Final Cadbury Project 1

A PROJECT REPORT ON SUMMER TRAINING
ON
A STUDY OF SOCIAL WELFARE OF

EMPLOYEES
IN
CADBURY INDIA LTD.
BY
DEEPA TRIPATHI
Under the Guidance of
PROF. JAHNAVI
IN PARTIAL FULFILLMENT OF
POST GRADUATION DIPLOMA IN MANAGEMENT
(HRM)
DAYANADA SAGAR BUSINESS SCHOOL
DAYANANDA SAGAR BUSINESS SCHOOL Page 1

BANGALORE-560078
INDEX
S. no. TOPIC PAGE NO
1. Preface 3
2. Acknowledgement 4
3. Meaning of Project 5
4. Executive Summary 7
5. About the CADBURY 13
6. Objective of the Project 18

Human Resource
7. Management 19
Facilities Rendered by
8. Company 21
9. Research Methodology 28
10. Tools of Analysis 29

Data interpretation by
11. simple percentage table 30
Data interpretation by Two
12. way table 51
14. Descriptive statistics table 54
15. Summary of findings 55
16. Suggestion 56
17. Conclusion 58
18. Questionnaire 59
19. Bibliography 63

PREFACE
I am lucky that, I got an opportunity for making the project report on “CADBURY
INDIA LTD.” I visited to the company for two months and I prepare my project report on the
topic “Social Welfare of Employees in Cadbury”. And the study is divided into various chapters
to get knowledge. I also considered some published material on the particular topic as well as
about the concern. This helps me in boosting up my confidence and determination which will
help me to face the situation in coming years. This report is written account of what I learnt and
experienced during my project. I wish, those going through it will not only find it readable but
also get as useful Information. During this whole training I got a lot of experience and came to
know about the management practices in real that how it differs from those of theoretical
knowledge and the practically in the real life.
In today’s globalize world, where cutthroat competition is prevailing in the market, theoretical
knowledge is not sufficient. Beside this one need to have practical knowledge, which would help
an individual in his/her carrier activities and it is true that “Experience is best teacher”.

ACKNOWLEDGEMENT
At the very outset, I am highly indebted to the all powerful ALMIGHTY GOD for all the
blessings he showered on me and for being with me throughout the study.
I would like to express my sincere thanks to MISS. GUNJAN SHARMA
(HR Executive),CADBURY INDIA LTD., Malanpur site and Mr. R.K. Vijayasarathi, Director,
DAYANADA SAGAR BUSINESS SCHOOL, BANGALORE who provided me an opportunity
to do this project in his esteemed organization and for giving his valuable time and exemplary
guidance during my training, without his constant encouragement it would have been impossible
to test my theoretical knowledge.
I would like to place on record my sincere gratitude and appreciation to my project guide Ms.
JAHNAVI, Lecturer, DAYANADA SAGAR BUSINESS SCHOOL, BANGALORE for her kind
co-operation and guidance which enabled me to complete my project.
I extend my gratitude to the entire staff of CADBURY INDIA LTD for their diligently attention,
cooperation, precious advice, a very congenial environment and sophisticate facilities during the
course of the project
I would also express my profound sense of gratitude to all lecturers of DAYANADA SAGAR
BUSINESS SCHOOL, BANGALORE, for giving immense inspiration throughout my
PGDM(HRM) course, whose teaching not only acted merely as drop of ink rather it has acted as
a stone upon which the training is based.
I also take this opportunity to express my deed gratitude to my loving parents and friends who
are a constant source of motivation and for their never ending support and encouragement during
this project.
DEEPA TRIPATHI

MEANING OF PROJECT
The word “Project” has great specification in the field of management before starting any
work we must have an idea about its basic. The meaning of the “PROJECT” is as
follows: -
“P” – The word ‘p’ signify the phenomenon of planning, which deals symbolization and
proper arrangement of sensex and suggestion on respectively in accordance with need.
“R” – It stand for associated with word resource with which guides to promote planning.
“O” – This letter stands overhead expenses on unestimated expenses, which occur in
manufactures designed or layout of project.
“J” – This letter stands for joint efforts i.e. Project work which is undertaking should be
completed with a combined effort.
“E” – This stands for engineering i.e. worker undertaken is to be employing technical
process.

“C” – This stands for the phenomenon of constriction on which is more essentially and
basic form of work.
“T” – This stands for the techniques unless techniques to work is not Known.
CONCLUSION
In general we came to conclusion. That project is systematic

conclusion discussed proposed particular subject which, include complete
information about required to machine tools, appliances need the various
operation required to be done in well sequences.

Executive Summary
Job satisfaction represents the constellations of person’s attitude towards or about the job.
In general, job satisfaction is the attitude towards the job as a whole. Job satisfaction is a
function of satisfaction with different aspects of job, i.e. supervision, pay, works itself, co-
workers, promotion, etc., and of the particular weighting or importance one attaches to these
respective components.
Employee job Satisfaction was a much popularized subject during the 1980’s and 1990’s, where
much of the literature (Stoner & Wankel, 1986; Brewster, Dowling, Grobler, Holland &
Warnich, 2000), focused on the link between Employee Satisfaction and Employee Performance.
Subsequent research has, however, proven that this link is not particularly strong, (Kreitner &
Kinicki, 2005; Ivancevich & Matteson, 2002). What recent research has confirmed is that there is
a clear reciprocal relationship between Employee Satisfaction and Customer Satisfaction (Kraut,
1996). For example, one of the most detailed studies undertaken was that carried out by Heskett,
Sasser and Schlesinger (1995). The authors point out that, “When companies put employees and
customers first, their employees are satisfied, their customers are loyal, their profits increase, and
their continued success is sustained” (as cited in Bailey & Dandrade, 1997).
The concept of Employee Satisfaction can be traced back to Edward Thorndike, who in the early
1900’s published an article in the Journal of Applied Psychology where he explored the
relationship between work and satisfaction. The concept of Employee Satisfaction has certainly
been researched very thoroughly over the years and has been linked to many other issues like
employee loyalty, employee commitment, employee engagement and job satisfaction.
One of the most quoted theorists is Hertzberg who during the 1950’s developed his theory which
identified two dimensions of satisfaction, namely motivation and hygiene. Hertzberg maintained
that the hygiene factors could not motivate employees but rather helped minimize dissatisfaction
levels if addressed. These hygiene factors include topics such as; company policies, supervision,
salary, interpersonal relationships and working conditions. The motivating factors addressed
topics such as: the work itself, achievement, recognition, responsibility, and advancement. If
continuously good levels are maintained in respect of these topics, a motivated work force is
created.
Modern management considers human being as resource and it is an importance for the success
of any organization. It is the strength and aid. Therefore employees attitudes, interest, quality,
job satisfaction, etc., have a bearing productivity of a firm unless the management is able to
recognize employees needs and wants they will lose motivation and morale and it will affect the
best interest of the firm.
Work is one of the most important activities in a person’s life .Who do have satisfying job rarely
have fully satisfying lives. Dissatisfaction in work can lead in many circumstances to lower
production and friction on the job. So that it must be considered by the management and steps
should be taken to find out the factors which cause job dissatisfaction and to reduce such
dissatisfaction. In general employee satisfaction is the attitude towards the work environment,
salary, relationship with their colleagues, job security, grievance handling, performance
appraisal, training and development, management style, quality policy, career counseling and so
on.
In this project factors that are taken into consideration for the employee satisfaction are:
Work Environment:
Work environment is the atmosphere to which the employee is actually exposed. This constitutes
a major portion of the influence on the employees. This typically included the quantum of work
allotted, nature and complexities, system being followed, support from colleagues etc.
Relationship with the Superiors and Subordinates:
Healthy and cordial relationship in the department will not only provide healthy environment but
also paves way for smooth flow of work, increases productivity and qualitative performance.
Relationship with Colleagues:
Better understanding and friendly relations with colleagues is necessity for a good environment.
Joining hands together and helping each other enhance stability and confidence among
themselves that contributes to the security and improve performance as a whole.
Motivation and Recognition:
The level of performance of an employee is a function of his abilities. If there is a strong positive
motivation, the output increases and decreases if it is negative. Motivation is a core element of

management which shows that every human being earnestly seeks a secure, friendly and
supportive relationship that gives him a sense of warmth and recognition in groups that are most
important to him.
Salary:
Salaries are influenced by the size of the company, by a specific industry and in part by the
contribution of the incumbent to the process of decision making. The bigger the firm, the greater
is the compensation to the employees. The more attractive the salary, the more attractive will be
the performance of the employees.
Job security:
A person who is satisfied with the current job would continue to remain in the same job. So job
security plays a crucial role in the maintenance of job satisfaction among employees.
Grievance handling:
This is a corrective measure however important when grievances or difficulties or constraints
enter in on employee’s job. The approaches of management, time taken to provide counter
measures etc are the constraints of this factor.
Performance appraisal:
Most firms do not have a choice whether or not it should appraise its personnel and their
performance of the hired personnel will be evaluated by someone at sometime.
Management practices:
The approach of the management towards employees in the interfaces like appraisal and reward
schemes, permitting employees in the interfaces like appraisal and reward schemes, permitting
employees to participate in the organizational issues etc, is also determining the employee
satisfaction. This company has set employee of the year award etc, ensures positive management
approach. These approaches have made the employees to have a good view over their job.
Opportunities for development:
This is a factor strongly related to the higher order needs of the employees on their personal
development. Many people like a challenging job, since that assures them to think and undergo

series development measures. This factor is an essential one for satisfaction of permanent
employees.
Quality policy:
Quality is a core concept that rules today’s business. It is a non comprising factor of any industry
in today’s business world. Companies would adopt themselves to the recognize quality standards
to sustain in the market and to provide a better working condition to the employees and job
security.
The study on employee satisfaction is relatively recent phenomenon. It can perhaps be said to
have begun in earnest with the famous Hawthrone experiment conducted by Elton Mayo at
western electrical company in 1920s. During the course of their investigation, however they
became convinced that the factors of social nature were affecting employee satisfaction with the
job and productivity. Since the Hawthrone studies, there has be enormous output of work on the
nature, causes, correct employee satisfaction. The traditional model of employee satisfaction is
that it consists of training and development, salary, management style, quality policy than an
individual has about his work. The total body of influence of the job, the nature of the job itself,
the pay, the promotion prospects, nature of supervision and so on, where the sum total of
influences gives to rise to the feeling of employee satisfaction, the employee is satisfied, where
in total, they give rise to psychological and environmental circumstances that cause a person
truly to say “I am Satisfied”. Employee satisfaction means a pleasurable positive emotional state
resulting from the appraisal of one’s feelings.
This research named “A Study on employee welfare in CADBURY INDIA LIMITED anticipates
identifying the various factors and the extent to which they affect the satisfaction level of the
employees.
Employee satisfaction and welfare is very crucial for every organization because higher
satisfaction level and welfare of the employee have a positive impact on productivity,
performance, individual’s physical and mental health, profitability, improve quality of products
or services and reduce absenteeism, employee turnover, dispute between labour and
management. This gives a competitive edge to the company over its competitors.
The study tries to cover each and every factor that effect employee welfare and satisfaction level,
weather it is HR policies (recruitment policy, promotion policy, compensation policy etc.) and
HR practices (training and development, performance appraisal, motivation techniques etc.) or
some other personal factor (gender, age, qualification etc.).

The research includes each and every factor because even a single factor can lower satisfaction
level and moral of the employee, which in turn leads to absenteeism, accidents, low productivity
etc. and ultimately effect the organizational goal.
The research will help the company to gain the benefits of higher employee satisfaction level and
have a competitive edge over its competitors.
Area of study
The area of the study is the production plant of the , CADBURY INDIA LIMITED, Malanpur site,
distt. Bhind, Gwalior (Madhya Pradesh)
Scope of the study
The scope of the study extends from lower hierarchical level (workers), middle hierarchical level
(supervisors) to upper hierarchical level (Managers) of the company, so it is a comprehensive
study.
Objectives of the study
The objective of conducting such research is to know the level of satisfaction among the
employees of CADBURY INDIA LIMITED. Further it will also help to know the various job
related and personal factors and their extent to which they affect the satisfaction level of
employees, so that meaningful conclusions and suggestions could be made in order to make the
human resource policies and practices of the company more effective and efficient.
Research methodology
The research includes both primary and secondary data. The information from the respondents is
collected through questionnaire. The primary data was collected form employees of the
CADBURY INDIA LIMITED and secondary data is collected from the books.
The sample size is 60 and samples are selected on the basis of convenient from every department
of the company.
Questions are framed in such a way that the answers reflect the ideas and thoughts of the
respondents with regard to level of satisfaction. For job related factors like scale (five rating
scale) is used in which respondents are required to show their level of satisfaction from 1 to 5 (1=

Strongly Agree, 2= Agree, 3= Neutral, 4= Disagree, 5=Strongly Disagree) and for personal factor
simple category scale is used and respondents are required to tick at the appropriate box. Some
facts revealed in the study are bases on personal observations also.
Tools of interpretation and analysis

Here the simple percentage analysis is used for calculating the percentage of satisfaction level in
the total respondents and data is presented in the form of tables and bar diagrams.
To determine the level of satisfaction for the various categories (work environment and nature of
work, relationship with seniors and co-worker, welfare facilities, pay and promotion etc)
combined mean is used. Since likert scale is used to find out the satisfaction level the value
of combined mean shows the level of satisfaction form 1 to 5 and 2.5 is the middle point.
Higher the value of mean shows higher satisfaction level and lower the value of mean shows
lower satisfaction level.
To analyze the data two-way analysis is used and to test the hypothesis Chi-square test is used
and for all the chi-square test the table value has taken @ 5% level of significance.
Limitations of the study
The study is also subjected to certain limitations such as, sample is limited to 60, findings and
conclusions are based on knowledge and experience of the respondents sometime may subject to
personal biasness and research study was being done in the year June 2010, with required data
analysis and interpretation, the data needs to be updated at times when it comes to have further
usage of this research study report.
Despite the above limitations I tried my best through the entire study to provide a
comprehensive, complete and detailed report, so that it can help the organization to take
appropriate decisions for the welfare and satisfaction of its employee while giving due
consideration to its goals and objectives.

About the CADBURY
Cadbury India's five factories in India churn out close to 8,000 tones of chocolate and the
company sells a million bars every day.
But Bharat Puri, managing director of Cadbury India will never forget the batch of Dairy Milk
chocolates numbered 28F311 manufactured last year at the company's plant in Thane, near
Mumbai.
That was the worm-infested batch that triggered a crisis for the company that had always prided
itself on its squeaky clean image.
The timing of the controversy couldn't have been worse. Festival season sales (Cadbury sells
almost 1,000 tonnes of chocolates during Diwali) plummeted 30 per cent.
Until then, in the country's FMCG sector plagued by slow, low single digit top line and bottom-
line growth, Cadbury was a sweet exception. But its net profit in 2003 dipped 37 per cent to Rs
45.6 crore (Rs 456 million) as compared to a 21 per cent increase the previous year.
Now, a year later, Cadbury says that consumers have long forgotten the controversy and are back
to their merry chocolate-chomping ways.

"Sales are back to the pre-controversy levels. Consumer confidence in the product is back and
there has been a steady progression in sales," says Sanjay Purohit, head (marketing) Cadbury
India. The company expects to close the year with a high double digit sales growth.
Company Overview
Cadbury began its operations in 1948 by importing chocolates and then re-packing them before
distribution in the Indian market. After 59 years of existence, it today has five company-owned
manufacturing facilities at Thane, Induri (Pune) and Malanpur (Gwalior), Bangalore and Baddi
(Himachal Pradesh) and 4 sales offices (New Delhi, Mumbai, Kolkata and Chennai). The
corporate office is in Mumbai.

Our core purpose "Working together to create brands people love" captures the spirit of what we
are trying to achieve as a business. We collaborate and work as teams to convert products into
brands.
Simply put, we spread happiness!
Currently Cadbury India operates in three sectors viz. Chocolate Confectionery, Milk Food
Drinks and in the Candy category.
In the Chocolate Confectionery business, Cadbury has maintained its undisputed leadership over
the years. Some of the key brands are Cadbury Dairy Milk, 5 Star, Perk, Éclairs and
Celebrations. Cadbury enjoys a value market share of over 70% - the highest Cadbury brand
share in the world! Our flagship brand Cadbury Dairy Milk is considered the "gold standard" for
chocolates in India. The pure taste of CDM defines the chocolate taste for the Indian consumer.
In the Milk Food drinks segment our main product is Bourn vita - the leading Malted Food Drink
(MFD) in the country. Similarly in the medicated candy category Halls is the undisputed leader.

We recently entered the gums category with the launch of our worldwide dominant bubble gum
brand Bubbaloo. Bubbaloo is sold in 25 countries worldwide.
The Cadbury India Brand Strategy has received consistent support through simple but
imaginative extensions to product categories and distribution. A good example of this is the
development of Bytes. Crispy wafers filled with coca cream in the form of a bagged snack, Bytes
is positioned as "The new concept of sweet snacking". It delivers the taste of chocolate in the
form of a light snack, and thus heralds the entry of Cadbury India into the growing bagged Snack
Market, which has been dominated until now by Salted Bagged Snack Brands. Byte was first
launched in South India in 2003.
Since 1965 Cadbury has also pioneered the development of cocoa cultivation in India. For over
two decades, we have worked with the Kerala Agriculture University to undertake cocoa
research and released clones, hybrids that improve the cocoa yield. Our Cocoa team visits
farmers and advises them on the cultivation aspects from planting to harvesting. We also conduct
farmers meetings & seminars to educate them on Cocoa cultivation aspects. Our efforts have
increased cocoa productivity and touched the lives of thousands of farmers.
Cadbury Milestones
The Cadbury story is a fascinating study of industrial and social developments. From a one
man business in 1824, Cadbury has grown to be one of the world's largest producers of
chocolate.
Use our milestones to view Cadbury history at a glance; discover how the company grew and
when the key products were introduced. See how a small family business developed into an
international company and how the high standards of the Cadbury brothers were combined with
the most sophisticated technology, skills and innovation.

Cadburys manufacturing facility at Malanpur :
On 13th January 1989, the Company began its manufacturing operations at the most modern
plant at Malanpur near Gwalior in M.P. The factory is located on 24 acres of land that is
taken up on lease from the M.P Audyogik Vikas Nigam (MPAKVN).
Some of the Products of CADBURY INDIA LIMITED are:-
 Éclairs
 Bournvita
 Fruity Gems
 Perk
 Ulta Perk
 Celebrations
 Five Star Crunchy
 Milk Treat
 Dairy Milk
Product Range (Plant-wise) :
1. Malanpur Factory
 Éclairs
 Gems
 Fives Star
 Perk
 Ulta Perk
 Milk Treat

2. Thane Factory
 Bournvita
 Dairy Milk, Fruit Nut, crackle & mouldedg products
 Five star
 Gems
 Caramels, Tiffin’s, Nut butterscotch
 Liquid Milk ,cocoa Processing
3. Induri Factory
 Milk Crumb
 Milk Fat
 Liquid Milk Chocolate
 Five star
 Relish
 Gems
 Moulded chocolate
4. Bangalore Factory
 Halls
 Clorets
 Gums

Objective of the project :
 To gather the information regarding the “Social Welfare”
schemes of Cadbury India
Ltd. Branch Malanpur .
 To suggest the company to improve the social welfare schemes

for employees.
 To get the practical knowledge of social welfare schemes.
Focus Points of the Project :
Focus points, which are to be emphasized in the project are as below :

 Organizational Structure
 Training Process
 Social Welfare Function
 Washing facility
 Sitting facilities
 First aid and appliances
 Canteen Facility
 Crèches Facility
 Sports Activities
 Welfare Officers
 Medical Facility
 Canteen facility
 Allowances
 Transport Facility
 Drinking Water
 Amenity facility
 Contingency Loan
 Housing loan

 Company Loan
 Cultural activities
 Other Facilities
HUMAN RESOURCE MANAGEMENT
For any business to run one needs four M’s namely Man, Money, Machine and Material.
Managing other three resources other than men, are easy to handle. Men are very difficult to
handle because no two human beings are similar in all way. Human beings can think, feel and
give response. Handling humans is more important for any business because human being have
crucial potential that may be very profitable for the business. And these potential can be
developed to an unlimited extent if they are provided with proper environment. So the function
of managing men is as important as finance or marketing function in any business.
HRM refers to practices and policies framed for the management of human resources in an
organization, including Recruiting, screening, rewarding and appraising.”
Human resources have at least two meanings depending on context. The original usage derives
from political economy and economics, where it was traditionally called labor, one of three
factors of production. The more common usage within corporations and businesses refers to the
individuals within the firm, and to the portion of the firm's organization that deals with hiring,
firing, training, and other personnel issues. This article addresses both definitions.
The objective of Human Resources is to maximize the return on investment from the
organization's human capital.

THE SCOPE OF HRM is indeed very vast. All major activities in the working life of a worker-
from the time of his or her entry into the organization until he or she leaves- come under the
purview of HRM.
Specifically, the activities include are
 HR Planning
 Job analysis and design
 Recruitment and selection
 Orientation and placement
 Training and development
 Performance Appraisal and Job evaluation
 Employee and executive remuneration
 Employee Motivation
 Employee Welfare
It is the responsibility of human resource managers to conduct these activities in an effective,

legal, fair, and consistent manner.
"Human resource management aims to improve the productive contribution of individuals while
simultaneously attempting to attain other societal and individual employee objectives." Schwind,
Das & Wagar (2005).

FACILITIES RENDERED BY CADBURY INDIA LIMITED
COMPANY LEASED HOUSE
 Company will arrange the house through an authorized real estate agent as per the choice
of the employee.
 Security deposit by company.
 12% percent Interest will be charged on deposit amount.
 The same will be debited in CTC.
 Rent would be exempted from income tax.
 10% Perquisite Tax would be charged to the employee on his taxable income.
COMPANY OWNED ACCOMODATION
 No deposit – no interest.
 Rent would be calculated @ 11 rupees per Square feet.
 Monthly rental would be charged to CTC
 Rental Amount will be exempted from tax
 10% perquisite tax would be charged on employee.
 Security Deposit

 HRA – House Rental Allowance
 HRA can be maximum 40% of Basic Salary.
 Deposit and rent has to be paid by employee by self
 To get the tax exemption the employee has to produce the rental agreements and rental
receipts of the house.
 The employee can’t claim this benefit if He/She has his own house.
OFFICE WEAR ALLOWANCE
 An amount of Rs.18, 000 P.A. is exempted for income tax.

 To get the exemption original bills to be submitted.
 Items covered under this head are as follows:
 Attire (2) Ties (3) Shoes (4) Socks (5) Tailoring charges
LTA - LEAVE TRAVEL ALLOWANCE
 An Employee can block two months of Basic Salary as Leave Travel Allowance.
 He/She should take a minimum of 5 days leave (PL).
 In case of air travel-economy class fare is exempted and in case of rail travel second class
AC fare is exempted.
 He/She can travel within India only.
 He/She has to produce the original travel tickets.
CAR

 Company will arrange a car through a car lease agency.
 Employee can choose any make/model.
 The EMI that will be charged would be Rs. 2095/- per Lac per month.
 The EMI amount per Annum would be exempted from Income Tax.
MAINTENANCE & RUNNING COST
 Maintenance and Fuel Cost will be exempted as follows.

 Maintenance can’t exceed Rs. 25, 000 per annum.
 If CC of the car is less than 1000 – Rs. 1, 11,000 per annum.
 If CC of the car is more than 1000 – Rs. 1, 50,000 per annum.
 The perquisite Tax charged would be Rs. 1200 irrespective of the cc of the car
 The above exemption would be provided on submission of original bills.
 There would be no tax exemption against if the employee has his own car.
 The FBT Tax (Fringe Benefit Tax) for fuel and maintenance is 6.73% on how much you
have opted for.
 At the time of leaving CO. before 48 months then the employee has to pay FCV (For
Closer Value) to the company from whom the loan is taken.
 If the employee is still stays after 48 months then employee will be charged 20% on the
value of the car at that time for changing the name i.e. ownership.
CHILDREN EDUCATION ALLOWANCE
 Employee can claim exemption Rs. 2400 per year.

 This exemption is restricted up to two children.
 To pass the claim Employee has to submit the original bills.
 To get this benefit child age should be greater then 3.5 years.
GIFT COUPONS

 A sum of Rs. 5000/- would be exempted against the Gift Coupons.
 The company would provide coupons worth Rs. 5000/- during the months of October &
November.
 Validity of this coupons is one year
 This coupon is accepted at major outlets in city.
 FBT Tax – 16.67% is charged.
CONVEYANCE ALLOWANCE
 If the employee is not using company’s car then and only then he can claim this option.
 To getting the exemption bills are not required.
 Conveyance allowance is up to Rs. 800/- per month.
FOOD COUPONS
 The Company gives SODEXO passes in term of Food Coupons.

 Food coupons are provided on monthly basis of Rs. 1300.
 A sum of Rs. 15600 per annum will be exempted from the income tax.
MEDICAL ALLOWANCE
 The employee gets an exemption of Rs. 15000 p.a.

 But to get exemption the employee must submit original bills.
HOUSE RENT ALLOWANCE

 Maximum 40% of basic salary can be calculated as HRA.
 But if employee owns the house in another state then he/she can ask for HRA and also
opt for Company Leased House.
SUPERANNUATION
 13-15% of basic salary is transferred to trust.

 It can be given to employee only after the completion of 5 years with the company.
 The money is collected by a trust.
 To withdraw the money the employee has two options, either he can take the money
monthly or he can take the money after 5years.
SPECIAL PERSONAL ALLOWANCE
 Any amount which exceeds the limits of each allowance can be transferred under this
head.
 SPA is fully taxable as per income tax rules.
LEAVES
There are four types of leaves available with the employees.
• PAID LEAVE
• CASUAL LEAVE
• SICK LEAVE
• OPTIONAL LEAVE
Additional Information:

 No leaves can be clubbed with another leave.
 Minimum 90 days leave should be in balance for the encashment of leaves.
 PAID LEAVE
 There are 30 days PL available with the employee after the conformation.
 The PL is available after 180 days from the date of joining.
 The employee can take only 3-5 PL at a single time
 CASUAL LEAVE
 There are 5 days CL available to an employee from the date of joining.
 The employee can take 1-3 days CL at a time.
 SICK LEAVE
 There are 10 days SL available to an employee from the date of joining.
 The employee has to submit doctor’s certificate if the leave extends to 2 days.
 OPTIONAL LEAVE
There are 3 days OL available to an employee from the date of conformation.
JOINING FACILITATION
Joining Day is the day when an employee recruited on the payrolls of the company. The HR Rep.
should be in constant touch with the candidates till the date of joining. Collect the information
from the candidate regarding the date and mode of arrival to the location of joining. Arrange for
pick-up of the joinee & family from the station/airport and take them to the hotel as per the
requirement. If pick-up arrangement can’t be arranged then give complete address/directions to

the hotel & the office to joinee. HR Rep. should give a brief introduction to the new joinee on the
following:
 Geography of the Location/City/Town.

 Organization Structure.
 Status of the Project/Operations of the circle.
 Role of the employee.
RESIDENTIAL & MOBILE TELEPHONE
Residential & Cellular Phone are allotted to employee based on the role and responsibility level
and should not be treated as Perquisite. The Residential & Cellular Phone provided by the
company will be on the name of company.
Circle / Business Entity Head can take any of the following decisions with respect to Residential
Telephone Connection:
 Obtain the telephone connection on priority basis by paying higher amounts.

 Provision of STD / ISD Facility.
 Reimburse only Telephone Rental expenses.
 Reimburse the Local Call Expenses.
 Reimburse expenses related to only official calls.
 Reimburse all expenses including Long Distance Calls.
ALLOTMENT OF DESKTOP PC / LAPTOP
All full time permanent employees who will be available at their office desk for more than 80%
of the working hours on daily basis will be provided with a desktop PC on their workstation.

The circle/Business Entity head can take decision to allotment of Lap Top in lieu of desktop PC
based on the role of the employee.
INDUCTION
Induction is also called orientation, which is designed to provide a new employee with the
information he or she needs to function comfortably and effectively in the organization.
RESEARCH METHODOLOGY

The methodology followed for conducting the study includes the specification of research
design, sample design, questionnaire design, data collection and statistical tools used for
analyzing the collected data.
i) Research Design: The research design used for this study is of the descriptive type.
Descriptive research studies are those studies which are concerned with describing the
characteristics of a particular individual or a group.
ii) Sample Size: All the items consideration in any field of inquiry constitutes a universe of
population. In this research only a few items can be selected form the population for our study
purpose. The items selected constitute what is technically called a sample. Here out sample size
is 60 employees from the total population in the delivery peoples. The samples are selected on
the basis of convenient.
iii) Data Collection: The primary data was collected by using questionnaires. The
questionnaire has 68 questions. A likert scale (five point scale) was used such as strongly
disagree, disagree, neutral, agree and strongly agree.
iv) Questionnaire Schedule: Questions are framed in such a way that the answers reflect
the ideas and thoughts of the respondents with regard to level of satisfaction of various factors of
job satisfaction. The questionnaire has total 68 questions. The likert scaling techniques has been
used for each question in the interview schedule.
1. Strongly agree
2. Agree
3. Neutral
4. Disagree
5. Strongly disagree

v) Tools of Analysis:
v.a) Simple Percentage Analysis:

Here the simple percentage analysis is used for calculating the percentage of satisfaction
level in the total respondents.
v.b) Two-Way Analysis:

The score secured by the respondents who falls between the score as up to 250 indicates
less satisfaction of the respondents, from 251 – 280 are got average satisfaction and
above 280 respondents got highly satisfaction level.
vi) Areas of Study

The area of the study is CADBURY INDIA LIMITED, Malanpur Manufacturing Plant,
dist-Bhindi, Gwalior, Madhya Pradesh
vii) Limitations of Study

i) The sample was confined to 60 respondents. So this study cannot be regarded as “full
-proof” one.
ii) Some respondents hesitated to give the actual situation; they feared that management
would take any action against them.
iii) There was a fear of reprisal among the employees to reveal their personal feelings and the
result may not reflect the actual satisfactions.
iv) The findings and conclusions are based on knowledge and experience of the respondents
sometime may subject to bias.
As such the research study was being done in the year June 2010, with required data analysis and
interpretation, the data needs to be updated at times when it comes to have further usage of this
research study report.

DATA PRESENTATION WITH SIMPLE PERCENTAGE TABLE
SIMPLE PERCENTAGE TABLE – 1

GENDER
There is as yet no consistent evidence as to whether women are more satisfied with their job than
men, holding such factors as job and occupational level constant. In order to know the ratio of
gender among employees of CADBURY INDIA LIMITED and the difference in their level of
satisfaction, the respondents were asked about their gender.
Gender of the employee
Gender Frequency Percentage
Male 55 91.666667
Female 5 8.3333333
Total 60 100
INTERPRETATION:
The above table indicates that
 91.666667% of the employees in CADBURY INDIA LIMITED are male.
 8.3333333% of the employees in CADBURY INDIA LIMITED are female.

MARITAL STATUS
The marital status may influence the job satisfaction as a personal factor. Because the married
people has some unavoidable responsibility.
Marital status of the employees

Marital Status Frequency Percentage
Married 55 91.66667
Unmarried 5 8.333333
Total 60 100
INTERPRETATION:
 91.66% of the employees are married.
 8.33% of the employees are unmarried.

AGE
Age is an important factor that has an influence of job satisfaction. Hence according to age levels
the respondents are classified into three categories.
Age of the employees

Age Frequency Percentage
Less than or equal to 25 yrs 2 3.33333
26-50 50 83.3333
More than or equal to 51 yrs 10 16.6667
Total 60 100
INTERPRETATION:
 Majority of the respondents i.e. 83.33% are in 26 to 50 years age group.
 16.66% of the respondents are above 50 years age group.
 3.33% of the respondents are below 26 years age group.

QUALIFICATION
Qualification of the respondents may affect the perception of job satisfaction. Highly educated
may expect much better work life then others. According to educational qualification the
respondents are classified into four categories as under.
Qualification of the employees

Qualification Frequency Percentage
School Level 44 73.33333
Graduate 13 21.66667
Post Graduate 3 5
Total 60 100
INTERPRETATION:
The above table reveals that
 Majority of the respondents i.e. 73.33% studied up to school level.
 21.66% of the respondents are graduate.
 5% of the respondents are post graduate.

EXPERIENCE
The experience of the employees in their job is another factor affecting the perception on job
satisfaction. Highly experienced may expect better working conditions and having less
experienced satisfy with the existing one. The respondents are classified into three categories
according to their level of experience as under:
Experience of the employees

Experience Frequency Percentage
Less than or equal to 5 yrs 7 11.666667
6-10yrs 12 20
More than or equal to 11 yrs 41 68.333333
Total 60 100
INTERPRETATION:
The above table shows that
 68.33% are above 10 years of experience in CADBURY INDIA LIMITED.
 20% of the respondents are 6 – 10 years of experience.
 11.66% of the respondents are less than 6 years of experience.

MONTHLY SALARY
Man work to earn every employee in the organization will expect adequate pay to be paid for the
job done by him. The reasonable pay for each job which is performed in the organization. This
scale of pay may help for the job satisfaction to a greater extent.
Monthly Salary of the employees

Monthly Salary Frequency Percentage
Less than or equal to Rs 10000 7 11.66666667
Rs. 10001 – 15000 18 30
More than or equal to Rs. 15001 35 58.33333333
Total 60 100
INTERPRETATION:
 58.33% of the employees have their monthly salary above Rs.15001.
 30% of the employees have their monthly salary between Rs.10001 – Rs.15000.
 11.66% of the employees have their monthly salary below Rs 10000.

Table showing employee’s opinion about the nature of their work.
Your work is very challenging one

Description Frequency Percentage
Strongly agree 21 35
Agree 30 50
Neutral 8 13.333333
Disagree 0 0
Strongly disagree 1 1.6666667
Total 60 100
INTERPRETATION:
 35% of the employees are strongly agree that their work is very challenging one.
 50% of the employees are agree that their work is very challenging one.
 13.33% of the employees are neutral about the fact that their work is challenging one.
 0% of the employees are disagree that their work is very challenging one.
 1.66% of the employees are strongly disagree that their work is very challenging one.

Table showing opinion of employees regarding their work load.
I feel I have too much work to do

Strongly agree 11 18.3333
Agree 30 50
Neutral 16 26.6667
Disagree 3 5
Strongly disagree 0 0
Total 60 100
INTERPRETATION:
 18.33% of the employees are strongly agree that they have too much work to do.
 50% of the employees are agree that they have too much work to do.
 26.66% of the employees are neutral about the fact that they have too much work to
do.
 5% of the employees are disagree that they have too much work to do.
 0% of the employees are strongly disagree that they have too much work to do.

Table showing opinion of employees regarding working hours.
Working hours are convenient for me I’m happy with my work place
Agree 25 41.666667
Neutral 3 5
Disagree 0 0
Total 60 100
INTERPRETATION:
 53.33% of the employees are strongly agree that their working hours are
convenient.
 41.66% of the employees are agree that their working hours are convenient.
 5% of the employees are neutral about the fact that their working hours are
convenient.
 0% of the employees are disagree that their working hours are convenient.
 0% of the employees are strongly disagree that their working hours are convenient.

Table showing opinion of the employees regarding rest intervals.
Adequate rest intervals are given

Agree 28 46.666667
Neutral 7 11.666667
Disagree 1 1.6666667
Total 60 100
INTERPRETATION:
 40% of the employees are strongly agree that adequate rest intervals are given to
them.
 46.66% of the employees are agree that adequate rest intervals are given to them.
 11.66% of the employees are neutral about the fact that adequate rest intervals are
given to them.
 1.66% of the employees are disagree about the fact that adequate rest intervals are
given to them.
 0% of the employees are strongly disagree that that adequate rest intervals are given
to them
Table showing opinion of the employees about management and workers relationship.
Management builds and maintains work relationship
Agree 23 38.3333
Neutral 6 10
Disagree 3 5

Total 60 100
INTERPRETATION:
 46.66% of the employees are strongly agree that management builds and
maintains work relationship.
 38.33% of the employees are agree that management builds and maintains work
relationship.
 10% of the employees are neutral about the fact that management builds and
 5% of the employees are disagree about the fact that management builds and
 0% of the employees are strongly disagree that management builds and maintains
work relationship.

Table showing opinion of the employee that they are provided with sufficient
allowances.
I’m satisfied with allowances provided by the organization
Agree 18 30

Neutral 3 5
Disagree 0 0
Total 60 100
INTERPRETATION:
 60% of the employees are strongly agree that they are satisfied with the
allowances provided to them.
 30% of the employees are agree that they are satisfied with the allowances provided
to them.
 5% of the employees are neutral about the fact that they are satisfied with the
 0% of the employees are disagree about the fact that they are satisfied with the
 5% of the employees are strongly disagree that they are satisfied with the allowances
provided to them.

Table showing opinion of the employee about transport facility.
The organization has adequate transport facility
Agree 9 15

Neutral 0 0
Disagree 0 0
Total 60 100
INTERPRETATION:
 85% of the employees are strongly agree that organization has adequate
transport facility.
 15% of the employees are agree that organization has adequate transport facility.
 0% of the employees are neutral about the fact that organization has adequate
transport facility.
 0% of the employees are disagree about the fact that organization has adequate
transport facility.
 0% of the employees are strongly disagree that organization has adequate transport
facility.

Table showing opinion of the employee about medical facilities.
The organization has adequate medical facilities
Agree 16 26.6667
Neutral 0 0

Disagree 0 0
Total 60 100
INTERPRETATION:
 73.33% of the employees are strongly agree that organization has adequate
medical facility.
 26.67% of the employees are agree that organization has adequate medical facility.
 0% of the employees are neutral about the fact that organization has adequate
medical facility.
 0% of the employees are disagree that organization has adequate medical facility.
 0% of the employees are strongly disagree that organization has adequate medical
facility.

Table showing opinion of the employee that they are provided with benefits for their
family.
I am provided by benefits for the family
Agree 25 41.666667
Neutral 0 0
Disagree 0 0

Total 60 100
INTERPRETATION:
 58.33% of the employees are strongly agree that they are provided with benefits
for the family.
 41.67% of the employees are agree that they are provided with benefits for the family.
 0% of the employees are neutral about the fact that they are provided with benefits
for the family.
 0% of the employees are disagree about the fact that they are provided with benefits
for the family.
 0% of the employees are strongly disagree that they are provided with benefits for
the family.

Table showing opinion of the employee about refreshment facilities.
I’m satisfied with the refreshment facilities
Agree 23 38.333333
Neutral 13 21.666667
Disagree 0 0
Total 60 100

INTERPRETATION:
 33.33% of the employees are strongly agree that they are satisfied with refreshment
facility.
 38.33% of the employees are agree that they are satisfied with refreshment
facility.
 21.67% of the employees are neutral about the fact that they are satisfied with
refreshment facility.
 0% of the employees are disagree about the fact that they are satisfied with
refreshment facility.
 6.67% of the employees are strongly disagree that they are satisfied with refreshment
facility.

Table showing opinion of the employee about rest room and lunch room
We are provided with the rest and lunch room and they are good enough
Agree 17 28.3333
Neutral 4 6.66667
Disagree 4 6.66667
Total 60 100

INTERPRETATION:
 55% of the employees are strongly agree that rest room and lunch room are good
enough.
 28.33% of the employees are agree that rest room and lunch room are good enough.
 6.67% of the employees are neutral about the fact that rest room and lunch room are
good enough.
 6.67% of the employees are disagree about the fact that rest room and lunch room are
good enough.
 3.33% of the employees are strongly disagree that rest room and lunch room are
good enough.

Table showing opinion of the employees about first aid faciltiy
I’m satisfied with the first aid facilities
Agree 24 40
Neutral 3 5
Disagree 0 0
Total 60 100

INTERPRETATION:
 55% of the employees are strongly agree that they are satisfied with first aid
facility.
 40% of the employees are agree that they are satisfied with first aid facility.
 5% of the employees are neutral about the fact that they are satisfied with first aid
facility.
 0% of the employees are disagree about the fact that they are satisfied with first aid
facility.
 0% of the employees are strongly disagree that they are satisfied with first aid
facility.
Table showing opinion of the employees about loan facility and other welfare benefits.
Satisfied with Loan facilities and other personal welfare benefits offered by company
Agree 35 58.3333
Neutral 4 6.66667
Disagree 0 0
Total 60 100

INTERPRETATION:
 35% of the employees are strongly agree that they are satisfied with loan facility and
other personal welfare benefits offered by the company.
 58.33% of the employees are agree that they are satisfied with loan facility and
other personal welfare benefits offered by the company.
 6.67% of the employees are neutral about the fact that they are satisfied with loan
facility and other personal welfare benefits offered by the company.
 0% of the employees are disagree about the fact that they are satisfied with loan
facility and other personal welfare benefits offered by the company.
 0% of the employees are strongly disagree that they are satisfied with loan facility
and other personal welfare benefits offered by the company.

Table showing opinion of the employees regarding the opportunities to use their ability.
I have adequate opportunity to use my ability
Agree 18 30
Neutral 6 10
Disagree 2 3.3333333
Total 60 100

INTERPRETATION:
 56.67% of the employees are strongly agree that they have adequate opportunity
to use their ability.
 30% of the employees are agree that they have adequate opportunity to use their
ability.
 10% of the employees are neutral about the fact that they have adequate opportunity
 3.33 of the employees are disagree about the fact that they have adequate opportunity
 0% of the employees are strongly disagree that they have adequate opportunity to use
their ability.

Table showing opinion of the employees about their overall satisfaction level in the
company.
Overall, I’m satisfied with my job
Agree 10 16.6667
Neutral 5 8.33333
Disagree 0 0
Total 60 100

INTERPRETATION:
 75% of the employees are strongly agree that they are overall satisfied with their
job in CADBURY INDIA LIMITED.
 16.67% of the employees are agree that they are overall satisfied with their job in
CADBURY INDIA LIMITED.
 8.33% of the employees are neutral about the fact that they are overall satisfied with
their job in CADBURY INDIA LIMITED.
 0% of the employees are disagree that they are overall satisfied with their job in
CADBURY INDIA LIMITED.
 0% of the employees are strongly disagree that they are overall satisfied with their
job in CADBURY INDIA LIMITED.
DATA ANALYSIS WITH TWO WAY TABLE

TWO WAY TABLE – 1
Relationship Between Gender And Level Of Satisfaction

INFERENCE:
From the above table the percentage of highly satisfied is in female group followed by the
male group. The percentage of medium satisfied is high in males and low satisfied again is
Gender level of satisfaction Total
Highly Satisfied Medium Satisfaction Low Satisfaction
Male 10 (18%) 35 (64%) 10 (18%) 55

Female 1 (20%) 1(20%) 3 (60%) 5
Total 11 36 13 60
highest in female group.
TWO WAY TABLE – 2

Relationship Between Marital Status And Level Of Satisfaction
Marital Status level of satisfaction Total
Married 9 (16%) 34 (62%) 12 (22%) 55

Unmarried 2 (40%) 2 (40%) 1 (20%) 5
Total 11 36 13 60
INFERENCE:
The above table reveals that the percentage of highly satisfied is in unmarried group followed
by married group. And in medium and low satisfaction highest percentage is in married group
and followed by unmarried group.
TWO WAY TABLE – 3

Relationship Between Age And Level Of Satisfaction
Age level of satisfaction Total
Young Age 1 (33.33%) 1 (33.33%) 1 (33.33%) 3
Middle Age 7 (15%) 30 (62%) 11 (23%) 48
Old Age 3 (33%) 5 (56%) 1 (11%) 9

Total 11 36 13 60
INFERENCE:
The above table reveals that the percentage of highly satisfied is in the Young age group
(33.33%) and 33 % of highly satisfied in the old age group and followed by Middle age
group. And in medium satisfaction 62% is the highest percentage in middle age group and
followed by old age group with 56% of satisfaction. The highest percentage of 33.33% in low
satisfaction is in young age group.
TWO WAY TABLE – 4

Relationship Between Qualification And Level Of Satisfaction
Qualification level of satisfaction Total
School Level 5 (12%) 29 (67%) 9 (21%) 43
Graduate 5 (36%) 7 (50%) 2 (14%) 14
Post Graduate 1 (33%) 0 2 (67%) 3
Total 11 36 13 60
INFERENCE:
From the above table the percentage of highly satisfied is more among the respondents of
graduate level group and followed by the post graduate group. The percentage of medium
satisfied is highest among the respondents of graduate level group. And the percentage of low
satisfaction is highest among the post graduate level group i.e. 67%.
TWO WAY TABLE – 5

Relationship Between Experience And Level Of Satisfaction
Experience level of satisfaction Total
Highly Medium Low
Satisfied Satisfaction Satisfaction
Less than or Equal to 5 years 2 (28.5%) 2 (28.5%) 3 (43%) 7
6 years - 10 years 2 (16.7%) 8 (66.6%) 2 (16.7%) 12
More than or Equal to 11 years 7 (17.1%) 26 (63.4%) 8 (19.5%) 41
Total 11 36 13 60
INFERENCE:
The above table reveals that the respondents having less than or equal to 5 years of
experience have derived highest satisfaction level with 28.5%. The percentage of medium
satisfaction is high in the category of 6 years - 10 years group i.e. 66.6%. And in low
satisfaction level again the percentage of less than or equal to 5 years of experience is high
i.e. 43%.
TWO WAY TABLE – 6

Relationship Between Experience And Level Of Satisfaction
Monthly Salary level of satisfaction Total
Highly Medium Low
Satisfied Satisfaction Satisfaction
Less than or Equal to Rs. 10000 3 (43%) 2 (28.5%) 2 (28.5%) 7
Rs. 10001 - Rs. 15000 1 (5%) 15 (79%) 3 (16%) 19
More than or Equal to Rs 15001 7 (20%) 19 (56%) 8 (24%) 34
Total 11 36 13 60
INFERENCE:
From the above table the percentage of highly satisfied respondents is more in the group with
less than or equal to Rs. 10000 monthly salary i.e. 43%. It was followed by the groups of
more than or equal to Rs. 15001 i.e. 20%. In medium satisfaction the highest percentage is in
Rs.10,001 – Rs.15,000 group i.e. 79%.
DESCRIPTIVE STATISTICS TABLE
Sr. Factors Combined Remarks

No. Mean
1 Work Environment And Nature of Work 1.85 Good
2 Relationship With Seniors And Colleagues 1.68 Good
3 Communication And Motivation 1.66 Good
4 Training Program And Performance Appraisal System 2.18 Good
5 Pay And Promotion 2.1 Good
6 Welfare Facility 1.55 Good
7 Job Security 1.78 Good
8 Management Style And Grievance Handling 2 Good
9 Quality Policy 1.43 Excellent
10 Job Factors 1.44 Excellent

SUMMARY OF FINDINGS
A.i) Findings from Simple Percentage Analysis and Descriptive Statistics

1) The number of male employees in the company is more with the percentage of
91.67%; where as female employees are only 8.33%.
2) The percentage of married employees in the company is more i.e. 91.67% than the
unmarried one.
3) Majority of the employees belongs to the age group of 26years-50years.
4) The data regarding the qualification of the employees’ shows that majority of the
employees have studied only up to school level i.e. 73.33%, which is followed by
graduates with 21.67%. The percentage level of post graduates is very low i.e. 5%.

5) Majority of employees experience with 68.33% have more than 11 years of
experience.
6) Data collected to know the monthly salary of the employees depict that majority of the
employee got monthly salary more than Rs. 15001 with 58.33%.
7) The respondents are satisfied with the environment and nature of work environment
and nature of work as their mean value is near to 1.85 which is quite good.
8) Quality policy, employees awareness about it and employees acceptance level for
changes is excellent with mean value 1.43.
9) Job factors such as opportunities, quality of work life and overall satisfaction of
employee with regard to job is also excellent with mean value of 1.44.
A.ii) Findings from Two-Way Table
1) Highly satisfied employees are more among the female respondents than the male
respondents.
2) Highly satisfied employees are more among the unmarried persons than the married
one.
3) Highly satisfied employees are more among the age group of young employee.
4) Highly satisfied employees are more among the graduate than the postgraduate
employees.
5) Highly satisfied employees are with less than 6 years of experience.
6) Highly satisfied employees are with less than Rs.10001/- income group.
B) SUGGESTION
1) Training department should be their in the company, if not possible then this
responsibility should be assigned to the Pilot Plant. So that when ever required
training should be imparted to the employees under the simulated conditions. It will
enhance performance of the employee and overall profitability of the company. By
doing so the company can avert miss happenings, as it has faced in the month of
April.
2) Most of the workers are school level. Since they have to work in a very risky
environment with dangerous chemicals, so their education level should be a little bit
high. For this company should tie up with some trust or school to provide part time

education to the employees. This will enhance their analytical ability, level of
understanding and so on. This will help the employees in doing their work efficiently
and effectively and thus ultimately enhance the growth of the company.
3) Job rotation may be introduced to give the employees a diverse background.
4) Company should extend its scope of selection from reference of employees to other
like campus placement, advertisements, e-recruitment etc.
5) Rest rooms should be maintained and cleaned properly.
6) Some employees are not satisfied with the promotion policy. They complained against
the diplomatic behavior of their seniors. Thus they suggest that promotions should be
given only in genuine and fair cases and not on the basis of references of the
respective heads or on the basis of liking towards any specific employee.
7) Another way through which the HR can become more effective is by engaging the
department into other activities other than housekeeping, salary making or other
admin work. Sessions like reader’s Session and meditational sessions. Such
activities will not only help the HR department to come up with a change in its day to
day activities but the employees too will get a change to get a kind of stable state of
mind, peace of mind and would like to share their knowledge with each other. The
employees will come to know facts that they didn’t knew earlier.
Not only this but a Gathering Sessions can be conducted where the employees can
come with their families and this will help to create a sense of close bonding with
each other and ultimately a sense of belongingness.
8) It has been found that as such in spite that the GUTKHAS AND PANMASALAS are
not allowed in the organizational premises and strictly not in the plant area still
employees carry such restrictive materials in the company as well as in the plant.
Apart from this mobile phones are also not allowed in the plant area as such the
vibrations of the mobiles in certain sensitive areas cause severe effect on the material
being manufactured.
Hence as per the research study for around I would strongly recommend that the entry of
prohibited eatables should not be allowed to the company premises. This is the responsibility
of the security so as to conduct the checking at the security gate properly so that mobile
phones or other restricted eatables are not made to enter the company premises.
For this I would strongly recommend that smoking censors or the mobile censors should be
implanted in the plant areas so that continuous watch can be kept over the workers as well as

the unauthorized staff members who carry cell phones or restricted eatables in the plant
premises.
C) CONCLUSION
It was a wonderful experience for me to be a part of CADBURY INDIA LIMITED for

around two month and working on a research project for the company was a tremendously
excellent experience that made me learn various aspects of an organization, areas of concern
for an organization, art of not just surviving but proving its potential and extra caliber at time
to time in the Indian corporate sector.
I hope the organization will be benefited from this survey and with the help of the
suggestions given the organization can improve its working further more and the overall
satisfaction level in the organization might increase up to the excellent level.
The workers of the firm are more satisfied comparing to the staffs. Hence more focus
should be given in the satisfaction level of the employees in the staffs level. The study

on employee’s satisfaction at CADBURY INDIA LIMIED is cased out with full co-operation
of the employees and management. As far as possible with in the given limits the study is
completed with the satisfaction of many peoples. The data collected are analyzed
scientifically and the results obtained are free to nearly 80%. It is assured that the company
may get high boosted moral in the organization provided some of the suggestions made in the
report are carried out.
The suggestion to set up a training department will definitely reduce the number of miss
happenings.
Further from this survey I hope the organization will be benefited and with the help of
the suggestions given the organization can improve its functioning and the overall satisfaction
level in the organization and its performance will increase.
Overall I will rate CADBURY INDIA LIMITED in “A” category companies. CADBURY
INDIA LIMITED through its highly ethical values not only climbing the ladder of growth
year by year but also fulfilling its responsibilities towards its employees and society.
Questionnaire
“A study on employee welfare and satisfaction
In CADBURY INDIA LIMITED”
The purpose of collecting such information is to know the level of satisfaction among the
employees of CADBURY INDIA LIMITED. Further it will also help to know the various job
related and personal factors and their extent to which they affect the satisfaction level of
employees, so that meaningful conclusions and suggestions could be made in order to make
the human resource policies and practices of the company more effective and efficient.
Dear respondents,
Your Co-operation in the context shall go a long way helping me to draw conclusive
inferences for which I shall be grateful.
Note: Following are the questions that are to be duly filled up by the candidate. It is being
strongly assured that secrecy shall be maintained at all the levels of this research and the

identity of respondent will not be revealed. It is simply a part of research project which is to
be submitted to Dayanada Sagar Business School, Bangalore in the partial fulfillment of the
requirements for the award of Post Graduation Diploma In Management (HRM).
Name of the employee : __________________________________

Employee code : __________________________________
Designation : __________________________________
Name of the department : __________________________________
Part – A (General Information)

Please tick ( ) at the appropriate place.
1. Gender : Male Female
2. Marital status : Married Single
3. Age. 4. Educational qualification.

25 years School level
26-50 years Graduate
:
50 years Post Graduate
5. Your experience in PCCPL. 6. Monthly salary.
5 years Rs. 10000

6-10 years Rs. 10001-Rs. 15000
11 years Rs. 15001
Please indicate your level of agreement in connection with the following factors:
1= Strongly Agree, 2= Agree, 3= Neutral, 4= Disagree, 5=Strongly Disagree
Part – B (Work Environment And Nature Of Work)
S. No. Particulars 1 2 3 4 5
7. Your work is very challenging one
8. I feel I have too much work to do
9. Working hours are convenient for me I’m happy with my
work place
10. Adequate rest intervals are given
11. Management builds and maintains work relationship
12. Provided with sufficient tools and equipments needed to do
my work
13. I’m satisfied with the safety measures provided by my

company
14. The lighting and other arrangements are satisfactory
15. I am mentally and/or physically exhausted at the end of a day
at work
Part – C (Relationship With Seniors And Colleagues)

16. I have proper superiors assistance
17. My boss considers my ideas too while making decision
18. I am appreciated for my performances
19. My boss is not partial
20. My Participation is welcomed
21. I can easily approach my superiors
22. Superiors are competent enough to guide
23. The colleagues of the organization are friendly
24. The colleagues are helpful in nature
25. All the workers share their Know-how
Part – D (Communication And Motivation)

I feel that my Boss motivate me to achieve the organization
26. goal
My supervisor motivates me to increase my efficiency at
27. times when I’m not productive
28. Communication seems good within this organization
29. Work assignments are explained clearly to me
Part – E (Training Program And Performance Appraisal System)

30. I am satisfied with the training programs provided to us
31. Training is given whenever needed
32. Training provided is useful
33. The training increases the performance
I am satisfied with organization's techniques for evaluating
34. my performance
The appraisal policy of the organization improves the
35. performance
Performance appraisal of the employee is not effected by
36. personal biasness

Part – F (Pay And Promotion)
37. I feel I’m being paid a fair amount for my work
38.
I am provided with commensurate salary
39. Our wages are at par with the wages in the industry
40. I’m satisfied with allowances provided by the organization
41. I am satisfied with promotion policies of the organization

42. I am rewarded for the innovative ideas
43. I am rewarded for my performance
Part – G (Welfare Facility)

1 2 3
S. No. Particulars 4 5
44. The organization has adequate transport facility

45. The organization has adequate medical facilities
46. I am provided by benefits for the family
47. I’m satisfied with the refreshment facilities
48. We are provided with the rest and lunch room and they are
good enough
49. Parking facilities provided for our vehicles are satisfactory
50. I’m satisfied with the first aid facilities
51. I’m satisfied with the Loan facilities and other personal
welfare benefits offered by company
Part – H (Job Security)

52. My organization provides me job security
53. My job security is based on my performance
54. The job security is based on workers welfare principle
Part – I (Management Style And Grievance Handling)

Workers are given due recognition in the management
55. decisions
56. I am satisfied with the decision making standards and

plans of the organization
57. Opinion given is due importance in decision making and
for any change in respective department
58. The grievance handling procedure is effective
59. I am able to freely communicate my grievance
Part – J (Quality Policy)

60. I am aware of the quality standards of the organization
61. I am satisfied with the ISO/QS Certificate of the company
62. I am adaptable to the changes due to ISO/QS certification
63. I am happy and acceptable to the changes
Part – K (Job Factors)

64. I love my job and to work in this organization
65. My work life is meaningful
I consider that my work is valuable in attaining
66. organizational goals
67. I have adequate opportunity to use my ability
68. Overall, I’m satisfied with my job
Any Suggestion:
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
____________
Date: ____________________ Signature:

____________________
Thanks for your valuable time and response.
BIBLIOGRAPHY
INTERNET

www.cadburyindia.com
www.oligopolywatch.com
www.superbrand.com
www.google.co.in
www.scribd.com
MATERIAL USE
PRESENTOR.
COMPANY’S EARLIER DOCUMENT USED.
QUESTIONAIRE.
TEXT BOOK:
DECLARATION

I DEEPA TRIPATHI declare that this project report titled
“STUDY ON SOCIAL WELFARE OF EMPLOYEES IN CADBURY ”
is an original work done by me under the guidance of Ms. GUNJAN
SHARMA (H.R.executive). I further declare that it is my original work as
a part of my academic course.
PLACE: BANGALORE DEEPA

TRIPATHI
DATE:

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What is the report about?

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What facilities does Cadbury provide to its employees?

What facilities does Cadbury provide to its employees?

A PROJECT REPORT ON SUMMER TRAINING

A STUDY OF SOCIAL WELFARE OF

DAYANADA SAGAR BUSINESS SCHOOL

DAYANANDA SAGAR BUSINESS SCHOOL Page 1

5. About the CADBURY 13

6. Objective of the Project 18

10. Tools of Analysis 29

14. Descriptive statistics table 54

15. Summary of findings 55

DAYANANDA SAGAR BUSINESS SCHOOL Page 2

DAYANANDA SAGAR BUSINESS SCHOOL Page 3

DAYANANDA SAGAR BUSINESS SCHOOL Page 4

DAYANANDA SAGAR BUSINESS SCHOOL Page 5

In general we came to conclusion. That project is systematic

DAYANANDA SAGAR BUSINESS SCHOOL Page 6

DAYANANDA SAGAR BUSINESS SCHOOL Page 8

DAYANANDA SAGAR BUSINESS SCHOOL Page 9

DAYANANDA SAGAR BUSINESS SCHOOL Page 10

DAYANANDA SAGAR BUSINESS SCHOOL Page 11

Tools of interpretation and analysis

DAYANANDA SAGAR BUSINESS SCHOOL Page 12

DAYANANDA SAGAR BUSINESS SCHOOL Page 13

DAYANANDA SAGAR BUSINESS SCHOOL Page 14

Simply put, we spread happiness!

DAYANANDA SAGAR BUSINESS SCHOOL Page 15

DAYANANDA SAGAR BUSINESS SCHOOL Page 16

Some of the Products of CADBURY INDIA LIMITED are:-

Product Range (Plant-wise) :

DAYANANDA SAGAR BUSINESS SCHOOL Page 17

DAYANANDA SAGAR BUSINESS SCHOOL Page 18

Ltd. Branch Malanpur .

 To suggest the company to improve the social welfare schemes

 To get the practical knowledge of social welfare schemes.

Focus Points of the Project :

Focus points, which are to be emphasized in the project are as below :

DAYANANDA SAGAR BUSINESS SCHOOL Page 19

HUMAN RESOURCE MANAGEMENT

DAYANANDA SAGAR BUSINESS SCHOOL Page 20

Specifically, the activities include are

It is the responsibility of human resource managers to conduct these activities in an effective,

DAYANANDA SAGAR BUSINESS SCHOOL Page 21

COMPANY LEASED HOUSE

COMPANY OWNED ACCOMODATION

DAYANANDA SAGAR BUSINESS SCHOOL Page 22

OFFICE WEAR ALLOWANCE

 An amount of Rs.18, 000 P.A. is exempted for income tax.

LTA - LEAVE TRAVEL ALLOWANCE

DAYANANDA SAGAR BUSINESS SCHOOL Page 23

MAINTENANCE & RUNNING COST

 Maintenance and Fuel Cost will be exempted as follows.

CHILDREN EDUCATION ALLOWANCE

 Employee can claim exemption Rs. 2400 per year.

DAYANANDA SAGAR BUSINESS SCHOOL Page 24

 The Company gives SODEXO passes in term of Food Coupons.

 The employee gets an exemption of Rs. 15000 p.a.

HOUSE RENT ALLOWANCE