international journal of basic and … in diesel locomotive works (dlw), varanasi sanaya khanna...

INTERNATIONAL JOURNAL OF BASIC AND APPLIED RESEARCH

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277 Received: 5 December Revised: 13 December Accepted: 22 December Index in Cosmos January 2018 Volume 8 Number 1

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Satisfaction assessment of employees with the employee welfare and social security

benefits in Diesel Locomotive Works (DLW), Varanasi

Sanaya Khanna

Human resource management

Senior research fellow

Faculty of commerce

Banaras Hindu University

Abstract: The main focus of the study is to assess the satisfaction of employees with the employee

welfare and social security benefits. The study being both exploratory and descriptive in nature,

conducted in Diesel Locomotive Works (DLW), a production unit of Indian Railways, situated in

Varanasi, uses primary data collected through a structured questionnaire consisting of 80 items

under 14 employee welfare variables and 5 social security variables. Using sampling adequacy

formula of Yamane (1967), 375 respondents belonging to „C‟ and „D‟ cadre (workshop and artisan

staff), have been taken from 6030 employees through proportionate stratified random sampling

method which were rounded off to 400 employees. Mean scores and Standard deviation have

been used for the analysis. Consisting large number of variables, the study provides a deep

understanding to the administration of DLW and other stakeholders that what is the level of

welfare and social security benefits provided to the employees of DLW and where the

improvement is needed in order to enhance their satisfaction with such benefits.

Keywords: Diesel Locomotive Works, Employees, Employee Welfare,Indian Railways,

Satisfaction, Social Security Benefits.

Introduction

Employees‟ today are playing a lead role along with business functions in creating the necessary

momentum and internal capabilities (Martin, 2012). Effective human resource systems lead to a

proper induction and training system. Proper utilization of people through good placement

ensures their retention in the organization. Organizations thus make sure that good people are

inducted, placed and retained in the company through innovative remuneration packages. The

appraisal system lays focus on objective assessment of performance, training and development

needs. Thus, one main factor of effective human resource management and development is to

develop people continuously and recognize the importance of the human side of the enterprise to

improve profitability, productivity, quality and better competitiveness. Human Resources are the

key to sustained profitability and future growth and efficient results can only be achieved through

people. Every organization hires people to carry the work which needs a Human Resource Policy

to be integrated into Human Resource Management (Dudeja, 2006). A leader‟s primary

responsibility is to develop people and enable them to reach their full potential. Your people may

come from diverse backgrounds, but they all have goals they want to accomplish. Create a

„people environment‟ where they truly can be all they can be (Martin, 2012). With regard to the

welfare and social security benefits offered to employees by the organizations, it has been

embarked upon by the Executive Vice President of Starbucks, Mr. Dave Pace long ago, “We‟re

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not giving these benefits to employees because we‟re a successful company. We‟re successful

because we‟re giving to our people.” (Jackson, Schuler, & Werner).

Welfare work refers to the adoption of measures for the employees which aim at greater

identification of the employees with the organization he works, making him feel more attached

and “at home” in his workplace. In simple terms, employee welfare measures can be described

as the proposal of amenities and facilities made by the employer, over and above what is

necessary for production. Amenities include congenial working environment to the employee

than Factories Acts command, adequate canteens, rest and recreation facilities, sanitary facilities

and medical treatment, education, advice on legal matters, social clubs, pensions and other

measures which contribute to improve the conditions under which employee is employed. Most of

the welfare amenities are conducive to the health, safety and efficiency of the worker and work

towards attracting and attaching him. (Florence, 2003)The Committee on Employee Welfare,

appointed by the Government of India in 1969, had remarked, “Employee welfare introduces the

extra dimension to industrial relations which even a satisfactory wage cannot provide, and it

expresses the human interest an enlightened employer has in the well being and contentment of

the people who work for him.” (Ramrakhiani, 1978)

Social Security on the other hand According to Dr. Chang, Kyong- Shik, Republic of Korea,

“is the most befitting and remarkable system devised by mankind to achieve the goal of a welfare

state based on human dignity, social solidarity and equal opportunity” (Venkatachalam L. , 1992).

Sir William Beveridge defined, “The term „Social Security‟ is used to denote the security of an

income to take the place of earnings when they are interrupted by unemployment, sickness or

accident, to provide for retirement through age, to provide against loss of support by the death of

another person and to meet exceptional expenditures, such as those concerned with birth, death

and marriage”. (Beveridge, 1942)

Objectives

The objective of the study can be divided into two sub- objectives:

1. To assess the satisfaction of employees on employee welfare benefits provided in DLW,

Varanasi.

2. To assess the satisfaction of employees on social security benefits provided in DLW,

Varanasi.

Coverage, scope and data collection

The present study is an attempt to make an enquiry into the various facets of employee welfare

and social security benefits in DLW, Varanasi. The study has taken fifty seven variables of

employee welfare benefits like hygienic conditions, availability of first- aid boxes, quality of food,

size of shelters and rest rooms, roles and duties performed by welfare officers, rest intervals in

the entire day, etc. These all 57 variables have been categorized into fourteen different factors- 1)

Urinals and Bathrooms; 2) First- aid Appliances; 3) Canteen Facilities; 4) Shelters, Rest Rooms and

Lunch Rooms; 5) Crèches; 6) Welfare Officers; 7) Working Hours; 8) Leave Facilities; 9) Medical

Facilities; 10) Housing Facilities; 11) Educational Facilities; 12) Transport Facilities; 13) Sports and

Recreational Facilities; and 14) Other Welfare Facilities.The study has also taken twenty three

variables of social security benefits like procedure of provident fund scheme, time taken by the




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organization for the disbursement of pension amount, time taken by the organization in

sanctioning of maternity leave etc. These 23 variables have been categorized into five factors- 1)

Provident Fund Benefits; 2) Pension Benefits; 3) Compensation Scheme Benefits; 4) Maternity

Benefits; and 5) Gratuity Benefits.

The research work is intended to carry out the study in Diesel Locomotive Works (DLW),

Varanasi which is one of the largest public sector unit in Uttar Pradesh and one of the biggest

employers of industrial workers in the country belonging to Indian Railways, employing 6204

people in different capacities.

Two kinds of data were collected for the study: (a) Secondary data from the relevant

books, research papers, and other websites. Data about DLW is has been collected from the

Annual reports, official website and other handouts of DLW; and (b) Primary data through

structured questionnaire and non- structured interviews which were held with the Group C and D

staff in DLW. The questionnaire was based on a 5 point likert scale ranging from 1 to 5 where, 1

being highly dissatisfied and 5 being highly satisfied and for measuring different variables,

nominal and ordinal scale has been used.

The sample

The whole population of the DLW comprises of 6204 employees which include 174 employees in

the Officers‟ Cadre (Group A & B) and 6030 employees as Workshop and Artisan Staff (Group C &

D) (as per the data provided by Administrative Office, DLW up to 31st March, 2015 (Diesel

Locomotive Works, 2015). For the purpose of research study, only the workshop and artisan staff

has been considered i.e. Group C & Group D staff. Yamane’s formula (1967) has been used to

determine the minimum sample size which assumes a degree of variability (i.e. proportion) of 0.5

and a confidence level of 95%. The formula, when applied gives a sample size of 375 employees.

Further, proportionate stratified random sampling has been used to distribute the sample

employees among different departments of the unit. Table 1 shows the size and composition of the

sample.

Table 1 Size and composition of the sample

Serial

No.

Name of the

Department

Total number of

employees

Percentage to

total employee

strength in DLW

Total Sample

Size

1 Administrative +School 247 4.0 16

2 Accounts 246 4.0 16

3 Electrical 730 12.0 48

4 Civil Engineering 390 6.5 26

5 Mechanical 3376 56.3 225

6 Medical 106 1.8 7

7 Personnel 142 2.3 9

8 Security 220 3.8 15

9 Stores 573 9.5 38

Total 6030 100.0 400

Source: Official Records of DLW




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Nine items were identified as personal factors on which the employees of DLW have been

analyzed. These were Name of the Department in which employed; Gender; Marital Status; Age;

Educational Qualifications; Residential background; Family Pattern; Number of family members;

and Work Experience. Table 2 presents the percentage distribution of respondents on the basis of

these socio- personal characteristics.

Table 2 Percentage distribution of respondents according to their socio- personal

characteristics

Characteristic Percentage

Name of the Department

Accounts 4.0

Administrative + School 4.0

Civil Engineering 12.0

Electrical 6.5

Mechanical 56.2

Medical 1.8

Personnel 2.3

Security 3.8

Stores 9.4

Gender

Male 94.0

Female 6.0

Marital Status

Married 85.5

Unmarried 14.5

Age Group (in years)

18-25 4.75

26-35 34.0

36-45 30.25

46-55 20.0

56 years and above 11.0

Educational Qualification

High School 3.0

Intermediate 16.75

Graduate 55.0

Post graduate 20.5

Above Postgraduate 4.75

Residential Status

Rural 44.75

Urban 55.25

Family Pattern




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Joint 33.0

Nuclear 67.0

Number of Family Members

2 13.5

3 26.0

4 27.5

5 19.75

More than 5 13.25

Work Experience

0-5 years 16.75

6-10 years 24.25

11-15 years 19.75

More than 15 years 39.25

Source: Primary Data

Data Analysis

The data were analyzed to know the satisfaction of employees on employee welfare and social

security benefits. All the fourteen factors under employee welfare benefits and five factors under

social security benefits were tested for reliability and found to be internally consistent with

coefficient alphas of 0.84 (urinals and bathrooms), 0.92 (first- aid appliances), 0.74 (canteen

facilities), 0.87 (shelters, rest rooms and lunch rooms), 0.92 (crèches), 0.86 (welfare officers), 0.79

(working hours), 0.87 (leave facilities), 0.88 (medical facilities), 0.85 (housing facilities), 0.80

(education facilities), 0.96 (transport facilities), 0.74 (sports and recreational facilities), 0.78 (other

welfare facilities), 0.90 (provident fund benefits), 0.88 (pension benefits), 0.89 (compensation

scheme benefits), 0.81 (maternity benefits) and 0.96 (gratuity benefits). To assess the satisfaction

of employees on different variables under employee welfare and social security benefits,

descriptive statistics i.e. mean satisfaction score and standard deviation were used.

Scale developed by Pearson and Seiler (1983):A scale developed by Pearson and Seiler (1983)

has been employed for the purpose of analyzing results. As per this scale, mean score below 3.50

are considered to be more on the “dissatisfied” side of the five point “satisfaction” to

dissatisfaction” scale and mean score above 3.50 are considered to be more on the “satisfied”

side of the five point “satisfaction” to “dissatisfaction” scale.

Results and Discussion

Table 3 Employees’ Satisfaction on Employee Welfare Benefits

Dimensions and Items Mean Standard

Deviation

0verall

Mean

Score

Standard

Deviation

Urinals and Bathrooms 3.75 0.67

Supply of water 3.74 0.77

Hygienic conditions 3.60 0.83




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Maintenance 3.76 0.80

Lighting and Ventilation 3.90 0.81

First- Aid Appliances 3.40 0.83

Availability of first- aid boxes 3.51 0.93

Sufficiency of contents and medicines

inside the first- aid boxes 3.33 0.95

Number of first- aid boxes 3.35 0.88

Canteen Facilities 3.78 0.63

Quantity of food being served 3.76 0.74

Quality of food 3.72 0.83

Rates of the food items 3.80 0.63

Hygienic conditions of food items 3.77 0.83

Drinking water arrangement 3.84 0.82

Shelters, Rest Rooms and Lunch

Rooms

3.71 0.68

Size of shelters, rest rooms and lunch

rooms 3.59 0.83

Provision of furniture in shelters, rest

rooms and lunch rooms 3.67 0.79

Lighting and ventilation 3.87 0.72

Creches 3.34 0.73

Sanitary conditions 3.42 0.78

Trained women staff for children 3.32 0.83

Availability of milk and refreshments 3.27 0.85

Welfare Officers 3.62 0.67

Roles and Duties performed by

Welfare Officers 3.60 0.75

Inspection Intervals 3.66 0.74

Number of welfare officers 3.61 0.78

Working Hours 3.75 0.59

Daily and Weekly Hours of work 3.87 0.65

Intervals for rest in the entire day 3.78 0.75

Extra wages for overtime 3.60 0.73

Leave Facilities 3.92 0.69

Weekly and Compensatory holidays 3.93 0.65

Earned leave 3.90 0.63

Sick leave 3.91 0.72

Casual leave 3.89 0.66

Leave with pay 3.86 0.71

Medical Facilities 3.70 0.62




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Medical facilities provided by

Hospitals and Health centres 3.78 0.78

Ambulance facilities 3.68 0.74

Availability of medicines 3.69 0.71

Emergency aid 3.74 0.78

System of re- imbursement 3.65 0.86

Housing Facilities 3.99 0.61

Water Supply 4.08 0.66

Electricity facility 4.18 0.76

Security 3.88 0.96

General Maintenance of houses and

its surroundings 3.80 0.83

Communication (Postal and Phone) 4.00 0.71

Education Facilities 3.81 0.51

Educational Assistance 3.82 0.67

Teaching Quality 3.92 0.67

Re- imbursement of tuition fees 3.89 0.65

Maintenance of schools 3.77 0.70

Supply of books and uniforms to

children 3.67 0.73

Transport Facilities 3.33 0.83

Number of buses 3.27 0.97

Coverage of bus facilities 3.32 0.86

Regularity of buses 3.44 0.87

Maintenance of buses 3.31 0.91

Sports and Recreational Facilities 3.76 0.54

Clubs and Cinema Halls 3.98 0.61

Sports facilities 3.95 0.78

Tours/ Picnic for employees and their

families 3.68 0.81

Leave Travel Concession (LTC) 3.54 0.78

Handicraft centres/ Vocational

training centres 3.65 0.77

Other Welfare Facilities 3.54 0.61

Grants- in- aid 3.55 0.71

Cooperative Societies and Credit

Banks 3.59 0.68

Consumer Cooperative Stores 3.45 0.85

Supply of uniforms and shoes to

employees 3.57 0.89




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Total Mean Satisfaction 3.67


Table 4 Employees’ Satisfaction on Social Security Benefits

Dimensions and Items Mean Standard

Deviation

Overall

Mean

Score

Standard

Deviation

Provident Fund Benefits 3.68 0.66

Clarity in the procedure of

Provident Fund Scheme 3.72 0.83

Ease in the procedure of

withdrawal of EPF Deposit 3.66 0.86

Settlement of Claims by the

Implementation Machinery 3.67 0.76

Time Taken for the settlement of

claims 3.64 0.78

Benefits provided under the

Deposit Linked Insurance Scheme 3.73 0.69

Working of Provident Fund Officer 3.65 0.76

Pension Benefits 3.69 0.68

Clarity in the procedure of Pension

Scheme 3.66 0.82

Implementation of advance

settlement 3.67 0.86

Time taken by the organization for

the disbursement of pension

amount

3.70 0.76

Benefits provided under the Family

Pension Scheme 3.68 0.72

Functioning of Pension Sanctioning

Authorities 3.74 0.77

Compensation Scheme Benefits 3.67 0.65


Workmen's Compensation Scheme 3.73 0.78

Time Taken for the settlement of

claims by the organization 3.62 0.83

Disposal of cases of injuries

involving death 3.71 0.86

Ease in the revision of periodical

payments 3.62 0.78




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Relief Assistance provided under

the Death Relief Assistance Scheme 3.70 0.87

Functioning of Workmen's

Compensation Commissioner 3.67 0.77

Maternity Benefits 3.77 0.77


Maternity Benefit Scheme 3.70 0.85

Procedural formalities involved in

availing maternity benefits 3.74 0.83

Time taken by the organization in

sanctioning of maternity leave 3.86 0.87

Gratuity Benefits 3.77 0.68

Clarity in the procedure of Gratuity

Benefit Scheme 3.76 0.69

Procedural formalities involved in

availing gratuity 3.72 0.77

Time taken by the organization for

the payment of gratuity 3.84 0.72

Total Mean Satisfaction 3.72


Summary of Major Findings

Satisfaction Assessment of Employees on Employee Welfare Benefits (as reported in Table

3)

i. The mean score for four (4) items (Supply of water; Hygienic conditions; Maintenance;

Lighting and Ventilation) on Urinals and Bathrooms (Dimension 1- Employee Welfare

Benefits) ranged from 3.60 to 3.90. The highest mean score among the items was „Lighting

and Ventilation‟ which indicates that employees were 78% satisfied with this item. The

lowest mean score was of the item „Hygienic Conditions‟ which shows a satisfaction of

72% with the item. The other two items i.e. „Supply of Water‟ and „Maintenance‟ show a

satisfaction of 74.8% and 75% with the items.

ii. The second dimension of Employee Welfare Benefits that is First- Aid Appliances scored

mean within the range of 3.33 to 3.51. Among the three (3) items, „Availability of first- aid

boxes‟ had the highest mean score with a satisfaction of 70.2% with the item. The other

two items that is „Sufficiency of contents and medicines inside the first- aid boxes‟ and

„Number of first- aid boxes‟ shows somewhat equal percentage satisfaction of 66.6% and

67% respectively.

iii. Under the dimension Canteen Facilities, the mean scores were from 3.72 to 3.84. The

highest mean scored by the item „Drinking Water Arrangement‟ explains that employees

were 76.8% satisfied with this item. The second highest mean score was of the item „Rates

of the food items‟ with 76% satisfaction. The lowest mean score indicates that employees

are 74.4% satisfied with the quality of food being served to them in canteens. The mean




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scores of other two items „Quantity of food being served‟ and „Hygienic conditions of food

items‟ indicate a satisfaction of 75.2% and 75.4 % respectively.

iv. Shelters, Rest Rooms and Lunch Rooms as the fourth dimension shows that the employees

were most satisfied with the item „Lighting and Ventilation‟ i.e. 77.4% and least satisfied

with „Size of shelters, rest rooms and lunch rooms‟ i.e. 71.8%. The third item „Provision of

furniture in shelters, rest rooms and lunch rooms‟ implies 73.4% satisfaction.

v. The three (3) items of the fifth dimension of Employee Welfare Benefits that is „Sanitary

Conditions‟, „Trained women staff for children‟, and „Availability of milk and refreshments‟

signifies that the employees are most satisfied with the sanitary conditions of creches that

is 68.4% and least satisfied with the availability of milk and refreshments that is 65.4%.

Employees reported being 66.4% satisfied with the women staff appointed for children in

the crèches.

vi. The mean scores for three (3) items on the sixth dimension of Employee Welfare Benefits

that is Welfare Officers ranged from 3.60 to 3.66. The item that scored the highest mean

was „Inspection Intervals‟ while the lowest mean score was the „Roles and Duties

performed by Welfare Officers‟ indicating a satisfaction percentage of 73.2 and 72%

respectively with the items. The „Number of welfare officers‟ had the score of 3.61 (72.2%

satisfaction).

vii. Under the seventh dimension of Employee Welfare Benefits that is Working Hours, the

mean scores varied from 3.60 to 3.87. The item „Daily and Weekly Hours of work‟ had the

highest mean which showed a satisfaction of 77.4% and the item „Extra wages for

overtime‟ had the low mean score which pointed out 72% satisfaction with the item. The

third item „Intervals for rest in the entire day‟ scored 75.6% satisfaction.

viii. The mean score for five (5) items on Leave Facilities (Dimension 8- Employee Welfare

Benefits) ranged from 3.86 to 3.93. The highest mean score among the items was „Weekly

and Compensatory holidays‟ (78.6% satisfaction) while the lowest was „Leave with pay‟

(77.2% satisfaction). The satisfaction of other three items that is „Earned Leave‟ (78%),

„Sick Leave‟ (78.2%) and „Casual Leave‟ (77.8%) were recorded by the employees.

ix. The ninth dimension i.e. Medical Facilities scored mean within the range of 3.65 to 3.78.

Among the five (5) items, „Medical facilities provided by Hospitals and Health centres‟ and

„Emergency aid‟ had the highest mean scores with 75.6% satisfaction and 74.8%

satisfaction respectively. The lowest score was of the item „System of re- imbursement‟

which had a satisfaction of 73%. The other two items, „Ambulance facilities‟ and

„Availability of medicines‟ obtained equal mean scores with 73.6% and 73.8% satisfaction

respectively.

x. Under the dimension of Housing Facilities, three (3) items scored a very high mean while

the other two (2) scored a comparatively low mean score. The item that scored the highest

mean was „Electricity facility‟ (83.6% satisfaction). In contrast, „General Maintenance of

houses and its surroundings‟ (80% satisfaction) was the lowest among all. The items,

„Water Supply‟ and „Communication (Postal and Phone)‟ also scored high mean with




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81.6% and 80% satisfaction respectively. The item „Security‟ showed that employees were

77.6% satisfied with this item.

xi. Education Facilities as the eleventh dimension of Employee Welfare Benefits obtained

mean scores within the range of 3.67 to 3.92. Out of the five (5) items, the item „Teaching

Quality‟ had the highest score reporting that employees were 78.4% satisfied with this

item. The second highest score was of „Re- imbursement of tuition fees‟ (77.8%

satisfaction) and the third highest of „Educational Assistance‟ with a satisfaction

percentage of 76.4%. The item „Maintenance of schools‟ had the score of 3.77 while the

lowest was of „Supply of books and uniforms to children‟ showing up a satisfaction of

75.4% and 73.4% respectively.

xii. The Transport Facilities dimension of Employee Welfare Benefits had mean scores

ranging from 3.27 to 3.44 of which the highest score was of „Regularity of buses‟ (68.8%

satisfaction) and the lowest was of „Number of buses‟ (65.4% satisfaction). The items

„Coverage of bus facilities‟ and „Maintenance of buses‟ acquired almost equal scores with

66.4% and 66.2% satisfaction respectively.

xiii. The mean scores of the dimension Sports and Recreational Facilities of Employee Welfare

Benefits ranges from 3.54 to 3.98, the highest score being obtained by the item „Clubs and

Cinema Halls‟ and the satisfaction of 79.6% with the item; and the lowest being obtained

by „Leave Travel Concession‟ with a satisfaction percentage of 70.8%. The other items that

is „Sports facilities‟, „Tours/ Picnic for employees and their families‟, and „Handicraft

centres/ Vocational training centres‟ got scores in descending order with satisfaction of

79%, 73.6% and 73% respectively.

xiv. The last dimension under Employee Welfare Benefits that is Other Welfare Facilities has

shown mean scores of four (4) items ranging from 3.45 to 3.59. The item „Cooperative

Societies and Credit Banks‟ had the highest mean score and the percentage satisfaction

with the item was 71.8% whereas the item „Consumer Cooperative Stores‟ scored the

lowest mean with a satisfaction of 69%. The items „Grants-in-aid‟ and „Supply of uniforms

and shoes to employees‟ had the satisfaction percentage of 71% and 71.4% respectively.

xv. The results of Overall Satisfaction on Employee Welfare Benefits reveal that among the

fourteen (14) dimensions of Employee welfare benefits, the highest cumulative mean

score was of the dimension „Housing Facilities‟ (M=3.99) and the overall satisfaction

percentage of the same was 79.8% whereas the lowest was of „Transport Facilities‟

(M=3.33) with the percentage satisfaction of 66%.

Satisfaction Assessment of Employees on Social Security Benefits (as reported in Table 4)

i. The mean score for six (6) items on Provident Fund Benefits (Dimension 1- Social Security

Benefits) ranges from 3.64 to 3.73. The highest mean score and percentage of satisfaction

among all the items was „Benefits provided under the Deposit Linked Insurance Scheme‟

(74.6%) and the second highest was of „Clarity in the procedure of Provident Fund

Scheme‟ (74.4%). The lowest mean score and satisfaction percentage item was „Time

Taken for the settlement of claims‟ (72.8%). The remaining three (3) items that is

„Settlement of Claims by the Implementation Machinery‟, „Ease in the procedure of




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withdrawal of EPF Deposit‟, and „Working of Provident Fund Officer‟ had the percentage

satisfaction of 73.4%, 73.2% and 73% respectively.

ii. The second dimension of Social Security Benefits that is „Pension Benefits‟ scored mean

score within the range of 3.66 to 3.74. Among the five (5) items, „Functioning of Pension

Sanctioning Authorities‟ and „Time taken by the organization for the disbursement of

pension amount‟ had the highest mean scores and satisfaction percentage of 74.8% and

74% respectively. In contrast, „Clarity in the procedure of Pension Scheme‟ was the lowest

satisfaction percentage of 73.2% among all. The other two items „Benefits provided under

the Family Pension Scheme‟ and „Implementation of advance settlement‟ had satisfaction

scores of 3.68 (73.6%) and 3.67 (73.4%) respectively.

iii. The Compensation Scheme Benefits (Dimension 3- Social Security Benefits) got mean

scores within the range of 3.62 and 3.73. The highest mean was obtained by the item

„Clarity in the procedure of Workmen‟s Compensation Scheme‟ and the percentage of

satisfaction with the item was 74.6%. On the other hand, among the six (6) items, „Time

taken for the settlement of claims by the organization‟ and „Ease in the revision of

periodical payments had the equal and lowest mean scores with satisfaction of 72.4%.

Mean scores and percentage of satisfaction of other three items in descending order were

„Disposal of cases of injuries involving death‟ (74.2%), „Relief Assistance provided under

the Death Relief Assistance Scheme‟ (74%) and „Functioning of Workmen‟s Compensation

Commissioner‟ (73.4%).

iv. The highest mean score among the three (3) items of the fourth dimension of Social

Security Benefits that is Maternity Benefits was of the item „Time taken by the organization

in sanctioning of maternity leave‟ with the percentage of satisfaction being 77.2%. The

lowest score was obtained by the item „Clarity in the procedure of Maternity Benefit

Scheme‟ (74% satisfaction). The third item „Procedural formalities involved in availing

maternity benefits‟ got a score and percentage satisfaction of 3.74 and 74.8%.

v. The Gratuity Benefits that is the last dimension of Social Security Benefits had scores within

the range of 3.72 and 3.84, the highest being of the item „Time taken by the organization

for the payment of gratuity‟ (76.8% satisfaction) and lowest of „Procedural formalities

involved in availing gratuity‟ (74.4% satisfaction). The item „Clarity in the procedure of

Gratuity Benefit Scheme‟ had the satisfaction of 75.2%.

vi. The results of Overall Satisfaction on Social Security Benefits reveal that among the five (5)

dimensions of social security benefits, the dimensions „Maternity Benefits‟ and „Gratuity

Benefits‟ got the highest cumulative mean score of 3.77 and overall satisfaction

percentage of 75.4% whereas the lowest was of „Compensation Scheme Benefits‟ (M=3.67)

with the percentage satisfaction of 73.4%.

Conclusion and Suggestions

i. Since the mean scores of all the four items under urinals and bathrooms i.e. supply of

water; hygienic conditions; maintenance; and lighting and ventilation are above 3.50, it

can be inferred that the employees are more on the satisfied side with the urinals and




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bathrooms facilities provided by DLW. So the unit is required to maintain the same

position.

ii. The mean score of the item availability of first- aid boxes under the first- aid appliances

dimension is more than 3.50, so the respondents are more on satisfied side with the item

whereas the other two items i.e. sufficiency of contents and medicines inside the first aid

boxes; and number of first- aid boxes got scores under 3.50 denoting that employees are

more on the dissatisfied side with these two items. There is a need for improvement in

these two items, so that the satisfaction of employees with regard to the first- aid

appliances may increase.

iii. The mean scores of all the five items (quantity of food being served; quality of food; rates

of the food items; hygienic conditions of food items; and drinking water arrangement) of

the canteen facilities dimension are above 3.50, so it can be concluded that the employees

are more on the satisfied side with the canteen facilities available in DLW. So the unit is

required to uphold the same position.

iv. With all the items (size of shelters, rest rooms and lunch rooms; provision of furniture in

shelters, rest rooms and lunch rooms; and lighting and ventilation) of the shelters, rest

rooms and lunch rooms dimension of employee welfare, respondents have shown mean

scores above 3.50. This means that the employees are more on the satisfied side with the

facilities in shelters, rest rooms and lunch rooms provided by DLW. So the unit is required

to maintain the same facilities.

v. The scores of all the three items i.e. sanitary conditions; trained women staff for children;

and availability of milk and refreshments under the crèches dimension of employee

welfare are below 3.50 which makes it clear that the respondents are more on the

dissatisfied side with the crèches facilities in DLW. Therefore, the administration of DLW

should throw light on the crèches facility aspect of employee welfare, so that their

satisfaction may increase.

vi. The three items under the welfare officers dimension (roles and duties performed by

welfare officers; inspection intervals; and number of welfare officers) scored a mean

above 3.50 which indicates that the respondents are more on the satisfied side with

welfare officers of DLW. So the unit is required to maintain the same position.

vii. The working hours dimension under employee welfare comprised of three items i.e. daily

and weekly hours of work; intervals for rest in the entire day; and extra wages for

overtime, where all the items had mean scores above 3.50. It can be concluded that the

employees are more on the satisfied side with the working hours in DLW. So the unit is

required to maintain the same position.

viii. The mean scores of all the items under leave facilities i.e. weekly and compensatory

holidays; earned leave; sick leave; casual leave; and leave with pay obtained mean scores

above 3.50 which deduce that the employees are more on the satisfied side with the leave

facilities offered by DLW. So the unit is required to maintain the same position.

ix. All items under medical facilities dimension (medical facilities provided by hospitals and

health centres; ambulance facilities; availability of medicines; emergency aid; and system




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UGC APPROVED

of re- imbursement) attained mean scores above 3.50. This explains that the respondents

are more on the satisfied side with the medical facilities provided by DLW. So the unit is

required to maintain the same position.

x. The items under the housing facilities dimension of employee welfare i.e. water supply;

electricity facility; security; general maintenance of houses and its surroundings; and

communication (postal and phone) obtained mean scores much higher than 3.50, which

means that the employees are more on the satisfied side with the housing facilities

provided by DLW. So the unit is required to continue providing the same amenities to the

employees working therein.

xi. The mean scores of all the five items under education facilities dimension of employee

welfare i.e. educational assistance; teaching quality; re- imbursement of tuition fees;

maintenance of schools; and supply of books and uniforms to children are above 3.50

which means that employees are more on the satisfied side with the education facilities

offered by DLW. So the unit is required to maintain the same position.

xii. All items of the transport facilities dimension (number of buses; coverage of bus facilities;

regularity of buses; and maintenance of buses) scored mean below 3.50, which indicates

that the employees are more on the dissatisfied side with the transport facilities of DLW.

There is a need on the part of management of DLW to pay attention towards the

improvement of transport facilities provided to its employees.

xiii. Since the mean scores of all the items under the sports and recreational facilities

dimension (clubs and cinema halls; sports facilities; tours/ picnic for employees and their

families; leave travel concession; and handicraft centres/ vocational training centres) are

above 3.50, it can be concluded that the respondents are more on the satisfied side with

the sports and recreational facilities available in DLW. So the unit is required to maintain

the same position.

xiv. The item consumer cooperative stores under the other welfare facilities dimension is

below 3.50 i.e. more on the dissatisfied side whereas the other items (grants- in- aid;

cooperative societies and credit banks; and supply of uniforms and shoes to employees)

are above 3.50 i.e. more on the satisfied side on the satisfaction scale. If the administration

of DLW pays attention on the operation and working of consumer cooperative stores, the

satisfaction of employees may increase.

xv. All items under the first dimension of social security benefits, provident fund benefits i.e.

clarity in the procedure of provident fund scheme; ease in the procedure of withdrawal of

EPF deposit; settlement of claims by the implementation machinery; time taken for the

settlement of claims; benefits provided under the deposit linked insurance scheme; and

working of provident fund officer scored a mean above 3.50, indicating a satisfaction with

the provident fund benefits offered by the unit. So the unit is required to continue the

same services with regard to PF benefits..

xvi. With regard to the pension benefits available in DLW, all the five items (clarity in the

procedure of pension scheme; implementation of advance settlement; time taken by the

organization for the disbursement of pension amount; benefits provided under the family




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pension scheme; and functioning of pension sanctioning authorities) attained a mean

score above 3.50. This indicates that respondents are more on the satisfied side with the

pension benefits available in DLW. So the unit is required to continue the same services.

xvii. The mean scores of all the items under compensation scheme benefits i.e. clarity in the

procedure of workmen‟s compensation scheme; time taken for the settlement of claims by

the organization; disposal of cases of injuries involving death; ease in the revision of

periodical payments; relief assistance provided under the death relief assistance scheme;

and functioning of workmen‟s compensation commissioner is above 3.50. This shows that

the employees are more on the satisfied side with the compensation scheme benefits

provided by DLW. So the unit is required to maintain the same position.

xviii. The items clarity in the procedure of maternity benefit scheme; procedural formalities

involved in availing maternity benefits; and time taken by the organization in sanctioning

of maternity leave under maternity benefits dimensions had mean scores above 3.50,

which reveals that the respondents are more on the satisfied side with the maternity

benefits provided by the unit. So the unit is required to maintain the same position.

xix. The three items under gratuity benefits dimension i.e. clarity in the procedure of gratuity

benefit scheme; procedural formalities involved in availing gratuity; and time taken by

the organization for the payment of gratuity scored a mean above 3.50, which concludes

that the respondents are more on the satisfied side with the gratuity benefits offered by

DLW. So the unit is required to maintain the same position.

References

1. Beveridge, L. W. (1942). Report on Social Insurance and Allied Services: Part V. London:

HMSO.

2. Diesel Locomotive Works. (2015). Diesel Locomotive Works, Indian Railways. Retrieved

from Diesel Locomotive Works Web site: http://dlw.indianrailways.gov.in

3. Dudeja, V. (2006). Managing Human Resources- Global Perspectives. Delhi: Gagandeep

Publications.

4. Florence, P. S. (2003). Labour (Vol. 25). London and NewYork: Routledge Taylor and

Francis Group.

5. Jackson, S. E., Schuler, R. S., & Werner, S. (n.d.). Managing Human Resources (10th ed.).

United States of America: South Western Cengage Learning.

6. Martin, A. (2012). Foundations for Human Resource Management. In A. Martin, & A. Martin

(Ed.), Human Resource in the Age of Globalization (pp. 59-96). Birmingham, United

Kingdom: Koros Press Limited.

7. Pearson, Della A., & Seiler, Robert E. (1983). Environmental satisfiers in academe. Higher

Education, 12, 35-47.




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8. Ramrakhiani, B. J. (1978). Human Aspects of Work and Productivity. New Delhi: Allied

Publishers Pvt. Ltd.

9. Venkatachalam, L. (1992). Golden Gate to Social Security: Principles, Practices and

Profiles (1st ed.). New Delhi: Parimal Publishers.

Acknowledgement

I sincerely thank to the University Grants Commission for the financial support provided to me

in the form of Senior Research Fellowship.


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