Project

A STUDY ON EMPLOYEE WELFARE MEASURES IN

ARIGNAR ANNA SUGAR MILLS,TANJORE

SUMMER PROJECT REPORT

Submitted by

B.SURESH

REGISTER NO: 27348349

Under the Guidance of

Mr.AMIT NAGPAL,MBA,Ph.d.,

Faculty, Department Of Management Studies

in partial fulfillment for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

PONDICHERRY UNIVERSITY

PUDUCHERRY, INDIA

SEPTEMBER- 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE

MADAGADIPET,PUDUCHERRY

DEPARTMENT OF MANAGEMENT STUDIES

BONAFIDE CERTIFICATE

This to certify that the project work entitled “ A STUDY ON EMPLOYEE

WELFARE MEASURES IN ARIGNAR ANNA SUGAR MILLS,TANJORE “ is a

bonafide work done by B.SURESH [ REGISTER NO: 27348349 ] in partial

fulfillment of the requirement for the award of Master of Business Administration

by Pondicherry University during the academic year 2007 – 2008.

HEAD OF DEPARTMENT GUIDE

Submitted for Viva-Voce Examination held on

EXTERNAL EXAMINER

ACKNOWLEDGEMENT

First and foremost we tank god for his blessings showered on us for completing the project

successfully.

I take this opportunity to express my deep senses of gratitude to Mr.N.KESAVAN, chairman

and Mr.M.DHANASEKARAN, Managing director & S.V. SUGUMARAN, vice chairman,

Sri Manakula vinayagar engineering college, Madagadipet.

We gratefully acknowledge the kindness of Dr.V.S.K. Venkatachalapathy principal Sri

Manakula Vinayagar Engineering College, Madagadipet, for giving me an opportunity to do

the project work.

It is also our privilege to express our sincere thanks to Mr.Tamilmani Administrative

officer for having given us an opportunity to do this project work in their esteemed organization.

We are also bound to give our sincere thanks to our Mr.M. Jayakumar Head of Department,

Department of Management studies. Sri Manakula Vinayagar Engineering College,

Madagadipet for his benevolent and noble assistance in doing the project.

We profoundly express our indelible indebtedness to Mr.AMIT NAGPAL lecture Sri

Manakula Vinayagar Engineering College, Madagadipet, who through her immense

knowledge greatly helped & guided us in this endeavour, she who was very generous in

suggesting improvements and supervising this work all through & her constant interest and

guidance helped us to complete this projects.

It is also our privilege to record our deep sense of gratitude to extend our grate fullness to

Mr.Gunasekaran for his relentless & valuable guidance & suggestions to complete this project.

Finally, we would like to thank our dear parents & family member’s and also wish to thank

each & every one of our faculties and our friends whose efforts and support made this project

success.

TABLE OF CONTENTS

CHAPTER TITLE PAGE NO

ACKNOWLEDGEMENT

ABSTRACT

LIST OF TABLES

LIST OF CHARTS

iiiiiiiv

I INTRODUCTION1

II REVIEW OF LITERATURE 13

III OBJECTIVES 21

IV RESEARCH METHODOLOGY 22

V DATA ANALYSIS AND INTERPRETATION 24

VI FINDINGS OF THE STUDY 55

VIISUGGESTION AND

RECOMMENDATIONS,CONCLUSION57

VIII SCOPE AND LIMITATIONS 59

IX ANNEXURE

1.BIBLIOGRAPHY

2.QUESTIONNAIRE

6061

LIST OF TABLES

S.no TABLE NAME Page No

1 Table showing age of respondents 25

2 Table showing gender of respondents 26

3 Table showing income of the respondent 27

4 Table showing maternity benefit to women employee 28

5 Table showing disablements benefits to individual 29

6 Table showing dependence benefit 30

7 Table showing old age benefit 31

8 Table showing employee injury benefits 32

9 Table showing environment protection effort 33

10 Table showing hosing facility and road facility 34

11 Table showing canteen facilities 35

12 Table showing transport facilities 36

13 Table showing provision for safty equipment 37

14 Table showing drinking water facility 38

15 Table showing education facility 39

16 Table showing conducive work environment 40

17 Table showing workers education 41

18 Table showing workers recreation ,child ,and park 42

19 Table showing crèches benefit to children 43

20 Table showing uniforms in organisation 44

21 Table showing distribution of work 45

22 Table showing market cooperative credit society 46

23Table showing maximum level for satisfaction towards employee welfare facilities

offered in the organisation47

24Table showing minimum levels of satisfaction towards employee welfare facilities


25 Table showing the correlation of age us woek environment factor 49

26 Table showing the correlation of age us convenience factor 50

27 Table showing the correlation of age us work health factor 51

28 Table showing the correlation of age us women and child welfare factor 52

29 Table showing the correlation of age us workers education facilities 53

30 Table showing the correlation of age us out side welfare facilities factor 54

31 Table showing the medical benefit to individual and family 55

LIST OF CHARTS

S.no CHART NAME Page No

1 chart showing age of respondents 25

2 chart showing gender of respondents 26

3 Chart showing income of the respondent 27

4 Chart showing maternity benefit to women employee 28

5 Chart showing disablements benefits to individual 29

6 Chart showing dependence benefit 30

7 Chart showing old age benefit 31

8 Chart showing employee injury benefits 32

9 Chart showing environment protection effort 33

10 Chart showing hosing facility and road facility 34

11 chart showing canteen facilities 35

12 Chart showing transport facilities 36

13 Chart showing provision for safty equipment 37

14 Chart showing drinking water facility 38

15 Chart showing education facility 39

16 Chart showing conducive work environment 40

17 Chart showing workers education 41

18 Chart showing workers recreation ,child ,and park 42

19 Chart showing crèches benefit to children 43

20 Chart showing uniforms in organisation 44

21 Chart showing distribution of work 45

22 Chart showing market cooperative credit society 46

23chart showing maximum level for satisfaction towards employee welfare facilities


24chart showing minimum levels of satisfaction towards employee welfare facilities


25 chart showing the correlation of age us woek environment factor 49

26 Chart showing the correlation of age us convenience factor 50

27 Chart showing the correlation of age us work health factor 51

28 Chart showing the correlation of age us women and child welfare factor 52

29 Chart showing the correlation of age us workers education facilities 53

30 Chart showing the correlation of age us out side welfare facilities factor 54

31 Chart showing the medical benefit to individual and family 55

CHAPTER-1

INTRODUCTIONThe human resource has immense potential. The role of economic development of any

nation depends on the degree of effective mobilization of these resources. The economic

planning envisaging material progress should count on the role of human labour for

harnessing the physical resource of the economy .As human resources from the basis of

very existence of life on the earth of late, the government of India has set up an

Independent Ministry of HRD to carter to the all around development of human resource.

Labour, as a factor of production has certain characteristics that set it apart from others

while land and capital has no mind of their own, labour dose have it. The physical

presence of labour combines with his attitude carves out a special place for labour in the

production process.

The attitude of labour toward the worker holds the key for his performance and unless a

labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired

and developed can not be repeated. It can be said without any hesitation that all

industrialist should realize that “one can buy a man’s time the physical presence at a

particular place , even few muscular movements, but enthusiasm , initiatives, loyalty and

devotion to duty can not be bought”. Labour marks a distinction from other factors of

production on two counts.

a) Management, supervision, organization, co-ordination and such other functions

owe their origin to labor.

b) Unlike capital, which is a depreciating assert, labour is doubtedly an

appreciating assert, contributing more and more to productivity with the

advancement in experience and expertise.

When labour occupies such as prominent place and has a pivotal to play, it is necessarily

may be imminent to provide for its performance through creation proper industrial

atmosphere. Thus the workers performance depends upon the physical and mental

capabilities, which is in turn depends on various factor like working and living condition,

education, health, hygienic and sanitation. In view of the several peculiarities of Indian

Labour composition, Migratory nature, low level of living etc., the importance of these

welfare activities need explict emphasis.

Labour is an asset of every company. The needs of the labour must be satisfied in order to

meet the goals of the organization. Any organization would be effective only when there

is high degree of co-operation between the labour and management. Management seeks

co-operation between the labour force by providing welfare facilities. These welfare

facilities go a long way stimulating interest in the workers to produce their full capacity

and pay a good return to management in the long run. Therefore, labour welfare activities

act as motivators

And the rest in the higher productivity and the profit . It also enables the worker

employed in industries to perform their work in healthy congenital surrounding

conductive to good health & high morale

Any attempt to increase the productivity of efficiency of labour can bear fruit only if the

workers are given the right type of environment and are provided with those basic

amenities of life which have direct bearing on his physical efficiency. Thus plan of

labours welfare regard as an important part of scheme for rising efficiency of labour.

PROBLEM OF THE STATEMENT:Researcher project titled “A Study On Employee welfares Measure With Special

Reference to Social security in Arignar Anna Sugar Mills “. In this project the reseacher to

know the labour welfare measures provide in the Arignar Anna Sugar Mills, and to study

the various dimensions of employee welfare measures as precevied by the worker and

to the perception of the respondents regarding the various labour welfare provided to

them and to suggest to suitable measures to enhance HRD intervention used in improve

the welfare facilities. The study the satisfaction level of various employees toward

welfare measure with special reference to social security Arignar Anna Sugar Mills gains

importance.

PROFILE OF THE COMPANY :(I)GENERAL INTRODUCTION AND INFORMATION ABOUT THE MILLS :

The Tamilnadu Sugar Corporation Limited is a registered company under the provisions

of companies act ,1956.The Aringar Anna sugar mills is one of the units of Tamilnadu

sugar corporation Limited.The Aringar Anna sugar mills is situated in kurungulam

melpathy village,Thanjavur Taluk, about 16 kilometres away from Thanjavur on

Thanjavur-pudukkottai Highways.

The total area in which the mill is situated in an extent of 154.25 acres of land.crushing

operation will be going on for about 6 months in between december -may .The remaining

period will be utilised for overhauling of machineries.The factory had its maiden

crushing during 1976-77 with an installed capacity 1250 metric tons of cane per day.The

crushing capacity of the mills was expanded during 1989-90 from 1250metric tons to

2500 metric tons and crushing at the expanded capacity was started on 26.1.1990 under

expansion and modernization scheme.

(II)STASTICAL INFORMATION ABOUT THE CANE AREA, SUGAR CANE

PRODUCTION AND SUGAR RECOVERY:(A)AREA PRODUCTION OF MILLS:The area of operation of mills is part of thanjavur and part of puddukkottai districts which

covers the following taluks.

(1)THANJAVUR DISTRICT

Thanjavur taluk

Thiruvaiyaru taluk

Orathanadu taluk and

part of papanasam taluk

(2)PUDUKKOTTAI DISTRICT

part of gandharvakkottai taluk

part of pudukkottai taluk

(B)SUGAR CANE DIVISIONAL OFFICES AND ITS SITUATION TO CATER

TO THE NEEDS OF THE GROWERS AND FUNCTIONING AS LIAISON

OFFICE:

There are 9 cane divisional offices ., viz.,

1.Mill site

2.vallam

3.Thanjavur

4.Thiruvayar

5.Ayyampettai

6.Marungualm

7.Orathanadu

8.Gandharvakkottai and

9.Adhanakkottai

Total area brought under sugarcane cultivation:

The total area under suger cane cultivation in the operation in the area of the mills is

12,500 acres.

4.PRODUCTION OF SUGARCANE IN THE LAST 5 YEARS

season area cane

crushed(m.ts).

1999-2000 10724 3,51,335

2000-2001 12421 4,31,587

2001-2002 11970 3,79,817

2002-2003 12451 4,02,036

2003-2004 10690 3,23,019

2004-2005 11328 2,91,319

2005--2006 (crushing

season)

15766 5.26L.Ts.

(estimated)

SUGAR RECOVERY PERCENTAGE IN THE LAST 5 YEARS:

average recovery% peak recovery %

1999-2000 9.16 9.34

2000-2001 9.12 9.39

2001-2002 9.06 9.06

2002-2003 9.75 9.80

2003-2004 10.21 10.28

2004-2005 10.32 10.55

2005-05 10.20(estimated) ---

CANE CRUSING AND SUGAR PRODUCTION FOR IN THE LAST 5 YEARS:

Registered area 11,328acres

Cane crushed 2,91,319 m.t.s

Sugar production

Quintals 3,01,120

Ave sugar recovery 10.32%

CANE CRUSING AND SUGAR PRODUCTION FOR 2004-2005 SEASON:

As per the order of director of sugar , chennai ,we have tentatively programmed to

commerce the cane crusing operation of our mills on 18-11-2005 with an estimated OWN

cane crusing of 4.30l.ts, and a quantity of about 0.85 lakhs tonnes will be diverted to

sister sugar mills ,viz, salem coop, sugar mills, mohanur.

(III)STATISTICAL INFORMATION ABOUT THE PRODUCTION OF SUGAR

AND BY-PRODUCTS AND SALES:

(1)SUGAR PRODUCTION ,SALES &REALISATION FOR THE PAST 5 YEARS

(ACCOUNTING YEAR BASIS)

Accounting year Production Sales Levy &free Costrealisation

Rs .in lakhs

1999-2000 3,21,690 2,72,087 3418.96

2000-2001 3,93,530 2,96,961 3862.65

2001-2002 3,46,470 3,77,256 4604.58

2002-2003 4,02,646 3,68,260 357.13

2003-2004 3,74,875 3,09,505 3754.73

2004-2005 3,57,835 4,13,782 6131.73

(2)MOLASSEA PRODUCTION ,SALES&REALISATION FOR THE PAST 5

YEARS.(ACCOUNTING YEAR BASIS)

Accounting year Production Sales (in metric

tones)

Costrealiation

(rs .inlakhs)

1999-2000 18950.059 18349.530 480.1

2000-2001 17802.996 20631.040 791.9

2001-2002 15922.254 18975.810 127.4

2002-2003 18860.760 9261.935 60.99

2003-2004 15238.540 24480.365 188.66

2004-2005 13015.090 10274.545 136.60

(3) BAGSSE PRODUCTION ,SALES&COST REALISATION FOR THE 5 YEARS

(ACCOUNTING YEAR BASIS)

Year Production Own

consumption for

boiler

Sales Cost

realisation

(rs.in lakhs)

1999-2000 100790.593 93697.312 7101.785 32.80

2000-2001 122141.741 112832.392 9309.345 40.00

2001-2002 102889.350 101677.770 1211.580 18.76

2002-2003 112085.289 108484.275 3218.915 21.95

2003-2004 100589.357 89127.292 11202.570 84.04

2004-2005 95276.554 936247.099 12023.795 90.02*

(*)diffential amount @rs 475 /-per M.T.,has to be claimed from T.N.P.L and NPKRR

CSM for 2004-05 season to whom we have sold bagasse during 2004-05 crusing season.

(4)PRESSMUD:

year

( season basis )

production

(in metric tons)

1999-2000 10699.050

2000-2001 13263.435

2001-2002 13250.214

2002-2003 12271.237

2003-2004 10489.151

2004-2005 9484.439

pressmud was given to the sugar cane Ryots at free of cost during last crusing season.

(IV)SUGAR GODOWN AT MILLS:

There are three sugar godowns in the mills with the following storage capacity .

capacity of godowns

'a' godown ... 1,00,000 quintals

'b' godown ... 50,000 quintals

'c' godwn ... 100000 quintals

-------------------------

Total capacity ... 250000 quintals

-------------------------

There are three sugar godowns with the capacity of 250000 quintals in which two

godowns consists of 1,00,000 quintals each and another one is 50,000 quintals.

Godownwise stock position is as follows:(as on 31.10.2005)

(qty.in qtls.)

godown

Season 2004-05 Total stock

A 85,793 85,793

B -- --

C 27,548 27,548

Total stock 1,13,341 1,13,341

(V)PERFORMANCE OF THE ENGINEERING AND MANUFACTURING

DEPARTMENTS-(IN THE LAST TWO CRUSHING SEASONS).

DETAILS 2003-04 2004-05

CANE CRUSHED (IN MTS) 3,23,019.252 2,91,319.388

SUGAR PRODUCTION

(IN QTLS)

3,32,005.000 3,01,120.000

RECOVERY% 10.21 10.32

TOTAL LOSSES% 1.677 1.73

CAPACITY UTILISATION% 75.121 67.75

(VI) INFORMATION ABOUT ADMINISTRATION:

1. ADMINSTRATION:

The administration of the unit mill is under the control of Tamil Nadu Sugar

Corporation limited. The rules framed by the board of sugar corporation limited are

adopted in the mills.

The disrtric revenue officer who is knon as chief is the overall authority for

the unit mill is concerned and some of the officers who are the head of the departments

specialised in the respective department are working under the control of the chief

executive.

2.EMPLOYEES STRENGTH:

Total number of existing employees at present :515 as on date reak up details:-

Regular Seasonal Total

Administrative dept 113 1 114

Cane dept 75 37 112

Engineering dept 125 40 173

Manufacturing dept 35 52 87

Total 372 143 515

3.WELFARE:

Various welfare activites which were provided have been stopped due to financial crisis

except the statutory welfare schemes.

The following are some of the welfare activites provided at present.

1. A canteen is being run on contract basis .foodstuffs and tea beaing provided to

theworkersand staff at the rates fixed by the mills, as agreed by the contractor.

2. Provision of quarters, numbering 188.

3. Bus facility to the employees and employee's children have been provided rs. 30/- per

employee and rs 20/-per employee's children are being collected as nominal fare .

4.SCHOOL:

We are running goverment aided primary and high school in our mills campus for the

welfare of the employees and cane growers children ,in which 4 teachers and 150

students and 9 teachera and 390 students are studuing respectively.out of the above 13

teachers,12 teachers are getting salary from the government and one teacher is paid by

the mills.

5.VOLUNTARY RETIREMENT SCHEME:

The board of tamilnadu sugar corporatrion limited has the formulated a revised

staffing pattern reducing the employees strength for a total employees of 439 with a

view to reduce the establisment cost since the company has referred to "bureau of

induusrial finance and reconsrtruction (BIFR)"as a stick company".

(VII) FINANCIAL STATUS:

2001-02 2002-03 2003-04 2004-05

COST OF PRODUCTION

PER QUINTAL1433.00 1330.09 1358.92 1544.70

HEAVY AND FREE SALE

MIXED AVERAGE

REALISATION(PER QUINTAL)

1255.42 1183.33 1218.25 1484.69

PROFIT/ LOSS FOR THE

YEAR RS .IN LAKHS-764.24 -798.74 -358.54 (+)496.56

FUNDS POSITON PARTICUALARS AS ON 31.10.2005

( RS.IN LAKHS)

A.CASH CREDIT LIMIT (SANCTIONED ) 3,000.00

B.VALUE OF STOCK 1,799.97

C.LESS:MARGIN &LIEN 204.59

D.DRAWING POWER AVAILABLE 1,595.38

E. AMOUNT DRAWN 455.87

F.BALANCE DRAWING POWER AVAILABLE 1,139.510

CANE PAYMENT DETAILS AS ON 31.10.2005(2004-05 CRUSING SEASON)

1.CANE CRUSHED 2,91,319.388MTS.

(09-12-04 TO 14-04-05)

2.CANE PRICE DUE RS 2,605.97 LAKHS

@RS.894.60/MT

3.CANE PRICE PAID RS 2605.97KAKHS

4.CANE PRICE DUE RS -NIL-

Cane diversion:

To (1)Thiru arooran sugars ltd,

Thirumandankudi, papanasam tk.

1. Qty diverted : 3729 M.ts.,

2. Amount to be received : Rs .33.35 lakhs @ rs.894.60 per m.t.

3.Amount so far received : RS 33.35 LAKHS

4.Balance to be received : --NIL—

(VIII) NATIONAL AWARDS :

The mills has receved the following national awards for high technical performance .

A.1985.86-productivity award (2nd prize)

B.1986-87-productivity award (1st prize)

C.1987-88- second prize for higherstanderd of technical efficiency.

D.1988-89-prize and commendation certificate for higher standards of techincal

efficiency.e.2001-02-recived state level safety aaward (3rd prize)for group b industries

F. 2003-04-svp memorial award for best sugar factory performance award

2003-04.

ISO-9001-2000 CERTIFIED INSTITUTION:

Our mills has been assessed and registered by the national quality assurance

company ,bangalore ,against the provision of BS EN ISO 9001-2000 with effect from

01.04.2005.

CHAPTER - II

REVIEW OF LITERATURE

INTRODUCTION:The term welfare Suggest many meaning such as the state of well being, healthy

happiness & development of human resource. The concept of welfare has been described

state as tool concept .It describes state of existence involving, physical, mental, moral

emtion well being .The social concept of welfare of man and his family hic community.

There is interconnection of there aspect .In the sense that all the three works together or

individual supplement on another,in a three dimensional approach Each serving are ends.

Definition:The term labour welfare is one, which tends itself to various interpretation and it has not

always the same significance in different countries . As appointed out by the same

significance in labour ,the term “welfare” as applied to the Industrial worker as author

James ODD Remarks ,”a series of supply diverse option exists on motives merits

Industrial welfare work.

LABOUR WELFARE:According to proud, welfare work refers to the effort on the part of employee to improve

within in the existing Industrial system, the condition of employment in their own

factories.

PRINCIPEL OF LABOUR WELFARE:Labour welfare is dependent on certain basic principles, which must be kept in mind

properly followed to achieve a successful implementation of welfare programmes

SOCIAL SECURITY:According to the WILLIAMBEVERIDGE “a means of securing an income to take the

place of earning s when they are interrupted by an unemployment ,sickness or accident to

provide an income up to a minimum and also medical treatment to bring the interruption

of earning to an end as soon as possible.

CONCEPT: Social security is primarily an instrument of social and economic justice.

Social security is the security that society furnishes through appropriate

organization against certain risk to which its member is exposed.

OBJECTIVES OF SOCIAL SECURITY:The objectives of social security can be sub-summed under three categories

1. COMPENSATION

2. RESTOATION

3. PRVENTION

COMPENSTION: It ensure security of income

It is based on this consideration that during the period of contingency of

risk

RESTORATION:It con notates cure of one’s sickness .

PREVENTION:These measures imply to avoid the loss of productive capacity due to sickness

unemployment or invalidity to earn income.

SCOPE:The term “social security” is all embracing .the scope of social security is

It covers the aspects relating to social economic justice.

Social security schemes furnished by the government are broadly classified into two

types ,

1. SOCIAL ASSISTANCE

2 .SOCIAL INSURANCE

1.SOCIAL ASSISTANCE:

It refers to the assistance rendered by the government to the needy persons with out

asking them contribution to be entitled to get such assistance

Social assistance includes those benefits which provided by government with out any

Contribution form workers and employer.

Workmen’s compensation, maternity benefits, old age pensions,

2.SOCIAL INSURANCE:

*It refers to scheme of maintaining fund from the contribution made by the employees

and employer with or without a subsidy from the government

*It can be defined as device to provide benefits as of right for persons of small earning .in

amounts which combine the contributive efforts of the insured with subsidies from the

employer and the government

SOCIAL SECURITY MEASURES IN INDIA: In the pre-industrial society, security against various contingencies was provided by the

institution like joint family, caste, guild, village community, religious institution,

etc .Eventually; the emergence of industrial revolution changed both the nature of nines

security as well as the remedies provided for it. The United States of America is

considered to be the birth place of modern social security Act, 1935 under which a United

Social Insurance System was established as the first major step taken in the field of social

security .An old age pension system was also established by the Act of 1935. In 1938, a

social security Board was set up to administer social security measures in the United

States. Later on, the term “social security” was adopted in various countries, of course, in

different forms.

The introduction of social security measures in India is expectedly a recent one. In fact,

the making of climate for industrial security in India started from the 10 th session of the

International Labour Conference held in1927 in which two convention and

recommendations were adopted for social security in the country.

These were discussed thread by bare in the Indian Legislatively Assembely in1928.

However, the Assembely resolved that the introduction of any comprehensive scheme for

social security on the lines proposed by the ILO was impracticable under conditions then

prevailing in the country .Later, the preparatory Asian Regional Labour Conference, held

in New Delhi in 1947 adopted a comprehensive resolution on social security

implementation in various Asian Countries. Following this resolution, the Employees

State Insurance Act, 1948 was enacted in India to inaugurate the social security measures

in the country.

As stated earlier, India, as a “Welfare State”, is expected to take care of the citizens from

the ‘cradle to the grave’. It is this realization; the constitution of India lays down that the

State shall, within the limits of its resources and development, make effective provisions

for securing public assistance in event of unemployment, old age, sickness, and

disablement. The constitutional obligation has served as epoachmaking in India’s effort

in the field of social security schemes have been introduced in the country. Among the

social assistance schemes, old- age assistance schemes are the most important ones. It

was the Government of Uttar Pradesh who introduced old-age assistance scheme for the

first time in 1957. The scheme was designed to pay a monthly benefit to needy individual

over the age of 70 years who had no one to support them. Later on, similar schemes were

introduced in Andra Pradesh yes, the eligibility condition to avail of these benefits and

level of benefit differ across the states. Subsequently, with increasing need for social

security along with the increasing level of national protection against uncertainties in

their lives.

SOCIAL SECURITY LEGISLATION IN INDIA:

In her drive to provide protection to the needy workers, the Government of India has

made the various enactment from time to time. The important among them are:

1. The Workmen’s Compensation Act’1923.

2. The Employee’s State Insurance Act, 1948.

3. The employee’s provident Funds and Miscellaneous Provision Act, 1952.

4. The Maternity Benefit Act, 1961.

5. The Payment of Gratuity Act, 1972.

The social security provisions in these Acts are now briefly outlined as under.

The Workmen’s Compensation Act, 1923:

This Act is the first planned step in the field of social security bin India. The main

objective of the Act is to ensure compensation to workers for accidents occurred during

the course of employment. The main feature of the Act are as fallow.

COVERAGE:This act covers workers employed in factories, mines, plantations, mechanically

propelled vehicles, construction work, railway, ship, circus and other hazardous

occupations specified in schedule II of Act .It does not apply to the Armed forces, casual

workers and workers covered by the Employee’s State Insurance Act1948.

ADMINISTRATION:The Act is administered by the State Government by appointing commissioners for this

purpose under Section 20 of the act.

BENEFITS:Under this Act, compensation is payable by the employer to the workmen for all personal

injuries caused by industrial accident which disable him\her for more than three days. In

case of the death of workman, the compensation is paid to his\her dependents. The Act

also specifies that in case a workman contracts any occupational disease, which is

specified in its third schedule, such disease shall ordinarily be treated as an employment

injury arising out of and in the course of employment. The compensation depond upon on

injury.

The Employee’s State Insurance Act, 1948:The main object of the is to provide social insurance for workers. It is a contributory and

compulsory health insurance scheme that provides medial facilities and unemployment

insurance to industrial workers for the period of their illness. The following are the main

features of the Act.

COVERAGE: The Act covers all workers (whether manual, supervisor or salaried employees) whose

income do not exceed Rs 6,500 per month and are employed in factories, other than

seasonal factories which run with power and employ 20 or more workers. The state

Governments, employees, medical profession and the parliament.

BENEFITS:Under this Act, an insured is entitled to receive the following benefits:

1. Medical benefit.

2. Sickness Benefit.

3. Maternity Benefit.

4. Disablement Benefit.

5. Dependent Benefit.

The employee’s provident Funds and Miscellaneous Provision Act, 1952:

The main objective of this act is to afford the retired workers financial security by way of

provident fund, family pension,and deposit linked insurance .the act is characterized by

the following features

COVERGE:The act covers workers employed in a factory of any industry specified in schedule in

which 20 or more worker are employed or which the central government in its official

gazeete. The act not apply to co-operative societies employing less than 50 persons and

working without the aid of power .It also does not apply to those new establishment till

they become 3 years old.

ADMINISTRATION:There is administered by tripartile central board of trustees represented by employers,

employee and the government .

BENEFITS (THE ACT PROVIDES (3)TYPES BENEFITS

1. PROVIDENT FUND

2 .PENSION

3 .DEPOSIT LINKED INSURANCE

THE MATERNITY BENEFIT ACT 1961:

The main object of this act is to regulate women employment in industrial establishment

for certain specified period before and after childbirth

COVERAGE: The act is applicable to all establishment not covered under employee’s state insurance

act (1948)

ADMINISTRATION:

The act is administered by the employee’s state insurance (ESI) corporation.

BENEFITS:Under this act, a woman is entitled to receive the payment foe maternity benefit at the

rate of average daily wages for a total period of 12 weeks. with effect from 1sFebruary

1996,a woman worker is entitled to grant of leave with wages for maximum period of one

month in cases off illness arising out of MTP or tubectomy .women workers who under

gone tubectomy operation will get tow week’s leave

THE PAYMENT OF GRATUITY ACT (1972):The objective of this Act is to provide economic assistance on the termination of an

employee.

COVERAGE:The Act is applicable to the employees employee in factories, mines, oil field,

plantations, port, railway, companies, shops or other establishments employing 10 or

more persons.

ADMINISTRATION:The Act is administered by a controlling authority appointed by appropriate Goverment.

BENEFITS:Under this Act, on completion of 5 years of service, the employees are entitled to gratuity

payable at the rate of 15 days wages for each completed year of service subject to

maximum of 3.5 lakhs with effect from September 1997.

CONCLUSION:Social security refers to the protection afforded by the government to the needy people

against certain risks cover a person has no control. It covers the aspects relating to social

and economic justice.Labour welfare has become essential because of the very nature of

the Industrial system. The approach to this problem of development in a particular

country. However the need for labor welfare in some way or the other is realized all

over the world because of the socio-economic condition & problem which the industrial

society has thrown up.

CHAPTER-III

OBJECTIVES

1. To study the level of satisfaction of various employee welfare measure with special

reference to social security in Arignar Anna Sugar Mills

2. To study the employee welfare measure with respect to work environment factor,

convince factor, work health factor, women and child welfare factor worker’s education

factor and outside welfare factor.

3. To suggest suitable recommendation to improve employee welfare measures in Arignar

Anna Sugar Mills

CHAPTER-IV

RESEARCH METHODOLOGY

DATA COLLECTION METHOD:For collecting primary data, questionnaires method was followed. The questionnaires

were issued to collect the data. Interaction with the employees was also done in a

informal way. So as to gather information about the feeling of the respondent with

regard to the topic under investing.

SOURCE OF DATA:

PRIMARY DATA:The primary data has been collected by means of questionnaires and interview method

and also to the employee of Arignar Anna Sugar Mills.

SECONDARY DATA: The secondary data has been collected from various public sources. Books, journals and

various website.

RESEARCH DESGIN:To study and describe the satisfaction level of various employee welfare measure

provided to employee Arignar Anna Sugar Mills is Descriptive Research. Descriptive

research includes surveys and fact finding enquires of different kinds. The major purpose

of descriptive research is description of the state affairs as it exist at present.

SAMPLING DESIGN:20 employees has been taken from 5 departments Manufacturing & Research and

Development Department, Finance Department, Marketing Department, Material

management department, HRD/personnel/Admn. Which makes 100 as sample and it is a

stratified random sampling method.

STASTICAL TOOL USED:

Percentage Analysis and

Correlation

CHAPTER – V

DATA ANALYSIS AND INTERPETATION

The data has been collected from 100 employees of Aringar Anna Sugar mills ,Tanjore.

Regarding Employee welfare measure with special reference to social security has been

analysised and interpreted in the following table and charts.

Table 4.1 Age of the Respondents

Frequency Percent Valid Percent Cumulative

Percent

Valid Less than 25

32 32.0 32.0 32.0

25-35 40 40.0 40.0 72.035-45 22 22.0 22.0 94.045 and above

6 6.0 6.0 100.0

Total 100 100.0 100.0

Source: Primary data

Interpretation:From the above table it is clear that40% of the employee belongs to 25-35 age.

Less than 25 25-35 35-45 45 and above

Age of the Respodents

0

10

20

30

40

Freq

uenc

y


Table 4.2 Gender of the Respondents


Percent

Valid Male 85 85.0 85.0 85.0Female 15 15.0 15.0 100.0Total 100 100.0 100.0


Interpretation:From the above table it is clear that 85% of the employees are male and 15 of them are female.

Male Female

Gender of the Respondents

0

20

40

60

80

100

Freq

uenc

y

Gender of the Respondents

Table 4.3 Income of the respondent


Percent

Valid <Rs. 5000 9 9.0 9.0 9.0Rs.5000-10,000

29 29.0 29.0 38.0

Rs.10,000-15,000

37 37.0 37.0 75.0

Rs.15,000-20,000

16 16.0 16.0 91.0

>20,000 9 9.0 9.0 100.0Total 100 100.0 100.0


Interpretation:From the above table it is cleat that 37% of the respondent are earning10, 000-15000.

<Rs. 5000 Rs.5000-10,000 Rs.10,000-15,000

Rs.15,000-20,000

>20,000

Income of the respondent

0

10

20

30

40

Freq

uenc

y

Income of the respondent

Table 4.4 Medical benefit to individual and family


Percent

Valid highly Satisfied

42 42.0 42.0 42.0

Satisfied 41 41.0 41.0 83.0Neutral 15 15.0 15.0 98.0Dissatisfied 2 2.0 2.0 100.0Total 100 100.0 100.0


Interpretation:From the above table it is clear that 42 percent of the people are highly satisfied and 41 percent of the people satisfied towards medical benefit to individual and family.

highly Satisfied Satisified Netural Dis-Satisified

Medical benefit to individual and family

0

10

20

30

40

50

Freq

uenc

y

Medical benefit to individual and family

Table 4.5Maternity benefit to women employee


Percent

Valid Highly satisfied

7 7.0 7.0 7.0

Satisfied 50 50.0 50.0 57.0Neutral 42 42.0 42.0 99.0Dis-Satisfied

1 1.0 1.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 50 percent of the people are satisfied and 7 percent of the people highly satisfied towards to maternity benefit to women employee.

Highly satisified Satisified Netural Dis-Satisfied

Maternity benefit to women employee

0

10

20

30

40

50

Freq

uenc

y

Maternity benefit to women employee

Table 4.6 Disablement benefits to individual


Percent

Valid Highly Satisfied

21 21.0 21.0 21.0

Satisfied 52 52.0 52.0 73.0Neutral 25 25.0 25.0 98.0Dis-satisfied 1 1.0 1.0 99.0Highly dis-satisfied

1 1.0 1.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 52 percent of the people are satisfied and 21 percent of the people highly satisfied towards disablement benefits to individual.

Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-satisfied

Disablement to individual

0

10

20

30

40

50

60

Freq

uenc

y

Disablement to individual

Table 4.7 Dependence Benefit


Percent


7 7.0 7.0 7.0


2 2.0 2.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 58 percent of the people are satisfied and 7 percent of the people highly satisfied towards dependence benefit.

Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-satisfied

Dependence Benefit

0

10

20

30

40

50

60

Freq

uenc

y

Dependence Benefit

.

Table 4.8 Old age Benefit


Percent


15 15.0 15.0 15.0

Satisfied 52 52.0 52.0 67.0Neutral 29 29.0 29.0 96.0Dis-satisfied

4 4.0 4.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that s 52 percent of the people are satisfied and 15 percent of the people highly satisfied towards the old age benefit.

Highly satified Satisfied Neutral Dis-satisfied

Old age Benefit

0

10

20

30

40

50

60

Freq

uenc

y

Old age Benefit

.

Table 4.9 Employee injury benefit


Percent


20 20.0 20.0 20.0


2 2.0 2.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 52 percent of the people are satisfied and 20 percent of the people highly satisfied towards employee injury benefit.


Employee injury benefit

0

10

20

30

40

50

60

Freq

uenc

y

Employee injury benefit

Table 4.10 Environmental Protection effort


Percent


19 19.0 19.0 19.0


4 4.0 4.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 47 percent of the people are satisfied and 19 percent of the people highly satisfied towards environmental protection effort offered in the organization.


Environmental Protection

0

10

20

30

40

50

Freq

uenc

y

Environmental Protection

Table 4.11 Housing facility/Road Lighting


Percent


16 16.0 16.0 16.0


2 2.0 2.0 100.0

Total 100 100.0 100.0

Source: Primary dataInterpretation:From the above table it is clear that 47percent of the people are satisfied and 16 percent of the people highly satisfied towards the housing facility, road, and lighting offered in the organization.


Housing facility/Road Lighting

0

10

20

30

40

50

Freq

uenc

y

Housing facility/Road Lighting

Table 4.12 Canteen Facilities


Percent


27 27.0 27.0 27.0


3 3.0 3.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 38 percent of the people are satisfied and 27 percent of the people highly satisfied towards canteen facility offered in the organization.


Canteen Facilities

0

10

20

30

40

Freq

uenc

y

Canteen Facilities

Table4.13 Transport Facilities


Percent


16 16.0 16.0 16.0


6 6.0 6.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it is clear that 48 percent of the people are satisfied and 16 percent of the people highly satisfied towards the transport facility offered in the organization.


Transport Facilities

0

10

20

30

40

50

Freq

uenc

y

Transport Facilities

Table 4.14 Provision for Safety equipment


Percent


15 15.0 15.0 15.0


2 2.0 2.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 43 percent of the people are satisfied and 15 percent of the people highly satisfied towards provision of safety equipment offered in the organization.


Provision for Safety equipment

0

10

20

30

40

50

Freq

uenc

y

Provision for Safety equipment

.

Table 4.15 Drinking water facility and sanitation


Percent


15 15.0 15.0 15.0

Satisfied 60 60.0 60.0 75.0Neutral 23 23.0 23.0 98.0Dis-satisfied

2 2.0 2.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 60 percent of the people are satisfied and 15 percent of the people highly satisfied towards the drinking water facility and sanitation offered in the organization.

Highly satisfied Satisfied Neutral Dis-satisfied

Drinking water facility and sanitation

0

10

20

30

40

50

60

Freq

uenc

y

Drinking water facility and sanitation

Table 4.16 Education facility


Percent


15 15.0 15.0 15.0

Satisfied 48 48.0 48.0 63.0Netural 27 27.0 27.0 90.0Dis-satisfied 6 6.0 6.0 96.0Highly dis-satisfied

4 4.0 4.0 100.0

Total 100 100.0 100.0

Source: primary data

Interpretation:From the above table it shows 48 percent of the people are satisfied and 15 percent of the people highly satisfied towards the educational facility offered in the organization.

Highly satisfied Satisfied Netural Dis-satisfied Highly dis-satisfied

Education facility

0

10

20

30

40

50

Freq

uenc

y

Education facility

Table 4.17 Conducive work environment


Percent


13 13.0 13.0 13.0


2 2.0 2.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 50 percent of the people are satisfied and 13 percent of the people highly satisfied towards the conducive work environment offered in the organization.


Conducive work envrionment

0

10

20

30

40

50

Freq

uenc

y

Conducive work envrionment

.Table 4.18 Worker's education


Percent


14 14.0 14.0 14.0


1 1.0 1.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 57 percent of the people are satisfied and 14 percent of the people highly satisfied towards the worker’s education benefits given in the organization.


Worker's education

0

10

20

30

40

50

60

Freq

uenc

y

Worker's education

.Table 4.19 Worker recreation/child/youth/women's club/play ground, park


Percent


14 14.0 14.0 14.0


4 4.0 4.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 45 percent of the people are satisfied and 14 percent of the people highly satisfied towards the worker recreation, child, youth, women’s club, play ground, park.


Worker recreation/child/youth/women's club/play ground, park

0

10

20

30

40

50

Freq

uenc

y

Worker recreation/child/youth/women's club/play ground, park

Table 4.20 Creches benefit to children


Percent


18 18.0 18.0 18.0


8 8.0 8.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 34 percent of the people are satisfied and 18 percent of the people highly satisfied.


Creches benefit

0

10

20

30

40

Freq

uenc

y

Creches benefit

Table 4.21 Uniforms given in the organization


Percent


12 12.0 12.0 12.0


1 1.0 1.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 58 percent of the people are satisfied and 12 percent of the people highly satisfied towards the uniform given by the organization.


Uniforms

0

10

20

30

40

50

60

Freq

uenc

y

Uniforms

Table 4.22 Distribution of work/provision of rest hours


Percent


12 12.0 12.0 12.0

Satisfied 47 47.0 47.0 59.0Neutral 36 36.0 36.0 95.0Dis-satisfied 4 4.0 4.0 99.0Highly Dis-satisfied

1 1.0 1.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 47 percent of the people are satisfied and 12 percent of the people highly satisfied towards the provision of rest hours offered in the organization.

Highly satisfied Satisfied Neutral Dis-satisfied Highly Dis-satisfied

Distribution of work/provision of rest hours

0

10

20

30

40

50

Freq

uenc

y

Distribution of work/provision of rest hours

Table 4.23 Market co-operative/credit society


Percent


8 8.0 8.0 8.0


11 11.0 11.0 100.0

Total 100 100.0 100.0


Interpretation:From the above table it shows 31 percent of the people are satisfied and 18 percent of the people highly satisfied towards existence of marketing co-operative credit society offered in the organization.


Market co-operative/credit society

0

10

20

30

Freq

uenc

y

Market co-operative/credit society

Table 4.24 Maximum level of satisfaction towards Employee welfare facilities offered in the organization.

S.no Particular Percentage Rank1 Drinking water facility 60% 12 Dependence benefit 58% 23 Uniform’s to employee 58% 24 Worker’s education 57% 3


Interpretation:From the above table maximum level of satisfaction towards employee welfare facilities offered in the organization are ranked below:Rank 1 - Drinking water facility Rank 2 - Dependence benefitRank 2 - Uniform’s to employeeRank 3 - Worker’s education

Table 4.25 Minimum level of satisfaction towards Employee welfare facilities offered in the organization. S.no Particular Percentage Rank1 Marketing co-operative credit society 31% 12 Creches benefit to children 34% 23 Canteen facility 38% 3


Interpretation:From the above table Minimum level of satisfaction towards employee welfare facilities offered in the organization are ranked below:Rank 1 - Marketing co-operative credit societyRank 2 - Creches benefit to childrenRank 3 - Canteen facility

Table 4.26 table showing the Correlation of age vs work environment factor.


Work environment factor


Pearson Correlation 1 .097

Sig. (2-tailed) .339 N 100 100 Work environment factor

Pearson Correlation .097 1

Sig. (2-tailed) .339 N 100 100


Work environment factor = Environmental Protection+ Provision for safety equipment+

Uniform.

Interpretation:From the above table it is clear that age of the employees and employee welfare factors

with respect to work environment is positively correlated. There is a relationship between

age and employee welfare factors with respect to work environment .The relation

between two variable in such that as one variable values tend to increase the other

variable value tend to increase.

Table 4.27 table showing the Correlation of age vs Convenience factor


Convenience factor


Pearson Correlation 1 .208(*)

Sig. (2-tailed) .038 N 100 100Convenience factor Pearson

Correlation .208(*) 1

Sig. (2-tailed) .038 N 100 100


Convenience factor =canteen facilities+ Drinking water facility+ Conducive work

environment.

. Interpretation: From the above table it is clear that age of the employees and employee welfare factors

with respect to convenience factor is positively correlated. There is a relationship

between age and employee welfare factors with respect to convenience factor The

relation between two variable in such that as one variable values tend to increase the

other variable value tend to increase.

Table 4.28 table showing the Correlation of age vs Work health factor.


Work health factor



Sig. (2-tailed) .325N 100 100

Work health factor Pearson Correlation .100 1

Sig. (2-tailed) .325 N 100 100


Work health factor = Medical benefit to individual and family + Disablement to individual+ Dependence benefit+ Old age benefit +Employee injury benefit.

. Interpretation:From the above table it is clear that age of the employees and employee welfare factors

with respect to work health factor is positively correlated. There is a relationship

between age and employee welfare factors with respect to work health factor The



Table 4.29 table showing the Correlation of age vs Women and child welfare factor


Women and child welfare factor



Sig. (2-tailed) .266 N 100 100Women and child welfare factor


Sig. (2-tailed) .266 N 100 100


Women and child welfare factor = Maternity benefit for women employee+ crèches

benefit.


with respect to women and child welfare factor is positively correlated. There is a

relationship between age and employee welfare factors with respect to women and child

welfare factor The relation between two variable in such that as one variable values tend

to increase the other variable value tend to increase.

Table 4.30 table showing the Correlation of age vs Worker’s education factor.


Worker education factor



Sig. (2-tailed) .251N 100 100

Worker’s education factor


Sig. (2-tailed) .251 N 100 100


Worker’s education factor = Educational facility + Worker’s education.


with respect to worker’s education factor is positively correlated. There is a relationship

between age and employee welfare factors with respect to worker’s education factor The



Table 4.31table showing the Correlation of age vs. Outside welfare facilities factor


outside welfare factor


Pearson Correlation 1 -.060

Sig. (2-tailed) .555N 100 100

outside welfare factor

Pearson Correlation -.060 1

Sig. (2-tailed) .555 N 100 100


Outside welfare factor =Housing facilities and road lighting+ Transport facility+ Market

co-operative and credit facility.

Interpretation:From the above table it is clear that age and outside welfare factors with employee

welfare is negatively correlated. There is a negative relationship between age and job

related to employee welfare outside. The relation between two variable in such that as

one variable values tend to increase the other variable value tend to decrease

CHAPTER – VI

FINIDINGS

1. 40% of the employee in the organastion belongs to 25-35 agewhich means

large people is young.

2. 85% of the employee are male.

3. 37% of the employees are earning 10,000-15000 per month.

4. 42% of the are employee are highly satisfied towards medical benefit to

individual and family offered in the organization.

5. 50% of the employee are satisfied towards the maternity benefit to women

employee offered in the organization.

6. 52% of the employee are satisfied towards disablement benefits to individual

offered in the organization

7. 58% of the employee are satisfied towards the dependence benefit provided in

the organization.

8. 52% of the employee are satisfied towards old age benefit provided in the

organization.

9. 52% of the employees are satisfied towards employee injury benefit offered in

the organization.

10. 47% of the employee are satisfied towards environmental protection offered in

the organization.

11. 47% of the employee are satisfied towards housing facility and road lighting

offered in the organization.

12. 38% of the people satisfied towards the canteen facility offered in the

organization

13. 48% of the people are satisfied towards the transport facility offered in the

organization.

14. 43% of the people are satisfied towards provision for safety equipment

provided in the organization.

15. 60% of the people are satisfied towards drinking water facility and sanitation

provided in the organization.

16. 48% of the people are satisfied towards educational facility provided in the

organization.

17. 50% of the employee are satisfied towards conducive work environment

offered in the organization.

18. 57% of the employee are satisfied towards worker’s education offered in the

organization

19. 45% of the employee are satisfied towards worker recreation, child, youth,

women’s club, play ground, park.

20. 34% of the employee are satisfied towards crèches benefit offered in the

organization.

21. 58% of the employee are satisfied towards the uniforms offered in the

organization.

22. 47% of the employee are satisfied towards distribution of work/provision of

rest hours.

23. 31% of the employee are satisfied towards marketing co-operative credit

society offered in the organization

24. Drinking Water facility Ranked as no.1, Dependence benefit and Uniform’s to

employee are ranked no.2 and worker’s education are ranked at no.3, towards

Maximum level of satisfaction welfare facility offered in the organastion.

25. Marketing co-operative credit societies are ranked at no.1, Creches benefits to

children are ranked at no.2 and canteen facilities are ranked at no.3. Towards

Minimum level of satisfaction welfare facility offered in the organastion.

26. Correlation of Age vs Worker Environment factor are positively correlated.

27. Correlation of Age vs Convenience factor are positively correlated.

28. Correlation of Age vs Work Health factor are positively correlated.

29. Correlation of Age vs Women and Child Welfare factor are positively

correlated.

30. Correlation of Age vs Worker’s Education factor is positively correlated.

31. Correlation of Age vs Outside Welfare factor is negatively correlated.

CHAPTER-VII

SUGGESTIONS

Medical benefit should be provided inside the industry by

providing small dispensary/hospital.

Quality of food in the canteen should be improved.

Schools with good standard providing Quality education should

established.

The employee should be made members in welfare club like (Red

Cross& lions club etc).

Marketing Co-operative societies should be formed and the

company can also have tie up with co-operative bank for granting

loans.

CONCLUSION

The welfare measure are more important for every employee, without welfare measure

employee can not work effectively in the organization. Social securities measure like

workmen compensation, maternity benefit, old age benefit, medical benefit and family

welfare benefit are very important. The organization by providing better social securities

to employee the satisfaction towards job can be improved. But they are lacking in canteen

facilities, worker’s education facilities, marketing co-operative credit societies. They

should take necessary steps to improve in those measures. So that the employee can do

his job more effectively.

CHAPTER-VIII

SCOPE AND LIMITATIONS

SCOPE OF THE STUDY:The scope of the study is to find out how for the existing welfare schemes cater to the

requirement of the employee of Arignar Anna Sugar Mills, Kurungulam. The study will be

able to throw light on the dark spots where it need some sort of improvement in the

welfare scheme that have been implement. The purpose of the study is to measure the

employees attitude regarding the welfare measures provided in the company.

LIMITATIONS:Regarding data, the researcher had difficulty to get back all the questionnaires supplied to

the employees, and also some of the workers were reluctant to respond to the

questionnaires due to fear. Some of the favorable & unfavorable answer due to reasons

unknown to them.

A) BIBOLOGRAPHY:1. Aswathappa.k, Human Resource and Personnel Management Text and cases, Tata

Mc Graw Hill, 2002, New Delhi.

2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw Hill,

1999, New Delhi.

3. Bernardin H..Jonn Human Resource Management, on Experimental Approach,

Tata Mc Graw Hill, 2002, New Delhi.

4. Gary Dessler, Human Resource Management, Prentice Hall, Tenth Edition 2004,

New Delhi.

5. Gary Dessler, Framework for Human Resource Management, Prentice Hall, Tenth

Edition 2005 New Delhi.

6. Jerald R.Smith Peggy A. Golden, Human Resource Simulation, Prentice Hall,

Second Edition 2005, New Delhi.

Websites:

www.google.com

ANNEXURE

B)QUESTIONNAIRESATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES

AND SOCIAL SECURITY OFFERED TO EMPLOYEES.

NAME : ______________________________

AGE :□ Less than 25□ 25-35□ 35-45□ 45 & above.

SEX : □ Male□ Female

EDUCATION QUALIFICATION : SSLC/UG/PG/PROFESSIONAL

INCOME :Less than 5000□ 5000-10,000□ 10,000-15,000□ 15,000-20,000□ 20,000 & above

DEPARTMENT : ______________________________

DESIGNATION : ______________________________

YEARS OF EXPERIENCE : ______________________________

(Please tick the appropriate box)Slno QUESTIONS HIGIILY

SATISFIED SATISFIED NEUTRAL DIS-SATISFIED

HIGHLY DIS-

SATISFIED

1. Medical benefit to individual and family.

2. Maternity benefit for women employee.

3. Disablement to individual.

4. Dependence benefit.

5.Old age benefit

(Gratuity, PF, Group insurance, Loan benefit, O.T)

6. Employee injury benefit.

7. Environmental protection.

8. Housing facilities/Road Lighting.

9. Canteen facilities.

10. Transport facilities.

11. Provision for safety equipment.

12. Drinking water facility and sanitation.

13. Educational facility.

14. Conducive work environment.

15. Worker’s education facility.

16.Worker recreation/ child/ youth/ women’s club/ play

ground, park etc.,

17. Crèches benefit.

18. Uniforms.

19.Fair distribution of work/ provision for rest hours/

breaks.

20. Market co-operative/ Credit society.

Project

Documents

individual table

organisation table

respondent table

children table

park table

age of respondents table

women employee table

dependence benefit table