chapter-6 assessing employee welfare and fringe and...

CHAPTER-6

ASSESSING EMPLOYEE WELFARE AND FRINGE AND

RECOGNITIONS PRACTICES IN PHARMACEUTICAL COMPANIES

IN NAVI MUMBAI

6.1 Introduction

6.2 Employee fringe and welfare practices in pharmaceutical companies in

Navi Mumbai

6.2.1 Pay package practices in the organization

6.2.2 Deductions practices in the organization

6.2.3 Leave policy practices in the organization

6.2.4 Social security practices in the organization

6.2.5 Safety and health practices in the organization

6.2.6 Employee security on retrenchment and lay off compensation practices

6.2.7 Payment for time not worked practices

6.2.8 Welfare and recreational benefits practices in the organization

6.2.9 Level of fringe and welfare practices in pharmaceutical companies in

Navi Mumbai

6.3 Rewards and recognitions practices in pharmaceutical companies in

Navi Mumbai.

6.3.1 Awareness of employee on rewards and recognitions scheme offer in the

organization

6.3.2 Kinds of rewards practices for good performance

6.3.3 Appreciation of achievement in the organization

6.3.4 Awards received for performance and good conduct

6.3.5 Measures undertaken by organization to motivate employee

6.3.6 Satisfaction of employee on working of rewards and recognitions in the

organization

6.3.7 Engagement dimensions in the organization

6.3.8 Level of rewards and recognitions practices in pharmaceutical

companies in Navi Mumbai

202

CHAPTER-6

ASSESSING EMPLOYEE WELFARE AND FRINGE, AND REWARDS

AND RECOGNITIONS PRACTICES IN PHARMACEUTICAL

COMPANIES IN NAVI MUMBAI.

6.1 Introduction:

In chapter 4, data was interpreted and analyzed on manpower planning,

recruitment and training practices and then the level was measured and

identified. Whereas in Chapter 5, an attempt was made by researcher to

interprete and analyze the data in respect of performance appraisal, career

planning, and promotion practices adopted by pharmaceutical companies in

Navi Mumbai and then their level was identified. Now in the present Chapter,

an attempt is made to study and assess the employee welfare (fringe) and

rewards practices adopted by pharmaceutical companies in Navi Mumbai by

data interpreting and analyzing. It means, the objective of the present chapter is

to study and assess the welfare and rewards practices based on primary data

and then to measure and identify the level. In other words, the specific

objectives of the present chapter are as under:

1. To study and assess the welfare and fringe practices in pharmaceutical

companies in Navi Mumbai.

2. To study and assess the rewards and recognition practices adopted in

pharmaceutical companies in Navi Mumbai.

3. To measure and identify level of welfare and rewards practices adopted

in pharmaceutical companies in Navi Mumbai.

The welfare and rewards practice is one of the essential elements of human

resource practices. Therefore to what extent welfare and rewards practices are

adopted by pharmaceutical companies understudy is studied systematically and

scientifically. In order to know and examine the welfare and rewards practices,

chapter is organized as under.

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6.1 Introduction.

6.2 Employee welfare and fringe practices in pharmaceutical companies in

Navi Mumbai.

6.3 Rewards and recognitions practices in pharmaceutical companies in

Navi Mumbai.

The chapter is based on primary data, collected by administering questionnaire

in pharmaceutical companies in Navi Mumbai. In all, 150 employee

respondents are sample size. The interpretation and analysis is based on

frequency distribution and frequency converted into percentage and only ‘yes’

responses are considered for analysis purpose.

6.2 Employee welfare and fringe practices in pharmaceutical companies

in Navi Mumbai:

A welfare facility means compensation pay and fringe benefit provided by

pharmaceutical companies to their employees. It means salary and wage

structure and some additional monetary and non-monetary benefits enjoyed by

employees. Employee welfare includes salary components, deductions, leave

policy, non-salary benefits or fringe etc. one of the most important factors in

human resource practices is employee welfare facilities or compensation,

which is a expenditure to employers and income to employees. The soundness

of compensation or welfare facilities depends upon the amount of wage or

salary paid to an employee for a fair days work. Welfare facilities provides

more than means of satisfying the physical needs, it provides recognition, a

sense of accomplishment and determines social status. Hence formulation and

administration practicing of sound welfare facilities or compensation policy to

attract and retain right personnel in right position is the prime responsibility of

any organization. Therefore an attempt is made to study and assess to what

extent welfare facilities are practiced or provided in studied pharmaceutical

companies; in this sub-section.

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6.2.1 Pay package practices in the organization:

Salary structure is referred pay package. The salary or pay package means the

remuneration paid to the employees (i.e. peon, clerical, managerial, super

managerial etc.) on monthly or annual basis. Wage and salary according to

some experts, is differ to certain extent. But this distinction between wage and

salary does not seem to be valid in these days of human resources approach

where all employees are treated as human resources and are viewed at par.

Hence here these two terms are used interchangeably. Therefore pay package

or salary structure means the direct remuneration paid to an employee

compensating his/her services to an organization (here pharmaceutical

companies). What are the responses of employees towards pay package was

inquired and survey result is presented in Table 6.1.

Table 6.1

Pay package offered in the organization

Pay package

Yes responses in

Nos. Percentage

1) Less than 2 lakh 20 13.33

2) 2-3 lakh 40 26.67

3) 3-5 lakh 64 42.67

4) 5 lakh and above 26 17.33

Total 150 100.00

It can be seen from Table 6.1 that-

1. Out of 150 respondents, 20 (13.33 percent) employee received pay

package (i.e. salary) upto 2 lakh per annum, 40 (26.67 percent) received

pay package between 2-3 lakh respectively.

2. Out of 150 respondents, pay package of Rs.3-5 lakh was received by 64

(42.67 percent) employee and more than 5 lakh pay package was

received by 26 (17.33 percent) respondents. It means 64 (42.67 percent)

respondents had received Rs. 3-5 lakh pay package. This is majority lot.

205

3. Majority respondents (42.67 percent) received Rs.3-5 lakh pay package

or pay band; followed by Rs.2-3 lakh pay package receivers (26.67

percent). This clearly indicate that Rs. 3-5 lakh pay package is practiced

or salary structure in studied pharmaceutical companies is adopted and

next to it, is the Rs. 2-3 lakh. Together 69.34 percent respondents agreed

that Rs. 2-5 lakh pay package or salary structure is practiced in studied

organization.

Thus it can be inferred that Rs.3-5 lakh pay package is practiced in studied

pharmaceutical companies, as majority (42.67 percent) respondents agreed to

this statement.

6.2.2 Deductions practices in the organization:

When it was asked employees whether your organization deducting (1)

provident fund (2) income tax, (3) professional tax, (4) housing loan, (5)

vehicle loan, (6) education loan, (7) insurance premium, (8) personal loan and

(9) festival advance from your salary. Deduction practices increases credit and

worthiness in market. To what extent deduction was done or practiced is shown

in Table 6.2.

Table 6.2

Deduction practices in the organization

Types of deductions

Yes responses in

Nos. Percentage

1) Provident fund 102 68.00

2) Income tax 116 77.33

3) Professional tax 134 89.33

4) Housing loan 42 28.00

5) Education loan 20 13.33

6) Insurance premium 60 40.00

7) Festival advance 80 53.33

Average 79 52.67

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1. Seven types of deductions are selected and included in the study.

Among the seven deductions, professional tax is deducted for maximum

employees whereas minimum deduction is on education loan. It is to the

extent of 85.33 percent and 13.33 percent respectively.

2. Out of 150 respondents, 102 (68 percent), 116 (77.33 percent) and 134

(89.33 percent) respondents agreed on provident fund, income tax and

professional tax are deducted from their salary.

3. Further Table shows that 42 (28 percent), 20 (13.13 percent) and 60 (40

percent) respondents agreed that from their salary housing loan,

education loan and insurance premium are deducted respectively,

indicate 28 percent, 13.33 percent and 40 percent deductions practices

are adopted by studied pharmaceutical companies in respect of housing

loan, education loan and insurance premium.

4. 80 (53.33 percent) respondents state that festival advance is deducted

from their salary; indicating that 53.33 percent practice for festival

advance deduction is concerned.

5. Overall result show that for 7 indicators, 79 (52.67 percent) respondents

agreed that ‘yes’ various deductions are deducted from their salary by

their organization, indicating 52.67 percent deduction practices are

practiced.

Thus it can be seen from Table 6.2 that majority (52.67 percent) respondents

agreed that various deductions are deducted from their salary. It means 52.67

percent deduction practice is practiced in studied pharmaceutical companies.

6.2.3 Leave policy practices in the organization:

Table 6.3 shows that casual, medical and half pay leaves are enjoyed by

employees of maximum level. They are enjoyed to the extent of 54 percent, 58

percent and 59 percent respectively. Study leave had enjoyed least by

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employees, it is observe from Table 6.3. Overall result of survey for 7 leaves is

shown in Table 6.3.

Table 6.3

Leaves enjoyed by the employees

Leaves

Yes responses in

Nos. Percentage

1. Casual 126 84.00

2. Medical 87 58.00

3. Half pay 88 59.00

4. Privileged 15 10.33

5. Study 03 02.00

6. Special 04 02.67

7. Duty 50 03.33

Average 53 35.33

Table 6.3 shows that-

1. Out of 150 respondents, 126 (84 percent), 87 (58 percent) and 88 (59

percent) respondents enjoyed casual, medical and half-pay leave.

2. Out of 150 respondents, 15 (10.33 percent), 3 (02.00 percent) and 4

(02.6 percent) employee respondents enjoyed privileged, study and

special leave.

3. Out of 150 respondents, 50 (33.33 percent) had enjoyed duty leave.

4. Overall out of 150 respondents 53 (35.33 percent) respondents on an

average enjoyed all 7 leaves in the pharmaceutical companies. This

indicates that 35.33 percent leave enjoyed by the employees of the

organization. In other words 35.33 percent leaves practices in

pharmaceutical companies.

Thus it can be inferred that casual, medical and half-pay leave practices are

adopted maximum level to the extent of 84 percent, 58 percent, and 59 percent

and on an average 35.33 percent leave practices are adopted in the studied

organization.

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6.2.4 Social security practices in the organization:

These benefits included (1) Provident fund (2) Pension, (3) deposit linked

insurance, (4) Gratuity and (5) Medical benefits. These benefits are also called

old age and retirement benefits. When it was asked to employee to what extent

social security benefits enjoyed, their responses state that 53.33 percent out of

150 sample respondents enjoyed social security measures. They are given in

Table 6.4.

Table 6.4

Social security practices adopted in pharmaceutical companies

Social security practiced Yes responses in

Nos. Percentage

1) Provident fund 102 68.00

2) Gratuity 110 73.33

3) Deposit linked insurance 85 56.67

4) Pension 30 20.00

5) Medical benefits 90 60.00

Average 83 53.33


1. Out of 150 respondents, 102 (68 percent) and 110 (73.33 percent)

respondents agree on provident fund and gratuity is provided by their

organization; it means 68 percent and 73.33 percent respondents state

that provident fund and gratuity scheme is practiced in their

organization.

2. 85 (56.67 percent), 30 (20 percent) and 90 (60 percent) respondents out

of 150, agreed that deposit linked insurance, pension and medical

benefits are practiced or provided in studied pharmaceutical companies.

It means that practice on deposit linked insurance, pension and medical

benefits is adopted by pharmaceutical companies understudy to the

extent of 56.67 percent, 20 percent and 60 percent respectively.

3. Overall result shows that on an average 83 (53.33 percent) employee

respondents agreed that social security practice is adopted. In other

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words, social security practice is adapted to the extent of 53.33 percent,

maximum in granting and minimum in pension.

4. Among 150 respondents, only 20 percent respondents states that there is

a pension scheme, indicating that 80 percent respondents have no

pension scheme.

Thus it can be inferred from Table 6.4 that social security practice in terms of

provident fund, gratuity, deposit linked insurance, pension and medical benefits

is adapted to the extent of 68 percent, 73.33 percent, 56.67 percent, 20 percent

and 60 percent respectively, indicating social security practiced up to 53.33

percent in pharmaceutical companies understudy.

6.2.5 Safety and health practices in the organization:

Employee’s safety and health should be taken care of in order to protect the

employee against accidents, unhealthy working conditions and to protect

worker’s capacity. In the present study 3 measures are covered in (i) safety

measures, (ii) workmen’s compensation, (iii) health benefits. The responses are

summarized in Table 6.5.

Table 6.5

Extent of safety and health practiced

Safety and health measures

Yes responses in

Nos. Percentage

1) Safety measures 40 26.67

2) Workmen’s compensation 68 45.33

3) Health benefits (i.e. medical) 120 80.00

Average 76 50.67

Table 6.5 shows that out of 150 respondents, 40 (26.67 percent), 68 (45.33

percent), and 120 (80 percent) respondents agreed that their organization are

providing safety measures, workmen’s compensation and health benefits to

employees. On an average result shows that out of 150 respondents, 76 (50.67

percent) respondents agreed on safety and health practices adopted in their

organization.

210

Thus it can be inferred that safety and health practices in terms of safety

measures, workmen’s compensation and health benefits adopted in

pharmaceutical companies to the extent of 50.67 percent.

6.2.6 Employee security on retrenchment and layoff compensation

practices:

Employee security is observed in terms of facilities provided by pharmaceutical

companies on retrenchment and layoff compensation in particular situation.

Enquiry in this regards shows that only 10 percent respondents agreed that

there is adoption of employee security. Table 6.6 shows practice adopted in


Table 6.6

Employee security on retrenchment and layoff compensation

Employee security on

Yes responses in

Nos. Percentage

1) Retrenchment compensation 10 06.67

2) Layoff compensation 20 13.33

Average 15 10.00

Table 6.6 reveals that out of 150 respondents, 10 (06.67 percent) and 20 (13.33

percent) agreed that retrenchment compensation and layoff compensation

practices are adopted. Overall only 15 (10 percent) respondents agreed on

employee security adoption.

It indicates that majority respondents disagree that employee security are

adapted to a large extent. Thus it can be inferred that retrenchment and layoff

compensation practices are adopted in the pharmaceutical companies to the

extent of 6.67 percent and 13.33 percent respectively, indicates large number

(majority) respondents are state that no employee security on retrenchment and

layoff compensation.

6.2.7 Payment for time not worked practices:

Table 6.7 present data on payment for time not worked.

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Table 6.7

Payment for time not worked adopted

Fringe benefit in terms of Yes responses in

Nos. Percentage

1) Hour of work 52 34.67

2) Paid holiday’s 105 70.00

3) Shift premium 60 40.00

4) Holiday pay 45 30.00

5) Paid vacation 38 25.33

Average 60 40.00

It is revealed from Table 6.7 that 52 (34.67 percent), 105 (70 percent), 60 (40

percent), 45 (30 percent) and 38 (25.33 percent) respondents, out of 150,

agreed that hours of work, paid holidays, shift premium, holiday pay and paid

vacation are provided to employees by their organization.

It means fringe benefit and welfare in terms of hours of work, paid holidays,

shift premium, holiday pay and paid vacation are practiced to the extent of

34.67 percent, 70 percent, 40 percent, 30 percent and 25.33 percent, paid

holidays are maximum practiced whereas paid vacation minimum practiced.

Overall payment for time not worked adopted is practiced on an average 40

percent in pharmaceutical companies which are studied here.

Thus it can be inferred that paid holidays are maximum practiced as against

paid vacation minimum practiced. Overall on an average 40 percent payment

for time not worked as a welfare and fringe benefit is practiced in studied


6.2.8 Welfare and recreational benefits practices in the organization:

Welfare and recreational benefits include : (a) canteens, (b) consumer societies,

(c) credit societies, (d) housing, (e) legal aid, (f) employee counseling,, (g)

welfare organizations, (h) holiday homes, (i) educational facilities, (j)

transportation, (k) parties and picnics and (l) miscellaneous. To what extent

these facilities are adopted or practiced, was inquired with employees in

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pharmaceutical companies based on questionnaire. The inquiry result is

summarized in Table 6.8.

Table 6.8

Welfare and recreational benefits practiced

Welfare and recreational benefits

Yes responses in

Nos. Percentage

1. Transportation 105 70.33

2. Canteen 123 82.00

3. Consumer Society 27 18.00

4. Credit society 60 40.00

5. Employee insurance 106 70.67

6. Legal aids 40 27.00

7. Educational facilities 75 50.00

8. Parties and picnics 79 52.67

9. Holiday’s home 34 23.00

10. Welfare organization 45 30.00

Average 69 46.00


1. Canteen, transportation, and employee insurance facilities/benefits are

practiced to the extent of 82 percent, 73.33 percent and 70.69 percent

respectively. As 123 (82 percent), 105 (70.33 percent), 106 (70.67

percent) agreed that canteen, transportation and employee insurance

benefits are provided to employees by their organization.

2. Out of 150 respondents, 60 (40 percent), 75 (50 percent) and 79 (52.67

percent) respondents state that, credit society, educational facilities and

parties and picnics are provided to employee by their organization. In

other words, credit society, education and parties and picnic benefits

enjoyed in studied pharmaceutical companies between 52-67 to 40

percent.

3. Out of 150 respondents 45 (30 percent), 40 (27 percent) 34 (23 percent)

and 27 (18 percent) respondents agreed on welfare organization, legal

213

aids, holiday’s home and consumer society benefit are enjoyed by them,

indicating that these benefits practiced between 40 – 18 percent.

4. Overall result shows that on an average 69 (46 percent) respondents, out

of 150 respondents agreed that they had enjoyed welfare and

recreational benefits .It means 40 percent welfare and recreational

benefits are practiced in studied pharmaceutical companies.

Thus it can be concluded from Table 6.8 that between 70.33 to 82 percent,

transportation, employee insurance and canteen benefits practiced between 40-

52.67 percent credit society, education and parties and picnics benefits enjoyed

or practiced, and between 18-30 percent, consumer society, holiday’s home,

legal aids and welfare organization benefits practiced. Overall all on an average

46 percent agreed welfare and recreational benefits are practiced in studied


6.2.9 Level of welfare and fringe practices in pharmaceutical companies

in Navi Mumbai:

Eight indicators are considered for measuring and indentifying level of welfare

and fringe practices. They are as follows:-

1. Pay package offered

2. Deduction practices

3. Leave practices

4. Social security practices

5. Safety and health practices

6. Retrenchment and layoff compensation practices

7. Payment for time not worked practices

8. Welfare and recreational practices.

Average value or score of 2 to 8 indicator is considered and number one

indicator is taken as single. Based on survey result low, moderate, high and

very high level is observed and interpreted. It is in term of low level 0-33 score

or percent, 34-66 percent score means moderate level, 67-85 percent/score

referred high level and 86

human resources. The summary result is presented in Table 6.9

Level of welfare and fringe p

Sr.

No.

Indicators/variables of level

measures and identification

1. Pay package practices (majority)

2. Deduction practices

3. Leave practices

4. Social security practices

5. Safety and health practices

6. Retrenchment and layoff

compensation practices

7. Payment for time not worked

practices

8. Welfare and recreational practices

Average level

It can be seen from Table 6.9

1. Moderate level are found in pay package, deduction, leave, social

security, safety and health, payment for time not worked and welfare

MM

0

10

20

30

40

50

60

1 2

Level of welfare and fringe practices in pharmaceutical

Ye

sre

spo

nse

sin

Pe

rce

nt

L= Low, M= Moderate, H= High, VH = Very High

214

level and 86-100 percent is treated very high level practiced in

es. The summary result is presented in Table 6.9 and Figure 6.1

Table 6.9

and fringe practices in pharmaceutical companies

Indicators/variables of level

measures and identification

Percent/

score

Level in fringe

/welfare practices

Pay package practices (majority) 42.67 Moderate

Deduction practices 46.67 Moderate

35.33 Moderate

Social security practices 53.33 Moderate

Safety and health practices 50.67 Moderate

and layoff

compensation practices

10.00

Payment for time not worked 40.00 Moderate

Welfare and recreational practices 46.00 Moderate

Average level 40.58 Moderate

Figure 6.1

be seen from Table 6.9 and Figure 6.1 that-

Moderate level are found in pay package, deduction, leave, social


M

MM

L

M

M

3 4 5 6 7 8


companies

Variables as per Table 6.9 Sr. No.


ry high level practiced in

and Figure 6.1.

ractices in pharmaceutical companies

Level in fringe

/welfare practices

Moderate

Moderate

Moderate

Moderate

Moderate

Low

Moderate

Moderate

Moderate

Moderate level are found in pay package, deduction, leave, social


M

M

Average


215

and recreational practices followed/adopted in studied pharmaceutical

companies as their scores ranges between 35.33 to 53.33 percent.

2. Low level is found in retrenchment and layoff compensation practices as

its score is only 10 percent.

3. Social security practices scored highest, it is to the extent of 53.33

percent, which includes provident fund, gratuity, pension, medical

benefits and deposit linked insurance followed by safety and health

security practices (50.67 percent) deduction (46.67 percent) and welfare

and recreational practices (46.00 percent).

4. Retrenchment and layoff compensation practices are practiced very low

level by pharmaceutical companies.

5. Overall ‘moderate level’ fringe/welfare practices are practiced/adopted

in studied pharmaceutical companies as it is scored (average of 8

variables) 40.58 percent which falls under moderate level.

6. Out of 8 variables/indicator, 7 indicator shows moderate level

fringe/welfare practices are practiced as their score ranged between

35.33 to 53.33 percent and one indicator scored only 10 percent as it is

falls under low level practices.

Thus it can be inferred ‘moderate level’ practices are practiced or adopted in

pharmaceutical companies in respect of welfare and fringe benefits and low

level practice is found in retrenchment and layoff compensation. Overall

‘moderate level’ practices are found in welfare and fringe benefits in studied


6.3 Rewards and recognition practices in pharmaceutical companies in

Navi Mumbai:

The pharmaceutical companies should awards like excellent or best employee,

promotion, merit certification, special increment, sending/encouraging for

employee, only his merits, achievements, hard work and potential etc be

216

recognized. Human resource efforts in terms of innovation, higher use of

capabilities, productivity, be awarded and recognized so as to employee gets

motivation. In this sub-section awareness of employee on rewards and

reorganization, kinds of rewards, employee work achievement appreciation,

actual award received, extent of measures taken by organization, satisfaction of

employees on working with organization, work culture recognition etc. are

studied and analyzed.

6.3.1 Awareness of employee on rewards and recognition scheme offer in

the organization:

Extent of awareness among respondents on rewards and recognition schemes

offered by pharmaceutical companies are presented in Table 6.10.

Table 6.10

Awareness of employee on rewards and recognition schemes offered

Responses in Nos. Percent

Yes 112 74.67

No 38 25.33

Total 150 100.00

Table 6.10 shows that 112 (74.67 percent) respondents out of 150 are aware the

rewards and recognition schemes offered by their organization whereas 38

(25.33 percent) did not aware of them. Thus result shows that majority (74.67

percent) respondents agreed that they are aware the rewards and recognition

schemes offer by the organization for them.

6.3.2 Kinds of rewards provided for good performance:

Monetary, non-monetary and combine are 3 main rewards are offered by

pharmaceutical companies to their employee for better performance and

achievements. An inquiry was made by researcher in this regards and summary

of result is shown in Table 6.11.

217

Table 6.11

Kinds of rewards practiced for good performance


1. Monetary 10 06.67

2. Non-Monetary 34 22.67

3. Mixed 106 70.66

Total 150 100.00

It can be revealed from Table 6.11 that out of 150, 10 (06.67 percent), 34

(22.67 percent) and 106 (70.66 percent) agreed that Monetary, non-Monetary

and mixed kinds of rewards are provided by studied pharmaceutical companies

to their employee for their performance achievement. Majority respondents

(70.66 percent) state that mixed means both – Monetary and non-Monetary

schemes are adopted by pharmaceutical companies for their employee for the

good performance. Thus it can be inferred that majority respondents agreed on

mixed rewards are practiced for good performance in the studied organization.

6.3.3 Appreciation of achievement in the organization:

To what extent employee work achievements are appreciated by

pharmaceutical companies are presented in Table 6.12.

Table 6.12

Employees’ work achievement appreciated


Yes 86 57.33

No 64 42.67

Total 150 100.00

It can be seen from Table 6.12 that 86 (57.33 percent) and 64 (42.67 percent)

respondents out of 150 states that employee’s work achievement is appreciated

and not appreciated in the studied pharmaceutical companies. It means majority

respondents (i.e. 57.33 percent) agreed on employee’s work achievement is

appreciated. Thus it can be inferred that majority respondents (i.e.57.33

percent) agreed that employees’ work achievement appreciated. In other words,

218

57.33 percent respondents are of the opinions that there is employee work

achievement appreciation practices are adopted.

6.3.4 Awards received for performance and good conduct:

For rewards are considered as they are commonly used in corporate and non-

corporate sections. They are –

1. Letter of appreciation

2. Promotion

3. Honoring in organisation’s annual function and

4. Rewards.

Enquiry result is presented in Table 6.13.

Table 6.13

Awards received for good performance

Awards nature

Yes responses in

Nos. Percent

1. Letter of appreciation 90 60.00

2. Promotion 10 06.67

3. Honoring in organisation’s annual function 95 63.33

4. Cash rewards 32 21.33

Average 57.00 38.00


1. Out of 150 respondents, 90 (60.00 percent) respondents agreed that

work achievement by employee is appreciated by way of letter of

appreciation. Whereas 10 (06.67 percent) respondents agreed on

promotion rewards are received. It means promotion rewards is also

given for work achievement by employee.

2. 95 (63.33 percent) and 32 (21.33 percent) respondents out of 150, agree

on work achievement of employee is appreciated in terms of honoring in

the annual function of the organization and cash award. It means

honoring in the annual function is adopted practice by the organization.

219

Overall in pharmaceutical compines,57(38 percent) respondents out off 150,

agreed on ‘yes’ there is a appreciation practice and it is adopted to the extent of

38 percent. Thus it can be inferred that 38 percent respondents received awards

for their good performance, indicating 38 percent awards system is practiced.

6.3.5 Measures undertaken by organization to motivate employee:

To motivate employee, three measures are taken by organization namely,

introduction of suggestion scheme, sponsored recreational and cultural tour,

and establishment of grievance cell. Survey result shows 36.67 percent

practices are found undertaken in the studied organization. Table 6.14 gives

inquiry summary results.

Table 6.14

Measures undertaken in the organization to motivate employees

Awards nature

Yes responses in

Nos. Percent

1. Introduction of suggestion scheme 57 38.00

2. Sponsored recreational and

Cultural tour

77 51.33

3. Establishment of grievance cell 31 20.67

Average 55 36.67

It is revealed from Table 6.14 that 57 (38 percent) and 77 (51.33 percent)

respondents out of 150, state that introduction of suggestion and sponsoring

recreational and cultural tour were arranged in the organization, indicating 38

percent and 51.33 percent introduction of suggestion scheme and sponsored

recreational and cultural tour schemes is practiced.

31 (20.67 percent) out of 150 respondents are of the opinion that grievance cell

was established. Overall result shows on an average 55 (36.67 percent)

respondents are of the opinions that various measures, undertaken by

organization to motivate employees.

Thus it can be inferred that introduction of suggestion scheme, sponsored

recreational and cultural tour and establishment of grievance cell were

220

practiced in their organization to the extent of 38 percent, 51.33 percent and

20.67 percent, combined 36.67 percent. Overall 36.67 percent measures are

undertaken by studied pharmaceutical companies to motivate employees.

6.3.6 Satisfaction of employee on working of rewards and recognition the

organization:

Whether employee satisfied or not on working of rewards and recognition is

observed by way discussion and questionnaire, of this result is presented in

Table 6.15.

Table 6.15

Satisfaction of employee on working of rewards and recognition in the

organization


Yes 77 51.33

No 73 48.67

Total 150 100.00

Table 6.15 shows 77 (51.33 percent) and 73 (48.67 percent) respondents, out of

150 are satisfied and dissatisfied on working of rewards and recognition

practices in their organization respectively. It means majority respondents are

satisfied, however almost 50 percent are dissatisfied on working of rewards and

recognition practices. Thus it can be included that majority respondents are

satisfied on current awards and recognition practices adopted in the


6.3.7 Engagement dimensions in the organization:

Table 6.16 present engagement dimensions of employee in their organization.


1. 98 (65.33 percent) respondents, out of 150 feel energized by the work

they do. It is good indication that majority respondents are feel pleasure

or energized while doing work in their organization.

221

2. 80 (53.33 percent) respondents, out of 150 agreed that they help each

other during heavy work pressure. This is a good cultural practice

followed in the studied organization. Majority help their co-worker

during heavy work pressure.

3. Out of 150 respondents, 93 (62 percent) respondents very clear about

organization’s mission and vision indicating majority (62 percent) are

clear about mission and vision of their organization.

4. 144 (96 percent) out of 150 respondents agree on employee engaged is

needed for retention of performance and profitability. It means majority

respondents agreed on this statement.

5. 94 (62.67 percent) respondents, out of 150 respondents are of the view

that there is a positive relationship between employee engagement and

human resource practices.

6. Overall result show that out of 150 respondents, on an average 102 (68

percent) respondents agreed that engagement dimensions and human

resources practices are related.

Table 6.16

Engagement dimensions of employees towards organization

Statement

Yes responses in

Nos. Percent

1. I feel energized by the work I do 98 65.33

2. My co-worker and I help each other when there

is heavy work pressure

80 53.33

3. Our organisation’s mission and vision is

Clear to me.

93 62.00

4. Employee engagement is needed for retention of

Performance and profitability

144 96.00

5. There is a positive relationship between

Employees engaged and HR practices

94 62.67

Average 102 68.00

222

Thus it can be inferred that majority respondents (between 53.33 to 96 percent)

i.e. 68 percent are agreed that there is relationship between engagement

dimensions (here 5 statement) and human resource practices.

6.3.8 Level of rewards and recognition practices in pharmaceutical

companies in Navi Mumbai:

To measure and identify the level of rewards and recognition practices, adopted

in the pharmaceutical companies in Navi Mumbai. 7 indicators or variables are

considered. On the basis of following 7 indicators, level of rewards and

recognition is measure and identified, assuming higher the score or percentage,

higher the level.

1. Percentage of awareness of employees on rewards and recognition

schemes practiced.

2. Percentage of mixed (Monetary and non-Monetary) measures of rewards

and recognition for good performance.

3. Percentage of employees work achievement appreciated.

4. Average (percentage) of rewards received for good performance.

5. Average (percentage) of measures undertaken to motivate employees.

6. Percentage of satisfied employee on working of rewards and

recognition.

7. Average (percentage) of engagement dimensions.

Table 6.17 and Figure 6.2 gives level of rewards and recognition.

Table 6.17 and Figure 6.2 shows that-

1. Moderate level practice are found in (1) Employee work achievement

appreciated (2) actual rewards received for good performance, (3)

measures undertaken to motivate employee and (4) satisfaction on

working of rewards and recognition as they scored 57.33 percent, 38

percent, 36.67 percent and 51.33 percent respectively.

2. High level practices are found in (1) awareness of employee on rewards

and recognition scheme, (2) mixed measures of rewards and recognition

for good performance, and (3) engagement dimensions as they scored to

the extent of 74.67 percent, 70.66 percent, and 68 percent respectively.

223

3. Overall moderate level rewards and recognition practices are

adopted/practices in pharmaceutical companies in Navi Mumbai as

average score for 7 indicators scored 56.67 percent, indicate moderate

level.

Table 6.17

Level of rewards and recognition in pharmaceutical companies.

Sr.

No.

Indicators of level Percent Level

1. Awareness of employee on rewards and

recognition schemes practiced.

74.67 High

2. Mixed measures of rewards and recognition for

good performance

70.66 High

3. Employees work achievement appreciated 57.33 Moderate

4. Rewards practices for good performance 38.00 Moderate

5. Measures undertaken to motivate employee 36.67 Moderate

6. Satisfied employee on working of rewards and

recognition

51.33 Moderate

7. Engagement dimension 68.00 High

Overall average 56.67 Moderate

Figure 6.2

Thus it can be inferred that moderate level rewards and recognitions practices

are adopted in studied pharmaceutical companies as they scored 56.67 percent.

HH

M

M MM

H

M

0

10

20

30

40

50

60

70

80

1 2 3 4 5 6 7 Overall

average

Level of rewards and recognition in


Ye

sre

spo

nse

sin

Pe

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Variables as per Table 6.17 Sr. No.


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