INDEX

Sr.NO PARTICULARS PAGE NO

1. Introduction

2. Company Profile

3. Research Study
 Problem definition

 Objectives

 Hypothesis

 Scope & Need of study

5. Data Analysis & Interpretation

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INTRODUCTION

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 INTRODUCTION :

Performance Appraisal is the systematic evaluation of the performance of Employees and to

understand the abilities of a person for further growth and development .performance appraisal

is generally done in systematic ways are as follows :

• The supervisors measure the pay of Employees and compare it with targets and
plans .

• The supervisor analyses the factors behind work performances of Employees . 

The employers are in position to guide the Employees for a better performance.

Edwin B. Flippo. “ Performance appraisal is a systematic, periodic and so far as humanly

possible , an impartial rating of an Employees’s excellence in matters pertaining to his present

job and to his potentialities for a better job. ’’

Performance appraisal is one of the important sub- functions of staffing in management. Human

behaviour is a complex phenomenon because no one can anticipate accurately what exactly a

man is going to do . The individual joins an organization to satisfy his objectives .

But the organization also has its own goals , which need not be in conformity with the

individual goals. If the goals of the individual and organization are extremely contradictory , a

conflict will arise which either result in to suppression of human personality or a complete will

set back to his work .

It is not desirable that individual’s personality be suppressed but at the same time organization

goals ,should also be achieved . For monitoring this process of achieving organizational

goals ,the performance of an individual needs to be assessed after a regular interval so that the

desired behaviour could be maintained . This will also help the organization to satisfy the

needs and the aspiration of the individual by providing him more facilities, improved working

condition and carrier advancement .

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Objectives of performance appraisal:

Performance Appraisal can be done with following objectives in mind:

• To maintain records in order to determine compensation packages ,wage structure ,

salaries raises etc.

• To identify the strengths and weaknesses of Employees to place right men or right job .

• To maintain and assess the potential present in a person for further growth and development

• To provide a feedback to Employees regarding their performance and related status .

• It serves as a basis for influencing working habits of the Employees.

Advantages of Performance Appraisals :

• Documentation : A PA provides a document of Employees performance over a specific

period of time .It’s a piece of paper that can be placed in an Employees file .

• Structure : This process creates a structure where a manager can meet and discuss

performance with an Employees. It force the uncomfortable conversations that often need

to happen.

• Feedback: Employees crave feedback about their performance and discuss how well the

Employees goals were accomplished. It also provide an opportunity to discuss Employees

development opportunities .

• Clarify Expectations : Employees need to understand what is expected of them and the

PA process allow for a manager to clarify expectations and discuss issues with their

Employees.

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• Annual Planning : It provides a structure for thinking through and planning the upcoming

year and developing Employees goals .

• Motivation : The process should motivate Employees by rewarding them with a merit

increase and as part of a comprehensive compensation strategy .

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 Disadvantages of Performance Appraisals

 Creates Negative Experience : If not done right ,the performance appraisal can create a

negative experience for both the Employees as well as the manager . Proper training on

processes and techniques can help with this .

 Time consuming : Performance appraisal are very time consuming and can be

overwhelming to managers with many Employees. I’ve known managers who were

responsible for doing an annual PA on hundreds of Employees.

 Natural Biases : Human assessment are subject to natural biases that result in rater

errors .Managers need to understand these biases to eliminate them from the process.

 Waste of Time : The entire process can be a waste of time if not done appropriately . Think

about the time investment when the end result is negative . It is time waste on all fronts .

 Stressful Workplace : Performance appraisals can create stressful work environments for

both Employees and managers . Proper training can help to reduce the stress involved in

the process.

 Finally , performance appraisals are only as good as the performance management system it

operates within .

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 Organizations that only do performance appraisals for the sake of doing them are wasting their

time .

 But organizations that incorporate performance appraisals into a comprehensive performance

management system and use them to implement business goals have an advantage for

accomplishing their goals and ultimately their strategic plan .

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Features of Performance appraisal:

1. Performance management is closely aligned to organizational context and culture and

linked to clearly defined organizational objectives. Therefore, performance measure is

based on the critical success factors derived directly from the business strategy .

2. Performance management system is closely linked to other system of human resource

management, particularly career planning, succession planning, and training and

development . However its linkage with compensation management is a contentious

issue. Many experts feel that there should be separation of appraisal for rewards from

appraisal development to avoid spill over of bitterness from former to the latter Further

to obtain a broader perspective , it is suggested that peer-level managers, instead of just

immediate superiors, should conduct appraisal for rewards.

3. Performance management is seen as a continuous process of monitoring and feedback

rather than annual one –off events and there should be involvement of Employees

through focus group interviews, surveys, etc. In all stages of the design,

implementation and review process.

4. Performance management involves effective use of technology in conveying desired

competencies and in monitoring , collecting, and giving feedback so that there is

minimum possible bureaucratization of administering the system.

5. Performance management emphasizes comprehensive training to managers not just for

their own development only but to act as effective coaches as the role of coaching in

performance improvement is quite crucial.

6. Performance management is a dynamic system that is suitable for changing workplace

realities such as working in teams and alternative work arrangements like

telecommuting job sharing etc.

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Methods of performance appraisal

Traditional Methods:

Ranking Method :

IT is the oldest and simplest formal systematic method of

performance appraisal in which Employees is compared with all others for the purpose of

placing order of worth. The Employees are ranked from the highest to the lowest or from

the best to the worst.

In doing this Employees who is the highest on the characterstics being measured and also

the one who is L lowest are indicated .Then ,the next highest and then next lowest between

next highest and lowest until all the Employees to be rated have been ranked.Thus , if there

are ten Employees to be appraised , there will be ten ranks from 1 to 10.

Paired Comparison :

In this method each Employees is compared with other Employees on one on one basis,

usually based on one trait only . The rater is provided with a bunch of slips each coining

pair of names, the rater puts a tick mark against the Employees whom he insiders the better

of the two . The number of times this Employees is compared as better with others

determine his or her final marking .

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 Grading Method:

In this method , Certain categories of worth are established in advance and carefully

defined . There can be three categories established for Employees: outstanding,

satisfactory and unsatisfactory . There can be more than three grades . Employees

performance is compared with grade definitions. The Employees is then allocated to the

grade that best describes his or her performance.

Such type of grading is done is semester pattern of examination and in the selection of a

candidate in the public service sectors . One of the major drawbacks of this method is that

the rather may rate most of the Employees on the higher side of their performance.

Forced Distribution Method :

This method was evolved by Tiffen to eliminate the central tendency of rating most of the

Employees at a higher end of the scale .This method assumes that Employees performance

level confirms to a normal statistical distribution i.e. ..10,20,40,20, and 10 percent . This is

useful for rating a larger number of Employees job performance and promoability. It tends

to eliminate or reduce bias.

IT also highly simple to understand and easy to apply in appraising the performance of

Employees in organisations . It suffer from the drawback that improve similarly ,no single

grade would rise in a ratings .

Forced –Choice method :

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The forced – choice method is developed by J.P. Guilford . It contains a series of group of

statements, and rates how effectively a statement describes each individuals being evaluated.

Common method of forced –choice method contains two statements , both positive and

negative .

Check –List Method :

The basic purpose of utilizing check –List method is to ease the evaluation burden upon the

rater. In this method a series of statements i.e. questions with their answers in yes or no are

prepared by the HR department . The Check list is ,then, presented to the rater to tick

appropriate answer relevant to the appraise . Each question carries weight age in relationship to

their importance .

When the check - list is completed it is sent to the HR department to prepare the final scores for

all appraises based on all questions . While preparing questions an attempt is made to determine

the degree of consistency of the ratherby asking the same questions twice but in a difference

manner critical incidents method :

In this method the rather focuses his or her attention on those key or critical behaviours that

make the difference between performing a job in a noteworthy manner ( effectively or

ineffectively ). There are three steps involved in appraising Employees using this method.

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MODERN METHOD

Management by Objectives (MBO)

Most of the traditional methods of performance appraisal are subject to the antagonistic

judgments of the raters . It was to overcome this problem ; Peter F. Drucker propounded a new

concept , namely, management by Objectives (MBO) was back in 1954 in his book

The practice of management . The concpt of MBO as was conceived by Drucker, can be

described as a “ process whereby the superior and subordinate managers of an organization

jointly identify its common goals , define each individuals major areas of responsibility in

terms of results expected of him and use these measures as guides for operating the unit and

assessing the contribution of each its members”.

In others words, stripped to its essentials , MBO requires the manager to goals with each

Employees and then periodically discuss his or her progress towards these goals .

In fact, MBO is not only a method of performance evaluation. It is viwed by the practicing

because a method by which managers and subordinates plan, organise , communicate, control

and debate.

An MBO programme consist of four main steps : goal setting, performance standard ,

comparison , and periodic review . In goal setting goals are set by individual to attain . The

superior and subordinate jointly establish these goal . The goals refers to the desired outcomes

to be achived by each individuals Employees .

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In performance standard , the standard are set for the Employees as per the previous arranged

time period . when the Employees start performance their jobs, they come to know what is to be

done, what has been done , and what remains to be done .

In the third step the actual level of goal attained are compared with the goals agreed upon .

This enable the evaluator to find out the reasons variation between the actual and standard

performance of the Employees .such a comparison help devise training needs for increasing

Employees performance it can also explore the condition having their bearings on Employees

performance but over which the Employees have no control.

Finally in the periodic review step, corrective measures is initated when actual performance

deviates from the slandered established in the first step –goal-setting stage. consistent withthe

MBO philosophy periodic progress reviews are conducted in a constructive rather than punitive

manner .

The purpose of conducting reviews is not to degrade the performance. From a motivational

points of view, this would be reprentative of McGregor’s theories.

Employees MOTIVATION

Employees motivation is the level of energy , commitment, and creativity that a company’s

workers bring to their jobs. Your motivated Employees are the ones who roll out of bed almost

every morning feeling exicted to go to work and take on new challenges.

They look forward to learning new skills, stretching their capabilities, and taking new

responsibility .

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And they’re not just full of energy and enthusiasm – they also very beneficial for your business.

They more productive, leave your company less often, and bring positive energy to the whole

team .

That’s why so many business have spent time trying to figure out the best ways to motivate

Employees .

A motivated team will always work hard towards achieving a particular goal if there are

challenges. Therefore it is important for leaders to repose their faith in the team and keep their

Employees motivated to attain higher level of performance .

During the inception of Perfect Detailing Steel Services Pvt Ltd, no one ever thought that it

would be one of the largest tech companies in India and in the world . Employees motivation

and the faith of the leadership in the Employees played a key role in the success of the firm .

These small steps became a giant leap for the organization and the hard work of the Employees

was paid off in taking the firm to the highest of success.

Having a highly motivated workforces ensure the development of a highly engaged workforce

by improving their overall happiness and satisfaction level.

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Objective of Employees motivation:

• The purpose of motivation is to create condition in which people are willing to work

with zeal,initative.interest and enthusiasm, with a high personal and group moral

satisfaction with a sense of responsibility.

• To increase loyalty against company.

• For improve discipline and with pride and confidence in cohesive manner so that the

goal of an organization are achived effectively

• Motivation techinique utilized to stimulate Employees growth

• For the motivation you can buy man’s time . physical presence at a given place  You

can measured number of skilled muscular motions per hour or day.

• Performance result from the interaction of physical financial and human resources

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 BENEFITS OF Employees MOTIVATION:
 Increased Innovation: An important factor for a company’s ability to innovate is the

motivation of its Employees. Innovation is key for sustaining a company long term

therefore nurturing creativity and motivation in your workplace is key. Motivated

Employees will be heavily invested in the success of the company hence they will often

be responsible for generating new ideas and optimising business performance

Increased Productivity :

Employees motivation levels have a direct impact on productivity .if an Employees feel

motivated at work, they are more likely to work harder for the company. Employees

who are motivated carry out their responsibility to the highest standard production

numbers increases as a result of this in fact

 Higher Retention Rate :

In order to retain an Employees there are certain criteria that must be met such

Employees finding their role interesting and challenging having the opportunity for

development having a good manager and being motivated.

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COMPANY PROFILE

COMPANY PROFILE

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 ABOUT PERFECT DETAILING STEEL SERVICES PVT LTD

Perfect Detailing Steel Services Pvt Ltd (PDS) is a structural steel detailing company

headquartered in Chennai, India. It is founded in the year 2014. We are offering steel

detailing services to international steel fabricators with experienced Employees and latest

software technologies at a competitive price. We are well versed in AISC (American Institute

of Steel Construction – ASD/ LRFD) Standards, OSHA requirements and erection process.

We strive to maintain high quality and perfection in delivery of drawings.

We are using SDS/2 & AutoCAD with other basic supporting software’s for 3D

Modelling, Detailing and Checking of the shop and erection drawings. We have Employees

in the category of 3D Modellers, 2D drafters, Checkers and Project Leads with vast

experience in AISC standards.

PDS is offering AISC standards steel detailing services for Commercial, Educational,

Residential and Industrial Buildings. Drawings can produce in Imperial or Metric

measurement formats.

We Provide:

Anchor Bolts

Embed / Bearing Items

 Lintels

 Main Steels such as Columns, Beams, Trusses, Braces, etc.

 Miscellaneous Steels such as Stairs, Handrails, Ladders, Gratings, Catwalks, Conveyors,

Etc.

 Industrial Platforms, Skylights, Roof Frames, Hanger rod, Turn Buckles, Etc. PDS is

also providing shop & field drawings for the following items.

 Gather Sheets.

 BIM Model

 ABM (Advanced Bill of Materials)

 CNC, DSTV, DXF, KISS & FABTROL files for fabrication machines.

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 Bolts (Shop & Field Summary)

 Point to Point field bolt lists.

Services we offer: -

EVOLUTION OF PDS

 Perfect Detailing Steel Services Pvt Ltd is started in the year March, 2014.

 Perfect Detailing Steel Services Pvt Ltd is formerly named as “Perfect Detailing

Services”.

 In the year April, 2017 we registered our company as a private limited company

and changed the company name from “Perfect Detailing Services” to “Perfect

Detailing Steel Services Pvt Ltd”.

 In the year 2014, we started our business with totally 3 staff members and later we

raised our Employees strength in to 10 by the end of 2014.

 Year on year we gave consecutive opportunities for the Fresh Engineering students

from the various part of the state and increased our productivity gradually.

 In the end of December, 2017, we are totally 88 Employees working in to the

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 various types of jobs.

 Perfect Detailing Steel Services Pvt Ltd is now one among the top steel detailing

company in India.

 PDS is currently operating in to three branches in Chennai.

 Registered office is located in East Tambaram, Chennai and another two branches

are located in different locations in West Tambaram, Chennai itself.

 Main office consists of 2400 Sq. Ft of office space with 24 Hrs Power Back up and

Internet Facilities.

 Branch office consists of 3000 Sq. Ft of office space with 24 Hrs Power Back up

and Internet Facilities.

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 RESEARCH STUDY

RESEACH STUDY

Problem Definition:

Performances of Appraisal:-

In basic idea behind selecting the topic “Performance appraisal strategies adopted by Perfect

Detailing Steel Services Pvt Ltd ”. is to study how Employees are hired . Today organization

are coming up with new technique of hiring people. Hence to study how the actual process is

carried in the organization .

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Problem Definition :-

Employees Motivation :-

Motivation mean a process of stimulating people to action to accomplished desired goal .

Motivation is a general inspirational process which get the member of the team

to pull their brought effectively to give their loyalty to the group to carryout properly the task

they accepted and generally to play in their job that the group has undertaken .

OBJECTIVES

Objectives:-

First primary

• To study about the various performances appraisal techniques, uses, etc....

Second primary

• To study Employees motivation technique followed in Perfect Detailing Steel

Third primary

• To know the attitude and behaviour of the Employees of the Perfect Detailing
Steel Services Pvt Ltd.

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 HYPOTHESIS:-

1. Ho:-Employees does not follow good performance appraisal and motivation practices for

the Employees .

2. H1:- Perfect Detailing Steel Services Pvt Ltd follows good performance appraisal and

motivation practices for the Employees .

3. HO :-Employees does not show highly motivated and shows high performance in

organisation .

4. H1 :- Employees of Perfect Detailing Steel Services Pvt Ltd are highly motivated and
shows high performance in

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organisation .

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

SCOPE OF THE STUDY

SCOPE :-


To find out whether the motivational programs conducted by Perfect Detailing Steel Services Pvt

Ltd helping the Employees to acheveing their goal .

To study the different method of Training at Perfect Detailing Steel Services Pvt Ltd.

To study the Relationship between performance and motivational techniques in Perfect Detailing
Steel Services Pvt Ltd.

NEED OF THE STUDY

• The need of study is to find out the attitude and behaviour of Employees towards the

selected company

• The attitude and behaviour of Employees reflect the image and band identity of company

hence it is essential to study this under Human Resources Management Practices .

• Employees motivation play an important role in performance of the Employees which

develop the company hence it is need Human Resources Management to company motivate

Employees .

• So it is a need of study to know a various Employees motivational techinique followed by

Perfect Detailing Steel Services Pvt Ltd along with appraisal techniques and uses of it .

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 LIMITATIONS

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LIMITATIONS :-

• The scope of study is restricted only to Bengluru city.

• The study is limited for 2022-2023.

• The study is limited to motivational technique of Perfect Detailing Steel Services Pvt
Ltd Company Ltd .

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 RESEARCH METHODOLOGY

Research Methodology :-

Research methodology is purely and simply the framework or a plan for the study that guides

the collection and analysis of data . Research is the scintefic way to solve the problem and it’s

increasingly used to improve market potential . This involves exploring the possible method,

one by one, and arriving at the best solution, considering the resources at the disposal of

research.

Primary data :-

The primary data are those, which are collected afresh and for the first time and thus happen to

be original in character .

Secondary data :-

The secondary data on the either hand are those which have already passed through the

statistical process .

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Strategies of performance appraisals

 Ensure continuous feedback

The first track deal with review of performance relying on feedback and tasks on technical /

personality competencies .Perfect Detailing Steel Services Pvt Ltd is moving to a role based

structure and competencies for each of the roles with standard expected levels of behaviours .

Training needs are derived based on the tasks evaluations and competency feedback.

 Self Appraisal

The second track is the senior management appraisal . People in managerial roles undergo this

annually. Here the Employees fill up a self appraisal form and carries it forward to a panel of

discussion. The panel includes:

The head of the department

The immediate supervisor of the appraise

Senior management personals from another department.

 360- degree Appraisal

360 degree appraisal constitutes the third track. This has been happening over the last 3 years

for all departments and practice units. Levels covered include the head of delivery, heads of

department and practices units, all the people who report to the head and all others holding

leadership positions in the organization.

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DATA ANALYSIS

&

INTERPRETATION

31

How do you rate the working environment of the organization?
Opinion Respondent Percentage Findings Percentage

Highly satisfactory 13 25%

Satisfactory 17 35%

Averagely satisfactory 7 15%

Dissatisfactory 10 20%

Highly Dissatisfactory 3 5%

Total 50 100%

Opinion Respondent Findings

3
13
10 Highly Satisfactory
Satisfactory
Averagely Satisfactory
Dissatisfactory
7 Highly Dissatisfactory

17

INTERPRETATION:-

From the above graph 25% Employees are highly satisfied by the

service of organisation, 35% Employees are satisfied with working environment, 15%

Employees are averagely satisfied, 20% Employees are not satisfied by the service of

organization and 5% are highly dissatisfied.

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 Do you think about the key feature of the Perfect Detailing Steel Services Pvt Ltd
COMPANY life time working scheme?

Opinion Respondent Percentage Findings Percentage

Up to date 25 50%

Knows a little bit 17 35%

Not updated 8 15%

Total 50 100%

Opinion Respondent Findings

Up To Date
25 Know A Little Bit
Not Updated

17

INTERPRETATION :-

From the above graph it is observed that 50% Employees are up

to date about the Perfect Detailing Steel Services Pvt Ltd Company life time working scheme

about the scheme 35% Employees know about the scheme and 15 % Employees are not update

about the scheme in Perfect Detailing Steel Services Pvt Ltd

Company.

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
How do you rate the medical benefits provided by the organization for the employers and
their families ?
Opinion Respondent Percentage Finding Percentage

Highly Satisfactory 7 15%

Satisfactory 18 35%

Averagely Satisfactory 12 25%

Dissatisfactory 3 5%

Highly Disastifactory 10 20%

Total 50 100%

Opinion Respondent Findings

7
10
Highly Satisfactory
Satisfactory
3
Averagely Satisfactory
Dissatisfactory
18
Highly Dissatisfactory
12

INTERPRETATION:-

From the above graph it is observed that 15% Employees

are highly satisfied by the medical benefit provided by the company, 35% are

satisfactory dissatisfactory and 20% are highly, 25% are averagely satisfactory and 5%

are dissatisfied.

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 Does the company provide maternity leave to female Employees?

Opinion Respondent Finding Percentage

Yes 35 70%

No 15 30%

Total 50 100%

Opinion Respondent Findings

15

Yes
No

35

INTERPRETATION:-

From the above graph it is observed that 70% female Employees

were provided with maternity facilities in company & 30% female Employees were not

provided with the maternity benefit .

Do you think that there should be any improvement or addition in welfare facilities ?

35

Internet Responding Percentage Findings Percentage

Yes 45 90%

No 5 10%

Total 50 100%

Opinion Respondent Findings

Yes
No

45

INTERPRETATION:-

From the above graph it is observed that 90% Employees think that there should be

improvement in welfare facilities whereas 10% don’t feel so.

How do you rate the working hours of the organization?

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 Internet Respondent Percentage Finding Percentage

Highly Satisfactory 10 20%

Satisfactory 5 10%

Averagely satisfactory 20 40%

Dissatisfactory 10 20%

Highly Dissatisfactory 5 10%

Total 50 100%

Sales

5
10

Highly Satisfactory
10 Satisfactory
5 Averagely Satisfactory
Dissatisfactory
Highly Dissatisfactory

20

INTERPRETATION:-

From the above graph it is observed that 20% Employees are highly

satisfied the working period 10% Employees are satisfactory in organization & 10% Employees

are highly dissatisfactory .

Does the organization offer sufficient number and clean toilets ?

37


Internet Respondent Percentage Finding Percentage

Yes 35 70%

No 15 30%

Total 50 100%

Opinion Respondent Findings

15

Yes
No

35

INTERPRETATION:-

From the above graph it is observed that 70% organization are provide the toilets

because to many organization then the provide & 30% organization are provided the 1

or 2 toilets for the Employees .

Rate the rest room and lunch room facility provided to you by the company?

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 Internet Respondent Percentage Findings Percentage

Highly Satisfactory 10 20%

Satisfactory 15 30%

Avergely Satisfactory 7 15%

Dissatisfactory 15 30%

Highly Satisfactory 3 5%

Total 50 100%

Opinion Respondent Findings

3
10

Highly Satisfactory
15 Satisfactory
Averagely Satisfactory
Dissatisfactory
Highly Dissatisfactory
15

INTERPRETATION:-

From the above graph it is observed that 20% are highly satisfied by the rest room & lunch

room facilities in organization 80% are satisfied by the rest room 15% Employees are average

in facilities but 30% Employees are not satisfied by the rooms.

Does the canteen provide food staff on subsidized rates?

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

Internet Responding Percentage Finding Percentage

Yes 35 70%

No 15 30%

Total 50 100%

40
 Opinion Respondent Findings

15

Yes
No

35

INTERPRETATION:-

From the above graph it is observed that 80% organization are provide the food in staff

and 20% organization are not providing the food.

Out of the following facilities which are provided by the company to you?

Internet Responding Percentage Finding Percentage

Medical 20 40%

Housing 18 35%

Education Loan 7 15%

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
Canteen 5 10%

Total 50 100%

Opinion Respondent Findings

7
20 Medical
Housing
Education Loan
Canteen

18

INTERPRETATION:-

From the above graph it is observed that 40% Employees medical policy provide the

company 36% Employees are provide the housing facilities & 14% Employees are education

facilities 10% Employees provide the canteen .

Is there suitable ventilation and good enviorment in the work place?

Internet Respondent Percentage Finding Percentage

Always 30 60%

Sometimes 13 25%

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Never 7 15%

Total 50 100%

43


Opinion Respondent Findings

Always
Sometimes
13
Never
30

INTERPRETATION:-

From the above graph it is observed that 60% Employees are in opinion

that the sitting arrangement is provided with sufficient ventilation facilities so there is better

work environment whereas 25% has opinion that they did the facility for sometimes.

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 FINDINGS

FINDINGS

• 35% of Employees are satisfied with working environment of the organization.

• 50% of Employees are up to date about the Perfect Detailing Steel Services Pvt Ltd
Company life time working scheme.

• 35% of Employees are highly satisfied by the medical benefits provided by the company.

• 70% of female Employees were provided with maternity facilities in company.

• 90% of Employees think that there should be improvement in welfare facilities.

• 80% of are satisfied by the rest room by the rooms.

• 40% of Employees are highly satisfied by the hospital scheme.

• 60% of Employees facilities are provide the organization in the employer family.

• 80% of Employees use canteen facilities.

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• 40% of Employees use medical facilities provide by the company

• 75% of Employees feel that the ventilation is better and work environment is good.

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 SUGGESTION

In my opinion company should provide transportation facility to contract worker by

taking the fare of the bus.

Company should increase the canteen facilities to the contract workers.

Some workers complained about the rest room in the company is not so good it should

be kept clean and comfortable in rest period.

Employees are not satisfied to quality of the food which is providing by the canteen, so

quality of the food has to be increased to keep the health of the Employees good .

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

CONCLUSION

The company is very keen in the promoting all the welfare facilities provided by Perfect

Detailing Steel Services Pvt Ltd COMPANY Benglru.


Really company will take care about all Employees and also contract base workers.

Finally the study concludes that the Employees are satisfied with the present welfare

facilities in the organization.


Most of the Employees satisfied by the facility provided by company.


Employees highly satisfied by the medical benefits provided by company.


Employees highly satisfied by the medical Benefit provided by company .

The Employees happy with welfare facilities then only the productivity of that organization

can be increased .

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 BIBILOGRAPHY

Books

Research Methodology ................ C.R. Kothari

Human Resource Mnagement ........ John Bratton

Human Resource Management ..... John Storey

Human Resource Management .....Shashi K. Gupta

Websites

• www.Perfect Detailing Steel Services Pvt Ltd.com

• www.wikipedia.com

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