INTRODUCTION

The management of Human Resource is a very complicated and

checking ness task for those who are entrusted with the successful
running of an organization. In every org Human Resource are a pivotal
variable without which in animate assets are workers. Therefore Human
Resource must be managed effectively to achieve the goals of the org.
The discipline of the personal management has gained importance since
professional Ration of management is now regarded as a must for the
successful running of a business or industrial enterprises. The personal
management pre-supposes of handling Human Resource" through proper
education, training should keep themselves aware of the changes and
trends that lake place in day to day.

The management of men is a very important and a challenging job

because it is not only managing men but of administrating a social
system. The mgt of men is a challenging task because of the dynamic
nature of the people. No two persons are similar in mental abilities
traditions, sentiments and behavior. They therefore need a tactful
handling by mgt personnel. If man power is properly utilized it may
prove a dynamic notice force for running an enterprise at its optimum
results and also work as an elixir for maximum individual and group
satisfaction in relation to the work performance. Different terms such as
personnel and are staff management, personnel administration, labour,
relations, labour mgt, manpower mgt has been interchanging.
LABOUR WELFARE ACTIVITIES:

The Labour Welfare activities of the employers in particular and of

the state in general are not only conductive to an improvement in the
conditions of the working class but are the best kind of investment to
employees for promoting industrial efficiency.-Besides Labour Welfare
have tremendous potentialities for fostering good industrial relations. The
significance such activities in a country like India is there a very great.

The term "Labour Welfare" is one which leads itself to various

interpretations and it has always the same significance in different
countries as pointed out by the royal commission on labor. The term
"Welfare" as applied to the industrial worker is one which must
necessarily the classic bearing a somewhat different interpretation in one
country from another according to the different social customs. The
degree of industrialization and education development of the workers.

Different people have given different interpretation to it. One

definition contains it to voluntary efforts on the part of employers to
provide the best conditions of employment in their own factories. Another
interpretation given to welfare work is that it is anything for the comfort
and improvement intellectual or social of employers over and above the
wages paid. A resolution adopted by the international labour conference
(ILC) at its 19th session in June 1956 as enumerated some of these
services and amenities as include.

 Feeding facilities in or near the undertaking

 Rest and recreation facilities, and

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  The transportation to and from work were ordinary Pblic transport
is in docket or impracticable

The labour investigation committee of Government of India clerks

the scope of the welfare activities perhaps in the best manner. It says for
our part we prefer to include under welfare activities anything clone for
the intellectual physical, more and economic betterment of the workers
whether by employer, by Government or by another agencies, over and
above what is laid down by law or what is normally expected as a part of
contractual benefits for which the workers may have organized, Thus,
under these definitions we may include housing, medical and education
facilities for rest and recreation. According to the value system social
institution degree of industrialization and general level of social
economic development even within the one country its context may be
different from region to region. This term "Welfare is very
comprehensive".

DEFINITION OF LABOUR WELFARE:

Mr. Arthus James Todd - A series of sharply diverse opinions exist

on the motives and minutes of industrial welfare. Broadly speaking we
can define labour welfare as "Measures and Activities under taken by
state employees and associations of workers for the improvement of the
workers standard of lie and for the promotion of the economy social well
being are labeled as welfare work".

I.L.O defined as such services facilities and amenities which may

be" established in or in the vicinity of undertaking to enable the persons

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employing them to perform their work in healthy congenial surroundings
and provided with amenities conductive to good health and high morale.

As a matter of fact, the whole field of welfare is one in which can

be done to come back the sense of frustration of the industrial workers to
realize them of personnel and family worries, to improve his health to
afford him means of self expression to offer him some span in which he
can excel all other to help him to wider conception of life.

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 OBJECTIVES OF THE STUDY

In recent years Human Resource mgt have given much importance in

the Indian industries. Because the success of the any org is pre-dominant
by influenced by the enlighten labour force- of the company. No
manufacturer can action the profits without the co-ordination of his
employees so it is clear that motivation of the workers is major in Verde
enhance both productivity and production. The main purpose of the study
is to evaluate the welfare activities which are provided by the
management of KCP Ltd., Lakshmipuram. More specifically the study is
under taken with a view.

 To study the growth and development of the KCP Ltd,

Lakshmipuram since it’s establishment.
 To examine the existence of labour welfare facilities provided by
the KCP Ltd mgt.
 To highlight the significance of labour welfare activities in the
motivation of the employees.
 To study the opinions of employees relating to the present welfare
amenities provided by the management of KCP Ltd ,
 To offer suggestions for the effective implementation of labour
welfare activities in KCP Limited.

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 NEED FOR THE STUDY

Labour welfare is justified for several reasons. It is desirable to

recollect the services of a typical worker in this context. This labour helps
dig and have coal from (lie depths of the earth, to fetch and refine oil to
build dams and reservoirs, to Jay pipes, canals, railway lines and roads.
This labour creates and transmits power, and \through of necessity as well
as of labours.

The industrial worker is indeed a solider safeguarding the social

and economic factors of the industrial economy and his actions and
interactions within the industrial framework will have a great impact and
influence on industrial development. The social and economic aspects of
the life of a worker have direct influence on the social and economic
development of the nation. There is every need to take extra care of the
worker to provide both statutory and non-statutory facilities to him
welfare may help minimize social evils, such as alcoholism, gambling,
prostitution, drug addiction and the like. A worker is likely to feel a
section of any these if he is dissatisfied or frustrated. Welfare facilities
tend to make the worker happy, cheerful and confident looking.

A further argument in favor of welfare is that a reputation for

showing concern helps improve the local image of the company as a good
employer and thus assists in recruitment. Welfare may not directly
increase productivity, but it may add to general feelings of satisfaction
with the company and act down labour turnover.

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 SCOPE OF THE STUDY

The main emphases were on welfare measure provided by the

company because these are the row factors which will affect the general
industrial relations and productivity of the company.

In any industry, Human Resource is considering as one of the

important factors of production. The significance of labour force calls for
well being to enable them to contribute to a optimum productivity in the
industry. Within term will help develop the national economy in view of
the importance of the labour welfare activities in one of the
manufacturing industries.

Welfare measures are playing an important role on the industrial

relations and productivity and sufficient welfare measures will lead to the
improvement of the industrial relations and productivity in a greater
manner.

A part from the economic welfare measure psychological measures

such as recognition and status are also important to increase productivity
of the labour.

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 METHODOLOGY OF THE STUDY

The main purpose of the study is to evaluate the welfare activities

which are provided by the mgt of KCP Ltd., Lakshmipuram. More
specifically the study is undertaken with a view.

Data collection:

The analysis as the project was done based on the available

information was gathered basically from the primary sources and as well
as from the secondary sources.

Primary Data:

The Primary data relating to the KCP Ltd have been collected
through mutual discussion, with the workers and the union published
reports of the Company. During the course of the study it have been
conducted in formal talks or informal interviews with concerned officials
of the company and personally observed the feelings and opinion, of the
workers relating to the above welfare measures provided by KCP Ltd.

The primary data are those, which are collected and for the first
time and thus happen to be original in characters the sources are

 Personal observation
 Personal interview
 Questionnaire
The form of questionnaire is closed form.

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Secondary Data

For the compiling of this project work the main source of data is
secondary source. The data was collected through company published
reports records and booklets of the company, For this purpose journal
magazines and daily papers are also studied. Basically the information is
collected from primary sources. Secondary source also the personal
interviews with workers and other trade unions leaders gave a shape to
the study.

The secondary data on the other hand on those which have already
been collected by someone else and which have already been passed
through the statistical reports.

 Company booklets
 Periodicals
 Personnel manual
Sampling

The sample size is 100 members. The method adopted is simple

random sampling and the method used is percentage method.

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 LIMITATIONS OF THE STUDY

 Despite completion of project work to the satisfaction, the

objectives could not be achieved due to the following limitations.
 Personnel policies and major procedures regarding major personnel
function such as recruitment and selection procedures etc., are not
known because they are framed at corporate officers.
 The duration of the project is limited.
 The Information provided by the respondents may be based to
some extent.
 Due to the time constraint the sample of the study was limited to
100.

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 INDUSTRY PROFILE

Indian is considered to the country of origin of sugarcane,

symbolically referred to as "Sweet Grass" Sugarcane existed in ancient
India. North-eastern India is regarded as the center of the origin and from
where Sugarcane was believed to have been carried to China and other
places by early travelers and nomads, some time between 1800B.C. and
1700B.C. Later, it spread to Philippines, Java and other places including
Caribbean Islands by explorers. The Sugar Industry in India has a long
history. Reference to sugar is found even in early medic literature. The
story goes that Sugarcane was one of the luxuries provided by
Vishwamitra to Trishanku in the special Heaven created for him. In
600AD the Chinese emperor, Tsai Heng sent agents to higher on record of
the technical commission, investigating the manufacturing processing to a
foreign country . Alexander the great emperor and his soldiers took back
along with the Sugarcane, Which they called the 'Honey Read'. There are
also many other reasons for believing that India was the original home of
sugarcane.

It has been established beyond doubt that for the first time the
Sugarcane was cultivated in Bengal and the credit of becoming the first to
manufacture sugar goes to the state of Bihar.

The name of he product of sugarcane in early days was "Shirker".

During those days and for a long time thereafter, India had the monopoly
of producing " Shakara" and supplying kit to different parts of the world.
Therefore, it is not surprising that the world "Sharkara" is found in many
languages of the world.

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 Even during the ancient periods, India used to export sugar to
different parts of the world. It exported sugar to Geneva, Venice and
many other parts of Europe. It was also exported to several countries in
Africa and Asia. The Indian Sugar was exported through caravan routs of
Chiba and Bolan in Northwest India to Europe etc.,

But by the Middle of the 15th century, the Turks captured

Constantinople and, by their policy of heavy extortion from traders,
almost stopped the supply of Sugarcane through this route. The second
Jolt Which proved perhaps more fatal and which lad

to the rise of serious competitor to India sugar was the Navel

blocked of France by Great Briton Which forced Napoleon t order the
scientists of his country to find out some alternative, sources to produce
sugar, The blockage had completely stopped the entry of Indian sugar to
France. Napoleon's efforts resulted in the production of sugar from the
sugar beets.

Although the modem process of manufacturing sugar began for the

first time in Europe as early as in 1853, it came to Indian as late as in
about 1903. When the first sugar factory having vacuum pan process and
modern milling method was commissioned in Bihar Morhowrah in 1904.
Indigenous sugarcane has been extensively grown in Indian from ancient
times. There was ,however, a revolution

In the method in the method of cane cultivation during the lost

decade of the 19th century. It was only in 1912 that India established her
first Sugarcane breeding station of Coimbatore.

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In the early part of century, there were a few sugar mills in the country,
mostly in Utter Pradesh and Bihar where sugarcane was being grown
traditionally. The production of sugar was not sufficient to meat the
demand of the domestic consumption and so sugar was being imported
from Java and other countries. The Indian sugar factories were unable to
meat the competition of imported Javanese sugar, which had
commanding the Indian market. The government of India then granted
protection to the indigenous sugar industry under the sugar industry
Protection Act passed in 1932. This Act was followed by another
legislation enabling the provincial Governments to enforce the minimum
price to be paid by sugar factories to can growers in respect by sugar
factories to cane growers in respect of cane supplied by them as per
Sugarcane Act of 1934. These two legislation gave significant impetus
and encouragement to entrepreneurs to set up new sugar factories in
various parts of the country.

After independence, with the introduction the five-year plan for the
national development, the sugar industry too received considerable
amount of support. The development and regulation of the sugar industry
was brought under the control of the Government India from May 1952.

The Sugar industry in India made a rapid development after

protection was granted to this industry in 1932. Accordingly, the import
of sugar was almost stopped after 1936-38". The sugar Industry was
granted this protection till 1950. Since independence there has been and
over all tread of sugar in India. Like other agro-industries, this industry
has been subject to wide and some times violent fluctuations. The main
reason is that the raw material of this industry i.e.,

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 Sugarcane comes from agricultural sector, Which is highly
insatiable in India. Some times, it suffers from drought, floods and heavy
rains. Other factors like Government policies, Prices, market conditions
etc., are also responsible for the fluctuations in production in this country.

As against a mere 29 sugar mills in 1930-31, this number has gone

up to 408 in 1994-95 with 222 in the co-operative sector, 75 in the Public
Sector and the rest in the Private Sector. The total production of sugar
during 1991-92 seasons was 132.73 lakh tones with 76.83 lakh tones in
the co-operative sector 11.35 lakh tones in the public sector and 44.59
lakh tones in private sector. In 1994-95 the total sugar production has
increased to 146.43 lakh tones. The industry has surpassed the targets set
for it in the various plan periods and 160 lakh tones per annum has been
targeted for the year 2000. In the year 2001 production of sugar has been
increased to 184 lakh tones.

Sugar industry in India was initially concentrated in the sub-

tropical states of Utter Pradesh and Bihar, but since the second Five year
plan, it spread to the Deccan area and the Southern states. About 35
millions farmers constituting 7% of the total rural population portion of
the cane crop and provide the farmer with resources to meet his
commitments. Each sugar factory deals with thousand of cane growers.

STA TE- WISE SPREAD OF SUGAR INDUSTRY IN INDIA

Sugarcane is grown widely in India In 17 out of 25 states and 2

Union Territories grown sugarcane. Nine states account for 96% of the
production and 94% of the total area. These states are : Uttar Pradesh,

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Maharashtra, Karnataka, Tamilnadu, Andhra Pradesh, Bihar, Haryana,
Gujarat and Punjab. Uttar Pradesh ranks first in area and in production
During 1990-91, U.P. accounted for 50% of area and 43% of production
of sugarcane in India. Maharashtra Which occupies second place has
about 1/3 of the area and its production of Sugarcane is almost half that of
the production of U.P; Maharashtra exceeds U.P in terms of recovery of
Sugar.

Gujarat, which has only 1.15 lak hectares under Sugarcane

cultivation, has the highest percentage of sugar recovery (11.65).
Tamilnadu, which has produced 352.36 lakh tones of Sugarcane, has a
mere 8.68% of sugar recovery. This clearly shows that recovery of sugar
is based on the fertility of the soil of India fixed the target for production
at 15.50 MT and the target for installed capacity at 16.00 MT.

The number of factories in the plan periods has also increased

rapidly. They increased from 139 in 1959-60 to 408 in 1994-95 with
237in the co-operative sector 75 in the public sector and the rest in the
private sector. The sugar production has also been gradually increased in
view of the rising demand for sugar in the country. At present, there are
422 installed sugar factories in the country with an annual sugar
production capacity of 11.1 million tones and about a 100 new sugar
factories are under various stages of construction. The sugar industry is
the most advanced processing industry in the agricultural sector in India,
located in rural massed and serve as the nerve center for rural
development.

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SUGAR INDUSTRY IN ANDHRA PRADESH

Sugarcane is on the important commercial crops in Andhra

Pradesh, greatly contributing to the agricultural prosperity of the state.
Andhra Pradesh is situated in the tropical Zone considered highly suitable
for the production of good sugarcane. The average rainfall in the state
form June to September in a year is 602mm. Sugarcane is an irrigated
crop throughout the state frequency of irrigation varying widely with
facilities available. Sugarcane cultivation in the State was known for
centuries in the Coastal belt. The rank of Andhra Pradesh in sugarcane
acreage and production is finished between 5th and 7th and between 4th and
5th respectively, at the national level.

In the past, white sugar was obtained by refining polymer jugglery

by the Gur refinery at Samarklakot. Direct manufacture of Sugar started
in the year 1934 at Bobbili followed by factories at Thummapala and
Etikoppaka in 1935, Vuyyuru in 1936 and Bodhan in 1938. At present in
Andhra Pradesh, the total number of sugar factories is 35. These have
been established in various viz., Co-operative, public and private sector.
Recently, the Government of Andhra Pradesh gave permission to
establish 13 more Sugar factories throughout the state under the private
sector. There are 18 factories in the co-operative sector, 8 in the public
Sector and 10 in the private sector with a crushing capacity expect in the
year 1989-90. There are about 120 licensed Khandasari units in the state
and these units crush about 16,797 tones per day. The normal crushing
season is spread over a period of 130 days. Out of the total production of
sugar 40% is levy sugar and the remaining 60% is for free sale by the

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Sugar factories. Different varieties of Sugarcane seed are introduced for
higher yield and recovery of Sugar, year after year.

ENERGENCE OF CO-OPERATIVE SUGAR FACTORIES

While in all in other sectors in the country co-operative has either

failed or made negligible progress. The successes achieved by the co-
operative sugar mills have two positive advantages in their favor. First of
all, they get the maximum supply of sugarcane as all most all the
sugarcane farmers are members of the co-operative sugar mills. Secondly,
profits of the co-operative are distributed among the farmers instead of
going into the hands of a few sugar barons. All the sugar factories were
setup in the privet sector till 1950. The factories that came up
subsequently were mostly in the co-operative sugar factories accounted
for only 15% of the total sugar production in the country, they claimed
60.6& in 1992-93.
The sugar and allied by-product using industries, particularly, in
the cooperative sector have contributed significantly to the increase in
employment opportunities and development off the infrastructure like
educational institutions, medical facilities and recreational facilities for
the entire community at large. The Government has now issued licenses
for establishment of more factories in cooperative sector.
In the context of new economic policy, based on market responses
the Government is planning to provide more freedom to the cooperative
sector. This will go a long way in achieving a vibrant economic structure.
Co-operative sugar factories are certain to play in even more important
role.

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THE SUGAR POLICY OF THE GO VERNMENT OF INDIA

The union Government announces every year a uniform sugarcane

price(statutory Minimum Price) on the basis of the Recommendation of
the commissions Agricultural Cost and Price (CACP). The Government
announced the SMP, which is linked to the sugar recovery of 8.5% fixed
as minimum level to be achieved by the sugar units. The actual price paid
to Sugarcane farmers is than fixed on the basis of the state advised price
(SAP) announced by the State Government which are usually higher than
the SMP. The SMP and the SAP guide the sugarcane prices in the market.

Under the dual pricing system levy sugar and free sale sugar priced
differently. The levy price which is defined by the Essential Commodities
Act is equal to or lowers than the cost of production. The cost of
production is determined by the Bureau of industrial costs and prices.
Levy prices are fixed by the Government of India on the advice of the
BICP.
At precent, the quota is fixed at aratio of 40:60 for levy and free
sugar which means that 40% of the production will be procured from the
sugar factories at a fixed levy price and factory will be free 0 sell 60% at
the free market price. The sugar factories are expected to earn sufficient
profits by selling the free sale quota at the market price and to
compensate the loss that they have incurred on the levy quota. However,
the Ventral Government indirectly controls the free sale sugar prices
through sugar releases each month. The price of sugar in the market has
always been a sensitive political issue. Whenever sugar is in short supply,
the Government of India imposed conditions on sugar units to protect the
interests of the common man. Profitability in the sugar industry is

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dependent on the sugarcane price paid by the companies and sugar prices
under the state imposed dual pricing system.
The government's sugar policy was announced in November 1991,
retained the minimum economic capacity of 2500 tones of cane crushed
per day for issued of fresh licenses. The Government has no intention of
nationalizing the sugar factories. Priority would be given to proposals for
new units form the co-operatives and the public sector. The Government
has permitted the existing mills to raise their capacity.

EXPORT OF SUGAR

India first started exporting of sugar form the year 1957, since
1970-71 the quantity that was exported steadily rise from 18,000 tones to
9.5 Lakh tones. Whenever there has been a higher sugar production,
efforts were made by the industry to get more export quota sanctioned
from the International sugar organization.

The Government policy is to encourage exports from agro-based

industries and the time has come to fix a minimum export quota for sugar
every year, so that permanent buyer - seller relations could be established
and also better prices realized. Industry sources feel that, at least a
minimum quota of one million tones for the export of sugar could be
released in the beginning of every season, so that export commitment
would be entered into at an appropriate time.

According to food industry sources, at present the two major

buyers in the International market are Pakistan which needs 3 lakh tones,
and Bangladesh which needs 1 lakh tone. As India now can not fulfill its
contracts Thailand and Brazil will grab the opportunity. As the industry

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made contracts based on the Government's decision, India has become a
laughing stock among the International community because of its
apathetic attitude towards exports.

In August, 1995 the Government permitted the export of 5 lakh

tones of sugar. And of theses 5,00,000 tones were exported in August
with 1.5 lakh tones and 3 lakh tones being exported in September and
October, respectively. As the country still has a huge stock pile of
disposable sugar, the Government decided to create a buffer stock of 5
lakh tones and permit further exports of 5 lakh tones in January, 1996.
Meanwhile, sugar industry continues to face a serious liquidity crisis
because of this delay.
Majority of the sugar factories in India are not willing to export the
sugar as the price of sugar is very low in the world market. If there are
little prospects for any price increase in the world market, the major
producers are keen to sell more in view of a foreign exchange constraint,
and the exports will become more profitable. The convertibility of the
Indian rupee will ensure higher benefits to the exporters.

Problems of the sugar Industry

Sugar industry is controlled by the Government like all the

industries in the country. The central Government regulates all the
activities of the sugar industry from the purchase of raw material, to the
sale of finished products. The importance of sugar industry in the national
economic cannot be over emphasized, as on its prosperity depends on the
livelihood of millions of cane growers, workers in the factories and other
working in the ancillary industry. It therefore requires careful nursing, but

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unfortunately it is subjected to great vicissitudes of prosperity and
depression.
This industry has a large number of problems-inadequate supply of
cane, under utilization of capacity low recovery, old and obsolete
machinery, transport difficulties and the pricing policy of the
Government. The low level of productivity is crippling the industry.
Secondly the output of cane is influenced to a greater extent by the
Government's main raw material is dependent upon the prices of
competitive food crops on the one hand and the prices of sugarcane fixed
by the Government on the other.
Since the sucrose content of sugarcane begins to deteriorate soon
after the stalks have been cut, it is essential that a unit be located in close
proximity to the sources of raw material. Then, there is a vast gap
between the technology developed by the Research Institutions and the
cane growers. Another problem regarding cane supply to the factories is
diversion. The sugar factories and Gur and Khandasari units are
competitors for sugarcane supply. According to D.C.A Agate, "Gur and
Khandasari producers have a leeway over the sugar factories in the matter
of procuring sugarcane diverted from sugar factories owing to absence of
controls over them and also fiscal advantages they enjoy"
Next problem facing the industry is that of transport, In our country
the transport system is not up to the requirements, which affect the
recovery from sugarcane Utilization of by products. By the fuller
utilization of by-products the sugar industry can hope to reduce the cost
of production.

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 SUGAR INDUSTRIES IN ANDHARA PRADESH
In Andhra Pradesh there are 34 industries of which 16 are under the
cooperative sector, 8 are Under Government management and another 9
are under private sector. Khandasari Mills, the counter part of sugar mills
have been estimated at a number of 120.

The mill at Bodhan in Nizamabad district is the biggest in Asia.

Average cane yield. Per acre in India is 20 tonnes and in Andhra Pradesh.
It is 30 tonnes. The crushing capacity of all mills in Andhra Pradesh is 57
lakh tonnes. Private Mills could utilize 70% of the crushing capacity.
Where as the other mills could just manage.
PRIVATE SECTOR IN SUGAR FACTORIES:

SL. INDUSTRY PLACE DISTRICT

NO
K.C.P Sugar and Industries Corporation
1. Limited., Vuyyuru Krishna
K.C.P Sugar and Industries Corporation
2. Laxmipuram Krishna
Limited.,
3. Tanuku West Godavari
The Andhra Sugars Ltd.,
4. The Jeypore Sugars Company Ltd., Chagallu East Godavari

5. Sri Saravarya Sugar Mills Limited Chelluru East Godavari

6. Deccan Sugar Samalkot East Godavari

7. The Kirlampudi Mills Pitha-Puram East Godavari

8. The Andhra Sugars Ltd Taddayahai West Godavari

Table:2.1

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 PUBLIC SECTORS IN FACTORIES

SL.NO INDUSTRY PLACE DISTRICT

1. The Nizam Sugars Mirayalaguda Nalgonda

2. NGS Gayathri Sugars Ltd Sadasiva Nagar Nizamabad

3. Sree Kialas Chemicals Peeru-Voncha Khammam

4. Ganapathi Sugar Industries Ltd Ranga Reddy Medak

5. Sree Vani Sugars and Industries Ltd Mudipadu Chittor

6. The Nizam Sugars Ltd Didgi Medak

Kairatabad
7. The Nizam Sugars Ltd Ranga Reddy
(Hyderabad)
8. Empee Sugars Ltd and Chemicals Ltd Naidupeta Nellore

Table:2.2

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 CO-OPERATIVE SECTORS IN SUGAR FACTORIES

SL.
INDUSTRY PLACE DISTRICT
NO
The Amudala -Valasa Co- Amudala
1. Srikakulam
Operative Sugars Ltd., Valasa
2. The Chittor Co-Operative Sugars Ltd., Chittor Chittor
The Chodavaram Co-operative Sugars
3. Govada Visakhapatnam
Ltd.,
The Etikoppoka Co-operative
4. Eliloppaka Visakhapatnam
Agricultural industrial Society Ltd.,
The Kovuur Co-Operative Sugars Factory
5. Kovuuru Nellore
Ltd.,
The Nagarjuna Co-Operative Sugars
6. Gurazala Guntur
Ltd
7. The Nandyal Co-Opertive Sugars Ltd Nandyala Kurnool

8. The N.V.R. Co-Opertive Sugars Ltd Vemuru Guntur

9. The Palair Co-Operative Sugars Ltd Amniagdem Khammam

10. Sri A.S.M. Co-Operative Sugars Ltd Pullapalli West Godavari
Hanuman
11. The Deccan Sugars Ltd Krishna
Junction
12. Sri Venkateswara Sugar Factory Ranugunta Chittor

13. Sri Vijaya Rama Ganapathi Sugars Karukonda Vizianagaram

The Thandava Co-Operative Sugars

14. Tuni East Godavari
Ltd
West Godavari Co-Operative Sugars
15. Ghimdole West Godavari
Ltd
16. The Jaikisan Co-Operative Sugars Ltd Hazuragac Karim Nagar
17. The Palkol Co-Operative Sugars Ltd Palakol West Godavari

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 Talks are also on with bulk sugar consumers like Hindustan Lever
and some other pharma and confectionery companies to enroll them as
members of the exchange the sources said.
According to the sources, the trading platform made available by
the sugar India is expected to integrate both spot and futures trade in
sugar.

ISI CERTIFICTION FOR SUGAR SOON:

The Bureau of Indian standards is extending its certification to the
sugar industry. The organization is also harmonizing its standards for
sugar with the codes standards.
According to an official, bureau of Indian Standards Certification
would give the sugar industry and advantage in International Market.
Like the normal ISI mark, the certification would be issued for one
year and if the mills performance was found satisfactory, the certification
would be renewed for two more years.

The Certification will only be granted on consumer and bulk packs

and not on loose. Sugar. The officials will visit sugar mills to check their
technology, infrastructure manufacturing process, testing methods,
quality control, processing capacity, staff and Waste management, in and
around the mills.
For improving exports, the industry will have to meet stringent
International standards. The bureau of Indian Standards has launched an
awareness program to educate the Sugar Industry about the advantage of
its certification.

Page | 25
 COMPANY PROFILE

Introduction:

The KCP Limited, Lakshmipuram is the amalgamation a sick unit

M/s. Challapalli Sugars Limited. The sick unit was received under BIFR
board of industrial and financial reconstruction by the memorandum of
settlement between the Challapalli sugars employees unions and the
management of K.C.P. Limited, Vuyyuru before the Joint Commissioner
of Labour. Andhra Pradesh, Hyderabad on 17-2-1987 under section 12(3)
read with 18(3) of industrial disputes act 1947.

The KCP Limited has crushed sugarcane from 11-3-1987 to 26-3-

1987 for 16 days as a frail season with a sugarcane crushed 5492 tons
produced 4745 sugar bags brown sugar 1032 and quality sugar 3713 with
an average recovery of 8.05% the plant is growing with all cooperation
from all angles improving itself. Its resources and gradually season to
season. The crushing capacity of 1250 T.C.D. is also expanded to 2500
T.C.D. with additions and alternations with new technology as a modem
sugar plant giving good results with high recovery and maximum
crushing in 1992-93 crushing season. It has crashed 224184 tonnes and
produced sugar of 229900 quintals with an average recovery of 1026% in
1993-94 season.

Location:

Sugar factory has been located at Vuyyuru at Krishna Dt, Andhra Pradesh
registered office is at mount road in Madras and Branch Office at
Vijayawada. KCP Limited is located 25 miles away from the coast and
other branch factory in Lakshmipuram K.C.P. Limited is located 50 miles
away from the Vuyyuru.

Page | 26
 The sugar factory at Lakhmipuram, Krishna Dt, Andhra Pradesh is
the earliest of the KCP. and central workshops at time Vuyyuru, Madras
and the Ramakrishna Cement at Macherla, Guntur District, Andhra
Pradesh.

The K.C.P. Limited, Vuyyuru is the biggest sugar factory in the

Asian contents under the control of the private management during the
British rules. The government has appointed a committee in 1920 for the
Europe to see the position of cane and its developments in the country.
The committee visited not only the concerned but also visited TAVA
(Now Indonesia) and submitted a volume course detailed report. It
mentioned in is report the state has no sufficient water and it does not
have good sources for the cane progress.. But Sri Velagapudi
Ramakrishna has taken it as a challenge and he established the K.C.P,
Limited at first in Krishna District. Ultimately in 1943 the full
management come under the hands of Sri. V. Ramakrishna. The K.C.P.
has been registered on 3-7-1942 and sugar factory on 9-3-1943. The
original plants suppliers were smith company glass, glow, England. Day
to day the K.C.P. has reached in progress lines and every fine it stood first
in production. The K.C.P. limited accepted cane to these cane growers
who are having permits given by CAD. The 1972-1980 season started on
24-2-1979 at 2-30 P.M. and ended on 04-4-1990 at 10:54 A.M. (Totally
103 days) during 1979-80 reached 51400 tons of crushing during 1979-80
sugar and 1.212 of brown sugar.

The main product of the K.C.P Limited is the sugar and subsidiary
products are industrial alcohol and diluted spirit etc., The Central shop is
at Madras and its branch office is at Vijayawada.

Page | 27
Overall Objectives of the K.C.P. Limited:

1. As wholesale and retail chemists and druggists, imports,

exports and manufacturers of and dealers in heavy
chemicals, acids, industrial another preparations and articles of any
matters and kind whatever mineral and water comment.
2. To manufacture and sell toilets requisites green room
requisites, cosmetics, scope and other chemical and
pharmaceutical articles.
3. To carry of India and elsewhere the following business namely.
Sugar, boilers manufacturers and refineries and dealers in sugar
and molasses, sugar candy and other products distillers and spirit
merchants in all their respective branches.
4. To draw accept, endnote negotiator promissory notes bills of
exchange handle one negotiable promissory notes, bills of
exchange, handle other negotiable instruments.

Lakshmipuram in Thirties:

In the early Lakshmipuram was like any other Indian Village and
wedded to the conventional ways of agriculture, having mostly single
crop of paddy. The Lakshmipuram today different it is today enjoying
variable boon with is understandable the K.C.P. sugar factory distributors
in a season about Rs. 1,200/- lakhs to cane growers located within a
radius of 40 kilometers the workers Of many of the growers also get gain
feel employment in the sugar mill.

Late Mr. V. Ramakrishna, the founder of the K.C.P. could thing

much a head of tines and stimuli zed the need for encouraging also based
industries. While working as a director of industries in the Madras state.

Page | 28
He encouraged the formers the type of Krishna Delta to take a sugar cane
cultivation and to start a sugar factory in cooperative sugar factory of
800 tonnes cane. Crushing company in 1936 at Vuyyuru. Late
Adusumilli Gopalakrishnaiah, Late Rajasaheb of Vuyyuru yet and Late
Rajasaheb of Challapalli, Sri Yarlagadda Sivarama Krishna Prasad was
come of the permanent personalities who took active part is establishing
the sugar factory in cooperative sectors. In the year 1943, K.C.P. Limited
acquired the sugar factory then the cooperative sector and a going
concerned.

VISION:

To be in the first place among all sugar factories in the state in all
aspects. Empower employees for shouldering higher responsibilities
resulting in job enrichment and job satisfaction aim to grow in business
and to make the senior manager of today to head plant operations. At a
future date by grooming and motivating them. All employees to aim for
deriving maximum benefits all operations.

WORKING HOURS & SHIFT SYSTEM:

Sugar factory workers on a seasonal basis consisting two seasons"

generally it had two types of shifts, systems and it varies awarding to
convenience. During my training period I observed that the general shift
timings are

Morning : 7-30 am to 11-30 am

Afternoon : 1-00 pm to 5-00 pm

Rest period : 11-30 am to 1-00pm

Page | 29
During Shifts

Shift Time

A 2-00 am to 10-00 am

B 10-00 am to 6-00 pm

C 6-00 pm to 2-00 am

MISSION

Strive to achieve excellence in manufacturing Sugar & Power

through our dedicated loyal & committed work force to enhance customer
satisfaction. Strive for continual improvement all levels by enhancing our
skills knowledge and enthusiasm to meet the needs of changing work.
Drive to achieve maximum value addition through the most effective use
of resources.

Research and Development:

To maintain quality, efficiently and competitiveness in technology

as in house research and development, development was started by K.C.P.
in 1970 manned by qualified and experienced engineers and technologist.

This decision was undertaken a member of developmental

protected in sugar machinery. Sugar processing and allied field.

Progress:

Progress of the company is in terms of capital production and

employment outlined. The sugar factory which was registered on
9-3-1943 had it's equality capital at Rs.7/- lakhs later as the K.C.P. Ltd.

Has grown out the year and may expansion -programmer were
under taken. It has diversified its activity in addition to the production of

Page | 30
sugar production of machinery as central workshops and the production
of cement at Rama Krishna Cement, Mancherayala, the authorized capital
of the K.C.P. Limited stood at Rs. 107- courses as on 30-6-1980 and paid
up capital at Rs.5,08,1 8,660. The paid up capital to Rs.7,62,27,990 as on
30-6-1981.

Organization Structure:

The K.C.P. Limited is headed by the Chairman of board of

directors stationed at head office. The individual head is plant manager
who is assisted by deputy plan; manager the different departments placed
under the supervisors and controllers of different functional heads the
organization chart.

Medical Officer:

The Medical Officer attends the site employees at schedule

thinking and attending the patients the clock in the stores of emergency
Sugar cane generally grown in hat, moist climate with a dry ripening
season but every low temperature and suddenly lowering temperature
may affect its growth the sugar cane consists of roots. Stalk and leaves.

Plantations White Sugar (Average):

Sugar in crystal from manufactured by raceme process and which

has a minimum plant of 99.80 and moisture content not more than 0.04%.

Diversification: -

The progressive mined industrialists in India and realized the

benefits of diversification the K.C.P. Limited, started distillery for
production of industrial alcohol using the molasses a waste product from

Page | 31
their sugar factory their distillery is one of the biggest and modem units
in Andhra Pradesh with 50 million bulk liters capacity per annum.

Sri V. Rama Krishna's greatest service to the nation, as an

industrialist was the establishment of heavy engineering complex.

Particulars 2000-2001 1999-2000

White sugar bagged sugar 99.80 99.8
Moisture percent 0.04 0.04
Pol percent - -
Moisture percent - -
Rs Percent - -
Ash percent - -

Final molasses sugar percent 25.94 26.46

Brick percent - -
Purity - -
Baggage sugar percent 1.67 1.68
Water percent 49.94 49.22
Fiber percent 47.25 47.91
Filter-cake pol percent 1.68 2.02
- -
Lime kilngas C02 percent

Boiler feed temperature 96° 96°

Water pH 9.5 9.5

Clear juice temperature 1000 1000

Table 3.1

Growing with a Purpose:

Page | 32
 The K.C.P. development has been one of the growth with a
purpose. This has been the philosophy behind late Mr, Rama Krishna's,
Sri V. Dutt is both the management of the existing units and their
expansion schemes.

Cane Development:

In order to develop adequate quality from better yields rarities of

cane. The agriculture departments of the factory was strengthened,
Intensive sugar cane development scheme has be implemented from the
year 1970-71 large scale implementation of approved programmed of
developments like hot water treatment of seed. Material of the cane seed
from the disease like grass sheet, red 'let and sort, insecticide treatment of
seed with patricides like malathion to prevent scare incidence, planting of
sugar seeding by space Transplanting technique. Introduction of deep
plugging to a depth of 8 to 10 fertilizing the crop by placement provision
of summer irrigation by providing bore wells, lift drainage by the use of
oil engine pump sets in waters logged areas have been implemented and
most of these measure have become popular in the same.

When the area grown to sugar cane is about 25,000acres for the
season 1987-88 the area under cane is expected to be over 32,000 acres
which would give a full crush of 15 lakh tons approximately.

Sugar Cane Area of Factory: -

Page | 33
 • Particulars
• Total Area
• Reserved Area
• Farm
• Free
Cane Supply:

The source of cane supply to the factory is from cane growery in

the reserved area comprising of 221 reserved villages mostly in the
mandals of Challapalli, Ghantasala, Movva, Mopidevi, on an average
cane is cultivated in rotation in about 150 villages, the density of cane in
growing village with in different distances from the factory and the
percentage of cane supplies received from each group is given table.

Percentage of
Distance from factory the No. of
supply of
Within 15 km 66 65.77
Between 16 to 25 km 46 21.23
Between 15 8.40
Between 33 to 48 km 06 1.80

Above 48 km 06 3.00
Table 3.2

The cane growers supply the cane to the factory at the factory gate,
mode of transportation is carts 65% and trucks and trailers 35%. The cane
is then unloaded on trolleys by the cane supplies than sellers.

The responsibility of the factory comes after the weight of the cane
suppliers themselves. All this unloaded is done outside the factory gate.
Each cart is supplied with trolleys of capacity 2 tones and each truck to
trolleys the inside yard can afford about 300 trolleys.

Page | 34
Communication:

Both vertical and horizontal communication can be seen in the

K.C.P. limited. If the plant manager any information from the dealing
assistant he want directly asked concerned assistant and intimates to the
concerned read of the department calls for his concerned superintendent
in which recollects information from the dealing assistant and sends to
the plant manager through proper channel. Regarding any information to
his bus he should also follow through proper channel. Every
communication should being written manner where as general
information kept in all notice boards and a copy of notice will be reached
to every department reads and superintendence. For every any message
shall be approved by the plant manager for which it provided by the plant
manager for which it provided good contacts with plant manager for
every day. However in practice the orders reaching from bottom are not
implementing with full involvement and acceptance. This lack of
commitment results in effective communication. Every grievance will be
solved by mutual understandings provide for some upward flow
communication. Employee should be positively encourage to speak out
being a private written communication shall not be delayed. The
communication media include oral instruction .and involve instruments
like telephone, telex and wireless.

Recruitment and Selection:

The nature of the K.C.P. is seasonal and non-seasonal so it has

temporary and permanent employees. Temporary employee loose their
employment after the season as over and they will call for next season
Page | 35
and sometimes they will not be called for employment. Some of soil and
sons of flash will do most of the employment. The management gives
more preference to the inside employees. I noticed the employees in
personnel officer and I.C.I.M. department and some other departments
were recruited through by recommendation of their fathers in which they
were already employed in the factory. Whenever a vacancy is arise. The
management circulates the information to the factory and employment
exchange and advertisement. Whenever a inside employee applies for the
particular post some liberal post some liberal consideration will be given
to them compare to outsiders. Regarding outside sources the management
sets several applications through advertisements and I.T.I, institutions.
The employment exchange sponsors some candidates. So finally after
scrutinizing of all applications in over the management calls for qualified
applicants for K.C.P. on recruitment regarding inside and outside sources.

Training:

The K.C.P. conducts training programmer both on the job and off
job training. They don't have any management training programmer the
I.T.I, sponsors some of the candidates from its institutions are requested
by the company will absorb .the trainees after the training is over when
there any suitable vacancies, the management conducts in plant-training
programmers called on the job training for molders, fitters, and
electrician.

Wire man motor mechanic and black smith, these trainees will
under training for the period of two years. As a company trainees and
(hey will undergo again four years on agreement basis and they will paid
for worth of Rs.150/- per month for the first year of training and they
will have to service on construct service of 3 years.

Page | 36
 The another a scheme of training is non I.T.I, when the trainees
will be sent for (raining to Kakinada and Visakhapatnam of a perceived of
3 years and will be paid stipend during the entire training period and
absorbed in the company. The trades of non-I.T.I. trainees are as follower.
Trade:

Bookkeeping and accountancy, clerk genera, storekeepers, lab

assistant, switch board attendant brick mason, sales assistant, boiler
attendants. Attendant operations steam turbine operators.

Employment:

In order to meet the requirements of cost accounting records and

fulfill the needs of regular information, the existing cost centers both
production an service have been arranged. The K.C P. Limited
management employees will be decided in two categories there are:

1. Seasonal employees

2. non- seasonal employees

Man Power Inventory for the Month of May

Name of
management Supervisor Clerk Operatives total
Department
General 2 0 0 0 2
manager
6

Page | 37
Agriclture 7 0 24 0 30
Engineering 4
0 1 67 75
Electrical 5
0 0 9 12
Manufactures 2
Laboratories 1 0 0 0 5

General Stores 0 0 0 2
Sugar 2
0 2 0 3
Personal 2
Time Office 3 1 0 0 2

Medical 0 0 0 0 3
Accounts 6
0 0 0 2
Purchase 1
Computers 3 0 0 0 4

Transport 0 0 0 0 0
Civil 3
0 0 0 6

TOTAL 47
13 25 86 159
Table 3.3

Page | 38
Wage Fixation and Payment:

The wage fixation and its revision was decided by the mutual
adjustments between unions and management and should be approved by
the head office. So union and management sit together and discussed
about the wage fixation and final conclusion will be sent to the head
office for approval. Generally, the head office approved agreement of
wages fixation for every 3 years wages of going to be revised through the
agreements between union and managements between union and
management. The job of payment or done by the establishment and
I.C.I.M. section.

The establishment supervision maintenance wage payments of

various employees and the correlate and changes therein. Then all the
wag files go to HCL section. The HCL section deducts various items and
it finalized pay sheets again to the establishment section. Again it was
verified by the section head for the very month ending wages to be paid
to the employees at any time during the working hours.

Achievements:

The achievements of the company can be judged from its financial

performance. The company with an equity capital of seven lakhs in 1943
had grown today have its share capital 508 lakhs of which share worth
Rs.465 lakhs have been issued as bonus shares various years. The net
worth of company stands to Rs.1394 lakhs the profit of company is of
Rs.197 lakhs which is a part from central and state excise duties collected
on sugar cement alcohol machinery etc. the company return to share
holders is also sizable. A part from proposed bonus shares the dividends
are maintained a reasonable level of 15%.

Page | 39
 A lady medical officer who is a part time appointed in the factory
attend the finalizes of the employees.

Civic and Welfare Activities:

The company expenditure on welfare activities during the last 10

years is given below.

Welfare Year Expenditure

1997-1998 1,50,41,446
1998-1999 1,46,89,226
1999-2000 1,14,95,626
2000-2001 1,33,07,678
2001-2002 1,15,35,278
2002-2003 71,66,245
2003-2004 79,30,142
2004-2005 80,16,648
2005-2006 1,58,57,928

2006-2007 1,55,80,518
Table 3.4

Unions:

The K.C.P. Limited, Lakshmipuram has two union

Page | 40
 1. Challapalli sugars karmika sangam ltd.
The president is M.Paparao.

2. The K.C.P. Limited, Employess union ltd.

The president is U. Buchaswararao.

Name of the union workers / staff = the KCP employees union

independent on workers union.

Export:

Vuyyuru and Lakshmipruam sugar factory has earned a very

prominent place in export. Sugar as rely as from 1959 and from there
onwards raw sugar and white sugar and being exported every year and
thus helping country to earn precious foreign exchange.

K.C.P. secure a prestigious contract in the year 1982 aimed at keen

global competition to establish a 1250 T.C.D. sugar plant distillery on
turns key basis in Srilanka. The project was sponsored by A.D.B. it was
completed successfully and started in 1986. A.D.B. commented that the
equipment and machinery supplied by K.C.P. were of international
standard and -the project was completed on time in spite of local unrest in
the country due to ethic problems EMBOLDEND by this K.C.P, scouted
around the sugar producing countries to supply them machinery and
equipment.

After many attempt in MAURITIUS. The monopoly of South

Africa and European countries dominating the supply of equipment in
that country 'was broken. K.C.P. supplied mills and vacuum filers to three
factories in the year 1989. All equipment supplied is performing to the
highest efficiency standards till to day and the clients and every happy

Page | 41
with the equipment. This order was obtained despite keen competition
from Brazil.

Since then K.C.P. has been supplying parts and small equipment
continuously to the sugar industry in Mauritius. K.C.P. choose a local
representative in Mauritius M/s Forges Tardier Ltd. who also manufacture
sugar machinery and equipment in a small way. K.C.P. joined hands with
M/s Forges Tardier for supply and erection of a 500 Ted sugar plant in
Rwanda, Central Africa, machinery has been supplied and erection is to
be commenced in the near future.

Out attempts to establish a sugar factory in Madagascar did not

materials for various reasons but we were successful is supplying some
sugar factory machinery, a team of experts from K.C.P. visited Vietnam
early in 1990 to study the working of the sugar industry in that country
and to examine now how to best the old and exiting in its Vietnam could
be rehabilitated Vietnam started spend order for various spare parts for
their sugar industry since then their has been frequent inter nation with
Vietnam and three delegations of Vietnamese exports visited our facilities
from 1991 onwards. They were impressive our engineering unit in
Madras and our sugar factory in Vuyyuru and Lakshmipuram. As a result
we were asked to supply equipment to the Quangngai sugar factory in
Vietnam for expansion from 1500 TCD to 1800 TCD again 'within four
months. Another order was placed by sale factory to expand its capacity
from 1800 TCD to 2000 TCD now phase expansion is under progress. All
equipment has been supplied and is being erected under the supervision
of our personal. The factory will be ready in time for the crushing season
in December, 1993 phase 11 expansion will followed this we were
successful in negotiating for a new sugar factory in the Toy Hoa Province
in Vietnam, the capacity of the factors' will be 1250 TCD and we were

Page | 42
able to sign the contract on 28* July 1993, the volume of business from
Vietnam exceeds 10 millions. We also committed to manufacture part of
equipment in Vietnam itself We have date for the manufacture of sugar
machinery and equipment not only for the sugar industry in Vietnam. But
also for export neighbouring countries. It is interest in to note that K.C.P.
is the first to under Vietnam sugar industry.

Similarly the firs: Indian company to enter the "Philippines" in the

sugar industries field was K C P. We supplied continuous. Centrifugal last
year and our equipment has proved that it is as good as any other
imported equipment from Europe Successful performance of this
equipment has led the company in the "Philippines" to obtain in order for
three more centrifugal. Manufacture of these centrifugal is near
competition and they will be supplied next month.

• We are continuously supplying spare parts to the sugar factory in

SriLanka, which was constructed by us and recently some equipment
for their expansion.
• We joined the consortium led by Ashok Leyland Ltd. Tendered to the
Iranian government to supply to complete sugar factory of a capacity
of 10000 tonnes of cane per day. Four companies from all our
the world were short listed of which, the consortium led by
"Ashok Leyland" is also one negotiations on the price will be taken up
later this year.
• K.C.P. is marking attempts to supply sugar machinery to .Indonesia,
the African continent and to Guda Coupe and Colombia in South
African.
• It is difficult to compete with developed countries in the export
market. It required sustained and continued efforts to establish
contracts with overseas parties. Equipment of international standard

Page | 43
 delivery on time and competitive prices. Couple with reliable after
sales service is the key to
• success in the export market.

CONCEPTUAL AND THEROTICAL FRAME WORK

LABOUR WELFARE ACTIVITIES

Page | 44
 The labour welfare activities of the employers in particular and of
the state in general are not only conductive to an improvement in the
conditions of the working class but are the best kind of investment to
employees for promoting industrial efficiency Besides Labour Welfare
have tremendous Potentialities for ferreting good industrial relations. The
significance such activities in a country like India is very great.

The term “Labour Welfare” is one which leads itself to various

interpretations and it has always the same significance in different
countries as pointed out by the royal commission on labour. The term
“welfare” as applied to the industrial worker is one which must
necessarily the classic bearing a somewhat different interpretation in one
country from another according to the different social customs. The
degree of industrialization and education development of the workers.

Different people have given different interpretation to it. One

definition contains it to voluntary efforts on the part of employers to
provide the best conditions of employment in their own factories. Another
interpretation given to welfare work is that it is any thing for the comfort
and improvement intellectual or social of employers over and above the
wages paid. A resolution adopted by the international labour conference
(ILC) at its 19th session in June 1956 as enumerated some of these
services and amenities as include.

1. Feeding facilities in or near the undertaking

2. Rest and recreation facilities, and

Page | 45
 3. The transportation to and from work were ordinary public transport
is in docket or impracticable.

The labour investigation committee of Government of India clerks the

scope of the welfare activities any thinking done for the intellectual
physical, more and economic betterment of the workers whether by
employer by Government or by employer by Government or by another
agencies, over and above what is laid down by law or what is normally
expected as part of contractual benefits for which the workers may have
organized. Thus, under these definitions we may include housing,
medical and education facilities for rest and recreation. According to the
value system social economic development even with in the one country
its contest may be different from region to region. This the term “Welfare
is very comprehensive”.

DEFINITION OF LABOUR WELFARE

Mr.Arthus James Todd A series of sharply diverse opinions exist on

the motives and minutes of industrial welfare.

Braddly speaking we can define labour welfare as “Measures and

Activites under taken by state employees and associations of workers for
the improvement of the workers standard of lie and the promotion of the
economy social well being are labeled as welfare work”.

I.L.O defined as such services facilities and amenities which may

be established in or in the vicinity of under taking to enable the persons
employing them to perform their work in healthy congenial surroundings
and provided with amenities conductive to good health and high morale.

Page | 46
 As a mater of fact, the whole field of welfare is one in which can
be done to come back the sense of frustration of the individual workers to
realize them of personal and family worries, to improve his health to
afford him means of self expression to after him some span in which he
can excel all other to help him to wider conception of life.

THE IMPORTANCE OF WELFARE:

IT INFLOENCE THE SENTIMENT OF THE WORKERS:

Welfare activities such as educational facilities, influence the

sentimental atmosphere of the factory they develop the feeling of
friendliness.
SOCIAL ADVANTAGES OF WELFARE OF WORKERS:
It improves the workers physique and reduce incidence of vices
mental efficiently and economic productivity of workers.

Realization of workers importance:

Workers realized that they have also some state in under taking and
reduce and reckless action on their part and will be realized by the
employers.

REDUCE TURNOVER AND OBSENTEEISM:-

What ever improves condition of work and life of employees will
reduce their absenteeism and turn over from one from to another.
IT IMPROVES THE STANDARD OF LIVING OF WORKERS:

Page | 47
 Welfare activities such as medical, canteen facilities and housing
facilities improve the standard of living of workers and their role in the
economic development of our country.

CLLASSIFICATION OF WELFARES IMPLEMENTED BY

EMPLOYER:

Welfare measures in Industry are generally classified into four

categaries:-
Statutory measures
Non- statutory measures
Voluntary activities
Mutual activities

STATUTORY MESURES:

Statutory measures are compulsory welfare measures to be

implemented by the employers various labour legislations such as
factory’s act workmen compensation act etc have been enacted by the
Government to Compel that employers to provide the welfare measures
as directed in these enactments non- compliance of the statutory welfare
measures by the employers would bring in panel action by the
Government against the erring employers. Thus statutory welfare
measures are compulsory welfare measures which should be implemented
by the employers in the respective industries.
The statutory welfare requirements in the country may broadly be
classified into two heads.
Those which have be provided irrespective of the size of the
establishment or the No. of the persons employed there in such as

Page | 48
washing, storing and drying of clothing, drinking water, latrines and
urinals
Those which are to be provided subject to employment of a
specified no. of persons such as canteens rest shelters crèches and
ambulance rooms.

NON – STATUTORY MEASURES:-

Non-Statutory welfare measures are implemented by the employers

with a humanitarians’ outlook. These measures are not compulsory
measures the Non – statutory measures generally include those welfare
measures which are facilities provided out side the establishment. There
facilities are provided to motivate the labour to contribute their best in
terms of higher productivity.

VOLUNTARY WELFARE ACTIVITIES:-

Voluntary welfare activities are based on pillion therapy and on the
brief that it is a sound investment as it leads to the efficiently of the
workers. All those activities which are under taking by the employees for
the betterment of workers by providing facilities to their employees
without any pressure from the Government are called voluntary activities.
MUTUAL ACTIVITIES:-
Mutual welfare activities are those which are organized by there
trade unions for the benefits of workers. Thus there are activities for and
by the workers for their mutual help and benefits.

CONCEPT OF LABOUR WELFARE AND WELFARE STATE:-

Page | 49
 The all – round acceptance that the concept of Labour welfare is a
mainly due to the three reasons
FIRSTLY:-
The need to provide a better life for workers was dictated by the
necessity to maintain the good will of the large and rather freshly
recruited war-time labour force and to gear them to increased production.

SECONDLY:-
The industrial expansion in the advanced countries of the
world and the concomitant process of mass production and mass setting
lead to the rose of working classes as a source of our steps of promote
labour welfare were a direct recognition of the mew situation.

THIRDLY:-
There was also the influence of the researches into scientific into
scientific management and industrial psychology, which presented
abundant evidences on the importance of the workers at a human being
and a total personality to there three fourth may be added, that the public
and got concern especially in the economically less developed countries,
over the amelioration of the working and living conditions of Industrial
workers and measures in there regard were being taken in many countries
as on aspect of national policy.

LIGISLATIONS RELATING TO WELFARE ACTIVITIES:-

Page | 50
 An amount of relevant welfare amenities contained in various
enactments is given below.
THE FACTORY ACT 1948:-
The Factory act 1948 has provided no of welfare facilities such as
washing facilities, first and facilities, canteen, rest shelter, rest rooms,
urinals and latrine facilities.

THE PAYMENT OF WAGES ACT 1936:-

The basic of payment differs in different industries. In some cases
weekly wages are paid, while in other the wage periods generally a
month. The main purposes of the act are
To ensure regulate and prompt payment of wages.
To prevent the exploitation of labour by prohibiting arbitrary fines and
deductions from wages.
The act was mended in 1957 by the payment of wages act where by the
wage unit was raised from 200f to 400f per month by later act this scope
of the element was widened.

THE PAYMENT OF BONUS ACT 1965:-

The act apples to every factory as defined under the factories act
1948 and to every other establishment which employees 10 more persons.
The act provides for payment of minimum as well as maximum bonus at
the rate of 8.33% to 20% respectively.

THE EMPLOYEES STATE INSURANCE ACT 1948:-

The act extends to whole of India and applies to all factories other
than seasonal factories ran with power and employing 20 or more persons
that contained a provision that it can be extended partially or wholly to

Page | 51
any establishment as class of establishment, industrial, commercial,
agricultural or otherwise the benefits provided under the act acre.
 Sick ness benefits
 Maternity
 Dependent benefits
 Medical benefits
The benefits are paid in cash while a medical benefits is paid in
kind.

EMPLOYEES PF ACT 1952:-

The act empowered the central Government to extand the act by
notification to other industries and to those factories also which
employees less than 50 persons to the above industries and to any factory
whose employer and majority of employees agree to come under the act.

THE PAYMENT OF GRATUITY ACT 1972:-

Under the act the employer shall pay gratuity to on employees for
every completed year of services or part there of in excess of 6 Months at
the rate of 15 days wages based on the rate of wages last drawn by the
employee concerned. The employers shall pay the gratuity at the rate of 7
days wages for each season. The amount of gratuity payable to an
employed shall not exceed 20 months wages.

THE EMPLOYEES F.P.S 1971:-

This scheme which provides for
 The minimum pension will be Rs.40/- month and the actual
quantam will vary according to pay going upto minimum of Rs.150
per month.

Page | 52
  A compulsory life insurance benefits of Rs.1000/- in the event of
death in reckonable services.
 Lump sum payment upto Rs.4000/- to those who attain the age of
60 while in service and
 With drawer benefits in case of cessation of membership of the
fund before attaining the age of 80 years.

WORK MEN COMPENSATION ACT 1923:-

Provides for the payment of compensation to the workmen for
death injuring due to accident is that arias out of in the course of
employment and for occupational diseases.
DOCK WORKERS SAFETY HELATH EWELFARE:-
A comparative dock workers scheme 1961 has been formed for all
major parts and administrated by the chief adviser factories formed under
the dock workers (Regulation and employment act 1948)
Amenities provided in the part premises include provisions of:

 Urinals and latrines

 Drinking water
 Canteen
 Rest shelter
 First and arrangement
OTHER WELFARE MEASURES PROVIDED ARE:-
 Housing
 Schools
 Education facilities
 Grant of scholarships
 Libraries
 Sports and recreation
AIMS AND OBJECTIVE OF LABOUR WELFARE:
The basic aim is to improve the net well doing of industrial hands
so as to improve productivity and its comports.

Page | 53
 How even aims are normally dividend into economic humanization
and civic on the economic form in benefits the one we executes such
programs there under improved productivity by the cooker. This is
because it improve worker education physique reduces his worries and
enhances his oral all or which allows for more concentration in his work.
Further time wasted through grievance since of economic injustice is
reduced allowing for industrial peace. The ward is humanization as the
worker gets feasibility and amenities that he himself would not have been
above to provide himself.

LABOUR WELFARE OFFICER:-

Counties’ and responsibilities of Labour welfare officer

Under the factories act 1948 employers are under an obligation to

appoint welfare officers in every factory where 500 or more workers are
employed.
Rules of the model factory rules framed by the central Government
prescribe the fallowing duties and responsibilities for the labour welfare
officers:-
1. To establish contact and hold consolations with the factory
management and workers.
2. To brings to the notice of the factory management grievances of
workers, individual as well as collective with a view to securing
their expenditure redress and act as a negotiating officer with trade
unions.
3. To study and understand the point of view of labour in order to
help the factory management to shape and formulate the Labour
policies to the workers in language they can understand.

Page | 54
 4. To which industrial relation with a view to using his influence in
the event of disputes arising between the factory arrangement and
workers and to bring about a settlement by persuasive efforts.
5. To deal with wage and employment matters by joint consultations
with factory management and workers representative bodies.
6. To exercise a restraining influenced our workers going on illegal
strikers and over management declaring illegal lockouts and to help
in presenting antisocial activities.
7. To maintain a neutral attitude during legal strikes or settlement.
8. To checkup various a mentions such as health, safety, and welfare
amentias etc.,
9. To promote the relation between factory management and workers.
10.To encourage the formation of works and joining production
committers co-operative societies and safety first and welfare
amenities and to supervise their works.
11.To secure provision of amenities.
12.To help the factory management in regulating the grant of leaves
with wages and other level privileges and to guide to workers in
matters of submission of applications for grant of leave for
regulating authorized absence.
13.To secure welfare provisions.
14.To advise the factory management on question relating to training
of new starts, apprentices, supervision and control of notice board
and information bulletins at technical institutions.
15.To suggest measures which will serve to arise the standard of living
of workers and in general promoted their well being so there are
the duties and responsibility of labour welfare officers.

LABOUR WELFARE ACTIVITIES IN KCP LIMITED:-

The KCP Ltd is the biggest sugar in the Asian continent in the
control of the private management during British rule the Government
appointed a committee in 1920 for the Europe. To see the position of cane

Page | 55
and its development in the country. The committer visited not only the
corners of the country but also visited for the submitted a volume course
detailed report. It mentioned in its report for the state has number
sufficient water and it does not have goal source for the can progress. But
sri Rama Krishna has taken a challenge and the established the KCP
limited at first in Krishna District ultimately in 1943 the full management
cane under the hands of Sri Rama Krishna.
The main production of KCP is the sugar and subsidiary produces
industrial alcohol and dilute sprite etc, The control shop is at madras and
its branch office is at vijaywada and Challapalli, Lakshmipuram.

EMPLOYEE AND EMPLOYERS RELATIONSHIP:

The realation ship amicable with work notivate and better
production and profiles. The K.C.P employees and union leaders are from
employees only providing progressive better relation ship with a mind of
belonging there is no political interference to the union, it is on dependent
union not affiliated to any control or state union there is no out side leader
ship the management at self encourage welfare activities to the employees
tech a paternalist attitude almost in some aspects beyond provisions in
acts to look after what best can do and to employees and to their families
parallel to the growth of Industries. The feel that a happy and in the
workers can produce good result with effect man power responsibility
which leads to profile wealthy and healthy atmosphere the employee also
feels the factory has his own and behind to them.

STATUTORY WELFARE FACILITIES:-

HOUSE RENT:-

Page | 56
 House Rent is being collected as per the recommendations of the
wage board for sugar industry at Rs.7/- per month for those who were
allotted houses before 01.11.1969 Rs.150/- will be paid.

LEAVE BENEFITS:-
The Leave benefits given to the different category of employees in
different ways.

SAFETY APPLIANCES:-
All safety protective equipment have been provided with as the
jobs demand washing soda to clean hands.

GRATUTITY:-
Gratuity is paid for the payment of gratuity act.

APPRENTICES:-
Apprentices engaged under APA, ACT 1961 are allowed leave as per
apprentices Act. As per the KCP officers superannuation scheme which
came into force from 10.07.1990.

ENCASHMENT OF LEAVE:-
The supervisory personnel are allowed to accrue unaided sick leave
and earned leave over and above 30 days up to a maximum of 90 days.
Operative and clerical staff are paid wages at the end of every
season for the unveiled casual leave, unveiled sick leave and unveiled
earned leave over and above 30 days subject and a minimum of 11 days
of all types of leave put to gather the seasonal employees are paid wages

Page | 57
at the end of every leave granted at the rate of one day for every 20 days
of work.

NATIONAL AND STATE SAFETY AWARDS LIST:-

NATIONAL AWARDS:-

Sl.
Award Name Based on
No
Lowest Average Frequency
2003 Winners – National Safety
1 rate of Accidents in
Awards – Under scheme – III
Industry
2003 – Runner up – National Safety Longest Accident Free
2
Award – under scheme – IV period
2004 – Winners – National safety Lowest average frequency
3
Awards – under scheme – III rate in Industry
2004 –Runner up – National Safety Longest Accident Free
4
Awards – under scheme – IV period
2005 – Runner up – National safety Lowest average frequency
5
Awards-Under Scheme – III rate in Industry
2005 – National safety Awards- Longest Accident Free
6
Under Scheme – III period
2006 – National Safety Award – Lowest average frequency
7
under scheme – IV rate in Industry
2006 - Runner up – National safety Longest Accident Free
8
Awards-Under Scheme – III period
2007 – National Safety Award – Lowest average frequency
9
under scheme – IV rate in Industry
2007 - Runner up – National safety Longest Accident Free
10
Awards-Under Scheme – III period
Table 4.1

STATE AWARS :-

Sl. AWARD NAME Based on

Page | 58
 No
Andhra Pradesh state
1 1991 – Best Trade union Award
Government
1991 – Sharmarakthi Award Srik
Bapaiah chowdary, President, The Andhra Pradesh state
2
KCP Employees union, Government
Lakshmipuram
Andhra Pradesh State
3 2006- Best Management Award
Government

ISO AWARDS
Approved by layds register quality asurence to the following
environmental and quality Management system.

BEENISO 14001 : 2004 BSENISO 9001 : 2000

Certificate No MOM0061333
Quality Management system
Current Certificate:- 27 June 2008
Certificate Expiry:- 27 may 2011
Health and Safety
Current Certificate:-27 June 2008
Certificate Expiry:-26 June 2011

Issued by:- Layds Register quality Assurance Limited.

CANTEEN:-
The Canteen catering service contractor is Mr.Polla Srinivasa Rao
has been supplying food stuff to our employees since 30.03.2007, through
the KCP Ltd, Employees Co-Operative stores Ltd, Lakshmipuram The

Page | 59
contractor has been taking much care and supplying the qualitative food
and maintaining quantitative food stuffs.
Contractor requesting to enhance the rate of the food stuff being
supplied to the employees, as the rates of provisions are increased to 30%
to 40%.
Our canteen committee net on 1Janavary 2010 and resolved in the
meeting to implement the following rotes to the canteen contractor
through our coop stores with the effect from 1st June 2010.

Existing Rate Revised Rate

Sl.No Name of the Item
Rs. Rs.
1 IDLY 3.25 3.65
2 TIFFIN 3.75 4.20
3 TEA 2.00 2.00
4 MELS 20.00 22.50
5 EXTRAMEALS 1.20 1.35

Page | 60
 DATA ANALYSIS

1) How do you feel to tell out that you are an employee in K.C.P.?

Table: 5.1

Attributes No. of Respondents % of Respondents

Fully satisfied 85 85%
Satisfied 12 12%
Not satisfied 3 3%
Not Interest to say 0 0
Source: compiled from the collected data.

Interpretation:-

From the above table I observed that most of the employees are
fully satisfied to tell outsiders, that they are the employees in K.C.P.

In total sample respondents 85 per cent are fully satisfied, 12

percent are satisfied and rest of the respondents are not satisfied.

Page | 61
As an Employee in K.C.P

Graph:5.01

Page | 62
2) Are you satisfied with your work?

Table: 5.2

Attributes No. of Respondents % of Respondents

Fully satisfied 43 43%
Satisfied 40 40%
Not satisfied 8 8%
Not Interest to say 9 9%
Source: compiled from the collected data.

Interpretation:

for this question a high percentage of employees are fully satisfied

to their work. In total sample respondents 43 per cent are fully-
satisfied, 40 per cent are satisfied, 8 per cent are not satisfied and 9 per
cent are not interested to say.

Page | 63
Work satisfaction in K.C.P

Graph:5.02

Page | 64
3) Are you satisfied with your present salary?

Table: 5.3

Attributes No. of Respondents % of Respondents

Fully satisfied 21 21%

Satisfied 45 45%

Not satisfied 27 27%

Not Interest to say 7 7%

Source: compiled from the collected data.

Interpretation:

In total sample respondents 21 per cent are fully satisfied, 46 per

cent are satisfied, 27 per cent are not satisfied and 7 per cent are not
interested to say.

Present Salary in K.C.P

Page | 65
 Graph:5.03

4) How is the relation between you & your supervisor?

Page | 66
 Table: 5.4

Attributes No. of Respondents % of Respondents

Fully satisfied 51 51%

Satisfied 30 30%

Not satisfied 6 6%

Not Interest to say 13 13%

Source: compiled from the collected data.

Interpretation:

. Above analysis tells that there is a good relation between employee

and their supervisors. From the total sample respondents 51 per cent are
fully satisfied 30 per cent are satisfied 6 per cent are not satisfied and 13
per cent are not interested to say.

Page | 67
Relation Between Employee & Supervisor in K.C.P

Graph:5.04

Page | 68
 5) Are you satisfied with the present channels provided by the
company?

Table: 5.1

Attributes No. of Respondents % of Respondents

Fully satisfied 51 51%

Satisfied 30 30%
Not satisfied 15 15%

Not Interest to say 3 3%

Source: compiled from the collected data.

Interpretation:

Most of the employees are fully satisfied with the present channels
provided by the company. In the total sample respondents 51 per cent are
fully satisfied, 30 per cent are satisfied, 15 per cent are not satisfied and 3
per cent are not interested to say.

Channels Of The Company

Page | 69
 Graph:5.05

6) Are you satisfied with the benefits provided by the company?

Page | 70
 Table: 5.6

Attributes No. of Respondents % of Respondents

Fully satisfied 39 39%

Satisfied 48 48%

Not satisfied 10 10%

Not Interest to say 3 3%

Source: compiled from the collected data.

Interpretation:

From this Data it is observed that the company provided maximum

benefits to employees. in the total sample respondents 39 per cent are
fully satisfied 48 per cent are satisfied 10 per cent are not satisfied and 3
per cent have no interest to say.

Company Benefits

Page | 71
 Graph:5.06

7) Are you satisfied with the promotion system in K.C.P?

Page | 72
 Table: 5.7

Attributes No. of Respondents % of Respondents

Fully satisfied 30 30%

Satisfied 36 36%

Not satisfied 18 18%

Not Interest to say 16 16%

Source: compiled from the collected data.

Interpretation:

Here the promotion system is very low so the workers are only
satisfied. In the total sample respondents 30 per cent are fully satisfied 36
per cent are satisfied 18 per cent are not satisfied and 16 per cent have no
interest to say.

Promotion System In K.C.P

Page | 73
Graph:5.07

Page | 74
8) Are you satisfied with the welfare activities provided by the
K.C.P?

Table: 5.8

Attributes No. of Respondents % of Respondents

Fully satisfied 33 33%

Satisfied 42 42%

Not satisfied 12 12%

Not Interest to say 13 13%

Source: compiled from the collected data.

Interpretation:

The company provided many welfare activities and most of the

employees are satisfied with the welfare activities. In the total sample
respondents 33 per cent are fully satisfied, 42 per cent are satisfied, 12
per cent are not satisfied and 13 per cent have no interest to say.

Page | 75
Welfare Activities Provided By K.C.P

Graph:5.08

Page | 76
9) Are you satisfied with the present shift system?

Table: 5.9

Attributes No. of Respondents % of Respondents

Fully satisfied 45 45%

Satisfied 36 36%

Not satisfied 16 16%

Not Interest to say 3 3%

Source: compiled from the collected data.

Interpretation:

From the collected data 50 per cent of employees are fully satisfied
with their present shift system, 36 per cent are satisfied 16 per cent are
not satisfied and 3 per cent have no interest to say.

Page | 77
Shift System in K.C.P

Graph:5.09

Page | 78
10) Are you satisfied with the job security?

Table: 5.10

Attributes No. of Respondents % of Respondents

Fully satisfied 39 39%

Satisfied 39 39%

Not satisfied 16 16%

Not Interest to say 6 6%

Source: compiled from the collected data.

Interpretation:

From this analysis most of the employees are satisfied for job
security. In the total sample respondents 39 per cent are fully satisfied 39
per cent are satisfied 16 per cent are not satisfied and 6 per cent have no
interest to say.

Page | 79
Job Security K.C.P

Graph:5.10

Page | 80
11. Whether the colony maintenance is good in the township?

Table 5.11

Attributes No. of Respondents % of Respondents

Excellent 4 4%

Good 64 64%

Average 32 32%

Below average 0 0%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 4% of employees are

feeling excellent and 64% of the employees are feeling good, 0% of
employees are feeling below average and 32% 0f employees are feeling
average about the colony maintenance in the township. So, finally most
of the employees are feeling good with the colony maintenance in the
township.

Page | 81
Colony maintenance in K.C.P

Graph:5.11

Page | 82
12. Are you satisfied with the uniform provided by the management?

Table 5.12

Attributes No. of Respondents % of Respondents

Excellent 8 8%

Good 80 80%

Average 12 12%

Below average 0 0%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 8% of employees are

feeling excellent and 80% of the employees are feeling good, 12% of
employees are feeling poor and 0% 0f employees are feeling very poor
about the uniform provided by the management. So, finally most of the
employees are feeling good with the uniform provided by the
management.

Page | 83
Uniform provided by the management

Graph:5.12

Page | 84
13. How do you feel about recreation facilities?

Table 5.13

Attributes No. of Respondents % of Respondents

Excellent 8 8%

Good 32 32%

Average 60 60%

Below average 0 0%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 8% of employees are

feeling excellent and 32% of the employees are feeling good, 60% of
employees are feeling average and 0% 0f employees are feeling poor
about the recreation facilities provided by the management. So, finally
most of the employees are feeling average with the recreation facilities
provided by the management.

Page | 85
Recreation facilities in K.C.P

Graph:5.13

Page | 86
14. What do you think about spittoons and lighting facilities?

Table 5.14

Attributes No. of Respondents % of Respondents

Excellent 24 24%

Good 44 44%

Average 32 32%

Poor 0 0%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 24% of employees are

feeling excellent and 44% of the employees are feeling good, 32% of
employees are feeling average and 0% 0f employees are feeling poor
about the spittoons and lighting facilities. So, finally most of the
employees are feeling good with the spittoons and lighting facilities.

Page | 87
Spittoons and lighting facilities in K.C.P

Graph:5.14

Page | 88
15. How do you feel about shelters, rest rooms, and lunch rooms?

Table 5.15

Attributes No. of Respondents % of Respondents

Highly satisfied 4 4%

satisfied 76 76%

Not satisfied 20 20%

Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 4% of employees are

highly satisfied and 76% of the employees are satisfied, 20% of
employees are feeling not satisfied about the shelters, rest rooms, and
lunch rooms. So, finally most of the employees are satisfied with the
shelters, rest rooms, and lunch rooms.

Page | 89
Shelters, rest rooms, and lunch rooms in K.C.P

Graph:5.15

Page | 90
16. Whether the management allowing employees to participate in
decision making of welfare activities?

Table 5.16

Attributes No. of Respondents % of Respondents

Yes 84 84%

No 16 16%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 84% of employees are

feeling fair and 16% of the employees feel not fair about management
allowing employees to participate in decision making of welfare
activities. So, most of the employees are feeling fair about management
allowing the employees to participate in decision making of welfare
activities.

Page | 91
Participation in decision making of welfare activities in K.C.P

Graph:5.16

Page | 92
17. How do you feel about bonus and gratuity provided by the
organization?

Table 5.17

Attributes No. of Respondents % of Respondents

Highly satisfied 8 8%

satisfied 80 80%

Not satisfied 12 12%

Below average 0 0%
Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 8% of employees are

highly satisfied and 80% of the employees are satisfied, 12% of
employees are feeling not satisfied about the bonus and gratuity provided
by the organization. So, finally most of the employees are satisfied with
the bonus and gratuity provided by the organization.

Page | 93
Bonus and gratuity in K.C.P

Graph:5.17

Page | 94
18. What do you think about safety facilities provided by the
management?

Table 5.18

Attributes No. of Respondents % of Respondents

Highly sufficient 4 4%
Sufficient 84 84%

Not sufficient 12 12%

Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 4% of employees feel

highly sufficient and 84% of the employees feel sufficient, 12% of
employees are feeling not sufficient about the safety facilities provided by
the management. So, finally most of the employees are satisfied with the
safety facilities provided by the management.

Page | 95
Safety facilities in K.C.P

Graph:5.18

Page | 96
19. How do you feel about first aid appliances?

Table 5.19

Attributes No. of Respondents % of Respondents

Proper 64 64%

Partly proper 36 36%

Improper 0 0%

Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 64% of employees feel

first aid appliances are proper and 36% of the employees feel partly
proper, 0% of employees feel improper. So, finally most of the employees
are satisfied with the first aid appliances provided by the management.

Page | 97
 First aid appliances in K.C.P

Graph:5.19

20. How do you feel about washing facilities?

Page | 98
 Table 5.20

Attributes No. of Respondents % of Respondents

Highly sufficient 12 12%

Sufficient 68 68%

Not Sufficient 20 20%

Source: compiled from the collected data.

INTERPRETATION:

From the above analysis it is observed that 12% of employees feel

highly sufficient and 68% of the employees feel sufficient, 20% of
employees are feeling not sufficient about the washing facilities. So,
finally most of the employees are satisfied with the washing facilities.

Washing facilities in K.C.P

Page | 99
 Graph 5.20

FINDINGS

Page | 100
 Here the management provides good channels of communication.
Employees highly satisfied with this channel of communication.
 In this organization he canteen runs by co-operative stores.
 The time office members wrote slogans on the notice board every
day. These slogans are very effective to motivate the employees for
increase their ethics and moral values.
 The organization provides training facilities for employees to
improve their communication skills, moral values, ethical and
safety etc.
 The organization provides excellent housing facilities for
employees. So many employees satisfied with there housing
facilities.
 It is found that in the K C P Sugar Factory, the Welfare of the
employee is being facilitated by the Management.
 It is found that all the statutory facilities are provided by the
Management to the employees in the organization.
 84% of the employees of the organization feel fair in the employee
participation in decision making of welfare activities.
 80% of the employees are satisfied with welfare department in the
organization.
 The employees feel very good regarding the scheme of distribution
of sweet packets to them on their birthday.

Page | 101
SUGGESTIONS

 The organization should provide library facilities for their

employees for increase their knowledge, skills etc, and also provide
news papers in rest rooms.
 The organization should provide education facilities for workers
children’s.
 The organization should provide training facilities because they are
high level language. The workers did not under stand there
programmed. So the organization provide training facilities and use
simple language for better under standing.
 The organization should provide medical facilities for employees.
But some workers do not have there facilities and they want to
provide recreation facilities like sports ground their children’s etc.
 The organization should provide cool drinking water.
 In order to motivate personnel by all means to improve the
interpersonal relationships and create zeal to work more for
organizational growth, every department should conduct regular
meeting.
 More safety measures are to be suggested near cooking house and
digest house to prevent forthcoming disasters.
 The canteen managing committee must implement certain
measures to improve the quality of food supplied in the canteen.
 The organization should try to improve the recreation facilities to
the employees.
 Sufficient numbers of spittoons are to be placed in convenient
places and are to be maintained in a clean and hygienic condition.

CONCLUSION

Page | 102
 The duration of six weeks was a lot of learning and pleasure
mainly because of guidance and support that I received from the Human
Resource Department and other employees of various sections. KCP has
an extremely cordial atmosphere which is very conducive for growth,
teamwork and efficient job performance. The atmosphere makes my work
easier. It has provided me with a rich experience of working with people
of different culture, backgrounds & levels, all working cordially in a
team.

According to my opinion Labour welfare is an important aspect for

every organization why because it helps on every employee to improve
his learning standards labour welfare is an all-round development for the
organization and for the employee’s too every organization has to take
proper care, in providing labour welfare.
In KCP, the employee’s welfare is good, but in few of its
department the employees are not fully satisfied with the overall working
conditions. At the same time it has also been analyzed that the company
is taking proper measures and effective steps for the improvement of the
employee welfare that will consequently motivate them better
performance and the overall development of the company.

Finally the organization which maintains the standards in providing

labour welfare can be able to retain the talent decides satisfying the
society and for gaining good name too.

Page | 103
BIBLIOGRAPHY

Human Resource Management:

P. Jyothi, D.N. Venkatesh

Oxford – Higher Education

Human Resource Management:

Gary Dessier

Pearson Education

Biswajeet Pattmanyak

Essentials of Human Resource Management & Industrial Relations

P. Subba Rao

Indian Labour Books

Website:

www.google.com
www.indiansugars.com
www.kcpsugars.com
www.esugars.com

Page | 104
 QUESTIONNAIRE

1) How you feel to tell out siders, that you’re an employee in K.C.P?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
2) Are you satisfied with your work?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
3) Are you satisfied with your present salary?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
4) How is the relation between you & your supervisor?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
5) Are you satisfied with the present channels of provided by the
company?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
6) Are you satisfied with benefits provided by the company?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
7) Are you satisfied with the promotion system in K.C.P?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say

Page | 105
8) Are you satisfied with the welfare activities provided by the K.C.P?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
9) Are you satisfied with the present shift system?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
10) Are you satisfied with the job security?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say

11) Whether the colony maintenance is good in the township?

a) Excellent b) Good

c) Average d) Below Average

12) Are you satisfied with the uniform provided by the management?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
13) How do you feel about recreation facilities?

a) Excellent b) Good

c) Average d) Below Average

14) What do you think about spittoons and lighting facilities?

a) Excellent b) Good

c) Average d) Below Average

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15) How do you feel about shelters, rest rooms, and lunch rooms?

a) Fully satisfied b) satisfied

c) Not satisfied d) Not interest to say
16) Whether the management allowing employees to participate in
decision making of welfare activities?

a) Yes b) No
17) How do you feel about bonus and gratuity provided by the
organization?
a) Fully satisfied b) satisfied
c) Not satisfied d) Below Average
18) What do you think about safety facilities provided by the
management?

a) Highly Sufficient b) Sufficient

c) Not Sufficient

19) How do you feel about first aid appliances?

a) Partial Proper b) Proper

c) Improper

20) How do you feel about washing facilities?

a) Highly Sufficient b) Sufficient

c) Not Sufficient

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