EMPLOYEE WELFARE MEASURES

Chapter-I INTRODUCTION
1.1 Introduction

Human resource management is a management function that helps manager’s recruit, select, train and develops members for an organization. Obviously HRM is concerned with the people’s dimensions in organizations. The principle resource of an organization is the people. Managing people is the most important aspect of managing an organization.

HRM views people as an important source or asset to be used for the benefit of organization HRM views people as an important source or asset to be used for the benefits of organization, employee and society. No longer is man power just one of the resources in industries and business. It is the most important of all resources. This is because man power is that resources like machine, money and others.

Specially, the activities of HRM included are human resources planning, job analysis and design recruitment and selection orientation and placement and development performance appraisal and job evaluation, employee and safety and health, industries related and the like HRM is a function more concerned with employee welfare, safety and health. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 1

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1.2 MEANING

AND DEFINITION OF HRM

Meaning of HRM: HRM is a term with which many organizations describe to combination of traditionary administration personal function with performance management, employee relations and resource planning. The fried draws upon concepts developed in industrial organization psychology.

Moderns analysis emphasize that human beings are not commodities or resources, but are creative and social being that make class contributors beyond “labor” to society and civilization. The broad term human capital has evolved to contain same of this complexity and in micro-economic the term of this “firm specific “” human capital” has came to represent a meaning of the term human resources

1.3 Definition

of HRM:

According to Lennon. C. megginson, the term human resources can be though of as “the total knowledge skill, and creative ability, talents and aptitude of an organization work force as well as the individual involved”

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

HRM is continues and never ending process.

 It aims at attaining the goal of organization, individual and society in an integral approach.
 

It is concerned mostly with managing human resources at work Individual employee goals consists of a job satisfaction, job security, high salary, attractive fringe benefits, challenging work, pride, status, recognition opportunity for development etc..

HRM aims at securing unreserved co-operation from the entire employee in order to attain predetermined goals.

It applies to the employee in all type of organization.

1.5 Objectives 

of HRM:

To create and utilize an able and motivated work force to accomplish the basic organization goals.

 To attain an effective utilization of human resource in the achievement of organization goal.  To develop inner hidden talent of individual workers. This may be used for the development of the organization.

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To make the organization people to acquire power to perform the different types of work that may come in their way at present or in the future.

To train new employee to the level required by the organization to perform their task effectively.

Generally HRM provides opportunities to employee to grow and strengthen management and professional in all areas of the organization.

 The existing employee will also be trained to take up more responsibilities.  To respect individual as people are the greatest assets.  To be close to he customer through employee.

To develop team work among the workers and an organization culture which helps the organization to grow and make the individual workers to be dynamic.

1.6 Functions

of HRM:

HUMAN RESOURCE MANAGEMENT
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MANAGERIA L FUNCTIONS

OPERATIVE FUNCTIONS

MANAGERIAL FUNCTIONS

OPERATIVE FUNCTIONS

Planning Organizing

Employment Human relation

Directing

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Development Controlling Industrial Relations Recent trends in HRM

1.7 Scope of HRM:-

The scope of HRM is as shown below:-

Employee Hiring

Nature of HRM

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Prospectus of HRM

Employee motivation

Industrial relations

Employee Maintenance

1.7 Importance

of HRM:-

HRM is extremely important for the growth of an organization is important can be discussed at various level.

Corporate level:•

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

Attracting and retaining the required personal through effective recruitment.

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• •

Important necessary skilled for the development of the employee. Motivate the people and bound them into a team and well pursuit of organization goals. Professional Level:Effective management of human resource helps to improve the quality of

work. It permits team work by providing a healthy working environment. It provides maximum opportunity for personal development of each employee.

Society level:HRM has a greatest significance for the society. It maintains balance between job seekers and job available. It provides suitable employment to people that provides social and psychological satisfaction to them. Introduction:One to rapid industrialization and economic growth resulted in increased of number of industry, man power and growth of an industrial society. The socioeconomic changes coupled with other complications made the industrial labor to demand “welfare” as matter or right, now-a-days. India has taken great interest in the welfare measures of industrial labor especially after Bhopal tragedy at the international level too, the welfare in the field of labor welfare and future of the same indicates challenging scenario. Humanitarian attitude of the national leading and legislation largely contributed to the labor welfare activities in India

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Welfare services from a major part of the work of human resources management in India. Therefore the function is widely called the “Bread and butter of Human Resource Management”.

Definition of Employee Welfare:Employee welfare means “the effort to make life worth with living for workmen. According to Todd “Employee welfare means anything done for the comfort and improvement intellectual or social, of the employee over and above the wages paid which is not a necessity of the industry”.

Features of Employee welfare:•

Employee welfare is a comprehensive term including various services, facilities and amentias provided to employee for their betterment.

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

• Employee welfare is a dynamic concept • Employee welfare measures are also known as fringe benefits and services. • Welfare measures may be the statutory and non- statutory.

Objectives of employee welfare:Employee welfare is in the interest of the employee, the employer and the society as a whole. The objective of employee welfare is:• It helps to improve • It improves the loyalty and moral of the employee

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It reduces labor turnover and absenteeism.

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

Type of welfare measures
• STATUTORY WELFARE MEASURES 1) rest room 2) Drinking water 3) Ventilation 4) First aid application 5) Lighting 6) Sitting arrangements 7) Canteen 8) Ambulance 9) Latrines and urinals 10) 11) Employee of women and child Welfare officer

• NON-STATUTORY WELFARE MEASURES:1)

Recreation facility

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2) Housing facility 3) Providing uniform to workers 4) Safety education and training 5) Transport facility
6)

Medi-claim facility

7) Educational allowances

CHAPTER-II
RESEARCH DESIGN OF THE STUDY
Research is an important prerequisite for a dynamic social order. Research is an activity directed at “the systematic research for pertinent information on a topic”. It’s a critical and exhaustive investigation. Research involves gathering new data from primary sources or first hand sources or using existing data for a new purpose. “Research design is a program that guides the investigator in the process of collecting, analyzing and interpreting observation”. 2.1Title of the study: The title of the study is “A STUDY ON

EMPLOYEEWELFARE MEASURE IN TUMUL MALLASANDRA”. 2.2 Statement of the problem: Statement of the problem is to study the personal department role in TUMUL Tumkur to study the main aim at understanding nature of policy and extract of various welfare schemes by the management.

2.3 Objective of the study.
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• To study employee welfare measures. • To study welfare facilities provided by the employer to the employee in the organization • To study workers environment department. • To study the level of satisfaction of employer on welfare schemes. • To analyze the employee welfare program of TUMUL • To evaluate the employee welfare programs of TUMUL • To offer suggestion and corrective measures and strategies of the study.

2.4 Scope of the study:The study helps to know about the present welfare schemes type, type of industrial accidents, happen, behavior and attitude of the employee which relates to facilities and accidents etc... Type of the employee of the management of KMF TUMKUR utilized this information and takes the proper step.

2.5 Methodologies
Data regarding HRD process was collected in two ways

• Primary Data:Include the information derive from contact with the employee and survey conducted for the some purpose to extract information of present research objectives.

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Primary data has been collected from manager and through directed interviews and also questionnaires.

• Secondary Data:The secondary data is collected from internal employee profile, magazines, journals, periodicals, books, reports and material provided by TUMUL

2.6 A) Sampling size:-The samples respondents were questioned from all the departments of organization and sample size is 50 B) Sampling technique: random sampling technique is adopted for this study. C) The data was collected from the employee in the premises of TUMUL unit from various departments.

2. 7 Research Instruments:
The questionnaire was developed on the basis description study with 50 respondents for the study.

2.8 Plan of Analysis:
For the purpose of analysis of data in this report the tools used are percentage rating, charts, table & graphs.

2.9 Limitations of the study:
• The study was restricted to TUMKUR MILK UNION Tumkur. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 13

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• Due to time constraints only 50no.of responds were contacted. • The employee have not answered properly may be due to fear about their management. • Information was collected during working hours and hence they didn’t take much time while answering (Because their too much busy). • Whatever the information collected from respondents taken into

consideration for analysis and calculating. • Suggestions are based on a data collected.

2.10 Chapter scheme:
1. Chapter 1Introduction It deals with introduction to HRM, employee welfare definition, employee welfare schemes, objectives, features of employee welfare. 2. Chapter 2- Research design It deals with title, statement of the problem objective and scope of the study, methodology, sampling design and limitations of the study. 3. Chapter 3- Company Profile:It deals with the profile of the organization. 4. Chapter 4- theoretical background of the study This chapter includes employee welfare meaning, factories act, need and importance of employee welfare details study of statutory and non-statutory welfare schemes, merits and demerits of employee welfare, industrial accidents. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 14

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5. Chapter 5- Analysis and interpretation of data:It covers analysis and interpretation of the data collected through questionnaires. 6. Chapter 6- Summary of findings, suggestions and conclusions This chapter includes findings, suggestion for some identified problem and conclusions based on information collected.

CHAPTER-III
The Brief History About Industry AN OVERVIEW OF DAIRY INDUSTRY IN INDIA Profile of dairy industry in India The organized dairies handle only five percent of the total milk procurement in the country. India with a landmass of about 3.2 million sq.kms. Stretches to 2977 km. between the farthest with considerable diversity in agro – climate conditions. The environment plays an important role in the productivity of cattle. In general, given a particular gene pool, about 70% - 80% of the other words, the habitability ot\r transmitting ability of productive traits is only 20 – 305. To produce milk from 100% pure from animals could necessitate providing the climate conditions, which would only increase the production costs and therefore, making the enterprise impractical in India on a large scale.

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Dairy co – operative movement in India In recent years dairying has emerged as an important instrument for providing employment and income to rural households in India. Now – a – days, is has gained much importance to provide a direct solution to the problems of rural poverty and emerging imbalances. Milk is the second largest Indian agricultural commodity, rice stands first with a value of eighteen thousand crores and milk ten thousand crores; human energy source is also drawn from this sector as 90% of the animal protein and100% animal fat are derived by Indian vegetarian from the perfect food milk. It has been well – documented fact the 70 – 75% households of small and marginal farmers and landless labours are also wedded to dairying traditionally since ancient times. In India 26% of agricultural gross domestic products is derived from the livestock sector. In the dietary of Indian people milk and its products have been accepted as choice items. In ancient days population was small and life was simple and confined almost exclusively in rural areas The demand for milk and its byproducts particularly in the urban areas has increased day by day and at the same time the increasing pressure on land, fragmentation of land holding and decrease in pasture made it difficult for rural milk production to keep up to demand in growing towns and cities. Before independence the Calcutta Milk Supply Societies Union (established in 1919) was The earliest organisation in the country for the supply of clean pasteurized milk to consumers. The Talankeri dairy co – operative society, Nagpur was GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 16

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registered in 1922. the Madras milk supply union came into existence in 1927 – 28. The luck now co –operative milk supply union was registered in 1938 as a federation of primary societies. The kaira union in Gujarat has emerged as a pioneer in the milk co – operative movement in India. Encouraged by the success of this union, milk producers in other districts of Gujarat and some other parts of country also formed milk co-operative on the same pattern. It came to be regarded as a model for dairy development. These societies and unions were by and large producer’s organizations, owned and controlled by milk producers. The isolated cases of consumers and distributors organization that we come across are nevertheless, uncommon. Before independence, dairying was not given much importance. With the inception of planned economy it was realized that the promotion of dairying would not only contribute to the national health building but also create substantial employment and income opportunities. Systematic development of cattle and dairy industry stared only after launching of the specific programs for cattle and dairy development like key village scheme. Intensive cattle development programs, bilateral cattle improvement projects and the operation flood project. Problems and prospects of dairy industry in India: Though dairy industry in India has developed significantly but still has many problems they are:  Low productivity and unproductive cattle Low productivity is a single devil faced by the Indian dairy industry. Its contribution to milk production is only 12.54% of world’s total milk production GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 17

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.This indicates of low productivity of animals in the country. Low level of productivity has resulted in low per capita availability of milk, unprofitable dairy enterprises, high price of milk and its by – products. Lower productivity makes the enterprise uneconomical. India possesses a large number of unproductive cattle. These include old and anciated animals, which are permanently, unfit for work of breeding , this lead to the scarcity of feed and feeder to productive animals.

Problem of cross breeding It is stated that better feeding and management cannot raise the level of milk production beyond the genetic potential of the animal involved. Cross breeding is the way to increase the animals. However, the Indian dairy sector, came across the following problems with respect to breeding system. • • common problem. • dairy industry. • The calving internal is on the increase resulting in reduction in efficiency of animal performance. Diseases causing abortion leads to economical loss to the There is no effective detection of heat symptoms during Late maturity in most of our Indian breeds of cattle is a

estrus cycle by the cattle owners.

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 Shortage of feed and fodder Productivity of milk depends on availability of nutritious fodder at economical cost. The Indian dairy faces problems as below: • Due to rapid industrial development, the grazing area is being reduced markedly every year. • There are a large number of unproductive animals competing reduced with productive dairy animals in utilization of available feed and fodder. • Milk production is being restricted because of inferior quality foliage. • Inadequate feeding is the general feature of Indian dairying. This is because of low purchasing capabilities of our dairy farmers.

 Problems of health input system: It is generally accepted that healthy animals yield more milk than the unhealthy animals. Animal health coverage is very much poor because of the following problems. • There is abrupt interruption in the follow up of periodical vaccination. • Veterinary health centers are located in far off places. The ratio of cattle population to veterinary institutions is higher resulting in adequate health services to animals. • diseases. No adequate immunity is established against various cattle

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Regular deworming programme is not done as per schedule

resulting in heavy mortality in calves especially in buffaloes.

 Irrational pricing policy The milk producers are not getting remunerative prices of milk because of the middlemen in milk producers over so many years. They purchase the milk according to their will and wish, because there is no specific method of milk pricing. Quantitative system discourages the buffalo milk producers and qualitative system discourages the cow milk producers. Government is also in a dilemma in fixing the prices of milk. National Dairy Development Board has suggested two – axis milk pricing policy but it has not been able to regulate this pricing system in rural areas.  Inadequate transportation system Milk as a commodity is difficult to handle. This is so because milk is a highly perishable commodity. It requires most urgent service form the place of production to the door of consumers. But these facilities are not available in rural areas particularly due to the scarcity of constructed roads and points. The milk produced does not get the immediate market for its disposal. This has resulted in lowering the prices of milk or its byproducts.

PROFILE OF DAIRY INDUSTRY IN KARNATAKA Introduction Objectives
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Karnataka Milk Federation (KMF) is a cooperative apex body in the state of Karnataka representing the dairy farmers’ organization and also implementing dairy development activities to achieve the following objectives: • Providing assured and remunerative market for the milk produced by the farmer members. • Providing quality milk to urban customers. • To build village level institutions in cooperative sector to manage the dairy activities. • To ensure provision of milk production inputs, processing facilities and dissemination of know how. • To facilitate rural development by providing opportunities for self – employment at village level, preventing migration to urban areas, introducing cash economy and opportunity for steady income. The philosophy of dairy development is to eliminate middlemen and organize institutions to be owned and managed by the milk producers themselves, employing professionals. Achieve economies of scale to ensure maximum returns to the milk producers, at the same time providing wholesome milk at reasonable price to urban consumers. Ultimately, the complex network of cooperative organization should build a bridge between masses of rural producers and millions of urban consumers and achieve a socio – economic revolution in the hinterland of the state. Background In June 1974, an integrated project was launched in Karnataka to restructure and reorganize the dairy industry on the cooperative principle and to lay foundation for a new direction in dairy development. Work on the first ever, GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 21

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world Bank aided dairy development project was initiated in 1975. Initially the project covered 8 southern districts of Karnataka and Karnataka Dairy Development Cooperation was set up to implement the project. The multilevel, multiunit organization with total vertical integration of all dairy developmental activities was set up with dairy cooperatives societies at grass root level, milk unions at the middle level and a dairy developmental corporation at the state level as an apex body, vested with the responsibility of implementing Rs.51 crores project. At the end of the September 1984 the World Bank aided project ended and the dairy development activities were extended to cover the entire state except coastal Taluks of Uttar Kannada district and the process of the dairy development was continued in the second phase from April 1984. KMF came into existence in May 1984 as a success of KDDC. After the closure of operation flood – II, the dairy development activities which continued under Operation Flood – III ended on 31.03.96. The post operation flood works are financed by NDDB from 1.04.96 under different terms and conditions.

Organization status As at the end of march 2003, a network of 972 dairy cooperative societies (DCS) have been organized and are spread over 166 Taluks of the total 175 Taluks in all the 27 districts of Karnataka. These unions are further federated at state as Karnataka Milk Federation. There are 39 chilling centers (capacity 14.55 LLPD), 5 numbers of farm coolers (capacity 0.19 LLDP), 17 number of liquid milk plants and 2 product dairies for chilling and processing (24.15 LLDP), conservation (65 TPD) and marketing of milk. “Nandini Milk Products” an indigenous milk product manufacturing unit of KMF is GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 22

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specialized in production and marketing of Peda. St. Flavored milk, mysore – pak, premium Burfi, Cashew Burfi, Paneer, Kova, Jamoon Mix, Rasagulla, Badam Powder and nandini Bite. To supply balanced cattle feed, three numbers of cattle feed plants of 100 TDP capacities each and one plant of 200 TDP capacity with mineral mixture production facility in one unit are functioning. To ensure supply of quality germ plasma, Nandini sperm station (formerly known as Bull Breeding Farm and Frozen Semen Bank) has been established and is well stocked with exotic quality high pedigree Null. For impart training, one Central Training Institute and 3 regional training centers are functioning. Three fodder demonstration farms at Rajankunte, Kottanahalli, Kudige and one seed production farm at Shahpur are also operating. Out of the above units, 17 nos. of dairies, 2 nos. of product dairies , 3 nos. of training centers and 3 nos. of diagnostic labs are operating under respective unions. Under Technology Mission for Dairy Development Project it has been envisaged to distribute liquid nitrogen which is required to store straw. Six silos of 10000 its. Each has been erected at Bangalore, Mysore, and gulbarga, Dharwad, Hassan and Shivamoga union jurisdiction at a total cost of 3.0 crores. KMF has taken the responsibility to supply LN2 to the storage silos, for further distribution to AI milkmen unions and depart Ah and VS.

Operation status The average procurement of milk touched a peak of 25.27 LKPD in November 2002. In March 2003 liquid milk sales was at the level of 14.78 LLPD. The sale of cattle feed was 121040 tones during the year 2002 – 2003. the turnover of the organization during 2002 -2003 was 1211.17 crores. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 23

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Manpower coverage The present level of activities encompasses about 16.72 Lakhs of dairy farmers as primary members. Of these, the scheduled caste members are 1, 74,857, scheduled tribes are 91881 and women members are 400243 nos. a total of about 5420 number of employees are working in various capacities in all the units of KMF and affiliated milk unions with direct employment. The indirect employment generated through various project activities of veterinary services, milk transportation through trucks and tankers, milk sales through agents, parlors, booths, etc. are around 51995 which covers about 6041 nos. of milk agents enjoining nearly 167400 of door delivery boys 1840 in parlours/booths and about 2300 persons in veterinary services. About 915 route contract vehicles employing about 1980 people are working in milk transportation. About 23034 numbers of persons are employed as village level functionaries in the Dairy co-operative societies.

General Benefits of frontier technology are made available at farmer’s threshold. Sophisticated technology such as artificial insemination, electronic milk testing equipment, electronic mass media technology, veterinary biological etc, are already being made available and further a pilot project for embryos transfer at field level has been taken up in 1991 and about 237embryos have been implanted. The project now has been transferred to Kolar milk Union. The activities cover provision of complete range of inputs for control of FDM was implemented & a GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 24

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progeny testing scheme is also taken up to support breeding activity. A herd book recording society known as Karnataka Holstein Friesian Breeders Association (KAHFBA) has been established in March 1991 with the active support and guidance of KMF. By arranging to make payment every week to the farmers, the economic outlook is being changed and is comparable to that of an industrial worker, receiving payments at fixed intervals. The activities not only improve the socio – economic status of rural farmers engaged in milk production activities but also have a multiplier effect on the village economy. Further, supply of wholesome nutritious milk, an important source of protein, for millions of urban consumers is also ensured by the expanding activities of the federation, consumers. Ultimately, the complex network of cooperative organisation should build a bridge between masses of rural products and millions of urban consumers and achieve a socio – economic revolution in the hinterland of the state.

DAIRY COOPERATIVE SOCIETIES (DCS) DCS Role Dairy co –operative society is a basic organisation unit functioning at the village level. Democracy is practiced at the grass root level in these societies which are organized on the cooperative principles. By training local people to organize and manage the activities, village level institution building and development of GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 25

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local leadership is promoted. All milk cattle owners are eligible to become members of the dairy cooperative societies.

DCS Functions The DCS functions dairy and acts as a marketing outlet for the milk produced in the village. Input facilities ate also channelised to the dairy farmers through these societies and veterinary first aid, sale of cattle feed, supply of fodder, seedling, provision of mobile and emergency veterinary health cover, dissemination of know how, ect. Payment for the milk purchased is also arranged through the society. A string of DCS is organized to form a milk procurement route linked t chilling center or a dairy.

MILK UNION
Scope of Union Union is the middle tier of the complex cooperative organization network. Unions are formed by federating societies in earmarked geographical area. The milk unions are organized to make them economically viable and the jurisdiction extends from one district to 3 districts. There are five milk unions whose jurisdictions are cover 2 districts each, 2 unions cover districts and one union’s territory extends to 4districts. All unions own their milk processing facilities.

FUNCTIONS OF THE UNION
DCS are grouped at district level into cooperative milk producer’s unions. The unions organize new DCS, assist DCS with their management including audit of accounts, supervise, purchase, process and market the liquid milk. Provision of GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 26

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input facilities are also organized by the union and caramelized to the dairy farmers through DCS. The input facilities include supply of cattle feed, fodder, AI, veterinary services, training and know how on scientific animal husbandry.

MIKL FEDARATION
The Role The Karnataka cooperative Milk Producers Federation Ltd., came into existence on 1.5.1984 by federating the milk unions in the state and thus forming the level apex organization. The project activities are being implemented by the federation. When all the project activities are completed, the main role of the federation will be market surplus milk products and to produce and supply centralized inputs.

Federation function
Presently Mother Dairy and ‘Nandini Milk Products’ at Bangalore are under the control of KMF. Four cattle feed plants, a central training institute and a centralized testing and quality control laboratory are functioning under the direct control of KMF. Coordination of activities between the unions and developing market for the increasing milk production is the responsibility of KMF. Local milk market in the area of union is being organized by the respective unions, disposing surpluses and deficiencies of liquid milk amongst the member milk unions and GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 27

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disposing milk added the Federation manages products at a remunerative price. The federation organizes marketing of liquid Milk and products outside the state. Milk and milk products are sold under NANDINI brand name, which has become household name in Karnataka. To make products available to consumers, distribution network has been established and sales depots are commissioned at Bangalore, Hubli, Chennai, Thirupathi and Mangalore. The distribution network includes 150 major professional wholesale dealers spreading across all the southern states of India. Under Nandini brand, toned milk, homogenized toned milk, sterilized milk and full cream milk are being sold. The major products include Nandini Ghee, butter, Curds, Skim Milk powder, Cheese, Badam Powder, Paneer, Peda, Mysore Pak, Burfi, Jamoon, Khova, Flavored milk and Ice Cream. Nandini Ghee is known for its purity and rich taste and one of the largest selling ghee brands in the country. The ghee quality conforms to special Agmark quality standards. KMF has introduced longer shelf like variants adopting ultra high temperature treatment technology with a shelf life of 60 days without refrigeration in the market under the brand name “Nandini Good life” processed and packed by Kolar Milk Union in order to meet the requirement of different segments of consumers and considering the demand by consumers for more convenience. Currently UHT variants are being marketed in 4 variants viz., Nandini Good Life, with 3.5% fat, 8.5% SNF, Nandini Smart with 1.5% Fat and 9% SNF, Nandini Good life slim with 0.5% Fat and 9% SNF and Hi – fat milk with 12% fat and 9% SNF has also introduced UHT variants in 200 ml milk (Goodlife and slim).

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increasing milk production. Balanced cattle feed, bypass cattle feed, mineral mixture, frozen semen straws and liquid nitrogen are produced by the federation and supplied to the unions. Training and developing senior managerial personnel, acquiring and applying all new relevant technologies, prescribing quality guidelines and norms are also functions of the federation.

COMPANY PROFILE OF TUMKUR MILK UNION CO-OPERATIVE LTD., MALLASANDRA [TUMUL]
ORIGIN OF THE UNION Tmu IS A co- operative institution, which is registered under a Co – operative Societies Act, ref RSC/3656/7677 gated 30th march 1977 at Tumkur. To initiate the dairy development activities in district and to provide facilities to process milk and

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

Market Share of Nandini Milk Products
The market share of nandini milk is shown as below: 1. Nandini Milk 90% 2. Private dairy 10% Though it was registered on 30th March 1977, it was handed over to the union in 1987.

Dairy Development inTumkur District
Tumkur, a fast developing town in Karnataka, is adjacent to Bangalore and about 70 kms. Towards south west of the metro on the National Highway. The district comprises of 10 Taluks with a population of 30 lakhs.

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

The dairy development activities in the district stated in December 1976 under the Karnataka dairy Development Corporation with the objective of supporting the near by urban liquid milk market. From cooler 30TLPD was stated in 1976 in Tumkur. Milk producers were extended to offer an integrated approach to dairy development under the Operation Flood Programme. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 30

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

According to Wickenburg
The set of interpersonal relationships, which operates in context of position, producer process, technology and social environment, comprises what knpw as the organizational structure. Board consists of the elected president and representatives of dairy. Cooperatives society including managing director. KMF/TMU Ltd., is structured on co – operative principles and consists of three levels namely, 1. Village level – Dairy co – operative society 2. District level – Milk union of districts 3. State level – The federation of milk union.

The organization structure of TMUL is functional in nature. The managing committee takes all the decisions which consists of Managing Director and functional department heads.

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When we look at the organizational GRAPH, we find that the structure is line with various heads of the functional departments reporting to the Chairman and Managing Director.

Objectives
1. To establish Amul pattern of dairy producing co – operative society. 2. To provide attractive market for milk suppliers. 3. To provide hygienic milk to consumers 4. to eliminate the problems of duplicating the over lapping. 5. To provide veterinary facilities like medical services to the cows. 6. To expand the market.

Product profile
TMU presently pasteurizing milk, which is collected from the farmers the products manufactured by TMU, are as follows:

a) Main dairy ( per day basis)
Pasteurized milk Ghee Curd Peda 80000 LPD 150 Kd 2000 kg. 42 kg Page 32

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b) Chilling centers (Collecting / storage) per day kibbanahalli sira yediyur madhugiri 40000 liters 25000 liters 25000 liters 30000 liters

Functional departments of TUMUL
1. Procurement & input 2. Milk processing 3. Production 4. Marketing 5. Purchase 6. Stores 7. Quality Control 8. Finance 9. Administrative 10.management information system

Channels of distribution
The distribution network of milk was found to be very systematic and has made district role in the successful marketing of milk.

The network of distribution
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Processing and Manufacturing Storage Dealers or retailers Consumer

The processed and pasteurized milk is first packed and stored, and then it is distributed to the customers. Competitors to the TMU product (Nandini) 1. Good morning 2. Heritage 3. Dodla 4. Arokya 5. Gopathi

Source of Finance
Source of finance to start KMF and its units is from World Bank Channels through agreement between NDDB under Triparite agreement between NDDB, KMF and Government of Karnataka.

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Now, source of funds are share capital and realization from sale proceeds of milk and milk products. As on 31.03.1998 the paid up capital is 94.29 Lakhs and 155.76 loans taken for operating.

Power:
The KPTCL supplies the power up to 325 – kilo watts per month. In case of shortage in supply diesel generator is used.

Fuel
Title Welcon level Frick India Larsen & Turbo Samarpana Vaprax company Particulars Cream Separators Ammonia compressor Milk storage Pasteurization plant Packing machine Boilers Cost 5.25 lakhs 4.75 lakhs 6.02 5.08 lakhs 6.03 lakhs

The Tumkur Milk Producers C0 – operative Societies Union Ltd., has also other machinery and accessories as mentioned other than above. Weighing machines, Dump Tankers, Pipelines, Butter churner, deep freezer, ghee shoshac, Kova pan unit and many others.

Vehicle

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The TCMSUL owns 5 milk tankers. In addition to this it has one car, two buses (one for staff members and another is for their children) and two jeeps. The tankers have following capacity. Tanker 1 tanker 4 tanker capacity 14000 liters 9000 liters

Processing of milk
Milk from each society is stored separately in the milk containers. The milk received is checked again in the laboratory of TCMPSUL. Sophisticated test will be conducted other than those done by the receiving units in each village for example, for price determination and quality control one such sophisticated test is as follows:

Acid Alcohol Test
This test plays a vital role in the detection of percentage of SNF (Solid now fat) called water through Gerber method.

Required contents
10ml of milk 01 Mk of alcohol and a few drop of water 10 ml of sulphuric acid (H2SO4)

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10 ml of milk is taken in a tetrameter and 10 ml of sulphuric acid is added along with 1 ml. of alcohol and few drops of water. The tetrameter is fitted with a cock stopped and placed in the rotating machine for 8 minutes. By this actual fat present in the fat contents are separated & there by we can identify and certify milk. The milk received is weighed and will be sent to processing after its chilling. The milk will be chilled from 40C to 60C. the chilling machine chills 10000 liters per hour. As soon as the processing of milk is over the next process is to filter the milk in order to remove the micro bacteria may be present. The stored milk will be packed in polythene thick quality covers.

BUYING IN TUMKUR CO – OPERATIVE MILK PRODUCTS SOCITIES UNION LIMITED (TCMPSUL)
The Tumkur Co – operative Milk Producer’s society has 643 societies. These societies are located in nook of every village so that it is convenient to the farmers to sell their milk to TCMPSUL. There is non – stop buying of milk throughout the year. Milk collected will be (stored in suitable silo) first tested by using ‘Lacto meter’ to see the proportion of water in milk, then they are stored in cans and sent to the nearest chilling center because the non pasteurized milk life is 5 to 6 hours where during direct transmission milk sometimes become COB (Clotting on Boiling) which is rejected from the processing of milk. Chilling centers are opened in the place, which is far from the processing plant. TCMSUL have chilling centers GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 37

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one at Yediyur another Kibbanahalli cross and the last year at Sira. These chilling centers test the milk of each village by using Acid Alcohol test and estimate the presence of Fat and SNF (Solid not FAT) to distribute prices to the societies. Then the tested milk from every village is stored in milk silo. If in case they receive any COB milk they there only take out the butter from the milk and send butter for further processing, & not the COB milk. The TCMSUL tankers and transporting vehicles visit twice a day to procure milk from these societies on the basis of fat and SNF who will in turn pay to its members. The present standard of milk before sending to the further process of milk to TCMSUL is the standard fixed to 26 reading in Lacto meter and 8.5 solid not fat. If it is above the standard they will be marked with increase in degree. TCMPSUL procures more or less 86000 liters to 70000 liters on a year’s average. Where nearly 40000 liters of milk is consumed liquid milk in a TCMPSUL jurisdiction area remaining is processed as milk products.

Types of milk and milk products marketing by TUMUL
Nandini Toned Milk Karnataka’s most favorite milk, Nandini Toned Milk Fresh and Pure milk containing 3.0% fat and 8.5% SNF. Available in 500 ml and 1 liter packs. Before to use within a day from the date of pack. Maximum retail Price Rs. 13/- per litter. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 38

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Nandini Homogenized Toned milk Nandini homogenized Milk is pure milk containing 3% Fat and 8.5% SNF. This is homogenized and pasteurized. Consistent right through, it gives you more cups of tea or coffee and is easily digestible. Available in 500 ml packets..

Nandini Full Cream Milk Nandini Full Cream Milk, containing 6% Fat and 9% SNF. A rich, creamier and testier milk, ideal for preparing home – made sweets and savories – available in 500 ml 1 liter packs. MRP Rs.15/- per liter.

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Nandini Curd Nandini Curd made from pure milk. It’s thick and delicious giving you all the goodness of homemade curds. Available in 200 grams and 500 grams packs. Nandini butter is rich smooth and delicious. Nandini Butter is made out of fresh pasteurized cream. Rich taste, smooth texture and the rich purity of cow’s milk, makes any preparation a delicious treat. Available in 100 grams, 200 grams and 500 grams cartons both salted and unsalted.

Nandini Ghee A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure with a delicious flavor. Hygienically manufactured and packed in a special pack to retain the goodness of pure ghee. Shelf life of 6 months at ambient temperatures. Available in 200 ml, ltrs tins and 15.0kg 500 ml, 1000 ml, sachets. 5 tins.

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Nandini Butter Nandini spiced buttermilk is a refreshing health drink. It is made from quality curds and is blended with fresh green chillies, green coriander leaves, asafetida and fresh ginger. Nandini spiced butter promotes health and easy digestion. It is available in 200 ml packs and is priced at most competitive rates, so that it is affordable to all sections of people.

Nandini Butter Milk Rich, smooth and delicious. Available in 100 grams (salted), 200 grams and 500 grams cartons both salted and unsalted.

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Nandini Peda No matter what you are celebrating! Made from pure milk, Nandini ‘Peda’ is a delicious treat for the family. Store at room temperature for approximately 7 days. Available in 250 grams pack containing 10 pieces each.

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Chapter –IV THEORETICAL BACKGROUND
INTRODUCTION:HRM is the management of human resource in an organization and is concerned with creation of harmonious working relationship among its participant and bringing about their at most individual development such management is concerned with leadership in both group and individual relationship and labor relations and personal management is effective which describes the process or planning and diverting the application development and utilization of planning resources in employment. To study the employee welfare measures and occurrence of industrial accidents are very essential to increase the efficiency of the worker in the organization. Welfare services from a major part of the work of Human Resource Management in India. Therefore the function is widely called the “Bread and Butter “of Human Resources management. Meaning of employee welfare:GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 45

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It is a state of living of an individual workers or a group is satisfactory unit including social and economic environment. Basically “Employee welfare” is a part of social welfare i.e. welfare of the society. This in turn includes welfare of labors who are part and parcel of society. Employee welfare means “the effort to make life worth living for workmen.

Concept of employee welfare:The concept of “welfare” is dynamic and its interpretation may vary from country to country. The committee set up the Government of India in 1969 states labor welfare is including such facility contains rest and recreation facilities. Sanitary and medical facilities and social security measures to improve the conditions under workers are employee. Employee welfare in broader sense includes all activities or employee, state grade unions and other agencies to help working and their families by making better home and community life. Social reform movement during 19th and 20th centuries in our country included with the scope of working welfare. In present situation employee is one of the most important factor of production in an organization in case people oriented industries are depend an employee or workers, the success and failure of any industry depends on their workers or employee, when employee having good moral and good imagination towards the industry. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 46

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Merits and de-merits of welfare measures. Merits:Most of the organizations have been extending the welfare measures to their employee, year after for the following merits:1) Meets employee demand 2) Buys employee loyalty 3) Buys employee commitment 4) Loyalty to employee family members. 5) Meet trade union demands. 6) Satisfies employer’s preference. 7) Meets the criteria as a social security 8) Improves human relations. 9) Creates and improves sound industrial relations. 10) 11) needs. 12)
13)

Boost up employee moral Motivate the employee by identifying and satisfying their unsatisfied

Provide qualitative work environment and work life Provides security to employee against social risks like old age benefits

and maternity benefits.

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14)

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

employee against accidents. 15) Promote employee’s welfare by providing welfare measures like

recreation facilities.
16)

Create a sense of belongingness among employee and to retain them Meet requirements of the various legislations relating to fringe

17)

benefits. De-merits:De-merits of employee welfare measures are limited compared to merits. Demerits include:1) Cost to the employer 2) As a matter of right 3) Discrepancies and de-motivation Agencies of employee welfare:-

The agencies of employee welfare are:1) Central government:The central government has made elaborate provisions for health, safety and welfare under Factories Act 1948, and Mines Act 952. These acts provides for canteens, rooms, shatters etc... 2) State Government:-

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Government in different states and union territories provides welfare facilities to workers. State government prescribes rule for the welfare of the workers and ensures compliance with provisions under labor laws. 3) Employers:Employers in India is general looked upon welfare works as facilities and barren through some of theme indeed had done pioneering work. 4) Trade unions:In India, trade unions have done little for the welfare of workers. But few sound and strong unions have been the pioneering in this respect. E.g. the Ahmadabad textiles labor association and the Mazadoor Sabha Kanpur. 5) Other agencies:Some philanthropic charitable and social service organizations like: Seva sadan society, Y.M.C.A etc...

SOME OF SOCIAL BENEFITS:1) Provident Fund:This benefit is meant for Economic welfare of the employee. The employee’s provident fund 1852 provides for the Institution of provident Fund for the employee in factories and establishment. Generally, the organizations pay the provident fund amount with

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interest to the employee on retirement or to the dependents of the employee, in case of death. 2) Gratuity:This is another type of retirement benefits to be provided to an employee either on retirement at the time of physical disability and to the dependents of the deceased employee. The payment of Gratuity Act 1972 is applicable to the establishment in the entire country. 3) ESIC Employee State Insurance:This cat covers Medical benefits, sickness benefits, maternity benefits, disablement benefits, dependents benefits, funeral etc... Enactment of employee’s state Insurance Act 1948 provides integrated need based social insurance scheme.

The government of India has framed some import acts to the protection of employee safely and development oh human relations in the industry, such acts are as follows:1) Workmen compensation Act 1923 2) Employee provident Fund Act 1952 3) Factories Act 1948 4) Gratuity 1972 5) Maternity benefits Act 1962 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 50

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6) The employee state insurance act 1948
7)

The industrial disputes Act 1947

8) Trade union Act 1926. Above mentioned acts are helpful to employee’s safety and employees facilities of ant industry. INDUSTRIAL ACCIDENTS According to the factories Act 1948, it is” an occurrence in an industrial establishment causing bodily injury to a person who makes him unfits to resume his duties in the next 48 hours”. It maybe defined as” an occurrence which interrupts or interferes with orderly progress of work in an industrial establishment” Causes of accidents:1) Unsafe conditions:• Improper guarded equipments • Unsafe storage, congestion, overloading

Defective equipments

• Inadequate safety devices. • Wrong and faulty lay-out and bad location • Improper illumination • Improper ventilation GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 51

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• Poor-house-keeping etc… 2) Unsafe acts:• Operating without authority
• •

Lifting improperly Using unsafe procedures in loading, placing, mixing, combining

• Taking unsafe positions, under suspended loads. • Lifting improperly • Using unsafe equipments or equipment unsafely.
3)

Other causes:-

• Bad working conditions • Rough and slipping floors • Excess glare • Heat, humidity, dust& fame – laden atmosphere

very long hours of work

• Excessive noise etc…. Measures to safety in organization:• Appraisal of employee attitude to safety programs • Safety engineering GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 52

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• Safety education and training etc….. A study on employee present welfare measures Welfare measures can be classifies into two types, they’re:• Statutory welfare measures • Non- Statutory welfare measures

• Statutory welfare measures:-

1) Rest room:These facilities should be provided in a factory where more than 150 workers are working 2) Drinking water:Drinking water should be made available all working hours and they should be kept at suitable points 3) Ventilation: Adequate ventilation and privatization of excessive temperature can be maintained. This is only possible by circulation off fresh air in the work room and by insulting the hot parts of machinery 4) Lighting:

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Lighting facility is also one of the important facilities: TUMKUR MILK UNION used both natural and artificial lighting. This facility has been satisfied to all respondents. Adequate lighting is helpful to avoid occurrence of accidents. 5) First aid applications:At least one first aid box containing the prescribed contents for every 100 workers should be provided. 6) Sitting arrangements:Suitable arrangements for sitting should be provided for the workers who work in standing position. • Non- Statutory welfare measures
1)

Recreation facility:

Recreation is an opportunity to the work man to refresh their mind and divert their mono0tous feeling. It creates a healthy climate and industrial peace to the long term. 2) Housing facility: Pandith Jawahar Laal Nehru said “housing is an extension of human personality”. So housing is an above, where basic human interaction such a private morality, socialization common etc… place and modules a citizen.
3)

Uniform:

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Providing uniform to workers those who are working production and non-production employee
4)

Safety education and training:Safety maintains and safety measures are to be provided. Safety education and training are to be provided to avoid industrial accidents.

5) Transportation facility:It is also one of the important welfare facilities to increase the moral efficiency and reduce workers absentee in some companies provides some more other welfare facility. 6) Medical facility:Some organizations provide adequate coverage of employee for exposes related to hospitalizations due to illness, injury or pregnancy. Some organization gives medical facility to the employee 7) Educational allowances:Some organizations provide allowances for the employee children to their education purpose. Some organizations doesn’t provide educational allowances. Therefore welfare measures are most important in any success and failure of the organization satisfaction of the employee includes the good industrial relationship b/w employees and employer.

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CHAPTER-V DATA ANALYSIS AND INTERPRETATION

Table No : 5.1 Table showing the feeling about the nature of work

LEVEL Highly satisfied Satisfied Dissatisfied TOTAL

No. of respondents 25 25 00 50

percentage 50% 50% 00% 100

Interpretation: Out of 100% respondents 50% of respondents are highly

satisfied, 50% of respondents are satisfied . 0% respondents are dissatisfied about the nature of work GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 56

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Conclusion: Most of the respondents are highly satisfied about the nature of work. GRAPH No : 5.1 Graph showing the feeling about the nature of work

percentage 60% 50% 40% 30% 20% 10% 0% Highly satisfied Satisfied LEVEL 0% Dissatisfied percentage 50% 50%

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Table No : 5.2 Table showing the distribution of respondents by sex

Particulars Male Female TOTAL

No. of respondents 40 10 50

percentage 80% 20% 100%

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

Conclusion: The TUMUL consists of more male employees than female employees.

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GRAPH No : 5.2 Graph showing the distribution of respondents by sex

percentage

Female , 20% Male Female Male , 80%

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Table No : 5.3 Table showing the satisfaction about the salary package.

LEVEL Highly satisfied Satisfied To some extent Not satisfied TOTAL

No. of respondents 8 10 15 7 50

percentage 16% 40% 30% 14% 100%

Interpretation: Out of 100% respondents 16% of respondents are highly about

satisfied, 40% of respondents are satisfied . 30% respondents are to some extent and 14% respondents are not satisfied their salary package.

Conclusion: Most of the respondents are working in TUMUL are satisfied with their salary and keep them happy in their work. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 60

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GRAPH No : 5.3 Graph showing the satisfaction about the salary package.

45% 40% 35% 30% 25% 20% 15% 10% 5% 0% Highly satisfied Satisfied To some extent Not satisfied Highly satisfied, 16% Not satisfied, 14% To some extent, 30% Satisfied, 40%

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Table No : 5.4 Table showing satisfaction about the welfare measures provided by the organization.

LEVEL Satisfied Partially satisfied Not satisfied TOTAL

No. of respondents 10 35 5 50

percentage 20% 70% 10% 100%

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

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

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GRAPH No : 5.4 Graph showing satisfaction about the welfare measures provided by the organization.

70% 60% 50% 40% 30% 20% 10% 0% Satisfied Satisfied, 20%

Partially satisfied , 70%

Not satisfied, 10%

Partially satisfied

Not satisfied

Table No : 5.5 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 63

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Table showing satisfaction level about the statutory welfare measure. Particulars GOOD Rsps Rest room Drinking water Ventilation Lighting First aid appliances Interpretation: Out of 100% respondents 40 % of respondents are satisfied with rest room, 70 % respondents are satisfied with drinking water, 80% of respondents are satisfied with ventilation and lighting, 20% respondents are satisfied with first aid applications provided by the organization. Conclusion: Most of the respondents are GOOD towards the statutory welfare measure provided by the organization. GRAPH No : 5.5 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 64 20 35 40 40 10 % 40 % 70 % 80 % 80 % 20 % AVERAGE Rsps 10 10 5 5 30 % 20 % 20 % 10 % 10 % 60 % POOR Rsps 10 5 5 5 10 % 20 % 10 % 10 % 10 % 20 % Total Percentag 50 50 50 50 50 50 e 100% 100% 100% 100% 100% 100%

EMPLOYEE WELFARE MEASURES

Graph showing satisfaction level about the statutory welfare measure.

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

8 0 %8 0 %

60%

20%

20%20% 10%10%

20% 1 0 % 1 0 %1 0 %

20%

R e s t ro o m D rink ing w a te r e ntila tio n L ig hting F irs t a id a p p lia nc e s V

Table No : 5.6 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 65

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Table showing satisfaction level about the other statutory welfare measure.
Particulars GOOD Rsps Sitting arrangements Canteen facilities Ambulance Latrines & Urinals Emplacement of women and child 37 25 10 25 35 % 74% 50% 20% 50% 70% AVERAGE Rsps 10 15 10 10 10 % 20% 30% 20% 20% 20% POOR Rsps 3 10 30 15 5 % 6% 20% 60% 30% 10% Total 50 50 50 50 50 50 Percentage 100% 100% 100% 100% 100% 100%

Interpretation: Out of 100% respondents 74% respondents are satisfied with sitting arrangement, 50% of respondents are satisfied with canteen facilities . 20% of respondents are satisfied with latrine & urinals and 70% respondents are satisfied with employment of women and welfare. Conclusion: Most of the respondents are GOOD towards other following statutory welfare measure. GRAPH No : 5.6

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Graph showing satisfaction level about the other statutory welfare measure.

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

74%

70% 60% 50% 50%

30% 20% 20% 20% 20% 20% 6% 20%

30%

10%

S itting a rra ng e m ents a nte en fa cilitie s m b ula nc e L a trine s & U rina ls m p la c e m e nt o f w o m e n and child C A E

Table No : 5.7 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 67

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

Particulars

GOOD Rsps % 10 % 50 % 80 %

AVERAGE Rsps 10 15 5 % 20 % 30 % 10 %

POOR Rsps 35 10 5 % 70 % 20 % 10 %

Tota l 50 50 50 50

Percentag e 100% 100% 100% 100%

Recreation facilities Housing facilities Providing uniform facilities Interpretation:

5 25 40

Out of 100% respondents 10% of respondents are satisfied with recreation facilities , 50% of respondents are satisfied with housing facilities, 80% of respondents are satisfied with providing uniform facilities provided by the organization. Conclusion: Most of the respondents are GOOD towards Non-statutory welfare measures. GRAPH No : 5.7

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

0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 50%

80% 70%

30% 20% 10% 10% 20% 10%

Particulars Recreation facilities Housing facilities Providing uniform facilities

Table No : 5.8 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 69

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Table showing the satisfaction level about the non-statutory welfare measures.
Particulars GOOD Rsps Safety education & training Transportation facilities Medical facilities Educational allowances 25 20 37 00 % 50% 40% 74% 00% AVERAGE Rsps 15 20 10 00 % 30% 40% 20% 00% POOR Rsps 10 10 3 50 % 20% 20% 6% 100% 50 50 50 50 100% 100% 100% 100% Total Percentage

Interpretation: Out of 100% respondents 50% of respondents are satisfied with education and training, 40% of respondents are satisfied with transportation facility, and 74% respondents are satisfied with medical facilities and 100% of respondents are not satisfied with educational allowance. Conclusion: Most of the respondents are GOOD towards the statutory welfare measures.

GRAPH No : 5.8 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 70

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

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

100% 74% 50% 4 0 %4 0 % 30% 20% 20% 20% 6% S a fe ty e d u ca tio n & T ra n sp o rta tio n tra in in g fa c ilitie s Me d ica l fa cilitie s 0% 0% Ed u c a tio n a l a llo wa n ce s

G O O D A VER AG E PO O R

Table No : 5.9 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 71

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Table showing the satisfaction level about social security benefits.

Particulars

GOOD Rsps % 80 % 60 % 70 %

AVERAGE Rsps 10 20 15 % 20 % 40 % 30 %

POOR Rsps %

Tota l 50 50 50 50

Percentag e 100% 100% 100% 100%

Provident fund Gratuity ESI

40 30 35

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

Conclusion: Most of the respondents are GOOD towards social benefits.

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GRAPH No : 5.9 Graph showing the satisfaction level about social security benefits.

80% 70% 80% 70% 60% 50% 40% 30% 20% 10% 0% GOOD AVERAGE Provident fund Gratuity ESI POOR 20% 40% 30% 60%

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Table No : 5.10 Table showing the satisfaction level about the voluntary Benefits.

Particulars

GOOD Rsps % 80 % 70 % 50 %

AVERAGE Rsps 10 15 25 % 20 % 30 % 50 %

POOR Rsps %

Tota l 50 50 50 50

Percentag e 100% 100% 100% 100%

Holidays Rest period/ Breaks Paid Vacation

40 35 25

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

Conclusion: Most of the respondents are GOOD towards benefits. Voluntary

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GRAPH: 5.10 Graph showing the satisfaction level about the voluntary Benefits.

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Table No : 5.11 Table showing satisfaction about the working hours.

Particulars YES NO TOTAL

No. of respondents 40 10 50

percentage 80% 20% 100%

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

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

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GRAPH No : 5.11 Graph showing satisfaction about the working hours.

Table No : 5.12 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 77

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Table showing satisfaction about the organization employees grievance.

Particulars High Average Below average TOTAL

No. of respondents 25 17 8 50

percentage 50% 34% 16% 100%

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

Conclusion: Most of the respondents are partially satisfied with high

level about the organization towards employees grievance.

GRAPH No : 5.12 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 78

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Graph

showing

satisfaction

about

the

organization

employees grievance.

50% 50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0% High Average Below average 16% 34%

Table No : 5.13 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 79

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

Particulars Strict to follow Easy to follow No problem TOTAL

No. of respondents 5 35 10 50

percentage 10% 70% 20% 100%

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

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

GRAPH No : 5.13

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

No problem, 20%

Strict to follow, 10%

Easy to follow, 70%

Strict to follow

Easy to follow

No problem

Table No : 5.14 GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 81

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Table showing the working condition in TUMUL.

Particulars Excellent Congenial Better Normal TOTAL

No. of respondents 12 20 10 8 50

percentage 24% 40% 20% 16% 100%

Interpretation: Out of 100% respondents 24% of respondents are feel excellent, 40% of respondents are feel congenial, 20% respondents are feel Better and 16% of respondents are feel Normal about working condition in TUMUL. Conclusion: In TUMUL, working condition is very pleasant and suitable to work, Employees are very co-operative with each other.

GRAPH No : 5.14 Graph showing the working condition in TUMUL. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 82

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Table No : 5.15 Table showing opinion about the need of additional welfare measures. GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 83

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Particulars YES NO TOTAL

No. of respondents 45 5 50

percentage 90% 10% 100%

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

Conclusion: Most of the respondents need additional welfare measures.

GRAPH No : 5.15 Graph showing opinion about the need of additional welfare measures.

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Chapter – VI FINDINGS:
The following are some of the findings : GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 85

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 In TUMUL economic of the respondents is good compared to other factories. Through these of employees having Some employees were highly qualified.  We found that all most all welfare measures are provided to employees in this organization as per the act. only basic qualification their working knowledge is very good.

Counseling role: There is an absence of counseling role performed by personal department in TUMUL. Employees were happy about their working condition I TUMUL.

 Social security Benefits: It was found that social security benefits depth is merged to the wages & salary to the administration role.  Managing Service: The personal department fails to perform the full pledged managing service such as restroom recreation and others to the workers leave.

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

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

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 Here Giving of monetary benefits to the workers is not enough to be satisfied. This is to be fulfilled in the managerial role service of personnel department to high productivity etc.  Personal department undertakes all the functions that are concerned with the human elements regarding this counseling role will help to solve the employees personal problems in the organization.  It is suggested to TUMKUR MILK UNION , TUMKUR that to make a separate department for social security benefits in the personal clerical role. All the formalities and information may be made available to the lower level employees in the factory personnel department that implement full pledged training and development programs to all the workers and strength them to compete with the competitive organization.  Even through there is no much physical work with the machinery department is suggested to bring up a human engine of the individual and groups.  The organization has to provide so more welfare measure to employees.

CONCLUSION

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Highlighting the various recommendation against the objects it is clear that the organization is prepared to increase welfare measures such as recreation, medical, restroom facility etc to increase production and quality.

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

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

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

Bibliography
GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 88

EMPLOYEE WELFARE MEASURES

1. personnel management C.B Memorio

2. Labour Law Ramesh Arora 3. Industrial Management G.S Manjanna Shatter 4. Labour welfare & Social Security P. Subba Rao

websites:

1.

www.employeewelfaremeasures.com

2.kmfnandini.com

Questionnaire
Dear Sir or Madam: GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 89

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I am

SHWETHA K.J student of 3rd BBM VI Semester,

studying in Government First Grade College, Nonavinakere. As per the partial fulfillment of Tumkur University. B.B.M College.

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

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

Thanking You Yours faithfully, SHWETHA K.J
1.

Name age Sex

: : : Male ( ) Married ( ) Female ( ) Single ( )

2. 3. 4.
5.

Marital status : Designation :

6.

Are you satisfied about the nature of work? a) Highly Satisfied ( ) b) Dissatisfied( ) Page 90

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c) satisfied ( ) 7. Are you satisfied with your salary package? a) Highly Satisfied c) Satisfied ( ) ( ) b) To some extent ( ) )

d) not satisfied (

8. Are you satisfied about the welfare measures provided by your organization. a) Satisfied () c)Partially satisfied ( b) Not satisfied ( ) )

9. Your satisfaction about the following Statutory welfare me asures? Particulars Rest Room Drinking water Ventilation Lighting First Aid appliances GOOD AVERAGE POOR

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10. Your satisfaction about the following Statutory welfare measures?

Particulars Sitting arrangement Canteen Facility Ambulance Latrines & Urines Employment of women & Child

GOOD

AVERAGE

POOR

11.

Your satisfaction about the following non Statutory welfare measures?

Particulars Recreation facility Housing facility Providing uniform

GOOD

AVERAGE

POOR

12. Your satisfaction about the following non Statutory welfare measures? GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 92

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Particulars Safety education and training Transportation facility Medical facility Educational allowance

GOOD

AVERAGE

POOR

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

Particulars Provident fund Gratuity ESI

GOOD

AVERAGE

POOR

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

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Particulars Holidays Rest period / breaks Paid vocation

GOOD

AVERAGE

POOR

15. Are you satisfied with your working hours? a) YES ( ) b) NO ( )

16. To what extent the organization is trying to satisfy the employees grievance ? a) High ( ) ) 17. How do you feel about the rules and regulations of the organization? a) strict to follow ( c) Easy to follow ( ) ) b) No Problem ( ) b) Average ( ) c) Below average (

18. How do you feel about the working condition? GOVT FIRST GRADE COLLEGE, NONAVINAKERE Page 94

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a) excellent (

)

b) Better ( d) Normal ( )

)

c) Congenial ( )

19. Do you feel that the organization has to providing additional welfare measures? a) YES ( ) b) NO ( )

20) Whether welfare measures encourage workers ? a) YES ( ) b) NO ( )

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

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