

Soap got its name, according to an ancient Roman legend, from

Mount Sapo, where animals were sacrificed. Rain washed a mixture
of melted animal fat, or tallow, and wood ashes down into the clay
soil along the Tiber River. Women found that this clay mixture made their wash cleaner with
much less effort.
The ancient Germans and Gauls are also credited with discovering a substance called soap,
made of tallow and ashes, that they used to tint their hair red.
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As Roman civilization advanced, so did bathing. The first of the

famous Roman baths, supplied with water from their aqueducts, was
built about 312 B.C. The baths were luxurious, and bathing became very
popular. By the second century A.D., the Greek physician, Galen,
recommended soap for both medicinal and cleansing purposes.
After the fall of Rome in 467 A.D. and the resulting decline in bathing habits, much
of Europe felt the impact of filth upon public health. This lack of personal cleanliness and
related unsanitary living conditions contributed heavily to the great plagues of the Middle
Ages, and especially to the Black Death of the 14th century. It wasn't until the 17th century
that cleanliness and bathing started to come back into fashion in much of Europe. Still there
were areas of the medieval world where personal cleanliness remained important. Daily
bathing was a common custom in Japan during the Middle Ages. And in Iceland, pools
warmed with water from hot springs were popular gathering places on Saturday evenings.
Soap making was an established craft in Europe by the
seventh century. Soap maker guilds guarded their trade secrets closely.
Vegetable and animal oils were used with ashes of plants, along with
fragrance. Gradually more varieties of soap became available for shaving
and shampooing, as well as bathing and laundering.
Italy, Spain and France were early centers of soap
manufacturing, due to their ready supply of raw materials such
as oil from olive trees. The English began making soap during
the 12th century. The soap business was so good that in 1622,
King James I granted a monopoly to a soapmaker for $100,000 a year. Well into the 19th
century, soap was heavily taxed as a luxury item in several countries. When the high tax was
removed, soap became available to ordinary people, and cleanliness
Commercial soap making in the American colonies began in 1608
with the arrival of several soapmakers on the second ship from England
to reach Jamestown, VA. However, for many years, soapmaking stayed
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essentially a household chore. Eventually, professional soapmakers began regularly collecting

waste fats from households, in exchange for some soap.
A

major

step

toward

large-scale

commercial

soapmaking occurred in 1791 when a French chemist, Nicholas Leblanc, patented a process
for making soda ash, or sodium carbonate, from common salt. Soda ash is the alkali obtained
from ashes that combines with fat to form soap. The Leblanc process yielded quantities of
good quality, inexpensive soda ash.
The science of modern soapmaking was
bom some 20 years later with the discovery by
Michel Eugene Chevreul, another French chemist, of the chemical nature and relationship of
fats, glycerine and fatty acids. His studies established the basis for
both fat and soap chemistry. Also important to the advancement of
soap technology was the mid-1800s invention by the Belgian chemist, Ernest Solvay, of the
ammonia process, which also used common table salt, or sodium chloride, to make soda ash.
Solvay's process further reduced the cost of obtaining this alkali, and increased both the
quality and quantity of the soda ash available for manufacturing soap.
These scientific discoveries, together with the development of power to operate factories,
made soapmaking one of America's fastest-growing industries by 1850. At the same time, its
broad availability changed soap from a luxury item to an everyday necessity. With this
widespread use came the development of milder soaps for bathing and soaps for use in the
washing machines that were available to consumers by the turn of the century.The chemistry
of soap manufacturing stayed essentially the same until 1916, when the first synthetic
detergent was developed in Germany in response to a World War I-related shortage of fats for
making soap. Known today simply as detergents, synthetic detergents are non-soap washing
and cleaning products that are "synthesized" or put together chemically from a variety of raw
materials. The discovery of detergents was also driven by the need for a cleaning agent that,
unlike soap, would not combine with the mineral salts in water to form an insoluble substance
known as soap curd.

Household detergent production in the United States began in the early

1930s, but did not really take off until after World War II. The war-time
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interruption of fat and oil supplies as well as the military's need for a cleaning agent that
would work in mineral-rich sea water and in cold water had further stimulated research on
detergents.
The first detergents were used chiefly for hand dishwashing and fine fabric
laundering. The breakthrough in the development of detergents for all-purpose
laundry uses came in 1946, when the first "built" detergent (containing a
surfactant/builder combination) was introduced in the U.S. The surfactant is a
detergent product's basic cleaning ingredient, while the builder helps the surfactant to work
more efficiently. Phosphate compounds used as builders in these detergents vastly improved
performance, making them suitable for cleaning heavily soiled laundry.
By 1953, sales of detergents in this country had surpassed those of soap. Now detergents
have all but replaced soap-based products for laundering, dishwashing and household
cleaning. Detergents (alone or in combination with soap) are also found in many of the bars
and liquids used for personal cleansing.
Since those early achievements in detergent and builder chemistry, new product activity has
continued to focus on developing cleaning products that are efficient and easy to use, as well
as safe for consumers and for the environment. Here's a summary of some of those
innovations:
1950s
Automatic dishwasher powders
Liquid laundry, hand dishwashing and all-purpose cleaninproducts
Fabric softeners (rinse-cycle added)
Detergent with oxygen bleach

1960s
Prewash soil and stain removers
Laundry powders with enzymes
Enzyme presoaks
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1970s
Liquid hand soaps
Fabric softeners (sheets and wash-cycle added)
Multifunctional products (e.g., detergent with fabric softener)
1980s
Detergents for cooler water washing
Automatic dishwasher liquids
Concentrated laundry powders

1990s
Ultra

(superconcentrated) powder and liquid detergents

Ultra

fabric softeners

Automatic dishwasher gels

Laundry and cleaning product refills

ABOUT PERSONAL WASH

(SOAPS)

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The personal wash can be segregated into:

* Premium- Lux, Dove
* Economy- Nirma Bath, Lifebuoy
* Popular- Nirma, Cinthol

The price of the premium segment products is twice that of economy segment products. The
economy and popular segments are 4/5ths of the entire soaps market. The penetration level of
toilet soaps is 88.6%. However, the per capita consumption of soap in India is at 460 gms per
annum, while in Brazil it is at 1,100 gms per annum.
In India, soaps are available in five million retail stores, out of which, 3.75 million retail
stores are in the rural areas. Therefore, availability of these products is not an issue. 70% of
India's population resides in the rural areas; hence around 50% of the soaps are sold in the
rural markets.

Growth
With increase in disposable incomes, growth in rural demand is expected to increase because
consumers are moving up towards premium products. However, in the recent past there has
not been much change in the volume of premium soaps in proportion to economy soaps,
because increase in prices has led some consumers to look for cheaper substitutes.

The major players in personal wash (Soap) market are

Hindustan uni Lever Ltd., (HUL)
Hindustan Lever Ltd. has become a major player in the Indian personal wash market.
In India HLL has gained 60% of share in the total toilet soap market. HLL gives its products
in several brand names. The brand names of HLL are Liril, Pears, Dove, Lux, Denim, Fair &
Lovely, Rexona, Lifebuoy, Hamam, Breeze, Ayush. Different brands are popular in different
regions.
HLL have brought a few benefits to the consumer as a marketer of toilet soap have
tried to woo. Consumers through upgraded offerings and better quality soaps. As a result of
sharp fall in farm disposable incomes, the consumers persuaded low-income households to

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downtrade, that is, switch from high-to-low priced brands. HLL, too appears to endorse the
phenomenon of downtrading.
The major competitors of HLL are Nirma, Godrej consumer care and WIPRO, Godrej
consumer care has introduced, a fairness soap, fairglow which claims to enhance a fairness,
has been a success too, as against this, spawning a competitive response from HLL in the
form of Fair & Lovely soap. HLL offering to combine two benefits in a single tablet, Breeze
2-in-1 actually offers a cost-effective replacement to consumers who we hair wash products
and soap. HLL claims Breeze is the largest brand in the discount segment. HLL has increased
Lifebuoys market share by introducing, Lifebuoy Active, Lifebuoy Gold, Lifebuoy Plus.
HLL has gained major share in discount segment. Now-a-days HLL has become a dominant
player in the Indian personal wash market.
WIPRO :
WIPRO has become a major player in the Indian personal wash market. In India
Wipro has gained 50% of share in toilet soap market. Wipro gives its products in brand names
of Santoor, Wipro Baby Soap, Chadrika.
It covers 1.6 million outlets across the country for its distribution. 50 percent of
Wipro consumer care business comes from the toilet soap category. The biggest brand of
Wipro is Santoor was launched in the late 80s. Wipro through Santoor is the leading Soap
marketer in Andhra - Pradesh with 18 percent market share. Wipro baby soft diapers gained
almost 65 percent of the business from Northern Markets.
Wipro have come out with new mixes and are confident of delivering value. The
company introduced Chandrika as a Ayurvedic and herbal product as against Medimix. The
companies further interests in naturals/ ayurvedic segment of the toiletries market.
The company faces several competitions from HLL, Godrej, Nirma, Henko. In spite
of competition Wipro has generated consumer satisfaction.
Nirma :
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Nirma has quickly become a significant player in the domestic toilet soap market. The
companys aggressive pricing strategy has been the key behind its performance. Launches
such as Nirma have paid off because consumers have seen the brand as offering good value
for money. The company has managed healthy top line growth in the market.
Nirma has gained major market share just a couple of years after its entry. It tries to
made brands such as Nirma available at least 10 percent lower than its nearest competitors.
The company offers its brands Nirma Lime, Nirma premier, Nirma. The company faces
competition from HLL, Wipro, Godrej. The Nirma was succeeded within a short period due
to its aggressive pricing strategy.

Godrej Consumer Care:

With at least three entirely new launches under its belt, Godrej consumer care has
improved its market share in the personal wash market. The companys recent restructuring
exercise, offer which the consumer products business was diverted from the Godrej industries
and vested with Godrej consumer care, has also helped pep up profitability performance.
Fair Glow, the fairness soap from Godrej Consumer Care, which claims to enhance
fairness, has been a success too. As a relatively small player in the business, the company has
managed robust sales.

Segmentation of the total toilet soaps:

Price Range

Soap Segment

Rs. 6 8 (for 75 gms)

Sub-Popular

Rs. 8 12 (for 75 gms)

Popular

Rs. 12 + (for 75 gms)

Premium

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Segment

EMPLOYEE

Market Share

Growth Rate

(%)
Premium

24

(%)
3

Popular

45

Sub-Popular

31

15

Present scenario in india

Consumers preference for FMCGs is shifting towards higher lifestyle categories like
skin care, shampoos, deodorants, anti-aging solutions, fairness products and mens products.
The range of products covered by the FICCI survey amounted to about 28 items. It
included soap and toiletries, laundry soaps, detergent cakes, washing powder, dish wash,
toilet soap, tooth paste, tooth powder, tooth brush, fairness cream, shaving cream, deodorant,
coconut oil, shampoos, hair dyes, feminine hygiene, cleaners and repellents, etc.
The products, which are projected to achieve excellent growth of 20 per cent and
above during the first quarter of the financial year 2008-09, i.e., April-June 2008, are shaving cream (22 per cent), skin/ fairness cream (21 per cent), tooth powder (21 per cent),
anti-dandruff shampoos (22 per cent), hair dyes (30 per cent), cleaners/repellents (24. 5 per
cent), deodorant (40 per cent), dish wash (20 per cent) .
The products that are expected to growth between 10-20 per cent are - soap and
toiletries (14 per cent), toilet soap (10 per cent), fabric wash (12 per cent), washing powder
(13 per cent) detergent cakes (11 per cent), liquid detergent (13 per cent), laundry soaps/ bars
(11 per cent), personal wash (14 per cent), tooth brush (12 per cent), hair care (16 per cent)
coconut oil (12 per cent), tooth paste (16 per cent), personal health care (16 per cent), oral
care (17 per cent), skin care and cosmetics (19 per cent), branded coconut oil (18 per cent),
feminine hygiene (13 per cent).
The survey projects higher growth across sectors in the FMCG segment in view of the
growing economic fundamentals, increased literacy , rapid urbanisation, rising aspiration
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levels, growing consumer demand and increased affordability of the consumers. These
changes are due to various incentives proposed in the Union Budget 2008-09, including the
major farm loan waiver scheme worth Rs 60,000 crores.

Problems of soap industry in India

Following the hike in petro-product prices, 15 out of 35 soap-manufacturing units in Kanpur
are on the verge of closure. This comes after the drastic increase in the raw material cost over
last one year. According to the president of the UP Small Scale Soap Industries, Micky
Manchanda, the worst affected are the small manufacturing units. The rates of petroleumbased chemicals have gone up by leaps and bounds, but if we raise our price, it will be
curtains for us, he said.
The manufacturers pointed out that the price of acid slurry has increased from Rs 81 per kg to
Rs 110 per kg in the last 10 days. The rate of soda has also gone up from Rs 12 per kg to Rs
25 per kg in the last one-year. Sulphuric acid rates have risen from Rs 4,000 per tone in 2007
to Rs 20,000 per tone in 2008.
The impact is likely to trickle down to the common man, as the leading soap industrialists
are contemplating an increase in prices, said Manchanda.
At present, local soap products, including a few that are nationally acclaimed, hold a 25 to 30
per cent share in the market. Since the industry's raw materials are petroleum products, the
big increase in the price of oil in recent months has hit them hard.

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Future Prospect
Raw Material Supply
The worlds oleo chemical industry is set for rapid growth, at least in the next two decades.
Products derived from oleo chemicals exhibit many distinct advantages over those from
petrochemicals. The current world scenario is the abundance of raw materials in the form of
palm and palm kernel oils, and to a lesser extent, coconut oil. Palm and palm kernel oils are
expected to grow at about 3.65% per annum up to the year 2020 (Table 12). While the major
portions of these two oils will be used in food applications, a significant amount, up to about
25% will be used in the production of oleo chemicals and their derivatives.

Economic Factor
The cost factor is also working in favor of oleo chemicals made from natural oils? Current
petrol prices being at all time high, at more than USD 30 per barrel of crude oil in June 2000,
it will be more expensive to make the same products for petroleum. This makes it very
attractive to use oleo chemicals in many applications from the economic point of view.
Furthermore, petroleum, being a depleting resource, cannot just compete with the renewable
oleo chemicals in term of dependability of supply of raw materials.

Environmental Consideration
Another major factor in favour of oleo chemicals is the issue of the environment. Being
derived from natural sources, products derived from oleochemicals are more readily
biodegraded and this works very much in favour of oleochemicals. This factor is especially
significant in the developed world, where consumer preference for environmentally friendly
products, very often, determines the types of products that will appear on the shelves of
supermarkets. This is clearly reflected in the changing pattern in the types of surfactants used
in washing and cleaning agents in Western Europe during the period 1991 98 as shown in
the following Table 19.

The ASEAN Market

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The ASEAN countries, are poised to play a greater role in the worlds oleochemical
industry. ASEAN is already a major player in the production and export of oleochemicals,
accounting for 36% in the world production of oleochemicals in 2000 (Table 20). By the year
2010, ASEAN is expected to supply up to 50% of the worlds oleochemicals, with the bulk,
about 30%, coming from Malaysia.

The Developed World

While market expansion in the developed world such as North America and Europe is set to
increase at a marginal rate, the possibilities of new products and formulations are very large.
There is great concern on the environment in the developed countries and hence oleochemical
products are in a more favourable position to cater for consumer needs in these developed
countries.

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COMPANY ANALYSIS
INTRODUCTION ABOUT COMPANY
Jocil limited was incorporated on 20 feb 1978 with the name Andra Pradesh
oil and chemical industries limited as per the certificate of incorporation No 2260 granted
by the registrar of companies , A.P Hyderabad .
This was a joint venture with Andra Pradesh industrial development corporation
(APIDC)and jaya lakshmi cotton and oil products private ltd (JCOP) perecharla guntur dist,:
a company belongs to jaya lakshmi grouop . on 6 may 1982 the name of andra pradesh oil
and chemical industries limited was changed into jaya lakshmi oil and chemical industries
limited . the company s name has been changed from jaya lakshmi oil and chemical
industries limited to jocil limited with effect from 17 september , 1992 , jocil limited is a
subsidiary of the andra sugars limited.
INCEPTION
Jocil limited was incorporated on 20 feb 1978 with the name
Andra Pradesh oil and chemical industries limited as per the certificate of incorporation No
2260 granted by the registrar of companies , A.P Hyderabad .

Vision
The main vision of the company is to manufacture fatty acids and Toilet soaps. The
company received letter of intent from department of industrial development, Ministry of
industries, Govt. of India, Delhi. Enhancing the annual licensed capacity of fatty acids,
Glycerin and toilet soap. The company has implemented this letter by increasing installation
capacity of fatty acids plant from 6,205 M.T. per annum to 15,510 M.T. with effect from
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EMPLOYEE

February, 1991, this enhanced capacity came into operation. Later the company enhanced the
capacity to 37500 M.T. p.a.w.e.f. March 1995.

Mission.
Jocil Mission is to move up the levels of uncompromised customer care and to
be a valued supplier of high quality products and services.

JOCIL LIMITED POLICIES:

Supply quality goods and services to customers delight.

Use resources efficiently; reduce wastage and prevent pollution. Encourage

development and involvement of employees.

Provide work environment that makes the employees committed and motivated
for maximizing productivity

Establish systems for maintaining transparency, fairness and equality in dealing

the employees

Empower employees for enhancing commitment, responsibility and accountability

Encourage teamwork, creativity, innovativeness and high achievement orientation

Provide growth and opportunities for developing skill and knowledge

Ensure functioning of effective communication channels with employees

Identify development needs of the employees on a regular basis, provide the

necessary training and continually evaluate and monitor the effectiveness of the
training so that the quality of the training also gets upgraded

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HISTORY OF JOCIL LIMTED:

Jocil limited was incorporated on 20 th February 1978 with the name Andhra Pradesh
Oil and chemical industries Limited. This was a joint Venture with Andhra Pradesh Industrial
Development Corporation (APIDU) and was promoted by Jayalakshmi Group of Companies.
On 6th may, 1982the name of Andhra Pradesh oil and chemical industries limited was
changed into Jayalakshmi oil and chemical industries Ltd.

The companys name has been changed from Jayalakshmi oil and chemical
industries limited to Jocil limited with effect from 17th Semptember, 1992,
Jocil limited is a subsidiary of The Andhra Sugars Ltd.
INITIAL INVESTMENT:
The company has set up Rs.3.3 crores fatty acid and soap project on turnkey basis
through M/s.Ballestra(India)limited , Bombay with technology and equipment of C.M.B.,
Italy.

PERFORMANCE & ACHIEVEMENTS OF JOCIL:

1. Jocil is a leading manufacture of kinds of fatty acids. It also manufactures soaps.
2. Jocil supplies different grades of Stearic acid and other fatty acids to other
manufacturing companies of pharmaceuticals, chemicals, plastics etc.
3. Jocil supplies fatty acids to meet their specific requirements of Stearic acid, Oleic acid
etc.
4. Jocil manufactures soaps on contract basis to HLL, Johnson & Johnson, Henko spic
etc. and also supply soap noodles to the above customers.
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Jocils production of quality goods is due to the following factors:

a) Usage of good quality raw materials like rice bran oils, coconut oils, cotton seed
acid oils etc.
b) The processing and purification of fatty acids is done by using latest technology.
c) The technology and requirement of Jocil has been imported from CMB Italy.
d) Maintenance of quality control by experienced and committed operating
personnel.
e) Toilet soaps and Glycerrine are manufactured as per BISC (ISI) standards.
f) It uses high quality chemicals for the purification and processing of the fatty acids.
g) It maintains international standards in manufacturing its products so as to suit
different kinds of I n industrial users.

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M.B.A PROGRAMME
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3. Organizational chart
Chairman
Dr. Mullapudi Harischandra Prasad

Managing Director
J. Murali Mohan

Directors
P. Narendranath Chowdary
Mullapudi Thimmaraja
Y. Narayana Chowdary
V. S. Raju
K. Srinivasa Rao
M. Gopala Krishna
JOCIL Ltd.
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EMPLOYEE

Subbarao V. Tipirneni

President & Secretary

P . Kesavulu Reddy

Board Of Directors Roles And Responsibilities

Chairman

Chairman is to lead and overseeing of the Board of Directors.

Managing Director

Who manages a division within organization

Directors

Overseeing the conduct of the companies Business

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M.B.A PROGRAMME
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President and secretary

Keep records and carries out general office work.

1. HOW IS YOUR WORK ENVIRONMENT?

DESCRIPTION

NO.

OF %

OF

HIGHLY SATISFIED

RESPONDNETS
26

RESPONDENTS
32.5%

SATISFIED

46

57.5%

NETURAL

10%

DISSATISFIED

HIGHLY DISSATISFIED

TOTAL

80

100%

INTERPRETATION:

From the above table it can be understood that 32.5 % of the workers are highly satisfied with
working environment and 57.5% are satisfied and 10 % are stands at neutral and no one
dissatisfied with working environment.
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M.B.A PROGRAMME
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2.

EMPLOYEE

IS ACCUMULATON OF DIRT AND REFUSE SHALL BE REMOVED DAILY?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed with
there is accumulation of dirt and refuse is removing daily.

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EMPLOYEE

3. Is any precautions taken by the workers for the dust of fume?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed with
there is accumulation of dirt and refuse is removing daily.

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M.B.A PROGRAMME
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EMPLOYEE

4. IS THE COMPANY PROVIDE THE SUFFICIENT LIGHTING IN THE WORKING

ROOM?

DESCRIPTION

NO. OF RESPONDENTS %

OF

YES

80

RESPONDENTS
100%

NO

TOTAL

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed with
there is sufficient lighting in the working room.
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M.B.A PROGRAMME
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EMPLOYEE

5. ARE YOU SATISFIED WITH DRINKING FACILITES?

DESCRIPTION

NO.

OF % OF RESPONDENTS

HIGHLY SATISFIED

RESPONDNETS
76

95%

SATISFIED

5%

NETURAL

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:

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M.B.A PROGRAMME
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EMPLOYEE

From the above table it can be understood that 95 % of the workers are highly satisfied with
drinking facilities and 5% are satisfied and no one are neutral and no one are dissatisfied with
drinking facilities .

6. IS THE COMPANY PROVIDING CHILLED DRINKING WATER?

DESCRIPTION

NO. OF RESPONDENTS % OF RESPONDENTS

YES

80

100%

NO

TOTAL

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed in providing cool drinking water.

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M.B.A PROGRAMME
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EMPLOYEE

7. DO YOU HAVE SUFFICIENT TOILET FACILITIES FOR BOTH MALE AND FEMALE
SEPARETELY?

DESCRIPTION

NO.

OF % OF RESPONDENTS

HIGHLY SATISFIED

RESPONDNETS
80

100%

SATISFIED

NETURAL

DISSATISFIED

HIGHLY DISSATISFIED

TOTAL

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed

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M.B.A PROGRAMME
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EMPLOYEE

and highly satisfied with having sufficient toilet facilities for both male and female.

8. ARE YOU SATISFIED WITH CANTEEN FACILITIES IN JOCIL LIMITED?

DESCRIPTION

NO.

OF % OF RESPONDENTS

HIGHLY SATISFIED

RESPONDNETS
10

12.5%

SATISFIED

36

45%

NETURAL

34

42.5%

DISSATISFIED

HIGHLY DISSATISFIED

TOTAL

80

100%

INTERPRETATION:

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M.B.A PROGRAMME
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EMPLOYEE

From the above table it can be understood that 12.5% of the workers are highly satisfied with
canteen facilities and 45% are satisfied and 42.5% are stands at neutral and no one dissatisfied with
canteen facilities.

9. IS THE COMPANY PROVIDING ANY SUBSIDARIES RATES FOR THE FOOD ITEMS?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
78

97.5%

NO

2.5%

TOTAL

80

100%

INTERPRETATION:

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M.B.A PROGRAMME
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EMPLOYEE

From the above table it can be observe that 97.5% of the workers are Said
that the company providing subsidiary rates for the food items and 2% of the workers are said
that no subsidiary rates for the food items.

10. ARE YOU SATISFIED WITH MEDICAL FACILITIES AND DEPENDENCE?

DESCRIPTION

NO.

OF % OF RESPONDENTS

HIGHLY SATISFIED

RESPONDNETS
8

10%

SATISFIED

36

45%

NETURAL

36

45%

DISSATISFIED

HIGHLY

DISSATISFIED
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M.B.A PROGRAMME
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TOTAL

EMPLOYEE

80

100%

INTERPRETATION:
From the above table it can be understood that 10 % of the workers are highly satisfied with
medical facilities and 45% are satisfied and 45% are stands at neutral and no one dissatisfied with
medical facilities.

11. ARE YOU HAVE THE WAITING ROOMS AND REST ROOMS?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
53

66.25%

NO

27

33.75%

TOTAL

80

100%

INTERPRETATION:

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EMPLOYEE

From the above table it can be observe that 66.25% are agreed in having
waiting rooms and 33.75% are not agreed in having waiting rooms and rest rooms.

12. ARE YOU SATISFIED WITH WASHING AND DRYING FACILITIES?

DESCRIPTION

NO.

OF % OF RESPONDENTS

HIGHLY SATISFIED

RESPONDNETS
28

35%

SATISFIED

38

47.5%

NETURAL

14

17.5%

DISSATISFIED

HIGHLY

DISSATISFIED
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M.B.A PROGRAMME
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TOTAL

EMPLOYEE

80

100%

INTERPRETATION:
From the above table it can be understood that 35 % of the workers are highly satisfied with
washing and drying facilities and 47.5% are satisfied and 17.5% are stands at neutral and no one
dissatisfied with washing and drying facilities.

13. IS THEIR ANY SAFETY MEASURES?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

INTERPRETATION:
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EMPLOYEE

From the above table it can be understood that the company is providing
safety measures to the employees.

14. IF THE MACHINERY IS IN THE WORKING POSITION, IS THERE ANY SECURELY

FENCED BY

SAFEGUARDS?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

INTERPRETATION:
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EMPLOYEE

From the above table it can be observe that all the respondents
agreed with the machinery is securely fenced by safeguards.

15. HOW MANY TIMES THE

MACHINE WILL BE CHECK BY THE MECHANICS

IN A MONTH?

DESCRIPTION
ONE TIME
TWO TIMES
THREE TIMES
FOUR TIMES
MORE
TOTAL
JOCIL Ltd.
N.I.T

NO OF
RESPONDENTS
0
8
6
20
46
80

% OF RESPONDENTS
0%
10%
7.5%
25%
57.5%
100%
55

M.B.A PROGRAMME
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EMPLOYEE

INTERPRETATION:

From the above table it can be understood that 10% of the respondents are agreed
wityh one time checking of the machines in a month and 7.5% of the respondents are agreed
with three times and 25% of respondents are agreed with four times and 57.5% of the
respondents are agreed with more times checking of the machines in a month .

16. IS THEIR ANY SPECIAL UNIFORM FOR WORKERS AND MACHINERY

OPERATIONS?

DESCRIPTION

NO.

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

56

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

INTERPRETATION:
From the above table it can be observe that all respondents agreed with
there is special uniform for workers for the machinery operations.

17. IS THEIR ANY SAFETY COMMITTEE APPOINTED IN THE COMPANY?

DESCRIPTION

NO.

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

57

M.B.A PROGRAMME
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EMPLOYEE

INTERPRETATION:
From the above table it can be observe that all respondents are agreed
there is safety committee appointed in the company.

18. IS THE SAFETY KITS AVALIABLE DURING ALL WORKING HOURS?

DESCRIPTION

NO.

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

58

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

INTERPRETATION:
From the above table it can be observe that all respondents agreed with
safety kits are available during all working hours.

19. ARE YOU HAVING THE HOUSING FACILITY? ARE YOU SATISFIED WITH
ACCOMODATION?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
24

30%

SATISFIED

38

47.5%

NETURAL

18

22.5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

59

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood that 30% of the workers are highly satisfied with
accommodation and 47.5% are satisfied and 22.5% are stands at neutral and no one dissatisfied with
accommodation .

20. IS THERE SCHOOL FACILITY FOR WORKERS CHILDRENS?

DESCRIPTION

NO. OF RESPONDENTS %

OF

YES

64

RESPONDENTS
80%

NO

16

20%

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TOTAL

EMPLOYEE

80

100%

INTERPRETATION:
From the above table it can be observe that 80% of the workers are agreed
in providing school facility for workers children and 20% are not agreed in providing school
facility for workers children.

21. ARE YOU SATISFIED WITH LEAVE FACILITIES?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
4

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS
5%
61

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

SATISFIED

38

47.5%

NETURAL

38

47.5%

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:

From the above table it can be understood that 5 % of the workers are highly satisfied
with leave facilities and 47.5% are satisfied and 47.5% are stands at neutral and no one
dissatisfied with leave facilities.

22. ARE YOU SATISFIED WITH RECREATION FACILITIES?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
0

SATISFIED

58

72.5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

62

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

NETURAL

20

25%

DISSATISFIED

2.5%

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:

From the above table it can be understood that 0% of the workers are highly satisfied with
recreation facilities and 72.5% are satisfied and 25% are stands at neutral and 2.5% are dissatisfied
and one are highly dissatisfied with recreation facilities.

23. ARE YOU SATISFIED WITH TRANSPORT FACILITIES WHICH INCLUDE TRAVEL
TO
OTHER PLACES?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
12

15%

SATISFIED

50

62.5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

63

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

NETURAL

16

20%

DISSATISFIED

2.5%

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood that 15 % of the workers are highly satisfied with
transport facilities and 62.5% are satisfied and 20% are stands at neutral and 2.5% are stands
at dissatisfied and no one highly dissatisfied with transport facilities.

24. ARE YOU SATISFIED WITH P.F.FACILITIES?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
40

50%

SATISFIED

34

42.5%

NETURAL

7.5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

64

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood that 50% of the workers are highly satisfied with p.f
facilities and 42.5% are satisfied and 7.5% are stands at neutral and no one dissatisfied with p.f
facilities.

25. ARE YOU SATISFIED WITH PRESENT SALARY AND WAGE STRUCTURE?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
0

SATISFIED

36

45%

NETURAL

40

50%

DISSATISFIED

5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

65

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood 0 % of the workers are highly satisfied with present salary
and wage structure and 45% are satisfied and 50% are stands at neutral and 5% are dissatisfied and no
one highly dissatisfied with present salary and wage structure.

26. ARE YOU SATISFIED WITH PAYMENT OF BONUS BY THE COMPANY?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
78

97.5%

SATISFIED

2.5%

NETURAL

DISSATISFIED

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

66

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood that 97.5 % of the workers are highly satisfied with
payment of bonus by the company and 2.5% are satisfied and no one is neutral and dissatisfied
with payment of bonus by the company.

27. IS THERE ANY INSURANCE FACILITY FOR WORKERS?

DESCRIPTION

NO.

OF % OF RESPONDENTS

YES

RESPONDENTS
80

100%

NO

TOTAL

80

100%

INTERPRETATION:
JOCIL Ltd.
N.I.T

67

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

From the above table it can be observe that all respondents agreed with providing
insurance facility for workers.

28. IS THERE ANY ENQUIRY COMMITTEE APPOINTED SAKE OF HAZARD

INCIDENT?

DESCRIPTION

NO.

YES

RESPONDENTS
80

100%

NO

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

68

M.B.A PROGRAMME
WELFARE MEASURES

TOTAL

EMPLOYEE

80

100%

INTERPRETATION:
From the above table it can be observe that all respondents agreed with there is
enquiry committee appointed sake of hazard incident.

29. ARE YOU COMFORTABLE WITH NUMBER OF WORKING HOURS OF YOUR

COMPANY?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
6

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS
5%
69

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

SATISFIED

74

95%

NETURAL

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:
From the above table it can be understood that 5 % of the workers are highly satisfied with working
hours of company and 95% are satisfied and no one neutral, dissatisfied with working hours of
company.

30. ARE YOU SATISFIED WITH ON THE JOB TRAINING METHOD TO IMPROVE
SKILLS IN
JOCIL LIMITED?

DESCRIPTION

NO.

HIGHLY SATISFIED

RESPONDNETS
58

72.5%

SATISFIED

22

27.5%

JOCIL Ltd.
N.I.T

OF % OF RESPONDENTS

70

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

NETURAL

DISSATISFIED

HIGHLY

DISSATISFIED
TOTAL

80

100%

INTERPRETATION:

From the above table it can be understood that 72.5 % of the workers are highly satisfied with job
training method and 27.5% are satisfied and no one neutral, dissatisfied with job training method.

FINDINGS:

From this study researcher find that most of the employees are not satisfied with wages
and salaries.

From this study it is found that organization is not maintaining transparency with
employees

JOCIL Ltd.
N.I.T

71

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

because the employees are very nervous and unsatisfactory to give their response.

From this study it is found that recreational facilities of JOCIL LIMITED are not up to
the employee satisfaction.

From this study it is found that the JOCIL LIMITED is providing partial transport
facilities to the employees.

From this study the researcher find that the organization is providing rest rooms and
waiting rooms but most of the employees doesnt aware of that.

Suggestions:

The researcher suggested that the organization should maintain fair wage system.

The organization should maintain transparency and openness to all employees who are
working in the organization.

JOCIL Ltd.
N.I.T

72

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

The organization is suggested to increase recreational facilities to the organization.

The organization need to provide full transport facilities who are coming from all directions
near by areas.

Conclusion:

In JOCIL LIMITED all employee welfare facilities. It is providing all statutory

provisions and non-statutory provisions.

JOCIL Ltd.
N.I.T

73

M.B.A PROGRAMME
WELFARE MEASURES

EMPLOYEE

The company plays vital role to provide welfare facilities with the consultation of
both employees and employers. And also allocating the financial resources and other
supportive measures to workers like educational facilities, medical facilities and funds
etc..with contribution of management.

From the inception of the company till new it runs successfully by improving the
productivity through introducing many verities into the market is possible due to
providing all welfare measures to the employee and employee cooperation to the
management.

JOCIL Ltd.
N.I.T

74