View
168
Download
0
Category
Preview:
Citation preview
CHAPTER-I
INTRODUCTION
The project entitled as “The Study on labour welfare and social
security measure adopted in Dharmapuri District Co-operative Sugar Mill
Limited”, Palacode taluk, Dharmapuri has been in order to find out the labour welfare
and social security benefits.
It involves the facilities, placement, compensation and development of
the Employees of an organization
Many firms have developed human resource management, which also support
1. Selection
2. Job Replacement
3. Employees’ benefits analysis
4. Training and Development
5. Health safety and security
The business functions emphasis
1. Planning to meet the personal needs of the employees
2. Development of employees to their full potential
3. Control of all personal policies and programs
In order we have to study the objectives, data and analysis for the labour
welfare facilities, Social security measures.
NEED FOR THE STUDY
To improve the labour welfare facilities and social security measures
To develop the compensation, pension, health safety of security benefits to the
employees in the organization.
To know the personal needs of the employees.
To development the further facilities of the employees.
STATEMENT OF THE PROBLEM
The Dharmapuri district Co-operative Sugar Mills labour welfare facilities
and social security benefits are dissatisfied to the employees. The employee’s salary and
other gratuity are also not fully satisfied.
It does not provide the adequate facility to the employees
CLASSIFICATION OF EMPLOYEES
Employees classified are as follows
1. Regular Employees
2. Season Employees
3. Apprentices Employees
4. Probations Employees
5. Casual Employees
1. REGULAR EMPLOYEES
The regular employees are one who is employed on a basis and includes any
person who has satisfactory completed prescribed period of probation in the (or) higher
(or) equivalent category in the society.
2. SEASNOL EMPLOYEES
The seasonal employees are one who is employed on a seasonal basis
during the working seasons only.
3. APPRENTICE EMPLOYEES
It is one who received apprenticeship training in the society.
4. PROBATION EMPLOYEES
It is one who provisionally employed to till a post not completed the period of
probation.
5. CASUAL EMPLYEES
It is who is employed for same unexpected (or) unforced seen work, which
is not likely to last continuously.
LABOUR WELFARE INDUSTRIAL RELATIONSHIP
In this factory the industrial relationship is better. The conflict between the
management and labour is solved through negation. Respective head of the departments
with the effective suggestions of the special officer solves the problem of the labour.
Necessary facilities are provided to encourage the laborers to increase the production.
WELFARE FACILITES
The welfare facilities provided to the laborers are,
a) Quarters
b) Games
c) Entertainment
d) Educational facilities
e) Night shift facilities
f) Uniform
g) Family welfare
h) Medical facilities
i) Award
LABOUR WELFARE AND SOCIAL SECURITY MEASURES CONCEPT
Labour welfare includes provision of various facilities and amenities in
and around the work-place for the better life of the workers. It is a part and parcel of
social welfare. The team social welfare connotes the welfare is a narrow concept
concerned with the welfare of workers.
MEANING
The terms “labour welfare”, are used interchangeable to denote various services
provided by the employees to the employees in addition to wages.
DEFINITION
According to Arthur Todd “labour welfare means anything done for the
comfort and improvement, intellectual of the employees over and above the wages paid
which is not a necessity of the industry.
OBJECTIVE OF LABOUR WELFARE
1. To provide better life and health to the workers
2. To make the workers happy, satisfied and efficient
3. To relieve workers from industrial fatigue and to improve intellectual and
material indications of living of the workers
FEATURES OF LABOUR WELFARE
1. Labour welfare includes various facilities services, amenities provided to
workers for improving their health, efficiency .and social status
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due legal provisions and collective bargaining.
3. Labour welfare measures are flexible and over changing. New welfare measures
are added to existing ones from time to time.
4. Welfare measures may be introduced by the employees, government,
employees, or by any social or charitable agency.
5. The purpose of labour welfare is to bring about the development of the whole
personality of workers to make him of good worker and a good citizen.
AGENCIES OF LABOUR WELFARE
In India, the main agencies engaged in labour welfare include,
1. Central Government
2. State Government
3. Employees
4. Workers organization
The contribution of these agencies is discussed below.
TYPESOF WELFARE SERVICES
1. Economic services
2. Recreational services
3. Facilities services
Canteen, restrooms and lunch room
Housing facilities
Washing facilities
Educational facilities
Leave travel concession
CONCEPT OF SOCIAL SECURITY MEASURES
The term ‘social security’ originated in U.S.A in 193, social security act was
passed these and a social security board was established to govern and administer and
the scheme of unemployment, sickness and old age insurance.
DEFINITION
According to ILO social is that society is that society through appropriate
organization against certain risks to which its members are exposed.
NEED OF SOCIAL SECURITY MEASURES
It arises to help people when they are unemployed and are exposed to risks
such as sickness, old age, invalidity, maternity etc.
1. It is the endeavor of community as a whole to afford itself to the at most extent
possible to any individual during periods of physical distress consequent on
illness or injury.
2. It is from the economic distress consequent on reduction or loss of earnings due
to illness, disablement, maternity, unemployment, old age or death of the
working members.
SCOPE OF SOCIAL SECURITY
1. They are established by law
2. They provide some form of cash payment to individuals to compensate at least a
post of the lost income that occurs due to unemployment, maternity.
3. The benefits or services
WORKMEN’S COMPESATIONS ACT 1923
It 1023 government of India passed the compensation act to provide for the
compensation to these workmen who sustain person all injuries by accidents arising out
of and in the course of their employment.
1. Causing death
2. Total or partial permanent disablement
3. Temporary disablement
The rate of compensation is fixed for all types of injured according to wage ranges.
ABOUT THE COMPANY
THE DHARMAPURI DISTRICT CO-OPERATIVE SUGAR MILLS LTD
PALACODE-636 808
INTRODUCTION
The Dharmapuri Co-operative Sugar Mills Limited, Palacode, an agro
based industrial undertaking in the District of Dharmapuri was established to fulfill the
long felt need of the public in general and the sugar cane growers in particular, this
District was traditionally a jiggery manufacturing area, Normally the bulk of the Cane
grown in the District was diverted to jiggery manufacturing of a small quantity to
kandasary Sugar before the Sugar Mills was established. This sugar factory is situated
at Thimmousahalli in Palacode taluk in Dharmapuri District. The Mills locate in a
compact black of land measuring 171.73 acres (including its cane farm quarts etc. on
the Dharmapuri. Hosur road (via) Royakottai
The mill was registered under the Tamil Nadu Co-operative Societies.
Act 1961on 29th, August 1966.The factory commenced its first crushing season on 29th
February 1972. The mill has expended its crushing capacity to 2000 TCD from
28-02-1987 at a total project cost of Rs.457.19 lakhs (Rs.260/- lakhs by loans from
financial institutions and the balance from own fund). The mill has also availed Rs.15
lakhs as subsidy from SIPCOT.
PROFILE OF THE COMPANY
1. Name : The Dharmapuri district Co-operative
Sugar mill Ltd, Palacode K.K.347
2. Location : Thimmanahally village
Jarthalar (post),
Palacode (Tk),
Dharmapuri (DT)
3. Date of registration : 29-08-1966
Under the Co-operative
Tamil Nadu Society Act 1961
4. Date of start : 15-12-1966
5. Date of commencement of : 20-02-1972
Production and capacity : 250 TCD
6. Date of expansion & capacity: 08-02-1987, 2000 TCD
7. Area of the Mill : 171.73 Acres
Area of the cane form : 20 acres
Area of the factory : 76.73 acres
Housing colony : 45 acres
Polytechnic area : 30 acres
8. Area of operation entire Palacode, Denkanikota, Pennagaram Taluks and part of
the Dharmapuri, Pochempalli, Krishnagiri Taluks, and Katayampatti Omalur taluks in
Salem district.
9. Nearest railway station Palacode within 3 Km
10. Objective of the factory: The equity share capital of the society shall be rupees 300
lakhs, divided in the 1, 20,000 shares of Rs.250 each.
The initial licensed crushing capacity to 1250 MT the mill has expended its
crushing capacity to2000 MT from 28-02-1987 at a total project cost of Rs. 459.19
Lakhs in loan financial institution and balance from the own funds.
VISION
To be viewed by then sugar cane growers, sugar, producer. Processors and the
government as the essential co-ordination link between the adoption of modern and
scientific methods of cultivation processes and techniques. Practicing progressive
methods of developing the administrative efficiencies, technical developments them
with modern equipment towards increasing the productive capacity on economical lines
with crucial aspects of labour management and restructuring financial package with the
sole aim of capital accumulations and ever increasing profit earning to have financial
viabilities and for advantageously responding to the existing marketing challenge of the
sugar industry.
MISSION
Creating all possibilities for increasing the cane production throughout the cane
are of the mill, stimulating, the atmosphere for the increased production of sugar
through enhancement of crushing capacity. Maintaining peace of labour by provision
of welfare measures, effective and responsible regulating marketing system that will
promote vigorous energetic and responsive sugar industry forever
OBJECTIVES OF THE STUDY
To study the labour welfare and social security measures
To study the satisfaction of level of employees towards welfare
To develop the social security of the employees adopted by the mill
To study the way and means to improve the training & development program.
VALUE STATEMENT
THE DHARMAPURI DISTRICT CO-OPERATIVE SUGARMILLS LTD
Values and supports with on going commitments to
1. Superiority - in service and performances
2. Leadership - within industry
3. Responsibility - for all our actions and
To open communication with all the producers of sugar cane growers, the shareholders,
government and its entire official with truthfulness trust respect, honesty in all action.
GOAL
To pure global namely sugar, ethanol production and search to remain liable in
our care and supportive function through process of self-evaluation and continuous
improvement.
OBJECTIVE
Developing a challenge and rewarding work environment improving all
aspect of developing continually in reaching prosperity in all our business areas.
QUALITY CIRCLE
1. To enhance operation efficiency
2. To enhance staff compliances and satisfaction
3. We are committed to provide excellent service and to continually improve the
way we excel in meeting our customers and producers needs and exceptions.
CHAPTER – II
RESEARCH METHODOLOGY
Methodology is defined as the specification of methods and procedures for
acquiring the information needed. It is a plan or frame work for doing the study
collecting the data. Research methodology minimizes the degree of uncertainty
involved in management decisions research is characterized relevance and control.
SAMPLE SIZE
The sample size is restricted to 50 employees.
SAMPLE AREA
The sample area is “THE DHARMAPURI CO-OPERATIVE SUGAR MILLS LTD”.
DATA COLLECTION METHOD
The task of data collection defines after a research problem has been destined
and research design charted out. There are two types of data
1. Primary data
2. Secondary data
PRIMARY DATA
The primary data are those, which are collected a fresh and for the first time for
the collection as primary data sample survey method was used in the study personal
interview as conducted with the help of a questionnaire prepared for the survey.
ADVANTAGES
I. A wide range of questions can be asked gather information
II. Information of the solution may be observed without working
III. If respondent is having trouble in understanding interviewers may
notice and remedy there.
LIMITATIONS
I. It is time consuming and expensive
II. Respondents known that they can be identified this may prevent them
from giving right information
III. Interviews presences, mannerisms, and inflations may bias
STATISTICAL TOOLS USED
Percentage Analysis
Chi-Square test
Percentage analysis
The number of responses of each category is summarized to percentage format
for the convenience to use other statistical tools namely pie chart and bar diagrams.
Chi-square test
For testing the significance of the difference between observed and expected
frequencies under the null hypothesis that the difference is insignificant,
X^2 = E – [(oi-ei) ^2 / Ei]
REVIEW OF LITERATURE
The specific objectives of the study were to analysis the labour welfare
and social security measures of sugarcane cultivation to examine the productivity and
resource use efficiency of sugarcane farms, to study the pattern of employment and
labor use operation wise and to under stand the nature and extent of agro industrial
integration in the study area. All the sugarcane-growing farms were owners operated.
About 58.67% of the net sown areas were under irrigation. The average net area
irrigation was 2.20 acres, while the percentage of the area irrigation to gross cultivated
area was 55.00 on average percentage of the sown area.
In the sample, 36 farmers raised sugarcane crop in one acre and less while
35cultivation the crop between one and two acres and 32 between tow acres. 30 farmers
had sugarcane in 3 acres and above. The overall pictures revealed that the area under
cultivation ranged between 30 cants and 8 acres.
The research objective is to assess the sector wise rate of growth of sugar industry
in the study area. To find out the extent with the study units had transferred the latest
technology during the study period. To measure the procurement of sugarcane and
productivity of the Co-operative, private and government sugar mill in study area. We
have to assess the financial performance of a sugar industry with special references to
capital management and profit earning capacity. To identify the practical problems
encountered by study and to offer suitable suggestion.
The researchers farm that the mills are controlled by three sectors namely
Co-operative, Private and Government. The Co-operative sector controls the maximum
number of Sugar Mills 15; the private sector with 14 and the government controls only
three in Tamil Nadu.
Out of the total registered cane area covered by the study unit, 39 percent
was controlled by the Co-operative sector, 32 percent by the government sector and the
rest 29 percent by the private sector. The cane yields per hectare in the government
sector had been fluctuating between 79.4 tones and 88.93 tones. This heavy fluctuation
indicates the poor efficiency of the government sector Sugar Mills in having effective
technical supervision so as to maintain uniform tonnage of returns.
The key factor assesses the performance efficiency of the Sugar
Mills is their capacity utilization. The efficiency of the cane crushing of the private
sector was more then the other tow sector.
In sugar production also the private Sugar Mills over took the mills in other two
sectors namely the Co-operative and the government. The average sugar produced by
the private sector was 35 to 43 percent, the Co-operative sector was 30 to 34 percent
and the government sector was 22 to 23 percent.
In collection of molasses, both in the total quantity as well as
quantity in proportion to cane crushed the private sector cane first, the government
stood second and the Co-operative cane thirds.
CHAPTER –III
TABLE 1
RESPONSE OF THE EMPLOYEE’S BY AGE
Actually age will not directly influence the performance appraisal level but it
should be indirectly influence the feeling and attribute of the worker during the working
hours.
Age(yrs) No. of Respondents Percentage
Between35- 45 10 20
Between45-55 30 60
Between55-59 10 20
Total 50 100%
Source: Primary Data
INFERENCE:
It could observe from the above table majority (60%) of the employee’s
are above 45 – 55 yrs, 20 % of employee’s 35 – 45yrs and 55 – 59yrs.
CHART NO 1
RESPONSE OF THE EMPLOYEES BY AGE
TABLE 2
RESPONSE OF THE EMPLOYEE’S BY GENDER
GENDER No. of Respondents Percentage
Male 42 84
Female 08 16
Total 50 100
Source: Primary Data
INFERENCE:
From the above table majority (84%) of the employee’s are Male, 16 % of
employee’s are female.
CHART 2
RESPONSE OF THE EMPLOYEE’S BY GENDER
TABLE 3
RESPONSE OF THE EMPLOYEES EDUCATIONAL QUALIFICATION
Various educational groups of employee’s opinion about the workload and work
stress
Qualification No. of Respondents Percentage
Below -SSLC 20 40
HSS/ITI 15 30
Degree / Diploma 15 30
Total 50 100
INFERENCE
There is a significant difference among the various employees on the basis of
their educational status groups and their opinion about the workload and work stress,
It is observed from the table that SSLC employees have high satisfaction
followed by HSS/ ITI, DEGREE / DIPLOMA this differences confirmed by the
obtained. The result indicates that the employees differences in the opinion on the basis
of education. The organization allots a job for suitable person. This will reduce the
stress.
CHART NO 3
RESPONSE OF THE EMPLOYEES EDUCATIONAL QUALIFICATION
TABLE 4
RESPONSE OF THE EMPLOYEES EXPERIENCE
Various Employees Experience:
Year of experience No. of Respondents Percentage
Below – 5yrs 0 0
Between 5 – 10yrs 10 20
Between 10 – 15yrs 15 30
Above –15yrs 25 50
Total 50 100
Source: Primary Data
INFERENCE
From the table, 20% of the respondents having to 10-year experience
and 30% of the respondents having 10 to 15 years experience. 50% of the
respondents above 15 years experience.
CHART NO 4
RESPONSE OF THE EMPLOYEES EXPERIENCE
TABLE 5
RESPONSE OF THE EMPLOYEES MONTHLY SALARY
Various monthly salaries
Monthly salary(Rs) No. of Respondents Percentage
Below - 5000 5 10
5000 –7500 15 30
7500 – 10000 25 50
Above –10000 5 10
Total 50 100
Source: Primary Data
INFERENCE
From the above table 10% of the respondents having below 5000 salary
and above 10000, 30% of the respondents having 5000 to 7500 and 50% of the
respondents 7500 to 10000.
CHART NO 5
RESPONSE OF THE EMPLOYEES MONTHLY SALARY
TABLE 6
OPINION OF THE TRAINING AND DEVELOPMENT PROGRAMME
The various Training and Development program
Training and developmentNo. of
RespondentsPercentage
Satisfied 10 20
Highly Satisfied 17 34
Neither Satisfied nor Dissatisfied 5 10
Dissatisfied 10 20
Highly Dissatisfied 8 16
Total 50 100
Source: Primary Data
INFERENCE
From the table: Out of 50 respondents 20% of the respondents are feels
satisfied and dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of
the respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents
feel highly dissatisfied.
CHART 6
REPONSE OF THE TRAINING AND DEVELOPMENT PROGRAMME
TABLE 7
RESPONSE OF THE WORKLOAD
The various workloads
Remarks No. of Respondents Percentage
Relaxed 15 30
Normal 25 50
Burden 10 20
Total 50 100
Source: Primary Data
INFERENCE
From the table: Out of 50 respondents 30% of the respondents are feels
relaxed 50% of the respondents feels normal 20% of the respondents feels
Burden.
CHART NO 7
REPONSE OF THE WORKLOAD
TABLE 8
OPINION OF THE RESPONDENT SATISFICATION REGARDING THE
SALARY
Remarks No. of Respondents Percentage
Satisfied 10 20
Highly Satisfied 17 34
Neither Satisfied nor Dissatisfied 5 10
Dissatisfied 10 20
Highly Dissatisfied 8 16
Total 50 100
Source: Primary Data
INFERENCE
From the table: Out of 50 respondents 20% of the respondents are feels
satisfied and dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of
the respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents
feel highly dissatisfied.
CHART NO 8
OPINION OF THE RESPONDENT SATISFICATION REGARDING THE
SALARY
TABLE 9
RESPONSE OF THE LABOUR WELFARE OFFICER
Remarks No. of Respondents Percentage
Yes 36 72
No 14 28
Total 50 100
Source: Primary Data
INFERENCE
From the above table: Out of 50 respondents 72% of the respondents are
feels satisfied 28% of the respondents feels dissatisfied.
CHART NO 9
RESPONSE OF THE LOBOUR WELFARE OFFICER
TABLE 10
RESPONSE OF THE WELFARTE FACILITIES
Remarks / facilities
Satisfied
Score Rank
Highly Satisfied
Score Rank
Neither S/DS
Score Rank
Dissatisfied
Score Rank
HighlyDissatisfied
Score Rank
Canteen 9 VII 4 VII 3 VIII 22 I 12 IShelter 17 III 10 III 8 VII 7 VI 8 IIRestroom 10 VI 9 IV 13 III 10 III 8 IILunch room 12 V 8 V 15 II 11 II 4 VWashing 18 II 12 I 9 VI 8 V 3 VIuniforms 16 IV 11 II 12 IV 6 VII 5 IVDrinking water
27 I 3 VIII 11 V 9 IV 0 VII
Toilet 8 VIII 5 VI 21 I 9 IV 7 III
Source: Primary Data
INFERENCE:
From the above table: Out of 50 respondents Company drinking water, scores 1
rank, which satisfies employees. The employee’s feels neither satisfied nor dissatisfied
with the Lunch room and Rest room. Which ranks II and III respectively? Some of the
employees also feel dissatisfied with the Restroom & Lunch room. Some of the
employees also feel highly dissatisfied with the toilet.
CHART 10
RESPONSE OF THE WELFARTE FACILITIES
TABLE 11
RESPONSE OF THE WORKING HOURS
Remarks No. of Respondents Percentage
Satisfied 38 76
Dissatisfied 12 24
Total 50 100
Source: Primary Data
INFERENCE
From the above table out of 50 of the respondents are feels satisfied 24% of the
respondents feel dissatisfied.
CHART NO 11
RESPONDENTS OF THE WORKING HOURS
TABLE 12
RESPONSDENTS OF THE BONUS ANSD SALARY INCREMENTS
Remarks No. of Respondents Percentage
Good 10 20
Fair 20 40
Not fair 20 40
Total 50 100
Source: Primary Data
INFERENCE:
From the above table out of 50 respondents 20% of the respondents are feels
good 40% of the respondents feels Fair 40% of the respondents feels not fair.
CHART NO 12
RESPONSDENTS OF THE BONUS ANSD SALARY INCREMENTS
TABLE 13
RESPONSE OF THE SOCIAL SECURITY BENEFITS
Remarks / facilities
Satisfied
Score Rank
Highly Satisfied
Score Rank
Neither S/DS
Score Rank
Dissatisfied
Score Rank
HighlyDissatisfied
Score Rank
Sickness benefits
9 VII 4 VI 3 VII 22 I 12 I
Retirement benefits
17 III 10 III 8 VI 7 VI 8 II
Employment injurybenefits
10 VI 9 IV 13 II 10 III 8 II
Family benefits
12 V 8 V 15 I 11 II 4 IV
Maternity benefits
18 II 12 I 9 V 8 V 3 V
Invalidity benefits
16 IV 11 II 12 III 6 VII 5 III
Survier’s benefits
27 I 3 VII 11 IV 9 IV 0 VI
Source: Primary Data
INFERENCE:
From the above table: Out of 50 respondents. As company provides
employments injury Benefits, scores 1 rank, which satisfies employee’s highly. The
employees feel Neither Satisfied nor Dissatisfied with the Family Benefits and
Retirement Benefits. Which ranks I and II respectively? Some of the employees also
feel dissatisfied with the Family benefits and Retirements benefits.
CHART 13
RESPONSE OF THE SOCIAL SECURITY BENEFITS
TABLE 14
RESPONDNETS OF THE SATISFACTION LEVEL WITH THE PROVISION IN COMPANY
Provision Good Fair Not fair Total Percentage
Provident fund20 10 20 50 50
Pension25 15 10 50 50
Insurance scheme15 15 20 50 50
Gratuity16 12 22 50 50
Source: Primary Data
INFERENCE:
From the above table: Out of 50 respondents 20% of the respondents are feel
good Provident Fund 25% of the respondents feel good Pension 15% of the respondents
feel good insurance scheme 16% of the respondents feel good Gratuity.
CHART NO 14
RESPONDNETS OF THE SATISFACTION LEVEL WITH THE PROVISION
IN COMPANY
TABLE 15
DETAILS OF OVERALL SECURITY MEASURES OF THE
RESPONDETNS IN THE MILL
Remarks No. of Respondents Percentage
Good 10 20
Fair 30 60
Not fair 10 20
Total 50 100
Source: Primary Data
INFERENCE:
From the above table: Out of 50 respondents 20% of the respondents are
feels good 60% of the respondents are feels Fair 20% of the respondents feels not fair.
CHART NO 15
DETAILS OF OVERALL SECURITYMEASURES OF THE
RESPONDENTS IN THE MILL
TABLE 16
RANK THE FOLLOWING WELFARE FACILITIES OF YOUR MILL
Rank welfare
facilities I II III IV V VI VII VIII Total
Job security10 15 6 6 3 5 1 4 50
Housing facilities 22 10 6 4 3 3 1 1 50
Medical facilities14 14 10 10 3 1 0 0 50
Educational facilities4 5 18 13 9 1 0 0 50
Transport facilities 2 3 2 9 21 8 5 0 50
Recreational facilities 0 0 0 2 8 19 17 4 50
Co-operative stores2 0 0 2 1 12 18 15 50
Co-operative Bank2 3 4 4 2 1 8 26 50
Source: Primary Data
INFERENCE:
From the above table: Out of 50 respondents the employees are given I rank
to the housing facilities II rank to the job security, III and IV rank to the education
facilities, V rank to the transport facilities. VI rank to the recreation facilities, vii rank to
the Co-operative stores, and viii rank to the Co-operative bank.
CHART NO 16
RANK THE FOLLOWING WELFARE FACILITIES OF YOUR MILL
TABLE 17
NEW WELFARE SCHEME TO BE INTRODUCED
Remarks No. of Respondents Percentage
Yes 20 40
No 30 60
Total 50 100
Source: Primary Data
INFERENCE:
From the above table: out of 50 respondents, 40 % of the respondents YES
60 % of the respondents NO
CHART NO 17
NEW WELFARE SCHEME TO BE INTRODUCED
CHI- SQUERE TEST
1. It is used the goodness of fit of a distribution
2. It is used to test the significance of the difference between the observed frequency in a
sample and the expected frequencies obtained the theoretical distribution.
Ho: Age factor does not affect excellent performance
H1: Age factor does affect the excellent performance
Observed frequencies:
Expected frequencies:
AGE EXCELLENT NON EXCELELNT TOTAL
35-45 6 4 10
45 –55 20 10 30
55 – 59 4 6 10
TOTAL 30 20 50
AGE EXCELLENT NON EXCELELNT TOTAL
35-45 10 *30 / 50 = 6 10 * 20 / 50 = 4 10
45 –55 30 * 30 / 50 = 18 30 * 20 / 50 = 12 30
55 – 59 10 * 30 / 50 = 6 10 * 20 / 50 = 4 10
TOTAL 30 20 50
Oi Ei Oi-Ei(Oi-Ei)^2 /
Ei6
6 0 0
44 0 0
2018 2 0.22
1012 -2 0.33
46 -2 0.66
64 2 1.00
5050 --- 2.21
Number of degree of freedom = (c-1) * (R—T)
= (2-1) * (3-1)
= 1 * 2
= 2
Table value for 2 diff at 5% level = 5.991
Result:
Ho is accepted since the calculated value < the table value
Hence the age factor does not affect the excellent
CHAPTER –IV
FINDINGS
It could observe from the above table majority (60%) of the employee’s are above 45 – 55 yrs, 20 % of employee’s 35 – 45yrs and 55 – 59yrs.
Majority (84%) of the employee’s are Male, 16 % of employee’s are female.
From the table those SSLC employees have high satisfaction followed by HSS/
ITI, DEGREE / DIPLOMA this differences confirmed by the obtained. The result
indicates that the employees differences in the opinion on the basis of education.
The organization allots a job for suitable person. This will reduce the stress.
20% of the respondents having to 10-year experience and 30% of the respondents having 10 to 15 years experience. 50% of the respondents above 15 years experience.
10% of the respondents having below 5000 salary and above 10000, 30% of the
respondents having 5000 to 7500 and 50% of the respondents 7500 to 10000.
Out of 50 respondents 20% of the respondents are feels satisfied and
dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of the
respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents feel
highly dissatisfied.
Out of 50 respondents 30% of the respondents are feels relaxed 50% of the
respondents feels normal 20% of the respondents feels Burden.
Out of 50 respondents 20% of the respondents are feels satisfied and
dissatisfied. 34% of the respondents feel Highly Satisfied. 10% of the
respondents feel neither Satisfied nor Dissatisfied. 16% of the respondents feel
highly dissatisfied.
Out of 50 respondents 72% of the respondents are feels satisfied 28% of the
respondents feels dissatisfied.
Out of 50 respondents Company drinking water, scores 1 rank, which satisfies
employees. The employee’s feels neither satisfied nor dissatisfied with the Lunch
room and Rest room. Which ranks II and III respectively? Some of the
employees also feel dissatisfied with the Restroom & Lunch room. Some of the
employees also feel highly dissatisfied with the toilet.
Out of 50 of the respondents are feels satisfied 24% of the respondents feel
dissatisfied.
Out of 50 respondents 20% of the respondents are feels good 40% of the
respondents feels Fair 40% of the respondents feels not fair.
Out of 50 respondents 20% of the respondents are feel good Provident Fund
25% of the respondents feel good Pension 15% of the respondents feel good
insurance scheme 16% of the respondents feel good Gratuity.
Out of 50 respondents. As company provides employments injury Benefits,
scores 1 rank, which satisfies employee’s highly. The employees feel Neither
Satisfied nor Dissatisfied with the Family Benefits and Retirement Benefits.
Which ranks I and II respectively? Some of the employees also feel dissatisfied
with the Family benefits and Retirements benefits.
Out of 50 respondents 20% of the respondents are feels good 60% of the
respondents are feels Fair 20% of the respondents feels not fair.
Out of 50 respondents the employees are given I rank to the housing facilities II
rank to the job security, III and IV rank to the education facilities, V rank to the
transport facilities. VI rank to the recreation facilities, vii rank to the Co-
operative stores, and viii rank to the Co-operative bank.
Out of 50 respondents, 40 % of the respondents YES 60 % of the respondents NO.
CHAPTER-V
SUGGESTIONS
1. Most of the employees were dissatisfied from the labour welfare facilities. So
the management needs to concentrate in the welfare scheme.
2. The employees were dissatisfied with the social security benefits and provisions
are to be improved.
3. Effective training and development program are expected by the employees.
4. It is suggested that the salary must be increase according to their experience and
educational qualification.
5. The management is improving the facilities and benefits.
CHAPTER –VI
CONCLUSION
The survey was undertaken to study the labour welfare and social
measures towards whole level of employees at “D.D.C.S.LTD”. The study is based on
employees welfare facilities, social security benefits, training and development
program, salary were studied. Due to limitation of the facilities the employees are not
satisfied with their work.
From the study to conclude that the employees cannot be fully
satisfied with welfare facilities and social security benefits provided by the mill. So the
management has to take some more steps in order to satisfy the employees. Where by
increase the labour welfare facilities to the employees. Hence it cans development the
mills productivity.
BIBLIOGRAPHY
Principle of sugar technology - P. Honing
Human resource Management- Dr. C.B. Gupta
Human resource Management- J. Jayashankar
Industry engineering and production management
- M. Mahajan
DDCSM Ltd By law and annual reports.
Recommended