tamul

EMPLOYEE WELFARE MEASURES

Chapter-I

INTRODUCTION

1.1 Introduction

Human resource management is a management function that helps

manager’s recruit, select, train and develops members for an organization.

Obviously HRM is concerned with the people’s dimensions in organizations.

The principle resource of an organization is the people. Managing people is the

most important aspect of managing an organization.

HRM views people as an important source or asset to be used for the benefit

of organization HRM views people as an important source or asset to be used

for the benefits of organization, employee and society. No longer is man power

just one of the resources in industries and business. It is the most important of

all resources. This is because man power is that resources like machine, money

and others.

Specially, the activities of HRM included are human resources planning,

job analysis and design recruitment and selection orientation and placement

and development performance appraisal and job evaluation, employee and

safety and health, industries related and the like HRM is a function more

concerned with employee welfare, safety and health.

GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 1


1.2 MEANING AND DEFINITION OF HRMMeaning of HRM:

HRM is a term with which many organizations describe to

combination of traditionary administration personal function with performance

management, employee relations and resource planning. The fried draws upon

concepts developed in industrial organization psychology.

Moderns analysis emphasize that human beings are not commodities

or resources, but are creative and social being that make class contributors

beyond “labor” to society and civilization. The broad term human capital has

evolved to contain same of this complexity and in micro-economic the term of

this “firm specific “” human capital” has came to represent a meaning of the

term human resources

1.3 Definition of HRM:

According to Lennon. C. megginson, the term human resources can be

though of as “the total knowledge skill, and creative ability, talents and aptitude of

an organization work force as well as the individual involved”

1.4 Features of HRM: HRM is concerned with employee both as individual and as a group in

attaining the goal.

HRM is continues and never ending process.

It aims at attaining the goal of organization, individual and society in an

integral approach.

It is concerned mostly with managing human resources at work



Individual employee goals consists of a job satisfaction, job security, high

salary, attractive fringe benefits, challenging work, pride, status, recognition

opportunity for development etc..

HRM aims at securing unreserved co-operation from the entire employee in

order to attain predetermined goals.

It applies to the employee in all type of organization.

1.5 Objectives of HRM: To create and utilize an able and motivated work force to accomplish the

basic organization goals.

To attain an effective utilization of human resource in the achievement of

organization goal.

To develop inner hidden talent of individual workers. This may be used for

the development of the organization.

To make the organization people to acquire power to perform the different

types of work that may come in their way at present or in the future.

To train new employee to the level required by the organization to perform

their task effectively.

Generally HRM provides opportunities to employee to grow and strengthen

management and professional in all areas of the organization.

The existing employee will also be trained to take up more responsibilities.

To respect individual as people are the greatest assets.

To be close to he customer through employee.

To develop team work among the workers and an organization culture which

helps the organization to grow and make the individual workers to be

dynamic.



1.6 Functions of HRM:


HUMAN RESOURCE

MANAGEMENT

MANAGERIAL FUNCTIONS

OPERATIVE FUNCTIONS


Planning Employment

Organizing Human relation

Directing Human resource

Development

Controlling Industrial Relations

Recent trends in

HRM


MANAGERIAL FUNCTIONS

OPERATIVE FUNCTIONS


1.7 Scope of HRM:-

The scope of HRM is as shown below:-


Employee Hiring

Nature of HRM

Industrial relations

Employee Maintenance

Employee motivation

Employee and executive remuneration

Prospectus of HRM


1.7 Importance of HRM:-HRM is extremely important for the growth of an organization is important can

be discussed at various level.

Corporate level:-

HRM can help a corporate or an enterprise in achieving its goal more

efficiently

Attracting and retaining the required personal through effective recruitment.

Important necessary skilled for the development of the employee.

Motivate the people and bound them into a team and well pursuit of

organization goals.

Professional Level:-

Effective management of human resource helps to improve the quality of

work. It permits team work by providing a healthy working environment. It

provides maximum opportunity for personal development of each employee.

Society level:-

HRM has a greatest significance for the society. It maintains balance

between job seekers and job available. It provides suitable employment to people

that provides social and psychological satisfaction to them.

Introduction:-

One to rapid industrialization and economic growth resulted in increased of

number of industry, man power and growth of an industrial society. The socio-

economic changes coupled with other complications made the industrial labor to

demand “welfare” as matter or right, now-a-days. India has taken great interest in



the welfare measures of industrial labor especially after Bhopal tragedy at the

international level too, the welfare in the field of labor welfare and future of the

same indicates challenging scenario.

Humanitarian attitude of the national leading and legislation largely

contributed to the labor welfare activities in India

Welfare services from a major part of the work of human resources

management in India. Therefore the function is widely called the “Bread and butter

of Human Resource Management”.

Definition of Employee Welfare:-

Employee welfare means “the effort to make life worth with living for

workmen. According to Todd “Employee welfare means anything done for the

comfort and improvement intellectual or social, of the employee over and above

the wages paid which is not a necessity of the industry”.

Features of Employee welfare:-

Employee welfare is a comprehensive term including various services,

facilities and amentias provided to employee for their betterment.

The basic purpose is to improve the lot of the working class

Employee welfare is a dynamic concept

Employee welfare measures are also known as fringe benefits and services.

Welfare measures may be the statutory and non- statutory.

Objectives of employee welfare:-

Employee welfare is in the interest of the employee, the employer and the society

as a whole. The objective of employee welfare is:-



It helps to improve

It improves the loyalty and moral of the employee

It reduces labor turnover and absenteeism.

It helps to improve the good will and public image of the enterprise

It helps to improve employee productivity

Type of welfare measures

STATUTORY WELFARE MEASURES

1) rest room

2) Drinking water

3) Ventilation

4) First aid application

5) Lighting

6) Sitting arrangements

7) Canteen

8) Ambulance

9) Latrines and urinals

10) Employee of women and child

11) Welfare officer

NON-STATUTORY WELFARE MEASURES:-1) Recreation facility

2) Housing facility

3) Providing uniform to workers

4) Safety education and training

5) Transport facility

6) Medi-claim facility 7) Educational allowances



CHAPTER-II

RESEARCH DESIGN OF THE STUDY

Research is an important prerequisite for a dynamic social order. Research

is an activity directed at “the systematic research for pertinent information on a

topic”. It’s a critical and exhaustive investigation. Research involves gathering new

data from primary sources or first hand sources or using existing data for a new

purpose.

“Research design is a program that guides the investigator in the process of

collecting, analyzing and interpreting observation”.

2.1Title of the study: The title of the study is “A STUDY ON

EMPLOYEEWELFARE MEASURE IN TUMUL MALLASANDRA”.

2.2 Statement of the problem:

Statement of the problem is to study the personal department role in

TUMUL Tumkur to study the main aim at understanding nature of policy and

extract of various welfare schemes by the management.

2.3 Objective of the study.

To study employee welfare measures.

To study welfare facilities provided by the employer to the employee in the

organization

To study workers environment department.

To study the level of satisfaction of employer on welfare schemes.

To analyze the employee welfare program of TUMUL

To evaluate the employee welfare programs of TUMUL



To offer suggestion and corrective measures and strategies of the study.

2.4 Scope of the study:-

The study helps to know about the present welfare schemes type, type of

industrial accidents, happen, behavior and attitude of the employee which relates to

facilities and accidents etc... Type of the employee of the management of KMF

TUMKUR utilized this information and takes the proper step.

2.5 Methodologies

Data regarding HRD process was collected in two ways

Primary Data:-

Include the information derive from contact with the employee and

survey conducted for the some purpose to extract information of present

research objectives.

Primary data has been collected from manager and through directed

interviews and also questionnaires.

Secondary Data:-

The secondary data is collected from internal employee profile,

magazines, journals, periodicals, books, reports and material provided by

TUMUL

2.6 A) Sampling size:-The samples respondents were questioned from all

the departments of organization and sample size is 50



B) Sampling technique: random sampling technique is adopted for this

study.

C) The data was collected from the employee in the premises of TUMUL

unit from various departments.

2. 7 Research Instruments:

The questionnaire was developed on the basis description study with 50

respondents for the study.

2.8 Plan of Analysis:

For the purpose of analysis of data in this report the tools used are percentage

rating, charts, table & graphs.

2.9 Limitations of the study:

The study was restricted to TUMKUR MILK UNION Tumkur.

Due to time constraints only 50no.of responds were contacted.

The employee have not answered properly may be due to fear about their

management.

Information was collected during working hours and hence they didn’t take

much time while answering (Because their too much busy).

Whatever the information collected from respondents taken into

consideration for analysis and calculating.

Suggestions are based on a data collected.

2.10 Chapter scheme:

1. Chapter 1Introduction



It deals with introduction to HRM, employee welfare definition, employee

welfare schemes, objectives, features of employee welfare.

2. Chapter 2- Research design

It deals with title, statement of the problem objective and scope of the study,

methodology, sampling design and limitations of the study.

3. Chapter 3- Company Profile:-

It deals with the profile of the organization.

4. Chapter 4- theoretical background of the study

This chapter includes employee welfare meaning, factories act, need and

importance of employee welfare details study of statutory and non-statutory

welfare schemes, merits and demerits of employee welfare, industrial accidents.

5. Chapter 5- Analysis and interpretation of data:-

It covers analysis and interpretation of the data collected through

questionnaires.

6. Chapter 6- Summary of findings, suggestions and conclusions

This chapter includes findings, suggestion for some identified

problem and conclusions based on information collected.

CHAPTER-III



The Brief History About Industry

AN OVERVIEW OF DAIRY INDUSTRY IN INDIA

Profile of dairy industry in India

The organized dairies handle only five percent of the total milk procurement

in the country. India with a landmass of about 3.2 million sq.kms. Stretches to

2977 km. between the farthest with considerable diversity in agro – climate

conditions. The environment plays an important role in the productivity of cattle.

In general, given a particular gene pool, about 70% - 80% of the other words, the

habitability ot\r transmitting ability of productive traits is only 20 – 305.

To produce milk from 100% pure from animals could necessitate providing

the climate conditions, which would only increase the production costs and

therefore, making the enterprise impractical in India on a large scale.

Dairy co – operative movement in India

In recent years dairying has emerged as an important instrument for

providing employment and income to rural households in India. Now – a – days, is

has gained much importance to provide a direct solution to the problems of rural

poverty and emerging imbalances.

Milk is the second largest Indian agricultural commodity, rice stands first

with a value of eighteen thousand crores and milk ten thousand crores; human

energy source is also drawn from this sector as 90% of the animal protein

and100% animal fat are derived by Indian vegetarian from the perfect food milk. It

has been well – documented fact the 70 – 75% households of small and marginal

farmers and landless labours are also wedded to dairying traditionally since ancient



times. In India 26% of agricultural gross domestic products is derived from the

livestock sector.

In the dietary of Indian people milk and its products have been accepted as

choice items. In ancient days population was small and life was simple and

confined almost exclusively in rural areas

The demand for milk and its byproducts particularly in the urban areas has

increased day by day and at the same time the increasing pressure on land,

fragmentation of land holding and decrease in pasture made it difficult for rural

milk production to keep up to demand in growing towns and cities.

Before independence the Calcutta Milk Supply Societies Union (established

in 1919) was

The earliest organisation in the country for the supply of clean pasteurized

milk to consumers. The Talankeri dairy co – operative society, Nagpur was

registered in 1922. the Madras milk supply union came into existence in 1927 – 28.

The luck now co –operative milk supply union was registered in 1938 as a

federation of primary societies.

The kaira union in Gujarat has emerged as a pioneer in the milk co –

operative movement in India. Encouraged by the success of this union, milk

producers in other districts of Gujarat and some other parts of country also formed

milk co-operative on the same pattern. It came to be regarded as a model for dairy

development. These societies and unions were by and large producer’s

organizations, owned and controlled by milk producers. The isolated cases of

consumers and distributors organization that we come across are nevertheless,

uncommon.



Before independence, dairying was not given much importance. With the

inception of planned economy it was realized that the promotion of dairying would

not only contribute to the national health building but also create substantial

employment and income opportunities. Systematic development of cattle and dairy

industry stared only after launching of the specific programs for cattle and dairy

development like key village scheme. Intensive cattle development programs,

bilateral cattle improvement projects and the operation flood project.

Problems and prospects of dairy industry in India:

Though dairy industry in India has developed significantly but still has many

problems they are:

Low productivity and unproductive cattle

Low productivity is a single devil faced by the Indian dairy industry. Its

contribution to milk production is only 12.54% of world’s total milk production

.This indicates of low productivity of animals in the country. Low level of

productivity has resulted in low per capita availability of milk, unprofitable

dairy enterprises, high price of milk and its by – products. Lower productivity

makes the enterprise uneconomical.

India possesses a large number of unproductive cattle. These include

old and anciated animals, which are permanently, unfit for work of

breeding , this lead to the scarcity of feed and feeder to productive animals.

Problem of cross breeding



It is stated that better feeding and management cannot raise the level of

milk production beyond the genetic potential of the animal involved. Cross

breeding is the way to increase the animals. However, the Indian dairy sector,

came across the following problems with respect to breeding system.

There is no effective detection of heat symptoms during

estrus cycle by the cattle owners.

Late maturity in most of our Indian breeds of cattle is a

common problem.

Diseases causing abortion leads to economical loss to the

dairy industry.

The calving internal is on the increase resulting in reduction

in efficiency of animal performance.

Adoption of improved management practices will solve the breeding problems, to

a good extent.

Shortage of feed and fodder

Productivity of milk depends on availability of nutritious fodder at

economical cost. The Indian dairy faces problems as below:

Due to rapid industrial development, the grazing area is being reduced

markedly every year.

There are a large number of unproductive animals competing reduced with

productive dairy animals in utilization of available feed and fodder.

Milk production is being restricted because of inferior quality foliage.

Inadequate feeding is the general feature of Indian dairying. This is because of

low purchasing capabilities of our dairy farmers.



Problems of health input system:

It is generally accepted that healthy animals yield more milk than the unhealthy

animals. Animal health coverage is very much poor because of the following

problems.

There is abrupt interruption in the follow up of periodical vaccination.

Veterinary health centers are located in far off places. The

ratio of cattle population to veterinary institutions is higher resulting in

adequate health services to animals.

No adequate immunity is established against various cattle

diseases.

Regular deworming programme is not done as per schedule

resulting in heavy mortality in calves especially in buffaloes.

Irrational pricing policy

The milk producers are not getting remunerative prices of milk because of

the middlemen in milk producers over so many years. They purchase the milk

according to their will and wish, because there is no specific method of milk

pricing. Quantitative system discourages the buffalo milk producers and qualitative

system discourages the cow milk producers. Government is also in a dilemma in

fixing the prices of milk. National Dairy Development Board has suggested two –

axis milk pricing policy but it has not been able to regulate this pricing system in

rural areas.

Inadequate transportation system



Milk as a commodity is difficult to handle. This is so because milk is a

highly perishable commodity. It requires most urgent service form the place of

production to the door of consumers. But these facilities are not available in

rural areas particularly due to the scarcity of constructed roads and points. The

milk produced does not get the immediate market for its disposal. This has

resulted in lowering the prices of milk or its byproducts.

PROFILE OF DAIRY INDUSTRY IN KARNATAKA

Introduction

Objectives

Karnataka Milk Federation (KMF) is a cooperative apex body in the state of

Karnataka representing the dairy farmers’ organization and also implementing

dairy development activities to achieve the following objectives:

Providing assured and remunerative market for the milk produced by the

farmer members.

Providing quality milk to urban customers.

To build village level institutions in cooperative sector to manage the dairy

activities.

To ensure provision of milk production inputs, processing facilities and

dissemination of know how.

To facilitate rural development by providing opportunities for self –

employment at village level, preventing migration to urban areas,

introducing cash economy and opportunity for steady income.



The philosophy of dairy development is to eliminate middlemen and

organize institutions to be owned and managed by the milk producers

themselves, employing professionals. Achieve economies of scale to ensure

maximum returns to the milk producers, at the same time providing wholesome

milk at reasonable price to urban consumers. Ultimately, the complex network

of cooperative organization should build a bridge between masses of rural

producers and millions of urban consumers and achieve a socio – economic

revolution in the hinterland of the state.

Background

In June 1974, an integrated project was launched in Karnataka to

restructure and reorganize the dairy industry on the cooperative principle and to

lay foundation for a new direction in dairy development. Work on the first ever,

world Bank aided dairy development project was initiated in 1975. Initially the

project covered 8 southern districts of Karnataka and Karnataka Dairy

Development Cooperation was set up to implement the project. The multilevel,

multiunit organization with total vertical integration of all dairy developmental

activities was set up with dairy cooperatives societies at grass root level, milk

unions at the middle level and a dairy developmental corporation at the state

level as an apex body, vested with the responsibility of implementing Rs.51

crores project. At the end of the September 1984 the World Bank aided project

ended and the dairy development activities were extended to cover the entire

state except coastal Taluks of Uttar Kannada district and the process of the

dairy development was continued in the second phase from April 1984. KMF

came into existence in May 1984 as a success of KDDC. After the closure of

operation flood – II, the dairy development activities which continued under



Operation Flood – III ended on 31.03.96. The post operation flood works are

financed by NDDB from 1.04.96 under different terms and conditions.

Organization status

As at the end of march 2003, a network of 972 dairy cooperative societies

(DCS) have been organized and are spread over 166 Taluks of the total 175

Taluks in all the 27 districts of Karnataka. These unions are further federated at

state as Karnataka Milk Federation. There are 39 chilling centers (capacity

14.55 LLPD), 5 numbers of farm coolers (capacity 0.19 LLDP), 17 number of

liquid milk plants and 2 product dairies for chilling and processing (24.15

LLDP), conservation (65 TPD) and marketing of milk. “Nandini Milk

Products” an indigenous milk product manufacturing unit of KMF is

specialized in production and marketing of Peda. St. Flavored milk, mysore –

pak, premium Burfi, Cashew Burfi, Paneer, Kova, Jamoon Mix, Rasagulla,

Badam Powder and nandini Bite. To supply balanced cattle feed, three numbers

of cattle feed plants of 100 TDP capacities each and one plant of 200 TDP

capacity with mineral mixture production facility in one unit are functioning.

To ensure supply of quality germ plasma, Nandini sperm station (formerly

known as Bull Breeding Farm and Frozen Semen Bank) has been established

and is well stocked with exotic quality high pedigree Null. For impart training,

one Central Training Institute and 3 regional training centers are functioning.

Three fodder demonstration farms at Rajankunte, Kottanahalli, Kudige and one

seed production farm at Shahpur are also operating. Out of the above units, 17

nos. of dairies, 2 nos. of product dairies , 3 nos. of training centers and 3 nos. of

diagnostic labs are operating under respective unions.



Under Technology Mission for Dairy Development Project it has been

envisaged to distribute liquid nitrogen which is required to store straw. Six silos

of 10000 its. Each has been erected at Bangalore, Mysore, and gulbarga,

Dharwad, Hassan and Shivamoga union jurisdiction at a total cost of 3.0 crores.

KMF has taken the responsibility to supply LN2 to the storage silos, for further

distribution to AI milkmen unions and depart Ah and VS.

Operation status

The average procurement of milk touched a peak of 25.27 LKPD in

November 2002. In March 2003 liquid milk sales was at the level of 14.78 LLPD.

The sale of cattle feed was 121040 tones during the year 2002 – 2003. the turnover

of the organization during 2002 -2003 was 1211.17 crores.

Manpower coverage

The present level of activities encompasses about 16.72 Lakhs of dairy

farmers as primary members. Of these, the scheduled caste members are 1, 74,857,

scheduled tribes are 91881 and women members are 400243 nos. a total of about

5420 number of employees are working in various capacities in all the units of

KMF and affiliated milk unions with direct employment. The indirect employment

generated through various project activities of veterinary services, milk

transportation through trucks and tankers, milk sales through agents, parlors,

booths, etc. are around 51995 which covers about 6041 nos. of milk agents

enjoining nearly 167400 of door delivery boys 1840 in parlours/booths and about

2300 persons in veterinary services. About 915 route contract vehicles employing

about 1980 people are working in milk transportation. About 23034 numbers of



persons are employed as village level functionaries in the Dairy co-operative

societies.

General

Benefits of frontier technology are made available at farmer’s threshold.

Sophisticated technology such as artificial insemination, electronic milk testing

equipment, electronic mass media technology, veterinary biological etc, are

already being made available and further a pilot project for embryos transfer at

field level has been taken up in 1991 and about 237embryos have been implanted.

The project now has been transferred to Kolar milk Union. The activities cover

provision of complete range of inputs for control of FDM was implemented & a

progeny testing scheme is also taken up to support breeding activity. A herd book

recording society known as Karnataka Holstein Friesian Breeders Association

(KAHFBA) has been established in March 1991 with the active support and

guidance of KMF. By arranging to make payment every week to the farmers, the

economic outlook is being changed and is comparable to that of an industrial

worker, receiving payments at fixed intervals. The activities not only improve the

socio – economic status of rural farmers engaged in milk production activities but

also have a multiplier effect on the village economy. Further, supply of wholesome

nutritious milk, an important source of protein, for millions of urban consumers is

also ensured by the expanding activities of the federation, consumers. Ultimately,

the complex network of cooperative organisation should build a bridge between

masses of rural products and millions of urban consumers and achieve a socio –

economic revolution in the hinterland of the state.



DAIRY COOPERATIVE SOCIETIES (DCS)

DCS Role

Dairy co –operative society is a basic organisation unit functioning at the

village level. Democracy is practiced at the grass root level in these societies which

are organized on the cooperative principles. By training local people to organize

and manage the activities, village level institution building and development of

local leadership is promoted. All milk cattle owners are eligible to become

members of the dairy cooperative societies.

DCS Functions

The DCS functions dairy and acts as a marketing outlet for the milk

produced in the village. Input facilities ate also channelised to the dairy farmers

through these societies and veterinary first aid, sale of cattle feed, supply of fodder,

seedling, provision of mobile and emergency veterinary health cover,

dissemination of know how, ect. Payment for the milk purchased is also arranged

through the society. A string of DCS is organized to form a milk procurement route

linked t chilling center or a dairy.

MILK UNION



Scope of Union

Union is the middle tier of the complex cooperative organization network.

Unions are formed by federating societies in earmarked geographical area. The

milk unions are organized to make them economically viable and the jurisdiction

extends from one district to 3 districts. There are five milk unions whose

jurisdictions are cover 2 districts each, 2 unions cover districts and one union’s

territory extends to 4districts. All unions own their milk processing facilities.

FUNCTIONS OF THE UNION

DCS are grouped at district level into cooperative milk producer’s unions.

The unions organize new DCS, assist DCS with their management including audit

of accounts, supervise, purchase, process and market the liquid milk. Provision of

input facilities are also organized by the union and caramelized to the dairy farmers

through DCS. The input facilities include supply of cattle feed, fodder, AI,

veterinary services, training and know how on scientific animal husbandry.

MIKL FEDARATION

The Role

The Karnataka cooperative Milk Producers Federation Ltd., came into

existence on 1.5.1984 by federating the milk unions in the state and thus forming

the level apex organization. The project activities are being implemented by the

federation. When all the project activities are completed, the main role of the

federation will be market surplus milk products and to produce and supply

centralized inputs.



Federation function

Presently Mother Dairy and ‘Nandini Milk Products’ at Bangalore are under

the control of KMF. Four cattle feed plants, a central training institute and a

centralized testing and quality control laboratory are functioning under the direct

control of KMF. Coordination of activities between the unions and developing

market for the increasing milk production is the responsibility of KMF. Local milk

market in the area of union is being organized by the respective unions, disposing

surpluses and deficiencies of liquid milk amongst the member milk unions and

disposing milk added the Federation manages products at a remunerative price.

The federation organizes marketing of liquid Milk and products outside the state.

Milk and milk products are sold under NANDINI brand name, which has become

household name in Karnataka. To make products available to consumers,

distribution network has been established and sales depots are commissioned at

Bangalore, Hubli, Chennai, Thirupathi and Mangalore. The distribution network

includes 150 major professional wholesale dealers spreading across all the

southern states of India. Under Nandini brand, toned milk, homogenized toned

milk, sterilized milk and full cream milk are being sold. The major products

include Nandini Ghee, butter, Curds, Skim Milk powder, Cheese, Badam Powder,

Paneer, Peda, Mysore Pak, Burfi, Jamoon, Khova, Flavored milk and Ice Cream.

Nandini Ghee is known for its purity and rich taste and one of the largest selling

ghee brands in the country. The ghee quality conforms to special Agmark quality

standards. KMF has introduced longer shelf like variants adopting ultra high



temperature treatment technology with a shelf life of 60 days without refrigeration

in the market under the brand name “Nandini Good life” processed and packed by

Kolar Milk Union in order to meet the requirement of different segments of

consumers and considering the demand by consumers for more convenience.

Currently UHT variants are being marketed in 4 variants viz., Nandini Good

Life, with 3.5% fat, 8.5% SNF, Nandini Smart with 1.5% Fat and 9% SNF,

Nandini Good life slim with 0.5% Fat and 9% SNF and Hi – fat milk with 12% fat

and 9% SNF has also introduced UHT variants in 200 ml milk (Goodlife and slim).

Excellence in quality is maintained to lay a solid foundation for widespread

acceptance of Nandini products. This will ensure an assured market for the even

increasing milk production. Balanced cattle feed, bypass cattle feed, mineral

mixture, frozen semen straws and liquid nitrogen are produced by the federation

and supplied to the unions. Training and developing senior managerial personnel,

acquiring and applying all new relevant technologies, prescribing quality

guidelines and norms are also functions of the federation.



COMPANY PROFILE OF TUMKUR MILK UNION

CO-OPERATIVE LTD., MALLASANDRA [TUMUL]

ORIGIN OF THE UNION

Tmu IS A cooperative institution, which is registered under a Co – operative

Societies Act, ref RSC/3656/7677 gated 30th march 1977 at Tumkur. To initiate the

dairy development activities in district and to provide facilities to process milk and

to produce milk products and their marketing located at Mallasandra, Tumkur

district.

Market Share of Nandini Milk Products

The market share of nandini milk is shown as below:

1. Nandini Milk 90%

2. Private dairy 10%

Though it was registered on 30th March 1977, it was handed over to the union in

1987.

Dairy Development inTumkur District



Tumkur, a fast developing town in Karnataka, is adjacent to Bangalore and about

70 kms. Towards south west of the metro on the National Highway. The district

comprises of 10 Taluks with a population of 30 lakhs.

During most part of the year in the Taluks of Pavagada and Sira face significant

water shortage.

The dairy development activities in the district stated in December 1976 under the

Karnataka dairy Development Corporation with the objective of supporting the

near by urban liquid milk market. From cooler 30TLPD was stated in 1976 in

Tumkur. Milk producers were extended to offer an integrated approach to dairy

development under the Operation Flood Programme.

ORGANISATION STRUCTURE

Introduction

The term organization is used both in structural as well as fuctional sense.

According to Wickenburg

The set of interpersonal relationships, which operates in context of position,

producer process, technology and social environment, comprises what knpw as the

organizational structure.

Board consists of the elected president and representatives of dairy.



Cooperatives society including managing director.

KMF/TMU Ltd., is structured on co – operative principles and consists of three

levels namely,

1. Village level – Dairy co – operative society

2. District level – Milk union of districts

3. State level – The federation of milk union.

The organization structure of TMUL is functional in nature. The managing

committee takes all the decisions which consists of Managing Director and

functional department heads.

When we look at the organizational GRAPH, we find that the structure is line

with various heads of the functional departments reporting to the Chairman and

Managing Director.

Objectives

1. To establish Amul pattern of dairy producing co – operative society.

2. To provide attractive market for milk suppliers.

3. To provide hygienic milk to consumers

4. to eliminate the problems of duplicating the over lapping.

5. To provide veterinary facilities like medical services to the cows.

6. To expand the market.

Product profile

TMU presently pasteurizing milk, which is collected from the farmers the products

manufactured by TMU, are as follows:



a) Main dairy ( per day basis)

Pasteurized milk 80000 LPD

Ghee 150 Kd

Curd 2000 kg.

Peda 42 kg

b) Chilling centers (Collecting / storage) per day

kibbanahalli 40000 liters

sira 25000 liters

yediyur 25000 liters

madhugiri 30000 liters

Functional departments of TUMUL

1. Procurement & input

2. Milk processing

3. Production

4. Marketing

5. Purchase



6. Stores

7. Quality Control

8. Finance

9. Administrative

10.management information system

Channels of distribution

The distribution network of milk was found to be very systematic and has

made district role in the successful marketing of milk.

The network of distribution

Processing and Manufacturing

Storage

Dealers or retailers

Consumer

The processed and pasteurized milk is first packed and stored, and then it is

distributed to the customers.

Competitors to the TMU product (Nandini)

1. Good morning

2. Heritage

3. Dodla

4. Arokya



5. Gopathi

Source of Finance

Source of finance to start KMF and its units is from World Bank Channels

through agreement between NDDB under Triparite agreement between NDDB,

KMF and Government of Karnataka.

Now, source of funds are share capital and realization from sale proceeds of milk

and milk products. As on 31.03.1998 the paid up capital is 94.29 Lakhs and 155.76

loans taken for operating.

Power:

The KPTCL supplies the power up to 325 – kilo watts per month. In case of

shortage in supply diesel generator is used.

Fuel

Title Particulars Cost

Welcon level Cream Separators 5.25 lakhs

Frick India Ammonia compressor 4.75 lakhs

Larsen & Turbo Milk storage 6.02



Pasteurization plant

Samarpana Packing machine 5.08 lakhs

Vaprax company Boilers 6.03 lakhs

The Tumkur Milk Producers C0 – operative Societies Union Ltd., has also

other machinery and accessories as mentioned other than above.

Weighing machines, Dump Tankers, Pipelines, Butter churner, deep freezer, ghee

shoshac, Kova pan unit and many others.

Vehicle

The TCMSUL owns 5 milk tankers. In addition to this it has one car, two

buses (one for staff members and another is for their children) and two jeeps. The

tankers have following capacity.

Tanker capacity

1 tanker 14000 liters

4 tanker 9000 liters

Processing of milk

Milk from each society is stored separately in the milk containers. The milk

received is checked again in the laboratory of TCMPSUL. Sophisticated test will

be conducted other than those done by the receiving units in each village for

example, for price determination and quality control one such sophisticated test is

as follows:

Acid Alcohol Test



This test plays a vital role in the detection of percentage of SNF (Solid now

fat) called water through Gerber method.

Required contents

10ml of milk

01 Mk of alcohol and a few drop of water

10 ml of sulphuric acid (H2SO4)

10 ml of milk is taken in a tetrameter and 10 ml of sulphuric acid is added

along with 1 ml. of alcohol and few drops of water. The tetrameter is fitted with a

cock stopped and placed in the rotating machine for 8 minutes. By this actual fat

present in the fat contents are separated & there by we can identify and certify

milk.

The milk received is weighed and will be sent to processing after its chilling.

The milk will be chilled from 40C to 60C. the chilling machine chills 10000 liters

per hour.

As soon as the processing of milk is over the next process is to filter the milk

in order to remove the micro bacteria may be present. The stored milk will be

packed in polythene thick quality covers.

BUYING IN TUMKUR CO – OPERATIVE MILK PRODUCTS

SOCITIES UNION LIMITED (TCMPSUL)



The Tumkur Co – operative Milk Producer’s society has 643 societies.

These societies are located in nook of every village so that it is convenient to the

farmers to sell their milk to TCMPSUL. There is non – stop buying of milk

throughout the year.

Milk collected will be (stored in suitable silo) first tested by using ‘Lacto

meter’ to see the proportion of water in milk, then they are stored in cans and sent

to the nearest chilling center because the non pasteurized milk life is 5 to 6 hours

where during direct transmission milk sometimes become COB (Clotting on

Boiling) which is rejected from the processing of milk. Chilling centers are opened

in the place, which is far from the processing plant. TCMSUL have chilling centers

one at Yediyur another Kibbanahalli cross and the last year at Sira. These chilling

centers test the milk of each village by using Acid Alcohol test and estimate the

presence of Fat and SNF (Solid not FAT) to distribute prices to the societies. Then

the tested milk from every village is stored in milk silo. If in case they receive any

COB milk they there only take out the butter from the milk and send butter for

further processing, & not the COB milk. The TCMSUL tankers and transporting

vehicles visit twice a day to procure milk from these societies on the basis of fat

and SNF who will in turn pay to its members.

The present standard of milk before sending to the further process of milk to

TCMSUL is the standard fixed to 26 reading in Lacto meter and 8.5 solid not fat. If

it is above the standard they will be marked with increase in degree.

TCMPSUL procures more or less 86000 liters to 70000 liters on a year’s

average. Where nearly 40000 liters of milk is consumed liquid milk in a

TCMPSUL jurisdiction area remaining is processed as milk products.



Types of milk and milk products marketing by TUMUL

Nandini Toned Milk

Karnataka’s most favorite milk, Nandini Toned Milk Fresh and Pure milk

containing 3.0% fat and 8.5% SNF. Available in 500 ml and 1 liter packs. Before

to use within a day from the date of pack. Maximum retail Price Rs. 13/- per litter.

Nandini Homogenized Toned milk

Nandini homogenized Milk is pure milk containing 3% Fat and 8.5% SNF. This is

homogenized and pasteurized. Consistent right through, it gives you more cups of

tea or coffee and is easily digestible. Available in 500 ml packets..



Nandini Full Cream Milk

Nandini Full Cream Milk, containing 6% Fat and 9% SNF. A rich, creamier

and testier milk, ideal for preparing home – made sweets and savories – available

in 500 ml 1 liter packs. MRP Rs.15/- per liter.

Nandini Curd

Nandini Curd made from pure milk. It’s thick and delicious giving you all

the goodness of homemade curds. Available in 200 grams and 500 grams packs.

Nandini butter is rich smooth and delicious. Nandini Butter is made out of fresh

pasteurized cream. Rich taste, smooth texture and the rich purity of cow’s milk,

makes any preparation a delicious treat. Available in 100 grams, 200 grams and

500 grams cartons both salted and unsalted.



Nandini Ghee

A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure

with a delicious flavor. Hygienically manufactured and packed in a special pack to

retain the goodness of pure ghee. Shelf life of 6 months at ambient temperatures.

Available in 200 ml, 500 ml, 1000 ml, sachets. 5 ltrs tins and 15.0kg tins.

Nandini Butter

Nandini spiced buttermilk is a refreshing health drink. It is made from quality

curds and is blended with fresh green chillies, green coriander leaves, asafetida and

fresh ginger. Nandini spiced butter promotes health and easy digestion. It is

available in 200 ml packs and is priced at most competitive rates, so that it is

affordable to all sections of people.



Nandini Butter Milk

Rich, smooth and delicious. Available in 100 grams (salted), 200 grams and

500 grams cartons both salted and unsalted.

Nandini Peda

No matter what you are celebrating! Made from pure milk, Nandini ‘Peda’ is

a delicious treat for the family. Store at room temperature for approximately 7

days. Available in 250 grams pack containing 10 pieces each.









Chapter –IV

THEORETICAL BACKGROUND

INTRODUCTION:-

HRM is the management of human resource in an organization and is

concerned with creation of harmonious working relationship among its participant

and bringing about their at most individual development such management is

concerned with leadership in both group and individual relationship and labor

relations and personal management is effective which describes the process or

planning and diverting the application development and utilization of planning

resources in employment.

To study the employee welfare measures and occurrence of industrial

accidents are very essential to increase the efficiency of the worker in the

organization.

Welfare services from a major part of the work of Human Resource

Management in India. Therefore the function is widely called the “Bread and

Butter “of Human Resources management.

Meaning of employee welfare:-

It is a state of living of an individual workers or a group is satisfactory unit

including social and economic environment.



Basically “Employee welfare” is a part of social welfare i.e. welfare of the

society. This in turn includes welfare of labors who are part and parcel of society.

Employee welfare means “the effort to make life worth living for workmen.

Concept of employee welfare:-

The concept of “welfare” is dynamic and its interpretation may vary from

country to country.

The committee set up the Government of India in 1969 states labor welfare

is including such facility contains rest and recreation facilities. Sanitary and

medical facilities and social security measures to improve the conditions under

workers are employee.

Employee welfare in broader sense includes all activities or employee, state

grade unions and other agencies to help working and their families by making

better home and community life.

Social reform movement during 19th and 20th centuries in our country

included with the scope of working welfare.

In present situation employee is one of the most important factor of

production in an organization in case people oriented industries are depend an

employee or workers, the success and failure of any industry depends on their

workers or employee, when employee having good moral and good imagination

towards the industry.

Merits and de-merits of welfare measures.



Merits:-

Most of the organizations have been extending the welfare measures to their

employee, year after for the following merits:-

1) Meets employee demand

2) Buys employee loyalty

3) Buys employee commitment

4) Loyalty to employee family members.

5) Meet trade union demands.

6) Satisfies employer’s preference.

7) Meets the criteria as a social security

8) Improves human relations.

9) Creates and improves sound industrial relations.

10) Boost up employee moral

11) Motivate the employee by identifying and satisfying their unsatisfied

needs.

12) Provide qualitative work environment and work life

13) Provides security to employee against social risks like old age benefits

and maternity benefits.

14) Protect the health of the employee and to provide security to the

employee against accidents.

15) Promote employee’s welfare by providing welfare measures like

recreation facilities.

16) Create a sense of belongingness among employee and to retain them

17) Meet requirements of the various legislations relating to fringe

benefits.



De-merits:-

De-merits of employee welfare measures are limited compared to merits. De-

merits include:-

1) Cost to the employer

2) As a matter of right

3) Discrepancies and de-motivation

Agencies of employee welfare:-

The agencies of employee welfare are:-

1) Central government:-

The central government has made elaborate provisions for health,

safety and welfare under Factories Act 1948, and Mines Act 952.

These acts provides for canteens, rooms, shatters etc...

2) State Government:-

Government in different states and union territories provides welfare

facilities to workers. State government prescribes rule for the welfare

of the workers and ensures compliance with provisions under labor

laws.

3) Employers:-

Employers in India is general looked upon welfare works as facilities

and barren through some of theme indeed had done pioneering work.

4) Trade unions:-



In India, trade unions have done little for the welfare of workers. But few

sound and strong unions have been the pioneering in this respect. E.g. the

Ahmadabad textiles labor association and the Mazadoor Sabha Kanpur.

5) Other agencies:-

Some philanthropic charitable and social service organizations like: -

Seva sadan society, Y.M.C.A etc...

SOME OF SOCIAL BENEFITS:-

1) Provident Fund:-

This benefit is meant for Economic welfare of the employee. The

employee’s provident fund 1852 provides for the Institution of

provident Fund for the employee in factories and establishment.

Generally, the organizations pay the provident fund amount with

interest to the employee on retirement or to the dependents of the

employee, in case of death.

2) Gratuity:-

This is another type of retirement benefits to be provided to an

employee either on retirement at the time of physical disability and to

the dependents of the deceased employee. The payment of Gratuity

Act 1972 is applicable to the establishment in the entire country.

3) ESIC Employee State Insurance:-

This cat covers Medical benefits, sickness benefits, maternity benefits,

disablement benefits, dependents benefits, funeral etc... Enactment of



employee’s state Insurance Act 1948 provides integrated need based

social insurance scheme.

The government of India has framed some import acts to the protection of

employee safely and development oh human relations in the industry, such acts are

as follows:-

1) Workmen compensation Act 1923

2) Employee provident Fund Act 1952

3) Factories Act 1948

4) Gratuity 1972

5) Maternity benefits Act 1962

6) The employee state insurance act 1948

7) The industrial disputes Act 1947

8) Trade union Act 1926.

Above mentioned acts are helpful to employee’s safety and employees

facilities of ant industry.

INDUSTRIAL ACCIDENTS

According to the factories Act 1948, it is” an occurrence in an industrial

establishment causing bodily injury to a person who makes him unfits to resume

his duties in the next 48 hours”.

It maybe defined as” an occurrence which interrupts or interferes with

orderly progress of work in an industrial establishment”



Causes of accidents:-

1) Unsafe conditions:-

Improper guarded equipments

Unsafe storage, congestion, overloading

Defective equipments

Inadequate safety devices.

Wrong and faulty lay-out and bad location

Improper illumination

Improper ventilation

Poor-house-keeping etc…

2) Unsafe acts:-

Operating without authority

Lifting improperly

Using unsafe procedures in loading, placing, mixing, combining

Taking unsafe positions, under suspended loads.

Lifting improperly

Using unsafe equipments or equipment unsafely.

3) Other causes:-

Bad working conditions

Rough and slipping floors

Excess glare

Heat, humidity, dust& fame – laden atmosphere

very long hours of work

Excessive noise etc….

Measures to safety in organization:-



Appraisal of employee attitude to safety programs

Safety engineering

Safety education and training etc…..

A study on employee present welfare measures

Welfare measures can be classifies into two types, they’re:-

Statutory welfare measures

Non- Statutory welfare measures

Statutory welfare measures:-

1) Rest room:-

These facilities should be provided in a factory where more than 150

workers are working

2) Drinking water:-

Drinking water should be made available all working hours and they should

be kept at suitable points

3) Ventilation:

Adequate ventilation and privatization of excessive temperature can be

maintained. This is only possible by circulation off fresh air in the work

room and by insulting the hot parts of machinery

4) Lighting:



Lighting facility is also one of the important facilities: TUMKUR MILK

UNION used both natural and artificial lighting. This facility has been

satisfied to all respondents. Adequate lighting is helpful to avoid

occurrence of accidents.

5) First aid applications:-

At least one first aid box containing the prescribed contents for every 100

workers should be provided.

6) Sitting arrangements:-

Suitable arrangements for sitting should be provided for the workers who

work in standing position.

Non- Statutory welfare measures

1) Recreation facility:

Recreation is an opportunity to the work man to refresh their mind and

divert their mono0tous feeling. It creates a healthy climate and industrial

peace to the long term.

2) Housing facility:

Pandith Jawahar Laal Nehru said “housing is an extension of human

personality”. So housing is an above, where basic human interaction such

a private morality, socialization common etc… place and modules a

citizen.

3) Uniform:



Providing uniform to workers those who are working production and

non-production employee

4) Safety education and training:-

Safety maintains and safety measures are to be provided. Safety

education and training are to be provided to avoid industrial accidents.

5) Transportation facility:-

It is also one of the important welfare facilities to increase the moral

efficiency and reduce workers absentee in some companies provides

some more other welfare facility.

6) Medical facility:-

Some organizations provide adequate coverage of employee for

exposes related to hospitalizations due to illness, injury or pregnancy.

Some organization gives medical facility to the employee

7) Educational allowances:-

Some organizations provide allowances for the employee children to their

education purpose. Some organizations doesn’t provide educational

allowances.

Therefore welfare measures are most important in any success and failure of

the organization satisfaction of the employee includes the good industrial

relationship b/w employees and employer.



CHAPTER-V

DATA ANALYSIS AND INTERPRETATION

Table No : 5.1

Table showing the feeling about the nature of work

LEVEL No. of respondents percentage

Highly satisfied 25 50%

Satisfied 25 50%

Dissatisfied 00 00%

TOTAL 50 100

Interpretation:



Out of 100% respondents 50% of respondents are highly satisfied, 50% of respondents are satisfied . 0% respondents are dissatisfied about the nature of work

Conclusion:

Most of the respondents are highly satisfied about the nature of work.

GRAPH No : 5.1

Graph showing the feeling about the nature of work

percentage

50% 50%

0%0%

10%

20%

30%

40%

50%

60%

Highly satisfied Satisfied Dissatisfied

LEVEL

percentage



Table No : 5.2

Table showing the distribution of respondents by sex

Particulars No. of respondents percentage

Male 40 80%

Female 10 20%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 80% of respondents are Male, 10% of respondents are female.

Conclusion:



The TUMUL consists of more male employees than female employees.

GRAPH No : 5.2

Graph showing the distribution of respondents by sex

percentage

Male , 80%

Female , 20%

Male

Female



Table No : 5.3

Table showing the satisfaction about the salary package.


Highly satisfied 8 16%

Satisfied 10 40%

To some extent 15 30%

Not satisfied 7 14%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 16% of respondents are highly satisfied, 40% of respondents are satisfied . 30% respondents are to some extent and 14% respondents are not satisfied about their salary package. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 58


Conclusion:

Most of the respondents are working in TUMUL are satisfied with their salary and keep them happy in their work.

GRAPH No : 5.3

Graph showing the satisfaction about the salary package.

Highly satisfied, 16%

Satisfied, 40%

To some extent, 30%

Not satisfied, 14%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Highly satisfied Satisfied To some extent Not satisfied



Table No : 5.4

Table showing satisfaction about the welfare measures provided by the organization.


Satisfied 10 20%

Partially satisfied 35 70%

Not satisfied 5 10%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 20% of respondents are satisfied, 70% of respondents are partially satisfied. 10% respondents are not welfare measure provided by the organization.



Conclusion:

Most of the respondents are partially satisfied about the welfare measure provided by the organization.

GRAPH No : 5.4

Graph showing satisfaction about the welfare measures provided by the organization.

Satisfied, 20%

Partially satisfied , 70%

Not satisfied, 10%

0%

10%

20%

30%

40%

50%

60%

70%

Satisfied Partially satisfied Not satisfied



Table No : 5.5

Table showing satisfaction level about the statutory welfare measure.

Particulars GOOD AVERAGE POOR Total Percentage

Rsps % Rsps % Rsps % 50 100%Rest room 20 40

%10 20

%10 20

%50 100%

Drinking water

35 70%

10 20%

5 10%

50 100%

Ventilation 40 80%

5 10%

5 10%

50 100%

Lighting 40 80%

5 10%

5 10%

50 100%

First aid appliances

10 20%

30 60%

10 20%

50 100%

Interpretation:

Out of 100% respondents 40 % of respondents are satisfied with rest room, 70 % respondents are satisfied with drinking GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 62


water, 80% of respondents are satisfied with ventilation and lighting, 20% respondents are satisfied with first aid applications provided by the organization.

Conclusion:

Most of the respondents are GOOD towards the statutory welfare measure provided by the organization.

GRAPH No : 5.5

Graph showing satisfaction level about the statutory welfare measure.

40%

20% 20%

70%

20%

10%

80%

10% 10%

80%

10% 10%

20%

60%

20%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

Rest room Drinking water Ventilation Lighting First aid appliances



Table No : 5.6

Table showing satisfaction level about the other statutory welfare measure.


Rsps % Rsps % Rsps % 50 100%

Sitting arrangements

37 74% 10 20% 3 6% 50 100%

Canteen facilities

25 50% 15 30% 10 20% 50 100%

Ambulance 10 20% 10 20% 30 60% 50 100%

Latrines & Urinals

25 50% 10 20% 15 30% 50 100%

Emplacement of women and

child

35 70% 10 20% 5 10% 50 100%

Interpretation:

Out of 100% respondents 74% respondents are satisfied with sitting arrangement, 50% of respondents are satisfied with canteen facilities . 20% of respondents are satisfied with latrine &



urinals and 70% respondents are satisfied with employment of women and welfare.

Conclusion:

Most of the respondents are GOOD towards other following statutory welfare measure.

GRAPH No : 5.6

Graph showing satisfaction level about the other statutory welfare measure.

74%

50%

20%

50%

70%

20%

30%

20% 20% 20%

6%

20%

60%

30%

10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Sitting arrangements Canteen facilities Ambulance Latrines & Urinals Emplacement of women and child



Table No : 5.7

Table showing the satisfaction level about the non-statutory welfare measures.

Particulars GOOD AVERAGE POOR Total

Percentage

Rsps % Rsps % Rsps % 50 100%Recreation facilities

5 10%

10 20%

35 70%

50 100%

Housing facilities

25 50%

15 30%

10 20%

50 100%

Providing uniform facilities

40 80%

5 10%

5 10%

50 100%

Interpretation:



Out of 100% respondents 10% of respondents are satisfied with recreation facilities , 50% of respondents are satisfied with housing facilities, 80% of respondents are satisfied with providing uniform facilities provided by the organization.

Conclusion:

Most of the respondents are GOOD towards Non-statutory welfare measures.

GRAPH No : 5.7

Graph showing the satisfaction level about the non-statutory welfare measures.

10%

50%

80%

20%

30%

10%

70%

20%

10%

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

Particulars Recreation facilities Housing facilities Providing uniform facilities



Table No : 5.8

Table showing the satisfaction level about the non-statutory welfare measures.


Rsps % Rsps % Rsps %

Safety education & training

25 50% 15 30% 10 20% 50 100%

Transportation facilities

20 40% 20 40% 10 20% 50 100%

Medical facilities 37 74% 10 20% 3 6% 50 100%

Educational allowances

00 00% 00 00% 50 100% 50 100%

Interpretation:

Out of 100% respondents 50% of respondents are satisfied with education and training, 40% of respondents are satisfied with transportation facility, and 74% respondents are satisfied with



medical facilities and 100% of respondents are not satisfied with educational allowance.

Conclusion:

Most of the respondents are GOOD towards the statutory welfare measures.

GRAPH No : 5.8

Graph showing the satisfaction level about the non-statutory welfare measures.

50%

30%20%

40% 40%

20%

74%

20%

6% 0% 0%

100%

0%10%20%30%40%50%60%70%80%90%

100%

Safety education &training

Transportationfacilities

Medical facilities Educationalallowances

GOOD AVERAGE POOR



Table No : 5.9

Table showing the satisfaction level about social security benefits.


Percentage

Rsps % Rsps % Rsps % 50 100%Provident

fund40 80

%10 20

%50 100%

Gratuity 30 60%

20 40%

50 100%

ESI 35 70%

15 30%

50 100%

Interpretation:



Out of 100% respondents 80% of respondents are satisfied with provident fund, 60% of respondents are satisfied with gratuity, 70% of respondents are satisfied withESI.

Conclusion:

Most of the respondents are GOOD towards social benefits.

GRAPH No : 5.9

Graph showing the satisfaction level about social security benefits.



80%

60%

70%

20%

40%

30%

0%

10%

20%

30%

40%

50%

60%

70%

80%

GOOD AVERAGE POOR

Provident fund Gratuity ESI

Table No : 5.10

Table showing the satisfaction level about the voluntary Benefits.


Percentage



Rsps % Rsps % Rsps % 50 100%Holidays 40 80

%10 20

%50 100%

Rest period/ Breaks

35 70%

15 30%

50 100%

Paid Vacation

25 50%

25 50%

50 100%

Interpretation:

Out of 100% respondents 80% of respondents are satisfied with holidays, 70% of respondents are satisfied with rest period / breaks, 50% of respondents are satisfied with paid vacation.

Conclusion:

Most of the respondents are GOOD towards Voluntary benefits.

GRAPH: 5.10

Graph showing the satisfaction level about the voluntary Benefits.



Table No : 5.11

Table showing satisfaction about the working hours.




YES 40 80%

NO 10 20%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 80% of respondents are satisfied. and 20% of respondents are not satisfied with their working hours.

Conclusion:

Most of the respondents are partially satisfied with their working hours.

GRAPH No : 5.11

Graph showing satisfaction about the working hours.



Table No : 5.12

Table showing satisfaction about the organization employees grievance.




High 25 50%

Average 17 34%

Below average 8 16%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 50% of respondents are satisfied with High level and 34% of respondents are satisfied with average level and 16% of respondents are satisfied with below average level.

Conclusion:

Most of the respondents are partially satisfied with high level about the organization towards employees grievance.

GRAPH No : 5.12

Graph showing satisfaction about the organization employees grievance.



50%

34%

16%

0%

5%10%

15%

20%

25%30%

35%

40%45%

50%

High Average Below average

Table No : 5.13

Table showing the respondents relating to rules and regulation of the organization.




Strict to follow 5 10%

Easy to follow 35 70%

No problem 10 20%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 10% of respondents are feeling strict to follow , 70% of respondents are feeling easy to follow and 20% of respondents are feeling no problem to follow the rules and regulations.

Conclusion:

Most of the respondents are feeling that the rules and regulations are easy to follow.

GRAPH No : 5.13

Graph showing the respondents relating to rules and regulation of the organization.



Strict to follow, 10%

Easy to follow, 70%

No problem, 20%

Strict to follow Easy to follow No problem

Table No : 5.14

Table showing the working condition in TUMUL.




Excellent 12 24%

Congenial 20 40%

Better 10 20%

Normal 8 16%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 24% of respondents are feel excellent, 40% of respondents are feel congenial, 20% respondents are feel Better and 16% of respondents are feel Normal about working condition in TUMUL.

Conclusion:

In TUMUL, working condition is very pleasant and suitable to work, Employees are very co-operative with each other.

GRAPH No : 5.14

Graph showing the working condition in TUMUL.



Table No : 5.15

Table showing opinion about the need of additional welfare measures.




YES 45 90%

NO 5 10%

TOTAL 50 100%

Interpretation:

Out of 100% respondents 90% of respondents are need additional welfare measures and 10% of respondents are not need additional welfare measures.

Conclusion:

Most of the respondents need additional welfare measures.

GRAPH No : 5.15

Graph showing opinion about the need of additional welfare measures.



Chapter – VI

FINDINGS:

The following are some of the findings :



In TUMUL economic of the respondents is good compared to other factories. Through these of employees having only basic qualification their working knowledge is very good. Some employees were highly qualified.

We found that all most all welfare measures are provided to employees in this organization as per the act.

Counseling role: There is an absence of counseling role performed by personal department in TUMUL.

Employees were happy about their working condition I TUMUL.

Social security Benefits: It was found that social security benefits depth is merged to the wages & salary to the administration role.

Managing Service: The personal department fails to perform the full pledged managing service such as restroom recreation and others to the workers leave.

Training and development : There is an in advantages and development programs to the workers level

SUGGESTIONS

I would like to give the suggestions for the betterment of welfare measures.



Here Giving of monetary benefits to the workers is not enough to be satisfied. This is to be fulfilled in the managerial role service of personnel department to high productivity etc.

Personal department undertakes all the functions that are concerned with the human elements regarding this counseling role will help to solve the employees personal problems in the organization.

It is suggested to TUMKUR MILK UNION , TUMKUR that to make a separate department for social security benefits in the personal clerical role. All the formalities and information may be made available to the lower level employees in the factory personnel department that implement full pledged training and development programs to all the workers and strength them to compete with the competitive organization.

Even through there is no much physical work with the machinery department is suggested to bring up a human engine of the individual and groups.

The organization has to provide so more welfare measure to employees.

CONCLUSION

Highlighting the various recommendation against the objects it is clear that the organization is prepared to increase welfare



measures such as recreation, medical, restroom facility etc to increase production and quality.

If the above steps have taken up in the present situation, the objectives of the study can be easily fulfilled.

The study also reveals that the company has been providing almost all facilities that are required to be provided to employees welfare except some benefits where the resources of company may not permitted.

to some up and to say that “TUMKUR MILK UNION HAS EXERTED ALL EFFORTS TO IMPROVE POSSIBLE WELFARE MEASURES” to its employees to keep them happy and to increase the productivity.

Bibliography

1. personnel management



C.B Memorio

2. Labour Law Ramesh Arora

3. Industrial ManagementG.S Manjanna Shatter

4. Labour welfare & Social Security

P. Subba Rao

websites:

1. www.employeewelfaremeasures.com 2.kmfnandini.com

QuestionnaireDear Sir or Madam:


http://www.employeewelfaremeasures.com/


I am SHWETHA K.J student of 3rd BBM VI Semester, studying in Government First Grade College, Nonavinakere. As per the partial fulfillment of Tumkur University. B.B.M College.

I am entitled to under go project on “ A STUDY ON EMPLOYEE WELFARE MEASURE IN TUMUL , MALLASANDRA”.

I will be grateful to you if you share few minutes in answering this questionnaires. The information provided by you will be kept confidential and used by for project work .

Thanking You

Yours faithfully,

SHWETHA K.J1. Name :

2. age :

3. Sex : Male ( ) Female ( )

4. Marital status : Married ( ) Single ( )

5. Designation :

6. Are you satisfied about the nature of work?

a) Highly Satisfied ( ) b) Dissatisfied( )



c) satisfied ( )

7. Are you satisfied with your salary package?

a) Highly Satisfied ( ) b) To some extent ( )

c) Satisfied ( ) d) not satisfied ( )

8. Are you satisfied about the welfare measures provided by your

organization.

a) Satisfied () b) Not satisfied ( )

c)Partially satisfied ( )

9. Your satisfaction about the following Statutory welfare me asures?

Particulars GOOD AVERAGE POOR

Rest RoomDrinking water

VentilationLighting

First Aid appliances

10. Your satisfaction about the following Statutory welfare measures?




Sitting arrangementCanteen Facility

AmbulanceLatrines & Urines

Employment of women & Child

11. Your satisfaction about the following non Statutory welfare measures?


Recreation facility

Housing facility

Providing uniform

12. Your satisfaction about the following non Statutory welfare measures?


Safety education and training

Transportation facility



Medical facility

Educational allowance

13. Your satisfaction about the following Social Statutory welfare measures?


Provident fundGratuity

ESI

14. Your satisfaction about the following voluntary Statutory welfare measures?


HolidaysRest period / breaks

Paid vocation

15. Are you satisfied with your working hours?



a) YES ( ) b) NO ( )

16. To what extent the organization is trying to satisfy the

employees grievance ?

a) High ( ) b) Average ( ) c) Below average (

)

17. How do you feel about the rules and regulations of the

organization?

a) strict to follow ( ) b) No Problem ( )

c) Easy to follow ( )

18. How do you feel about the working condition?

a) excellent ( ) b) Better ( )

c) Congenial ( ) d) Normal ( )

19. Do you feel that the organization has to providing additional

welfare measures?

a) YES ( ) b) NO ( )



20) Whether welfare measures encourage workers ?

a) YES ( ) b) NO ( )

21. Any suggestion ……………………………………………........


tamul

Documents

employee welfare measures

functions of hrm

employee relations

definition of hrm

scope of hrm

like hrm

entire employee

new employee