Labour Welfare

INTRODUCTIONThe management of Human Resource is a very complicated and checking ness task for those who are entrusted with the successful running of an organization. In every org Human Resource are a pivotal variable without which in animate assets are workers. Therefore Human Resource must be managed effectively to achieve the goals of the org. The discipline of the personal management has gained importance since professional Ration of management is now regarded as a must for the successful running of a business or industrial enterprises. The personal management pre-supposes of handling Human Resource" through proper education, training should keep themselves aware of the changes and trends that lake place in day to day. The management of men is a very important and a challenging job because it is not only managing men but of administrating a social system. The mgt of men is a challenging task because of the dynamic nature of the people. No two persons are similar in mental abilities traditions, sentiments and behavior. They therefore need a tactful handling by mgt personnel. If man power is properly utilized it may prove a dynamic notice force for running an enterprise at its optimum results and also work as an elixir for maximum individual and group satisfaction in relation to the work performance. Different terms such as personnel and are staff management, personnel administration, labour, relations, labour mgt, manpower mgt has been interchanging. LABOUR WELFARE ACTIVITIES: The Labour Welfare activities of the employers in particular and of the state in general are not only conductive to an improvement in the conditions of the working class but are the best kind of investment to employees for promoting industrial efficiency.-Besides Labour Welfare have tremendous potentialities for fostering good industrial relations. The significance such activities in a country like India is there a very great. The term "Labour Welfare" is one which leads itself to various interpretations and it has always the same significance in different countries as pointed out by the royal commission on labor. The term "Welfare" as applied to the industrial worker is one which must necessarily the classic bearing a somewhat different interpretation in one country from another according to the different social customs. The degree of industrialization and education development of the workers. Different people have given different interpretation to it. One definition contains it to voluntary efforts on the part of employers to provide the best conditions of employment in their own factories. Another interpretation given to welfare work is that it is anything for the comfort and improvement intellectual or social of employers over and above the wages paid. A resolution adopted by the international labour conference (ILC) at its 19th session in June 1956 as enumerated some of these services and amenities as include. • Feeding facilities in or near the undertaking • Rest and recreation facilities, and Page | 2 • The transportation to and from work were ordinary Pblic transport is in docket or impracticable The labour investigation committee of Government of India clerks the scope of the welfare activities perhaps in the best manner. It says for our part we prefer to include under welfare activities anything clone for the intellectual physical, more and economic betterment of the workers whether by employer, by Government or by another agencies, over and above what is laid down by law or what is normally expected as a part of contractual benefits for which the workers may have organized, Thus, under these definitions we may include housing, medical and education facilities for rest and recreation. According to the value system social institution degree of industrialization and general level of social economic development even within the one country its context may be different from region to region. This term "Welfare is very comprehensive". DEFINITION OF LABOUR WELFARE: Mr. Arthus James Todd - A series of sharply diverse opinions exist on the motives and minutes of industrial welfare. Broadly speaking we can define labour welfare as "Measures and Activities under taken by state employees and associations of workers for the improvement of the workers standard of lie and for the promotion of the economy social well being are labeled as welfare work". I.L.O defined as such services facilities and amenities which may be" established in or in the vicinity of undertaking to enable the persons Page | 3 employing them to perform their work in healthy congenial surroundings and provided with amenities conductive to good health and high morale. As a matter of fact, the whole field of welfare is one in which can be done to come back the sense of frustration of the industrial workers to realize them of personnel and family worries, to improve his health to afford him means of self expression to offer him some span in which he can excel all other to help him to wider conception of life. Page | 4 OBJECTIVES OF THE STUDY In recent years Human Resource mgt have given much importance in the Indian industries. Because the success of the any org is pre-dominant by influenced by the enlighten labour force- of the company. No manufacturer can action the profits without the co-ordination of his employees so it is clear that motivation of the workers is major in Verde enhance both productivity and production. The main purpose of the study is to evaluate the welfare activities which are provided by the management of KCP Ltd., Lakshmipuram. More specifically the study is under taken with a view.  To study the growth and development of the KCP Ltd, Lakshmipuram since it’s establishment.  To examine the existence of labour welfare facilities provided by the KCP Ltd mgt.  To highlight the significance of labour welfare activities in the motivation of the employees. To study the opinions of employees relating to the present welfare amenities provided by the management of KCP Ltd , To offer suggestions for the effective implementation of labour welfare activities in KCP Limited.   Page | 5 NEED FOR THE STUDY Labour welfare is justified for several reasons. It is desirable to recollect the services of a typical worker in this context. This labour helps dig and have coal from (lie depths of the earth, to fetch and refine oil to build dams and reservoirs, to Jay pipes, canals, railway lines and roads. This labour creates and transmits power, and \through of necessity as well as of labours. The industrial worker is indeed a solider safeguarding the social and economic factors of the industrial economy and his actions and interactions within the industrial framework will have a great impact and influence on industrial development. The social and economic aspects of the life of a worker have direct influence on the social and economic development of the nation. There is every need to take extra care of the worker to provide both statutory and non-statutory facilities to him welfare may help minimize social evils, such as alcoholism, gambling, prostitution, drug addiction and the like. A worker is likely to feel a section of any these if he is dissatisfied or frustrated. Welfare facilities tend to make the worker happy, cheerful and confident looking. A further argument in favor of welfare is that a reputation for showing concern helps improve the local image of the company as a good employer and thus assists in recruitment. Welfare may not directly increase productivity, but it may add to general feelings of satisfaction with the company and act down labour turnover. Page | 6 SCOPE OF THE STUDY The main emphases were on welfare measure provided by the company because these are the row factors which will affect the general industrial relations and productivity of the company. In any industry, Human Resource is considering as one of the important factors of production. The significance of labour force calls for well being to enable them to contribute to a optimum productivity in the industry. Within term will help develop the national economy in view of the importance of the labour welfare activities in one of the manufacturing industries. Welfare measures are playing an important role on the industrial relations and productivity and sufficient welfare measures will lead to the improvement of the industrial relations and productivity in a greater manner. A part from the economic welfare measure psychological measures such as recognition and status are also important to increase productivity of the labour. Page | 7 METHODOLOGY OF THE STUDY The main purpose of the study is to evaluate the welfare activities which are provided by the mgt of KCP Ltd., Lakshmipuram. More specifically the study is undertaken with a view. Data collection: The analysis as the project was done based on the available information was gathered basically from the primary sources and as well as from the secondary sources. Primary Data: The Primary data relating to the KCP Ltd have been collected through mutual discussion, with the workers and the union published reports of the Company. During the course of the study it have been conducted in formal talks or informal interviews with concerned officials of the company and personally observed the feelings and opinion, of the workers relating to the above welfare measures provided by KCP Ltd. The primary data are those, which are collected and for the first time and thus happen to be original in characters the sources are  Personal observation  Personal interview  Questionnaire The form of questionnaire is closed form. Page | 8 Secondary Data For the compiling of this project work the main source of data is secondary source. The data was collected through company published reports records and booklets of the company, For this purpose journal magazines and daily papers are also studied. Basically the information is collected from primary sources. Secondary source also the personal interviews with workers and other trade unions leaders gave a shape to the study. The secondary data on the other hand on those which have already been collected by someone else and which have already been passed through the statistical reports.  Company booklets  Periodicals  Personnel manual Sampling The sample size is 100 members. The method adopted is simple random sampling and the method used is percentage method. Page | 9 LIMITATIONS OF THE STUDY  Despite completion of project work to the satisfaction, the objectives could not be achieved due to the following limitations.  Personnel policies and major procedures regarding major personnel function such as recruitment and selection procedures etc., are not known because they are framed at corporate officers.  The duration of the project is limited.  The Information provided by the respondents may be based to some extent.  Due to the time constraint the sample of the study was limited to 100. Page | 10 INDUSTRY PROFILE Indian is considered to the country of origin of sugarcane, symbolically referred to as "Sweet Grass" Sugarcane existed in ancient India. North-eastern India is regarded as the center of the origin and from where Sugarcane was believed to have been carried to China and other places by early travelers and nomads, some time between 1800B.C. and 1700B.C. Later, it spread to Philippines, Java and other places including Caribbean Islands by explorers. The Sugar Industry in India has a long history. Reference to sugar is found even in early medic literature. The story goes that Sugarcane was one of the luxuries provided by Vishwamitra to Trishanku in the special Heaven created for him. In 600AD the Chinese emperor, Tsai Heng sent agents to higher on record of the technical commission, investigating the manufacturing processing to a foreign country . Alexander the great emperor and his soldiers took back along with the Sugarcane, Which they called the 'Honey Read'. There are also many other reasons for believing that India was the original home of sugarcane. It has been established beyond doubt that for the first time the Sugarcane was cultivated in Bengal and the credit of becoming the first to manufacture sugar goes to the state of Bihar. The name of he product of sugarcane in early days was "Shirker". During those days and for a long time thereafter, India had the monopoly of producing " Shakara" and supplying kit to different parts of the world. Therefore, it is not surprising that the world "Sharkara" is found in many languages of the world. Page | 11 Even during the ancient periods, India used to export sugar to different parts of the world. It exported sugar to Geneva, Venice and many other parts of Europe. It was also exported to several countries in Africa and Asia. The Indian Sugar was exported through caravan routs of Chiba and Bolan in Northwest India to Europe etc., But by the Middle of the 15th century, the Turks captured Constantinople and, by their policy of heavy extortion from traders, almost stopped the supply of Sugarcane through this route. The second Jolt Which proved perhaps more fatal and which lad to the rise of serious competitor to India sugar was the Navel blocked of France by Great Briton Which forced Napoleon t order the scientists of his country to find out some alternative, sources to produce sugar, The blockage had completely stopped the entry of Indian sugar to France. Napoleon's efforts resulted in the production of sugar from the sugar beets. Although the modem process of manufacturing sugar began for the first time in Europe as early as in 1853, it came to Indian as late as in about 1903. When the first sugar factory having vacuum pan process and modern milling method was commissioned in Bihar Morhowrah in 1904. Indigenous sugarcane has been extensively grown in Indian from ancient times. There was ,however, a revolution In the method in the method of cane cultivation during the lost decade of the 19th century. It was only in 1912 that India established her first Sugarcane breeding station of Coimbatore. Page | 12 In the early part of century, there were a few sugar mills in the country, mostly in Utter Pradesh and Bihar where sugarcane was being grown traditionally. The production of sugar was not sufficient to meat the demand of the domestic consumption and so sugar was being imported from Java and other countries. The Indian sugar factories were unable to meat the competition of imported Javanese sugar, which had commanding the Indian market. The government of India then granted protection to the indigenous sugar industry under the sugar industry Protection Act passed in 1932. This Act was followed by another legislation enabling the provincial Governments to enforce the minimum price to be paid by sugar factories to can growers in respect by sugar factories to cane growers in respect of cane supplied by them as per Sugarcane Act of 1934. These two legislation gave significant impetus and encouragement to entrepreneurs to set up new sugar factories in various parts of the country. After independence, with the introduction the five-year plan for the national development, the sugar industry too received considerable amount of support. The development and regulation of the sugar industry was brought under the control of the Government India from May 1952. The Sugar industry in India made a rapid development after protection was granted to this industry in 1932. Accordingly, the import of sugar was almost stopped after 1936-38". The sugar Industry was granted this protection till 1950. Since independence there has been and over all tread of sugar in India. Like other agro-industries, this industry has been subject to wide and some times violent fluctuations. The main reason is that the raw material of this industry i.e., Page | 13 Sugarcane comes from agricultural sector, Which is highly insatiable in India. Some times, it suffers from drought, floods and heavy rains. Other factors like Government policies, Prices, market conditions etc., are also responsible for the fluctuations in production in this country. As against a mere 29 sugar mills in 1930-31, this number has gone up to 408 in 1994-95 with 222 in the co-operative sector, 75 in the Public Sector and the rest in the Private Sector. The total production of sugar during 1991-92 seasons was 132.73 lakh tones with 76.83 lakh tones in the co-operative sector 11.35 lakh tones in the public sector and 44.59 lakh tones in private sector. In 1994-95 the total sugar production has increased to 146.43 lakh tones. The industry has surpassed the targets set for it in the various plan periods and 160 lakh tones per annum has been targeted for the year 2000. In the year 2001 production of sugar has been increased to 184 lakh tones. Sugar industry in India was initially concentrated in the subtropical states of Utter Pradesh and Bihar, but since the second Five year plan, it spread to the Deccan area and the Southern states. About 35 millions farmers constituting 7% of the total rural population portion of the cane crop and provide the farmer with resources to meet his commitments. Each sugar factory deals with thousand of cane growers. STA TE- WISE SPREAD OF SUGAR INDUSTRY IN INDIA Sugarcane is grown widely in India In 17 out of 25 states and 2 Union Territories grown sugarcane. Nine states account for 96% of the production and 94% of the total area. These states are : Uttar Pradesh, Page | 14 Maharashtra, Karnataka, Tamilnadu, Andhra Pradesh, Bihar, Haryana, Gujarat and Punjab. Uttar Pradesh ranks first in area and in production During 1990-91, U.P. accounted for 50% of area and 43% of production of sugarcane in India. Maharashtra Which occupies second place has about 1/3 of the area and its production of Sugarcane is almost half that of the production of U.P; Maharashtra exceeds U.P in terms of recovery of Sugar. Gujarat, which has only 1.15 lak hectares under Sugarcane cultivation, has the highest percentage of sugar recovery (11.65). Tamilnadu, which has produced 352.36 lakh tones of Sugarcane, has a mere 8.68% of sugar recovery. This clearly shows that recovery of sugar is based on the fertility of the soil of India fixed the target for production at 15.50 MT and the target for installed capacity at 16.00 MT. The number of factories in the plan periods has also increased rapidly. They increased from 139 in 1959-60 to 408 in 1994-95 with 237in the co-operative sector 75 in the public sector and the rest in the private sector. The sugar production has also been gradually increased in view of the rising demand for sugar in the country. At present, there are 422 installed sugar factories in the country with an annual sugar production capacity of 11.1 million tones and about a 100 new sugar factories are under various stages of construction. The sugar industry is the most advanced processing industry in the agricultural sector in India, located in rural massed and serve as the nerve center for rural development. Page | 15 SUGAR INDUSTRY IN ANDHRA PRADESH Sugarcane is on the important commercial crops in Andhra Pradesh, greatly contributing to the agricultural prosperity of the state. Andhra Pradesh is situated in the tropical Zone considered highly suitable for the production of good sugarcane. The average rainfall in the state form June to September in a year is 602mm. Sugarcane is an irrigated crop throughout the state frequency of irrigation varying widely with facilities available. Sugarcane cultivation in the State was known for centuries in the Coastal belt. The rank of Andhra Pradesh in sugarcane acreage and production is finished between 5th and 7th and between 4th and 5th respectively, at the national level. In the past, white sugar was obtained by refining polymer jugglery by the Gur refinery at Samarklakot. Direct manufacture of Sugar started in the year 1934 at Bobbili followed by factories at Thummapala and Etikoppaka in 1935, Vuyyuru in 1936 and Bodhan in 1938. At present in Andhra Pradesh, the total number of sugar factories is 35. These have been established in various viz., Co-operative, public and private sector. Recently, the Government of Andhra Pradesh gave permission to establish 13 more Sugar factories throughout the state under the private sector. There are 18 factories in the co-operative sector, 8 in the public Sector and 10 in the private sector with a crushing capacity expect in the year 1989-90. There are about 120 licensed Khandasari units in the state and these units crush about 16,797 tones per day. The normal crushing season is spread over a period of 130 days. Out of the total production of sugar 40% is levy sugar and the remaining 60% is for free sale by the Page | 16 Sugar factories. Different varieties of Sugarcane seed are introduced for higher yield and recovery of Sugar, year after year. ENERGENCE OF CO-OPERATIVE SUGAR FACTORIES While in all in other sectors in the country co-operative has either failed or made negligible progress. The successes achieved by the cooperative sugar mills have two positive advantages in their favor. First of all, they get the maximum supply of sugarcane as all most all the sugarcane farmers are members of the co-operative sugar mills. Secondly, profits of the co-operative are distributed among the farmers instead of going into the hands of a few sugar barons. All the sugar factories were setup in the privet sector till 1950. The factories that came up subsequently were mostly in the co-operative sugar factories accounted for only 15% of the total sugar production in the country, they claimed 60.6& in 1992-93. The sugar and allied by-product using industries, particularly, in the cooperative sector have contributed significantly to the increase in employment opportunities and development off the infrastructure like educational institutions, medical facilities and recreational facilities for the entire community at large. The Government has now issued licenses for establishment of more factories in cooperative sector. In the context of new economic policy, based on market responses the Government is planning to provide more freedom to the cooperative sector. This will go a long way in achieving a vibrant economic structure. Co-operative sugar factories are certain to play in even more important role. Page | 17 THE SUGAR POLICY OF THE GO VERNMENT OF INDIA The union Government announces every year a uniform sugarcane price(statutory Minimum Price) on the basis of the Recommendation of the commissions Agricultural Cost and Price (CACP). The Government announced the SMP, which is linked to the sugar recovery of 8.5% fixed as minimum level to be achieved by the sugar units. The actual price paid to Sugarcane farmers is than fixed on the basis of the state advised price (SAP) announced by the State Government which are usually higher than the SMP. The SMP and the SAP guide the sugarcane prices in the market. Under the dual pricing system levy sugar and free sale sugar priced differently. The levy price which is defined by the Essential Commodities Act is equal to or lowers than the cost of production. The cost of production is determined by the Bureau of industrial costs and prices. Levy prices are fixed by the Government of India on the advice of the BICP. At precent, the quota is fixed at aratio of 40:60 for levy and free sugar which means that 40% of the production will be procured from the sugar factories at a fixed levy price and factory will be free 0 sell 60% at the free market price. The sugar factories are expected to earn sufficient profits by selling the free sale quota at the market price and to compensate the loss that they have incurred on the levy quota. However, the Ventral Government indirectly controls the free sale sugar prices through sugar releases each month. The price of sugar in the market has always been a sensitive political issue. Whenever sugar is in short supply, the Government of India imposed conditions on sugar units to protect the interests of the common man. Profitability in the sugar industry is Page | 18 dependent on the sugarcane price paid by the companies and sugar prices under the state imposed dual pricing system. The government's sugar policy was announced in November 1991, retained the minimum economic capacity of 2500 tones of cane crushed per day for issued of fresh licenses. The Government has no intention of nationalizing the sugar factories. Priority would be given to proposals for new units form the co-operatives and the public sector. The Government has permitted the existing mills to raise their capacity. EXPORT OF SUGAR India first started exporting of sugar form the year 1957, since 1970-71 the quantity that was exported steadily rise from 18,000 tones to 9.5 Lakh tones. Whenever there has been a higher sugar production, efforts were made by the industry to get more export quota sanctioned from the International sugar organization. The Government policy is to encourage exports from agro-based industries and the time has come to fix a minimum export quota for sugar every year, so that permanent buyer - seller relations could be established and also better prices realized. Industry sources feel that, at least a minimum quota of one million tones for the export of sugar could be released in the beginning of every season, so that export commitment would be entered into at an appropriate time. According to food industry sources, at present the two major buyers in the International market are Pakistan which needs 3 lakh tones, and Bangladesh which needs 1 lakh tone. As India now can not fulfill its contracts Thailand and Brazil will grab the opportunity. As the industry Page | 19 made contracts based on the Government's decision, India has become a laughing stock among the International community because of its apathetic attitude towards exports. In August, 1995 the Government permitted the export of 5 lakh tones of sugar. And of theses 5,00,000 tones were exported in August with 1.5 lakh tones and 3 lakh tones being exported in September and October, respectively. As the country still has a huge stock pile of disposable sugar, the Government decided to create a buffer stock of 5 lakh tones and permit further exports of 5 lakh tones in January, 1996. Meanwhile, sugar industry continues to face a serious liquidity crisis because of this delay. Majority of the sugar factories in India are not willing to export the sugar as the price of sugar is very low in the world market. If there are little prospects for any price increase in the world market, the major producers are keen to sell more in view of a foreign exchange constraint, and the exports will become more profitable. The convertibility of the Indian rupee will ensure higher benefits to the exporters. Problems of the sugar Industry Sugar industry is controlled by the Government like all the industries in the country. The central Government regulates all the activities of the sugar industry from the purchase of raw material, to the sale of finished products. The importance of sugar industry in the national economic cannot be over emphasized, as on its prosperity depends on the livelihood of millions of cane growers, workers in the factories and other working in the ancillary industry. It therefore requires careful nursing, but Page | 20 unfortunately it is subjected to great vicissitudes of prosperity and depression. This industry has a large number of problems-inadequate supply of cane, under utilization of capacity low recovery, old and obsolete machinery, transport difficulties and the pricing policy of the Government. The low level of productivity is crippling the industry. Secondly the output of cane is influenced to a greater extent by the Government's main raw material is dependent upon the prices of competitive food crops on the one hand and the prices of sugarcane fixed by the Government on the other. Since the sucrose content of sugarcane begins to deteriorate soon after the stalks have been cut, it is essential that a unit be located in close proximity to the sources of raw material. Then, there is a vast gap between the technology developed by the Research Institutions and the cane growers. Another problem regarding cane supply to the factories is diversion. The sugar factories and Gur and Khandasari units are competitors for sugarcane supply. According to D.C.A Agate, "Gur and Khandasari producers have a leeway over the sugar factories in the matter of procuring sugarcane diverted from sugar factories owing to absence of controls over them and also fiscal advantages they enjoy" Next problem facing the industry is that of transport, In our country the transport system is not up to the requirements, which affect the recovery from sugarcane Utilization of by products. By the fuller utilization of by-products the sugar industry can hope to reduce the cost of production. Page | 21 SUGAR INDUSTRIES IN ANDHARA PRADESH In Andhra Pradesh there are 34 industries of which 16 are under the cooperative sector, 8 are Under Government management and another 9 are under private sector. Khandasari Mills, the counter part of sugar mills have been estimated at a number of 120. The mill at Bodhan in Nizamabad district is the biggest in Asia. Average cane yield. Per acre in India is 20 tonnes and in Andhra Pradesh. It is 30 tonnes. The crushing capacity of all mills in Andhra Pradesh is 57 lakh tonnes. Private Mills could utilize 70% of the crushing capacity. Where as the other mills could just manage. PRIVATE SECTOR IN SUGAR FACTORIES: SL. NO 1. 2. 3. The Andhra Sugars Ltd., 4. 5. 6. 7. 8. The Jeypore Sugars Company Ltd., Sri Saravarya Sugar Mills Limited Deccan Sugar The Kirlampudi Mills The Andhra Sugars Ltd Table:2.1 Page | 22 INDUSTRY K.C.P Sugar and Industries Limited., K.C.P Sugar and Limited., Industries Corporation PLACE Vuyyuru Corporation DISTRICT Krishna Laxmipuram Krishna Tanuku Chagallu Chelluru Samalkot Pitha-Puram Taddayahai West Godavari East Godavari East Godavari East Godavari East Godavari West Godavari PUBLIC SECTORS IN FACTORIES SL.NO 1. 2. 3. 4. 5. 6. 7. 8. INDUSTRY The Nizam Sugars NGS Gayathri Sugars Ltd Sree Kialas Chemicals Ganapathi Sugar Industries Ltd Sree Vani Sugars and Industries Ltd The Nizam Sugars Ltd The Nizam Sugars Ltd Empee Sugars Ltd and Chemicals Ltd Table:2.2 PLACE Mirayalaguda DISTRICT Nalgonda Sadasiva Nagar Nizamabad Peeru-Voncha Ranga Reddy Mudipadu Didgi Kairatabad (Hyderabad) Naidupeta Khammam Medak Chittor Medak Ranga Reddy Nellore Page | 23 CO-OPERATIVE SECTORS IN SUGAR FACTORIES SL. NO 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. INDUSTRY The Amudala -Valasa Operative Sugars Ltd., The Chodavaram Ltd., Co- PLACE Amudala Valasa Chittor Govada Eliloppaka Kovuuru Gurazala Nandyala Vemuru Amniagdem Pullapalli Hanuman Junction Ranugunta Karukonda Tuni Ghimdole Hazuragac Palakol DISTRICT Srikakulam Chittor Visakhapatnam Visakhapatnam Nellore Guntur Kurnool Guntur Khammam West Godavari Krishna Chittor Vizianagaram East Godavari West Godavari Karim Nagar West Godavari The Chittor Co-Operative Sugars Ltd., Co-operative Sugars The Etikoppoka Co-operative Agricultural industrial Society Ltd., The Kovuur Co-Operative Sugars Factory Ltd., The Nagarjuna Co-Operative Sugars Ltd The Nandyal Co-Opertive Sugars Ltd The N.V.R. Co-Opertive Sugars Ltd The Palair Co-Operative Sugars Ltd Sri A.S.M. Co-Operative Sugars Ltd The Deccan Sugars Ltd Sri Venkateswara Sugar Factory Sri Vijaya Rama Ganapathi Sugars The Ltd West Ltd Thandava Godavari Co-Operative Sugars Co-Operative Sugars The Jaikisan Co-Operative Sugars Ltd The Palkol Co-Operative Sugars Ltd Page | 24 Talks are also on with bulk sugar consumers like Hindustan Lever and some other pharma and confectionery companies to enroll them as members of the exchange the sources said. According to the sources, the trading platform made available by the sugar India is expected to integrate both spot and futures trade in sugar. ISI CERTIFICTION FOR SUGAR SOON: The Bureau of Indian standards is extending its certification to the sugar industry. The organization is also harmonizing its standards for sugar with the codes standards. According to an official, bureau of Indian Standards Certification would give the sugar industry and advantage in International Market. Like the normal ISI mark, the certification would be issued for one year and if the mills performance was found satisfactory, the certification would be renewed for two more years. The Certification will only be granted on consumer and bulk packs and not on loose. Sugar. The officials will visit sugar mills to check their technology, infrastructure manufacturing process, testing methods, quality control, processing capacity, staff and Waste management, in For improving exports, the industry will have to meet stringent International standards. The bureau of Indian Standards has launched an awareness program to educate the Sugar Industry about the advantage of its certification. and around the mills. Page | 25 COMPANY PROFILE Introduction: The KCP Limited, Lakshmipuram is the amalgamation a sick unit M/s. Challapalli Sugars Limited. The sick unit was received under BIFR board of industrial and financial reconstruction by the memorandum of settlement between the Challapalli sugars employees unions and the management of K.C.P. Limited, Vuyyuru before the Joint Commissioner of Labour. Andhra Pradesh, Hyderabad on 17-2-1987 under section 12(3) read with 18(3) of industrial disputes act 1947. The KCP Limited has crushed sugarcane from 11-3-1987 to 26-31987 for 16 days as a frail season with a sugarcane crushed 5492 tons produced 4745 sugar bags brown sugar 1032 and quality sugar 3713 with an average recovery of 8.05% the plant is growing with all cooperation from all angles improving itself. Its resources and gradually season to season. The crushing capacity of 1250 T.C.D. is also expanded to 2500 T.C.D. with additions and alternations with new technology as a modem sugar plant giving good results with high recovery and maximum crushing in 1992-93 crushing season. It has crashed 224184 tonnes and produced sugar of 229900 quintals with an average recovery of 1026% in 1993-94 season. Location: Sugar factory has been located at Vuyyuru at Krishna Dt, Andhra Pradesh registered office is at mount road in Madras and Branch Office at Vijayawada. KCP Limited is located 25 miles away from the coast and other branch factory in Lakshmipuram K.C.P. Limited is located 50 miles away from the Vuyyuru. Page | 26 The sugar factory at Lakhmipuram, Krishna Dt, Andhra Pradesh is the earliest of the KCP. and central workshops at time Vuyyuru, Madras and the Ramakrishna Cement at Macherla, Guntur District, Andhra Pradesh. The K.C.P. Limited, Vuyyuru is the biggest sugar factory in the Asian contents under the control of the private management during the British rules. The government has appointed a committee in 1920 for the Europe to see the position of cane and its developments in the country. The committee visited not only the concerned but also visited TAVA (Now Indonesia) and submitted a volume course detailed report. It mentioned in is report the state has no sufficient water and it does not have good sources for the cane progress.. But Sri Velagapudi Ramakrishna has taken it as a challenge and he established the K.C.P, Limited at first in Krishna District. Ultimately in 1943 the full management come under the hands of Sri. V. Ramakrishna. The K.C.P. has been registered on 3-7-1942 and sugar factory on 9-3-1943. The original plants suppliers were smith company glass, glow, England. Day to day the K.C.P. has reached in progress lines and every fine it stood first in production. The K.C.P. limited accepted cane to these cane growers who are having permits given by CAD. The 1972-1980 season started on 24-2-1979 at 2-30 P.M. and ended on 04-4-1990 at 10:54 A.M. (Totally 103 days) during 1979-80 reached 51400 tons of crushing during 1979-80 sugar and 1.212 of brown sugar. The main product of the K.C.P Limited is the sugar and subsidiary products are industrial alcohol and diluted spirit etc., The Central shop is at Madras and its branch office is at Vijayawada. Page | 27 Overall Objectives of the K.C.P. Limited: 1. As wholesale and retail chemists and druggists, imports, exports and manufacturers of and dealers in heavy chemicals, acids, industrial another preparations and articles of any matters and kind whatever mineral and water comment. 2. To manufacture and requisites, cosmetics, pharmaceutical articles. 3. To carry of India and elsewhere the following business namely. Sugar, boilers manufacturers and refineries and dealers in sugar and molasses, sugar candy and other products distillers and spirit merchants in all their respective branches. 4. sell scope toilets requisites and other green room chemical and To draw accept, endnote negotiator promissory notes bills of exchange handle one negotiable promissory notes, bills of exchange, handle other negotiable instruments. Lakshmipuram in Thirties: In the early Lakshmipuram was like any other Indian Village and wedded to the conventional ways of agriculture, having mostly single crop of paddy. The Lakshmipuram today different it is today enjoying variable boon with is understandable the K.C.P. sugar factory distributors in a season about Rs. 1,200/- lakhs to cane growers located within a radius of 40 kilometers the workers Of many of the growers also get gain feel employment in the sugar mill. Late Mr. V. Ramakrishna, the founder of the K.C.P. could thing much a head of tines and stimuli zed the need for encouraging also based industries. While working as a director of industries in the Madras state. Page | 28 He encouraged the formers the type of Krishna Delta to take a sugar cane cultivation and to start a sugar factory in cooperative sugar factory of 800 tonnes cane. Crushing company in 1936 at Vuyyuru. Late Adusumilli Gopalakrishnaiah, Late Rajasaheb of Vuyyuru yet and Late Rajasaheb of Challapalli, Sri Yarlagadda Sivarama Krishna Prasad was come of the permanent personalities who took active part is establishing the sugar factory in cooperative sectors. In the year 1943, K.C.P. Limited acquired the sugar factory then the cooperative sector and a going concerned. VISION: To be in the first place among all sugar factories in the state in all aspects. Empower employees for shouldering higher responsibilities resulting in job enrichment and job satisfaction aim to grow in business and to make the senior manager of today to head plant operations. At a future date by grooming and motivating them. All employees to aim for deriving maximum benefits all operations. WORKING HOURS & SHIFT SYSTEM: Sugar factory workers on a seasonal basis consisting two seasons" generally it had two types of shifts, systems and it varies awarding to convenience. During my training period I observed that the general shift timings are Morning Afternoon Rest period : : : 7-30 am to 11-30 am 1-00 pm to 5-00 pm 11-30 am to 1-00pm Page | 29 During Shifts Shift A B C MISSION Strive to achieve excellence in manufacturing Sugar & Power through our dedicated loyal & committed work force to enhance customer satisfaction. Strive for continual improvement all levels by enhancing our skills knowledge and enthusiasm to meet the needs of changing work. Drive to achieve maximum value addition through the most effective use of resources. Research and Development: To maintain quality, efficiently and competitiveness in technology as in house research and development, development was started by K.C.P. in 1970 manned by qualified and experienced engineers and technologist. This decision was undertaken a member of developmental protected in sugar machinery. Sugar processing and allied field. Progress: Progress of the company is in terms of capital production and employment outlined. The sugar factory which was registered on 9-3-1943 had it's equality capital at Rs.7/- lakhs later as the K.C.P. Ltd. Time 2-00 am to 10-00 am 10-00 am to 6-00 pm 6-00 pm to 2-00 am Page | 30 Has grown out the year and may expansion -programmer were under taken. It has diversified its activity in addition to the production of sugar production of machinery as central workshops and the production of cement at Rama Krishna Cement, Mancherayala, the authorized capital of the K.C.P. Limited stood at Rs. 107- courses as on 30-6-1980 and paid up capital at Rs.5,08,1 8,660. The paid up capital to Rs.7,62,27,990 as on 30-6-1981. Organization Structure: The K.C.P. Limited is headed by the Chairman of board of directors stationed at head office. The individual head is plant manager who is assisted by deputy plan; manager the different departments placed under the supervisors and controllers of different functional heads the organization chart. Medical Officer: The Medical Officer attends the site employees at schedule thinking and attending the patients the clock in the stores of emergency Sugar cane generally grown in hat, moist climate with a dry ripening season but every low temperature and suddenly lowering temperature may affect its growth the sugar cane consists of roots. Stalk and leaves. Plantations White Sugar (Average): Sugar in crystal from manufactured by raceme process and which has a minimum plant of 99.80 and moisture content not more than 0.04%. Diversification: The progressive mined industrialists in India and realized the benefits of diversification the K.C.P. Limited, started distillery for Page | 31 production of industrial alcohol using the molasses a waste product from their sugar factory their distillery is one of the biggest and modem units in Andhra Pradesh with 50 million bulk liters capacity per annum. Sri V. Rama Krishna's greatest service to the nation, as an industrialist was the establishment of heavy engineering complex. Particulars White sugar bagged sugar Moisture percent Pol percent Moisture percent Rs Percent Ash percent Final molasses sugar percent Brick percent Purity Baggage sugar percent Water percent Fiber percent Filter-cake pol percent Lime kilngas C02 percent Boiler feed temperature Water pH Clear juice temperature Table 3.1 2000-2001 99.80 0.04 25.94 1.67 49.94 47.25 1.68 - 1999-2000 99.8 0.04 26.46 1.68 49.22 47.91 2.02 - 96° 9.5 1000 96° 9.5 1000 Growing with a Purpose: Page | 32 The K.C.P. development has been one of the growth with a purpose. This has been the philosophy behind late Mr, Rama Krishna's, Sri V. Dutt is both the management of the existing units and their expansion schemes. Cane Development: In order to develop adequate quality from better yields rarities of cane. The agriculture departments of the factory was strengthened, Intensive sugar cane development scheme has be implemented from the year 1970-71 large scale implementation of approved programmed of developments like hot water treatment of seed. Material of the cane seed from the disease like grass sheet, red 'let and sort, insecticide treatment of seed with patricides like malathion to prevent scare incidence, planting of sugar seeding by space Transplanting technique. Introduction of deep plugging to a depth of 8 to 10 fertilizing the crop by placement provision of summer irrigation by providing bore wells, lift drainage by the use of oil engine pump sets in waters logged areas have been implemented and most of these measure have become popular in the same. When the area grown to sugar cane is about 25,000acres for the season 1987-88 the area under cane is expected to be over 32,000 acres which would give a full crush of 15 lakh tons approximately. Sugar Cane Area of Factory: Page | 33 • Particulars • Total Area • Reserved Area • Farm • Free Cane Supply: The source of cane supply to the factory is from cane growery in the reserved area comprising of 221 reserved villages mostly in the mandals of Challapalli, Ghantasala, Movva, Mopidevi, on an average cane is cultivated in rotation in about 150 villages, the density of cane in growing village with in different distances from the factory and the percentage of cane supplies received from each group is given table. Distance from factory the Within 15 km Between 16 to 25 km Between Between 33 to 48 km Above 48 km Table 3.2 No. of 66 46 15 06 06 Percentage of supply of 65.77 21.23 8.40 1.80 3.00 The cane growers supply the cane to the factory at the factory gate, mode of transportation is carts 65% and trucks and trailers 35%. The cane is then unloaded on trolleys by the cane supplies than sellers. The responsibility of the factory comes after the weight of the cane suppliers themselves. All this unloaded is done outside the factory gate. Each cart is supplied with trolleys of capacity 2 tones and each truck to trolleys the inside yard can afford about 300 trolleys. Page | 34 Communication: Both vertical and horizontal communication can be seen in the K.C.P. limited. If the plant manager any information from the dealing assistant he want directly asked concerned assistant and intimates to the concerned read of the department calls for his concerned superintendent in which recollects information from the dealing assistant and sends to the plant manager through proper channel. Regarding any information to his bus he should also follow through proper channel. Every communication should being written manner where as general information kept in all notice boards and a copy of notice will be reached to every department reads and superintendence. For every any message shall be approved by the plant manager for which it provided by the plant manager for which it provided good contacts with plant manager for every day. However in practice the orders reaching from bottom are not implementing with full involvement and acceptance. This lack of commitment results in effective communication. Every grievance will be solved by mutual understandings provide for some upward flow communication. Employee should be positively encourage to speak out being a private written communication shall not be delayed. The communication media include oral instruction .and involve instruments like telephone, telex and wireless. Recruitment and Selection: The nature of the K.C.P. is seasonal and non-seasonal so it has temporary and permanent employees. Temporary employee loose their employment after the season as over and they will call for next season Page | 35 and sometimes they will not be called for employment. Some of soil and sons of flash will do most of the employment. The management gives more preference to the inside employees. I noticed the employees in personnel officer and I.C.I.M. department and some other departments were recruited through by recommendation of their fathers in which they were already employed in the factory. Whenever a vacancy is arise. The management circulates the information to the factory and employment exchange and advertisement. Whenever a inside employee applies for the particular post some liberal post some liberal consideration will be given to them compare to outsiders. Regarding outside sources the management sets several applications through advertisements and I.T.I, institutions. The employment exchange sponsors some candidates. So finally after scrutinizing of all applications in over the management calls for qualified applicants for K.C.P. on recruitment regarding inside and outside sources. Training: The K.C.P. conducts training programmer both on the job and off job training. They don't have any management training programmer the I.T.I, sponsors some of the candidates from its institutions are requested by the company will absorb .the trainees after the training is over when there any suitable vacancies, the management conducts in plant-training programmers called on the job training for molders, fitters, and electrician. Wire man motor mechanic and black smith, these trainees will under training for the period of two years. As a company trainees and (hey will undergo again four years on agreement basis and they will paid for worth of Rs.150/- per month for the first year of training and they will have to service on construct service of 3 years. Page | 36 The another a scheme of training is non I.T.I, when the trainees will be sent for (raining to Kakinada and Visakhapatnam of a perceived of 3 years and will be paid stipend during the entire training period and absorbed in the company. The trades of non-I.T.I. trainees are as follower. Trade: Bookkeeping and accountancy, clerk genera, storekeepers, lab assistant, switch board attendant brick mason, sales assistant, boiler attendants. Attendant operations steam turbine operators. Employment: In order to meet the requirements of cost accounting records and fulfill the needs of regular information, the existing cost centers both production an service have been arranged. The K.C P. Limited management employees will be decided in two categories there are: 1. Seasonal employees 2. non- seasonal employees Man Power Inventory for the Month of May Name of Department General manager management 2 6 Page | 37 Supervisor 0 Clerk 0 Operatives 0 total 2 Agriclture Engineering Electrical Manufactures Laboratories General Stores Sugar Personal Time Office Medical Accounts Purchase Computers Transport Civil 7 4 5 2 1 0 0 0 0 0 24 1 0 0 0 2 0 0 0 0 0 0 0 67 9 0 0 0 0 0 0 0 0 0 30 75 12 5 2 3 2 3 2 4 0 6 2 2 3 0 6 1 3 0 3 0 1 0 0 0 0 0 TOTAL 47 13 Table 3.3 25 86 159 Page | 38 Wage Fixation and Payment: The wage fixation and its revision was decided by the mutual adjustments between unions and management and should be approved by the head office. So union and management sit together and discussed about the wage fixation and final conclusion will be sent to the head office for approval. Generally, the head office approved agreement of wages fixation for every 3 years wages of going to be revised through the agreements between union and managements between union and management. The job of payment or done by the establishment and I.C.I.M. section. The establishment supervision maintenance wage payments of various employees and the correlate and changes therein. Then all the wag files go to HCL section. The HCL section deducts various items and it finalized pay sheets again to the establishment section. Again it was verified by the section head for the very month ending wages to be paid to the employees at any time during the working hours. Achievements: The achievements of the company can be judged from its financial performance. The company with an equity capital of seven lakhs in 1943 had grown today have its share capital 508 lakhs of which share worth Rs.465 lakhs have been issued as bonus shares various years. The net worth of company stands to Rs.1394 lakhs the profit of company is of Rs.197 lakhs which is a part from central and state excise duties collected on sugar cement alcohol machinery etc. the company return to share holders is also sizable. A part from proposed bonus shares the dividends are maintained a reasonable level of 15%. Page | 39 A lady medical officer who is a part time appointed in the factory attend the finalizes of the employees. Civic and Welfare Activities: The company expenditure on welfare activities during the last 10 years is given below. Welfare Year 1997-1998 1998-1999 1999-2000 2000-2001 2001-2002 2002-2003 2003-2004 2004-2005 2005-2006 2006-2007 Table 3.4 Expenditure 1,50,41,446 1,46,89,226 1,14,95,626 1,33,07,678 1,15,35,278 71,66,245 79,30,142 80,16,648 1,58,57,928 1,55,80,518 Unions: The K.C.P. Limited, Lakshmipuram has two union Page | 40 1. Challapalli sugars karmika sangam ltd. The president is M.Paparao. 2. The K.C.P. Limited, Employess union ltd. The president is U. Buchaswararao. Name of the union workers / staff = the KCP employees union independent on workers union. Export: Vuyyuru and Lakshmipruam sugar factory has earned a very prominent place in export. Sugar as rely as from 1959 and from there onwards raw sugar and white sugar and being exported every year and thus helping country to earn precious foreign exchange. K.C.P. secure a prestigious contract in the year 1982 aimed at keen global competition to establish a 1250 T.C.D. sugar plant distillery on turns key basis in Srilanka. The project was sponsored by A.D.B. it was completed successfully and started in 1986. A.D.B. commented that the equipment and machinery supplied by K.C.P. were of international standard and -the project was completed on time in spite of local unrest in the country due to ethic problems EMBOLDEND by this K.C.P, scouted around the sugar producing countries to supply them machinery and equipment. After many attempt in MAURITIUS. The monopoly of South Africa and European countries dominating the supply of equipment in that country 'was broken. K.C.P. supplied mills and vacuum filers to three factories in the year 1989. All equipment supplied is performing to the highest efficiency standards till to day and the clients and every happy Page | 41 with the equipment. This order was obtained despite keen competition from Brazil. Since then K.C.P. has been supplying parts and small equipment continuously to the sugar industry in Mauritius. K.C.P. choose a local representative in Mauritius M/s Forges Tardier Ltd. who also manufacture sugar machinery and equipment in a small way. K.C.P. joined hands with M/s Forges Tardier for supply and erection of a 500 Ted sugar plant in Rwanda, Central Africa, machinery has been supplied and erection is to be commenced in the near future. Out attempts to establish a sugar factory in Madagascar did not materials for various reasons but we were successful is supplying some sugar factory machinery, a team of experts from K.C.P. visited Vietnam early in 1990 to study the working of the sugar industry in that country and to examine now how to best the old and exiting in its Vietnam could be rehabilitated Vietnam started spend order for various spare parts for their sugar industry since then their has been frequent inter nation with Vietnam and three delegations of Vietnamese exports visited our facilities from 1991 onwards. They were impressive our engineering unit in Madras and our sugar factory in Vuyyuru and Lakshmipuram. As a result we were asked to supply equipment to the Quangngai sugar factory in Vietnam for expansion from 1500 TCD to 1800 TCD again 'within four months. Another order was placed by sale factory to expand its capacity from 1800 TCD to 2000 TCD now phase expansion is under progress. All equipment has been supplied and is being erected under the supervision of our personal. The factory will be ready in time for the crushing season in December, 1993 phase 11 expansion will followed this we were successful in negotiating for a new sugar factory in the Toy Hoa Province in Vietnam, the capacity of the factors' will be 1250 TCD and we were Page | 42 able to sign the contract on 28* July 1993, the volume of business from Vietnam exceeds 10 millions. We also committed to manufacture part of equipment in Vietnam itself We have date for the manufacture of sugar machinery and equipment not only for the sugar industry in Vietnam. But also for export neighbouring countries. It is interest in to note that K.C.P. is the first to under Vietnam sugar industry. Similarly the firs: Indian company to enter the "Philippines" in the sugar industries field was K C P. We supplied continuous. Centrifugal last year and our equipment has proved that it is as good as any other imported equipment from Europe Successful performance of this equipment has led the company in the "Philippines" to obtain in order for three more centrifugal. Manufacture of these centrifugal is near competition and they will be supplied next month. • We are continuously supplying spare parts to the sugar factory in SriLanka, which was constructed by us and recently some equipment for their expansion. • We joined the consortium led by Ashok Leyland Ltd. Tendered to Four companies from all the Iranian government to supply to complete sugar factory of a capacity of 10000 tonnes of cane per day. our the world were short listed of which, the consortium led by "Ashok Leyland" is also one negotiations on the price will be taken up later this year. • K.C.P. is marking attempts to supply sugar machinery to .Indonesia, the African continent and to Guda Coupe and Colombia in South African. • It is difficult to compete with developed countries in the export market. It required sustained and continued efforts to establish contracts with overseas parties. Equipment of international standard Page | 43 delivery on time and competitive prices. Couple with reliable after sales service is the key to • success in the export market. CONCEPTUAL AND THEROTICAL FRAME WORK LABOUR WELFARE ACTIVITIES Page | 44 The labour welfare activities of the employers in particular and of the state in general are not only conductive to an improvement in the conditions of the working class but are the best kind of investment to employees for promoting industrial efficiency Besides Labour Welfare have tremendous Potentialities for ferreting good industrial relations. The significance such activities in a country like India is very great. The term “Labour Welfare” is one which leads itself to various interpretations and it has always the same significance in different countries as pointed out by the royal commission on labour. The term “welfare” as applied to the industrial worker is one which must necessarily the classic bearing a somewhat different interpretation in one country from another according to the different social customs. The degree of industrialization and education development of the workers. Different people have given different interpretation to it. One definition contains it to voluntary efforts on the part of employers to provide the best conditions of employment in their own factories. Another interpretation given to welfare work is that it is any thing for the comfort and improvement intellectual or social of employers over and above the wages paid. A resolution adopted by the international labour conference (ILC) at its 19th session in June 1956 as enumerated some of these services and amenities as include. 1. Feeding facilities in or near the undertaking 2. Rest and recreation facilities, and Page | 45 3. The transportation to and from work were ordinary public transport is in docket or impracticable. The labour investigation committee of Government of India clerks the scope of the welfare activities any thinking done for the intellectual physical, more and economic betterment of the workers whether by employer by Government or by employer by Government or by another agencies, over and above what is laid down by law or what is normally expected as part of contractual benefits for which the workers may have organized. Thus, under these definitions we may include housing, medical and education facilities for rest and recreation. According to the value system social economic development even with in the one country its contest may be different from region to region. This the term “Welfare is very comprehensive”. DEFINITION OF LABOUR WELFARE Mr.Arthus James Todd A series of sharply diverse opinions exist on the motives and minutes of industrial welfare. Braddly speaking we can define labour welfare as “Measures and Activites under taken by state employees and associations of workers for the improvement of the workers standard of lie and the promotion of the economy social well being are labeled as welfare work”. I.L.O defined as such services facilities and amenities which may be established in or in the vicinity of under taking to enable the persons employing them to perform their work in healthy congenial surroundings and provided with amenities conductive to good health and high morale. Page | 46 As a mater of fact, the whole field of welfare is one in which can be done to come back the sense of frustration of the individual workers to realize them of personal and family worries, to improve his health to afford him means of self expression to after him some span in which he can excel all other to help him to wider conception of life. THE IMPORTANCE OF WELFARE: IT INFLOENCE THE SENTIMENT OF THE WORKERS: Welfare activities such as educational facilities, influence the sentimental atmosphere of the factory they develop the feeling of friendliness. SOCIAL ADVANTAGES OF WELFARE OF WORKERS: It improves the workers physique and reduce incidence of vices mental efficiently and economic productivity of workers. Realization of workers importance: Workers realized that they have also some state in under taking and reduce and reckless action on their part and will be realized by the employers. REDUCE TURNOVER AND OBSENTEEISM:What ever improves condition of work and life of employees will reduce their absenteeism and turn over from one from to another. IT IMPROVES THE STANDARD OF LIVING OF WORKERS: Page | 47 Welfare activities such as medical, canteen facilities and housing facilities improve the standard of living of workers and their role in the economic development of our country. CLLASSIFICATION EMPLOYER: Welfare measures in Industry are generally classified into four categaries:Statutory measures Non- statutory measures Voluntary activities Mutual activities STATUTORY MESURES: Statutory measures are compulsory welfare measures to be implemented by the employers various labour legislations such as factory’s act workmen compensation act etc have been enacted by the Government to Compel that employers to provide the welfare measures as directed in these enactments non- compliance of the statutory welfare measures by the employers would bring in panel action by the Government against the erring employers. Thus statutory welfare measures are compulsory welfare measures which should be implemented by the employers in the respective industries. The statutory welfare requirements in the country may broadly be classified into two heads. Those which have be provided irrespective of the size of the establishment or the No. of the persons employed there in such as Page | 48 OF WELFARES IMPLEMENTED BY washing, storing and drying of clothing, drinking water, latrines and urinals Those which are to be provided subject to employment of a specified no. of persons such as canteens rest shelters crèches and ambulance rooms. NON – STATUTORY MEASURES:Non-Statutory welfare measures are implemented by the employers with a humanitarians’ outlook. These measures are not compulsory measures the Non – statutory measures generally include those welfare measures which are facilities provided out side the establishment. There facilities are provided to motivate the labour to contribute their best in terms of higher productivity. VOLUNTARY WELFARE ACTIVITIES:Voluntary welfare activities are based on pillion therapy and on the brief that it is a sound investment as it leads to the efficiently of the workers. All those activities which are under taking by the employees for the betterment of workers by providing facilities to their employees without any pressure from the Government are called voluntary activities. MUTUAL ACTIVITIES:Mutual welfare activities are those which are organized by there trade unions for the benefits of workers. Thus there are activities for and by the workers for their mutual help and benefits. CONCEPT OF LABOUR WELFARE AND WELFARE STATE:- Page | 49 The all – round acceptance that the concept of Labour welfare is a mainly due to the three reasons FIRSTLY:The need to provide a better life for workers was dictated by the necessity to maintain the good will of the large and rather freshly recruited war-time labour force and to gear them to increased production. SECONDLY:The industrial expansion in the advanced countries of the world and the concomitant process of mass production and mass setting lead to the rose of working classes as a source of our steps of promote labour welfare were a direct recognition of the mew situation. THIRDLY:There was also the influence of the researches into scientific into scientific management and industrial psychology, which presented abundant evidences on the importance of the workers at a human being and a total personality to there three fourth may be added, that the public and got concern especially in the economically less developed countries, over the amelioration of the working and living conditions of Industrial workers and measures in there regard were being taken in many countries as on aspect of national policy. LIGISLATIONS RELATING TO WELFARE ACTIVITIES:Page | 50 An amount of relevant welfare amenities contained in various enactments is given below. THE FACTORY ACT 1948:The Factory act 1948 has provided no of welfare facilities such as washing facilities, first and facilities, canteen, rest shelter, rest rooms, urinals and latrine facilities. THE PAYMENT OF WAGES ACT 1936:The basic of payment differs in different industries. In some cases weekly wages are paid, while in other the wage periods generally a month. The main purposes of the act are To ensure regulate and prompt payment of wages. To prevent the exploitation of labour by prohibiting arbitrary fines and deductions from wages. The act was mended in 1957 by the payment of wages act where by the wage unit was raised from 200f to 400f per month by later act this scope of the element was widened. THE PAYMENT OF BONUS ACT 1965:The act apples to every factory as defined under the factories act 1948 and to every other establishment which employees 10 more persons. The act provides for payment of minimum as well as maximum bonus at the rate of 8.33% to 20% respectively. THE EMPLOYEES STATE INSURANCE ACT 1948:The act extends to whole of India and applies to all factories other than seasonal factories ran with power and employing 20 or more persons that contained a provision that it can be extended partially or wholly to Page | 51 any establishment as class of establishment, industrial, commercial, agricultural or otherwise the benefits provided under the act acre.  Sick ness benefits  Maternity  Dependent benefits  Medical benefits The benefits are paid in cash while a medical benefits is paid in kind. EMPLOYEES PF ACT 1952:The act empowered the central Government to extand the act by notification to other industries and to those factories also which employees less than 50 persons to the above industries and to any factory whose employer and majority of employees agree to come under the act. THE PAYMENT OF GRATUITY ACT 1972:Under the act the employer shall pay gratuity to on employees for every completed year of services or part there of in excess of 6 Months at the rate of 15 days wages based on the rate of wages last drawn by the employee concerned. The employers shall pay the gratuity at the rate of 7 days wages for each season. The amount of gratuity payable to an employed shall not exceed 20 months wages. THE EMPLOYEES F.P.S 1971:This scheme which provides for  The minimum pension will be Rs.40/- month and the actual quantam will vary according to pay going upto minimum of Rs.150 per month. Page | 52  A compulsory life insurance benefits of Rs.1000/- in the event of death in reckonable services.  Lump sum payment upto Rs.4000/- to those who attain the age of 60 while in service and  With drawer benefits in case of cessation of membership of the fund before attaining the age of 80 years. WORK MEN COMPENSATION ACT 1923:Provides for the payment of compensation to the workmen for death injuring due to accident is that arias out of in the course of employment and for occupational diseases. DOCK WORKERS SAFETY HELATH EWELFARE:A comparative dock workers scheme 1961 has been formed for all major parts and administrated by the chief adviser factories formed under the dock workers (Regulation and employment act 1948) Amenities provided in the part premises include provisions of:  Urinals and latrines  Drinking water  Canteen  Rest shelter  First and arrangement OTHER WELFARE MEASURES PROVIDED ARE: Housing  Schools  Education facilities  Grant of scholarships  Libraries Page | 53  Sports and recreation AIMS AND OBJECTIVE OF LABOUR WELFARE: The basic aim is to improve the net well doing of industrial hands so as to improve productivity and its comports. How even aims are normally dividend into economic humanization and civic on the economic form in benefits the one we executes such programs there under improved productivity by the cooker. This is because it improve worker education physique reduces his worries and enhances his oral all or which allows for more concentration in his work. Further time wasted through grievance since of economic injustice is reduced allowing for industrial peace. The ward is humanization as the worker gets feasibility and amenities that he himself would not have been above to provide himself. LABOUR WELFARE OFFICER:Counties’ and responsibilities of Labour welfare officer Under the factories act 1948 employers are under an obligation to appoint welfare officers in every factory where 500 or more workers are employed. Rules of the model factory rules framed by the central Government prescribe the fallowing duties and responsibilities for the labour welfare officers:1. To establish contact and hold consolations with the factory management and workers. 2. To brings to the notice of the factory management grievances of workers, individual as well as collective with a view to securing their expenditure redress and act as a negotiating officer with trade unions. Page | 54 3. To study and understand the point of view of labour in order to help the factory management to shape and formulate the Labour policies to the workers in language they can understand. To which industrial relation with a view to using his influence in the event of disputes arising between the factory arrangement and workers and to bring about a settlement by persuasive efforts. To deal with wage and employment matters by joint consultations with factory management and workers representative bodies. 4. 5. 6. To exercise a restraining influenced our workers going on illegal strikers and over management declaring illegal lockouts and to help in presenting antisocial activities. 7. To maintain a neutral attitude during legal strikes or settlement. 8. To checkup various a mentions such as health, safety, and welfare amentias etc., 9. To promote the relation between factory management and workers. 10.To encourage the formation of works and joining production committers co-operative societies and safety first and welfare amenities and to supervise their works. 11.To secure provision of amenities. 12.To help the factory management in regulating the grant of leaves with wages and other level privileges and to guide to workers in matters of submission of applications for grant of leave for regulating authorized absence. 13.To secure welfare provisions. 14.To advise the factory management on question relating to training of new starts, apprentices, supervision and control of notice board and information bulletins at technical institutions. Page | 55 15. To suggest measures which will serve to arise the standard of living of workers and in general promoted their well being so there are the duties and responsibility of labour welfare officers. LABOUR WELFARE ACTIVITIES IN KCP LIMITED:The KCP Ltd is the biggest sugar in the Asian continent in the control of the private management during British rule the Government appointed a committee in 1920 for the Europe. To see the position of cane and its development in the country. The committer visited not only the corners of the country but also visited for the submitted a volume course detailed report. It mentioned in its report for the state has number sufficient water and it does not have goal source for the can progress. But sri Rama Krishna has taken a challenge and the established the KCP limited at first in Krishna District ultimately in 1943 the full management cane under the hands of Sri Rama Krishna. The main production of KCP is the sugar and subsidiary produces industrial alcohol and dilute sprite etc, The control shop is at madras and its branch office is at vijaywada and Challapalli, Lakshmipuram. EMPLOYEE AND EMPLOYERS RELATIONSHIP: The realation ship amicable with work notivate and better production and profiles. The K.C.P employees and union leaders are from employees only providing progressive better relation ship with a mind of belonging there is no political interference to the union, it is on dependent union not affiliated to any control or state union there is no out side leader ship the management at self encourage welfare activities to the employees tech a paternalist attitude almost in some aspects beyond provisions in acts to look after what best can do and to employees and to their families parallel to the growth of Industries. The feel that a happy Page | 56 and in the workers can produce good result with effect man power responsibility which leads to profile wealthy and healthy atmosphere the employee also feels the factory has his own and behind to them. STATUTORY WELFARE FACILITIES:HOUSE RENT:House Rent is being collected as per the recommendations of the wage board for sugar industry at Rs.7/- per month for those who were allotted houses before 01.11.1969 Rs.150/- will be paid. LEAVE BENEFITS:The Leave benefits given to the different category of employees in different ways. SAFETY APPLIANCES:All safety protective equipment have been provided with as the jobs demand washing soda to clean hands. GRATUTITY:Gratuity is paid for the payment of gratuity act. APPRENTICES:Apprentices engaged under APA, ACT 1961 are allowed leave as per apprentices Act. As per the KCP officers superannuation scheme which came into force from 10.07.1990. Page | 57 ENCASHMENT OF LEAVE:The supervisory personnel are allowed to accrue unaided sick leave and earned leave over and above 30 days up to a maximum of 90 days. Operative and clerical staff are paid wages at the end of every season for the unveiled casual leave, unveiled sick leave and unveiled earned leave over and above 30 days subject and a minimum of 11 days of all types of leave put to gather the seasonal employees are paid wages at the end of every leave granted at the rate of one day for every 20 days of work. NATIONAL AND STATE SAFETY AWARDS LIST:NATIONAL AWARDS:Sl. No 1 Award Name 2003 Winners – National Safety Awards – Under scheme – III 2003 – Runner up – National Safety Award – under scheme – IV 2004 – Winners – National safety Awards – under scheme – III 2004 –Runner up – National Safety Awards – under scheme – IV 2005 – Runner up – National safety Awards-Under Scheme – III 2005 – National safety AwardsUnder Scheme – III 2006 – National Safety Award – under scheme – IV 2006 - Runner up – National safety Awards-Under Scheme – III 2007 – National Safety Award – Based on Lowest Average Frequency rate of Accidents in Industry Longest Accident Free period Lowest average frequency rate in Industry Longest Accident Free period Lowest average frequency rate in Industry Longest Accident Free period Lowest average frequency rate in Industry Longest Accident Free period Lowest average frequency Page | 58 2 3 4 5 6 7 8 9 10 under scheme – IV 2007 - Runner up – National safety Awards-Under Scheme – III Table 4.1 rate in Industry Longest Accident Free period STATE AWARS :Sl. No 1 AWARD NAME 1991 – Best Trade union Award 1991 – Sharmarakthi Award Srik 2 Bapaiah chowdary, President, The KCP Employees union, Lakshmipuram 3 2006- Best Management Award Andhra Pradesh State Government Andhra Pradesh state Government Based on Andhra Pradesh state Government ISO AWARDS Approved by layds register quality asurence to the following environmental and quality Management system. BEENISO 14001 : 2004 BSENISO 9001 : 2000 Certificate No MOM0061333 Quality Management system Current Certificate:- 27 June 2008 Certificate Expiry:- 27 may 2011 Health and Safety Current Certificate:-27 June 2008 Certificate Expiry:-26 June 2011 Page | 59 Issued by:- Layds Register quality Assurance Limited. CANTEEN:The Canteen catering service contractor is Mr.Polla Srinivasa Rao has been supplying food stuff to our employees since 30.03.2007, through the KCP Ltd, Employees Co-Operative stores Ltd, Lakshmipuram The contractor has been taking much care and supplying the qualitative food and maintaining quantitative food stuffs. Contractor requesting to enhance the rate of the food stuff being supplied to the employees, as the rates of provisions are increased to 30% to 40%. Our canteen committee net on 1Janavary 2010 and resolved in the meeting to implement the following rotes to the canteen contractor through our coop stores with the effect from 1st June 2010. Existing Rate Rs. 3.25 3.75 2.00 20.00 1.20 Revised Rate Rs. 3.65 4.20 2.00 22.50 1.35 Sl.No 1 2 3 4 5 Name of the Item IDLY TIFFIN TEA MELS EXTRAMEALS Page | 60 DATA ANALYSIS 1) How do you feel to tell out that you are an employee in K.C.P.? Table: 5.1 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 85 12 3 0 % of Respondents 85% 12% 3% 0 Source: compiled from the collected data. Interpretation:From the above table I observed that most of the employees are fully satisfied to tell outsiders, that they are the employees in K.C.P. In total sample respondents 85 per cent are fully satisfied, 12 percent are satisfied and rest of the respondents are not satisfied. Page | 61 As an Employee in K.C.P Graph:5.01 100 80 60 40 20 0 Fully Satisfied Not satisfied satisfied Not Interest to say Series1 Page | 62 2) Are you satisfied with your work? Table: 5.2 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 43 40 8 9 % of Respondents 43% 40% 8% 9% Source: compiled from the collected data. Interpretation: for this question a high percentage of employees are fully satisfied to their work. In total sample respondents 43 per cent are fullysatisfied, 40 per cent are satisfied, 8 per cent are not satisfied and 9 per cent are not interested to say. Page | 63 Work satisfaction in K.C.P Graph:5.02 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 Page | 64 3) Are you satisfied with your present salary? Table: 5.3 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 21 45 27 7 % of Respondents 21% 45% 27% 7% Source: compiled from the collected data. Interpretation: In total sample respondents 21 per cent are fully satisfied, 46 per cent are satisfied, 27 per cent are not satisfied and 7 per cent are not interested to say. Present Salary in K.C.P Page | 65 Graph:5.03 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 4) How is the relation between you & your supervisor? Page | 66 Table: 5.4 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 51 30 6 13 % of Respondents 51% 30% 6% 13% Source: compiled from the collected data. Interpretation: . Above analysis tells that there is a good relation between employee and their supervisors. From the total sample respondents 51 per cent are fully satisfied 30 per cent are satisfied 6 per cent are not satisfied and 13 per cent are not interested to say. Relation Between Employee & Supervisor in K.C.P Page | 67 Graph:5.04 60 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 5) Are you satisfied with the present channels provided by the company? Page | 68 Table: 5.1 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 51 30 15 3 % of Respondents 51% 30% 15% 3% Source: compiled from the collected data. Interpretation: Most of the employees are fully satisfied with the present channels provided by the company. In the total sample respondents 51 per cent are fully satisfied, 30 per cent are satisfied, 15 per cent are not satisfied and 3 per cent are not interested to say. Channels Of The Company Page | 69 Graph:5.05 60 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 6) Are you satisfied with the benefits provided by the company? Table: 5.6 Page | 70 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 39 48 10 3 % of Respondents 39% 48% 10% 3% Source: compiled from the collected data. Interpretation: From this Data it is observed that the company provided maximum benefits to employees. in the total sample respondents 39 per cent are fully satisfied 48 per cent are satisfied 10 per cent are not satisfied and 3 per cent have no interest to say. Company Benefits Page | 71 Graph:5.06 60 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 7) Are you satisfied with the promotion system in K.C.P? Table: 5.7 Page | 72 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 30 36 18 16 % of Respondents 30% 36% 18% 16% Source: compiled from the collected data. Interpretation: Here the promotion system is very low so the workers are only satisfied. In the total sample respondents 30 per cent are fully satisfied 36 per cent are satisfied 18 per cent are not satisfied and 16 per cent have no interest to say. Promotion System In K.C.P Page | 73 Graph:5.07 40 35 30 25 20 15 10 5 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 8) Are you satisfied with the welfare activities provided by the K.C.P? Page | 74 Table: 5.8 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 33 42 12 13 % of Respondents 33% 42% 12% 13% Source: compiled from the collected data. Interpretation: The company provided many welfare activities and most of the employees are satisfied with the welfare activities. In the total sample respondents 33 per cent are fully satisfied, 42 per cent are satisfied, 12 per cent are not satisfied and 13 per cent have no interest to say. Welfare Activities Provided By K.C.P Page | 75 Graph:5.08 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 9) Are you satisfied with the present shift system? Page | 76 Table: 5.9 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 45 36 16 3 % of Respondents 45% 36% 16% 3% Source: compiled from the collected data. Interpretation: From the collected data 50 per cent of employees are fully satisfied with their present shift system, 36 per cent are satisfied 16 per cent are not satisfied and 3 per cent have no interest to say. Shift System in K.C.P Page | 77 Graph:5.09 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 10) Are you satisfied with the job security? Page | 78 Table: 5.10 Attributes Fully satisfied Satisfied Not satisfied Not Interest to say No. of Respondents 39 39 16 6 % of Respondents 39% 39% 16% 6% Source: compiled from the collected data. Interpretation: From this analysis most of the employees are satisfied for job security. In the total sample respondents 39 per cent are fully satisfied 39 per cent are satisfied 16 per cent are not satisfied and 6 per cent have no interest to say. Job Security K.C.P Page | 79 Graph:5.10 50 40 30 20 10 0 Fully satisfied Satisfied Not Not satisfied Interest to say Series1 Page | 80 11. Whether the colony maintenance is good in the township? Table 5.11 Attributes Excellent Good Average Below average No. of Respondents 4 64 32 0 % of Respondents 4% 64% 32% 0% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 4% of employees are feeling excellent and 64% of the employees are feeling good, 0% of employees are feeling below average and 32% 0f employees are feeling average about the colony maintenance in the township. So, finally most of the employees are feeling good with the colony maintenance in the township. Page | 81 Colony maintenance in K.C.P Graph:5.11 70 60 50 40 30 20 10 0 E x c ellent A verage B elow average E x cellent Good G ood A verage B elow average Page | 82 12. Are you satisfied with the uniform provided by the management? Table 5.12 Attributes Excellent Good Average Below average No. of Respondents 8 80 12 0 % of Respondents 8% 80% 12% 0% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 8% of employees are feeling excellent and 80% of the employees are feeling good, 12% of employees are feeling poor and 0% 0f employees are feeling very poor about the uniform provided by the management. So, finally most of the employees are feeling good with the uniform provided by the management. Page | 83 Uniform provided by the management Graph:5.12 80 70 60 50 40 30 20 10 0 Excellent Good Poor Very Poor Very Poor Good Poor Excellent Page | 84 13. How do you feel about recreation facilities? Table 5.13 Attributes Excellent Good Average Below average No. of Respondents 8 32 60 0 % of Respondents 8% 32% 60% 0% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 8% of employees are feeling excellent and 32% of the employees are feeling good, 60% of employees are feeling average and 0% 0f employees are feeling poor about the recreation facilities provided by the management. So, finally most of the employees are feeling average with the recreation facilities provided by the management. Page | 85 Recreation facilities in K.C.P Graph:5.13 0 8 E x cellent 32 Good A verage P oor 60 Page | 86 14. What do you think about spittoons and lighting facilities? Table 5.14 Attributes Excellent Good Average Poor No. of Respondents 24 44 32 0 % of Respondents 24% 44% 32% 0% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 24% of employees are feeling excellent and 44% of the employees are feeling good, 32% of employees are feeling average and 0% 0f employees are feeling poor about the spittoons and lighting facilities. So, finally most of the employees are feeling good with the spittoons and lighting facilities. Page | 87 Spittoons and lighting facilities in K.C.P Graph:5.14 44 45 40 35 30 25 20 15 10 5 0 E x c e lle n t G ood 24 0 P oor A ve ra g e G ood A ve ra g e P oor 32 E x c e lle n t Page | 88 15. How do you feel about shelters, rest rooms, and lunch rooms? Table 5.15 Attributes Highly satisfied satisfied Not satisfied No. of Respondents 4 76 20 % of Respondents 4% 76% 20% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 4% of employees are highly satisfied and 76% of the employees are satisfied, 20% of employees are feeling not satisfied about the shelters, rest rooms, and lunch rooms. So, finally most of the employees are satisfied with the shelters, rest rooms, and lunch rooms. Page | 89 Shelters, rest rooms, and lunch rooms in K.C.P Graph:5.15 4 20 Highly satisfied S atisfied Not satisfied 76 Page | 90 16. Whether the management allowing employees to participate in decision making of welfare activities? Table 5.16 Attributes Yes No No. of Respondents 84 16 % of Respondents 84% 16% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 84% of employees are feeling fair and 16% of the employees feel not fair about management allowing employees to participate in decision making of welfare activities. So, most of the employees are feeling fair about management allowing the employees to participate in decision making of welfare activities. Page | 91 Participation in decision making of welfare activities in K.C.P Graph:5.16 90 80 70 60 50 40 30 20 10 0 84 Yes 16 No No Yes Page | 92 17. How do you feel about bonus and gratuity provided by the organization? Table 5.17 Attributes Highly satisfied satisfied Not satisfied Below average No. of Respondents 8 80 12 0 % of Respondents 8% 80% 12% 0% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 8% of employees are highly satisfied and 80% of the employees are satisfied, 12% of employees are feeling not satisfied about the bonus and gratuity provided by the organization. So, finally most of the employees are satisfied with the bonus and gratuity provided by the organization. Page | 93 Bonus and gratuity in K.C.P Graph:5.17 80 80 70 60 50 40 30 20 10 0 H ig h ly s a t is fie d 8 N o t s a t is fie d S a tis fie d N o t s a t is fie d 12 H ig h ly s a t is fie d S a t is fie d Page | 94 18. What do you think about safety facilities provided by the management? Table 5.18 Attributes Highly sufficient Sufficient Not sufficient No. of Respondents 4 84 12 % of Respondents 4% 84% 12% Source: compiled from the collected data. INTERPRETATION: From the above analysis it is observed that 4% of employees feel highly sufficient and 84% of the employees feel sufficient, 12% of employees are feeling not sufficient about the safety facilities provided by the management. So, finally most of the employees are satisfied with the safety facilities provided by the management. Page | 95 Safety facilities in K.C.P Graph:5.18 12 4 H ig h ly s u ffic ie n t S u ffic ien t N o t s u ffic ie n t 84 Page | 96 19. How do you feel about first aid appliances? Table 5.19 Attributes Proper Partly proper Improper Source: compiled from the collected data. No. of Respondents 64 36 0 % of Respondents 64% 36% 0% INTERPRETATION: From the above analysis it is observed that 64% of employees feel first aid appliances are proper and 36% of the employees feel partly proper, 0% of employees feel improper. So, finally most of the employees are satisfied with the first aid appliances provided by the management. Page | 97 First aid appliances in K.C.P Graph:5.19 70 60 50 40 30 20 10 0 64 36 P roper P artly proper Im proper 0 P roper P artly proper Im proper Page | 98 20. How do you feel about washing facilities? Table 5.20 Attributes Highly sufficient Sufficient Not Sufficient Source: compiled from the collected data. No. of Respondents 12 68 20 % of Respondents 12% 68% 20% INTERPRETATION: From the above analysis it is observed that 12% of employees feel highly sufficient and 68% of the employees feel sufficient, 20% of employees are feeling not sufficient about the washing facilities. So, finally most of the employees are satisfied with the washing facilities. Page | 99 Washing facilities in K.C.P Graph 5.20 Not sufficient 20 Not sufficient Sufficient 68 Sufficient Highly sufficient Highly sufficient 0 12 20 40 60 80 Page | 100 FINDINGS Here the management provides good channels of communication. Employees highly satisfied with this channel of communication.  In this organization he canteen runs by co-operative stores.   The time office members wrote slogans on the notice board every day. These slogans are very effective to motivate the employees for increase their ethics and moral values.  The organization provides training facilities for employees to improve their communication skills, moral values, ethical and safety etc.  The organization provides excellent housing facilities for employees. So many employees satisfied with there housing facilities.  It is found that in the K C P Sugar Factory, the Welfare of the employee is being facilitated by the Management.  It is found that all the statutory facilities are provided by the Management to the employees in the organization.  84% of the employees of the organization feel fair in the employee participation in decision making of welfare activities.  80% of the employees are satisfied with welfare department in the organization.  The employees feel very good regarding the scheme of distribution of sweet packets to them on their birthday. Page | 101 SUGGESTIONS  The organization should provide library facilities for their employees for increase their knowledge, skills etc, and also provide news papers in rest rooms.  The organization should provide education facilities for workers children’s.  The organization should provide training facilities because they are high level language. The workers did not under stand there programmed. So the organization provide training facilities and use simple language for better under standing.  The organization should provide medical facilities for employees. But some workers do not have there facilities and they want to provide recreation facilities like sports ground their children’s etc.  The organization should provide cool drinking water.  In order to motivate personnel by all means to improve the interpersonal relationships and create zeal to work more for organizational growth, every department should conduct regular meeting.  More safety measures are to be suggested near cooking house and digest house to prevent forthcoming disasters.  The canteen managing committee must implement certain measures to improve the quality of food supplied in the canteen.  The organization should try to improve the recreation facilities to the employees.  Sufficient numbers of spittoons are to be placed in convenient places and are to be maintained in a clean and hygienic condition. Page | 102 CONCLUSION The duration of six weeks was a lot of learning and pleasure mainly because of guidance and support that I received from the Human Resource Department and other employees of various sections. KCP has an extremely cordial atmosphere which is very conducive for growth, teamwork and efficient job performance. The atmosphere makes my work easier. It has provided me with a rich experience of working with people of different culture, backgrounds & levels, all working cordially in a team. According to my opinion Labour welfare is an important aspect for every organization why because it helps on every employee to improve his learning standards labour welfare is an all-round development for the organization and for the employee’s too every organization has to take proper care, in providing labour welfare. In KCP, the employee’s welfare is good, but in few of its department the employees are not fully satisfied with the overall working conditions. At the same time it has also been analyzed that the company is taking proper measures and effective steps for the improvement of the employee welfare that will consequently motivate them better performance and the overall development of the company. Finally the organization which maintains the standards in providing labour welfare can be able to retain the talent decides satisfying the society and for gaining good name too. Page | 103 BIBLIOGRAPHY Human Resource Management: P. Jyothi, D.N. Venkatesh Oxford – Higher Education Human Resource Management: Gary Dessier Pearson Education Biswajeet Pattmanyak Essentials of Human Resource Management & Industrial Relations P. Subba Rao Indian Labour Books Website: www.google.com www.indiansugars.com www.kcpsugars.com www.esugars.com Page | 104 QUESTIONNAIRE 1) How you feel to tell out siders, that you’re an employee in K.C.P? a) Fully satisfied c) Not satisfied 2) Are you satisfied with your work? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say b) satisfied d) Not interest to say 3) Are you satisfied with your present salary? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 4) How is the relation between you & your supervisor? a) Fully satisfied c) Not satisfied company? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say b) satisfied d) Not interest to say 5) Are you satisfied with the present channels of provided by the 6) Are you satisfied with benefits provided by the company? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 7) Are you satisfied with the promotion system in K.C.P? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say Page | 105 8) Are you satisfied with the welfare activities provided by the K.C.P? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 9) Are you satisfied with the present shift system? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 10) Are you satisfied with the job security? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 11) Whether the colony maintenance is good in the township? a) Excellent c) Average b) Good d) Below Average 12) Are you satisfied with the uniform provided by the management? a) Fully satisfied c) Not satisfied b) satisfied d) Not interest to say 13) How do you feel about recreation facilities? a) Excellent c) Average b) Good d) Below Average 14) What do you think about spittoons and lighting facilities? a) Excellent c) Average b) Good d) Below Average Page | 106 15) How do you feel about shelters, rest rooms, and lunch rooms? a) Fully satisfied c) Not satisfied decision making of welfare activities? a) Yes b) No b) satisfied d) Not interest to say 16) Whether the management allowing employees to participate in 17) How do you feel about bonus and gratuity provided by the organization? a) Fully satisfied c) Not satisfied the management? a) Highly Sufficient c) Not Sufficient 19) How do you feel about first aid appliances? a) Partial Proper c) Improper 20) How do you feel about washing facilities? a) Highly Sufficient c) Not Sufficient b) Sufficient b) Proper b) Sufficient b) satisfied d) Below Average 18) What do you think about safety facilities provided by Page | 107 Page | 108