Ganapathi Sugar Industries Ltd. A Project report submitted to Jawaharlal Nehru Technological University, Hyderabad, for the award of degree MASTER OF BUSINESS ADMINISTRATION
By ARUN JYOTHI Reg. No. 10241E0018
Under the Guidance of Dr. Y. RAMAKRISHNA PRASAD PROFESSOR
Department of Management Studies GokarajuRangaraju Institute of Engineering & Technology (Affiliated to Jawaharlal Technological University, Hyderabad) Hyderabad 2010-2012
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CERTIFICATE
This is to certify that the project entitled A study On Effectiveness of Welfare Measures has been submitted by Arun Jyothi (Reg. No10241E0018) in partial fulfillment of the requirements for the award of Master of Business Administration from Jawaharlal Nehru Technological University, Hyderabad. The results embodied in the project have not been submitted to any other University or Institution for the award of any Degree or Diploma.
Dr. Y. Ramakrishna Prasad Sri. KVS Raju (Internal Guide) Professor & HOD Professor Department of Management Studies Department of Management Studies GRIET GRIET
Mr. S. Ravindra Chary (Project Coordinator) Associate Professor Department of Management Studies GRIET
DECLARATION 3
I hereby declare that the project entitled A study On Effectiveness Of Welfare Measuressubmitted in partial fulfillment of the requirements for award of the degree of MBA at GokarajuRangaraju Institute of Engineering and Technology, affiliated to Jawaharlal Nehru Technological University, Hyderabad, is an authentic work and has not been submitted to any other University/Institute for award of any degree/diploma.
ARUN JYOTHI (10241E0018) MBA, GRIET HYDERABAD
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ACKNOWLEDGEMENT Firstly I would like to express our immense gratitude towards our institution GokarajuRangaraju Institute of Engineering & Technology, which created a great platform to attain profound technical skills in the field of MBA, thereby fulfilling our most cherished goal. I would thank all the HR department of GANAPATHI SUGAR INDUSTRIES LTDspecially Mr. NAGARAJ Chief executive, and the employees in the HR department for guiding me and helping me in successful completion of the project I am very much thankful to our Dr. Y. Ramakrishna Prasad (Internal Guide) sir for extending his cooperation in doing this project. I am also thankful to our project coordinator Mr. S. Ravindrachary for extending his cooperation in completion of Project. I convey my thanks to my beloved parents and my faculty who helped me directly or indirectly in bringing this project successfully.
Arun Jyothi (10241E0018)
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INDEX Sr. No. Chapter Page No I Chapter 1 1.1 Introduction 1-10 1.2 Objectives of Study 1.3Purpose and significance of the study 1.4 Need of the study 1.5Limitation of Study 1.6 Research methodology II Chapter 2 11-27 Literature Review III Chapter 3 Industrial and company profile 28-49 3.1 Industry Review 3.2 Company Review IV Chapter 4 50-95 Data Analysis and Inferences V Chapter 5 96-99 5.1 Finding 5.2suggestions 5.3conclusions
Bibliography 100-105
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CHAPTER 1 INTRODUCTION
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INTRODUCTION Labour welfare occupies a place of significance in the industrial development and economy. It is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way which even a good wage cannot with the growth of industrialization and mechanization, it has acquired added importance. A happy and contented workforce is an asset for the industrial prosperity of any nation. Labor welfare is nothing but the maintenance function of personnel in the sense that it is directed specifically to the preservation of employee health and attitudes. Labour welfare work aims at providing such service facilities and amenities which enable the workers employed in an organization to perform their work in healthy congenial surrounding conductive to good health and high morale. Labour welfare is a comprehensive term including various services, benefits and facilities offered by the employer. Through such generous fringe benefits the employer makes life worth living for employees. The welfare amenities are extended in additional to normal wages and other economic rewards available to employees as per the legal provisions. Welfare measures may also be provided by the government, trade unions and non-government agencies in addition to the employer. International Labour Organization efforts to make life worth living for workers According to the Oxford dictionary Welfare is fundamentally an attitude of mind on the part of management influencing the method by which management activities are undertaken. Welfare of employee and his family members is an effective advertising and also a method of buying the gratitude and loyalty of employees. Employee welfare is a comprehensive term including various services, benefits and facilities offered by the employer. The basic purpose of labour welfare is to enrich the life of employees and keep them happy and contented. Welfare facilities enable workers to have a richer and more satisfying life. It raises the standard of living of workers by indirectly reducing the burden on their pocket. Welfare means improving, faring or doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country. Labour welfare is an important aspect in every
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organization with some added incentives which enable the workers to lead a decent life. There are several agencies involved in the labour welfare work namely the central government, employers trade union and other social service organization. Welfare services may broadly be classified into two categories:-1) Intramural 2)Extramural In order to get the best out of a worker in the matter of production, working condition is required to be improved to large extent. The work place should provide reasonable amenities for the workers essential need. Today various medical services like hospital, clinical and dispensary facilities are provided by organizations not only to the employees but also to their family members. Normally welfare and recreational benefits includes canteens, housing, transportation, education etc. The welfare measures have more relevance in the context of poor standard of livings of the Indian working class. It is, therefore, one major aspect of national programs towards the promotion of the welfare of people and is as such designed to create a life and work environment of decent comfort for working class. As stated already, the directive principles of state policy in our constitution have very significantly highlighted the need for securing just and humane conditions of work for this vital segment of the community.
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OBJECTIVES OF THE STUDY The primary objectives of the study are as follows:
To study and understand employees satisfaction levels towards the welfare measures at Ganapati Sugar Industries Ltd. To ascertain whether the welfare measures are being implemented effectively. To analyse the effect of welfare measures in improving productivity of the employees. To suggest appropriate welfare measures to improve the employee productivity at GSIL.
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PURPOSE AND SIGNIFICANCE OF STUDY: The key determination is to study the effectiveness of welfare measures at GSIL.The various welfare measures provided by the employee will have immediate impact on the health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby contributing to the highest productivity. Labour welfare means activities designed for the promotion of the economic, social and cultural wellbeing of the employees. Labour welfare includes both statutory as well as non-statutory activities undertaken by the employers, trade unions and both the central and state governments for the physical and mental development of the workers. Labour welfare enables workers to have richer and more satisfying life. It raises the standard of living of workers by indirectly reducing the burden on their pocket. Welfare measures improve the physical and physiological health of the employees, which in turn enhance their efficiency and productivity. Labour welfare promotes a sense of belongings among the workers, preventing them from resorting to unhealthy practices like absenteeism, labour unrest strike, etc. welfare work improves the relations between employees and employers. It promotes a realchange of heart and a change of outlook of the part of both the employers and employees. Labour welfare in India has a special significance as the constitution provides for the promotion of welfare of the labour for human conditions of work and securing to all workers. The various welfare measures provided by the employee will have immediate impact on the health, physical and mental efficiency, alertness, morale and overall efficiency of the workers and thereby contributing to the highest productivity. Social security measure provided by employer will act as a protection to the workers. Labour welfare means activities designed for the promotion of the economic, social and cultural well being of the employees. Labour welfare includes both statutory as well as non-statutory activities undertaken by the employers, trade unions and both the central and state governments for the physical and mental development of the workers. Labour welfare enables workers to have richer and more satisfying life. It raises the standard of living of workers by indirectly reducing the burden on their pocket. Welfare measures improve the physical and physiological health of the employees, which in turn enhance their efficiency and productivity. Labour welfare promotes 11
a sense of belongings among the workers, preventing them from resorting to unhealthy practices like absenteeism, labour unrest strike, etc. welfare work improves the relations between employees and employers. It promotes a real change of heart and a change of outlook of the part of both the employers and employees.
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NEED OF STUDY Of the 5 m's management man, machine, material, methods and money. Out of these resources man power is an asset to the organization. It also called knowledge capital. As the management Guru Peter F.Drucker rightly says "knowledge is the only meaningful resource today" for access to other resources is no longer limited. Capital freely flows across the borders, seeking out the companies that need it. Today the human resources is very demanding and they are look at jobs to test their own knowledge, organization are also realizing the importance of people resources in this liberalized, globalized and privatized economy. Labor securities and welfare can be statistically proved is directly co related to customer satisfaction. Every organization should determine whether the employees working are satisfied with the facility provided by the organization. This is the need of the labor because satisfied employees will ensure satisfied customers. In order to make them happy,feel satisfied and retain them, organization plan retention strategies. To make this possible one has to determine whether the present employees perceived satisfaction towards the labor securities and welfare facilities. The survey on employee satisfaction will help the organization to evaluate its return on investment in the important area like labor securities and welfare measures. Hence, in this study I propose the need to understand the impact of different employee labour welfare measures on employee performance and satisfaction at GSIL.
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LIMITATIONS OF THE STUDY:
The study is limited to only some employees of Ganapati Sugar Industries limited, therefore the result cannot be generalized to whole organization. As time was constraint, and the size of the population of Ganapati Sugar Industries limited is large, it is not possible together full information. The data has been collected during general shift i.e. between 9:00 Am to 5:30 PM hence it is not possible to gather full information The data is collected only from the permanent employees and hence the opinion of casual and contract employee is not collected. The Company is not ready to expose full information about welfare activities.
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METHODOLOGY: The first and foremost step in the research process consists of problem identification. Once the problem is defined, the next step is the research design becomes easier. The research design is the basic framework, which provides guide line for the rest of the research process. The research designs the methods of collection of data collection and analysis. SCOPE OF THE STUDY The Scope of the study is to find out how far the existing welfare schemes cater to the requirement of the employees of Ganapati Sugar Industries limited, Fasalwadi. The study will be able to throw light on the dark spots where it need some sort of improvement in the welfare scheme that has been implemented. The purpose of the study is to measure the employees attitude regarding the welfare measures provide in the company.
SAMPLING DESIGN The technique that is used is questionnaire method. Through the percentage graphs are prepared The survey is done on employees of Ganapati Sugar Industries limited. Total production of workmen = 415 The sample size for the proposed study = 100 SOURCES OF DATA COLLECTION Both primary and secondary data has-been collected for the study. Following are few ways in which the data was collected. Primary data: Primary data are those collected specifically by or the data user. Primary data for the study is only from the internal sources were approached. The data was collected through questionnaires.
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Secondary data: The secondary data is another source for the collection of data from various books, previous office records, through internet from different ways such as yahoo, Google etc
TOOLS AND TECHNIQUES APPLIED FOR THE JUSTIFICATION OF THE STUDY
The tools used for the purpose of collecting the primary data are a questionnaire with about 20 questions.
CHAPTARIZATION: First chapter deals with introduction of the welfare activities which include need, objectives, Limitations and methodology. Second chapter deals with literature review. Third chapter deals with industry profile and company profile Fourth chapter deal with analysis and interpretation. Fifth chapter deals with Findings,suggestions and conclusion.
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CHAPTER 2 LITERATURE REVIEW
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INTRODUCTION Welfare is a broad concept referring to a state of living of an individual or a group, in a desirable relationship with the total environment-ecological, economic and social. The term welfare includes both the social and economic contents of welfare. Social welfare is primarily concerned with the solution of various problems of the weaker sections of society like prevention of destitution and poverty. It aims at social development by such means as social legislation, social reform, social service, social work, and social action. The goal of social welfare is to fulfil the social, financial, health, and recreational requirements of all individuals in a society. Friedlander defines social welfare as the organized system of social services and institutions designed to aid individuals and groups to attain satisfying standards of life and health, and personal and social relationships which permit them to develop their full capacities and to promote their well-being in harmony with the needs of their families and the community. The object of economic welfare is to promote economic development by increasing production and productivity and through equitable distribution. Pigou defined economic welfare as that part of social welfare that can be brought directly or indirectly into relation with the measuring rod of money According to him, the economic welfare of a community of a given size is likely to be greater, the larger is the share that accrues to the poor, he admitted that economic welfare was not the index of total welfare. Labour welfare is a part of social welfare, conceptually and operationally. It covers a broad field and connotes a state of well-being happiness, satisfaction, conservation and development of human resources. Concept of labour welfare: Labour welfare may be viewed as a total concept, as asocial concept and a relative concept. The total concept is a desirable state of existence involving the physical, mental, moral and emotional well-being. These four elements together constitute the structure of welfare, on which its totality is based. The social concept of welfare implies the welfare of man, his family and his community. All these three aspects are inter-related and work together in a 18
three-dimensional approach. The relative concept of welfare implies that welfare is relative in time and place. It is a dynamic and flexible concept and hence its meaning and content differ from time to time, region to region, industry to industry, and country to country, depending upon the value system, level of education, social customs, political system, and degree of industrialization and general standards of the socio-economic development of the people. Labour welfare implies the setting up of minimum desirable standards and the provision facilities like health, food, clothing, medical, assistance, education, insurance, job security, recreation, and so on. Such facilities enable the worker and his family to lead good work life, family life and social life. Labour welfare also operates to neutralize the harmful effects of large-scale industrialization and urbanization. Definition: The oxford dictionary defines labour welfare as efforts to make life worth living for workman chambers dictionary defines welfare as a state of faring or doing well: freedom from calamity, enjoyment of health and prosperity. The encyclopaedia of social sciences defines it as the voluntary efforts of the employers to establish beyond what is required by law, the customs of the industry and the conditions of market. In the words of R.R.Hopkins, welfare is fundamentally an attitude of mind on the part of management, influencing the method by which management activities are undertaken. Obviously the emphasis here is on the attitude of mind. Arthur James Todd defines welfare work as anything done for the comfort and improvement, intellectual and social, of the employees over and above the wages paid, which is not a necessity of the industry. E.S.Proud defines welfare work as voluntary efforts on the part of the employers to improve the existing industrial system and the conditions of employment in their own factories. In the Report II of the ILO Asian Regional conference, it has been stated that workers welfare may be understood to mean such services, facilities and amenities, which may be established outside or in the vicinity of undertakings, to enable the persons employed there in to perform their work in healthy and congenial surroundings and to provide them with the amenities conducive to good health and high morale. 19
The Labour Investigation Committee (1944-46) includes under labour welfare activities anything done for the intellectual, physical, moral and economical betterment of the workers, whether by employers by government or by other agencies, over and above what is laid down by law or what is normally expected as part of the contractual benefits for which the workers may have bargained. The Report of the committee on Labour welfare (1969) includes under it such services, facilities and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from work and for the accommodation of workers employed at a distance from their homes, and such other services, amenities and facilities including social security measures as contribute to improve the conditions under which workers are employed. The whole field of welfare is said to be one in which much can be done to combat the sense of frustration of the industrial workers, to relieve them of personal and family worries to improve their health, to afford them means of self-expression, to offer them some sphere in which they can excel others and to help them to a wider conception of life. It promotes the well-being of workers in a variety of ways. According to N.M.Joshi, welfare work covers all the efforts which employers make for the benefit of their employees over and above the minimum standards of working conditions fixed by the factories Act and over and above the provision of the social legislations providing against accident, old age, unemployment and sickness. Scope: It is somewhat difficult to accurately lay down the scope of labour welfare work, especially because of the fact that labour is composed of dynamic individuals with complex needs. Its scope has been described by writers and institutions of different ways. The scope of labour welfare can be interpreted in different countries, with varying stages of economic development, political outlook and social philosophy. While expressing its interpretation regarding the scope of labour welfare, the ILO has observed: the term is one which lends itself of various interpretations and it has not always the same significance in different countries. Sometimes the concept is a very wide one and is more or less synonymous conditions of work as a whole. It may include not only the minimum standard of hygiene and safety laid down in general labour legislation, but also such aspects of working life as social insurance schemes, measures for the protection of 20
women and young workers, limitation of hours of work, and paid vacations. In other cases, the definition is much more limited, and welfare, in addition to general physical working conditions, is mainly concerned with the day-to-day problems of the workers and the social relationships at the place of work. In some countries the use of welfare facilities provided is confined to the workers employed in the undertaking concerned, while in others, the workers families are allowed to share in many of the benefits which are made available. As the subject of welfare facilities is a very broad one covering a wide field of amenities and activities, limits cannot be rigidly laid down regarding its scope for all industries and for all times. In the final analysis labour welfare survive should include all extra-mural and intra-mural welfare work, statutory and non-statutory welfare facilities undertaken by the employers, Government, trade unions or voluntary organization and also social security measures which contribute to worker welfare such as industrial health, insurance, provident fund, gratuity, maternity benefits, workmens compensation, retirement benefits, and so on. More specifically, we may examine the ways in which labour welfare is classified in order to obtain a clearer understanding of its scope. Labour welfare work can be broadly into two categories: (i) Statutory, and (ii) Non-statutory or voluntary. Statutory measures: This refers to those provisions which are desired from the coercive power of the government and their observance in any industry is binding on the employer by law (factories act of 1948) canteen facilities(sec46) working facilities(sec42) first aid appliances(sec45) facilities for sitting (sec44) shelters rest rooms and lunch rooms(sec47) crches(sec18) drinking water facilities(sec18) 21
lighting(sec19) urinals(sec19) spittoons(sec20) welfare officers(maternity benefit)(sec49) Family pension schemes Gratuity Provident fund schemes E.S.I schemes Non-statutory measures: There are activities which are under taken by the employees for their workers. are philanthropic Such welfare activates are philanthropic but in the long run they increase efficiency of worker and reduce of conflict between employees and worker. Housing Facilities Transport Facilities Medical facilities Cultural activities Recreation Consumer co-operation Loan and various advances Leave Traveling Concession Worker education School for the employees children Uniform Labor welfare fund Libraries Vehicles stand for parking
Statutory welfare consists of those provisions of welfare work which depend for their implementation on the coercive power of the government. The government enacts certain rules of labour welfare to enforce the minimum standards of health and safety of workers. The employers are required by law to fulfill their statutory obligations on welfare. Every country is increasing gradually its statutory control over labour welfare. Non-statutory 22
welfare measures include all those activities which employers undertake for the welfare of their workers on voluntary basis. There are some social welfare organizations which undertake voluntary welfare work for the benefit of their members. The Committee of experts on welfare facilities for Industrial workers constituted by the ILO in 1963 had divided the welfare services in two groups:
(a) Welfare amenities within the precincts of the establishment (intra-mural) : latrines and urinals, washing and bathing facilities, crches, rest shelters and canteens, arrangements for drinking water, arrangement for prevention of fatigue, health services including occupational safety, administrative arrangements within a plant to look after the welfare, uniforms and protective clothing, and shift allowance; (b) Welfare amenities outside the establishment (extra-mural): maternity benefit, social insurance measures including sports, cultural activities, library and reading room, holiday homes and leave travel facilities, workers cooperatives including consumers cooperative stores, fair price shops and co-operative thrift and credit societies, vocational training for dependants of workers, other programmes for the welfare of women, youth and children, and transport to and from the place of work. Thus, labour welfare is very comprehensive and embraces a multitude of activities of employers, state, trade unions and other agencies to help workers and their families in the context of their industrial life.
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Aims and Objectives: The aim or object of welfare activities is partly humanitarian-to enable workers to enjoy a fuller and richer life-and partly economic- to improve of the workers- and also partly civic- to develop among them a sense of responsibility and dignity and thus make them worthy citizens of the nation. Another object of labour welfare is to fulfil the future needs and aspirations of labour. The following motives and considerations have prompted employers to provide welfare measures:
(1) Some of the early philanthropic employers tried to ameliorate the working and living conditions of their workers by providing various welfare measures. (2) Some of them took recourse to welfare work to win over their employees loyalty and to combat trade unionism and socialist ideas. The devotion to welfare work by many American employers during the twenties could be attributed to their anti-unionism. However, such a motive did not succeed in checking the spread of trade unionism. (3) Some employers provided labour welfare services to build up a stable labour force, to reduce labour turnover and absenteeism and to promote better relations. With their employees. (4) At present, labour welfare has been conceived of by some employers as an incentive and good investment to secure, preserve and develop greater efficiency and output from workers. Anyhow, there is no direct relationship between welfare work on the one hand and efficiency and productivity on the other. Apart from this, it is very difficult to quantify the additional contribution of welfare measures to the increased productivity. However, some studies have shown a positive link between labour welfare and productivity. (5) One of the objects for provision of welfare activities in recent times by certain employers is to save themselves from heavy taxes on surplus. (6) The purpose behind provision of welfare amenities by some companies is to enhance their image and to create an atmosphere of goodwill between labour and management and also between management and the public.
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Principles: The following are some of the principles to be kept in mind for successful implementations of any welfare programme in an organization: (1) The labour welfare activities should pervade the entire hierarchy of an organization. Management should be welfare-oriented at every level. (2) The employer should not bargain labour welfare as a substitute for wages or monetary incentives. In other words, the workers have a right to adequate wages in addition to welfare measures. (3) The employer should look after the welfare of his employees as a matter of social obligation. The constitution of India, in its directive principles of state policy, also emphasizes this aspect of labour welfare. (4) Labour welfare must aim at helping employees to help themselves in the long run. This principle of self-help will enable them to become more responsible and more efficient. (5) There should be proper co-ordination, harmony and integration if all labour welfare services in an undertaking. (6) The labour welfare work of an organization must be administratively viable and essentially development oriented. (7) The management should ensure co-operation and active participation of unions and workers in formulating and implementing labour welfare programmes. (8) There should be periodical assessment or evaluation of welfare measures and necessary timely improvements on the basis of feedback.
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The Factories Act, 1948: Section 42 to 48 of the India factories act, 1948, contains specific provisions relating to the welfare of labour in factories. 1. Washing facilities According to sec.42, every factory Adequate and suitable facilities for washing shall be provided and maintained for the use of the workers there in. Separate and adequately screened facilities shall be provided for the use of male and female workers. Such facilities shall be conveniently accessible and shall be kept clean.
2. Facilities for storing and drinking clothing Under sec 43, the state government may in respect of any factory make rules requiring the provisions therein of suitable place for keeping clothing not worn during working hours and for the drying of wet clothing.
3. Facilities for sitting According to sec.44, in every factory, suitable arrangements for sitting shall be provided and maintained for all workers. 4. First aid appliances Under sec.45, these shall in every factory be provided and maintained so as to be readily accessible during all working hours. First aid boxes or cupboards to be provided and maintained shall not be less than one for every one hundred and fifty workers ordinarily employed at any one time in the factory.
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5. Canteens under sec.46, the state government may make rules requiring that in any specified factory where in more than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be provided and maintained by the occupied for the use of the workers. 6. Shelters, rest rooms and lunch rooms According to sec.47, in every factory where as more than one hundred and fifty workers are ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room which provision for drinking water, shall be provided and maintained for the use of the workers. 7. Crches According to sec.48, in every factory where more than 30 women workers are ordinarily employed, there shall be provided and maintained a suitable room for the use of children under the age of 6 years of such women. Such room shall provide adequate accommodation, shall be adequately lighted and ventilated and shall be maintained. 8. Welfare officers In every factory where in five hundred or more workers are ordinarily employed, the occupier shall employ in the factory, such number of welfare officers as may be prescribed. The state government may prescribe the duties, qualifications and conditions of service of welfare officers appointed under the provisions of the factories act. The mines Act, 1952 and the Mines Rules: The main obligations of the mine owners regarding health and welfare of their workers are as follows: (a) Maintenance of crches where 50 women workers are employed; (b) Provision of shelters for taking food and rest if 150 or more persons are employed: (c) Provision of a canteen in mines employing 250 or more workers; (d) Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150 workers; (e) Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary latrines and (iii) lockers, separately for men and women workers; (f) Appointment of a welfare officer in mines employing more than 500 or more persons to look after the matters relating to the welfare of the workers.
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The Plantations Labour, 1951: The fallowing welfare measures are to be provided to the plantation workers: a) Canteen in plantation employing 150 are more workers (S. 11) b) Crches in plantation employing 50 or more women workers (S. 12). c) Recreational facilities in the workers and their children (S. 13). d) Educational facilities in the estate for the children of workers, where there are 25 workers children between the age of 6 and 12 (S. 14). e) Housing facilities for every worker and his family residing in the plantation. The standard and specification of the accommodation, procedure for allotment and rent chargeable from workers, are to be prescribed in the Rules by the state governments (S. 15 AND 16). f) The state government may make rules requiring every plantation employer to provide the workers with such number and type of umbrellas, blankets, raincoats or other like amenities for the protection of workers from rain or cold as may be prescribed (S. 17). g) Appointment of a welfare officer in plantation employing 300 or more workers (S. 18). The exact standards of these facilities have been prescribed under the rules framed by the state government. The Motor Transport Warders Act, 1961: The Motor Transport Undertakings are required to provide certain welfare and health measures as given below: a) Canteen of prescribed standard, if employing 100 or more workers (S.8). b) Clean, ventilated well-lighted and comfortable rest rooms at every place wherein motor transport workers are required to halt at night (S.9). c) Uniforms, raincoats to drivers, conductors and line checking staff for protection against rain and cold. A prescribed amount of washing allowance is to be given to the above mentioned categories of staff (S.10). d) Medical facilities Are to be provided to the motor transport workers at the operating centres and at halting stations as may be prescribed by the state government (S.11). 28
e) First-aid facilities equipped with the prescribed contents are to be provided in every transport vehicle (S.12).
The Contract Labour (Regulation and Abolition) Act, 1970: The following welfare and health measures are to be provided to the contract workers by the contractor: (a) A canteen in every establishment employing 100 or more workers (S.16). (b) Rest rooms or other suitable alternative accommodation where the contract labour is required to halt at night in connection with work of an establishment (S.17). (c) Provision for a sufficient supply of wholesome drinking water, sufficient number of latrines and urinals of prescribed types and washing facilities (S.18). (d) Provision for first-aid box equipped with the prescribed contents (S.19). The Act imposes liability on the principal employer to provide the above amenities to the contract labour employed in his establishment, if the contractor fails to do so.
The Merchant Shipping Act, 1958: Provision in the Act relating to health and welfare cover: a) Crew accommodation; b) Supply of sufficient drinking water; c) Supply of necessities like beddings, towels, mess utensils; d) Supply of medicines, medical stores, and provision of surgical and medical advice; e) Maintenance of proper weights and measures on board; and grant of relief to distressed seamen aboard a ship; f) Every foreign-going ship carrying more than the prescribed number of persons, including the crew, is required to have on board as part of her complement a qualified medical officer; g) Appointment of a Seamens welfare Officer at such ports in or outside India as the government may consider necessary; h) Establishment of hostels, clubs, canteens, and libraries; 29
i) Provision of medical treatment and hospitals; j) Provision of educational facilities The government has been authorized to frame rules, inter alia, for the levy of fees payable by owners of ships at prescribed rates for the purpose of providing amenities to seamen and for taking other measures for their welfare.
Dock Workers (Safety, Health and Welfare) Scheme, 1961: A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been framed for all major ports and is administered by the Chief Advisor, Factories (Factory Advice Services and Labour Institutes). It is framed under the Dock Workers (Regulation of Employment) Act, 1948. Amenities provide in the port premises include provision of: a) Urinals and latrines; b) Drinking water; c) Washing facilities; d) Bathing facilities; e) Canteens; f) Rest shelters; g) Call stands; and h) First-aid arrangements. Other welfare measures provided are: a) Housing; b) Schools; c) Educational facilities; d) Grant of scholarships; e) Libraries; f) Sports and recreation; g) Fair price shops; and h) Cooperative societies. 30
Inter-State Migrant Workmen (Regulation of employment and Conditions of Service) Act, 1979: Section 16 of the Act stipulates that every contractor employing inter-state migrant workmen in connection with the work of an establishment to which this Act applies will have to provide the following facilities: a) To ensure regular payment of wages to such workmen (at least minimum wages have to be paid as fixed under the minimum Wages Act, 1948). b) To ensure equal pay for equal work irrespective of sex; c) To ensure suitable conditions of work to such workmen having regard to the fact that they are required to work in a state different from their own state; d) To provide and maintain suitable residential accommodation to such workers working during the period of their employment; e) To provide the prescribed medical facilities to the workmen, free of charge; f) To provide such protective clothing to the workmen as may be prescribed; and In case of fatal accident or serious bodily injury to any such workman, to report to the specified authorities of both the states and also the next of kin of the workmen.
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ARTICLES Measuring legal effectiveness: lessons from Tanzania 1 Sangheon Lee Deirdre McCann International School of Law Geneva Aberdeen University lees@ilo.org d.mccann@abdn.ac.uk INTRODUCTION The efforts made in recent years to develop indicators that quantify and compare labour Market knowledge on the role of regulations in improving the quality of working life, advancing productivity etc. They also have the potential to offer policy actors a researchbased and systematic existing been labour laws (Lee and McCann 2008); their flawed capture of domestic regulatory measures (Berg and Cazes 2007; Lee and McCann 2008) and the assumptions on the historical evolution This note reviews the authors recent work, which has criticised the existing indicators by examining the extent to which they capture the actual or de facto influence of labour market regulations. This work has sought to measure statutory regulations in a way that takes into account both their substantive and de facto strength. It has also encompassed empirical work in a developing country Tanzania aimed at exploring workers awareness of legal standards. This research has centred on regulatory frameworks that govern conditions of work and has had a particular focus on wages, working hours and holidays, and maternity protection. EFFECTIVENESS AND THE ERI In an assumption, which might be characterised as formalist, that the application of labour regulations is both comprehensive (the relevant regulations protect all workers who fall within their scope) and complete (these workers are entitled to the full array of legal protections guaranteed by the legal texts to the maximum extent possible) (Lee and McCann 2009). Where such assumptions are not made, efforts such as those of Botero et al (2004) to capture the relationship between the de jure and de facto application of legal regulations have so far been underdeveloped (see Lee and McCann 2008 for a critique). The relationship of legal provisions and actual working conditions, however, cannot be assumed, impact of regulations can only be speculative. Moreover, the evidence from industrialized countries is of a varying influence of legal standards within different institutional regimes Presentation to the IIRA 2009 Study Group on Labour Market Regulations, Sydney, 24 August 2009. (Lee 2004). To respond to this limitation in the existing indicators, the authors have Developed of regulations on working time and to compare different countries at a range of income levels constructed by averaging the normalized values of statutory weekly hours limits and observance more per more detail the reasons that working time and other laws appear to be more influential in some Legal The recent expansion of the European Working Conditions Survey to include questions relevant to other regions offers an opportunity to explore certain of the empirical questions derived survey questionnaire for the Global Working Conditions Survey contains a number of questions An working conditions (including on wages/incomes, working time and work 32
organization, physical work environment, work and family, maternity protection, health and safety, job satisfaction). The Survey was pilottested in Tanzania during 2009, generating results that offer revealing insights for the debates on the impact of labour regulations in lowincome settings. First, the survey confirmed the presence of significant observance gaps (actual working conditions v the primary legal standards), of around 3040%. Given the extent of these gaps, Then, the relevance of common statistical exercises that regress the indicators of labour regulations on Labour market variables become questionable; and the conventional indicators, in particular the World Banks Employing Workers Index, are revealed to overestimate the constraints that labour laws place on employers (Lee and McCann 2009). Secondly, the survey has generated data relevant to assessing practices of observance of labour market regulations. In the economic literature, the intensity of labour inspection and magnitude of penalties for violation of the law are often taken to account for the observance of legal norms (e.g. Squire and SuthiwartNarueput 1997). Yet the picture is far more complex. As many studies have highlighted, for example, the role of the judiciary is often critical in determining the scope and application of statutory norms (e.g. Bertola and Cazes 2000; Bhattacharjea 2006); and the impact of labour regulations can also differ according to the response of individual enterprises (e.g. Edwards et al 2004). One critical element broadly missing from the literature, however, is the response of workers to legal regulations. The exception is the research that has examined workers awareness of legal standards (e.g. Meager et al 2002), which has so far been confined to industrialised Survey offers an opportunity to explore the extent and role of legal awareness in low income settings,their working conditions entitlements on minimum wages, working time and maternity leave The Tanzanian survey indicated a level of awareness of the primary standards (around 60%) although a substantial number of workers (around 30%) are not aware of their legal entitlements. The results of the survey also indicate that awareness is of substantial importance this relationship in a rigorous manner, a series of logistic regressions controlling for standard demographic variables was undertaken, which indicated that there is a very strong correlation between awareness of legal standards and actual conditions. To explain the channelling mechanisms through which awareness translates into actual improvements in work environments is a complex endeavour that needs to take into consideration satisfaction and workers behavioural patterns in response to noncompliance with the law. The results indicated that (1) workers dissatisfaction with their working conditions increases with their levels of awareness of statutory standards, once their actual conditions are controlled for; and (2) workers were not passive when they recognized the gaps between their legal entitlements and actual conditions of work, most being likely to take action, most often by complaining directly to the employer. It appears then that legal awareness may tend to lead to corrective action, although such efforts may not always be successful (see Lee and McCann 2009 for further details).
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CONCLUSIONS It critical to the design of indicators that accurately reflect the influence of legal norms and therefore to balanced policy debates on the role of labour regulations. Above all, observance gaps should be measured and taken into account in estimating the labour market impacts of legal regulations. The research discussed above has also demonstrated that the massive problems with implementation in a number of countries could be associated the channelling mechanism through which awareness translates into actual improvements in work environments. The empirical research in Tanzania suggests strong potential for improving working conditions by increasing workers legal awareness, without the need for significant institutional awarenessraising supports the contention in the literature that, at least in developing countries, regulation, but centred rather on how these countries can best design, promote and implement labour laws and policies (or how to regulate) (Fenwick et al. 2007; Lee, McCann, and Torm 2008). In this way, countries can avoid the wasteful process of engaging in evaluate the impacts of the reforms, an approach that has in recent years overwhelmed the governments of many Asian and African countries under pressure from the international financial organizations. REFERENCES Berg, J and Cazes, S 2007 The Doing Business Indicators: measurement issues and political implications Geneva ILOBertola,International Labour Review 129(1), pp. 5772 Bhattacharjea,empirical evidence, Indian Journal of Labour Economics 49(2), pp. 211232 Botero, Quarterly Journal of Economics 119(4), pp. 13391382 Deakin,regimes International Labour Review 146, pp. 133162. Edwards, P., Monder, R., and Black, J. 2004 Why Does Employment Legislation Not Damage Small Firms? Journal of Law and Society 31(2), pp. 24565 Fenwick, C., Howe, J. Marshall, S. and Landau, I. 2007. Labour and Labourrelated Laws in Micro and Small Enterprises: innovative regulatory approaches, ILO SEED Working Paper No. 81. Geneva Lee 2004 Working Hours Gap: trends and issues in J Messenger (ed) Working Time and Workers Preferences in Lee, S. and McCann, D. 2008. Measuring Labour Market Institutions: conceptual and methodological questions Institutions: Cultivating Justice in the Developing World. Geneva and London: ILO and Palgrave Lee,developing country (Paper for the Regulating for Decent Work Conference Geneva 810 July 2009 Lee,a review of recent evidence in International Labour Review 147(4), pp. 416432. Squire, L. and SuthiwartNarueput, S. 1997. The Impact of Labour Market Regulations World Bank Economic Review 11(1), pp. 119143. 34
A STUDY OF AWARENESS OF LABOUR WELFARE MEASURES IN A.G. I. O. PAPER AND INDURTRIES LTD. DHEKHA, BILASPUR (C.G.) *Dr. K. K. Singh**Ku. Anita Pathak, 1. CONCEPT OF LABOUR WELFARE :- Labour welfare concept is basically based on human values, where each citizen has a right to work in a congenial environment with no hazards to his health on reasonable wages and other terms and conditions of employment. The days are over when labour was considered to be a commodity. The policy was purely a master, Servant relationship. After the independence our constitution, I. L. O. and planning commission have big contributed to labour welfare programme. The importance of labour welfare measures were accepted long back. Way back in 1931, the royal commission on labour stressed the need of labour welfare primarily because of the harsh treatment meted out to the workers. Article 41 provides that state shall, within the limit of its economics capacity and development, make effective provision of securing the right to work to education and to public assistance in cases of unemployment, old age, sickness and disablement and in other cases of underserved provision. Article 42 provides the state shall make provision for securing just and humane conditions of work and for maternity relief. Article 43 provides that the state shall Endeavour to secure by suitable legislations and economic organization or in any other way to all workers, agricultural, industrial or otherwise work a living wage, condition of work ensuring decent standard of life and full enjoyment of leisure and social and cultural opportunities and in particular the state shall Endeavour to promote cottage industries on an individual or cooperativebasis in rural areas. Article 43 A provides that the state shall take steps by suitable legislation or in any other way to secure the participation of workers in the management of undertakings, establishments or other organizations engaged in any industry. The Committee on a labour welfare (1969) defined the phase to mean, Such facilities and amenities as a adequate canteen, rest and recreation facilities, sanitary and medical facilities, arrangements for travel to and from and for accommodation of workers employed at a distance from their homes and such other services, amenities and facilitiesincluding social security measures as contributed to condition under which workers are employed. The second report of the I. L. O. refers with regards to labour welfare as such services and amenities which may be established in or in the vicinity of undertaking to enable the person employed in them to perform their work in healthy congenial surroundings and such amenities conductive to good health and high morale. After the condition so many Industrial Act have been constituted such as the Workman compensation Act 1923, Maternity benefit Act 1961, Factory act 1948, Contract labour Act 1970, Bonded labour act 1976, Equal remuneration act 1976, Interstate migration act 1979, Child labour act 1986, Minimum wages act 1948, Payment of wages act 1936, Bedi& Cigar workers act 1966, Buildings And other constructions workers act 1996, The payment of bonus act 1965, The payment of gratuity act 1972 and Industrial dispute act 1948.
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1.1 IMPORTANCE PROVISIONS OF FACTORY ACT 1948:- The chief of characteristic of labour welfare work may be summarized to include the work which is usually undertaken within the premises or in the vicinity of the industrial undertakings for the benefit of the employees and the members of their family and this generally includes those items of welfare which are over and above what is the provided by statutory provisions and what the employees expect as a result of contract of employment from the employers. The welfare provisions section 42 to 50 under the factory act 1948 has been provided the facilities of washing, storing & drying clothing, sitting , first aid appliances, ambulance room cell, canteen, rest room /shelter room, crche, appointment of welfare officer. 1.2 NON STATUTORY LABOUR WELFARE MEASURES:- The main Non Statutory measures are education for workers children, residential, medical, consumer store, entertainment, transportation, education & training, health & hygiene, safety etc. facilities. 2. IMPORTANCE AND NEED OF STUDY:- No scientific and systematic effort has been made in recent past study the status of implementation of welfare measures under the factory act 1948 and other nonstatutory welfare measures conducted as part of a scheme under second five year plan in certain specified industries conducted by labour bureau in need 60s. But now the Situation have changed and a lot of new industries have come up with new technology and dramatically changed the definition of labour welfare. On this basis it was felt and it would therefore industry to know as to in the changed industrial scenario, how for the objectives of factory act 1948 are really being translated in action and how the act being implemented. 3. OBJECTIVE OF THE STUDY:- 1. To study the awareness of statutory& voluntary labour welfare measures in A.G.I.O. Paper & Industries Ltd. Dhekha, Bilaspur (C.G.) 2.To find out the implementations of various labour welfare measures in A.G.I.O. Paper & Industries Ltd. Dhekha, Bilaspur (C.G.) 4. AREA OF STUDY:- The study essentially focuses on awareness and implementation status of the statutory welfare measures under the factory act 1948 and Non statutory welfare measures in A.G.I.O. Paper & Industries Ltd. Dhekha, Bilaspur (C.G.). The area of study is A. G. I. O. Paper & Industries Ltd. Dhekha,Bilaspur (C.G.) is only single unit of paper mill in Bilaspur District (C.G.). 13 Officers, 174 company workers, 350 contract workers are serving in this unit. The study year is 200809. 5. METHODOLOGY OF STUDY:- The research is based on primary data, collected through structured interview schedule which has been supplemented by a detailed review of secondary information and discussion. The primary data has been collected through a multistage sampling procedure. At the first stage 50 company workers 36
out of 174 have been selected for interview Secondary sources of data were the information & data of A. G. I. O. paper and industries, Ltd. Dhekha, Bilaspur, Published magazines, journals and few books. The method of data collection for the study was the structured interview of the respondents, the primary data collection has been found out. The structured interview and its schedule were designed for collection data from the respondents (Labours) interview schedule were designed. To find out the status of awareness and implementation towards the Labour welfare measures used median, mean, average, geometric method. 6. PROFILE OF THE ORGANIZATION:- Kanoi paper &Industries Limited is a paper manufacturing plant, manufacturing about 11,000 tons of paper per year. The major raw material for manufacturing of paper is agricultural waste paddy straw which is available locally in plenty. The mill was commissioned in the year 1981 M/s. Brook Bond India Limited and then sold to Kanoi Group in the year 1990. Kanoi were running the mill from 1990 to 2002. Due to various problems, the mill had become sick in the year 2002 and was taken over by Jalans in February 2003. Since then the mill is under the management of Jalans. Jalans group has been able to turn around the mill by improving production, quality and quantity and diversification of the product mix. Through the mill has come out of red, the size of the plant is too small to remain economical in the long run. Now this units is known as A. G. I. O. Paper & Industries, Dhekha, Bilaspur (C.G.) Location : The unit is situated at Village Dhekha, Bilaspur (C.G.)at a distance of approx. 8 kms from BilaspurDistt. (C.G.).The unit is approachable by National Highway connecting Bilaspur to Champa. Major raw material for the unit is straw which is easily & abundantly available in the nearly areas. The location is well connected by road & rail transport enabling timely procurement of the raw material at economical costs. 7. EMPIRICAL FIDINGS :- Now we present the collected date concerning the person information of sampled workers of A. S. I. O. paper & industries Ltd, Dhekha, Bilaspur. 50 workers is selected for sample from company, thereafter we examine and study the awareness & implementation status of various Labour welfare provisions / amenities provided under factory act 1948 such as washing facility , facility for storage and drying of cloths, sitting facility, first aid facility, canteen facility, facility for rest/ shelter/dining room, facility for recruitment of welfare officer and also the non statutory welfare measures such as facility of education for workers children, residential, medical, consumer store, entertainment, transportation, education & training, health & hygiene, safety etc. facilities arrangement for workers. Now me highlights the important observation& collected data as given below:- 7.1 Personal Information:- I. 34 % of the sampled workers are unskilled, 45 % of them are semiskilled and 20 % sampled of workers are skilled workers .II. All sampled worker all male, so gender distribution of workers is not necessary. 37
III. The appromixmately 50% of sampled workers are in the age group 3140 years, 28 % of them are in the age group of 4050 years, this ndicates that almost 66 % of the workers are having their age in the age group 3150 years. IV. 82 % of sampled workers have their level of education as primary or higher secondary. V. 78 % of sampled workers are married. VI. Approximately 63 % of sampled workers have their monthly income less than Rs.4000/. VII. Approximately 69 % of sampled workers have less then 20 years services. VIII. 58 % of sampled workers belongs nuclear family. 7.2 AWARENESS ABOUT STATUTORYWELFARE MEASURES:- To know awareness of various statutory Labour welfare measures 50 sampled workers selected under study and discussion, held with the responsible representatives of employer, workers and employees. The awareness about facilities about among workers and representatives of employers play a vital roll in implementation. 7.3 STATUS OF IMPLEMENTATION OF VAIRIOUS WELFARE PROVISIONS UNDER FACTORY ACT 1948:- The welfare provisions under the factory act 1948 is intended for benefit and welfare of the workers. It aims to protecting the workers employed in factories and for ensuring their welfare at the place of work by implementing the various provisions under the Act, in this part we evaluate and assess of the implementation of various provisions in A.G.I.O paper & industries Ltd. Dhekha, Bilaspur (C.G.). 7.4 AVEVILABILTIY ON NON STATUTORYWELFARE MEASURES:- An effort was also made as part of the study to know whether the workers employed in A. G. I. O. paper & Industries Dhekha, Bilaspur (C.G.) selected for study or being extended any other form of Non tatutory welfare facilities such as Education for workers children, Residential, Medical, Consumer store,Entertainment, Transportation, Education & training for workers, Health & Hygiene facilities by employers ways of asking question from respondents, as well as through group discussion held with other group of workers representatives of employers. In this part we evaluate and assess of implementation of non statutory welfare measure in A. G. I. O. paper & Industries Ltd. DhekhaBilaspur (C.G.) The table indicates that A. G. I. O. paper & industries was not providing education for workers children, consumer store, entertainment, transportation, education and training for workers. Further only Health & Hygiene, Safety Facilities were providing by employers. 8 CONCLUSSION: The level of awareness among the workers engaged in A. G. I. O. paper & industries Ltd. Dhekha, Bilaspur (C.G.) Studied and found that above 60 % workers were aware about statutory welfare measures except rest /shelter/ retiring room & crche facilities. Maximum statutory welfare facilities were being provided & implemented but Non statutory facilities were not being provided and 38
implemented by employer. Only House Rents & conveniences allowances were being given to sampled workers in place of residential & transportation facilities respectively. REFERENCES: 1.Moorti M. B. Principal of Laour Welfare, Gupta Brothers Vishakhapattanam. A.P. 2.K. N. Vaid, Labur welfare in India, Shri Ram centre for industrial relation. New Delhi. 3. I. L. O. S Second Report on Asia Regional Conference 1947. 4. The committee on labour welfare (C. L. W.), Concept and scope of Labour welfare, Ministry, Employment & Rehabilitation, New Delhi. (1969). 5. Upadhyaya Sanjay Status of Labour Welfare Measures of Noida: A case study of Garment and Hosiery Industry. V.V. Giri National Labour Institute, Noida (U.P.)
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CHAPTER 3 INDUSTRIAL PROFILE COMPANY PROFILE
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INDUSTRY PROFILE HISTORY Sugar industry is very important to the Indian national economy because of its multiple contributions in the shape of employment, provision of raw materials of the other industries. The industry provides employment to about 35 million cultivation 3.6 lakes skilled& unskilled Workers. Further if accounts for providing employment to scopes of thousands in the sugar trade in the transport of sugar cane and sugar etc. it is by products are used as raw materials in industries such as alcohol, plastics, synthetics, rubber fibber broad, pharmaceuticals, paper etc. the sugar industry in recent years has begun to export sugar, thus earning valuable foreign exchange. Besides it provides Rs.300 cores the forms of faces to the exchequers. Considering these many facts of importance of the industry, it ranks second among the major consumer industries of this country next only to cotton textile industry. LOCATION The sugar industries mostly oriented to a single material namely sugar cane which forms 60% of the total cost of production. Therefore, the industry of sugar is naturally conditioned by the availability of sugar cane and facilities of transporting raw material is essential because the sucrose content of the sugar cane begins to decrease soon after the cane is cut. Biogases obtained as a by-product during the production is used by the factories for generating power. Therefore power is not at all a nominating factor in determination the location of sugar industry. In recent times Technical feasibility and Economic availability of sugar projects has been given importance in the location of sugar industry. Sugarcane grows both on tropical & sub-tropical regions. In India AP, Tamilnadu, Mysore, Kerala& Maharashtra come under tropical regions. Up, Bihar, Punjab, Haryana, West Bengal, Orissa, Rajasthan & MP come under sub-tropical region. There were only 29 factories in India during the year 1931. Protection granted to the sugar industry in 1931 brought tremendous growth in the no. of locations. The number of factories in operation has grown from 29 to 140 in 1950-51 out of which 110 factories were in northern parts of India. During the next decade the no. of factories increased to 174 out of which 116 factories were in the sub-tropical region in the northern India. Finally the number 41
of factorieshas grown from 200 in 1965-66 to 338 in 1984-85 of which nearly 75% of the factories are located in the northern India. The industry is pre-dominantly localized in MP next to up the industry is mainly connected in Maharashtra, Bihar and in the eastern coastal districts of AP. The sugarcane factories to get fresh supplies of sugar cane direct from the fields.Moreover, the cost of the cane cultivation is less & the cultivators are not accustomed to arise alternative crops like groundnuts, chillies plantains etc. In recent years, the location factories have influenced the dispersal of sugar industry to the south. The sucrose content in the sugarcane grown in the tropical regions is greater than sub- tropical regions, and the development of cane on the sough is mainlyresponsible for bringing about location changes in the industry. The average per day crushing capacity of the industry increased tremendous from 482 tons per day in 1932 to 1365 tons per day crushing capacity of the industry increased tremendous from 482 tons per day in 1932 to 1365 tons per day crushing capacity in the industry increased to 1365 tonnes it has been found by the planning commission that the cane crushing capacity of sugar factories working in our country various from 220 tons to 3200 tons per day. In up and Bihar, majority of the sugar mills have a cane crushing capacity ranging from 700 tons to 1000 tons per day. A factory with a crushing capacity of 1000 tones for sugar cane per day is considered to be an economical unit, under the present day working conditions. THE GLOBAL SCENARIO The global sugar production is on a rise and along with the rising demand, the prices of sugar is expected to remain firm. China, India and Brazil, the largest producers of sugar have already showing descent production and with good carryover stocks from previous years produce Chinas output of sugar reached 6.8449 million tons by the end of January of this year in the 2010-11 sugar production season, rising 14 per cent over the same period of the previous season, according to the China sugar industry Association. The sugar output was 12.9 million metric tons in the previous season. According to Dow jones the global demand would be more than the supply in 2011 12 by 1.6 million tons. The International Sugar Organization(ISO) said that early indications show 2011 12. Marketing year could either be in balance or have a small deficit of less than 1 million tonnes. The ISO will release its second revision to its 2010 11 balance sheet in the second 42
half of February, but currently doesnt anticipate any significant changes. The main expectation of deficit is due to the lower than expectation of sugar cane harvest in India. The Indian sugar production is expected to rise to 33.6 million from the last years production of 28.6 million. Along with this it is expected that Brazil would stay focused in its production of Ethanol from sugar, as crude oil makes new highs and demand for alternative fuel rises.
INDIAN SCENARIO India is the largest consumer and second largest producer of sugar in the world (Source: USDA Foreign Agricultural Service). In sugar year 2009-10 India produced 28.8 million tons. with an opening stock of 4 million tons in 2008 09. India has ended the year with stocks of more than 11 min tons.
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Global Sugar Production,consumption and Ending Stocks
Sugar Industries in Andhra Pradesh In Andhra Pradesh there are 34 Industries of which 16 are under the Co-Operative sector, if are under Government management and another 9 are under private sector. Khandasari mills are the counter part of sugar mills have been estimated at a No. of 120. The Mill at Bodhan in Nizamabad District is the biggest in Asia. Average can yield per acre in India is 20 tones and in Andhra Pradesh it is 30 tones the crushing capacity of all mills in Andhra Pradesh is 57 lakhs tones; private mills could utilize 70% of the crushing capacity. Whereas the other mills could just manage. Table 4: Mills Sugar Production by State State 2007/08 2008/09 2009/10 2009/10 Final Revised Revised Forecast Andhra Pradesh 13.4 5.9 5.5 12.0 Bihar 3.4 2.1 2.6 3.0 44
Private Sector in Sugar Factories in AP SI.No Industry Place District 1 KCP Sugar & Industries Corporation Limited Vuyyuru Krishna 2 KCP Sugar & Industries Corporation Limited Lakshmipuram Krishna 3 The Andhra Sugars Limited Tanuku West Godavari 4 The Andhra Sugars Limited Tadayahi West Godavari 5 The Jeypore Sugar Company Limited Chagellu East Godavari 6 Sri Sarvaraya Sugar Mills Limited Chelluru East Godavari 7 Deccan Sugar Samarlakota East Godavari 8 The Kirlampudi Mills Pithapuram East Godavari
Public Sector Sugar Factories in AP SI.No Industry Place District 1 The Nizam Sugar Limited Miryalaguda Nalgonda 2 NGS Gayathri Sugar Limited Sadashiva Nagar Nizampatnam 3 SreeKialas Chemicals Peeru-Voncha Khammam 4 Ganapathi Sugar Industries Sangareddy Medak 5 SreeVani Sugar Industries Limited Mudipadu Chittoor 45
6 The Nizam Sugar Limited Dingi Medak 7 The Nizam Sugar Limited Khairatabad Rangareddy 8 Empee Sugars Limited & Chemical Limited Naidupeta Nellore
Co-Operative Sector in Factories AP SI.No Industry Place District 1 The Amudalavalasa Co-operative Sugars Limited AmudalaValasa Srikakulam 2 The Chittoor Co-operative Sugars Limited Chittoor Chittoor 3 The ChodavaramCo-operative Sugars Limited Govada Visakhapatnam 4 The Etikoppaka Co-operative Agricultural industries Society Limited Etikoppaka Visakhapatnam 5 The KovvurCo-operative Sugars Factory Limited Kovvur Nellore 6 The NagarjunaCo-operative Sugars Limited Gurajala Guntur 7 The NandyalCo-operative Sugars Limited Nandyala Kurnool 8 The N.V.R Co-operative Sugars Limited Vemuru Guntur 9 The Palais Co-operative Sugars Limited Ammagudam Khammam 10 Sri. ASM Co-operative Sugars Limited Pullapalli West Godavari 11 The Deccan Sugar Factory Hanuman Juction Krishna 12 Sri Venkateswara Sugar Factory Renugunta Chittoor 13 Sri VijayaramaGanapathi Factory Korukonda Vizanagaram 14 The Thandava Co-operative Sugars Tuni East Godavari 15 The Godavari Co-operative Sugars Limited jammalamadugu West Godavari 16 The JaiKisan Co-operative Sugars Limited huzurabad Karimnagar 17 The PalkolCo-operative Sugars Limited Palkol West Godavari
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Some of the currently available technologies are: Technology for manufacture of sugar cane juice drink Technology forfree flowing brown/Demerara sugars. Technology for sugar-Stevie health sweetener. Technology for manufacture of chemical free invert syrup. Technology for manufacture of different types of sugar syrup. Technology for setting up a chemical laboratory for sugar analysis. Technology for certification of sugar cane juice to make cane syrup. Technology for propitiation of crystallization of high concentration squashes, honey and groups. Technology for manufacture of chemical free jiggery/panel. Technology for eco-friendly & economical lime-kiln. Technology for storage and packing of chemical free jiggery/panel.
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COMPANY PROFILE Company Name: Ganapati Sugars Industries Limited Location: Fasalwadi Village, SangareddyMandal, MedakDist, Andhra Pradesh. Vision of GSIL: It is to build responsible organization with quality excellence impacting the Business & caring for the environment &society For this the company will be exploring to develop a mind of our own & adopting value driven, self-searching approach to achieve the company goals. GSIL is known for MANUFACTURING EXCELLENCE in the field of sugar production to provide Competitive edge in marketing its production in India& abroad. Key Elements: 1. Well trained Work force 2. Use of Latest technology 3. Stringent Quality Parameters 4. Less than 50 ICUMSH & 8ppm of sulphur 5. Cost of competitiveness 6. Motivating & Empowering Employees. Ganapati Sugar Industries Limited on 24 th may 1994 started as a public limited company under the Companies Act 1956. The company obtained its certificate for commencement of business on 1 st June 1994. 48
The company has its register office and head office at Kolkata & Administrative office at Hyderabad. GSIL received the approval for setting for setting up a sugar manufacturing unit with a capacity of 2500TCD (Tons Crushing per day) from appropriate authorities and for the purpose acquired the land at Sangareddy, Dist. Medak, 65 Kms from Hyderabad city in august 1995 & installed the project in less than 2years. The trail runs were successfully completed in March 1997 to commence commercial operations. Within a span of 2 years, GSIL reached its 100% capacity utilization & realizing the waste potentiality for further development, the company took up expensive from 2500 TCD to 3300 TCD in the sugar season 2000-2001 and crossed a record crushing of 7.5 lacks Tones of cane. To further strengthen its bottom line, the company has setup 15.5 MW.Baggage based Co-generation power project in the year 2002-2003 and the surplus power of 11MW is purchased by AP TRANSCO under a power purchase agreement. GSIL is promoted by Sri BalGovindLohiya, who is also the founder of East India Transport Agency, Second Largest road transport organization in India established 1995. PROMOTERS GSIL is promoted by ShriBalGovindLohia and his son ShriArvindLohia. ShriBalGovindaLohia is the founder of the East India Transport Agency (EITA), a road transport organization established way back in 1955. The operation of EITA which was initially confined to Bengal and Assam with only 7-8 branches, has become the second largest road transport organization in the country with more than 325 branches all over the country and with a freight turnover exceeding Rs.230 crores. ShriLohia possesses industrial and business experience of over 45 years. ShriArvindLohia, a management graduate from IIM, Calcutta has 25 years business experience in transport, international freight forwarding and exports.
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MANAGMENT The board of directors of the company: NAME DESIGNATION Shri B.G. Lohia Chairman Shri A.K. Lohia Director Shri P.M. Nair Director (Operations & Projects) ShriR.Pittie Director ShriHarinath Executive Director (Technical) ShriGoswami Director ShriSarkar IDBI Nominee The day to day affairs of the company are looked after by Shri P.M. Nair, Director (Operations & Projects). Shri Nair has over 30 years of experience in sugar industry having served in Nizam sugar Ltd. and Prudential Sugar Corp. Ltd. Shri Nair is also the co-chairman of agricultural and agro industries committee of FAPCCI (A.P). He is also a member of FAPCCI in the industries development committee and pollution control committee. FINANCIALS The financials of the company for the year 2010-11 are as under: Sales (incl Stock Adjustment) 881 Profit before interest depreciation and tax 253 Profit After Tax Adjustment 26 Cash Accruals 84 Tangible Net Worth 449 Capital Employed 1432 Bankers State bank of India, Punjab National Bank & Union Bank of India.
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BACKGROUND OF THE ORGANIZATION: Sugar manufacturing industry falls in the seasonal Industry category as the sugar cane crushing operations are carried out for 6-7 months in a year only, depending on availability of cane in the fields from the October to march. During this period the factory remains Fully operational working in three Shifts. Production of sugar is a continuous process and any Stoppages for a longer period in the operation at any stage due to Breakdown of machinery at any level or non-Availability of cane at the feeding end or for any other reason affects the quality as well as quantity (Recovery of sugar from cane juice) of sugar produced. Recovery of sugar from cane juice is influenced by several factors such as type of soil,Climate conditions, availability of water, fertilizer etc. Apart from these factors the one important Factor is Time Gap between the harvesting of cane from the field, transportation to factory site and crushing of the same. Ideally for best sugar Recovery rate the total operation from harvesting to crushing point the higher is the recovery rate, which directly affects the cost of sugar produced, as most of other factors of cost of production remains constant for the time period. Economy in cost of production with increased productivity can only be n\met through rationalization of strength & appropriate Vocational training & development. Hence it becomes, very imperative that employees at each level are fully trained in their job to perform their potential in each department with perfect coordination amongst them for smooth functioning and operation of entire chain of activities from harvesting of cane to stacking Of sugar produced in sugar go downs, removing bottleneck developing at any point in the chain of activities in the shortest possible time. Optimization of process parameters helps in increasing not only through put but in minimizing losses and improving the quality of the final product. During the off season, when the crushing operation is totally suspended, the engineering & maintenance department as to work hard to complete the overhauling of the entire plant and machinery within the shortest possible time to make them ready for trouble free operation in the next crushing season which is a very challenging job as it requires lot of effort, planning & coordination among all the teams of employees to achieve the target dates.
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MANUFACTURING PROCESS: Sugarcane received at the factories is weighed on platform scale & feed into cane carrier by mechanical unsolders during its travel to milling the cane is prepared for crushing by the preparatory devices. The preparatory devices consist of a kicker leveller cutter and fibrizor, the leveller& cutter consists of knives. The knives rotate at about 600rpm for cutting the cane travelling on the carrier. The cut cane is delivered to fibrizor for being finally prepared for milling. The milling plant consists of 5 mills each of 3 rollers which are hydraulically loaded. The prepared cane passes through these mills where it is subjected to repeated application of high pressure. The spent cane (Bagasse) is discharged from the last mill, and juice is collected from the mills and pumped to the boiling house for processing. The juice extracted out of cane is termed as mixed juice. After it is being weighed in juice scale is heated to 70 Degrees c after making up its P205 level to 350 ppm. Optimum dose of milk of lime is added & So2 gas is simultaneously applied to bring down the pH to 7.0. During the process phosphate & Calcium salts are formed and the flocks absorb the impurities and colour. The Sulphated juice is again heated to 103 degree Celsius in the secondary juice heaters and is allowed to settle in the continuous clarifier. The clarified juice is drawn out from the clarifier & the mud is filtered in the continuous rotary filters. The juice as received from clarifier contains Water & Sucrose together. The evaporation is carried out in multiple effect evaporators. The high density (60-65 degree box) Syrup accumulating in the last vessel is evacuated under vacuum by means of a pump and is sent to the storage tanks on the pan floor after Sulphitation. The Sulphated Syrup is subjected to boiling in the vacuum pans where its concentration leads to the super saturation & formation of sugar crystals. A three of four stage boiling scheme is selected keeping in view the size of Sugar Crystals desired and the exhaustion of the mother liquor various masscults i.e. A, B, C after boiling in the PANS are treated in the crystallizers where residual slating out of sugar takes place to exhaust the liquor. The curing of A, B, & C masscults are done in centrifugals to separate the respective molasses from sugar crystals. Commercial sugar received from centrifugal is being bribed in hoppers before bagging & ultimately sent to sugar go down for storage. Plotline bags are used to keep up the quality of sugar. 52
Chairmen Chief executive Administration manager Deputy manager Assistan t manager Deputy manager Programme r Deputy manager Asst. Manager Assistant Security Assistant general manager (HR) Personnel Assistant Time Keeper Engineering General manager AGM(Me chanical) Manager Asst. manage r Enginee r Assistant Worker AGM (Electrical ) Manager Assistant Manager Engineer Assistant Worker Manufacturing Assistant General Manager( Process) Manager Deputy Manage r Assistant Can e Deputy General Manager Sr.Mana ger Manager Deputy Manager Field Supervisor Field assistant cozen General Manager (Mechani cal) Engineer Assistant General Manager (Electric al) Technician GSIL ORGNIZATION STRUCURE 54
Employee welfare in GSIL GSIL is one of the good organization which pay better fit salaries than many other companies. Provides group health insurance plan to its employees. Every month company will provide 5kgs of subsidized sugar to employees. Provides accommodation facilities to managerial employees. Provides 40% salary to the seasonal employees on their resting period. Provides transport facility to schools to the employees children. Providers most of the statutory measures like - Drinking water facility - Toilets - Washing and bathing facility - Rest shelters - Uniforms - Canteen - Recreational facilities - Subsidized food - Medical aid Provides non-statutory measures like - Housing - Educational facility - Transportation facility - Social insurance
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CHAPTER 4 DATA ANALYSIS AND INFERENCES
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5. ANALYSIS OF DATA
1. Table showing the opinion of the Employees regarding working conditions: a. Table showing the opinion of the Employees regarding space and ventilation. Table 5.1 S.NO OPINION PERCENTAGE 1 Highly satisfied 54 2 Satisfied 20 3 Neutral 18 4 Dissatisfied 6 5 Highly dissatisfied 2 Total 100
Source: Through primary data
Interpretation: The satisfaction levels of the employees are responding positively towards welfare amenities in the organization. It is observed that the majority of respondents are highly satisfied and the above analysis shows 18% employs are neutral and 2 percent are highly dissatisfied. 54 20 18 6 2 0 10 20 30 40 50 60 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 57
1. b Table showing employees opinion regarding Lighting facilities in the organization. Table: 1.b
Interpretation: In total responds 12% of the employees are not satisfied with lighting facilities. And 36% are fully satisfied. the satisfaction level of the employees responding positively towards lighting facilities in the organisation. 30 36 22 10 2 0 5 10 15 20 25 30 35 40 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 58
Interpretation: The satisfaction levels of the employees are responding negatively towards cleanliness facilities in the organization. It is observed that the majority of respondents are not satisfied. And the above analysis shows 20% employs are neutral and 20% employs are satisfied. 14 16 20 30 20 0 5 10 15 20 25 30 35 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 59
Interpretation: Maximum employess are satisfied with Toilet facilities in the organisation. 52% of the people respond satisfied and 20% of the people respond neutral ,28% of people respond Not satisfied
2.a Table showing the opinion of the employees regarding Welfare measures a. Table showing the opinion of the employees regarding canteen facilities Table 5: S.NO OPINION PERCENTAGE 1 Highly satisfied 20 2 Satisfied 60 3 Neutral 10 4 Dissatisfied 06 5 Highly dissatisfied 04 Total 100
Source: Through questioners
Interpretation: The satisfaction levels of the employees are responding positively towards Canteen facilities in the organization. It is observed that the majority of respondents are highly satisfied and the above analysis shows 10% employs are neutral and 10% are not satisfied with the canteen facilities provided by organization . 20 60 10 6 4 0 10 20 30 40 50 60 70 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 61
2.B Table showing the opinion of the employees regarding Drinking facilities. Table 2.b S.NO OPINION PERCENTAGE 1 Highly satisfied 22 2 Satisfied 50 3 Neutral 10 4 Dissatisfied 10 5 Highly dissatisfied 8 Total 100
Source: Through primary data
Interpretation: The satisfaction levels of the employees are responding positively towards drinking water facilities in the organization. It is observed that the majority of respondents are highly satisfied and the above analysis shows 10% employs are neutral and 18 % are not dissatisfied . 22 50 10 10 8 0 10 20 30 40 50 60 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 62
2.c Table showing the opinion of employees regarding Recreational facilities in the organisation Table:2.c
Interpretation: It is observed that the 40% of respondents are satisfied and the above analysis shows 20% employs are neutral and 40 percent are not satisfied. 10 30 20 30 10 0 5 10 15 20 25 30 35 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 63
2.d Table showing the opinion of employees regarding uniform and shoes facilities Table: 2.d S.NO OPINION PERCENTAGE 1 Highly satisfied 60 2 Satisfied 24 3 Neutral 10 4 Dissatisfied 4 5 Highly dissatisfied 2 Total 100
source: Through primary data
Interpretation: The satisfaction levels of the employees are responding positively towards uniforms & shoes facilities provided by the organization. It is observed that the majority 60% of respondents are highly satisfied and the above analysis shows 10% employs are neutral and 6 percent are not satisfied .
2.E Table showing opinion of employees ragarding frequency of medical checkup Table: 2.E S.NO OPINION PERCENTAGE 1 Highly satisfied 20 2 Satisfied 40 3 Neutral 16 4 Dissatisfied 20 5 Highly dissatisfied 4 Total 100
Source: Through primary data
Interpretation: The satisfaction levels of the employees are responding positively towards frequency of medical checkup provided by the organization. It is observed that the majority 60% of respondents is satisfied and the above analysis shows 16% employs are neutral and 26 % are not satisfied.
3. Table showing the opinion of employees Regarding other welfare amenities. 3.a Table showing the opinion of employees regarding transport facilities. Table 3.a: S.NO OPINION PERCENTAGE 1 Highly satisfied 60 2 Satisfied 10 3 Neutral 18 4 Dissatisfied 8 5 Highly dissatisfied 4 Total 100
source: Through questioners
Interpretation: The satisfaction levels of the employees are responding positively towards transport facilities provided by the organization. It is observed that the majority 70% of respondents are satisfied and the above analysis shows 18% employs are neutral and 12% are not satisfied . 60 10 18 8 4 0 10 20 30 40 50 60 70 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 66
Interpretation: From the above table it is inferred that 70% of employees are satisfied with the washing facilities provided by the organization and 10% are neutral and 20% of the respondents are not satisfied. This shows most of the employees are positive towards it.
Interpretation: The satisfaction levels of the employees are responding positively towards sitting facilities provided by the organization. It is observed that the majority 54% of respondents are satisfied and the above analysis shows 26% employs are neutral and 20% are not satisfied .
Interpretation: The satisfaction levels of the employees are responding positively towards shelters and rest rooms provided by the organization. It is observed that the majority 56% of respondents are satisfied and the above analysis shows 26% employs are neutral and 20% are not satisfied .
Interpretation: The satisfaction levels of the employees are responding positively towards education facilities provided by the organization. It is observed that the majority 56% of respondents are satisfied and the above analysis shows 14% employs are neutral and 30% are not satisfied .
Interpretation: The satisfaction levels of the employees are responding positively towards housingfacilities provided by the organization. It is observed that the majority 56% of respondents are satisfied and the above analysis shows 20% employs are neutral and 24% are not satisfied .
4. Table showing the opinion of the employees regarding Post retirement benefit. Table : 4 S.NO OPINION PERCENTAGE 1 To great extent 62 2 To some extent 14 3 Neutral 8 4 Not at all 10 5 Cannot say 6 TOTAL 100
Source: Through Questioners.
Interpretation: The satisfaction levels of the employees are responding positively towards post retirement benefits provided by the organization. It is observed that the majority 62% of respondents are satisfied to great extent and 14% of respondents are satisfied to some extent and the above analysis shows 8 percent employs are to extent and 10% are not satisfied and 6 percent are undecided 62 14 8 10 6 0 10 20 30 40 50 60 70 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 72
.5. Table showing the opinion of employees regarding satisfaction level toward the provided leave plans. Table: 5 S.NO OPINION PERCENTAGE(%) 1 To great extent 58 2 To some extent 18 3 Neutral 14 4 Not at all 8 5 Cannot say 2 TOTAL 100 Source: ThroughQuestionnaire
Interpretation: The satisfaction levels of the employees are responding positively towards leave plans provided by the organization. It is observed that the majority 58% of respondents are satisfied to great extent and 18% of respondents are satisfied to some extent and the above analysis shows 14% employs are Neutral and8 percent are not satisfied and 2 percent are undecided 58 18 14 8 2 0 10 20 30 40 50 60 70 To great extent To some extent Extent Not at all Cannot say PERCENTAGE 73
6 Table showing the opinion of the employees regarding welfare measures that are provided by the company affect the motivation and commitment of employees. Table: 6 S.NO OPINION PERCENTAGE(%) 1 To great extent 82 2 To some extent 10 3 Neutral 4 4 Not at all 4 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: From above table it is inferred that the Satisfaction levels of employees regarding welfare measures that are provided by the company affect the motivation and commitment of employees to a great extent and 10% percent of responded that it affects to some extent and 4 percent of people responded Not at all.
82 10 4 4 0 0 20 40 60 80 100 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 74
7. Table showing the opinion of the employees regarding welfare measures will be helpful in increase in productivity. Table: 7 S.NO OPINION PERCENTAGE 1 To great extent 80 2 To some extent 10 3 Neutral 8 4 Not at all 0 5 Cannot say 2 TOTAL 100
Source: Through Questionnaire
Interpretation: Maximum of employees responded that the welfare measures provided by company will be helpful in increase in productivity. 2 percent of them responded as cannot say .
80 10 8 0 2 0 20 40 60 80 100 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 75
8. Table showing the opinion of the employees regarding the gratuity facilities in industry. Table: 8 S.NO OPINION PERCENTAGE(%) 1 To great extent 16 2 To some extent 58 3 Neutral 22 4 Not at all 4 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: From the above table it is inferred that74% of respondents feels that gratuity facilities provided by organization are satisfied and 22% of respondents feels that they are satisfied Neutrally& 4 percent responded Not at all.
16 58 22 4 0 0 10 20 30 40 50 60 70 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 76
9. Table showing the opinion of employees regarding food subsidy facility in canteen.
Interpretation: From the above table it is inferred that 50% of respondents feel that the food subsidy provided by company is satisfied, and 28% are responded neutral & 22% of respondents are not satisfied with the food subsidy provided by company in canteen. 20 30 28 16 6 0 5 10 15 20 25 30 35 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 77
Interpretation: All of the employees in the organization are satisfied with the stitching charges provided by the organization only 2 percent of respondents responded Neutral. 90 8 2 0 0 0 10 20 30 40 50 60 70 80 90 100 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 78
11. Table showing the opinion of employees regarding shift hours allotted by industry. Table:11 S.NO OPINION PERCENTAGE(%) 1 To great extent 30 2 To some extent 34 3 Neutral 28 4 Not at all 8 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: From the above table it is inferred that64% of respondents feels that shift hours allotted by organization are satisfied and 28% of respondents feels that they are satisfied to Neutral& 8 percent responded Not at all. 30 34 28 8 0 0 5 10 15 20 25 30 35 40 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 79
12. Table showing the opinion of employees regarding Medi claim policy provided by company. Table: 12 S.NO OPINION PERCENTAGE(%) 1 To great extent 60 2 To some extent 30 3 Neutral 8 4 Not at all 2 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: From the above table it is inferred that90% of respondents feels that medi claim policy provided by organization are satisfied and 8 percent of respondents feels that they are satisfied to an Neutral& 2 percent responded Not at all. 60 30 8 2 0 0 10 20 30 40 50 60 70 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 80
13. Table showing the opinion of employees on levy prized sugar provided by company. Table: 13 S.NO OPINION PERCENTAGE 1 To great extent 80 2 To some extent 14 3 Neutral 6 4 Not at all 0 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire.
Interpretation: From the above table it is inferred that94% of respondents feels that levy prized sugar provided by organization are satisfied and 6percent of respondents feels that they are satisfied neutrally. 80 14 6 0 0 0 20 40 60 80 100 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 81
14. Table showing the opinion of employees regarding effect of welfare measures on performance of employees. Table: 14 S.NO OPINION PERCENTAGE 1 To great extent 70 2 To some extent 10 3 Neutral 4 4 Not at all 6 5 Cannot say 10 TOTAL 100
Source: Through Questionnaire.
Interpretation From the above table it is inferred that the most of the employees responded that there will be an effect of welfare measures on performance of employees, 4 percent responded Neutral and percent responded Not at all and 10 percent of respondents responded as it is undecided.
70 10 4 6 10 0 10 20 30 40 50 60 70 80 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 82
15. Table showing the opinion of employees regarding the provided protective material to avoid employment injury. Table: 15 S.NO OPINION PERCENTAGE 1 To great extent 72 2 To some extent 14 3 Neutral 10 4 Not at all 4 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: Most of the employees are satisfied with the protective material provided by organization and 10% responded as Neutral and 4 percent responded Not at all.
72 14 10 4 0 0 10 20 30 40 50 60 70 80 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 83
16. Table showing the opinion of employees regarding the overall work environment of the industry. Table: 16 S.NO OPINION PERCENTAGE 1 To great extent 70 2 To some extent 12 3 Neutral 10 4 Not at all 8 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: Maximum of the employees are satisfied with the protective material provided by organization and 10% responded as Neutral and 8 percent responded Not at all. 70 12 10 8 0 0 10 20 30 40 50 60 70 80 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 84
17. Table showing the employees opinion regarding the loans and advances provided by company. Table: 17 S.NO OPINION PERCENTAGE 1 To great extent 60 2 To some extent 20 3 Neutral 20 4 Not at all 0 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation Maximum of employees responded i.e. 80% of the respondents feels that they are satisfied and rest of the employees are satisfied neutrally. 60 20 20 0 0 0 10 20 30 40 50 60 70 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 85
18.Table showing the opinion of employees regarding the Payment of annual bonus to employees. Table: 18 S.NO OPINION PERCENTAGE 1 To great extent 28 2 To some extent 30 3 Neutral 42 4 Not at all 0 5 Cannot say 0 TOTAL 100
Source: Through Questionnaire
Interpretation: Maximum of employees responded i.e 58% of the respondents feels that they are satisfied and rest of the employees are satisfied neutrally.
28 30 42 0 0 0 10 20 30 40 50 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 86
19. Table showing the opinion of employees regarding grievances affects employee performance Table :19 S.NO OPINION PERCENTAGE(%) 1 To great extent 60 2 To some extent 20 3 Neutral 10 4 Not at all 8 5 Cannot say 2 TOTAL 100
Source: Through Questionnaire
Interpretation: Maximum of the employees feel that they are fully satisfied with the grievance affect the performance i.e.60% of the employees are satisfied to great extent with it. 20% of the employees are responding that are satisfied to some extent. 8 percent of employees responded that thay are not at all satisfied towards grievance affect the performance and remaining 2 percent of employees are unable to say.
60 20 10 8 2 0 10 20 30 40 50 60 70 To great extent To some extent Neutral Not at all Cannot say PERCENTAGE 87
20 Table showing employees opinion regarding the Grievance handling by company. Table 20 S.NO Satisfaction level No. of Respondents 1 highly satisfied 54 2 Satisfied 20 3 Neutral 18 4 Dissatisfied 06 5 Highly dissatisfied 02 Total 100
Source: Through Questionnaire
Interpretation: Maximum of the employees feel that they are fully satisfied with the grievance handling procedure i.e.54% of the employees are fully satisfied, 20% of the employees are responds that they are satisfied.18 percent of employees responded that they are neutral towards grievance handling procedure within organization and remaining 8 percent of employees are not satisfied. 54 20 18 6 2 0 10 20 30 40 50 60 Highly satisfied Satisfied Neutral Dissatisfied Highly dissatisfied PERCENTAGE 88
ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WORKING CONDITIONS. (USING WEIGHTED AVERAGE METHOD) OPINION Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Space & Ventilation 54 20 18 6 2 Lighting 30 36 22 10 2 Cleanliness 14 16 20 30 20 Toilets 32 20 20 10 18
CW (Calculated weight) = WX n /X n Interpretation: From the above table it is inferred that Employee ranks Space & ventilation followed by lighting, toilets and cleanliness.
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ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF WELFARE MEASURES. (USING WEIGHTED AVERAGE METHOD) OPINION Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Canteen 20 60 10 6 4 Drinking 22 50 10 10 8 Recreational 10 30 20 30 10 Uniform 60 24 10 4 2 Medical checkup 20 40 16 20 4
CW (Calculated weight) = WX n /X n Interpretation: From the above table it is inferred that Employee ranks uniform followed by canteen, drinking, and medical check-up & recreational. 90
ANALYSISI OF OPINION OF RANKING GIVEN BY RESPONDENTS REGARDING SATISFACTION OF OTHER WELFARE MEASURES PROVIDED BY GSIL. (USING WEIGHTED AVERAGE METHOD) OPINION Highly satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied Total Transportation 60 10 18 8 4 100 washing 58 12 10 10 10 100 Sitting 30 24 26 10 10 100 Shelter, rest rooms 32 24 26 10 8 100 Education 30 26 14 20 10 100 Housing 34 22 20 20 4 100
CW (Calculated weight) = WX n /X n Interpretation:From the above table it is inferred that Employee ranks Transport followed by Washing, Shelters and restrooms, Housing, and Sitting & Education. 91
THE FOLLOWING CHI SQUARE TEST REPRESENTS THE RELATIONSHIP BETWEEN CANTEEN FACILITIES AND EMPLOYEE SATISFACTION AS WELFARE MEASURES AT GSIL.
Calculated weight = (O-E)2/E = 30.66 Degree of freedom = (5-1)(4-1) =4*3 = 12 Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03
Interpretation: The calculated value is less than the Tabulated value H 0 is accepted.
There is no relation between the Recreational facilities and employee satisfaction as a welfare measures in GSIL. 97
THE FOLLOWING CHI SQUARE TEST REPRESENTS THE RELATIONSHIP BETWEEN UNIFORM AND SHOES FACILITIES AND EMPLOYEE SATISFACTION AS WELFARE MEASURES AT GSIL.
Cw = (O-E)2/E = 25.717 Degree of freedom = (5-1)(4-1) =4*3 = 12 Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03
Interpretation: The calculated value is greater than the Tabulated value H 0 is rejected.
There is relation between the drinking facilities and employee satisfaction as a welfare measures in GSIL.
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The following chi square test represents the relationship between Frequency of medical check up Facilities and Employee satisfaction as Welfare measures at GSIL.
Cw = (O-E)2/E = 15.015 Degree of freedom = (5-1)(4-1) =4*3 = 12 Tabulated Value of 12 degree of freedom at 5% level of significance is 21.03 Interpretation: The calculated value is less than the Tabulated value H 0 is accepted.
There is no relation between the Frequencies of medical check upFacilities and employee satisfaction as a welfare measures in GSIL.
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CHAPTER 5 FINDING, SUGGESTIONS AND SUMMERY
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Findings of study 1. Most of the employees in the industry are male.
2. Most of the employees are satisfied with the preventive activities and safety measures.
3. Employees have responded very positively towards the Welfare measures.
4. The company has been successfully providing stitching charges for uniforms to employees.
5. The company has been successfully providing levy prized sugar to employees.
6. Most of the employees are responded to greater extent satisfied with the post- Retirement benefits available in industry.
7. Most of the employees are responded to great extent satisfied with the leave plans.
8. The company has been successfully providing protective material to avoid employment injury.
9. Most of the employees Responded to great extent that the welfare measures will affect the motivation and commitment of the employees.
10. Most of the respondents are satisfied with the shift hours allotted by industry.
11. Most of the respondents feel that welfare measures will be helpful in increase the productivity.
12. Maximum numbers of respondents are satisfied with the overall environment atmosphere in industry.
13. Most of them respondents feel that the gratuity facility in industry is satisfactory.
14. Company has been successfully providing the med claim policy and loans & advances facility to employees in industry.
15. Most of the respondents to great extent think there will be an effect of welfare measures on performance of employees.
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16. Most of the respondents feel that grievances affects employee performance to great extent.
17. Company has been successful in grievances handling.
18. Space & ventilation ranked as No.1, lighting ranked as No.2,Toilets Ranked as No.3,and cleanliness Ranked as No.4.
19. Uniform facility Ranked as No.1,canteed facility Ranked as No.2,Drinking water facility Ranked as No.3, Frequency of medical check-up facility Ranked as No.4,recreational facility Ranked as No.5.
20. Transport facility Ranked as No.1,washing facility Ranked as No.2,shelters and restrooms facility Ranked as No.3,Housing facility Ranked as No.4,sitting facility Ranked as No.5,education facility Ranked as No.6.
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SUGGESTION: Company can improve the quality of work life. Maintenance of Urinals is comparatively not good than other statutory welfare measures provided by the company. It has to be implemented. Recreation is not given due priority, it can be implemented. The Problems in welfare facilities should be solved Maintenance of housing, education, washing and sitting facilities can be implemented. New facilities should be added to existing ones by early action taken by management. The management has provided the gratuity for which the employees are not fully satisfied. So gratuity must be certifiable manner Sanitation facilities must be improved by considering hygienic conditions at the work place. The house rent allowance provided by the organization is distributed among all the level from a complete extent. Medical facilities should be improved. Activities like sports should be improved for employees. Working environment should be improved to attract the man power. Annual and festival bonus has to be increased. Loans and advances has to be improved which helps the employee for satisfying financial needs.
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Conclusion: The Welfare measures are more important for every employee, without welfare measures employee cannot work effectively in the organization. Majority of employees are satisfied with welfare measures. They should take necessary steps to solve problems in those measures; So that the Employee can do his job more effectively. The company can concentrate on the other Non-statutory measures to boost the Employee morale. GSIL is one of the largest producers of the sugar as well as power generation in private sector. Operating efficiency of the company is satisfactory. The company maintains good industrial relationships with the employees and continues to be the market leader in the Andhra Pradesh. Hence the management is making it possible to make a better place to work. Every organization has to take make a better place to work every organisation has to take effort to find out what the employees want and what the drawbacks are this can be done formal procedures likes third party intervention then only this precision and esteemed organization can reach to the world top. The central aim of the personal department is to keep its employees satisfied with welfare measures and healthy working atmosphere. Sincerely hope that the suggestions provided by improve useful in the employee Welfare measures.
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QUESTIONNAIRE PERSONAL: Name : Address : Designation : Department :
1. Are you satisfied with the working condition in the Industry?
A. Space and Ventilation B. Lighting C. Cleanliness D. Toilets
2 .Are you satisfied by the following welfare measures provided by the Company?
a. Canteen facilities b. drinking Water Facilities c. Recreational d. Uniform & shoes e. frequency of medical check-up
3. Are you satisfied by the other facilities provided by GSIL?
A. Transportation B. Washing Facilities C. Sitting Facilities D. Shelters, rest rooms E. Educational facilities F. Housing facilities
4. To what extent are you satisfied with post-retirement benefits available in your industry? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 5. To what extent are you satisfied with your leave plans? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 6. Do you think the welfare measures that are provided by the company affect the motivation and commitment of the employee? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 7. Do you feel that welfare measures will be helpful in increasing the productivity? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
8. How are the Gratuity Facilities in your industry? (a) Outstanding (b) Good (c) Satisfactory (d) Average (e) poor 9. Do company provided food Subsidy to you? If yes how do you feel?
(a) Fully satisfied (b) satisfied (c) Neutral (d) dis satisfied (e) highly dissatisfied 10. Do company Provide Stitching Charges for uniform to employers? If yes, are Stitching charges satisfactory? (a) Fully satisfied (b) satisfied (c) Neutral (d) dis satisfied (e) highly dissatisfied Highly satisfied satisfied Neutral dissatisfied highly dissatisfied
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11. Are you satisfied with the shift working hours allotted by GSIL? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 12. Do GSIL provide any Medi Claim policy? If Yes to what extent are you satisfied with the Medi claim policy? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 13. To what extent are you satisfied with the levy prized sugar issued by the company? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
14. Do welfare measures affect your performance?
(a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 15. Whether the company provides protective material to avoid employment injury? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
16. Are you satisfied with the overall environment atmosphere of GSIL? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
17. How extent, are you satisfied with the loans and advances facilities? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
18. How extent, are you satisfied with the payment of bonus? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say 19. Do you agree that the grievances affect your performance? (a) To Great extent (b) To some extent (c) Neutral (d) not at all (e) Cant say
20. How is the grievance handling procedure in the company? (a) Fully satisfied (b) Seldom Satisfied (c) satisfied (d) dis satisfied (e) Highly dissatisfied 109