Professional Documents
Culture Documents
HR Project
HR Project
INTRODUCTION
Page 1
INTRODUCTION TO HRM
HRM basically deals with personal factor or manpower. All the resources in the form of
money, materials, methods and machines would be rather insignificant without people or men.
Human Resources are that part of management function which is primarily concerned with the
human relationship with in the organization. Therefore personal management is planning,
organizing, directing and controlling of the performance of those operative functions.
An organization is formed for the fulfillment of certain objectives like earning a desired
rate of profit on investment, exploitation of certain natural resources, development of a given
geographical area supplying to the public some essential goods or services. Machines, Materials,
Money and all other non-human resources are the tools and aids that man uses to achieve his
tasks. Thus, a proper selection of men, their tactful handling and proper management of an
organization.
However this is the most difficult of all the management tasks in an organization. Some
people also say that management means managing men tactfully. One often comes into contact
with HR department. For Example selection, placement, training, discipline, grievance handling,
wage administration, dismissal etc.
DEFINITION OF HRM
Edward Flippo states:
Human Resource Management is concerned with planning, organizing, directing and
controlling of the procurement, development, compensation, integration, maintenance and
separation of human resource of the end that individual organization and social objective and
accomplished.
According to French:
Human Resource Management is the recruitment, selection, development, utilization and
accommodation to human resources by organization. Human Resources of an organization consist
of all individual regardless of their role, who are engaged in any of the organization activities.
Sikkim Manipal University, Distance Education, Bangalore
Page 2
IMPORTANCE OF HRM
The importance of human resource management is as fallows:
Social significance:Proper management of personnels enhances their dignity by satisfying their social needs.
1. Maintaining a balance between the jobs available and the jobseekers, according to the
qualification and needs.
2. Providing suitable and most productive employment which might bring them
psychological satisfaction.
3. Making maximum utilization of the resources in an effective manner.
Professional significance:-
2.
3.
4.
effective motivation.
2.
3.
achieving goals of the enterprise and fulfilling their own social and other psychological
needs for reorganization, love, affection, belongingness, esteem and self-actualization.
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the employees.
To
promote
organization
climate
and
development
jobs
organization goals
and effectively
Page 4
Minimum wage:
It is a wage, which provides not only for bare sustenance of life, but also for the
preservation of the efficiency of the worker.
Fair wage:
It is the wage above the minimum wage but below the living wage.
Living wage:
It is one which should enable the earner to provide for himself and his family not only
bare essential of food, clothing and shelter, but a measure of frugal comfort including
education for his children, protection against ill health, measure of insurance etc.
Nominal wage:
Page 5
Real wage:
It is the equivalent to nominal wages minus compulsory deductions example taxes, ESI
etc.
Page 6
Employees of MNCs are paid much more than their counterparts in host countries
for identical work.
2. Different industries have different wage and salary structures resulting in disparities in
remuneration for identical work.
3.
Wide gaps exist between wages and salaries of employees in the organized sector
and of those in the unorganized sector, the latter earning much less than the former.
4. Differences exist between earnings of employees in the government sector and those in the
private sector.
5.
earn Rs12000 plus per month and a half-yearly bonus, how much can a university professor
earn? Rs10000 and no bonus? If an auto driver can earn Rs3000 per month, how much
should a temporary lecturer in a college earn? Rs1200 per month? And remain temporary
forever. A sweeper in L&T is an income tax assessee but a BE or an MBBS degree holder
works for Rs800 per month in a small-scale unit of Rs1200 in a private nursing home,
respectively.
There are clerks in Mumbai who get nearly twice as much as a labour tribunal judge-the
man who arbitrates everyones wages and salaries. And a head clerk in the LIC gets, at the
maximum of his grade, more than half of the salary of a high court judge, not less.
Page 7
SALARY
It is the compensation paid to the indirect labour in the form of cash to supervisors,
managers and supporting staff like office assistance, clerks etc, it refers to the monthly rate of pay.
Wages and salaries are subject to annual increments.
COMPENSATION
Sikkim Manipal University, Distance Education, Bangalore
Page 8
5.
INCENTIVES
Incentives are monetary benefits paid to the employees in recognition of their outstanding
performance they defined as variable rewards granted according to variations in achievement of
specific results.
Page 9
There should be definite plan to ensure that differences in pay for jobs are based upon
variations in job or working conditions, mental and physical requirements;
The general level of wages and salaries should be reasonably in line with that prevailing
in labour market;
There should be a clearly established procedure for hearing and adjusting wage
complaints;
The employees and trade unions should be informed about the procedure used to establish
wage rates;
The wage should be sufficient to ensure for the worker and his family reasonable standard
of living;
For revision of wages, a wage committee should always be preferred to the individual
judgement;
Page 10
The wage and salary payments must fulfill a wide variety of human needs, including the
need for self-actualization.
that have good sales and therefore high profits tend to pay higher wages than those which running
at a loss or earning low profits. All employers irrespective of profits or losses, must pay not less
than their competitors and need pay no more if they wish to attract and keep workers.
2.
regional and local levels and determine organizational wage structure and level. If the demand for
certain skill is high and the supply is low, the result is a rise in the price to be paid for the skills.
3.
Cost of living:
The cost of living pay criterion calls for pay adjustments based on increases or decreases
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6.
Job requirements:
More difficult the job, the higher the wages are paid. Jobs are graded according to the
Managerial attitudes:
The managerial attitudes have a decisive influence on the wage structure and wage level
compensation received or what pressures he will exest to get his compensation increased.
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Skilled
Semi-skilled
Unskilled
Payments are made according to nature of work, responsibility, qualification and experience.
These are difficult categories of employees according to the nature of production. There
are spinning sider, Winding sider, Open End sider, Simplex sider, Blow Room tenter, Carding
tenter, Comber, Drawing tenter, Doffers, Helpers etc. They are classified as skilled, semi-skilled
and unskilled.
The employees have been covered under all the aspects such as:
1.
2.
3.
4.
5.
Spinning sider
Winding sider
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Simplex sider
2. Skilled / Semi-skilled
Carding tenter
Comber
Drawing
3. Unskilled
Doffers
Helpers
Dearness Allowances
Payment of DA will be subject to a minimum of Rs0.31 per point. The points are to be
given by Shimla Government. These points will be variate as per the variation of the value of
Onions in Shimla. The number of points in the month of January 2010- February 2010 is
calculated at 3935 points. So that, the total DA to be paid in the month of January 2010February 2010 is Rs1220.
Increment
There is no standard date for increment to all the levels. At Sona Synthetics, the levels are:
1. Bottom level
2.
Middle level
3. Top level.
At the bottom level, the categories of workers are as follows:
Skilled
Semi-skilled
Unskilled
Page 14
Supervisors
Clerks
Officers.
Managers
General manager
Spinning manager
One Year
Workmen
Six months
3rd Shift
Page 15
Washing Allowance
Workmen in the categories of drivers, dispatch riders, cooks and waiters/ware washers are
paid washing allowance at the rate of Rs48/- per month. All other employees (including officers)
are paid washing allowance at Rs12 per month.
Attendance Bonus
Every workmen are entitled to get attendance bonus at the rate of one days basic pay as
on 31st December of the year, for each day of unutilized casual leave, subject to maximum of 10
days in a calendar year. They should have worked for the prescribed number of days in a year to
become eligible for bonus.
Conveyance Charges
Conveyance charges incurred by employees on tour on local travel at the temporary duty
station and also for journeys between Railway station/Airport/Air Booking office or vice versa,
where the company vehicle is not used for such purposes, will be reimbursed at the rates
indicated under Road.
Journey DA: For the journey period (by modes other than Air), Ordinary rates of DA as
for stay in Guest House above would be admissible.
Regulation of DA: Full DA will be granted for each completed period of 24 hours absence
reckoned from the time of departure from the head quarters to the time of return. DA will be
admissible at the following rates for fractions of 24 hours:
Sikkim Manipal University, Distance Education, Bangalore
Page 16
30%
50%
Full
Page 17
WAGE DIFFERENTIALS:
Wage differ is different employments or occupations, industries and locations also
between persons in the same employment or grade.
Wage differentials may be;
Occupational differentials or differentials based on skill
Inter-firm differentials
Inter-area or regional differentials
Inter-industry differentials
Differentials based on sex.
Page 18
RESEARCH DESIGN
INTRODUCTION:
This project report has been prepared on Wages and Salary Administration in Sona
Synthetics, Bangalore.
In this project, the following areas are covered.
Wage payments
Supplementary payments
Incentive schemes
Insurance benefits
Page 19
Page 20
RESEARCH METHODOLOGY:
A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure as
stated by Selltiz, Jahoda, Destch and Cook.
In this study, the research design used here is of descriptive/diagnostic type. Descriptive studies
are the ones that aim at describing the characteristics of a group.
In descriptive type of study, a researcher may be concerned with the estimating proportion of
people in a population. Here, as the wage and salary drawn by different section of working class has to
be studied descriptive/diagnostic method has been adopted.
The trunk of research design is the decisions in respect of the data to be collected, the sample to
be selected, and the manner in which the collected data are to be organized.
Sources of Data Collection:
Sources of information are of two types, viz.
1. Primary data and
2. Secondary data
Page 21
Page 22
Tools
Techniques
: Percentage Analysis
Percentage analysis:
Percentage refers to a special kind of ratio. Percentages are used in making comparison between
two or more series of data. Percentage is used to describe relative terms the distribution of two or more
series of data.
Percentage of respondents
No. of respondents
--------------------------------- X
Total respondents
100
Page 23
Page 24
COMPANY PROFILE
INTRODUCTION:
The multi-million dollar Sona Valliappa Group began with Valliappa Textiles, a company that
supported self reliance to pioneer the textile industry for the last six decades in India. From textiles, the
Group has diversified into interests in commodities exports, construction and now, software
development. Its Sona Towers is the first software technological park in India, developing and deploying
a diverse suite of world class software services
They are in the Southern part of Peninsula India, with their headquarters in Bangalore. They
have four spinning mills, which are each dedicated to spinning different materials, viz., Cotton,
Poly/Cotton, Poly/Viscose and 100% Viscose and 100% Polyester.
The Groups Textile Involvement is goes back 6 decades, started in the year 1938 as now grown
many folds with the Head Quarters at Bangalore and the Mills at Tamil Nadu, Karnataka. The group has
presently at capacity of 65000 spindles. From the small beginning he group has ventured in to many
areas in Textiles and the forward integration. It has ventured in to:
Spinning
Knitting,
Weaving,
Value Added Yarns,
Processing,
Garments
The Group textile mills are scientifically designed with emphasis to Structure and Architecture.
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Headquartered in South India Valliappa Textiles is today an international name. 50% of its
produce goes to countries like Belgium, Italy, Germany, Portugal, Bangladesh, Sri Lanka, Malaysia,
Australia, South Korea, etc.
Sree Valliappa Investments has earned mileage in terms of trust and faith of the people it
services. In fact, we are possible for quite a few futures. Diversity adds new dimension to Valliappa and
a new meaning to lives.
Opportunities:
Philosophy of their joint ventures, The Sona valliappa Group over the years has matured into a
group which imbibes certain core values. It believes in core competences, corporate government, and
integrity and in building societies establishing long standing relationships.
Arising from these core values, philosophy of forming partnership and joint ventures, over the
years, they have built up core competences in building, setting up and running large production centers.
Each of their normal business units, sizes from about 200-500 people. All centers are aesthetically built.
They look for partnership and joint ventures globally who have there core competence with
technology and markets. India being the market with nearly one billion people having the largest number
of middle class families, nearly 400 million. It also has 80000 engineering students graduating out every
year. They have in their troop educated institutions established with over four decades of experience,
educating quality students.
Together, they will build an organization imbibing the core strengths of technology, production,
market and management.
Page 27
Page 28
STRATEGY:
To be in total alignment with corporate strategy
Maintain Human Resource at optimum level to meet the objectives and goals of the company
Be competent in Mapping, Analysis and Up-gradation of knowledge and skills including
Training, Re-training Multi-skill etc
Cultivate leadership with shared Vision at various levels in the organization
Focus on development of core competence in High-Tech areas
Build Cross-functional Teams
Create awareness of Mission, Values and Organizational Goals through and the company
PRODUCTS AND ITS FEATURES:
Product Range (Yarn Section)
This section will have two product categories:
1. Knitting Yarns
2. Woven Yarns
Knitting Yarns
To manufacture these yarns state of the art automatic Schlafhorst, Rieter, Lakshmi Rieter
machines are used. All yarns are waxed, twisted and steamed with low torsion to import softness to the
yarn.
As the feel is most important, we use the best cotton in SHANKAR-4/6 and the end results is of
LOW CV% of 8% to 9% and low Imperfections most counts below 100. All Hosiery yarns are Autoleveled and Auto-coned.
The counts offered for knitting are as follows:Ne. 8/1, 10/1 and 12/1 for fleece (Brushing)
Sikkim Manipal University, Distance Education, Bangalore
Page 29
100% Polyester
80/1
12/3, 24/3
100% Viscose
2/20
Polyester/Cotton
and 35/65
20/1, 22/1
Polyester/Viscose
Page 30
20/1, 22/1
80/2
Viscose/Cotton
20/1
30/1, 40/1
If required the Group can also produce WOVEN FABRICS in its Woven Division.
Yarns
They put in their best to give the best. The raw material they use of the finest quality available.
It involves intensive pre-cleaning, removing foreign fibers and other contamination normally found in
cotton. Ultra-violet light identifies pollutants that the naked eye cant see which are then removed and
sent for micro spinning to determine the standard and quality of yarn. And no, they arent spinning a
yarn, when they are talking of all this quality!
Basically, yarns come in two varieties. Knitting/hosiery and woven. All shirts, undergarments,
nightwear, swimwear are made with Knitted yarn. Woven yarn has a much wider product base; denim,
superfine Indian saris, sheeting, suiting, shirting, dhotis, etc. Thats because woven yarns are blended.
Gassed Mercerized Yarns are the favorites of most of customers.
Sewing Threads
Their sewing threads are also known as Shakti Threads, made from 100% Super High Tenacity
Polyester that even the toughest stitching applications cant beat. What makes them so strong is their
uniformity in every dimension.
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customers and people at large, providing the comfort to customers from the 1930s.
A vertical integration, The SONA GROUP enters into the field of knitting two decades back.
They identify Mayer & Cie and Terrot machines, to be the machines would knit future with. From a
small beginning, now can offer fabrics in:
Single Jersey
Polo PK
Rib
Interlock
Fleece
Waffles
Lush/Terry
Jacquard
All the above fabrics can be supplied in various other man made fibers like polyester, viscource, silk
etc., and blends of poly cotton/poly viscose, viscorce-cotton. All the above fabrics are also available
with elasternomo (Lycra).Can also offer:
Yarn-dyed fabrics (in hthp Wessel, azo free, color fasters guaranteed)
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Fabric-dyed (soft flow, color fasteners guaranteed, compacted and shrinkage guaranteed)
Printed rolls (Rotary printed up to 8 colors with pigment and reactive printing)
Packing:
The fabrics are offered either in tubular form, or they can be cut, slit and gummed.
Their normal roll size is 20 to 30 kilos per roll. And can also pack in jumbo rolls, ready to print up to
100 kilos.
Flat knitting:
With growing needs of the T-shirt industry, they have ventured into flat knitting, were we
produce collars and cuffs (plains and jacquards for basic T-shirts and for high fashioned, high value
garments. They have the best machines to produce this Shima shakai. This machine can produce many
designs up 20 different jacquard patterns including BIRDS EYE, GANGA, HAPPY, SUGA, BIRDS
EYE WITH HARRING BONE TIPPING, apart from basic.
Woven Fabrics:
From here, weaving division takes over; weaving top-of-line yarns with the help of some of the
most reputed machinery in the world. Our wide-width looms are the most sorts after, world-wide i.e., on
Seltzer type wide width looms up to 118 (also possible split) with Tuck-in Selvedge with a fabric
weight of up to 400 gms/sq.mtr and also Ruti-C looms with 63, 93 and 104 fabric.
It only follows, that products are approved after a meticulously close scrutiny in the finished
fabric stage.
Woven Range
The range includes premium quality cottonsloom state grey as well as finished fabrics.
Superfine Shirting-Pin Point Oxfords, Poplins and Twills using 80/2 and 100/2 C yarn.
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Page 36
Page 37
No. of Employees
Percentage
20 - 30
04
30 40
27
54
40 50
14
28
50- 60
05
10
Total
50
100
Analysis:
Out of the total respondents, 80% of them belong to age group of 21-30 and other 54% of
age group belongs to 31-40 and 28% of respondents belong to 40-50 and the remaining 10%
belong to group of 51-60.
Page 38
Interpretation:
From the above graph it is clear that most of the respondents belong to the age group of
31-40 and 41-50. It shows that majority of the employees in the company are in the age group of
31 to 50 years.
Page 39
Department
No. of Employers
Percentage
1.
Winding
10
20
2.
Spinning
20
40
3.
Technical
05
10
4.
Open End
04
08
5.
Preparatory
05
10
6.
Others
06
12
Analysis:
The above table indicates 20% of respondents working in winding department, 40% of
respondents are working in spinning department, 10% of respondents are working in O.E
department, 5% are in preparatory and remaining 12% of respondents are working other that is
Ceuding, Blow room, Powerhouse etc.
GRAPH No. 2:
Sikkim Manipal University, Distance Education, Bangalore
Page 40
12%
20%
10%
8%
10%
WINDING
OPEN END
40%
SPINNING
PREPARATORY
TECHNICAL
OTHERS
Interpretation:
From the above graph it is clear that majority of the respondents are working in Spinning
department. So spinning department has absorbed majority of the total employees. It is
considered to be a key function or department in the factory.
TABLE No.3:
Page 41
No. of Employees
Male
50
Female
--
Analysis:
The table indicates that all the respondents are Male. The workers who are selected for
the purpose of my study are male workers. Because women workers are absolutely nil in the
factory. It shows that there is gender inequality.
GRAPH No.3:
Page 42
0
MALE
FEMALE
GENDER
Interpretation:
From the above graph it is clear that only men workers are working but not a single
woman worker. So, it is clear that the role of women workers has deprived.
Page 43
Category
No. of employees
Percentage
Skilled
27
54
Semi-skilled
18
36
unskilled
10
Analysis:
The above table indicates that out of the total respondents, 54% are considered as skilled,
36% of respondents are considered as semi-skilled and 10% of respondents are considered as
unskilled labour. More than half of the total workers are skilled workers. It shows that the quality
of work done by skilled worker is also good.
GRAPH No. 4:
Sikkim Manipal University, Distance Education, Bangalore
Page 44
10%
54%
36%
SKILLED
SEMI-SKILLED
UNSKILLED
Interpretation:
From the above graph it can be observed that most of the respondents are considered as
skilled labour. It implies that the company has given more importance for skilled workers.
Page 45
No. of Employees
Percentage
1.
2000 4000
05
10
2.
4000 6000
27
54
3.
6000 8000
11
22
4.
07
14
Total
50
100
Analysis:
The above table shows that 10% of respondents draw between Rs. 2000-4000 as basic pay,
54% of them between Rs. 4000-6000, 22% of them between Rs. 6000-8000 and rest 14% of them
draw Rs. 8000 and above as basic pay respectively. It implies that the majority of the workers are
falling in the pay scale of Rs6000-8000.
GRAPH No. 5:
Sikkim Manipal University, Distance Education, Bangalore
Page 46
60
54
50
40
27
30
20
10
22
14
11
10
BO
VE
80
00
&A
60
00
-8
0
00
00
-6
0
40
00
20
00
-4
00
0
BASIC PAY
Interpretation:
From the above graph it is clear that majority of the respondents draw Rs. 4000 6000 as
basic pay.
TABLE No. 6:
TABLE SHOWING NUMBER OF INCREMENTS TO EMPLOYERS IN A YEAR
Page 47
No. of Increments
1.
One
27
54
2.
Two
18
36
3.
05
10
Total
50
100
Analysis:
The above table clearly shows that 54% of respondents have only one increment in a
year, 36% of respondents have two and rest 10% of respondents have three and above increments
in a year.
GRAPH No. 6:
Page 48
10%
54%
36%
ONE
TWO
Interpretation:
The graph above clearly shows that most of the employees have only one increment per
year. Majority of the workers are getting only annual increment.
TABLE No.7:
Page 49
Response
No. of respondents
1.
Yes
50
2.
No
Analysis:
By analyzing the table above it can be clearly visualized that all the respondents are
entitled to get bonus.
GRAPH No. 7:
Page 50
0
YES
NO
RESPONSE
NO. OF RESPONDENTS
Interpretation:
From the above graph it is clear that all the respondents are entitled to get bonus. It is a
motivating factor which increases the work efficiency and employee morale.
Page 51
Periods
No. of employees
Percentage
1.
Quarterly
2.
Half yearly
04
3.
Yearly
48
96
Analysis:
The above table shows the response of the employees regarding how according they
receive their bonus. 96% of the employees opinion that they receive bonus yearly and 4% of the
employees have opinion they receive bonus half yearly.
Page 52
0% 4%
96%
QUARTERLY
HALF-YEARLY
YEARLY
Interpretation:
From the above graph it can be observed that the company is giving bonus in yearly
basis.
Page 53
Types
of No. of employees
Percentage
allowances
1.
Conveyance
09
18
allowance
2.
Canteen allowance
50
100
3.
Uniform allowance
12
24
4.
Traveling allowance
35
70
Analysis:
The table indicates that all the respondents receive all canteen allowance, 70% of
respondents receive traveling allowance, 24% of respondents receive uniform allowance and
18% of respondents receive conveyance allowance.
GRAPH No. 9:
Sikkim Manipal University, Distance Education, Bangalore
Page 54
100
NO. OF
EMPLOYEES
IN
PERCENTAGE
80
70
60
50
40
20
18
0
CONVEYANCE
ALLOWANCE
12
24
35
UNIFORM
ALLOWANCE
TYPE OF ALLOWANCES
NO. OF EMPLOYEES
PERCENTAGE
Interpretation:
From the above graph it is clear that all the respondents receive canteen allowance and
most of the respondents receive traveling allowance.
Page 55
Types of benefits
Number of
Percentage
employees
1.
Medical benefits
50
100
2.
Housing benefits
34
68
3.
Educational benefits
07
14
4.
07
14
Analysis:
The table indicates that all the respondents receive medical benefits, 68% receive
housing benefits, 14% receive educational benefits and 14% of respondents receive all the
benefits mentioned in the table.
Page 56
100
68
PERCENTA
50
GE
14
0
PERCENTAGE
14
68
14
14
TYPES OF BENEFITS
Interpretation:
From the above graph it is clear that all the respondents are entitled to medical benefits
and most of respondents are entitled get housing benefit. The company has taken care about
health aspect of workers. It also gives importance for housing facility.
Page 57
No. of employees
Percentage
1.
5 10
16
2.
10 15
10
20
3.
15 20
17
34
4.
20 and above
15
30
Analysis:
The above table clearly shows that 16% of respondents are entitled to 5-10 days of casual
leave in a year, 20% of respondents are 10-15, 34% are 15-20, and remaining 30% of
respondents are entitled to above 20 days of casual leave in a year.
GRAPH No.11:
Page 58
16%
30%
20%
34%
05 TO 10
10 TO 15
15 TO 20
20&ABOVE
Interpretation:
The above graph clearly shows that majority of respondents are entitled to 15-20 days of casual
leave.
Page 59
Response
No. of employees
Percentage
1.
Yes
50
100
2.
No
Analysis:
The table shows that all the respondents receive incentives provided by the organization.
Page 60
0
YES
NO
RESPONSE
Interpretation:
From the above graph it is understandable that all the respondents receive incentives. It
leads to quality work and job satisfaction. The company is compensating properly.
Page 61
Rating
No. of employees
Percentage
1.
Hard work
2.
Productivity
40
80
3.
Efficiency
05
10
4.
Overtime
05
10
Analysis:
The above table indicates the responses regarding. The payment of Incentives to the
employees based on limits. 80% of employees say that incentives are provided on the basis of
productivity and 10% of employees say that it is on the efficiency limit, and 10% of employees
say that it is based on the overtime.
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10%
10%
0%
80%
HARD WORK
EFFICIENCY
PRODUCTIVITY
OVERTIME
Interpretation:
It is clear from the above graph that the company pays incentives to their employees on
the limits of productivity. The company has given more significance for increasing productivity.
Page 63
Response
No. of employees
Percentage
1.
Yes
14
28
2.
No
36
72
Analysis:
The above table shows the response of employees regarding their salary at par with their
education.. 72% of the employees are not satisfied with salary they receive at par with their
education and remaining 28% of the employees are satisfied to that.
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28%
72%
YES
NO
Interpretation:
From the above graph it is clear that more number of employees are not satisfied with
their salary which they receive at par with their education. Majority of the women are dissatisfied
with the prevailing salary structure.
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SL. No.
Response
No. of employees
Percentage
1.
Yes
50
100
2.
No
Analysis:
The above table shows that the response of employees regarding he insurance benefits
provided by the organization. By analyzing the table above it can be clearly visualized that all
respondents are entitled to insurance benefits provided by the organization.
Page 66
100
100
90
80
70
60
PERCENTAG
50
E
40
30
20
10
0
0
YES
NO
RESPONSE
Interpretation:
The graph clearly shows that all the employees are entitled to insurance benefit provided
by the organization. The company has adopted good social security measures. It safeguards the
future of worker.
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Response
No. of employees
Percentage
1.
Yes
50
100
2.
No
Analysis:
The above table indicates that all the respondents receive the gratuity during their
retirement.
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0
YES
NO
RESPONSE
Interpretation:
From the above graph it is clear that all the respondents are entitled to Gratuity payment.
The future of the worker is also secured. It is one of the important social security measure.
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Response
No. of employees
Percentage
1.
Yes
28
56
2.
No
22
44
Analysis:
The table indicates that 56% of respondents receive festival advance and remaining 44%
of respondents do not receive.
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44%
56%
YES
NO
Interpretation:
From the above graph it is understandable that most of the respondents receive festival
advance while only few of employees are not entitled to festival advance.
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SL. No.
Response
No. of employees
Percentage
1.
Yes
50
100
2.
No
Analysis:
The above table indicates that all the respondents receive the ESI and PF facilities. The
company has taken care about the health of the workers and dependents. It safeguards the health
and future of workers.
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100
80
PERCENTA
60
GE OF
EMPLOYE 40
ES
20
0
0
YES
NO
RESPONSE
Interpretation:
From the above graph it is clear that all the respondents are entitled to ESI and PF
facilities.
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Rating
No. of employees
Percentage
1.
Very Poor
01
02
2.
Poor
05
10
3.
Average
18
36
4.
Good
19
38
5.
Very Good
07
14
Analysis:
The above table shows that 38% of respondents have rated their benefits as Good.36% of
respondents have rated it as Average. 14% of respondents have rated it as Very good and 10%
of respondents have rated the benefits provided by the organization as Poor.
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14%
2%
10%
36%
38%
VERY POOR
POOR
AVERAGE
GOOD
VERY GOOD
Interpretation:
From the above graph it is understandable that maximum number of workers rated as
Good and Satisfactory. It means employees are happy about their benefits.
Rating
No. of employees
Percentage
Page 75
1.
Very Poor
00
2.
Poor
09
18
3.
Average
20
40
4.
Good
13
26
5.
Very Good
08
16
Analysis:
The above table indicates that no person are dissatisfied about their present pay structure,
18% of respondents has said their opinion as poor, 40% are in neutral, 26% are good and
remaining 16% are fully satisfied regarding their present pay structure.
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16%
0%
18%
26%
40%
VERY POOR
POOR
AVERAGE
GOOD
VERY GOOD
Interpretation:
The above chart clearly indicates that most of the respondents are satisfied regarding their
present pay structure.
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SUMMARY OF FINDINGS
Most of the respondents belong to the age group of 31-40 and 41-50
On the basis of this survey, it is found that majority of the respondents are working in Spinning
department
Only men workers are working but not a single women worker. So, it is clear that the role of
women workers has deprived.
Majority of the respondents come under the skilled and semi-skilled category of pay structure
On the basis of this survey, it is found that majority of employees are entitled to one increment in
a year
On the basis of this survey , it is found that employees are entitled to 8.33% as bonus per annum
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year
It is found that rate of basic pay contribute to Provident Fund (P.F) by employees is
equivalent to 12%
The employees are entitled to terminal benefits such as insurance benefits, gratuity
payment
Company provide two times of Festival Advance per annum that is, Rs1000 during
Yugadi and Ayuda pooja
Company collects Rs30 from employees and Rs60 from employer should be deducted in
the Decembers salary and total amount will be paid on 15th January to the government
It is found that the organization the main factors in determine wage salary fixation on
government regulation
Majority of the employees are satisfied with the present pay structure
Majority of the employees are satisfied with the benefits provided by the company.
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Page 80
CONCLUSION
This study was an attempt to know about prevailing wage and salary administration in Sona
Synthetics, Bangalore.
Through the study, it has been noticed that the wage and salary administration at Sona
Synthetics, is being handled quite efficiently. Wage and salary administration is concerned with the
financial aspects of needs, motivation and rewards.
The principles of wages and salary administration is fixation of wages ad salaries in a definite
plan which ensures that the differences is pay for job are based upon variations in job requirements,
should be reasonably in line with the prevailing labour market, equal pay for equal work etc.
Considering all these points, at Sona Synthetics, the wage structure is prepared for different levels.
As it is rightly said People do what they do to satisfy some need. Before they do anything they
look forward for reward as pay off.
The compensation package forms an important part as a motivational force. It should be able to:
The various components of remuneration must be reviewed consistently and should be flexible to
meet the expectation of employees. This would lead to increase in productivity and reduces turn over.
At Sona Synthetics, the management is trying its maximum and level best to keep the employees
and workers motivated by giving them various benefit and incentives. In spite of this there is a segment
which is not satisfied with the remuneration. The reason is varying, lack of performance appraisal, lack
Page 81
Thanking you
Yours faithfully,
Vandana Rajgopal
Page 82
1.
2.
3.
4.
GENDER
AGE
DEPARTMENT
DESIGNATION
EXPERIENCE IN SS
Skilled
()
b.
Semi Skilled ( )
c.
Unskilled
()
Between Rs 2000-4000
()
b.
Between Rs 4000-6000
()
c.
Between Rs 6000-8000
()
d.
()
One
()
b.
Two
()
c.
()
Yes
()
b.
No
()
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5.
6.
7.
8.
Quarterly
()
b.
Half yearly
()
c.
Yearly
()
Conveyance allowance
()
b.
Canteen allowance
()
c.
Uniform allowance
()
d.
Traveling allowance
()
e.
()
Medical benefits
()
b.
Housing benefits
()
c.
Educational benefits
()
d.
()
How many days of casual leave are you entitled to, in a year?
- - - - - - -- - - - - - - - - -
9.
10.
Yes ( )
b.
No ( )
Hard work
b.
Productivity
c.
Efficiency
()
()
()
Page 84
12.
13.
14.
15.
16.
17.
Over time
()
Yes ( )
b.
No
()
Yes ( )
b.
No
()
Yes( )
b.
No
()
Yes ( )
b.
No
()
Yes( )
b.
No
()
Yes
()
b.
No
()
Yes( )
b.
No
()
Page 85
19.
20.
Very good ( )
b.
Good
()
c.
Average
()
d.
Poor
()
e.
Very poor ( )
Yes( )
b.
No
()
Very good ( )
b.
Good
()
c.
Average
()
d.
Poor
()
e.
Very poor ( )
Page 86
BIBLIOGRAPHY
SL.NO
01
Name of the
Name of
Year of
author
Publisher
Publication
Human Resource
Cynthia D. Fisher
Biztantra
V edition
Management
2004
James B. Shaw
02
Tata Mc
9th reprint
Personal/
Graw-Hill
2004
Management
Publishing
1997-99
Human Resource
K. Aswathappa
Company ltd
03
04
Personal and
Himalaya
II edition
Human Resource
Publishing
1998
Management
House
Human Resource
A. M. Sarma
Subba Rao
Management
05
Human Resource
Dr. C. B. Gupta
Management
www.sonasynthetics@valliappa.com
Sikkim Manipal University, Distance Education, Bangalore
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