KCEs societys Institute of Management & Research, Jalgaon (North Maharashtra University)

A
PROJECT REPORT ON A Study of Welfare Facility at The New Phaltan Sugar Works Limited, Sakharwadi

Submitted in fulfillment of requirement For the award of in Master in Business administration (MBA) 2010-11

Submitted by: Sujay Vijay Ingale MBA-2

Under guidance of: Parag Narkhede

Institute of management and research, Jalgaon.

UNDERTAKING
I Sujay Vijay Ingale have completed the study project titled A Study on

Welfare facility in The New Phaltan Sugar Works Limited ,Sakharawadi under the guidance of Prof. ParagNarkhede in the partial fulfillment of the requirement for the award of degree of Master in Business administration (MBA) of NMU, Jalgaon. This is an original piece of work & I have neither copied and nor submitted earlier elsewhere.

Sujay Vijay Ingale

Institute of management and research, Jalgaon.

Certificate

This is certify that Mr. Sujay Vijay Ingale is a bonafide student of this institute

As a part of the the university curriculum, the student has undergone study project in The New Phaltan Sugar Works Limited, Sakharwadi during the period from 25th May 2010 to 31st July 2010 in the partial fulfillment of the requirement for the award of the degree of Master in Business Administration (MBA)

The study project is prepared by the student under the guidance of Prof. Parag Narkhede

(Teacher guide) Date--------------Place--------------

(Programme Coordinator)

Director

Institute of management and research, Jalgaon.

COMPANY LETTER

Institute of management and research, Jalgaon.

INDEX
CH. NO CHAPTER

PAGE NO

Introduction of the topic

Company profile

17

Welfare facility at The New Phaltan Sugar works Ltd,Sakharwadi.

22

Research methodology

26

Data analysis & Interpretation

29

Findings, conclusions & limitations.

40

Suggestions

42

Annexure

43

Bibliography

46

Institute of management and research, Jalgaon.

INTRODUCTION OF THE TOPIC:-

Welfare means faring or doing well. It is a comprehensive term, and refers to the physical, mental, moral and emotional well-being of an individual. Further, the term welfare is a relative concept, relative in time and space. It therefore, varies from time to time, region to region and from country to country

New Phaltan Sugar Works limited, is one of the premier factories in the country providing welfare facility in addition to a good salary. Factory is spending lot of money on the employee welfare. The expenses spent by the organization are less in return to the benefits which it receives from the employees hard work. Welfare facility provided by organization is unique for all the employees. The only difference is that the top level officers receive some additional facility along with routine one.

With the help of the project on attempt is made to study the welfare measure provided to employees. What is the procedure, time required for sanctioning welfare facility and such other basis policies of the organization. The study is based on the information collected from respondent through questionnaire. The data analyzed is presented in the form of graphs and on the basis of that conclusion are made. In the last, the required suggestions are given.

After analyzing the data it is found that the employees are satisfied with the welfare facilities provided to them by the factory

Employees welfare is a comprehensive term including various services, benefits and facilities offered by the employees thought such a generous fringe benefits the employers makes life worth living for employees the welfare amenities extend in addition to normal wages & other economic rewards available to employees as per the legal provision. 6

Institute of management and research, Jalgaon.

The various welfare measures provided by the employees will have immediate impart on the health, physical & mental efficiency, alertness, moral & overall efficiency of the workers & there b contribution to the highest productivity. Welfare measures may also be provided by the government trade unions, and non-government agencies in addition to the employer. The basics purpose of welfare facility is to enrich the life of employees and keep them happy and contended.

1) SCOPE

The labor investigation committee- anything done for intellectual physical, moral and economic betterment of the workers, weather, by employers or government or other agencies over and above what is normally expected on the part of the contracted benefits for which workers may have bargained.

The committee on labour welfare- today, welfare is generally accepted by employers. The state steps into widen the area of the applicability only. Welfare is being looked at as social right of workers. The committee described it as a social security measures that contribute to improve the condition under which workers are employed in India. (1969 report) labour welfare includes both statutory as well as non statutory activities undertaken by the employers, trade union & both the central & state government for the physical & mental development of workers. The benefits are of great importance to the worker which he is unable to secure by himself. The scheme of labour welfare may be regarded as a wise investment because these would be the profitable returns in the form of great efficiency. The working environment in a factory adversely affects excessive heat or cold, noise, fumes, dust or lack of sanitation and pure air. Such oppressive conditions create health problems for workers. These have to be contained through preventive steps aimed at improving the lot of workers. Another reason in fovar of welfare work is called as social invasion of the factory. Workers fare lot of adjustment problem where they take up factory work. The longest environment, noisy 7

Institute of management and research, Jalgaon.

machines, Slum area. To escape from such trying condition, the worker signs of indiscipline. Such changes known as the social invasion of the factory, call for extra inducements in the workplace. In addition to normal wages, so that the workers begin to enjoy a fuller and richer life.

3) OBJECTIVES OF THE WELFARE PROGRAMMES

The important objectives of the welfare are. 1) To boost up employees moral 2) To motivate the employees by identifying and satisfying these unsatisfied needs. 3) To provide qualitative work environment and work life 4) To provide security to the employees against social risks like old age benefits and maternity benefits 5) To protect the health of the employees and to provide safety to the employees against accident 6) To create a sense of belongingness among employees & to retain them. Hence, fringe benefits are called golden.

Institute of management and research, Jalgaon.

4) TYPES OF WELFARE FACILITY

Welfare service may broadly be classified into two categories

1) Intramural activities which are provided within the establishment such as latrines & urinals, crches, rest centers, canteens, uniform, library, medical aid, subsidized food, shift allowance etc. 2) Extramural activities which are undertaken outside the establishment such as family planning, child welfare, co-operative stores, credit societies, vocational guidance, holiday hams, leaves travel facilities, transport to and from the place of work etc. INTRAMURAL & EXTRAMURAL WELFARE ACTIVITIES

Intramural Drinking water Toilet Crches Washing & bathing facility Rest shelter Uniform & protective clothing Recreation facility Canteen Subsidies food Medical aid

Extramural Housing Educational Facility Maternity benefit Transportation Sport facility Leave travel Vocational training Holiday homes Co-operative stores Fairprices shops

Institute of management and research, Jalgaon.

Labour welfare may also be divided into two categories 1) Statutory welfare work comprising the legal provision in various pieces of labour legislation 2) Voluntary welfare work includes those activities which are undertaken by employers for there worker voluntarily. Many employers, nowadays, after the following welfare amenities voluntarily

1) EDUCATION A scheme of workers education was envisaged on an all India basis by the government of India, way back in 1957. After assessing the scheme, the National Commission on labour, 1969 (NCL), felt that the scheme is not protect and requires improvement the committee on labour welfare (CLW), 1969, recommended that trade union should assume on active role in educating workers and run schools for promoting literacy among the children of workers. To be effective, the programme of workers education should be formulated administered and implemented by the trade union themselves. Education facility for workers children are usually in industrial town ship in the form of school, college set up by the government or by employers. Many employers so far have been generous in meeting the cost of books; annual fee etc, on a voluntary basis, there is no statutory obligation in respect of education for workers children in any industry except in plantation.

2) HOUSING An industrial housing scheme was introduced in 1952 under this scheme; the central government offers loans to industrial workers for constructing houses at concessional rate. The low income group housing scheme (1954), subsidies housing scheme for economically worker section of society (1952), rural house-site-cum-hut construction scheme for landless workers (1971) has also been introduced to reduce the housing shortage to workers.

10

Institute of management and research, Jalgaon.

3) TRANSPORTATION With the growth of industries, the distances between the workplace and residence of worker has increased considerably it is therefore necessary to provide proper transport facilities to and from the factory. Such facilities will reduce strain and absenteeism. The committee on labour welfare recommends the provision of adequate transport facilities to workers to enable them to reach there workplace without much loss of time and without fatigue.

4)RECREATION Through there is no statutory stipulation in this area progressive employers both in the public and private sector consciously offered facility for recreation sports and cultural activities for example- companies like NIIT and TISCO have appointed a chief fun officer to take care of parties and functions held on every Friday. In addition to holiday packages, dating allowances, anniversary, birthday gift, games and competition and weekend & eating session.

5)OTHER FACILITY These are basically intended to improve the comfort level of workers while at work & include the following Canteen, restroom and lunchroom Washing facility, medical aid, leaves travel Consumer cooperative stores.

11

Institute of management and research, Jalgaon.

Literarrture survey
Literature including different articles various writings on welfare services are the robust proof which is delivering the services to both employers as well as employees, and hence efficient option where one can invest in Welfare services fulfills the basic needs of employees that is food, shelter, cloth and hence they are abide to organization that they play role in making profit as well as increasing productivity, it is not burden but a wise investment for the organization, Organization provide welfare facilities to their employees to their motivation level high The employee welfare scheme can be classified into -1) Statutory 2) Non- Statutory welfare schemes ; statutory schemes are those which are mandatory to the organizations and non statutory welfare schemes are differ organization to organization. All industries are made up of people and function through people, without people no industries exist. The resources for men, material and machinery are collected, co-coordinated and utilized through people. Human resource by themselves fulfill the objectives of an industries, they need to be united into a team. it is through the combined effects of people that material and monetary resource are effectively utilized for the attainment of common objectives without unity of no industry can achieve its goal. According to Urwick. L.F., Business houses are made broken in the long run not by market, capital, patents or equipment but by men Of all the resource, manpower is the only resource, which does not depreciate with the passage of time. Hence it is the duty of every employer to safeguard the resource because without human resource no industrial unit can survive. Employee welfare defines as efforts to make life worth living for workmen. These efforts have their origin either in some statute formed by the state or in some local custom or in collective agreement or in the empl oyers own initiative. To give expression to philanthropic and paternalistic feelings. To win over employees loyalty and increase their morale. 12

Institute of management and research, Jalgaon.

To combat trade unionism and socialist ideas. To build up stable labour force, to reduce labour turnover and absenteeism. To develop efficiency and productivity among workers.

To save oneself from heavy taxes on surplus profits. To earn goodwill and enhance public image. To reduce the threat of further government intervention..

Labour welfare refers to those activities of employers, which are directed towards providing the employees with certain facilities and service in addition to wages and salaries. They are not a form of employers goodwill or charity to the workers but are facilitative services to maint ain the morale of the workers to ultimately achieve the objectives of the organization. It is not only in the interest of the employees to be provided with necessary medical benefit, recreation facilities and fringe benefits but also in the interest of the organization itself because employee feel satisfied if they are provided with such service and they like to be committed to the organization. That is why they are also called mercy maintenance factors not motivators. Yet they are necessary for the health of the organization since they bear close connection with productivity of labour. Labour welfare includes both statutory as well as non-statutory activities undertaken by any of the three agencies employers, trade unions and government for the physical and mental development of the workers. The term welfare suggests the state of well being and implies wholesomeness of the human being. It is a desirable state of existence involving the mental, physical, moral and emotional factor of a person Adequate levels of earnings, safe and humane conditions of work and access to some minimum social security benefits are the major qualitative dimensions of employment which enhance quality of life of workers and their productivity. Institutional mechanisms exist for ensuring these to workers in the organized sector of the economy. These are being strengthened or expanded to the extent possible. However, workers in the unorganized sector, who constitute 90 per cent of the total workforce, by and large, do not have access to such benefits. Steps need to be taken on a larger scale than before to improve the quality of working life of the 13

Institute of management and research, Jalgaon.

unorganized workers, including women workers. Labor welfare is the key to smooth employer-employee relations. In order to increase labor welfare, Employers offer extra incentives in the form of labour welfare schemes, and to make it possible to pursued workers to accept mechanization. Sometimes the employers to combat the influence of outside agencies on their employees, use labor welfare as a tool to minimize the effect they may have on the labour. labour welfare measures are also initiated with the view to avoiding payment of tax on surplus and to build up at the same time better relations with employees.

There are some theories which constitutes the conceptual frame framework of the labour welfare, describe these theories

Policy theory Religious theory Philanthropic theory Trusteeship theory Placating theory Public relations theory Functional theory Policy theory: This theory is based on the contention that a minimum standard of welfare is necessary for workers. The assumption on which the theory is based is the without compulsion, supervision and fear of punishment, no employer will provide even the barest minimum of welfare facilities for workers this theory is based on the assumption that man is selfish and self centered, and always tries to achieve his own ends, even at the cost of the welfare of others. According to this theory, owners and managers of industrial undertakings make use of every opportunity to engage in this kind of exploitation. The sate has therefore to step in to prevent exploitation by 14

Institute of management and research, Jalgaon.

enacting stiff laws to coerce industrialists into offering a minimum standard of welfare to their workers. Such interference it is felt is in the interests of the progress and welfare of the state as well. Laws are enacted to compel management to provide minimum wages, congenial working conditions and reasonable hours of work and social security. The policy theory involves several stages of implementation Enactments Periodical supervision Punishment

Religious theory The theory views were an essentially religious. Religious feelings are what sometimes prompt employers to take up welfare activities in the belief of benefits either in his life or in support after life. Any good work is considered an investment, because both the benefactor and the beneficiary are benefited by the good work done by the benefactor. This theory does not take into consideration that the workers are not beneficiaries but rightful claimants to a part of the gains derived by their labour. Philanthropic theory Philanthropy is the inclination to do or practice of doing well to ones fellow men. Man is basically self centered and acts of these kinds stem from personal motivation, when some employers take compassion on their fellowmen, they may undertake labor welfare measures for their workers. Trusteeship theory In this theory it is held that the industrialists or employers holds the total industrial estate, properties and profits accruing form them in trust for the workmen, for himself , and for society. It assumes that the workmen are like minors and are not able to look after their own 15

Institute of management and research, Jalgaon.

interests that they are ignorant because of lack of education. Employers therefore have the moral responsibility to look after the interests of their wards, who are the workers.

Placating theory As labour groups are becoming better organized and are becoming demanding and militant, being more conscious of their rights and privileges that even before, their demand for higher wages and better standards increases. The placing theory advocates timely and periodical acts of labour welfare to appease the workers.

Public relations theory This underlining philosophy behind this theory is an atmosphere of goodwill between management and labour and also between management and the public. Labour welfare programs under this theory, work as assort of an advertisement for companies and helps build up good and healthy public relations. The labour welfare movements may be utilized to improve relations between management and labour. An advertisement or an exhibition of a labour welfare programme may help the management projects a good image of the company. Functional theory The concept behind this theory is that a happy and healthy person is a better, more productive worker. Here, welfare is used as a means to secure, preserve and develop the efficiency and productivity of labour. As discussed earlier, the approach to any solutions, especially as that as between the workers and the management should be dialogue and an understanding of one anothers viewpoint.

16

Institute of management and research, Jalgaon. COMPANY PROFILE

It was very interesting while collect information of THE NEW PHALTAN SUGAR WORKS LTD.SAKHARWADI. The company was established in 1932.Initially this company was established by four partners named; Shrimant. TatyasahebApte, Mr.Potdar, Mr.Mofathlal, Mr.WalchandHirachand. But with changing time span except Mr. Apte other three partners withdrawal their shares. Thus the company was getting belonging to him. He brought drastic revolution in this small town. He not only developed this town but also gave employment to people of this town. The history behind name of the town was this factory. Initially it was called as Pimpalwadi but when this company began expand its business the town automatically started calling as Sakharwadi. Later on Apteamalgation sold this sugar unit to New Phaltan Sugar Works ltd. in1985. & finally it was incorporated at 10 September 1985.the company profile at present position is as follows:

Name of CompanyRegistered officeDist: Satara(Maharashtra)

: The New Phaltan Sugar Works Ltd : Sakharwdi 415522 Tal: Phaltan

Date of incorporation-

:10th September 1985

Registration No. of company : 37450

Present board of company o Mr. P.G.Salunkhe (Executive director)

o Mr. H.M. Bhosale (Chairman) o Mr. M.L.Apte o Mr. V.M. Apte (Director) (Director)

o Mr. S.M.Bhosale (Director)

17

Institute of management and research, Jalgaon.

No. of Shareholders : 11,362

Share capital

: Authorized Rs 500, 00000 Paid up Rs 3, 43, 00,000

Licensed capacity

: 1500 TCD

Installed capacity

: 1300 TC

The performance of the factory from its inception till 2000-01 was good & as under:

Season 1985-86 1986-87 1987-88 1988-89 1989-90 1990-91 1991-92 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-00 2000-01

Crops Days 163 171 195 158 255 243 196 160 123 175 242 140 164 203 182

Total crushing 2,05,423 2,15,669 2,21,311 1,82,668 2,94,646 2,88,251 2,37,009 1,91,542 1,60,337 2,33,293 2,88,102 1,83,136 2,11,068 2,41,517 2,19,191

Production(Qtls) 2,42,421 2,45,098 2,21,150 1,98,795 3,19,167 3.07,360 2,56,477 2,01,605 1,76,217 2,59,880 2,97,492 1,96,760 2,25,400 2,62,070 2,27,580

Recovery 11.80 11.37 10.42 10.88 10.82 10.67 10.81 10.53 10.99 11.13 10.32 10.74 10.69 10.85 11.37

18

Institute of management and research, Jalgaon.

Crushing season 2001-02 was extremely bad for the company for many reasons. Thecompany expected to crush more than 2 Lac M.T Sugar cane However they could crush only 32,973 M.T which was lowest in the history of NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI . The season was only for 52 days &produced 30,540 Qtls Sugar and recovery of 9.24 %

The reasons for the set back were as follows:-

Diversion of sugar cane to surroundings co-operative sugar factories Late start of season due to the late finance of factorys Shortage of funds Late advance payments to H&T labour because shortage of funds Diversion of sugar cane to jaggery and fodder in near by area. All these factors taken together the company & suffered loss of to the tune of Rs 14.75 crores by the end of 31-03-2002 there after during the season 2002-03 company managed to crush only 1,04,750 M.T cane & produced 1,14,508 Qtls sugar & recovery was 10.93 % The reason for low crushing was as mentioned earlier the financial position became very critical & accumulated losses increased to Rs. 22.40 crores by end 31-03-2003 considering all above facts Board of Director of NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI thought not go for crushing season 2003-2004 & 2004-05 Phaltan Taluka Sakhar Kamgar Union entered into new agreement with the management for wage reduction W.E.F from February 2004 till the start of season 2005-06 by the management As per management 198 permanent employees were given lay off . during this period for these workers only Rs.1000/- & 300/- per month paid as honorium respectively during this lay off period 52 permanent & 7 others were kept in the service for the essential works during a period of 01-01-2000 to 31-08-2005 about 120 employees resigned or some of them retired.

19

Institute of management and research, Jalgaon.

The management has submitted rehabilitation proposal for the company to Factory of Maharashtra in Feb 2005 with a request to give additional funds for commencement of crushing season 2005-06 on its own efforts & operation the submitted proposal was followed frequently to Bank Of Maharashtra till august 2005, however at the last moment the Bank Of Maharashtra expressed its inability to consider the proposal given by company than under this circumstances the Board of Director authorize Shri.M.L.Apte ,Director NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI to find out negotiate with any other company who is interested to take this unit on lease basis & start crushing season 2005-06 there afterShri. M.L.Apte, Director &Shri. P.G.Salunkhe (Patil), Executive Director, played a very important role to convince Board Of Director of The Ugar Sugar Works Ltd ,Ugar-KhurdDist- Belgaon the successful division was taken on 18th September 2005 & lease agreement entered between NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI&UGAR SUGAR WORKS LIMITED for a period of 7 yrs to start crushing season 2005-06 the agreement was entered on 18th November 2005 at Sakharwadi , Tal- Phaltan, Dist- Satara. The management of UGAR SUGAR WORKS LIMITED decide to start the crushing season and it is commenced on 18th November 2005 as a trial season During this trial season Ugar sugar crushed 1,00,081.516 M.T cane and produced 1,10,203 Qtls Sugar at the recovery of 11.01% .The said season lasted for 88 days till 31st February 2006.For the current season Ugar Sugar crushed 2,27,957M.T.cane&produced 2,50,150 Qtls sugar at recovery of 11.047% till 09.04.2007.% is expected to crush 2,50,000 M.T. cane by end of April 07

Considering the lease agreement clause of rent & profit sharing the management of NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI is of opinion that it is very difficult to repay the loans of banks & other financial institutions. Moreover Bank Of Maharashtra is going to review the performance of working as per its letter dt. 02.09.2005 (copy enclosed) It is also not economically viable to UGAR SUGAR WORKS LIMITED to run the factory at the present capacity unless expansion is done to 2000 2500 TCD .it is very much essential to consider all above facts we feel that some proposal of ONE TIME SETTELMENT is done and with this thought we are giving proposal of OTS as under: 20

Institute of management and research, Jalgaon.

EMPLOYEES (As On 01.04.2007)

Permanent Seasonal Temporary Consolidated : Sugar Hamals :

: 150 : 144 : 140 061 025

21

Institute of management and research, Jalgaon. WELFARE FACILITY AT THE ORGANIZATION:NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI provide the following welfare facility to their employees. Canteen Housing facility Free electricity Reimbursement of educational benefit Good working condition Reimbursement of expenses towards medical check-up Sanitation within colony Recreation club Multipurpose hall

1) CANTEEN A good and well maintained canteen facility is available at the factory premises, for employees. Also foodstuff are supplied at subsidized prize in canteen

2) HOUSING FACILITY New PhaltanSugar Works Ltd,Sakharwadi have provide cheap & recent house rent allowance facility to there employees and also factory average for housing loan to employees and encourage them to construct house.and also have there colonies for workers

22

Institute of management and research, Jalgaon.

3) HOLIDAY HOME NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI established holiday homes at a number of hill station, health resort & other countries with low charges of accommodation, so as to encourage employees to use this facility for rest in a salubrious environment.

3) REIMBURSEMENT OF EDUCATIONAL BENEFIT The scheme is intended to reimburse educational expenses incurred by employees for educating his/ her children and/or by self for persecuting higher studies. There are two schools named Sakharwadi Vidyalaya Prathmik Vibhag, And Sakharwadi Vidyalaya Madhymic vibhag as well as nursery schools for the children under 5 years.

4) GOOD WORKING CONDITION working condition in factory are excellent the environment is neat and clean everywhere & at, premises gardening is done so that greenery is there the pleasant environment of factory keeps employees fit & fine

5) REIMBURSEMENT OF EXPENSES TOWARDS MEDICAL CHECK-UP Employees above 40 year of age are covered under the scheme reimbursement is permissible toward medical check-up of spouse also. Reimbursement is permitted once doing the year. An employee claiming for reimbursement has to submit the bill and a certificate from the doctor stating that the employee/spouse has/ have undergone total medical- check up.

7)SANITATION WITHIN COLONY NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI provides sanitation facility within colony premises for the better health Of family of workers, daily toilet cleaning, road cleaning, paste controlling once in week. Company has appoint servents for this type of works

23

Institute of management and research, Jalgaon.

8)RECREATION CLUB The New Phaltan sugar works limited also provides recreation club facility for the employees and also there families, it includes cultural hall, different playgrounds such as Basket Ball, volleyball, and indoor games such as table tennis, badminton carom and chess. The factory organized competition every year, as well the programs such as art of living, TELGYAN foundation also organized for the peaceful mind of workers which leads to the to keep worker happy and tensionless

NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI provide the following special welfare facility. This facility is provide to the top level officers only

1) OFFICIATING ALLOWANC 2) DEPUTATION ALLOWANCE 3) MEDICAL AID 4) REIMBURSEMENT OF TRAVELING EXPENSES ON MONTH CONSOLIDATED BASIS.

1) OFFICIATING ALLOWANCE 6% of BP pm. Provided the period of officiating is not less than 7 days in a calendar month or a continuous period of 7 days. This allowance will rank for PF only.

2) DEPUTATION ALLOWANCE if an officer is deputed to serve as a member of the facility in any teaching establishment of the factory he shall be eligible to a deputation allowance at 4% of his BP subject to a maximum of Rs.750/- pm. however, if deputed to an outside organization and does not opt for the scale of that organization then the deputation allowance will be 7.75% of the basis pay subject to a maximum of Rs 1500pm 24

Institute of management and research, Jalgaon.

3) MEDICAL AID The reimbursement of bed charges, zonal manager has to authorized, for sanctioning charges for officers for treatment of self, up to Rs.1000/- for officer in scale IV & above and up to Rs.750/- for officer up to scale III and for charges incurred over the aforementioned amount zonal authority may recommended to H.O. for reimbursement 100% reimbursement for office who dies in harness.

4) REIMBURSEMENT OF TRAVELING EXPENSES ON MONTH CONSOLIDATED BASIS.

Eligible officer who own and use a vehicle for factorys works have option to claim reimbursement of traveling expenses either or monetary basis or in term of consumption of petrol per month. Optioned can be exercised only once and will not be allowed to be change in type of vehicle and/ or place of posting. Promote officers during the probationary period and DRUs during the first year of probation are not eligible. However, they may be reimbursed actual expenses incurred by them.

25

Institute of management and research, Jalgaon.

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. In it we study the various steps that are generally adopted by the researcher in studying his research problem along with the logic behind them. It is necessary for the researcher to know not only the research method as technique but also the methodology. Thus, when we talk at research methodology we not only talk of the research method but also consider the logic behind the methods we use in the contest of our research study and explain why we are using a particular method or technique and why we are not using other so that research results are capable of being evaluated either by the researcher himself or by other.

OBJECTIVES
The main aim of research is to find out the truth which is hidden and which has not been discarded as yet. Through each research study has its own specific purpose, we may think of research objectives as falling into a number of following broad grouping.

To gain formality with a phenomenon or to achieve new insight into it. To portray accurately the characteristic of a particular individual, situation or a group. To determine the frequency with which something occur or with which it is associated with something else. To test a hypothesis of a casual relationship between variable.

To analyze the procedure regarding how the welfare facilities are provided to the employees by the factory. To know the satisfaction level of employees about welfare facilities & view towards the factory policies of providing welfare facility 26

Institute of management and research, Jalgaon.

NEED OF RESEARCH METHODOLOGY

HR research is the process of evaluating the effectiveness of human resources, policies and practices and developing more appropriate once. It include 1) Conducting morale, attitude, job satisfaction and behavior surveys 2) Collecting data and information regarding wages, cost-benefits analysis of training, benefits, productivity, absentism, employee turnover, strikes, accidents, operations, working hours, shifts etc. 3) Tabulating computing and analyzing the data and information. 4) Report writing and submission to the line managers 5) Finding out the defects and shortcoming in the existing policies, practice etc. 6) Developing more approximate policies, procedure, and programmer of personal.

HYPOTHESIS
The employees are satisfied with the welfare facilities provide to them by the factory a) Welfare facilities provide by the Factory of India are best b) Welfare facilities in this organization are quite wide ranging.

RESEARCH DESIGN
A research design is the arrangement of condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. Infact, the design of research study is descriptive as it is intended to describe to factor study is descriptive as it is intended to describe to factors that management is likely to be interested in such as employees feeling as opinion towards organization, and also about organizational employees welfare and organizational establishment 27

Institute of management and research, Jalgaon.

RESEARCH INSTRUMENT
Questionnaires are used as a research instrument in the study. Primary data is collected through personal interview method.

Sample size of study

Total number of permanent employees- 150 Sample size is part of total unit, which comes into respondent group. There are total number of 30 employees were interacted to study this topic, Hence the sample size of the study is 30.

DATA COLLECTION
PRIMARY DATA

Personal interview method is used for collected information from the employees through questionnaire

SECONDARY DATA

Secondary data is collected from referring books and websites of NEW PHALTAN SUGAR WORKS LIMITED, SAKHARWADI

THE SAMPLE

Questionnaire were prepared by keeping in mind the facility that are extended to employees the research instrument used has helped personally knowing the feeling of employees. For completing the project study more emphasis is given an primary source of data and its analysis for maintaining the accuracy, reliability and for good result regarding the project study undertaken.

28

Institute of management and research, Jalgaon. DATA ANALYSIS & INTERPRETATION

1) Are you satisfied about health awareness in your organization?

Health Awareness

17%

3%

10%

Strongly satisfied Satisfied 27% 43% dont know Dissatisfied Strongly dissatisfied

Response Strongly satisfied Satisfied Dont Know Unsatisfied Strongly Unsatisfied Total

No. of respondents 3 13 8 5 1 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW normally satisfied with average of 43 % with health provision, 3 % workers are highly satisfied with the health provision; 8% workers are unaware about the health provision, and 5% and 1% workers were not satisfied or strongly unsatisfied. 29

Institute of management and research, Jalgaon.

2) Are you satisfied about safety provision in your organization?

Safety provision
10% 13% 7% Strongly satisfied 50% Satisfied Dont know 20% Dissatisfied strongly dissatisfied

Response Strongly satisfied satisfied Dont Know Dissatisfied Strongly Dissatisfied Total

No. of respondents 15 6 3 4 2 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW normally satisfied with average of 20 % with safety provision, 50 % workers are highly satisfied with the safety provision; 13% workers are unaware about the safety provision, and 17% workers were not satisfied or strongly unsatisfied with safety provisions

30

Institute of management and research, Jalgaon.

3) Housing facilities helps in retaining the workers in the organization?

Housing facility
7% Strongly Satisfied Satisfied 70% Dont know Dissatisfied Strongly Dissatisfied

7% 6% 10%

Response Strongly Satisfied Satisfied Dont Know Dissatisfied Strongly Dissatisfied Total

No. of respondents 21 3 2 2 0 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW strongly satisfied with average of 75 % with housing facility, 11 % workers are satisfied with the housing facility; 7% workers are unaware about the housing facility, and 7%workers were not satisfied or strongly unsatisfied.

31

Institute of management and research, Jalgaon.

4) Accidental compensation facilities motivate the workers in the organization?

Accidental compensation
0% 0% 27% 33% Strongly Agree Agree dont know 40% Disagree Strongly Disagree

Response Strongly agree Agree Dont Know Disagree Strongly Disagree Total

No. of respondents 10 12 8 8 0 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW normally satisfied with average of 40 % with accidental compensation, 33 % workers are highly satisfied with the accidental compensation; 27% workers are unaware about the accidental compensation , and 1% workers were not satisfied or strongly unsatisfied.

32

Institute of management and research, Jalgaon.

5) Loan facilities helps in overcoming in the emergency situation?

Loan facilities
3%

14%

23% Strongly Satisfied Satisfied 20% dont know Dissatisfied Strongly Disagree

40%

Response Strongly satisfied Agree Dont Know Disagree Strongly Disagree Total

No. of respondents 7 6 12 4 1 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW normally satisfied with average of 20% with loan facility, 23 % workers are highly satisfied with the loan facility; 40% workers are unaware about the loan facility, and about 17% workers were not satisfied or strongly unsatisfied with loan facility.

33

Institute of management and research, Jalgaon.

7) Washing and bathing facility increases your comfort health and efficiency of workers?

Washing and bathing facility

0% 3% Strongly Agree Agree dont know Disagree 97% Strongly Disagree

Response Strongly agree Agree Dont Know Disagree Strongly Disagree Total

No. of respondents 29 1 0 0 0 30

InterpretationFrom the above data it can be interpreted as the workers from the NPSW are highly satisfied with washing and bathing facility,

34

Institute of management and research, Jalgaon.

7) Are you satisfied with Canteen facility?

Canteen
8% 29% 21% strongly saisfied satisfied 8% 34% dont know unsatisfied strongly unsatisfied

Response Strongly Satisfied Satisfied Dont Know Dissatisfied StronglyDissatisfied Total

No. of respondents 2 5 13 2 8 30

Interpretation
From the above data it can be interpreted as most of the workers are unsatisfied with the canteen facility with about 63 %. Where 21% workers were satisfied with canteen facility, 8 % workers were refused to give answers.

35

Institute of management and research, Jalgaon.

10) Are you satisfied with working conditions?

Working conditions

14% 20% 13% Strongly satisfied satisfied 23% 30% dont know unsatisfied strongly unsatisfied

Response Strongly satisfied satisfied Dont Know Dissatisfied Strongly Dissatisfied Total

No. of respondents 4 4 9 7 6 30

Interpretation
From the above data it can be interpreted as most of the workers are unaware about the working conditions in the factory that is 30 percent workers were not have knowledge about working conditions on the other hand 23 % workers were unsatisfied and 20 % workers were strongly unsatisfied with the working conditions and 14% and 13 % workers were satisfied or highly satisfied with the working condition

36

Institute of management and research, Jalgaon.

11) Are you satisfied with Training provided in the organization?

Training
6% 20%

27% Strongly satisfied satisfied

17% 30%

dont know unsatisfied Strongly unsatisfied

Response Strongly satisfied satisfied Dont Know Dissatisfied Strongly Dissatisfied Total

No. of respondents 8 9 5 6 2 30

Interpretation
From the above data it can be interpreted as 27-30 % workers were highly satisfied with training giving in the company, while 26 % workers were unsatisfied with training facility, on the other hand 17 % workers were have no knowledge about this facility

37

Institute of management and research, Jalgaon.

12) Are you satisfied with various incentives given by the organization?

Various Incentives
0% 7% Strongly Satisfied 50% 33% Satisfied Dont know Dissatisfied Strongly Dissdatisfied

10%

Response Strongly satisfied satisfied Dont Know Dissatisfied Strongly Dissatisfied Total

No. of respondents 15 10 0 3 2 30

InterpretationFrom the above data it can be interpreted as most of the workers were strongly satisfied with the various incentives given in the factory with the average of 60%, and very few of them are dissatisfied with the incentives,

38

Institute of management and research, Jalgaon.

13) At what extent you rate your overall satisfaction level

Overall Job satisfaction

17%

30% Strongly Satisfied

23%

Satisfied Dont know 10% 20% Dissatisfied Strongly dissatisfied

Response Strongly satisfied Agree Dont Know Disagree Strongly Disagree Total

No. of respondents 9 6 3 7 5 30

Interpretation:From the above data it can be interpreted as more than 30% workers were strongly satisfied with job, on the other hand 17-23 % workers were dissatisfied with the job.At the same time 10 % workers were refused to give any response 39

Institute of management and research, Jalgaon.

FINDINGS
More than 30% employees are availing special welfare facility according to the need arise

The time required for sanctioning the special welfare facility is maximum 2 week.

The employee are not getting in storage facility for outdoor clothing

The routine welfare facilities are availed by every one in the organization & time required is also nominal.

The process of availing special welfare facility is very lengthy & hence it can be availed by simple process.

The employees of Factory are highly satisfied with the routine welfare facility, which they are availing on regular basis.

The employees of Factory are satisfied as they are getting special welfare facility with a simple process

40

Institute of management and research, Jalgaon.

CONCLUSION
From the above findings it can be conclude as the factory need to be improve its HR department as well as it should appoint HR manager or welfare manager to look after the welfare facility which will lead to the maintain it. On the other hand it ll also aids in solving minor problem. The company should focused on to improve working conditions such as; Temperature, Ventilation, lightning etc. on the contrary the employees should make aware about various schemes provided by government such as Workers Education, literacy programme, and also need to make aware about labour laws. Weaker welfare facility leads to the problematic situation such as low morale within employees, absenteeism, conflict between employer and employee, thus technique such as Red Hot Stove Rule should be applied while facing such problems.

LIMITATION
The results are depended on the responses received from respondent. The study does not cover entire workforce The timespan does not permit to cover micro aspects of Welfare

41

Institute of management and research, Jalgaon.

Suggestion
The employees should be provided with storage facility for external clothi Factory should appoint Welfare manager as well as strengthen their HR dept. Working conditions such as temperature, humidity should be improved as per the legal considerations Canteen should improve, and also need to keep hygienic as well as clean. Proper lightning also needed for the minute works.

42

Institute of management and research, Jalgaon. ANNEXURE

Personal information:Name of respondent Age of respondent Nature of workExperience 1) Are you satisfied about health awareness in your organization?

a) Strongly satisfied 3

b) satisfied 13

c) dont know 8

d)dissatisfied 5

e) Strongly dissatisfied 1

2) Are you satisfied about safety provision in your organization? a) Strongly satisfied 15 b) satisfied 6 c) dont know 4 d)dissatisfied 3 e) Strongly dissatisfied 2

3) Housing facilities helps in retaining the workers in the organization?

a) Strongly satisfied 21

b) satisfied 3

c) dont know 2

d)dissatisfied 2

e) Strongly dissatisfied 0

4) Accidental compensation facilities motivate the workers in the organization? a) Strongly satisfied 10 b) satisfied 12 c) dont know 8 d)dissatisfied 0 e) Strongly dissatisfied 0

43

Institute of management and research, Jalgaon.

5) Loan facilities helps in overcoming in the emergency situation? a) Strongly satisfied 7 b) satisfied 6 c) dont know 12 d)dissatisfied 4 e) Strongly dissatisfied 1

6) Uniform facility should be necessary in the organization

a) Strongly satisfied 22

b) satisfied 6

c) dont know 0

d)dissatisfied 2

e) Strongly dissatisfied 0

7) Washing and bathing facility increases your comfort health and efficiency of workers?

a) Strongly satisfied 29

b) satisfied 1

c) dont know 0

d)dissatisfied 0

e) Strongly dissatisfied 0

8) Labour welfare facilities helps in reducing labour turnover

a) Strongly satisfied 12

b) satisfied 10

c) dont know 2

d)dissatisfied 3

e) Strongly dissatisfied 3

9) Is the workers are satisfied with Canteen facility?

a) Strongly satisfied 2

b) satisfied 5

c) dont know 13

d)dissatisfied 2

e) Strongly dissatisfied 8

44

Institute of management and research, Jalgaon.

10) Are you satisfied with working conditions such as Ventilation and temperature?

a) Strongly satisfied 4

b) satisfied 4

c) dont know 9

d)dissatisfied 7

e) Strongly dissatisfied 6

11) Are you satisfied with Training provided in the organization?

a) Strongly satisfied 8

b) satisfied 9

c) dont know 5

d)dissatisfied 6

e) Strongly dissatisfied 2

12) Are you satisfied with various incentives given by the organization?

a) Strongly satisfied 15

b) satisfied 10

c) dont know 0

d)dissatisfied 3

e) Strongly dissatisfied 2

13) Overall job satisfaction

a) Strongly satisfied 9

b) satisfied 6

c) dont know 3

d)dissatisfied 7

e) Strongly dissatisfied 5

Total no of respondents- 30

45

Institute of management and research, Jalgaon. BIBILIOGRAPHY

Ashwathappa, K. (2009). Human Resource Management: Text & Cases. New Delhi: Tata McGraw Hills. Mamoria, C. B. (2005). Personnel Management. New Delhi: Himalaya. P.P.Arya. (2002). research metthodology. new delhi: excel books. P.SubbaRao. ((2007)). Human Resource Management And Industrial Relation. Mumbai: Himalaya Publication. Rao, V. S. (2008). Human Resource Management: Text & Cases. New Delhi: Excel Books.

Websites: www.google.com www.mbaguys.com www.hrguide.com www.hrsite.com www.scribd.com

46