INTRODUCTION:

Human Resource Management, in the sense of getting things done through

people. It’s an essential part of every manager’s responsibilities, but many organizations
find it advantages to establish a specialist division to provide an expert service dedicated
to ensuring that the human resources function is performed efficiently.
HRM is a study of activities regarding people working in an organization. It’s a
managerial function that tries to match and a organizations needs to them and abilities
of its employees. Let’s see what is meant by three key terms human, resource and
management.
1. Human (Homo-sapiens-social Animal)
2. Resources(Human, physical, financial, Technical , Information)

3. Management (Function of planning, organizing, leading and controlling of

organizational resources to achieve goals efficiently and effectively)
MEANING OF HUMAN RESOURCES:
Human resource is a term used to describe the individuals who, make up the
work force of an organization, although it is also applied in labor economics to, for
example, business sector or even whole nations. Human resource is also the name of
the function within an organization charged with the overall responsibility for
implementing strategies and policies relating to the management of individuals.

MEANING OF MANAGEMENT:
Management has been defined as control and creation of a technological and
human environment that can support optimal utilization of resources and competences
for achieving organizational goals.
MEANING OF HRM:
It is the process of bringing the people and organization together so that the
goals of each are met it, for always tries to secure the best fro, the people by winning
their whole hearted corporation.

1
 The word labour means any productive activity i.e. the work. Labourat all
times ,has been recognized as a separate factor of production.Whether manual or mental,
which is undertaken for monetary consideration is called labour.Labour welfare refers
to the assurance of desirable conditions of labour.

The term Labour welfare describes a modern concept conveying a specific

programme for the well-being of workers. It is assumed that while workers are
citizens, the nature of their work, the level of their wages and education, their position
in the employing organization and the demands of workers industries, but them in a
peculiar position cooling for the special attention.The Labour welfare now a days
became a very wide subject.

HISTORICAL DEVELOPMENT OF LABOUR WELFARE:

Labour welfare activity in India was greatly influenced by humanitarian
principles and legislation. Earlier to the labour welfare the conditions of labour
welfare miserable. Exploitation of child labour long hour, lack of safety measures
and good working conditions. In this situation first the “Apprentices Act. Of 1850
was passed. This Act was enacted with objective of helping poor and orphaned
children to learn various trader and crafts and after that fatal Accidents Act of 1853
aimed at providing compensation to the familiar of workman who lost their life.
Indian Labour raised with the passing of the “first India Factories Act 1881”.
The immediate cause for the passing of this was the deplorable conditions of textile
mills in Bombay and this applicable to factories when 100 or more people are there
and (his act was amended in 1891).
According to this act the age limit of children is “9” years and working hours
are “7” between 5-8 hrs.in a day. It applies to seasonal factories also which is a period
of “4 months”. For the first time adult working hour were discussed their working
hour were 12 hours.
In the year 1911 a more comprehensive act was introduced on the basis of
1907 commission appointed by Government of India Certain revisions were also
made for the health and safety of workers.

The establishment of “ILO in 1919” was another important land mark in the
history of labour welfare it stressed on Industrial Universal Peace on the basis of
social justice. The formation of “All India Trade Union Congress in 1920” also
caused for the development of labour welfare.
2
 DEFINITIONS:
Labour welfare also shaped according to age, sex social cultural back ground
marital status and also education level of workers in organization so, various
environment Authors have contributed their valuable definition’s on Labour welfare .

THE LABOUR INVESTIGATION COMMITTEE:

Anything done for the intellectual, physical, moral and economic betterment
of the workers, whether by employees, by Government (or) agencies, over and above
what is laid down by law (or) what is normally expected of the contractual benefits
for which workers may have bargained”.
“Effort to make life worth living for worker”
Broadly speaking measures and activities under takes by the state, employees,
and associations of workers for the improvement of workers, standards of life and for
the promotion for their economic and social well-obeying one leveled a welfare
work”.
1) Employment

It is the operative function of Human Resource Management (HRM). Employment is

concerned with securing and employing the people possessing required kind and level
of human resources necessary to achieve the organizational objectives. It covers the
functions.
Job Analysis

Human Resource Planning

Recruitment

Selection

Placement

Induction and Orientation

3
2) Human Resource Development

It is the process of improving, molding and changing the skills, Knowledge,

creative ability, aptitude, attitude, values, commitment and etc., based on present and
future job and organizational requirements. It includes.

Performance Appraisal

Training

Management Development

Career Planning and Development

Organization Development

3) Compensation
It is the process of providing adequate, equitable and fair remuneration to the
employees. It includes the following functions.
Job Evaluation

Bonus

Wage and Salary Administration

Fringe Benefits

Incentives

Social Security Measures

EMPLOYEE WELFARE MEASURES
The project Employee Welfare measures is intended to access and to acquire
knowledge relating to the satisfaction level of employees regarding welfare measures.
Welfare is an indispensable factor in Industrial production. After employees have been
hired, trained and remunerated, they need to be retained and maintained to serve the
organization better. Welfare facilities are designed to take care of the employees. Nor
4
are these facilities provided by employers alone. Governmental and non- governmental
agencies and trade unions too, contribute towards employee welfare. Through such
generous fringe benefits the employer makes life worth living for employees. The welfare
amenities are extended in addition to normal wages and other economic rewards available
to employees as per the legal provisions.

The significance of welfare measures was accepted as early as 1931, when the
Royal Commission on Labour stated: The benefits are of great importance to the
worker which he is unable to secure by himself. The schemes of Labour welfare may
be regarded as a wise

Welfare investment because these would bring a profitable return in the form of
greater efficiency. Welfare work thus serves the following purposes:
Enables workers to have a richer and more satisfying life.

Raises the standard of living of the workers by indirectly reducing the burden
on their pocket.
Absorbs the shocks injected by industrialization and urbanization on workers.

Promotes a sense of belonging among workers, preventing them from resorting to

unhealthy practices like absenteeism, Labour turnover, strike etc.
Prevents social evils like drinking, gambling, prostitution etc by improving the
material, social and cultural conditions of work. Congenial environment as a result
of welfare measures will act as a deterrent against such social evils

Employee satisfaction is one of the important factors that have drawn attention of
managers in the organization. Various studies have been conducted to find out the factors
which determine employee satisfaction and the way it influences productivity in the
organization. Labour welfare measures are one of the important factors among them.
Unless an employee is satisfied on his or her job there is always a possibility of his
or her disharmony and disorganization and this will affect the smooth functioning of
the organization. A work situation provides an opportunity for the satisfaction of
many needs of the workers. Not only the monetary gains but also work means much more
to her or him. It is on the work and through it that the individual finds opportunities for
the satisfaction of his or her social and personal ego needs.

5
 Welfare facilities may also be categorized as:-

1) Intra-mural and

2) Extra-mural
1) Intra mural facilities

Intra-mural activities consist of facilities provided within the factories

and include medical facilities, compensation for accidents, provision of crèches and
canteens, supply of drinking water, washing and bathing facilities, provision of safety
measures, activities relating to improving conditions of employment and the like.

2) Extra-mural facilities

Extra-mural facilities cover the services and facilities provided outside

the factory such as housing accommodation, indoor and outdoor recreational facilities,
amusement and sports, educational facilities for adults and children and the like.

6
 NEED OF THE STUDY

It can help management to assess training needs. Usually employees are given
an opportunity to report what they feel about how supervisor performs certain parts of
the jobs such as delegating work and giving adequate job instructions. It can help
management to know whether the best performers are receiving the rewards and the
satisfaction from their jobs.
 The study is important because it is going to inform the management of East
India Commercial Company Limited about areas causing displeasure among the
employees and workers.
 Since the study is going to offer some important studies for the betterment of
well being of the employees it is important from the point given.
 The study is also significant because employees are going to be immensely
benefited.
 To get aware about the welfare measures taken by the company for employees.

7
 SCOPE OF THE STUDY

The scope of the study is to find out the welfare measures among the
employees within the organization. The present study focuses to find the satisfaction
level of employees on the working conditions, basic needs and requirements, welfare
and safety measures and also the training programs provided to them. In addition to
that organizational policies and practices, wages and salaries, employee relationships
were studied to find the overall welfare measures among employees.

8
 OBJECTIVES OF THE STUDY

1. To study employee welfare in the organization

2. To study facilitating factors of employee welfare in EICCLTD.
3. To study about safety methods those are being provided by the
organization
4. To determine various welfare facilities implemented in the organization
5. To study how much the employees are satisfied with recreational facilities
provided by the EICCLTD.

9
 METHODOLOGY

1. PRIMARY DATA:

The primary data for the thesis is collected through the following tools
 A Questionnaire that includes different parameter like
existing Training facilities, Training needs of the
employees, etc.
 Personal interaction with the employees.
2. SECONDARY DATA:

The Secondary data for the thesis is collected through the following
tools
 Personal files of employees
 Internet
 Journal

PROCEDURES FOR SURVEY:

 Statistical tools : Pie charts and Tables
 Research instrument : Questionnaire
 Contact Method : Personal Interview

INSIGHT INTO SAMPLING PROCEDURE:

 Sample unit : Employees of EICC.
 Sample size : 100
 Sampling Area : Kothuru, Eluru

10
 LIMITATIONS OF THE STUDY

 The workers are very illiterate and they were unwilling to give the
information due to fear.
 Some workers give only basic information.
 As the officials were very busy during the survey, so that data collected as
very limited optioned for the information.
 It also includes all the limitation in the questionnaire from the research.
 Limited period of two months was constant scope of study.

11
 REVIEW OF LITERATURE

INTRODUCTION:
The word labour means any productive activity i.e. the work. Labourat all
times ,has been recognized as a separate factor of production.Whether manual or mental,
which is undertaken for monetary consideration is called labour.Labour welfare refers
to the assurance of desirable conditions of labour.

The term Labour welfare describes a modern concept conveying a specific

programme for the well-being of workers. It is assumed that while workers are
citizens, the nature of their work, the level of their wages and education, their position
in the employing organization and the demands of workers industries, but them in a
peculiar position cooling for the special attention.The Labour welfare now a days
became a very wide subject.

HISTORICAL DEVELOPMENT OF LABOUR WELFARE:

Labour welfare activity in India was greatly influenced by humanitarian
principles and legislation. Earlier to the labour welfare the conditions of labour
welfare miserable. Exploitation of child labour long hour, lack of safety measures
and good working conditions. In this situation first the “Apprentices Act. Of 1850
was passed. This Act was enacted with objective of helping poor and orphaned
children to learn various trader and crafts and after that fatal Accidents Act of 1853
aimed at providing compensation to the familiar of workman who lost their life.
Indian Labour raised with the passing of the “first India Factories Act 1881”.
The immediate cause for the passing of this was the deplorable conditions of textile
mills in Bombay and this applicable to factories when 100 or more people are there
and (his act was amended in 1891).
According to this act the age limit of children is “9” years and working hours
are “7” between 5-8 hrs.in a day. It applies to seasonal factories also which is a period
of “4 months”. For the first time adult working hour were discussed their working
hour were 12 hours.
In the year 1911 a more comprehensive act was introduced on the basis of
1907 commission appointed by Government of India Certain revisions were also
made for the health and safety of workers.

12
 The establishment of “ILO in 1919” was another important land mark in the
history of labour welfare it stressed on Industrial Universal Peace on the basis of
social justice. The formation of “All India Trade Union Congress in 1920” also
caused for the development of labour welfare.
DEFINITIONS:
Labour welfare also shaped according to age, sex social cultural back ground
marital status and also education level of workers in organization so, various
environment Authors have contributed their valuable definition’s on Labour welfare .

THE LABOUR INVESTIGATION COMMITTEE:

Anything done for the intellectual, physical, moral and economic betterment
of the workers, whether by employees, by Government (or) agencies, over and above
what is laid down by law (or) what is normally expected of the contractual benefits
for which workers may have bargained”.
“Effort to make life worth living for worker”
Broadly speaking measures and activities under takes by the state, employees,
and associations of workers for the improvement of workers, standards of life and for
the promotion for their economic and social well-obeying one leveled a welfare
work”.

CONCEPT OF WELFARE

The oxford Dictionary defines labour as "Efforts to make life worth living for
worker".

According to R.R.Hopkins welfare is "Fundamentally an attitude of mind on the

part of management, influencing the method by which management activities are
undertaken".

The Committee on the Labour welfare-1969 defines the labour welfare concept as
"such services, facilities and amenities like adequate canteens, rest rooms, recreation,
sanitary, medical arrangements for travel to and work and for the accommodation of
workers employed at a distance place from their homes, and such other services,
amenities including social security measures as contribute to improve the conditions
13
under which workers are employed".

PRINCIPLES OF LABOUR WELFARE:

There are certain basic principles relating to wages, efficiency, coordination,
integration etc., which influence the effectiveness of welfare programmes:

PRINCIPLE OF ADEQUACY OF WAGES:

According to this principle, workers have a right to adequate wages. Labour
welfare facility must be provided over and above the adequate wages. That means
labour welfare measures cannot create a healthy atmosphere not bring about a sense
of commitment on the part of workers. A combination of wages and labour welfare
together would achieve good results.
PRINCIPALS OF SOCIAL RESPONSIBILITY OF INDUSTRY:
Industry is a sub-system of the society. It draws its manpower from the society.
Obviously, industry has an obligation or duty towards its employees to look after their
welfare. According to this principle, provision of welfare facilities to the employees is
a social responsibility of the Industry.

PRINCIPLE OF EFFICIENCY :
Efficiency of the workers and welfare facilities are interdependent. Employers
quite often provide welfare facilities to their employees as it would increase their
efficiency which would in turn lead to increase in the productivity. According to this
principle, labour welfare measures help the workers to resist the baneful effects of the
industrial system. Therefore, it is necessary to organize labour welfare activities both
inside and outside the factory.
PRINCIPLE OF COORDINATION OR INTEGRATION:
This principle of coordination or integration plays an important role in the
success of welfare programmes. Welfare measures to be effective need coordination
or integration approach. This will promote a healthy development of the employees in
their work, home and community. This is essential for integrating employees to their
work environment.

14
PRINCIPLE OF RESPONSIBILITY :
This principle is based on the assumption that labour welfare is the joint
responsibility of the employers and employees.

Accordingly to this principle, labour welfare becomes simples and easiest task,
because the responsibility is shared by different groups.

PRINCIPLE OF TIMELINESS :
The timeliness of any welfare programme help in its success. To find out what
are the labour welfare needs and what kind of welfare programmes are necessary, the
time required is important. Timely action in proper direction is essential in any kind
of welfare activities.

PRINCIPLE OF SELF -HELP :

The principle suggests that the labour welfare must aim at helping employees
to help themselves in future. This helps employees to- help themselves in future. This
helps employees to become more responsible and more efficient.

MINES ACT- 1952 :

The Mines Act, 1952 aims at providing for safe as well proper working
conditions in mines and certain amenities to the workers employed therein. The mine
owners should make provisions for:
 Maintenance of crèches where 30 or more women workers are employed
 Shelters for taking food and rest, if 150 or more workers are employed
 Canteen facility, where 250 or more workers employed
 Maintenance of first-aid boxes and first-aid rooms in mines employing more
than 150 workers.
 Pithead baths equipped with shower baths, sanitary latrines and lockers
separately for male and female workers.
 Appoint Welfare Officer in mines, where more than 500 workers are-
employed, to look after the matters relating to the welfare of the workers

15
THE CONTRACT LABOUR (REGULATION & ABOLITION
ACT- 1970 ):
The following welfare measures are to be provided to the contract workers under the
Act:
 A Canteen in every establishment employing 100 or more workers
 Rest rooms and other suitable alternatives accommodation where the contract
labour is required to halt at night in connection with work of an establishment
 Provision for washing facilities
 Provision for first-aid box equipped with the prescribed contents

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 social security benefits or services are provided in three major ways;
1. Social Insurance
2. Social Assistance
3. Public Service.

INDIAN SOCIAL SECURITY SYSTEM:

The following legislative measures have been adopted by the Government of
India by way of social security schemes for industrial workers.

1. WORKMENS COMPENSATION ACT. 1923:

The Workmen's Compensation Act was passed in March 1923 and was put
into effect on July, 1924 In intended to provide for the compensation to those
workmen who sustain personal injuries by accident arising out of and in the case
of their employment this act applies to all permanent employees and those
employed in Railways, Factories, Mines, Construction work and certain other
hazardous occupations drawing a salary not exceeding Rs. 500/- But with
effect from lst October 1975 the wage limit coverage of the Acts has been raised
from Rs, 500 to Rs 1000/- per month.
16
2. EMPLOYEES STATE INSURANCE ACT, 1948
This Act applies to all non-regional factories run with power and employing
20 or more persons It covers all types of employees, manual, clerical
supervisory, and technical not drawing a salary of more than Rs. 1600 per
month.
The scheme provides the following benefits to the insured workers and their
dependents these benefits are:

A. Medicaid Benefits:
This benefit is also available to the family of the worker of the welfare.
It consists of free medical treatment at dispensary or hospital by the co-
operation or at one of the risk.
B. Maternity Benefit: This benefit consists of cash payments to the
insured women worked- at the age of sickness benefit for a period of
12 weeks. In case of miscarriage, the benefits shall be given for 6 weeks:
C. Sickness Benefit: Sickness benefit is available to an insured worker in
case of certified sickness. It consists of cash payments of 56 days in a
continues period in a year. No payment is half of the average daily
wage.
D. Disablement Benefit: This benefit is available in case of Industrial
accidents and injury. The nature of benefit differs with different types
of disablements.

3. EMPLOYEES PROVIDENT FUND ACT, 1952:

This Act was passed in 1952. This Act applies to all factories like mines. Iron
& steel. Textiles, Engineering, Cement and other factories employing more than
20 workers. All workers earnings less than Rs. 1600 per month.

4. FAMILY PENSION SCHEME, 1971:

This scheme was notified by the government of India under the employee's
provident fund and family pension act, under this scheme a financial
17
 existence, pension is provided to workers monthly after retirement till he
survives. In the case of premature death, the pension is paid to his wife during
for the lifetime. Here, family pension means a regular monthly amount
payable to a pension belonging to the family of a member of the family
pension fund Conical Government and the provident fund finance this scheme

5. PAYMENT OF GRATUITY ACT, 1972:

This act was passed in 1972 According to the Act, gratuity shall be payable to
an employee as on the termination of his employment after that.
a) On the termination of his employment after he has rendered continues service
for not less than five years.
b) On his Superannuation.
c) His retirement or resignation or
d) On his death or disablement due to accident or disease. The amount of
gratuity payable to an employee, at the rate of 15 days wages based on the
rate of wage last drawn by the employee concerned, shall not exceed
twenty months wages.

18
 WELFARE FACILITIES
Labours is having work force of 3,928 workers and 400 Managerial, Supervisory
and Clerical staff. Out of 3,928 workers, 3,813 are males and 115 females. Shift
system is in the mill. It works round the clock and 21 shifts in 7 days. Every worker will
be given a weekly off for 1 day in the week. The shifts classified as here under.
 A Shift - 6 A.M to 10 A.M & 2 P.M to 6 P.M
 B Shift - 10 A.M to 2 P.M & 6 P.M to 10 P.M
 C Shift - 10 P.M to 6 A.M
General shift is 8 A.M to 12 Noon and 2 P.M to 6 P.M

WORK ENVIRONMENT :
According to Factories Act, The management for the welfare of the workers
provides the following facilities.

WASHING FACILITIES:
Sri Krishna Jute Mills, Eluru is providing adequate and suitable washing facilities for
the workers.
FACILITIES FOR STORING AND DRYING CLOTHS:
There are adequate and suitable places as prescribed by the state Government
for keeping their clothing not worn during working hours and drying of wet clothing
as per Sec.43 of Factories Act, 1948
DRINKING WATER:
Drinking water to the worker provided through 20 Nos. Taps at different location
adjusted to the departments. Overhead tanks and bore well are there. In order to maintain
hygienic conditions, the water chlorinated regularly.
COLD WATER FACILITIES:
18 Nos. of water coolers are providing at different locations adjacent to
departments for providing Cooling water to workers in summer.
CANTEEN:
The Mill is maintaining a canteen. The food stuffs supplied to workers on
subsidize price.

19
REST ROOMS-FACILITIES FOR SITTING:
Adequate sitting facilities during their rest time provide for workers who work
in standing position in compliance of sec.44 of the Factories Act, 1948.

CRECHES:
For children of Female workers Crèche provided. In Creches full time Female
Worker (Ayah) employed in each shift to look after the children of Female Workers.
In Crèche milk and nutrition's food is giving to the children.

LATRINES AND URINALS:

Sufficient latrines and Urinals with good sanitation, light and ventilation
provided as per the Factories Act, 1948. The Floors are maintained smooth imperious
surface. Separate enclosures made for female workers.

SPITTOONS:
Sufficient number of spittoons is provided at convenient places and maintaining in a
clean and hygienic condition.

UNIFORMS, SAFETY SHOES AND PERSONAL PROTECTION

EQUIPMENT:
All skilled workers are provided with 2 pairs of Uniform, One pair of safety
shoes per year. All personal protection equipment are provided to workers where they
required such as hand gloves, Helmets, Aprons, Face Shields, Goggles, Nose Masks,
Ear masks etc.

FIRST AID AND AMBULANCE :

Sufficient No. of First Aid boxes are provided in each department. An Ambulance room
established near the main gate as sec.45 of Factories Act, 1948 with sufficient
equipment for Medical care. The Ambulance room is equipped with all Medicines and
other apparatus required for Medical Treatment.

20
 PROFILE OF THE COMPANY

East India Commercial Co. Ltd., (EICC) is a public Limited Company

incorporated on 03.02.1941. its registered office is situated at No. 1, Old Court House
Corner, Calcutta-700001, West Bengal. A legend in Indian jute industry, it has six
decades experience in manufacturing jute goods. Initially, the company was carrying
on trading activity. From 01.01.1945 it managed on lease a Jute Mill at Eluru, in West
Godavari District of Andhra Pradesh which was owned by Sri Krishna Jute Mills
Limited and later from 01.04.1995 as owners, after they said Sri Krishna Jute Mills
Limited was amalgamated by EICC.
Sri Krishna Jute Mills was originally started in 1907, and the jute mill worked
till 1930, but closed the same in 1930 due to losses. The mill was leased-out in 1940
to late Sri DedrajBhatia, Great-grand father of the present chairman of the Company
and the lease was transferred to East India Commercial Co. Ltd., from 01.01.1945.

The Manufacturing Division comprises of two units, namely:

 Sri Krishna Jute Mill (SKJM) at Eluru, which is 85 tons per day sacking
producing unit, well modernized and employing nearly 4500 employees.
 Krishna Hessians Mill (KHM) based at Kothuru village, which is around 5 km
away from Eluru. It is a new unit set-up by the company in 1998 for producing
Hessian fabric and Export quality fabrics & products with an ultimate production
capacity of 50 tons per day and it employs about 3000 employees.
The Managing Director, Mr. BrijGopalLunani takes the lead of managing the
activities of the Jute Mills with the support of his other respective directors and
managers. With his intellect, long years of experience and foresight, he is a very
organized person to decide when and how to carry o the proceeds of the
production. He is also empowered with good managerial capabilities to solve any
bottleneck problem in the company.

This Jute Mill is a pioneer mark in the town of Eluru, employing so many people
has provided links of communications with international markets. Apart from the
general production activities, it also puts a hand toward the development of the town.
It maintains two gardens open for public on the banks of a water canal in the mid of

21
the town. The history of Eluru marks that during natural calamities, it is the first
group which moves out to help the citizens to their best in whatever way they can.
Krishna Hessians is the result of the 60-year old jute company’s efforts. This is a
new jute unit with modern technology and machinery set up in 1998, is incorporated
with Shuttle less looms of Sulzer and Dornier make. It has a separate Dyeing and
Bleaching Plant, a Lamination Plant, a R&D cell to develop products to meet
customersrequirements.
The mill had worked with continuity except till October, 2002 when the mill had
to close down due to the unreasonable demands of the labour. The mill was locked out
till February, 2003, and hence there was no production for about five to five and half
months. The mill regained back to normal state from around March, 2003 and the
production picked up its continuum.

BOARD OF DIRECTORS
The Board of Directors of the EICC comprises of the following:
1. Mr. AlokBhartia Chairman
2. Mr. BrijGopalLunani Managing Director
3. Mr. Deepak Bhatia Director
4. Mrs. AlpanaBhatia Director
5. Mr. B. Shyamsukha Director
6. Mr. Manohar Gopal Lunani Director
7. Mr. Siva Shankar Lunani Director
8. Mr. Ashok Kumar Lohia Director

INDIAN JUTE AT A GLANCE:

1. Average land under jute cultivation : 1,01,400 Hectares.
2. Average production of Raw Jute : 10,500Thousand Bals.
3. Number of Jute Mills : 73
4. State wise distribution :
a. West Bengal - 59
b. Andhra Pradesh - 4+1 (Hessian)
c. Bihar - 3
d. Uttar Pradesh - 3

22
 e. Orissa - 1
f. Madhya Pradesh - 1
g. Tripura - 1
Average production of Jute Goods : 17,000 Thousand Tons.
Average export of Jute Goods : 181 Thousand Ton.

ORGANISATIONAL STRUCTURE OF THE COMPANY:

It consists of 3 level i.e.
1. Top level
2. Middle level
3. Lower level

TOP LEVEL MANAGEMENT:

Managing director and next to him is director. They consist top level
management.

MIDDLE LEVEL MANAGEMENT:

All department heads of organization i.e. from personnel department, Finance
departments, quality control departments, production department etc.

LOWER LEVEL MANAGEMENT:

Remaining person who either belong to administration or company are
considered under lower level management namely assistant mechanics Office
Assistants, Attenders, Security guards, Clerks, Security superintendents.
The entire manufacturing process can be divided into the following
individual departments.

23
 FLOW CHART
There are several departments in the jute processing from the beginning till the
finishing stage . They are as follows:

Batching Department

Spinning Department Winding and

Twisting Department Beaming

Department

Weaving Department

Finishing Department

THE ENTIRE MANUFACTURING PROCESS CAN BE DIVIDED INTO

THE FOLLOWING INDIVIDUAL DEPARTMENTS:

1. BATCHING DEPARTMENT:
Jute is normally delivered to the mills in the form of bales. The bales
received at the mill are first weighed at the recurring point and after it, jute was
taken to the godown and stored the daily jute issues are made to batching department
where

The bales are opened and “selection” of fiber done. Jute is grown in different
areas and varies in strength, color and fineness.
In the first mechanical operation in the mill, the jute is fed in between sets of
heavy spiral fluted rollers. This process helps in removal of dust sticks and barky
portions adhering to the fiber, besides softening the fiber is general while the

24
 material is passing though softener, emulsion of oil generally a mineral oil called
Jute Batching Oil” and water is applied on Jute. The softened is kept in piles for
24 to 100 or more hours depending upon fiber quality. This process renders the
fiber thoroughly plain.

2. PREPARING DEPARTMENT:
After piling still hard portion of roots in Jute are correctly cutter by knives.
The fiber are then carded, first in breaker card and rent in finisher card and next in
finisher card, which reduce the average length of the fiber by teasing and combing
and deliver then in the form of a long continuous ribbon 5 or 6 in width called sliver.
In the case of fibers which are burden breaker carded material is given an extra
passage of carding in “inter card banner being, put in finisher card. The principle
function of the CARDING is to split the comitias of fiber fed into then by
separating as far as possible the individual stranded of more so as to break. Their
adherence to one another and at the same time attenuate fiber mass.

3. SPINNING DEPARTMENT:
The spinning frames convert the sliver of the finisher drawing machine into yarn
light yarn. i.e. Hessian wrap/wefts and sacking wrap yarn as well as sale yarn up to
18/19 lbs. count is spun on 51/4th pitch spinning gramers.

4. WINDING AND TWISTING DEPARTMENT:

They yarn span is spinning department, which cones packed is a bobbin is
directly winded into the from required yarn is generally converted into the following
from.
War yarn is spoole in spool winding machine for use is making because
preliminary to making gunny cloth (consumed with in the factory).
Sewing twine is spool winding machine for use as selvedge in beaming and for
sewing of bags. (Consumed with in the factory)
Weft yarn in caps in cap-winding machine for use in weaving for produce
sacking/ Hessian fabric.
. Single yarn is caps in cap winding machine (far selling as such/and packed in
`bags of 50 kgs).

25
 Single yarn is caps in spool winding machine (far selling as such/converted
into hanks/spools and packed into bags of 50 kgs. bags of 180-200 kgs as required.
5. BEAMING DEPARTMENT:
In the skeleton the bags are prepared and as per the requirement of the
customer the thickness, the width and the quality will be maintained.
6. WEAVING DEPARTMENT:
There are automatic looms. In the looms electric prepare and then in the
cylinder machine with the help of stem pressure the cloth will be pressed and passed
through the rolls.
7. FINISHING DEPARTMENT:
Women cloth is measured, damped and cylindered to produce the desired
smoothness of finish.
The sacking fabric finished as above and after inspection for quality desire
into required sized and then stitched to make bags which are inspected bundled
and finally packed into bales.The Hessian fabric finished as in 10 above is in 10
above is inspected and folded on lapping machine and packed into bale.
Yarn and twine intended for sale as such is packed in the formof bales of 180 to
200kgs. Each bags of 50 kgs. in each.

26
ORGANIZATION CHART

22
 MANUFACTURING PROCESS

Jute

Emulsion Yarning

Softeners Twisting

Batching Winding

Breakers Bearing

Finisher Weaving
cards

Drawing Finishing

Spinning Godown

FINANCE:
Finance is the life blood of the organization. In Sri Krishna Jute Mill Finance
department is given due importance. It fulfills all the requirement of organization. The
payments related to store Purchase Jute and other departments financial requirements
are fulfilled of this department.Whenever the need of finance arise or identified in any
department it is reported to the finance department and managing director. The
Various financial decisions are made by the director and managing director of the

23
company

24
FINACIAL PROFILE:
The achievement of any company can be judged from its financial position
and its performance. The company with an enquiry capital of 7 lakhs is 1943 and grown
today to have itsshare capital of 1719.32 lakhs of which share worth Rs.
1,673.56 Lakhs have been issued as bonus shares is various years. The turnover of the
company is about Rs. 91.71 cores

COMPETITIORS:
The main competitors of this company are:
1. East-coast Jute mills
2. Chitivalasa Jute Mills
3. Nellimerla Jute Mills
4. West Bengal Jute Mills

MAIN PRODUCTS:
The main products manufactured are
1. Sacking Cloth
2. Jute Yarn
In this nearly 10-15 varieties are produced. With this material “Gunny Bags”
are prepared. There are 3 units under lease of East India Commercial Company.
1. Sri Bajarang Jute Mills, Guntur
2. Sri Krishna Jute Mills, Eluru
3. Krishna Hessians, Kothuru
“Hessians” is another variety which is completely export oriented. This is
manufactured at Kothuru Jute Mills.

SOURCES OF RAW MATERIAL:

The original Raw –materials is brought from Orissa and Calcutta and also Jute
Corporation of India.

SALES /MARKETING:
Here the marketing is done by the sales department. Here the products are sold
through various selling agents and apart from that major orders for products are from
25
government i.e. direction general of supplier and disposal. Sales department will instruct
the line managers how much should be produced in a given period of time as per the
demand for product in the market.

MATERIALS/JUTE DEPARTMENT:
This department function is to provide raw materials to the production
department. The purpose raw material from Bihar, Bengal, North Bengal, Assam, Orissa
and Bhimili (A.P.) They get raw materials by middle men (Brokers).
1. Tosha jute
2. White jute
3. Meshta jute
In the above Tosha Jute is of high quality.

RESEARCH & DEVELOPMENT:

In this organization research and development is not given that much importance
as it is not required in this jute industries. In this organization it is believed that
to attract cu stomers. Good quality of product should be maintained which is seen by
the quality control department. A part from that the function of research and
development are also seen by the personnel department/ sales department.

PERSONNEL DEPARTMENT:
This plays a vital role in the organization. All functions i.e. operational and
managerial function are discharged by this department. Besides that all statutory and
non-statutory welfare provision seen by this department.

26
27
FUNCTIONS OF PERSONNEL DEPARTMENT:

The primary objective of HRM is to ensure the in availability of

competent and willing work force to the organization.
1. H.R. planning
2. Recruitment and selection
3. Training and development
4. Performance appraisal
5. Employee and executive remuneration
6. Motivation and communication

RECRUTIMENT:
It is the process of stimulating the applicants to apply for job. Here in
recruitment process of searching for and obtaining applicants for jobs from among
when the right people can be selected.

RECRUITMENT POLICY:
The policy of management is to acquire suitable persons for the right job at
right time at the right place and to maintain required manpower of the organization.

SOURCE OF MANPOWER:
In the industry various sources of recruitment can be classified into two
brand categories, namely internal and external sources. The two sources as follows.

28
29
SELECTION:

Next to Recruitment the logical step in the Human resource is selection of

qualified and competent people. Selection is the process of picking individuals (out of
the pod of job applicants) with request qualifications competence to fill jobs in the
organization.

SELECTION PROCEDURE:

The selection procedure consists of a series of steps. It is a series of successive

hurdles of barriers which an applicant must across. This technique is called
"Successive hurdles technique".

Steps involved in employee selector may be described at under. They are:

1. Preliminary Interview
2. Application Blank
3. Selection Test
4. Employment Interview
5. Medical Examination
6. Reference Checks
7. Final Approval

SELECTION COMMITTEE:
Here formally no selection committee is constituted but the selection committee
is maintained informally. Here all selection are done by the director of the unit. The
committee consists of top level management members. They are managing director and
director.
 WORKER CADRE:

They need not have any educational qualifications; their selection process
will be done on two stages. Preliminary selection and Final selection will be able to
do the Technical work if they have any experience, then in final selection is certain
departments height, weight are required to be tested.
.

29
1. CLERICAL SUPERVISOR CADRE:
Firstly when vacancy arises paper advertisement is being given then oral
interview will be conducted for the post of supervisor. The Minimum Qualification
required is a diploma in Mechanical Engineering.

2. APPRENTICE:
In this organization. ITI apprentice are there where they have to undergo there
stages. They are:
1. Written Test
2. Practical Test
3. Oral Interview
If they are passed in the above three stages then they will be selected and stipend
also given as per apprentice Act, 1961
EXECUTIVES AND MANAGERIAL CADRE:
For the cadre of Applicants have to go for two stages. They are:
1. Written Test
2. Oral Interview

PROMOTION:
The promotion policy of this organization is purely based on the experience
promotion means an improvement in pay, prestige, position and responsibilities of an
employee with in his / her organization.
Ex: - Assistant Officer can become an officer basing on his performance experience
and skills.

TRANSFERS:
A transfers involves a change in the job (accompanied by a change in the place
the job) of an employee without a change in responsibility or remuneration. When any
critical situation i.e. if manpower become shortage due to any-reasons then Eluru
workers will be transferred temporarily.

30
PERFORMANCE APPRAISAL:
Performance appraisal is a formal structured system of measuring and evaluating
an employee’s job related behavioral and onwards to deserver how and any the
employee is presently performing on the job and how the employee can perform more
effectively in the future. So that the employee organization and society all benefit.
LEAVE FACILITIES:
The leave to the people working in this organization are as follows:
1. OFFICER: 26 casual leaves, 10 Medical leaves half payment is given for every 3
years it will be lapsed.
2. UPERVISORY, CLERICAL: 26 Casual leaves.
3. WORKERS: 15 Earn Leaves. Every January Payment is made this organization is
having 11 holidays at a year.

EMPLOYEE WELFARE
Employee Welfare consists of health, safety and welfare well-being of the
workers. Its main objective is to provide good working conditions and hygienic
environment for the work or for the purpose of ensuring good working environment.
Social Securities: This is to help employee in maintaining his future contingencies future
is always uncertain and he doesn't know what will happened in the future. A worker
cannot face big problems which needs huge financial support. This is fulfilled by the
social security. This consists of pension schemes, E.S.I. benefits, and maternity benefits
and so on.
Welfare Policy: It refers to the Physical, Mental moral and emotional well- being
of an individual. The policy of Sri Krishna Jute Mill is to increase. The workers’
productivity efficiency and to maintain industrial peace through welfare programmer.
The total amount contributed towards employee’s welfare fund in 2004 was Rs. 25,305/-

31
ADMINISTRATION:
The administrations of all welfare programmes are seen by the Chief Welfare
Officer Sri Krishna Prasad and his assistant Nagesh. All statutory and Non-Statutory
welfare programmes are being implemented and reviewed time to time as per the
provisions of this Act.
 Welfare Provisions:-
Welfare Provisions are divided into two provisions. They are:
1) Statutory Provisions
2) Non-Statutory Provisions

Stationary Provisions
WASHING FACILITIES:
Adequate and suitable facilities for washing of hands is maintained through taps
which they are located outside the manufacturing process and they are provided at the
end of the shift.
DRINKING WATER:
Drinking water is Act 1948 states that effective arrangement should made for
the supply of whole serve drinking water in every factory. The management is
supplying protected water to its employees.
STORING AND DRYING CLOTHS:
Facilities are provided for this section
SITTING ARRANGEMENTS:-
All work in Sri Krishna Jute Mill is carried on standing position and no sitting
facilities are provided.

CRECHES:
Act 1948.In any factory where in more than thirty women workers are ordinarily
employed, there shall be provided and maintained a suitable room or rooms for use of
the children under the age of 6 years of such women. In these organization
400 women workers are worked. It is maintaining good crèche in this organization.
WELFARE OFFICER:
As the organization manpower is about 4,000 as per Act, a minimum of 3 welfare
officers are appointed. Among them chief welfare officer is there.

32
 Non— Stationary Provisions:
MEDICAL CAMP:
For every 6 months 3 medical camps are provided to the workers where blood
pressure, sugar tests are conducted for all workers.

EDUCATION:
The Management of Krishna Jute Mill is maintaining a school named KPDT
high School. The workers children are given financial assistance every year those who
completed X class until their study subject to number of children.

BONUS:
If the workers gets 3500 or above they are not eligible for bonus. But this
organization made a ceiling on 2500 but bonus rate is also proportionately decreased.
A minimum of 8.33% is paid during last year. So, the bonus was paid under bonus
Act, 1965.They get bonus every year on Diwali festival.

PERSONNEL ACCIDENT INSURANCE:

Every worker gets insured and payment by the company of annual premium
towards insurance for an insured sum is of 1 Iakh rupees.

MEDICAL ALLOWANCE:
5% of salary earned in each month shall be paid as medical allowance for
those who are not covered under E.S. I. set.

LEAVE TRAVEL ALLOWANCE:

The company pays 8.33% of salary as leave travel allowance to staff
Eligibility for this LTA is only putting 240 days in actual working days in a previous
calendar year.

33
 OTHER PROVISIONS
In addition to above said provisions marriage loans are provided to workers of
6 months salary or 50% of employees contribution is salary which ever work. Every
worker when he is retiring he will get a silver gift from the management one are
named Venkatapuram was adopted and organization is working for its development
from 2000 onwards. On Deepavali special Pooja will be done by management and
prasadams will be distributed to workers. Garden parties are also conducted. Once in
2 years 3 pairs of dresses are given to sweepers drivers and at tenders and 2 series and
blouses are given to female workers.. 2 pairs of uniform is given to security
mechanical employees opposite to Krishna Jute Mills, one part is maintained.

EMPLOYEE PROVIDENT FUND:

10% of the salary is contributed by both employer and employee. In which
8.33% goes to pension scheme and 1.67% will be credited in employee a/c in the
name of employee.

GRATUITY:
When any worker has five years of continuous service he is entitled to
gratuity. For that a worker has to work for not less than 240 days in an year and for 6
months for not less than 120 days.

EMPLOYEE STATE INSURANCE:

Under this workers can have various advantages of benefits provided by this
Act that is administrated by the general administration department.
The Various benefits under E S I are:
1. Sickness benefit
2. Maternity benefit
3. Dependent benefit
4. Disablement benefit
5. Medical benefit
6. Funeral benefit
Above said benefits are provided -to the workers whose salary is less than
10,000/- and others are excluded from the above E.S.I benefits.

34
 ROLE OF WELFARE OFFICER

Here Welfare officer discharges the following function and plays the active
role which are
a) Supervision of safety, health and welfare programmes
b) Counseling workers in personnel and family problems
c) Advising management in matters of formulating labour welfare policies.
d) Establishing liaison with workers so that they may understand various
limitations under which they work.
e) Establishing liaison with management so that they latter many appreciate
worker's viewpoint to various matters in the plant.
f) Establishing harmonious relationship between labour and management.

35
 ABSENTEEISM, TURNOVER AND LATE COMING

COMPANY POLICY:
Company policy regarding absenteeism, Turnover and late coming is to
decrease then by punishment, dismissed, fine and counseling. For decreasing turnover
they implement day to day new motivational means.
Absenteeism - 5% to 8% per month
Turnover - 10% to 15% per year
Late Coming -10% to 16% per month

ABSENTEEISM AND CAUSES:

The main reason for absenteeism is sickness, family problems and heavy work load.

TURNOVER AND CAUSES:

Here turnover is because of low wage and lack of motivation of employees.

LATE COMING AND CAUSES:

Most of the time workers come lately because of family problems and sometimes they
come intentionally.

36
 LEAVE AND HOLIDAY ADMINISTRATION

DIFFERENT LEAVE FACILITIES:

The leaves to the people working in this organization are as follows:
Workers - Earn leaves, medical leaves, casual leaves, maternity
leave (Women workers).
Officers - 26 Casual leaves, 10 medical leaves half payment is
given forevery threeyears it will be lapsed.
Supervisory, Clerical - 26 Casual leaves workers get 15 earn leaves for which
payment is made every January. The procedure for
applying leaves are as per the rules and regulations of
the standing orders of the company.

PROCEDURE FOR APPLYING LEAVES:

1. Leave with wages shall be allowed to every person employed as provided for
in chapter — VIII of the factories Act 1948.
2. Sick leave will be granted normally on the production of a medical officer's
certificate. The medical officer must be of Employee State Insurance(ESI).
3. Maternity leave will be granted on production of medical certificate from the
medical officer o the E.S.I Corporation.
4. Other leaves are granted in accordance with law, contract, custom and usage.
Build workers gets 8 days of holidays and build rejoined gets 9 days of holidays per
year.

37
 TIME OFFICE MANAGEMENT

ADMINISTRATION OF ATTENDANCE:-
Each of the department maintains separate attendance registers which consists
of worker (name age, shift timing and these register) are submitted to the personnel
department for recording of the data into review report of every employee

HOURS OF WORK:
According to factories act 1948, the minimum working hours are maintained
as per the provisions of this Act That 8 hours per day and up hours in a week.

WORKING HOURS FOR EXECUTIVES:

The timings for executives or officers are
8:30 am to 12:00 pm 2:30 pm to 6:00 pm

SHIFT SYSTEM FOR WORKERS:

The workers have to work. Under three shifts that is A,B and C shifts. Workers are
also required to work for 8 hours a day. They are allowed to work for 4 hours and
then they are given 4 hours of gap and then again 4 hours of work is allotted for the
workers.

38
THE TIMINGS OF SHIFTS ARE:

A1- shift 6:00 am to 10:00 am B1—shift 10:00 am to

2:00 pm

A2-shift 2:00 pm to 6:00 pm B2-shift 6:00 pm to 10:00 pm

C-shift workers will be given night shift allowance of 0.75 per night for week
and an amount of 1.50 per night as special allowance.

For every 4 hours they will be given a break of 11 minutes. For other shifts of
11minutes of break will be given twice in a shift.
C-shift 10:00 pm to 6:00 am

39
 SHIFT ROTATION:
Shift Rotation will be there at the end of every week.

A-shift

B-Shift C-Shift

COMMUNICATION POLICY:
Open door policy is followed in this organization to communicate with
departments, office staff and workers. Here the communication is in two ways that is
receiving of message information and feed back to the received information.

COMMUNICATION MEDIA:
They have variety of communication media which are of manual and
technical. The common mediators between labour — management communication are
trade union personnel departments and various committees. Besides that technical
channels of communication are:

 Telephones:
Each department is connected through telephone Connections.
 Local area network
All department computers are interlinked through local area network. Through
this information sharing is very easy.
In addition to above communication is done through memos, circulars, notice boards
and announcements. The communication channels are well equipped with technology
which is interlinked with internets and local area networks.

40
 PROFILE OF THE INDUSTRY

Ministry of textiles as cabinet Minister on 22nd May, 2004 in the newly

constituted United progressive Alliance (UPA) Government headed by Dr.
Manmohan Singh, Hon’ble Prime Minister of India. The Common Minimum
Programmes (CMP) of the Government has pledged, among others, to give a fresh
impetus to the jute industry in all respects in recognition of its special ecological
importance worldwide and within the country.
Shri R. Poornalinga, an IAS Officer of 1970 batch of Tamil Nadu cadre,
assumed charge as Secretary, Ministry of Textiles, Govt. of India on 8 th December,
2004. JMDC extends a cordial welcome to Shri Poornalingam, who also took over as
Ex-officio Chairman of the Council from the said date.
JUTE:
Jute the ‘Golden Fiber’ of India, has various inherent characteristics like high
tensile strength, low extensibility, long durability, fire and heat resistance, silkiness,
luster and long staple length. India is the single largest jute producer in the world
producing around 35% of the world production. Jute is not only a major textile fiber,
but also a raw material for non-traditional and value-added products helping in
environment protection and maintaining ecological balance. Besides, it also has an
enviable market-both local and international.
SUPPLY OF RAW JUTE:
The supply of raw jute being seasonal, its procurement has to be made within
a period of five to seven months. Based on general price level of raw jute, relative prices
of different grades of fibers and projected required of each quality of jute for a particular
period on the basis of product-mix and standard –mix of each quality of product.
The order to stabilize production and price of raw jute, the jute corporation of
India (JCI), a wholly owned public limited company of the Government of India, was
set up in April 1971, with the following as its main functions:

41
  Export and import of raw jute
 Internal marketing of jute and
 Undertaking measures for export promotion of Jute goods.

LOCATIONS OF JUTE INDUSTY:

Jute industry has been located mainly in five states in India, i.e., West Bengal,
Andhra Pradesh, Bihar, Uttar Pradesh and Madhya Pradesh.
The state of West Bengal particularly about 60 miles long and two miles broad
along both the banks of the Hoogly, above and below Calcutta. About 2.5 lakh persons
are engaged in organized jute industry. There are at present around 73 jute mills in the
country, out of which West Bengal has 59, Bihar-3, Uttar Pradesh-3, Andhra Pradesh-
4, as Assam, Orissa, Tripura and Madhya Pradesh one each.

THE GOVERNMENT CO-OPERATION:

The Central Government as well as some of the State Governments is
encouraging farmers to produce raw jute.
Over the years India has been witnessing the use of petroleum by-products
mainly arising out of inadequate supply of jute products. While polypropylene and High
Density Polyethylene woven sacks are slowly eating into the jute sacking market,
currently the demand for jute in India is higher than the supply due to an increase in
the consumption pattern and a decrease in the raw jute supply. The Govt. of India
offers protection to the jute industry under the jute packaging and Materials Act
requiring food grains and sugar in the country to be packed in jute bags. Apart from
this, Indian jute products have a tremendous potentiality in the overseas market with
USA, UK, South Africa and Belgium being the major buyers accounting for around
25% of India’s production.

42
 INDUSTRY MILESTONE:

1854 - Birth of first Indian Jute Mill at Rishra in 1855 of West Bengal
1854-1950 - Growth of Jute Industry
1950-1960 - Adverse effect on Raw Jute Supply due to partition of Bengal
increasing of Raw Jute Cultivation in West Bengal
1960-1970 - Golden period of Jute Industry
1970-1980 - Loss of Export Market to synthetics especially in case in India.
1980-1990 - In roads of synthetics in the area of Jute Packaging,.
1980-1990 - Protection extended to Jute Industry through mandatory orders
Government of India, Initiation of Jute Diversification
1990-2000 - Growth of Jute Decentralized sector in Diversified Jute Product
Manufacturing.

JUTE PRODUCTS:
 The products manufactured from raw jute can broadly be classified under the
following main heads, although they may have different specifications.
 Hessian
 Sacking
 Carpet Backing
 Other manufactures: includes twisting, canvas and other items.
The production of jute goods has been fluctuating in recent years depending upon
the demand pattern in domestic as well as foreign markets and the availability of raw
jute. The product mix has changed with a perceptible shift in favour of sacking and other
manufactures like carpet backing, canvas and other items.
MAJOR PRODUCTS:
Considering the volume of production vis-à-vis sales, the major areas of
Diversification for jute are:
 Shopping and hand bags:
These are manufactured from Hessian or jute-cotton union fabrics with or without
laminations with handles of cane/ bamboo/ cotton braids, and zippers. The export
market has already crossed Rs. 100 crore.

43
 Floor coverings:
Varied types of jute floor coverings such as mats and matting, floor covering with
jute base, jute and blended carpet, durries, rugs, are produced by units already
engaged in floor covering manufacture with other natural fibers. All such floor
coverings have good dimensional stability, excellent rugged texture, and attractive
exotic designs.

DECORATIVE FABRICS:
Jute-based decorative fabrics are mainly produced by the handloom/power loom
units, more than 50 percent jute content are produced by the decentralized units, using
different weave patterns and incorporating attractive designs. While some of these
fabrics are sued as furnishings due to their thickness, texture, dimensional stability,
and anti-static characteristic, many other fabrics are used in fashion bags for ladies, or
attractive household items like lamp-shades.
 Wall hangings:
Attractive wall hangings, made of fiber, yarn and fabric of jute, and increasingly
making their presence felt in the home décor market with low –cost.
 Gift articles:
Hand-crafted gift article of jute are as different and varied as they can be. The tea
coasters, string bags, purses, water bottle carriers, hanging chairs and pen stands
and even ethno-chic ornaments for ladies, all made of jute by skilled
craftsmen/craftswomen, are becoming popular in the domestic market.
GEOTEXTILES:
Jute geotextiles is a preferred choice whenever the solution for a specific
geotechnical problem demands geo textile attributed like biodegradability, high water
holding capacity, higher frictional character, and soil enrichment after degradation.
For this, erosion control, highway slope protection, and soft soil consolidation can be
considered as the priority areas for efficiency of JGT. Several erosion control and
highway slope protection projects in the U.S., and Switzerland have established the
efficiency of JGT.

44
COMPOSITIES & PARTICLE BOARDS:
Due to its inherent characteristic, jute fiber is a suitable candidate for effective
use in production of fiber reinforced composites. Jute composite products are eco-
friendly and techno-economically comparable with traditional wood/plywood
materials and have found wide ranging applications in building interior and transport
sectors.
Jute-phenolic resin boards, manufactured by a few entrepreneurs using jute
fabrics. Such as door panel, furniture and packaging, and as wall panel, seat/back rest
and even mechanical components in railway coach building, jute stick particle boards,
and interior decoration.
Jute-thermoplastic boards, made by an entrepreneur using wastes of jute and
plastic, has entered the market as an effective material for use as industrial pellets, cable
winders, and garden chairs, tables and fencing.

GROWTH PROSPECTS:
Based on market response in recent years, the growth prospects of a few
important JDPs, may be forecast. The other types of JGT could not make much
impact in both domestic and export markets. However, as a result of concerted efforts
by the JMDC (promoter), engineers (users), scientists (developers) and jute mills
(manufacturers) to resolve these issues, it is expected that JGT will soon establish its
merit in terms of functional supremacy and cost advantage over synthetics in specific
applications, and grab a modest share of the rapidly growing global market.

45
 PRODUCT DEVELOPMENT
To avoid failures, development of any product must be based on the needs of
the market. For this purpose,, there is a strong need for cooperation between
consumers and manufactures. It may be required on one hand to blend jute with other
fibers, especially finer ones, and on the other to employ appropriate mechanical and
chemical processing techniques.
The essential pre-requisite for any product development is to define the
requirements in the new product or “product goals”. During development of any new
JDP, the developers should keep in view the prices of alternative products.
The fastest growth rate in the global market, particularly in North America,
Western Europe and Asia, this area has to be an important focus for new applications of
jute. Being stronger and more dimensionally stable than most other textile fibers, jute
can have greater usage potential in specific technical textile applications like packaging
(packtech), geotextiles (geotech), agro textiles (agrotech) and composites (buildtech,
mobiltech).

46
 1. Is the management of the organization goes out of its way to make sure
that the employees are satisfied with the welfare facilities provided.

TABLE:4.1

S. No Item of Scale No .of Respondents Percentage

1 Strongly agree 9 9
2 Agree 79 79
3 Disagree 12 12
Total 100 100

GRAPH:4.1

90
79
80

70

60

50

40

30

20
12
9
10

0
Strongly agree Agree Disagree

Interpretation:
From the above table 9% of the employees are strongly agree, 79% of the employees
are satisfied with the welfare facilities provided by the E.I.C.C Ltd and remaining
12% of the employees are dissatisfied with the welfare facilities.

47
 2. Is the management of the organization believes that welfare facilities are
very important for motivating the employees.

TABLE:.4.2

S.No. Item of Scale No. of Respondents Percentage

1 Strongly agree 9 9
2 Agreee 52 52
3 Disagree 39 39
Total 100 100

GRAPH:4.2

60
52
50

39

30

20

0
Strongly agree Agree Disagree

Interpretation:
From the table it depicts that the 9% of the employees are strongly agree, 52% of
employees are agree with the welfare facilities important for motivating the
employees and 39% of the employees are disagree with the above.

48
 3. Is there any Facilities (scaling and utensil) provided in the canteen).

TABLE:4.3
S.No. Item of Scale No.of Respondents Percentage
1 Excellent 38 38
2 Good 50 50
3 Average 12 12
Total 100 100

GRAPH:4.3

60

Good; 50
50

40 Excellent; 38

30

20
Average; 12
10

0
Excellent Good Average

Interpretation:

From the above table it shows that 38% of the employees their opinion as Excellent
on facilities provided canteen, 50% as Good and 12% of employees as Average for
the facilities provided in the canteen.

49
 4. Is their hygienic facilities in the canteen.

TABLE:4.4

S.No. Item of Scale No.of Respondents Percentage

1 Excellent 30 30%
2 Good 50 50%
3 Average 20 20%
Total 100 100%

GRAPH:4.4

60

50 Good; 50%

40

30 Excellent; 30%

20 Average; 20%

10

0
Excellent Good Average

Interpretation:

From the above table is shows that 30% of the employees are responded as excellent
for the hygienic conditions in the canteen, 50% of the employees as good and 20% as
average for the hygienic conditions.

50
 5. Are you satisfied with the two wheeler and four wheeler loan facility
provided by E.I.C.C Ltd, Eluru.
TABLE:4.5

S. No Item of Sacle Respondents Percentage

1 Excellent 32 32

2 Good 52 52

3 Average 16 16

Total 100 100

GRAPH:4.5

60

Good; 52%
50

40

Excellent; 32%
30

20
Average; 16%

10

0
Excellent Good Average

Interpretation:
From the above table 32% of the employees as Excellent for the two wheeler and
four wheeler loan facility provided by the E.I.C.C.Ltd, 52% as good and the
remaining 16% as average for the two wheeler loan facility provided by the E.I.C.C.
Ltd, Eluru.

51
 6.Is there Merit scholarship provided for your children.

TABLE:4.6

S.No Item of Scale No.of Respondents Percentage

1 Excellent 42 42
2 Good 52 52
3 Average 6 6
Total 100 100

GRAPH:4.6

60

Good; 52%
50

Excellent; 42%
40

30

20

10 Average; 6%

0
Excellent Good Average

Interpretation:

From the above table 42% of the employees as Excellent for the Merit Scholarship
provided to the Children of Employees by the E.I.C.C.Ltd., 52% as good and the
remaining 6% as average for the Merit Scholarship provided to the Children of
Employees by the E.I.C.C.Ltd.

52
 7.Is there any monthly get - together (parties) is arranged by the E.I.C.C. Ltd.

TABLE:4.7

S.No Item of Scale No.of Respondents Percentage

1 Excellent 24 24
2 Good 28 28
3 Average 48 48
Total 100 100

GRAPH:4.7

60

50 Average; 48%

40

30 Good; 28%
Excellent; 24%

20

10

0
Excellent Good Average

Interpretation:

From the above table it reveals that the 24% of the employees shows their interest for
monthly get-together parties as excellent, 28% as good and remaining 48% of the
employees as Average.

53
8.Is the maintenance of Creche facility provided to the women employees.

TABLE:4.8

S. No Item of Scale No. of Respondents Percentage

1 Yes - -
2 No 100 100
Total 100 100

GRAPH:4.8

120

100

80

60 No. of respondents
Percentage

40

20

0
Yes No

Interpretation:
From the table there is no proper maintenance of crèche facility provided by the
E.I.C.C. Ltd, Eluru.

54
9 . Is the welfare measures are good at work shop.

TABLE:4.9

S. No. Item of Scale No.of Respondents Percentage

1 Yes 82 82
2 No 18 18
Total 100 100

GRAPH:4.9

No. of Respondents
90
82
80
70
60
50
40 No. of Respondents

30
18
20
10
0

YES NO

Interpretation:

From the above table respect at the 82% of the employees shows their positive
respond for the welfare measure at workshop ;and remaining 18% of the employees
show the active respond for the welfare measures at workshop in E.I.C.C. Ltd.

55
 10.Are you satisfied with the uniform provided by the management.

TABLE:4.10

S. No. Item of Scale No. of Respondents Percentage

1 Yes 89 89
2 No 11 11
Total 100 100

GRAPH:4.10

No. of Respondents
100
89
90
80
70
60
50
No. of Respondents
40
30
20
11
10
0

YES NO

Interpretation:

From the above table it shows that 89% of the employees are satisfied with the
uniform provided by the E.I. C.C Ltd .to their employees and the remaining 11% shows
their dissatisfaction.

56
 FINDINGS

 Doctor and First Aid facility was provided at E.I.C.C.Ltd.

 There is a guest house facility in E.I.C.C.Ltd, Eluru.

 88% of employees agreed with the welfare facilities provided.

 40% of the employees strongly agree where as 48% of them satisfied with the

implementation of welfare facilities.

 88% of employees are satisfied with the canteen facilities.

 12% of employees are not satisfied with their hygienic conditions of canteen.

 Most of the employees are satisfied with their hygienic conditions of canteen.

 80% satisfaction towards crèche facility.

 89% of the employees are satisfied with the uniforms provided.

 Most of the employees are satisfied with the scholarships provided to children.

57
 SUGGESTIONS

 If supply of tea, snacks at an appropriate time at a free cost or provided on

nominal rates, it would be beneficial to the employees at E.I.C.C.Ltd.

 Menu of the canteen should be displayed.

 Many more scholarships should be provided to children of the employees

of the higher studies.

 More loans should be provided for the purchase of two wheelers.

 There is a need for the internal mineral water plant for the safety of the

employees.

 Employees are not satisfied with there hygienic conditions of cateen.

 Uniform facility should be provided by management .

 Creche facility provided to the women employees.

58
 CONCLUSIONS

On the whole it is clear that the EAST INDIA COMMERCIAL COMPANY Ltd,
ELURU providing excellent welfare measures to its employees under various statutes
and also voluntarily. However, the facilities like purified drinking water, recreation
room facilities which are having a direct bearing on the morale of employee, need to
be provided at an early date for boosting the morale of employee and to enhance
productivity.

The labour had also expressed their overall satisfaction on the welfare and social urity
measures undertaken by the corporation for their well-being.

The initiatives in Socio Economic Development prove that apart from revenue
generation, E.I.C.C.Ltd is the capable of fulfilling its role in the social ground also,
and this is a complete Corporate Citizen.

The industrial relations scenario in E.I.C.C.Ltd is quite healthy and conductive for the
growth of the Industry.

Forum are positively contributing in maintaining-harmonious and congenial industrial

relations, thereby improving the welfare measures of the employees is the Asset.

59
 QUESTIONNAIRE

1. Is the management of the organization goes out of its way to make sure that
the employees are satisfied with the welfare facilities provided? (
)
a. Excellent b. Good c. average
2. Is the management of the organization believes that welfare facilities are
very important for motivating the employees? ( )
a .Excellent b. Good c. Average
3. Is there any Facilities (scaling and utensil) provided in the canteen)? ( )

a .Excellent b. Good c. Average

4. Is their hygienic facilities in the canteen? ( )
a. Excellent b. Good c. Average
5. Are you satisfied with the two wheeler and four wheeler loan facility provided
by
E.I.C.C Ltd, Eluru ? ( )
a. Excellent b. Good c. Average
6. Is there Merit scholarship provided for your children? ( )

a. Excellent b. Good c. Average

7. Is there any monthly get - together (parties) is arranged by the E.I.C.C. Ltd?
( )
a. Excellent b. Good c. Average
8. Is the maintenance of Creche facility provided to the women employees?
( )
a. Yes b. No
9. Is the welfare measures are good at work shop? ( )
a. Yes b. No
10. Are you satisfied with the uniform provided by the management? ( )
a. Yes b. No

11. Are you satisfied with the canteen facilities provided by the management?

a) Yes b) No

60
12. Do you have work satisfaction in the organization?

a) Yes b) No c) Can’t Say

13. Are you satisfied with the uniform provided by the management?

a) Yes b) No

14. What is your opinion on merit scholarship facilities?

a) Excellent b) Good c) Average d) Poor

15. How did you feel about the work environment?

a) Good b) Very Good c) Average d) Poor

16. Are you satisfied with the two wheeler and four wheeler loan facility provided
by the company?

a) Highly Satisfied b) Satisfied c) Dissatisfied d) Highly Dissatisfied

17. How would you rate the level of employee welfare?

a) Very Good b) Good c) Satisfactory d) Average e) Poor

18. Monthly get-together (parties) is arranged by the EICC LTD ?

a) Yes b) No

61
 REFRENCES

1. Research Methodology - R.C.Kotari

2. Industrial Law - P.L. Malik

3. Personnel Management & Industrial Relations - Natkins & Dodd

4. Industrial Welfare - Central Board of Workers

Education

5. The Personnel Herald - B.Monthly News

Bulleting National
Institute of Personnel
Management.

6. Dynamics of Industrial Relations - C.B.Memoria

7. Human resource management - P. bba rao

8. Personnel Management - Dr.P.C.Tripathi

9. Principles of Labour Welfare - M.V. Moorthy