CHAPTER-I

INTRODUCTION

The project entitled as “The Study on labour welfare and social

security measure adopted in Dharmapuri District Co-operative Sugar Mill

Limited”, Palacode taluk, Dharmapuri has been in order to find out the labour welfare

and social security benefits.

It involves the facilities, placement, compensation and development of

the Employees of an organization

Many firms have developed human resource management, which also support

1. Selection

2. Job Replacement

3. Employees’ benefits analysis

4. Training and Development

5. Health safety and security

The business functions emphasis

1. Planning to meet the personal needs of the employees

2. Development of employees to their full potential

3. Control of all personal policies and programs

In order we have to study the objectives, data and analysis for the labour

welfare facilities, Social security measures.

NEED FOR THE STUDY

 To improve the labour welfare facilities and social security measures

 To develop the compensation, pension, health safety of security benefits to the

employees in the organization.

 To know the personal needs of the employees.

 To development the further facilities of the employees.

STATEMENT OF THE PROBLEM

The Dharmapuri district Co-operative Sugar Mills labour welfare facilities

and social security benefits are dissatisfied to the employees. The employee’s salary and

other gratuity are also not fully satisfied.

It does not provide the adequate facility to the employees

CLASSIFICATION OF EMPLOYEES

Employees classified are as follows

1. Regular Employees

2. Season Employees

3. Apprentices Employees

4. Probations Employees

5. Casual Employees
 1. REGULAR EMPLOYEES

The regular employees are one who is employed on a basis and includes any

person who has satisfactory completed prescribed period of probation in the (or) higher

(or) equivalent category in the society.

2. SEASNOL EMPLOYEES

The seasonal employees are one who is employed on a seasonal basis

during the working seasons only.

3. APPRENTICE EMPLOYEES

It is one who received apprenticeship training in the society.

4. PROBATION EMPLOYEES

It is one who provisionally employed to till a post not completed the period of

probation.

5. CASUAL EMPLYEES

It is who is employed for same unexpected (or) unforced seen work, which

is not likely to last continuously.

LABOUR WELFARE INDUSTRIAL RELATIONSHIP

In this factory the industrial relationship is better. The conflict between the

management and labour is solved through negation. Respective head of the departments

with the effective suggestions of the special officer solves the problem of the labour.

Necessary facilities are provided to encourage the laborers to increase the production.
WELFARE FACILITES

The welfare facilities provided to the laborers are,

a) Quarters

b) Games

c) Entertainment

d) Educational facilities

e) Night shift facilities

f) Uniform

g) Family welfare

h) Medical facilities

i) Award

LABOUR WELFARE AND SOCIAL SECURITY MEASURES CONCEPT

Labour welfare includes provision of various facilities and amenities in

and around the work-place for the better life of the workers. It is a part and parcel of

social welfare. The team social welfare connotes the welfare is a narrow concept

concerned with the welfare of workers.

MEANING

The terms “labour welfare”, are used interchangeable to denote various services

provided by the employees to the employees in addition to wages.

DEFINITION

According to Arthur Todd “labour welfare means anything done for the

comfort and improvement, intellectual of the employees over and above the wages paid

which is not a necessity of the industry.

OBJECTIVE OF LABOUR WELFARE

1. To provide better life and health to the workers

2. To make the workers happy, satisfied and efficient

3. To relieve workers from industrial fatigue and to improve intellectual and

material indications of living of the workers

FEATURES OF LABOUR WELFARE

1. Labour welfare includes various facilities services, amenities provided to

workers for improving their health, efficiency .and social status

2. Welfare measures are in addition to regular wages and other economic benefits

available to workers due legal provisions and collective bargaining.

3. Labour welfare measures are flexible and over changing. New welfare measures

are added to existing ones from time to time.

4. Welfare measures may be introduced by the employees, government,

employees, or by any social or charitable agency.

5. The purpose of labour welfare is to bring about the development of the whole

personality of workers to make him of good worker and a good citizen.

AGENCIES OF LABOUR WELFARE

In India, the main agencies engaged in labour welfare include,

1. Central Government

2. State Government

3. Employees

4. Workers organization

The contribution of these agencies is discussed below.

TYPESOF WELFARE SERVICES

1. Economic services

2. Recreational services

3. Facilities services

 Canteen, restrooms and lunch room

 Housing facilities

 Washing facilities

 Educational facilities

 Leave travel concession

CONCEPT OF SOCIAL SECURITY MEASURES

The term ‘social security’ originated in U.S.A in 193, social security act was

passed these and a social security board was established to govern and administer and

the scheme of unemployment, sickness and old age insurance.

DEFINITION

According to ILO social is that society is that society through appropriate

organization against certain risks to which its members are exposed.

NEED OF SOCIAL SECURITY MEASURES

It arises to help people when they are unemployed and are exposed to risks

such as sickness, old age, invalidity, maternity etc.

1. It is the endeavor of community as a whole to afford itself to the at most extent

possible to any individual during periods of physical distress consequent on

illness or injury.

2. It is from the economic distress consequent on reduction or loss of earnings due

to illness, disablement, maternity, unemployment, old age or death of the

working members.

SCOPE OF SOCIAL SECURITY

1. They are established by law

2. They provide some form of cash payment to individuals to compensate at least a

post of the lost income that occurs due to unemployment, maternity.

3. The benefits or services

WORKMEN’S COMPESATIONS ACT 1923

It 1023 government of India passed the compensation act to provide for the

compensation to these workmen who sustain person all injuries by accidents arising out

of and in the course of their employment.

1. Causing death

2. Total or partial permanent disablement

3. Temporary disablement

The rate of compensation is fixed for all types of injured according to wage ranges.
 ABOUT THE COMPANY

THE DHARMAPURI DISTRICT CO-OPERATIVE SUGAR MILLS LTD

PALACODE-636 808

INTRODUCTION

The Dharmapuri Co-operative Sugar Mills Limited, Palacode, an agro

based industrial undertaking in the District of Dharmapuri was established to fulfill the

long felt need of the public in general and the sugar cane growers in particular, this

District was traditionally a jiggery manufacturing area, Normally the bulk of the Cane

grown in the District was diverted to jiggery manufacturing of a small quantity to

kandasary Sugar before the Sugar Mills was established. This sugar factory is situated

at Thimmousahalli in Palacode taluk in Dharmapuri District. The Mills locate in a

compact black of land measuring 171.73 acres (including its cane farm quarts etc. on

the Dharmapuri. Hosur road (via) Royakottai

The mill was registered under the Tamil Nadu Co-operative Societies.

Act 1961on 29th, August 1966.The factory commenced its first crushing season on 29th

February 1972. The mill has expended its crushing capacity to 2000 TCD from

28-02-1987 at a total project cost of Rs.457.19 lakhs (Rs.260/- lakhs by loans from

financial institutions and the balance from own fund). The mill has also availed Rs.15

lakhs as subsidy from SIPCOT.

 PROFILE OF THE COMPANY

1. Name : The Dharmapuri district Co-operative

Sugar mill Ltd, Palacode K.K.347

2. Location : Thimmanahally village

Jarthalar (post),

Palacode (Tk),

Dharmapuri (DT)

3. Date of registration : 29-08-1966

Under the Co-operative

Tamil Nadu Society Act 1961

4. Date of start : 15-12-1966

5. Date of commencement of : 20-02-1972

Production and capacity : 250 TCD

6. Date of expansion & capacity: 08-02-1987, 2000 TCD

 7. Area of the Mill : 171.73 Acres

Area of the cane form : 20 acres

Area of the factory : 76.73 acres

Housing colony : 45 acres

Polytechnic area : 30 acres

8. Area of operation entire Palacode, Denkanikota, Pennagaram Taluks and part of

the Dharmapuri, Pochempalli, Krishnagiri Taluks, and Katayampatti Omalur taluks in

Salem district.

9. Nearest railway station Palacode within 3 Km

10. Objective of the factory: The equity share capital of the society shall be rupees 300

lakhs, divided in the 1, 20,000 shares of Rs.250 each.

The initial licensed crushing capacity to 1250 MT the mill has expended its

crushing capacity to2000 MT from 28-02-1987 at a total project cost of Rs. 459.19

Lakhs in loan financial institution and balance from the own funds.
VISION

To be viewed by then sugar cane growers, sugar, producer. Processors and the

government as the essential co-ordination link between the adoption of modern and

scientific methods of cultivation processes and techniques. Practicing progressive

methods of developing the administrative efficiencies, technical developments them

with modern equipment towards increasing the productive capacity on economical lines

with crucial aspects of labour management and restructuring financial package with the

sole aim of capital accumulations and ever increasing profit earning to have financial

viabilities and for advantageously responding to the existing marketing challenge of the

sugar industry.

MISSION

Creating all possibilities for increasing the cane production throughout the cane

are of the mill, stimulating, the atmosphere for the increased production of sugar

through enhancement of crushing capacity. Maintaining peace of labour by provision

of welfare measures, effective and responsible regulating marketing system that will

promote vigorous energetic and responsive sugar industry forever

OBJECTIVES OF THE STUDY

 To study the labour welfare and social security measures

 To study the satisfaction of level of employees towards welfare

 To develop the social security of the employees adopted by the mill

 To study the way and means to improve the training & development program.
 VALUE STATEMENT

THE DHARMAPURI DISTRICT CO-OPERATIVE SUGARMILLS LTD

Values and supports with on going commitments to

1. Superiority - in service and performances

2. Leadership - within industry

3. Responsibility - for all our actions and

To open communication with all the producers of sugar cane growers, the shareholders,

government and its entire official with truthfulness trust respect, honesty in all action.

GOAL

To pure global namely sugar, ethanol production and search to remain liable in

our care and supportive function through process of self-evaluation and continuous

improvement.

OBJECTIVE

Developing a challenge and rewarding work environment improving all

aspect of developing continually in reaching prosperity in all our business areas.

QUALITY CIRCLE

1. To enhance operation efficiency

2. To enhance staff compliances and satisfaction

3. We are committed to provide excellent service and to continually improve the

way we excel in meeting our customers and producers needs and exceptions.
 CHAPTER – II

RESEARCH METHODOLOGY

Methodology is defined as the specification of methods and procedures for

acquiring the information needed. It is a plan or frame work for doing the study

collecting the data. Research methodology minimizes the degree of uncertainty

involved in management decisions research is characterized relevance and control.

SAMPLE SIZE

The sample size is restricted to 50 employees.

SAMPLE AREA

The sample area is “THE DHARMAPURI CO-OPERATIVE SUGAR MILLS LTD”.

DATA COLLECTION METHOD

The task of data collection defines after a research problem has been destined

and research design charted out. There are two types of data

1. Primary data

2. Secondary data

PRIMARY DATA

The primary data are those, which are collected a fresh and for the first time for

the collection as primary data sample survey method was used in the study personal

interview as conducted with the help of a questionnaire prepared for the survey.
ADVANTAGES

I. A wide range of questions can be asked gather information

II. Information of the solution may be observed without working

III. If respondent is having trouble in understanding interviewers may

notice and remedy there.

LIMITATIONS

I. It is time consuming and expensive

I. Respondents known that they can be identified this may prevent them

from giving right information

II. Interviews presences, mannerisms, and inflations may bias

STATISTICAL TOOLS USED

Percentage Analysis

Chi-Square test

Percentage analysis

The number of responses of each category is summarized to percentage format

for the convenience to use other statistical tools namely pie chart and bar diagrams.

Chi-square test

For testing the significance of the difference between observed and expected

frequencies under the null hypothesis that the difference is insignificant,

X^2 = E – [(oi-ei) ^2 / Ei]

 REVIEW OF LITERATURE

The specific objectives of the study were to analysis the labour welfare

and social security measures of sugarcane cultivation to examine the productivity and

resource use efficiency of sugarcane farms, to study the pattern of employment and

labor use operation wise and to under stand the nature and extent of agro industrial

integration in the study area. All the sugarcane-growing farms were owners operated.

About 58.67% of the net sown areas were under irrigation. The average net area

irrigation was 2.20 acres, while the percentage of the area irrigation to gross cultivated

area was 55.00 on average percentage of the sown area.

In the sample, 36 farmers raised sugarcane crop in one acre and less while

35cultivation the crop between one and two acres and 32 between tow acres. 30 farmers

had sugarcane in 3 acres and above. The overall pictures revealed that the area under

cultivation ranged between 30 cants and 8 acres.

The research objective is to assess the sector wise rate of growth of sugar industry

in the study area. To find out the extent with the study units had transferred the latest

technology during the study period. To measure the procurement of sugarcane and

productivity of the Co-operative, private and government sugar mill in study area. We

have to assess the financial performance of a sugar industry with special references to

capital management and profit earning capacity. To identify the practical problems

encountered by study and to offer suitable suggestion.

 The researchers farm that the mills are controlled by three sectors namely

Co-operative, Private and Government. The Co-operative sector controls the maximum

number of Sugar Mills 15; the private sector with 14 and the government controls only

three in Tamil Nadu.

Out of the total registered cane area covered by the study unit, 39 percent

was controlled by the Co-operative sector, 32 percent by the government sector and the

rest 29 percent by the private sector. The cane yields per hectare in the government

sector had been fluctuating between 79.4 tones and 88.93 tones. This heavy fluctuation

indicates the poor efficiency of the government sector Sugar Mills in having effective

technical supervision so as to maintain uniform tonnage of returns.

The key factor assesses the performance efficiency of the Sugar

Mills is their capacity utilization. The efficiency of the cane crushing of the private

sector was more then the other tow sector.

In sugar production also the private Sugar Mills over took the mills in other two

sectors namely the Co-operative and the government. The average sugar produced by

the private sector was 35 to 43 percent, the Co-operative sector was 30 to 34 percent

and the government sector was 22 to 23 percent.

In collection of molasses, both in the total quantity as well as

quantity in proportion to cane crushed the private sector cane first, the government

stood second and the Co-operative cane thirds.

 CHAPTER –III

TABLE 1

RESPONSE OF THE EMPLOYEE’S BY AGE

Actually age will not directly influence the performance appraisal level but it

should be indirectly influence the feeling and attribute of the worker during the working

hours.

Age(yrs) No. of Respondents Percentage

Between35- 45 10 20

Between45-55 30 60

Between55-59 10 20

Total 50 100%

Source: Primary Data

INFERENCE:

It could observe from the above table majority (60%) of the employee’s

are above 45 – 55 yrs, 20 % of employee’s 35 – 45yrs and 55 – 59yrs.

 CHART NO 1

RESPONSE OF THE EMPLOYEES BY AGE

 TABLE 2

RESPONSE OF THE EMPLOYEE’S BY GENDER

GENDER No. of Respondents Percentage

Male 42 84

Female 08 16

Total 50 100

Source: Primary Data

INFERENCE:

From the above table majority (84%) of the employee’s are Male, 16 % of

employee’s are female.

 CHART 2

RESPONSE OF THE EMPLOYEE’S BY GENDER

 TABLE 3

RESPONSE OF THE EMPLOYEES EDUCATIONAL QUALIFICATION

Various educational groups of employee’s opinion about the workload and work

stress

Qualification No. of Respondents Percentage

Below -SSLC 20 40

HSS/ITI 15 30

Degree / Diploma 15 30

Total 50 100

INFERENCE

There is a significant difference among the various employees on the basis of

their educational status groups and their opinion about the workload and work stress,

It is observed from the table that SSLC employees have high satisfaction

followed by HSS/ ITI, DEGREE / DIPLOMA this differences confirmed by the

obtained. The result indicates that the employees differences in the opinion on the basis

of education. The organization allots a job for suitable person. This will reduce the

stress.
 CHART NO 3

RESPONSE OF THE EMPLOYEES EDUCATIONAL QUALIFICATION

 TABLE 4

RESPONSE OF THE EMPLOYEES EXPERIENCE

Various Employees Experience:

Year of experience No. of Respondents Percentage

Below – 5yrs 0 0

Between 5 – 10yrs 10 20

Between 10 – 15yrs 15 30

Above –15yrs 25 50

Total 50 100

Source: Primary Data

INFERENCE

From the table, 20% of the respondents having to 10-year experience

and 30% of the respondents having 10 to 15 years experience. 50% of the

respondents above 15 years experience.

 CHART NO 4

RESPONSE OF THE EMPLOYEES EXPERIENCE

 TABLE 5

RESPONSE OF THE EMPLOYEES MONTHLY SALARY

Various monthly salaries

Monthly salary(Rs) No. of Respondents Percentage

Below - 5000 5 10

5000 –7500 15 30

7500 – 10000 25 50

Above –10000 5 10

Total 50 100

Source: Primary Data

INFERENCE

From the above table 10% of the respondents having below 5000 salary

and above 10000, 30% of the respondents having 5000 to 7500 and 50% of the

respondents 7500 to 10000.

 CHART NO 5

RESPONSE OF THE EMPLOYEES MONTHLY SALARY

 TABLE 6

OPINION OF THE TRAINING AND DEVELOPMENT PROGRAMME

The various Training and Development program

No. of
Training and development Percentage
Respondents
Satisfied 10 20

Highly Satisfied 17 34

Neither Satisfied nor Dissatisfied 5 10

Dissatisfied 10 20

Highly Dissatisfied 8 16

Total 50 100

Source: Primary Data

INFERENCE

From the table: Out of 50 respondents 20% of the respondents are feels

satisfied and dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of

the respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents

feel highly dissatisfied.

CHART 6
REPONSE OF THE TRAINING AND DEVELOPMENT PROGRAMME

TABLE 7
 RESPONSE OF THE WORKLOAD

The various workloads

Remarks No. of Respondents Percentage

Relaxed 15 30

Normal 25 50

Burden 10 20

Total 50 100

Source: Primary Data

INFERENCE

From the table: Out of 50 respondents 30% of the respondents are feels

relaxed 50% of the respondents feels normal 20% of the respondents feels

Burden.
 CHART NO 7

REPONSE OF THE WORKLOAD

TABLE 8
 OPINION OF THE RESPONDENT SATISFICATION REGARDING THE

SALARY

Remarks No. of Respondents Percentage

Satisfied 10 20

Highly Satisfied 17 34

Neither Satisfied nor Dissatisfied 5 10

Dissatisfied 10 20

Highly Dissatisfied 8 16

Total 50 100

Source: Primary Data

INFERENCE

From the table: Out of 50 respondents 20% of the respondents are feels

satisfied and dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of

the respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents

feel highly dissatisfied.

 CHART NO 8

OPINION OF THE RESPONDENT SATISFICATION REGARDING THE

SALARY
 TABLE 9

RESPONSE OF THE LABOUR WELFARE OFFICER

Remarks No. of Respondents Percentage

Yes 36 72

No 14 28

Total 50 100

Source: Primary Data

INFERENCE

From the above table: Out of 50 respondents 72% of the respondents are

feels satisfied 28% of the respondents feels dissatisfied.

 CHART NO 9

RESPONSE OF THE LOBOUR WELFARE OFFICER

 TABLE 10

RESPONSE OF THE WELFARTE FACILITIES

Neither
Satisfied Highly S/DS Dissatisfied Highly
Remarks / Satisfied Dissatisfied
facilities Score Rank Score Rank Score Rank Score Rank Score Rank
Canteen 9 VII 4 VII 3 VIII 22 I 12 I
Shelter 17 III 10 III 8 VII 7 VI 8 II
Restroom 10 VI 9 IV 13 III 10 III 8 II
Lunch room 12 V 8 V 15 II 11 II 4 V
Washing 18 II 12 I 9 VI 8 V 3 VI
uniforms 16 IV 11 II 12 IV 6 VII 5 IV
Drinking 27 I 3 VIII 11 V 9 IV 0 VII
water
Toilet 8 VIII 5 VI 21 I 9 IV 7 III

Source: Primary Data

INFERENCE:

From the above table: Out of 50 respondents Company drinking water, scores 1

rank, which satisfies employees. The employee’s feels neither satisfied nor dissatisfied

with the Lunch room and Rest room. Which ranks II and III respectively? Some of the

employees also feel dissatisfied with the Restroom & Lunch room. Some of the

employees also feel highly dissatisfied with the toilet.

 CHART 10

RESPONSE OF THE WELFARTE FACILITIES

 TABLE 11

RESPONSE OF THE WORKING HOURS

Remarks No. of Respondents Percentage

Satisfied 38 76

Dissatisfied 12 24

Total 50 100

Source: Primary Data

INFERENCE

From the above table out of 50 of the respondents are feels satisfied 24% of the

respondents feel dissatisfied.

 CHART NO 11

RESPONDENTS OF THE WORKING HOURS

 TABLE 12

RESPONSDENTS OF THE BONUS ANSD SALARY INCREMENTS

Remarks No. of Respondents Percentage

Good 10 20

Fair 20 40

Not fair 20 40

Total 50 100

Source: Primary Data

INFERENCE:

From the above table out of 50 respondents 20% of the respondents are feels

good 40% of the respondents feels Fair 40% of the respondents feels not fair.
 CHART NO 12

RESPONSDENTS OF THE BONUS ANSD SALARY INCREMENTS

 TABLE 13

RESPONSE OF THE SOCIAL SECURITY BENEFITS

Neither
Satisfied Highly S/DS Dissatisfied Highly
Remarks / Satisfied Dissatisfied
facilities Score Rank Score Rank Score Rank Score Rank Score Rank
Sickness 9 VII 4 VI 3 VII 22 I 12 I
benefits
Retirement 17 III 10 III 8 VI 7 VI 8 II
benefits
Employment 10 VI 9 IV 13 II 10 III 8 II
injury
benefits
Family 12 V 8 V 15 I 11 II 4 IV
benefits
Maternity 18 II 12 I 9 V 8 V 3 V
benefits
Invalidity 16 IV 11 II 12 III 6 VII 5 III
benefits
Survier’s 27 I 3 VII 11 IV 9 IV 0 VI
benefits

Source: Primary Data

INFERENCE:

From the above table: Out of 50 respondents. As company provides

employments injury Benefits, scores 1 rank, which satisfies employee’s highly. The

employees feel Neither Satisfied nor Dissatisfied with the Family Benefits and

Retirement Benefits. Which ranks I and II respectively? Some of the employees also

feel dissatisfied with the Family benefits and Retirements benefits.

 CHART 13

RESPONSE OF THE SOCIAL SECURITY BENEFITS

 TABLE 14

RESPONDNETS OF THE SATISFACTION LEVEL WITH THE PROVISION

IN COMPANY

Provision Good Fair Not fair Total Percentage

20 10 20 50 50
Provident fund
25 15 10 50 50
Pension
15 15 20 50 50
Insurance scheme
16 12 22 50 50
Gratuity

Source: Primary Data

INFERENCE:

From the above table: Out of 50 respondents 20% of the respondents are feel

good Provident Fund 25% of the respondents feel good Pension 15% of the respondents

feel good insurance scheme 16% of the respondents feel good Gratuity.

CHART NO 14
RESPONDNETS OF THE SATISFACTION LEVEL WITH THE PROVISION

IN COMPANY

60
50 50 50
50
40 20
30 25
20 22 10
20 15 1515 16
10 12 20
10
50
0
50

e
d

ity
on

m
un

tu
he
i
ns
f

ra
nt

sc
Pe

G
de

e
i

nc
ov

ra
Pr

su
In

TABLE 15
 DETAILS OF OVERALL SECURITY MEASURES OF THE

RESPONDETNS IN THE MILL

Remarks No. of Respondents Percentage

Good 10 20

Fair 30 60

Not fair 10 20

Total 50 100

Source: Primary Data

INFERENCE:

From the above table: Out of 50 respondents 20% of the respondents are

feels good 60% of the respondents are feels Fair 20% of the respondents feels not fair.
 CHART NO 15

DETAILS OF OVERALL SECURITYMEASURES OF THE

RESPONDENTS IN THE MILL

60
60 Series1

50 Series2

40
30
30
20 20
20
10 10
10
0
Good Fair Not fair
 TABLE 16

RANK THE FOLLOWING WELFARE FACILITIES OF YOUR MILL

Rank welfare
I II III IV V VI VII VIII Total
facilities

Job security
10 15 6 6 3 5 1 4 50

Housing facilities
22 10 6 4 3 3 1 1 50

Medical facilities
14 14 10 10 3 1 0 0 50

Educational facilities
4 5 18 13 9 1 0 0 50

Transport facilities
2 3 2 9 21 8 5 0 50

Recreational facilities
0 0 0 2 8 19 17 4 50

Co-operative stores
2 0 0 2 1 12 18 15 50

Co-operative Bank
2 3 4 4 2 1 8 26 50
Source: Primary Data

INFERENCE:

From the above table: Out of 50 respondents the employees are given I rank

to the housing facilities II rank to the job security, III and IV rank to the education

facilities, V rank to the transport facilities. VI rank to the recreation facilities, vii rank to

the Co-operative stores, and viii rank to the Co-operative bank.

CHART NO 16

RANK THE FOLLOWING WELFARE FACILITIES OF YOUR MILL

60 I
50
II
40
30 III
20 IV
10
0 V
Housing

Educational

Co-
Medical

Co-
Transport

Recreational
Job security

VI
facilities

VII
VIII
Total

TABLE 17

NEW WELFARE SCHEME TO BE INTRODUCED

Remarks No. of Respondents Percentage

 Yes 20 40

No 30 60

Total 50 100

Source: Primary Data

INFERENCE:

From the above table: out of 50 respondents, 40 % of the respondents YES

60 % of the respondents NO

CHART NO 17

NEW WELFARE SCHEME TO BE INTRODUCED

 60
Yes
60
50 No
40
40
30
30
20
20
10
0
1 2

CHI- SQUERE TEST

1. It is used the goodness of fit of a distribution

 2. It is used to test the significance of the difference between the observed frequency in a

sample and the expected frequencies obtained the theoretical distribution.

Ho: Age factor does not affect excellent performance

H1: Age factor does affect the excellent performance

Observed frequencies:

AGE EXCELLENT NON EXCELELNT TOTAL

35-45 6 4 10
45 –55 20 10 30
55 – 59 4 6 10
TOTAL 30 20 50

AGE EXCELLENT NON EXCELELNT TOTAL

35-45 10 *30 / 50 = 6 10 * 20 / 50 = 4 10
45 –55 30 * 30 / 50 = 18 30 * 20 / 50 = 12 30
55 – 59 10 * 30 / 50 = 6 10 * 20 / 50 = 4 10
TOTAL 30 20 50

Expected frequencies:
 (Oi-Ei)^2 /
Oi Ei Oi-Ei Ei
6
6 0 0
4
4 0 0
20
18 2 0.22
10
12 -2 0.33
4
6 -2 0.66
6
4 2 1.00
50
50 --- 2.21

Number of degree of freedom = (c-1) * (R—T)

= (2-1) * (3-1)

= 1*2

= 2

Table value for 2 diff at 5% level = 5.991

Result:

Ho is accepted since the calculated value < the table value

Hence the age factor does not affect the excellent

CHAPTER –IV

FINDINGS

 It could observe from the above table majority (60%) of the

employee’s are above 45 – 55 yrs, 20 % of employee’s 35 –
45yrs and 55 – 59yrs.

 Majority (84%) of the employee’s are Male, 16 % of employee’s

are female.

 From the table those SSLC employees have high satisfaction followed by HSS/

ITI, DEGREE / DIPLOMA this differences confirmed by the obtained. The result

indicates that the employees differences in the opinion on the basis of education.

The organization allots a job for suitable person. This will reduce the stress.

 20% of the respondents having to 10-year experience and 30%

of the respondents having 10 to 15 years experience. 50% of the
respondents above 15 years experience.
 10% of the respondents having below 5000 salary and above

10000, 30% of the respondents having 5000 to 7500 and 50% of

the respondents 7500 to 10000.

 Out of 50 respondents 20% of the respondents are feels satisfied

and dissatisfied. 34% of the respondents feel Highly Satisfied.

10% of the respondents feel neither Satisfied nor Dissatisfied.

16% of the respondents feel highly dissatisfied.

 Out of 50 respondents 30% of the respondents are feels relaxed

50% of the respondents feels normal 20% of the respondents

feels Burden.

 Out of 50 respondents 20% of the respondents are feels satisfied

and dissatisfied. 34% of the respondents feel Highly Satisfied.

10% of the respondents feel neither Satisfied nor Dissatisfied.

16% of the respondents feel highly dissatisfied.

 Out of 50 respondents 72% of the respondents are feels satisfied

28% of the respondents feels dissatisfied.

 Out of 50 respondents Company drinking water, scores 1 rank, which satisfies

employees. The employee’s feels neither satisfied nor dissatisfied with the Lunch
 room and Rest room. Which ranks II and III respectively? Some of the

employees also feel dissatisfied with the Restroom & Lunch room. Some of the

employees also feel highly dissatisfied with the toilet.

 Out of 50 of the respondents are feels satisfied 24% of the

respondents feel dissatisfied.

 Out of 50 respondents 20% of the respondents are feels good

40% of the respondents feels Fair 40% of the respondents feels

not fair.

 Out of 50 respondents 20% of the respondents are feel good

Provident Fund 25% of the respondents feel good Pension 15%

of the respondents feel good insurance scheme 16% of the

respondents feel good Gratuity.

 Out of 50 respondents. As company provides employments

injury Benefits, scores 1 rank, which satisfies employee’s highly.

The employees feel Neither Satisfied nor Dissatisfied with the

Family Benefits and Retirement Benefits. Which ranks I and II

 respectively? Some of the employees also feel dissatisfied with

the Family benefits and Retirements benefits.

 Out of 50 respondents 20% of the respondents are feels good

60% of the respondents are feels Fair 20% of the respondents

feels not fair.

 Out of 50 respondents the employees are given I rank to the

housing facilities II rank to the job security, III and IV rank to the

education facilities, V rank to the transport facilities. VI rank to

the recreation facilities, vii rank to the Co-operative stores, and

viii rank to the Co-operative bank.

 Out of 50 respondents, 40 % of the respondents YES 60 % of the respondents

NO.

CHAPTER-V
SUGGESTIONS

1. Most of the employees were dissatisfied from the labour welfare facilities. So

the management needs to concentrate in the welfare scheme.

2. The employees were dissatisfied with the social security benefits and provisions

are to be improved.

3. Effective training and development program are expected by the employees.

4. It is suggested that the salary must be increase according to their experience and

educational qualification.

5. The management is improving the facilities and benefits.

 CHAPTER –VI

CONCLUSION

The survey was undertaken to study the labour welfare and social

measures towards whole level of employees at “D.D.C.S.LTD”. The study is based on

employees welfare facilities, social security benefits, training and development

program, salary were studied. Due to limitation of the facilities the employees are not

satisfied with their work.

From the study to conclude that the employees cannot be fully

satisfied with welfare facilities and social security benefits provided by the mill. So the

management has to take some more steps in order to satisfy the employees. Where by

increase the labour welfare facilities to the employees. Hence it cans development the

mills productivity.

BIBLIOGRAPHY
 • Principle of sugar technology
- P. Honing

• Human resource Management

- Dr. C.B. Gupta

• Human resource Management

- J. Jayashankar

• Industry engineering and production management

- M. Mahajan

• DDCSM Ltd By law and annual reports.