Objectives of the Study: 

• To study the effectiveness of employer branding in creating employee value proposition.
• The strategies of Employers to build Brand through Recruitment and Selection.
• To analyze the perspective of the ex-employees, current employees and prospective employees towards a Software Company.
• To identify the factors that increase job satisfaction of the employees.
• To analyze the factors that make the organization a good brand.
• To provide suggestions and recommendations to enhance the quality of the employer brand.

Scope of Study

• The study was conducted with reference to the ex-employees, current employees and prospective employees of a Software Company.
• The study will act as a catalyst for the organization to make itself a distinguished brand as an employer.
• The study covers almost all the factors that an organization should consider to establish itself as the “Best Employer”.
• The purpose of the study is to understand the preferences of the employees so that the organization will be able to raise its “external customer satisfaction” through “internal customer satisfaction”.

Limitations of the study

• The findings are substantially based on the information given by the respondents and in most cases, subjective bias cannot be totally ruled out.
• This report is purely applicable only to the company in which the project was carried out.
• The opinions of the employees are likely to change in the future as there may be changes in the provision of welfare measures due to the economic conditions.
• Only certain variables that the researcher found to be critical are considered for the study.

Questionnaire

1. 1. Name of the Respondent?
   2. Age of the Respondent?
   3. Qualification of the Respondent?
   4. Existing Employee: Yes No
   5. Came for Interview: Yes No
   6. How do you know about this company
   7. Are you happy with the company Recruitment process?
   8. How do you feel about the interview panel?
   9. Did the Internal meet your expectations?
   10. Are you happy with the salary what you offered from the company?
   11. Did this company Managing fulfill the commitments which are given to you at the time of interview?
   12. How do you come to know about openings in this company?
   13. Do you want to refer more friends to this company?
   14. Did you have the right Designations to this company?
   15. What should be the company’s main source of this company?
   16. Do you think this company spends too much in term of time and cost for the recruitment process?
   17. How do you think about Recruitment and selection procedure in your company?
   18. Does the selection process at this company bring in the right candidate for the right job?
   19. What should be the best recruitment sources according to your preference?
   20. Did you fully know about the company policies before joined this company?
   21. Current Challenges of HR in the Organization
   22. Future challenges of HR in the Organization
   23. Influence of Human Resources in the organization
   24. Methods of recruitment in the organization
   25. Different sources of Recruitment in the Organization
   26. The company preferred forms of attracting the candidates
   27. Different factors considered during the Recruitment
   28. Satisfaction levels of Organizational Infrastructure
   29. Satisfaction towards the information provided during recruitment
   30. Channels through which candidates were informed if selected
   31. Satisfaction towards the feedback given to the applicants

SYNOPSIS

Wellbeing and Welfare is the principle sympathy toward the representatives. Minor ignores may likewise bring about irreversible risks. Consequently, the breakdowns in everyday exercises ought to be checked in each capacity. A domain ought to be made with the end goal that the representatives work courageously, concentrating on their work as opposed to wellbeing issues.

Welfare measures ought to be received by the associations in an approach to take most extreme care of the representative and its family, on the off chance that anything happens. Association ought to make an endeavor to make its partners mindful of all the related issues. This thus will enhance the representative profitability and effectiveness. Hierarchical concentrate on worker security can accommodate higher assurance and profitability in the working environment. This is because of the observation that the organization genuinely thinks about the wellbeing and prosperity of its representatives, consequently making a feeling of pride for the association. Expanded profitability as it connects to wellbeing and resolve is a troublesome metric to gauge, however ground breaking associations understand that it does exist and can in this way legitimize the expenses of their security programs when contrasted with the efficiency benefits that they give.

As opposed to measuring profitability as it identifies with wellbeing, the circuitous expenses of representative wounds are significantly more quantifiable. For instance, a passing or extreme harm at work site can close down a venture for expanded timeframes while it is under scrutiny, and lost time meets lost cash. Also, there is the cost of lost profitability of the influenced representative, expanded protection premiums, cost of supplanting the harmed specialist, cost of preparing the new laborer and potential fines. These expenses can be severe to the point that they may make it hard to run a gainful association. The previously mentioned focuses remain as inspiration elements to attempt the present review. Likewise suitable targets are confined and contemplated utilizing essential and auxiliary information.

This paper highlights the welfare measures taken in the Concrete company, the representatives’ fulfillment level, and to recognize the general nature of work life of the representatives. The Data accumulation was done through calendar. Now and again individual meeting was required at the season of topping off of survey. To examine, the gathered information we utilized basic rate investigation, one way ANOVA and Chi-Square test. Diverse diagrams and charts were attracted to decipher the gathered information.

Topic chosen for the study

My topic for study is “A study on employee safety and welfare measures provided at Concrete company”.

Worker welfare implies anything accomplished for the solace and change of the representatives far beyond the wages paid which is not a need of the business. The essential motivation behind representative welfare is to advance the life of workers and keep them glad. Representatives invest at any rate a large portion of their energy at work or getting to it, or abandoning it. They realize that they add to the association when they are sensibly free from stress and they feel that when they are stuck in an unfortunate situation/issues, they are expected to get something once again from the association. Individuals are qualified for be dealt with as full people with individual needs, trusts and tensions.

I found it interesting to check what measures Concrete company takes to ensure their employee safety and welfare. Hence, I opted for this topic.

Need For the Study

Security and Welfare is the fundamental sympathy toward the representatives in any association. Minor dismisses may likewise bring about irreversible perils. Henceforth, the glitches in everyday exercises ought to be checked in each capacity. A situation ought to be made with the end goal that the representatives work bravely, concentrating on their work instead of wellbeing issues. Welfare measures ought to be received by the associations in an approach to take most extreme care of the representative and its family, in the event that anything happens. Association ought to make an endeavor to make its partners mindful of all the related issues. This thusly will enhance the representative profitability and proficiency. Authoritative concentrate on representative wellbeing can accommodate higher spirit and efficiency in the work environment. This is because of the discernment that the organization really thinks about the wellbeing and prosperity of its representatives, in this manner making a feeling of pride for the association. Expanded profitability as it associates to wellbeing and confidence is a troublesome metric to quantify, however ground breaking associations understand that it does exist and can in this way legitimize the expenses of their security programs when contrasted with the efficiency benefits that they give. As opposed to measuring efficiency as it identifies with wellbeing, the aberrant expenses of worker wounds are considerably more quantifiable. For instance, a passing or extreme damage at work site can close down a venture for expanded timeframes while it is under scrutiny, and lost time measures up to lost cash. Furthermore, there is the cost of lost efficiency of the influenced representative, expanded protection premiums, cost of supplanting the harmed laborer, cost of preparing the new specialist and potential fines. These expenses can be severe to the point that they may make it hard to run a gainful association. The previously mentioned focuses remain as inspiration components to attempt the present review. In like manner fitting goals are encircled and considered utilizing essential and optional information.

Additionally, to realize that whether welfare offices assume a vital part on the working of representatives. Representatives assume a critical part in the mechanical generation of the nation. Subsequently, associations need to secure the participation of workers so as to expand the generation and to acquire higher benefits. The participation of representatives is conceivable just when they are completely happy with their manager and the working conditions at work. Previously, industrialists and the businesses trusted that their lone obligation towards their workers was to pay them agreeable wages and compensations. 

Objectives of the Study

1. To comprehend the consciousness of wellbeing and welfare offices among the workers gave by the association.
2. To discover the use of welfare offices by the workers

3. To discover the level of fulfilment of workers concerning work welfare offices.

Scope of the Study

This survey arrangements to find the satisfaction of the delegates, whether the association is giving basic prosperity, security and welfare measures in Concrete company. The degree of the present audit named” Employee Safety and Welfare Measures” is restricted to Concrete company.

Methodology

Research is customary discourse suggests a request of learning. It can be portrayed as consistent and orderly output for related information on a specific errand. Infact, research is a specialty of coherent examination. The moved learner is registry of back and forth movement English which sets out the significance of research as a careful examination or demand especially through output for new sure nesses in ones pined for branch of data.

Explore philosophy is an approach to efficiently take care of an examination issue. It might be comprehended as a study of contemplating how research is done logically. In research it is the duty of the analysts to uncover the exploration choices and to assess them before they are actualized. The scientist has indicated plainly and definitely, what choices is and why the choice is made, so others can assess it.

Research Design

An exploration configuration is the course of action of conditions for gathering and investigation of information in a way that expects to join pertinence to the examination reason with economy in methodology. The analyst has embraced an unmistakable kind of research, It portrays the qualities of populace or presentation of respond in due order regarding the inquiries like where, when and how identifying with a specific field. The review will exhibit the situation as it exists. This kind of study for the most part knows the past and to anticipate what’s to come. 

Data Collection Method

While managing any genuine issue, clearly information are insufficient and henceforth it gets to be distinctly important to gather information that are proper. Contingent on the wellsprings of data accessible information can be delegated Primary information, Secondary information. Information was gathered specifically from the respondents through polls, individual meetings and exchanges with authorities and supervisor at Concrete company. The reactions of the representatives towards laborer “wellbeing and welfare” measures in the association is examined utilizing fitting factual instruments which can be found in Levin and Rubin (2000). 

Sample Size

The sample size for the study is 100 employees in Concrete company. 

Limitations of the study

The review has the accompanying confinements. Representatives were hard in a rush in perspective of the occupation requests, and thorough work routines. Thus, the scientist needs to induce them for saving time for reacting to the polls and meetings. When he found that the respondents were not ready to invest satisfactory energy for the reason, he needed to demand them to dispense time after the move timing indeed, building up affinity with the respondents represented an issue at first.

OBJECTIVES OF THE STUDY

1. To study the impact of six sigma training program on service quality.
2. To determine the satisfaction levels of the employees on the training program process using six sigma provided to them.
3. To study the gaps in employees effectiveness before and after the six sigma training sessions conducted by the company.
4. To find out measures to improve the quality of six sigma training program to be conducted on future employees.

Six sigma processes in the organization involves a lot of planning and efforts in order to be effective. Moreover, it includes huge costs. In order to know whether the six sigma program has met its objectives or not, the management needs to calculate its effectiveness. 

SCOPE OF THE STUDY

The study focuses on how the six sigma programs are being conducted in the organization and what is their effectiveness in improving the service quality.

The study being conducted on the six sigma methods followed by an organization, the scope is limited to one organization and its employees. The study collects the responses of the employees in the IT Companies at Hyderabad regarding their perceptions, satisfaction levels and impact on them.

The study focuses on the following factors in order to bring out the effectiveness of Six sigma.

1. Frequency of the Six sigma programs
2. Duration of the programs
3. Selection criteria
4. Feed back
5. Objectives of the programs
6. Support to the trainees
7. Confidence level of trainees
8. Relevancy of programs to individual needs
9. trainer’s theoretical knowledge
10. Level of freedom to the trainee

HYPOTHESIS:

Hypothesis 1:

Null hypothesis: There is no effectiveness of the training program using six sigma conducted by the company.

Alternative Hypothesis: There is a effectiveness of the training program using six sigma conducted by the company.

Hypothesis 2:

Null hypothesis: There is no significance impact of six sigma training program on the service quality.

Alternative hypothesis: There is a significance impact of six sigma training program on the service quality

Hypothesis 3:

Null hypothesis: There is no significance satisfaction levels of the employee on the training program using six sigma provided to them.

Alternative hypothesis:  There is a significance satisfaction levels of the employee on the training program using six sigma provided to them.

Hypothesis 4:

Null hypothesis: There is no significance whether employees are aware about their responsibilities and authorities in training program on six sigma or not.

Alternative hypothesis: There is a significance whether employees are aware about their responsibilities and authorities in training program on six sigma or not.

Sampling Design:

Sampling involves the procedures that use a small number of units of population to make conclusion regarding the whole population. The sampling design to be followed in this study is as follows.

1. Sample frame: The sampling frame IT from among the employees working in IT Companies.
2. Sample units: The employees working in IT Companies form part of the sample units.
3. Sampling method: The simple random sampling method used to select the respondents
4. Sample size: The sample size is limited to 100 employees working at IT Companies. 

The following companies IT taken as sample

The 20 The staff working in HR department of five selected IT companies such as TCS, Infosys, Tech Mahindra, IBM and Wipro form part of the Sampling units.

Data collection

The study is based mainly on primary data.

• Primary data sources:

Primary data IT collected through the issue of questionnaire to the employees working at IT Companies.

• Secondary Sources:

Secondary data is the data that collect from the historical/existing sources of data as databases, journals such as Articles, Journals, Magazines and Quality Management Text books, articles, research reports, websites related to six sigma and employees training methods.

Data Analysis: The data analysis IT done using suitable tables, charts, graphs, percentages and other suitable tools.

LIMITATIONS OF THE STUDY

1. The study was done on  five  selected IT companies in Hyderabad
2. The study is  limited for a period of one month
3. The views and opinions of the respondents may change over the period of time
4. The approach to six sigma training program may vary from company to company

DIRECTIONS FOR FURTHER RESEARCH:

The study can be further extended by including all the factors which are directly or indirectly affect the Six sigma. The company wants employees to be efficient in their approach in dealing with the customers. This study is a torch bearer for the upcoming  management students academicians and companies to know the application of six sigma in training programs undertaken by the company. This research has further scope in dealing with quality control programs on human resources of the company.

CHAPTER IV

DATA ANALYSIS AND INTERPRETATION

 How long have you been working in the current organization?

1. Less than 6months
2. 6-12months
3. 1-2yrs
4. 2-5yrs
5. Above 5yrs

INTERPRETATION: From the above graph, we can notice that 28 respondents has been working in between 1 – 2 years, 26 respondents in between 2 – 5 years, 19 respondents above 5 years, 15 respondents 6 – 12 months and the remaining 12 respondents are less than 6 months.

How times has your organization  undergone six sigma as of now?

1. Once
2. 2 to 5 times
3. 5 to 10 times
4. More than 10 times

INTERPRETATION: From the above graph, we can notice that 46 respondents has undergone Six sigma in between 5 – 10 times, 25 respondents attended in between 2 – 5 times, 15 respondents attended only one time and 14 respondents attended more than 10 times.

What is the frequency of the Six sigma programs in your organization?

1. Frequent
2. Regular
3. Occasional
4. Rare
5. Never

INTERPRETATION: From the above graph, 44 respondents as occasionally, 32 respondents as rarely, 16 respondents are regular, 6 respondents as frequently while 2 respondents that they never had a Six sigma programs in their organization.

Have you undergone any Six sigma in the last year?

1. Yes
2. No

INTERPRETATION: Among 100% respondents, 88% of the employees had undergone Six sigma in the last year 12 respondents are not undergone.

What is the duration of the Six sigma you have undergone?

1. A week
2. A month
3. 1-3 months
4. 3-6 months
5. More than 6 months

INTERPRETATION: From the above graph, we can notice that 46 respondents has undergone Six sigma for 1 – 3 months, 22 respondents for 3 – 6 months, 14 respondents for a month, 10 respondents for more than 6 months and the remaining 8 respondents for a week.

What types of Six sigma have you undergone till now?

1. On the job Six sigma
2. Off the job Six sigma
3. Both

INTERPRETATION: According to the pie chart, it is observed that 49% has gone for off the job Six sigma and 16% has undergone on the job Six sigma while 25% has taken both the Six sigma.

What is your level of satisfaction with the duration of Six sigma programs?

1. Highly satisfied
2. Satisfied
3. Neither satisfied nor dissatisfied
4. Not satisfied
5. Not at all satisfied

INTERPRETATION: Majority of the respondents are positive towards the duration of the Six sigma programs. 36 employees are satisfied with the duration of Six sigma programs and 23 employees are highly satisfied. 15 employees are neither satisfied nor dissatisfied and remaining 26 employees are not satisfied with the same.

What is the selection criterion for Six sigma?

1. By the department
2. By the superior
3. By the company
4. Don’t know

INTERPRETATION: According to the graph, 42 respondents has chosen the selection criteria for Six sigma by the department, 25  respondents  by the superior, 21 respondents by the company and the remaining 12 respondents don’t know about the selection criterion for Six sigma.

Do you get trained periodically in six sigma methods on quality ?

1. Yes
2. No

INTERPRETATION: From the above chart, it is observed that 68% of the respondents will not train regularly while only 32% IT given Six sigma regularly.

Are you aware about the Six sigma objective which is being selected?

1. Yes
2. No

INTERPRETATION: According to the pie chart, 73% of the respondents are aware of the Six sigma objective while 27% of the respondents are not aware of the Six sigma objective.

Is your feedback on Six sigma modules considered by the management?

1. Yes
2. To some extent
3. No
4. Not aware of

INTERPRETATION: According to the pie graph, only 38% of the feedback on Six sigma module has been considered by the management, 34% to some extent. The remaining 28% feedback has put-off.

Does Six sigma help you in improving skills and tactics for effective execution of job?

1. Yes
2. To some extent
3. No

INTERPRETATION: Six sigma is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. According to the graph, only 68% of the respondents are benefited through the Six sigma program, 26% of the respondents to some extent. The remaining 6% did not gain any skills through the Six sigma program.

What is the support you receive from your immediate reporting officer in the form of feedback while implementing Six sigma inputs?

1. Good
2. Moderate
3. Poor
4. No support at all 

INTERPRETATION: According to the graph, 46 respondents received good support from immediate reporting officer, 36 respondents get moderate support. The remaining 18 respondents did not receive any support for the immediate reporting officer.

How much does Six sigma help in your knowledge development?

1. Greatly
2. To some extent
3. A little bit
4. Not at all

INTERPRETATION: According to the survey, the Six sigma and development program is productive only for 100 respondents in which 24 respondents feel greatly and 42 respondents to some extent. A little bit of knowledge was gained by 26 respondents and for the remaining 8 respondents it is waste of time and worth.

What is your confidence level to face any higher responsibility after the Six sigma?

1. Highly confident
2. Confident
3. Some confident
4. Less confident
5. No change in confidence level

INTERPRETATION: According to the graph, the Six sigma helped for 81 respondents to face any higher responsibility person in the organization. 10 respondents are somewhat confident and for remaining 9 respondents the level of confidence is same as before the Six sigma.

Your opinion about the relevancy of course syllabus (or Six sigma topics)

1. Much relevant
2. Relevant
3. A little bit relevant
4. Not at all relevant
5. Can’t say

INTERPRETATION: According to the graph, 21 respondents are much relevant, 35 respondents are relevant, 29 respondents are a little bit relevant with the Six sigma topics. For remaining 15 respondents the course syllabus/Six sigma topics are irrelevant.

What are the facilities provided during Six sigma?

a.LCD

b.OHP

1. Books
2. Audio
3. Any other

INTERPRETATION: According to the graph, 15 respondents are trained with LCD, 13 respondents with Audio,12 respondents with OHP, 5 respondents with books and the remaining 55 respondents with other facilities.

What is your level of satisfaction on the facilities provided during Six sigma?

1. Highly satisfied
2. satisfied
3. Neither satisfied nor dissatisfied
4. Not satisfied
5. Not at all satisfied

INTERPRETATION: According to the graph, 39 are highly satisfied and 30 are satisfied with the facilities provided during the Six sigma. Only 13 respondents are dissatisfied with the facilities provided during the Six sigma. The remaining 18 respondents showed a neutral response

How is the trainer’s theoretical knowledge?

1. Excellent
2. Fair
3. Good
4. Satisfactory
5. Poor

INTERPRETATION: From the above graph, it is noticed that except 3 respondents the remaining respondents are satisfied with the theoretical knowledge of the trainer’s.

Are you satisfied with the relevant examples during Six sigma?

1. Highly satisfied
2. Satisfied
3. Neither satisfied nor dissatisfied
4. Not satisfied
5. Not at all satisfied

INTERPRETATION: Half of the respondents are satisfied with the relevant examples used during the Six sigma period while 17 are dissatisfied with the relevant examples used during the Six sigma period. The remaining 28 respondents showed a neutral response.

How did you feel about the freedom given to you in expressing and clarifying doubts?

1. Fair
2. Good
3. Satisfactory
4. Not satisfactory
5. No freedom at all

INTERPRETATION: According to the graph, 38 respondents feel satisfied, 29 respondents feel good and 18 respondents feel as fair with the freedom given in expressing and clarifying the doubts by the trainer. The remaining 15 feel that they have not given enough freedom to express and to clarify.

What is your level of satisfaction of the reading material provided to you during the Six sigma period?

1. Highly satisfied
2. satisfied
3. Neither satisfied nor dissatisfied
4. Not satisfied
5. Not at all satisfied

INTERPRETATION: Among the respondents, 45 respondents are not satisfied with the reading material provided during the Six sigma period only 25 respondents are satisfied with the reading material. The remaining 30 respondents showed a neutral response.

According to you, what is the level of effectiveness of Six sigma conducted in your organization?

1. Highly effective
2. Highly ineffective

INTERPRETATION: According to the graph, 16 respondents feel highly effective, 32 respondents feel moderately effective, 24 respondents feel neutral, 17 respondents feel as less effective and 11 respondents are not all effective regarding the Six sigma program conducted in the organization.

FINDINGS, SUGGESTIONS & CONCLUSION:

 FINDINGS

1. About 53 % of respondents are very much satisfied with duration of the training program 15 employees are neither satisfied nor dissatisfied and remaining 26 employees are dissatisfied with duration consensus.
2. According to the survey, 42% respondents has chosen the selection criteria for Six sigma by the department, 25 respondents  by the superior, 21 respondents by the company and the remaining 12 respondents don’t know about the selection criterion for Six sigma
3. out of 100 respondents, majority of employees do not train regularly while only 32% IT given Six sigma regularly
4. Six sigma is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. According to the graph, only 68% of the respondents are benefited through the Six sigma program, 26% of the respondents to some extent. The remaining 6% did not gain any skills through the Six sigma program
5. out of 100 respondents, 82% of respondents extend their good support in reporting to their immediate officer. The remaining 18 respondents did not receive any support for the immediate reporting officer.
6. about 64% of respondents feel that development program is productive  . A little bit of knowledge was gained by 26 respondents and for the remaining 8 respondents it is waste of time and worth.
7. As per the survey, the Six sigma helped for 81 respondents to face any higher responsibility person in the organization. 10 respondents are somewhat confident and for remaining 9 respondents the level of confidence is same as before the Six sigma.
8. majority of respondents are satisfied with the facilities provided during the Six sigma. Only 13 respondents are dissatisfied with the facilities provided during the Six sigma. The remaining 18 respondents showed a neutral responds.
9. 48 respondents take effective stand towards poll, 24 respondents feel neutral, 17 respondents feel as less effective and 11 respondents are not all effective regarding the Six sigma program conducted in the organization.
10. 15 respondents are trained with LCD, 13 respondents with Audio,12 respondents with OHP, 5 respondents with books and the remaining 55 respondents with other facilities.

 SUGGESTIONS

1. organization need to use number of measurement and approaches to establish current performance.
2. organization need to use appropriately a number of basic analysis tools and techniques to establish the root cause of a problem.
3. Understand key lean concepts and tools, when and how to apply them to drive improvements
4. Recognize the difference in approach and techniques for incremental and redesign improvement strategies and know how to decide on the correct approach.
5. Establish ongoing process controls and process governance structures
6. Decisions in my department are made with the input from people who IT affected by the decision
7. By this study we can suggest to use Value Stream Mapping to show the linkage between merits and worth in training
8. There can be projects like creating self-learning and evaluation modules for the employees
9. It is recommended that the whole population of trainers in the department undergo a survey tackling on issues of morale and how they feel things can change for the better

CONCLUSION

A study on employee training using six sigma approach at IT Companies.  It comprises of a dynamic and enthusiastic team determined to accomplish the vision of the companies long term and short term goals.

An organization needs to frame its policies in a way that they are accepted by its internal customers and  there by achieve higher turn productivity.

Employee training program at different levels in the organization depends upon the experience of the employee considering there feedback at various levels  in the organization six sigma helps us in achieving  required standards for the organization in short period.

Therefore, employee training program using six sigma is of much essence in an organization and it has considerable impact on the performance and the top management should also take care of various measures and strategies to enhance the employee training program.

Questionnaire for employee safety and welfare measures:

The Student is doing final year M.B.A .as a part in fact of his research activity .“The student is doing a groundwork and had taken a study on employee safety and welfare measures in an organization”.

Note: please tick mark the option you feel is most appropriate as per the following.

Mark your experience with the company employee safety and welfare measures?

1. Gender:

Male:
Female:

2. Educational qualification:

Hsc:
Sslc:
Diploma:
Graduate:

3. WORK EXPERIENCE:

BELOW 1 YEAR
1-2 YEARS
2-4 YEARS
4 YEARS AND ABOVE

Section: 2

1. From how long you are functioning with this Organization?

a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. Over 15 Years

2. How do you rate the Working Environment of the Organization?

a. Exceptionally Satisfactory
b. Agreeable
c. Averagely Satisfactory
d. Dissatisfactory
e. Exceptionally Dissatisfactory

3. How do you rate the health advantages gave by the Organization to the workers and their families?

a. Exceedingly Satisfactory
b. Tasteful
c. Normal
d. Dissatisfactory
e. Profoundly Dissatisfactory

4. Does the organization give maternity leave to Female Employees?

a. Yes
b. No

5. How do you rate the working Hours of the Organization?

a. Very Satisfactory
b. Acceptable
c. Normal d. Dissatisfactory
e. Very Dissatisfactory

6. How do you rate the sitting course of action of the Organization?

a. Exceedingly Satisfactory
b. Tasteful
c. Normal
d. Dissatisfactory
e. Exceedingly Dissatisfactory

7. How do you rate the Conveyance Allowance offered by the Organization?

a. Very Satisfactory
b. Acceptable
c. Normal d. Dissatisfactory
e. Very Dissatisfactory

8. Rate the Overtime stipend offered by the Organization?

a. Very Satisfactory
b. Acceptable
c. Normal d. Dissatisfactory
e. Very Dissatisfactory

9. How do you rate leave approach of the Organization?

a. Exceptionally Satisfactory
b. Palatable
c. Normal
d. Dissatisfactory
e. Exceptionally Dissatisfactory

10. Do you get customary additions?

a. Yes
b. No

11. does the Organization offers an adequate number of toilets?

a. Yes
b. No

12. Rate the bottle administrations gave by the association.

a. Profoundly Satisfactory
b. Attractive
c. Normal
d. Dissatisfactory
e. Profoundly Dissatisfactory

13. Rate the Restroom and lounge office to the representatives?

a. Profoundly Satisfactory
b. Attractive
c. Normal
d. Dissatisfactory
e. Profoundly Dissatisfactory

14. Does working in the association give you a sentiment security?

a. Yes
b. No

15. Does the organization take wellbeing measures for representative security?

a. Yes
b. No

16. Do you think worker welfare exercises of the Organization give a sentiment security and enhance your execution?

a. Yes
b. No

17. Rate the general fulfillment with representative welfare exercises of the Organization?

a. Exceedingly Satisfactory
b. Agreeable
c. Normal
d. Dissatisfactory
e. Exceedingly Dissatisfactory