statutory and non-statutory welfare measure

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A STUDY ON EMPLOYEE WELFARE MEASURES IN
ARIGNAR ANNA SUGAR MILLS,TANJORE
SUMMER PROJECT REPORT
Submitted by
B.SURESH
REGISTER NO: 27348349
Under the Guidance of
Mr.AMIT NAGPAL,MBA,Ph.d.,
Faculty, Department Of Management Studies
in partial fulfillment for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
DEPARTMENT OF MANAGEMENT STUDIES
SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
PONDICHERRY UNIVERSITY
PUDUCHERRY, INDIA
SEPTEMBER- 2007

SRI MANAKULA VINAYAGAR ENGINEERING COLLEGE
MADAGADIPET,PUDUCHERRY
DEPARTMENT OF MANAGEMENT STUDIES
BONAFIDE CERTIFICATE
This to certify that the project work entitled “ A STUDY ON EMPLOYEE
WELFARE MEASURES IN ARIGNAR ANNA SUGAR MILLS,TANJORE “ is a
bonafide work done by B.SURESH [ REGISTER NO: 27348349 ] in partial
fulfillment of the requirement for the award of Master of Business Administration
by Pondicherry University during the academic year 2007 – 2008.
HEAD OF DEPARTMENT GUIDE
Submitted for Viva-Voce Examination held on
EXTERNAL EXAMINER

ACKNOWLEDGEMENT
First and foremost we tank god for his blessings showered on us for completing the project
successfully.
I take this opportunity to express my deep senses of gratitude to Mr.N.KESAVAN, chairman
and Mr.M.DHANASEKARAN, Managing director & S.V. SUGUMARAN, vice chairman,
Sri Manakula vinayagar engineering college, Madagadipet.
We gratefully acknowledge the kindness of Dr.V.S.K. Venkatachalapathy principal Sri
Manakula Vinayagar Engineering College, Madagadipet, for giving me an opportunity to do
the project work.
It is also our privilege to express our sincere thanks to Mr.Tamilmani Administrative
officer for having given us an opportunity to do this project work in their esteemed organization.
We are also bound to give our sincere thanks to our Mr.M. Jayakumar Head of Department,
Department of Management studies. Sri Manakula Vinayagar Engineering College,
Madagadipet for his benevolent and noble assistance in doing the project.
We profoundly express our indelible indebtedness to Mr.AMIT NAGPAL lecture Sri
Manakula Vinayagar Engineering College, Madagadipet, who through her immense
knowledge greatly helped & guided us in this endeavour, she who was very generous in
suggesting improvements and supervising this work all through & her constant interest and
guidance helped us to complete this projects.
It is also our privilege to record our deep sense of gratitude to extend our grate fullness to
Mr.Gunasekaran for his relentless & valuable guidance & suggestions to complete this project.
Finally, we would like to thank our dear parents & family member‟s and also wish to thank
each & every one of our faculties and our friends whose efforts and support made this project
success.

TABLE OF CONTENTS
CHAPTER TITLE PAGE NO
ACKNOWLEDGEMENT
ABSTRACT
LIST OF TABLES
LIST OF CHARTS
i
ii
iii
iv
I INTRODUCTION
1
II REVIEW OF LITERATURE 13
III OBJECTIVES 21
IV RESEARCH METHODOLOGY 22
V DATA ANALYSIS AND INTERPRETATION 24
VI FINDINGS OF THE STUDY 55
VII
SUGGESTION AND
RECOMMENDATIONS,CONCLUSION
57
VIII SCOPE AND LIMITATIONS 59
IX ANNEXURE
1.BIBLIOGRAPHY
2.QUESTIONNAIRE
60
61

LIST OF TABLES
S.no TABLE NAME Page No
1 Table showing age of respondents 25
2 Table showing gender of respondents 26
3 Table showing income of the respondent 27
4 Table showing maternity benefit to women employee 28
5 Table showing disablements benefits to individual 29
6 Table showing dependence benefit 30
7 Table showing old age benefit 31
8 Table showing employee injury benefits 32
9 Table showing environment protection effort 33
10 Table showing hosing facility and road facility 34
11 Table showing canteen facilities 35
12 Table showing transport facilities 36
13 Table showing provision for safty equipment 37
14 Table showing drinking water facility 38
15 Table showing education facility 39
16 Table showing conducive work environment 40
17 Table showing workers education 41
18 Table showing workers recreation ,child ,and park 42
19 Table showing crèches benefit to children 43
20 Table showing uniforms in organisation 44
21 Table showing distribution of work 45
22 Table showing market cooperative credit society 46
23
Table showing maximum level for satisfaction towards employee welfare facilities
offered in the organisation
47
24
Table showing minimum levels of satisfaction towards employee welfare facilities
48
25 Table showing the correlation of age us woek environment factor 49
26 Table showing the correlation of age us convenience factor 50
27 Table showing the correlation of age us work health factor 51
28 Table showing the correlation of age us women and child welfare factor 52
29 Table showing the correlation of age us workers education facilities 53
30 Table showing the correlation of age us out side welfare facilities factor 54

31 Table showing the medical benefit to individual and family 55
LIST OF CHARTS
S.no CHART NAME Page No
1 chart showing age of respondents 25
2 chart showing gender of respondents 26
3 Chart showing income of the respondent 27
4 Chart showing maternity benefit to women employee 28
5 Chart showing disablements benefits to individual 29
6 Chart showing dependence benefit 30
7 Chart showing old age benefit 31
8 Chart showing employee injury benefits 32
9 Chart showing environment protection effort 33
10 Chart showing hosing facility and road facility 34
11 chart showing canteen facilities 35
12 Chart showing transport facilities 36
13 Chart showing provision for safty equipment 37
14 Chart showing drinking water facility 38
15 Chart showing education facility 39
16 Chart showing conducive work environment 40
17 Chart showing workers education 41
18 Chart showing workers recreation ,child ,and park 42
19 Chart showing crèches benefit to children 43
20 Chart showing uniforms in organisation 44
21 Chart showing distribution of work 45
22 Chart showing market cooperative credit society 46
23
chart showing maximum level for satisfaction towards employee welfare facilities
47
24
chart showing minimum levels of satisfaction towards employee welfare facilities
48
25 chart showing the correlation of age us woek environment factor 49
26 Chart showing the correlation of age us convenience factor 50
27 Chart showing the correlation of age us work health factor 51
28 Chart showing the correlation of age us women and child welfare factor 52
29 Chart showing the correlation of age us workers education facilities 53

30 Chart showing the correlation of age us out side welfare facilities factor 54
31 Chart showing the medical benefit to individual and family 55
CHAPTER-1
INTRODUCTION
The human resource has immense potential. The role of economic development of any
nation depends on the degree of effective mobilization of these resources. The economic
planning envisaging material progress should count on the role of human labour for
harnessing the physical resource of the economy .As human resources from the basis of
very existence of life on the earth of late, the government of India has set up an
Independent Ministry of HRD to carter to the all around development of human resource.
Labour, as a factor of production has certain characteristics that set it apart from others
while land and capital has no mind of their own, labour dose have it. The physical
presence of labour combines with his attitude carves out a special place for labour in the
production process.
The attitude of labour toward the worker holds the key for his performance and unless a
labour is enthusiastic , committed and devoted ,the fruit of his abilities innate acquired
and developed can not be repeated. It can be said without any hesitation that all
industrialist should realize that “one can buy a man‟s time the physical presence at a
particular place , even few muscular movements, but enthusiasm , initiatives, loyalty and
devotion to duty can not be bought”. Labour marks a distinction from other factors of
production on two counts.
a) Management, supervision, organization, co-ordination and such other functions
owe their origin to labor.
b) Unlike capital, which is a depreciating assert, labour is doubtedly an
appreciating assert, contributing more and more to productivity with the
advancement in experience and expertise.
When labour occupies such as prominent place and has a pivotal to play, it is necessarily
may be imminent to provide for its performance through creation proper industrial
atmosphere. Thus the workers performance depends upon the physical and mental
capabilities, which is in turn depends on various factor like working and living condition,
education, health, hygienic and sanitation. In view of the several peculiarities of Indian

Labour composition, Migratory nature, low level of living etc., the importance of these
welfare activities need explict emphasis.
Labour is an asset of every company. The needs of the labour must be satisfied in order to
meet the goals of the organization. Any organization would be effective only when there
is high degree of co-operation between the labour and management. Management seeks
co-operation between the labour force by providing welfare facilities. These welfare
facilities go a long way stimulating interest in the workers to produce their full capacity
and pay a good return to management in the long run. Therefore, labour welfare activities
act as motivators
And the rest in the higher productivity and the profit . It also enables the worker
employed in industries to perform their work in healthy congenital surrounding
conductive to good health & high morale
Any attempt to increase the productivity of efficiency of labour can bear fruit only if the
workers are given the right type of environment and are provided with those basic
amenities of life which have direct bearing on his physical efficiency. Thus plan of
labours welfare regard as an important part of scheme for rising efficiency of labour.
PROBLEM OF THE STATEMENT:
Researcher project titled “A Study On Employee welfares Measure With Special
Reference to Social security in Arignar Anna Sugar Mills “. In this project the reseacher to
know the labour welfare measures provide in the Arignar Anna Sugar Mills, and to study
the various dimensions of employee welfare measures as precevied by the worker and
to the perception of the respondents regarding the various labour welfare provided to
them and to suggest to suitable measures to enhance HRD intervention used in improve
the welfare facilities. The study the satisfaction level of various employees toward
welfare measure with special reference to social security Arignar Anna Sugar Mills gains
importance.

PROFILE OF THE COMPANY :
(I)GENERAL INTRODUCTION AND INFORMATION ABOUT THE MILLS :
The Tamilnadu Sugar Corporation Limited is a registered company under the provisions
of companies act ,1956.The Aringar Anna sugar mills is one of the units of Tamilnadu
sugar corporation Limited.The Aringar Anna sugar mills is situated in kurungulam
melpathy village,Thanjavur Taluk, about 16 kilometres away from Thanjavur on
Thanjavur-pudukkottai Highways.
The total area in which the mill is situated in an extent of 154.25 acres of land.crushing
operation will be going on for about 6 months in between december -may .The remaining
period will be utilised for overhauling of machineries.The factory had its maiden
crushing during 1976-77 with an installed capacity 1250 metric tons of cane per day.The
crushing capacity of the mills was expanded during 1989-90 from 1250metric tons to
2500 metric tons and crushing at the expanded capacity was started on 26.1.1990 under
expansion and modernization scheme.
(II)STASTICAL INFORMATION ABOUT THE CANE AREA, SUGAR CANE
PRODUCTION AND SUGAR RECOVERY:
(A)AREA PRODUCTION OF MILLS:
The area of operation of mills is part of thanjavur and part of puddukkottai districts which
covers the following taluks.
(1)THANJAVUR DISTRICT
Thanjavur taluk
Thiruvaiyaru taluk
Orathanadu taluk and
part of papanasam taluk
(2)PUDUKKOTTAI DISTRICT
part of gandharvakkottai taluk

part of pudukkottai taluk
(B)SUGAR CANE DIVISIONAL OFFICES AND ITS SITUATION TO CATER
TO THE NEEDS OF THE GROWERS AND FUNCTIONING AS LIAISON
OFFICE:
There are 9 cane divisional offices ., viz.,
1.Mill site
2.vallam
3.Thanjavur
4.Thiruvayar
5.Ayyampettai
6.Marungualm
7.Orathanadu
8.Gandharvakkottai and
9.Adhanakkottai
Total area brought under sugarcane cultivation:
The total area under suger cane cultivation in the operation in the area of the mills is
12,500 acres.
4.PRODUCTION OF SUGARCANE IN THE LAST 5 YEARS
season area cane
crushed(m.ts).
1999-2000 10724 3,51,335
2000-2001 12421 4,31,587
2001-2002 11970 3,79,817
2002-2003 12451 4,02,036
2003-2004 10690 3,23,019
2004-2005 11328 2,91,319

2005--2006 (crushing
season)
15766 5.26L.Ts.
(estimated)
SUGAR RECOVERY PERCENTAGE IN THE LAST 5 YEARS:
average recovery% peak recovery %
1999-2000 9.16 9.34
2000-2001 9.12 9.39
2001-2002 9.06 9.06
2002-2003 9.75 9.80
2003-2004 10.21 10.28
2004-2005 10.32 10.55
2005-05 10.20(estimated) ---
CANE CRUSING AND SUGAR PRODUCTION FOR IN THE LAST 5 YEARS:
Registered area 11,328acres
Cane crushed 2,91,319 m.t.s
Sugar production
quintals
3,01,120
Ave sugar recovery 10.32%
CANE CRUSING AND SUGAR PRODUCTION FOR 2004-2005 SEASON:
As per the order of director of sugar , chennai ,we have tentatively programmed to
commerce the cane crusing operation of our mills on 18-11-2005 with an estimated OWN
cane crusing of 4.30l.ts, and a quantity of about 0.85 lakhs tonnes will be diverted to

sister sugar mills ,viz, salem coop, sugar mills, mohanur.
(III)STATISTICAL INFORMATION ABOUT THE PRODUCTION OF SUGAR
AND BY-PRODUCTS AND SALES:
(1)SUGAR PRODUCTION ,SALES &REALISATION FOR THE PAST 5 YEARS
(ACCOUNTING YEAR BASIS)
Accounting year Production Sales Levy &free Costrealisation
Rs .in lakhs
1999-2000 3,21,690 2,72,087 3418.96
2000-2001 3,93,530 2,96,961 3862.65
2001-2002 3,46,470 3,77,256 4604.58
2002-2003 4,02,646 3,68,260 357.13
2003-2004 3,74,875 3,09,505 3754.73
2004-2005 3,57,835 4,13,782 6131.73
(2)MOLASSEA PRODUCTION ,SALES&REALISATION FOR THE PAST 5
YEARS.(ACCOUNTING YEAR BASIS)
Accounting year Production Sales (in metric
tones)
Costrealiation
(rs .inlakhs)
1999-2000 18950.059 18349.530 480.1
2000-2001 17802.996 20631.040 791.9
2001-2002 15922.254 18975.810 127.4
2002-2003 18860.760 9261.935 60.99

2003-2004 15238.540 24480.365 188.66
2004-2005 13015.090 10274.545 136.60
(3) BAGSSE PRODUCTION ,SALES&COST REALISATION FOR THE 5 YEARS
(ACCOUNTING YEAR BASIS)
Year Production Own
consumption for
boiler
Sales Cost
realisation
(rs.in lakhs)
1999-2000 100790.593 93697.312 7101.785 32.80
2000-2001 122141.741 112832.392 9309.345 40.00
2001-2002 102889.350 101677.770 1211.580 18.76
2002-2003 112085.289 108484.275 3218.915 21.95
2003-2004 100589.357 89127.292 11202.570 84.04
2004-2005 95276.554 936247.099 12023.795 90.02*
(*)diffential amount @rs 475 /-per M.T.,has to be claimed from T.N.P.L and NPKRR
CSM for 2004-05 season to whom we have sold bagasse during 2004-05 crusing season.
(4)PRESSMUD:
year
( season basis )
production
(in metric tons)
1999-2000 10699.050
2000-2001 13263.435
2001-2002 13250.214
2002-2003 12271.237

2003-2004 10489.151
2004-2005 9484.439
pressmud was given to the sugar cane Ryots at free of cost during last crusing season.
(IV)SUGAR GODOWN AT MILLS:
There are three sugar godowns in the mills with the following storage capacity .
capacity of godowns
'a' godown ... 1,00,000 quintals
'b' godown ... 50,000 quintals
'c' godwn ... 100000 quintals
-------------------------
Total capacity ... 250000 quintals
-------------------------
There are three sugar godowns with the capacity of 250000 quintals in which two
godowns consists of 1,00,000 quintals each and another one is 50,000 quintals.
Godownwise stock position is as follows:(as on 31.10.2005)
(qty.in qtls.)
godown
Season 2004-05 Total stock
A 85,793 85,793
B -- --
C 27,548 27,548
Total stock 1,13,341 1,13,341

(V)PERFORMANCE OF THE ENGINEERING AND MANUFACTURING
DEPARTMENTS-(IN THE LAST TWO CRUSHING SEASONS).
DETAILS 2003-04 2004-05
CANE CRUSHED (IN MTS) 3,23,019.252 2,91,319.388
SUGAR PRODUCTION
(IN QTLS)
3,32,005.000 3,01,120.000
RECOVERY% 10.21 10.32
TOTAL LOSSES% 1.677 1.73
CAPACITY UTILISATION% 75.121 67.75
(VI) INFORMATION ABOUT ADMINISTRATION:
1. ADMINSTRATION:
The administration of the unit mill is under the control of Tamil Nadu Sugar
Corporation limited. The rules framed by the board of sugar corporation limited are
adopted in the mills.
The disrtric revenue officer who is knon as chief is the overall authority for
the unit mill is concerned and some of the officers who are the head of the departments
specialised in the respective department are working under the control of the chief
executive.

2.EMPLOYEES STRENGTH:
Total number of existing employees at present :515 as on date reak up details:-
Regular Seasonal Total
Administrative dept 113 1 114
Cane dept 75 37 112
Engineering dept 125 40 173
Manufacturing dept 35 52 87
Total 372 143 515
3.WELFARE:
Various welfare activites which were provided have been stopped due to financial crisis
except the statutory welfare schemes.
The following are some of the welfare activites provided at present.
1. A canteen is being run on contract basis .foodstuffs and tea beaing provided to
theworkersand staff at the rates fixed by the mills, as agreed by the contractor.
2. Provision of quarters, numbering 188.
3. Bus facility to the employees and employee's children have been provided rs. 30/- per
employee and rs 20/-per employee's children are being collected as nominal fare .
4.SCHOOL:
We are running goverment aided primary and high school in our mills campus for the
welfare of the employees and cane growers children ,in which 4 teachers and 150
students and 9 teachera and 390 students are studuing respectively.out of the above 13

teachers,12 teachers are getting salary from the government and one teacher is paid by
the mills.
5.VOLUNTARY RETIREMENT SCHEME:
The board of tamilnadu sugar corporatrion limited has the formulated a revised
staffing pattern reducing the employees strength for a total employees of 439 with a
view to reduce the establisment cost since the company has referred to "bureau of
induusrial finance and reconsrtruction (BIFR)"as a stick company".
(VII) FINANCIAL STATUS:
2001-02 2002-03 2003-04 2004-05
COST OF PRODUCTION
PER QUINTAL
1433.00 1330.09 1358.92 1544.70
HEAVY AND FREE SALE
MIXED AVERAGE
REALISATION(PER QUINTAL)
1255.42 1183.33 1218.25 1484.69
PROFIT/ LOSS FOR THE
YEAR RS .IN LAKHS
-764.24 -798.74 -358.54 (+)496.56
FUNDS POSITON PARTICUALARS AS ON 31.10.2005
( RS.IN LAKHS)
A.CASH CREDIT LIMIT (SANCTIONED ) 3,000.00
B.VALUE OF STOCK 1,799.97
C.LESS:MARGIN &LIEN 204.59
D.DRAWING POWER AVAILABLE 1,595.38
E. AMOUNT DRAWN 455.87
F.BALANCE DRAWING POWER AVAILABLE 1,139.510

CANE PAYMENT DETAILS AS ON 31.10.2005(2004-05 CRUSING SEASON)
1.CANE CRUSHED 2,91,319.388MTS.
(09-12-04 TO 14-04-05)
2.CANE PRICE DUE RS 2,605.97 LAKHS
@RS.894.60/MT
3.CANE PRICE PAID RS 2605.97KAKHS
4.CANE PRICE DUE RS -NIL-
Cane diversion:
To (1)Thiru arooran sugars ltd,
Thirumandankudi, papanasam tk.
1. Qty diverted : 3729 M.ts.,
2. Amount to be received : Rs .33.35 lakhs @ rs.894.60 per m.t.
3.Amount so far received : RS 33.35 LAKHS
4.Balance to be received : --NIL—
(VIII) NATIONAL AWARDS :
The mills has receved the following national awards for high technical performance .
A.1985.86-productivity award (2nd prize)
B.1986-87-productivity award (1st prize)
C.1987-88- second prize for higherstanderd of technical efficiency.
D.1988-89-prize and commendation certificate for higher standards of techincal
efficiency.e.2001-02-recived state level safety aaward (3rd prize)for group b industries
F. 2003-04-svp memorial award for best sugar factory performance award

2003-04.
ISO-9001-2000 CERTIFIED INSTITUTION:
Our mills has been assessed and registered by the national quality assurance company
,bangalore ,against the provision of BS EN ISO 9001-2000 with effect from
01.04.2005.
CHAPTER - II
REVIEW OF LITERATURE
INTRODUCTION:
The term welfare Suggest many meaning such as the state of well being, healthy
happiness & development of human resource. The concept of welfare has been described
state as tool concept .It describes state of existence involving, physical, mental, moral
emtion well being .The social concept of welfare of man and his family hic community.
There is interconnection of there aspect .In the sense that all the three works together or
individual supplement on another,in a three dimensional approach Each serving are ends.
Definition:
The term labour welfare is one, which tends itself to various interpretation and it has not
always the same significance in different countries . As appointed out by the same
significance in labour ,the term “welfare” as applied to the Industrial worker as author
James ODD Remarks ,”a series of supply diverse option exists on motives merits
Industrial welfare work.
LABOUR WELFARE:
According to proud, welfare work refers to the effort on the part of employee to improve
within in the existing Industrial system, the condition of employment in their own
factories.
PRINCIPEL OF LABOUR WELFARE:

Labour welfare is dependent on certain basic principles, which must be kept in mind
properly followed to achieve a successful implementation of welfare programmes
SOCIAL SECURITY:
According to the WILLIAMBEVERIDGE “a means of securing an income to take the
place of earning s when they are interrupted by an unemployment ,sickness or accident to
provide an income up to a minimum and also medical treatment to bring the interruption
of earning to an end as soon as possible.
CONCEPT:
 Social security is primarily an instrument of social and economic justice.
 Social security is the security that society furnishes through appropriate
organization against certain risk to which its member is exposed.
OBJECTIVES OF SOCIAL SECURITY:
The objectives of social security can be sub-summed under three categories
1. COMPENSATION
2. RESTOATION
3. PRVENTION
COMPENSTION:
 It ensure security of income
 It is based on this consideration that during the period of contingency of
risk
RESTORATION:
It con notates cure of one‟s sickness .
PREVENTION:

These measures imply to avoid the loss of productive capacity due to sickness
unemployment or invalidity to earn income.
SCOPE:
The term “social security” is all embracing .the scope of social security is
It covers the aspects relating to social economic justice.
Social security schemes furnished by the government are broadly classified into two
types ,
1. SOCIAL ASSISTANCE
2 .SOCIAL INSURANCE
1.SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons with out
asking them contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution form workers and employer.
 Workmen‟s compensation, maternity benefits, old age pensions,
2.SOCIAL INSURANCE:
*It refers to scheme of maintaining fund from the contribution made by the employees
and employer with or without a subsidy from the government
*It can be defined as device to provide benefits as of right for persons of small earning .in
amounts which combine the contributive efforts of the insured with subsidies from the
employer and the government
SOCIAL SECURITY MEASURES IN INDIA:
In the pre-industrial society, security against various contingencies was provided by the
institution like joint family, caste, guild, village community, religious institution, etc
.Eventually; the emergence of industrial revolution changed both the nature of nines
security as well as the remedies provided for it. The United States of America is

considered to be the birth place of modern social security Act, 1935 under which a United
Social Insurance System was established as the first major step taken in the field of social
security .An old age pension system was also established by the Act of 1935. In 1938, a
social security Board was set up to administer social security measures in the United
States. Later on, the term “social security” was adopted in various countries, of course, in
different forms.
The introduction of social security measures in India is expectedly a recent one. In fact,
the making of climate for industrial security in India started from the 10th
session of the
International Labour Conference held in1927 in which two convention and
recommendations were adopted for social security in the country.
These were discussed thread by bare in the Indian Legislatively Assembely in1928.
However, the Assembely resolved that the introduction of any comprehensive scheme for
social security on the lines proposed by the ILO was impracticable under conditions then
prevailing in the country .Later, the preparatory Asian Regional Labour Conference, held
in New Delhi in 1947 adopted a comprehensive resolution on social security
implementation in various Asian Countries. Following this resolution, the Employees
State Insurance Act, 1948 was enacted in India to inaugurate the social security measures
in the country.
As stated earlier, India, as a “Welfare State”, is expected to take care of the citizens from
the „cradle to the grave‟. It is this realization; the constitution of India lays down that the
State shall, within the limits of its resources and development, make effective provisions
for securing public assistance in event of unemployment, old age, sickness, and
disablement. The constitutional obligation has served as epoachmaking in India‟s effort
in the field of social security schemes have been introduced in the country. Among the
social assistance schemes, old- age assistance schemes are the most important ones. It
was the Government of Uttar Pradesh who introduced old-age assistance scheme for the
first time in 1957. The scheme was designed to pay a monthly benefit to needy individual
over the age of 70 years who had no one to support them. Later on, similar schemes were
introduced in Andra Pradesh yes, the eligibility condition to avail of these benefits and
level of benefit differ across the states. Subsequently, with increasing need for social

security along with the increasing level of national protection against uncertainties in
their lives.
SOCIAL SECURITY LEGISLATION IN INDIA:
In her drive to provide protection to the needy workers, the Government of India has
made the various enactment from time to time. The important among them are:
1. The Workmen‟s Compensation Act‟1923.
2. The Employee‟s State Insurance Act, 1948.
3. The employee‟s provident Funds and Miscellaneous Provision Act, 1952.
4. The Maternity Benefit Act, 1961.
5. The Payment of Gratuity Act, 1972.
The social security provisions in these Acts are now briefly outlined as under.
The Workmen‟s Compensation Act, 1923:
This Act is the first planned step in the field of social security bin India. The main
objective of the Act is to ensure compensation to workers for accidents occurred during
the course of employment. The main feature of the Act are as fallow.
COVERAGE:
This act covers workers employed in factories, mines, plantations, mechanically
propelled vehicles, construction work, railway, ship, circus and other hazardous
occupations specified in schedule II of Act .It does not apply to the Armed forces, casual
workers and workers covered by the Employee‟s State Insurance Act1948.
ADMINISTRATION:
The Act is administered by the State Government by appointing commissioners for this
purpose under Section 20 of the act.

BENEFITS:
Under this Act, compensation is payable by the employer to the workmen for all personal
injuries caused by industrial accident which disable himher for more than three days. In
case of the death of workman, the compensation is paid to hisher dependents. The Act
also specifies that in case a workman contracts any occupational disease, which is
specified in its third schedule, such disease shall ordinarily be treated as an employment
injury arising out of and in the course of employment. The compensation depond upon on
injury.
The Employee‟s State Insurance Act, 1948:
The main object of the is to provide social insurance for workers. It is a contributory and
compulsory health insurance scheme that provides medial facilities and unemployment
insurance to industrial workers for the period of their illness. The following are the main
features of the Act.
COVERAGE:
The Act covers all workers (whether manual, supervisor or salaried employees) whose
income do not exceed Rs 6,500 per month and are employed in factories, other than
seasonal factories which run with power and employ 20 or more workers. The state
Governments, employees, medical profession and the parliament.
BENEFITS:
Under this Act, an insured is entitled to receive the following benefits:
1. Medical benefit.
2. Sickness Benefit.
3. Maternity Benefit.
4. Disablement Benefit.
5. Dependent Benefit.
The employee‟s provident Funds and Miscellaneous Provision Act, 1952:

The main objective of this act is to afford the retired workers financial security by way of
provident fund, family pension,and deposit linked insurance .the act is characterized by
the following features
COVERGE:
The act covers workers employed in a factory of any industry specified in schedule in
which 20 or more worker are employed or which the central government in its official
gazeete. The act not apply to co-operative societies employing less than 50 persons and
working without the aid of power .It also does not apply to those new establishment till
they become 3 years old.
ADMINISTRATION:
There is administered by tripartile central board of trustees represented by employers,
employee and the government .
BENEFITS (THE ACT PROVIDES (3)TYPES BENEFITS
1. PROVIDENT FUND
2 .PENSION
3 .DEPOSIT LINKED INSURANCE
THE MATERNITY BENEFIT ACT 1961:
The main object of this act is to regulate women employment in industrial establishment
for certain specified period before and after childbirth
COVERAGE:
The act is applicable to all establishment not covered under employee‟s state insurance
act (1948)
ADMINISTRATION:

The act is administered by the employee‟s state insurance (ESI) corporation.
BENEFITS:
Under this act, a woman is entitled to receive the payment foe maternity benefit at the
rate of average daily wages for a total period of 12 weeks. with effect from 1s
February
1996,a woman worker is entitled to grant of leave with wages for maximum period of one
month in cases off illness arising out of MTP or tubectomy .women workers who under
gone tubectomy operation will get tow week‟s leave
THE PAYMENT OF GRATUITY ACT (1972):
The objective of this Act is to provide economic assistance on the termination of an
employee.
COVERAGE:
The Act is applicable to the employees employee in factories, mines, oil field,
plantations, port, railway, companies, shops or other establishments employing 10 or
more persons.
ADMINISTRATION:
The Act is administered by a controlling authority appointed by appropriate Goverment.
BENEFITS:
Under this Act, on completion of 5 years of service, the employees are entitled to gratuity
payable at the rate of 15 days wages for each completed year of service subject to
maximum of 3.5 lakhs with effect from September 1997.
CONCLUSION:
Social security refers to the protection afforded by the government to the needy people
against certain risks cover a person has no control. It covers the aspects relating to social

and economic justice.Labour welfare has become essential because of the very nature of
the Industrial system. The approach to this problem of development in a particular
country. However the need for labor welfare in some way or the other is realized all
over the world because of the socio-economic condition & problem which the industrial
society has thrown up.
CHAPTER-III
OBJECTIVES
1. To study the level of satisfaction of various employee welfare measure with special
reference to social security in Arignar Anna Sugar Mills
2. To study the employee welfare measure with respect to work environment factor,
convince factor, work health factor, women and child welfare factor worker‟s education
factor and outside welfare factor.
3. To suggest suitable recommendation to improve employee welfare measures in Arignar
Anna Sugar Mills

CHAPTER-IV
RESEARCH METHODOLOGY
DATA COLLECTION METHOD:
For collecting primary data, questionnaires method was followed. The questionnaires
were issued to collect the data. Interaction with the employees was also done in a
informal way. So as to gather information about the feeling of the respondent with
regard to the topic under investing.
SOURCE OF DATA:
PRIMARY DATA:
The primary data has been collected by means of questionnaires and interview method
and also to the employee of Arignar Anna Sugar Mills.
SECONDARY DATA:
The secondary data has been collected from various public sources. Books, journals and
various website.
RESEARCH DESGIN:
To study and describe the satisfaction level of various employee welfare measure
provided to employee Arignar Anna Sugar Mills is Descriptive Research. Descriptive

research includes surveys and fact finding enquires of different kinds. The major purpose
of descriptive research is description of the state affairs as it exist at present.
SAMPLING DESIGN:
20 employees has been taken from 5 departments Manufacturing & Research and
Development Department, Finance Department, Marketing Department, Material
management department, HRD/personnel/Admn. Which makes 100 as sample and it is a
stratified random sampling method.
STASTICAL TOOL USED:
 Percentage Analysis and
 Correlation

CHAPTER – V
DATA ANALYSIS AND INTERPETATION
The data has been collected from 100 employees of Aringar Anna Sugar mills ,Tanjore.
Regarding Employee welfare measure with special reference to social security has been
analysised and interpreted in the following table and charts.

Table 4.1 Age of the Respondents
Frequency Percent Valid Percent Cumulative
Percent
Valid Less than
25
32 32.0 32.0 32.0
25-35 40 40.0 40.0 72.0
35-45 22 22.0 22.0 94.0
45 and
above
6 6.0 6.0 100.0
Total 100 100.0 100.0
Source: Primary data
Interpretation:
From the above table it is clear that40% of the employee belongs to 25-35 age.

Table 4.2 Gender of the Respondents
Percent
Valid Male 85 85.0 85.0 85.0
Female 15 15.0 15.0 100.0
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 85% of the employees are male and 15 of them are
female.
Less than 25 25-35 35-45 45 and above
Age of the Respodents
0
10
20
30
40
Frequency
Age of the Respodents

Table 4.3 Income of the respondent
Percent
Valid <Rs. 5000 9 9.0 9.0 9.0
Rs.5000-
10,000
29 29.0 29.0 38.0
Rs.10,000-
15,000
37 37.0 37.0 75.0
Rs.15,000-
20,000
16 16.0 16.0 91.0
>20,000 9 9.0 9.0 100.0
Total 100 100.0 100.0
Male Female
Gender of the Respondents
0
20
40
60
80
100
Frequency
Gender of the Respondents

Interpretation:
From the above table it is cleat that 37% of the respondent are earning10, 000-15000.
Table 4.4 Medical benefit to individual and family
Percent
Valid highly
Satisfied
42 42.0 42.0 42.0
Satisfied 41 41.0 41.0 83.0
Neutral 15 15.0 15.0 98.0
Dissatisfied 2 2.0 2.0 100.0
Total 100 100.0 100.0
<Rs. 5000 Rs.5000-10,000 Rs.10,000-
15,000
Rs.15,000-
20,000
>20,000
Income of the respondent
0
10
20
30
40
Frequency
Income of the respondent

Interpretation:
From the above table it is clear that 42 percent of the people are highly satisfied and 41
percent of the people satisfied towards medical benefit to individual and family.
Table 4.5Maternity benefit to women employee
Percent
Valid Highly
satisfied
7 7.0 7.0 7.0
Satisfied 50 50.0 50.0 57.0
Neutral 42 42.0 42.0 99.0
Dis-
Satisfied
1 1.0 1.0 100.0
Total 100 100.0 100.0
highly Satisfied Satisified Netural Dis-Satisified
Medical benefit to individual and family
0
10
20
30
40
50
Frequency
Medical benefit to individual and family

Interpretation:
From the above table it is clear that 50 percent of the people are satisfied and 7 percent of
the people highly satisfied towards to maternity benefit to women employee.
Table 4.6 Disablement benefits to individual
Percent
Valid Highly
Satisfied
21 21.0 21.0 21.0
Satisfied 52 52.0 52.0 73.0
Neutral 25 25.0 25.0 98.0
Dis-satisfied 1 1.0 1.0 99.0
Highly dis-
satisfied
1 1.0 1.0 100.0
Total 100 100.0 100.0
Highly satisified Satisified Netural Dis-Satisfied
Maternity benefit to women employee
0
10
20
30
40
50
Frequency
Maternity benefit to women employee

Interpretation:
From the above table it is clear that 52 percent of the people are satisfied and 21 percent
of the people highly satisfied towards disablement benefits to individual.
Table 4.7 Dependence Benefit
Percent
Valid Highly
satisfied
7 7.0 7.0 7.0
Satisfied 58 58.0 58.0 65.0
Neutral 30 30.0 30.0 95.0
Highly dis-
satisfied
2 2.0 2.0 100.0
Total 100 100.0 100.0
Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Disablement to individual
0
10
20
30
40
50
60
Frequency
Disablement to individual

Interpretation:
From the above table it is clear that 58 percent of the people are satisfied and 7 percent of
the people highly satisfied towards dependence benefit.
.
Table 4.8 Old age Benefit
Percent
Valid Highly
satisfied
15 15.0 15.0 15.0
Satisfied 52 52.0 52.0 67.0
Neutral 29 29.0 29.0 96.0
Dis-
satisfied
4 4.0 4.0 100.0
Total 100 100.0 100.0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Dependence Benefit
0
10
20
30
40
50
60
Frequency
Dependence Benefit

Interpretation:
From the above table it is clear that s 52 percent of the people are satisfied and 15 percent
of the people highly satisfied towards the old age benefit.
.
Table 4.9 Employee injury benefit
Percent
Valid Highly
satisfied
20 20.0 20.0 20.0
Satisfied 52 52.0 52.0 72.0
Neutral 23 23.0 23.0 95.0
Highly dis-
satisfied
2 2.0 2.0 100.0
Highly satified Satisfied Neutral Dis-satisfied
Old age Benefit
0
10
20
30
40
50
60
Frequency
Old age Benefit

Total 100 100.0 100.0
Interpretation:
of the people highly satisfied towards employee injury benefit.
Table 4.10 Environmental Protection effort
Percent
Valid Highly
satisfied
19 19.0 19.0 19.0
Satisfied 47 47.0 47.0 66.0
Neutral 25 25.0 25.0 91.0
Highly dis-
satisfied
4 4.0 4.0 100.0
Total 100 100.0 100.0
satisfied
Employee injury benefit
0
10
20
30
40
50
60
Frequency
Employee injury benefit

Interpretation:
of the people highly satisfied towards environmental protection effort offered in the
organization.
Table 4.11 Housing facility/Road Lighting
Percent
Valid Highly
satisfied
16 16.0 16.0 16.0
Satisfied 47 47.0 47.0 63.0
Neutral 28 28.0 28.0 91.0
Highly dis-
satisfied
2 2.0 2.0 100.0
Total 100 100.0 100.0
satisfied
Environmental Protection
0
10
20
30
40
50
Frequency
Environmental Protection

Interpretation:
From the above table it is clear that 47percent of the people are satisfied and 16 percent
of the people highly satisfied towards the housing facility, road, and lighting offered in
the organization.
Table 4.12 Canteen Facilities
Percent
Valid Highly
satisfied
27 27.0 27.0 27.0
Satisfied 38 38.0 38.0 65.0
Neutral 27 27.0 27.0 92.0
Highly dis-
satisfied
3 3.0 3.0 100.0
Total 100 100.0 100.0
satisfied
Housing facility/Road Lighting
0
10
20
30
40
50
Frequency
Housing facility/Road Lighting

Interpretation:
of the people highly satisfied towards canteen facility offered in the organization.
Table4.13 Transport Facilities
Percent
Valid Highly
satisfied
16 16.0 16.0 16.0
Satisfied 48 48.0 48.0 64.0
Neutral 23 23.0 23.0 87.0
Highly dis-
satisfied
6 6.0 6.0 100.0
Total 100 100.0 100.0
satisfied
Canteen Facilities
0
10
20
30
40
Frequency
Canteen Facilities

Interpretation:
of the people highly satisfied towards the transport facility offered in the organization.
Table 4.14 Provision for Safety equipment
Percent
Valid Highly
satisfied
15 15.0 15.0 15.0
Satisfied 43 43.0 43.0 58.0
Neutral 39 39.0 39.0 97.0
Highly dis-
satisfied
2 2.0 2.0 100.0
satisfied
Transport Facilities
0
10
20
30
40
50
Frequency
Transport Facilities

Total 100 100.0 100.0
Interpretation:
From the above table it shows 43 percent of the people are satisfied and 15 percent of the
people highly satisfied towards provision of safety equipment offered in the organization.
.
Table 4.15 Drinking water facility and sanitation
Percent
Valid Highly
satisfied
15 15.0 15.0 15.0
Satisfied 60 60.0 60.0 75.0
Neutral 23 23.0 23.0 98.0
Dis-
satisfied
2 2.0 2.0 100.0
satisfied
Provision for Safety equipment
0
10
20
30
40
50
Frequency
Provision for Safety equipment

Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the drinking water facility and sanitation offered in the
organization.
Table 4.16 Education facility
Percent
Valid Highly
satisfied
15 15.0 15.0 15.0
Satisfied 48 48.0 48.0 63.0
Netural 27 27.0 27.0 90.0
Highly satisfied Satisfied Neutral Dis-satisfied
Drinking water facility and sanitation
0
10
20
30
40
50
60
Frequency
Drinking water facility and sanitation

Highly dis-
satisfied
4 4.0 4.0 100.0
Total 100 100.0 100.0
Source: primary data
Interpretation:
people highly satisfied towards the educational facility offered in the organization.
Table 4.17 Conducive work environment
Percent
Valid Highly
satisfied
13 13.0 13.0 13.0
Satisfied 50 50.0 50.0 63.0
Highly satisfied Satisfied Netural Dis-satisfied Highly dis-
satisfied
Education facility
0
10
20
30
40
50
Frequency
Education facility

Neutral 31 31.0 31.0 94.0
Highly dis-
satisfied
2 2.0 2.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the conducive work environment offered in the
organization.
.
Table 4.18 Worker's education
Percent
Valid Highly
satisfied
14 14.0 14.0 14.0
Satisfied 57 57.0 57.0 71.0
satisfied
Conducive work envrionment
0
10
20
30
40
50
Frequency
Conducive work envrionment

Neutral 21 21.0 21.0 92.0
Highly dis-
satisfied
1 1.0 1.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the worker‟s education benefits given in the organization.
.Table 4.19 Worker recreation/child/youth/women's club/play ground, park
Percent
Valid Highly
satisfied
14 14.0 14.0 14.0
Satisfied 45 45.0 45.0 59.0
satisfied
Worker's education
0
10
20
30
40
50
60
Frequency
Worker's education

Neutral 31 31.0 31.0 90.0
Highly dis-
satisfied
4 4.0 4.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the worker recreation, child, youth, women‟s club, play
ground, park.
Table 4.20 Creches benefit to children
Percent
Valid Highly
satisfied
18 18.0 18.0 18.0
Satisfied 34 34.0 34.0 52.0
satisfied
Worker recreation/child/youth/women's club/play ground, park
0
10
20
30
40
50
Frequency
Worker recreation/child/youth/women's club/play ground, park

Neutral 33 33.0 33.0 85.0
Highly dis-
satisfied
8 8.0 8.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied.
Table 4.21 Uniforms given in the organization
Percent
Valid Highly
satisfied
12 12.0 12.0 12.0
Satisfied 58 58.0 58.0 70.0
satisfied
Creches benefit
0
10
20
30
40
Frequency
Creches benefit

Neutral 27 27.0 27.0 97.0
Highly dis-
satisfied
1 1.0 1.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the uniform given by the organization.
Table 4.22 Distribution of work/provision of rest hours
Percent
Valid Highly
satisfied
12 12.0 12.0 12.0
Satisfied 47 47.0 47.0 59.0
satisfied
Uniforms
0
10
20
30
40
50
60
Frequency
Uniforms

Neutral 36 36.0 36.0 95.0
Highly Dis-
satisfied
1 1.0 1.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards the provision of rest hours offered in the organization.
Table 4.23 Market co-operative/credit society
Percent
Valid Highly
satisfied
8 8.0 8.0 8.0
Satisfied 31 31.0 31.0 39.0
Highly satisfied Satisfied Neutral Dis-satisfied Highly Dis-
satisfied
Distribution of work/provision of rest hours
0
10
20
30
40
50
Frequency
Distribution of work/provision of rest hours

Neutral 20 20.0 20.0 59.0
Dis-satisfied 30 30.0 30.0 89.0
Highly dis-
satisfied
11 11.0 11.0 100.0
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards existence of marketing co-operative credit society offered
in the organization.
Table 4.24 Maximum level of satisfaction towards Employee welfare
facilities offered in the organization.
S.no Particular Percentage Rank
1 Drinking water facility 60% 1
satisfied
Market co-operative/credit society
0
10
20
30
Frequency
Market co-operative/credit society

2 Dependence benefit 58% 2
3 Uniform‟s to employee 58% 2
4 Worker’s education 57% 3
Interpretation:
From the above table maximum level of satisfaction towards employee welfare facilities
offered in the organization are ranked below:
Rank 1 - Drinking water facility
Rank 2 - Dependence benefit
Rank 2 - Uniform‟s to employee
Rank 3 - Worker‟s education
Table 4.25 Minimum level of satisfaction towards Employee welfare
facilities offered in the organization.
S.no Particular Percentage Rank
1 Marketing co-operative credit society 31% 1
2 Creches benefit to children 34% 2
3 Canteen facility 38% 3
Interpretation:
From the above table Minimum level of satisfaction towards employee welfare facilities
offered in the organization are ranked below:
Rank 1 - Marketing co-operative credit society
Rank 2 - Creches benefit to children
Rank 3 - Canteen facility
Table 4.26 table showing the Correlation of age vs work environment
factor.
Age of the Work

Respodents environment
factor
Age of the
Respodents
Pearson
Correlation
1 .097
Sig. (2-tailed) .339
N 100 100
Work environment
factor
Pearson
Correlation
.097 1
N 100 100
Work environment factor = Environmental Protection+ Provision for safety equipment+
Uniform.
Interpretation:
From the above table it is clear that age of the employees and employee welfare factors
with respect to work environment is positively correlated. There is a relationship between
age and employee welfare factors with respect to work environment .The relation
between two variable in such that as one variable values tend to increase the other
variable value tend to increase.
Table 4.27 table showing the Correlation of age vs Convenience factor

Age of the
Respodents
Convenience
factor
Age of the
Respodents
Pearson
Correlation
1 .208(*)
N 100 100
Convenience factor Pearson
Correlation
.208(*) 1
N 100 100
Convenience factor =canteen facilities+ Drinking water facility+ Conducive work
environment.
. Interpretation:
with respect to convenience factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to convenience factor The
relation between two variable in such that as one variable values tend to increase the
other variable value tend to increase.
Table 4.28 table showing the Correlation of age vs Work health factor.

Age of the
Respodents
Work
health
factor
Age of the
Respodents
Pearson
Correlation
1 .100
N 100 100
Work health factor Pearson
Correlation
.100 1
N 100 100
Work health factor = Medical benefit to individual and family + Disablement to
individual+ Dependence benefit+ Old age benefit +Employee injury benefit.
.
Interpretation:
with respect to work health factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to work health factor The

Table 4.29 table showing the Correlation of age vs Women and child welfare
factor
Age of the
Respodents
Women and
child
welfare
factor
Age of the
Respodents
Pearson
Correlation
1 .112
N 100 100
Women and child
welfare factor
Pearson
Correlation
.112 1
N 100 100
Women and child welfare factor = Maternity benefit for women employee+ crèches
benefit.
Interpretation:
with respect to women and child welfare factor is positively correlated. There is a
relationship between age and employee welfare factors with respect to women and child
welfare factor The relation between two variable in such that as one variable values tend
to increase the other variable value tend to increase.

Table 4.30 table showing the Correlation of age vs Worker‟s education
factor.
Age of the
Respodents
Worker
education
factor
Age of the
Respodents
Pearson
Correlation
1 .116
N 100 100
Worker‟s education
factor
Pearson
Correlation
.116 1
N 100 100
Worker‟s education factor = Educational facility + Worker‟s education.
Interpretation:
with respect to worker‟s education factor is positively correlated. There is a relationship
between age and employee welfare factors with respect to worker‟s education factor The

Table 4.31table showing the Correlation of age vs. Outside welfare facilities
factor
Age of the
Respodents
outside
welfare
factor
Age of the
Respodents
Pearson
Correlation
1 -.060
N 100 100
outside welfare
factor
Pearson
Correlation
-.060 1
N 100 100
Outside welfare factor =Housing facilities and road lighting+ Transport facility+ Market
co-operative and credit facility.
Interpretation:
From the above table it is clear that age and outside welfare factors with employee
welfare is negatively correlated. There is a negative relationship between age and job
related to employee welfare outside. The relation between two variable in such that as
one variable values tend to increase the other variable value tend to decrease

CHAPTER – VI
FINIDINGS
1. 40% of the employee in the organastion belongs to 25-35 agewhich means
large people is young.
2. 85% of the employee are male.
3. 37% of the employees are earning 10,000-15000 per month.
4. 42% of the are employee are highly satisfied towards medical benefit to
individual and family offered in the organization.
5. 50% of the employee are satisfied towards the maternity benefit to women
employee offered in the organization.
6. 52% of the employee are satisfied towards disablement benefits to individual
offered in the organization
7. 58% of the employee are satisfied towards the dependence benefit provided in
the organization.
8. 52% of the employee are satisfied towards old age benefit provided in the
organization.
9. 52% of the employees are satisfied towards employee injury benefit offered in
the organization.
10. 47% of the employee are satisfied towards environmental protection offered in
the organization.
11. 47% of the employee are satisfied towards housing facility and road lighting
offered in the organization.
12. 38% of the people satisfied towards the canteen facility offered in the
organization
13. 48% of the people are satisfied towards the transport facility offered in the
organization.
14. 43% of the people are satisfied towards provision for safety equipment
provided in the organization.

15. 60% of the people are satisfied towards drinking water facility and sanitation
provided in the organization.
16. 48% of the people are satisfied towards educational facility provided in the
organization.
17. 50% of the employee are satisfied towards conducive work environment
offered in the organization.
18. 57% of the employee are satisfied towards worker‟s education offered in the
organization
19. 45% of the employee are satisfied towards worker recreation, child, youth,
women‟s club, play ground, park.
20. 34% of the employee are satisfied towards crèches benefit offered in the
organization.
21. 58% of the employee are satisfied towards the uniforms offered in the
organization.
22. 47% of the employee are satisfied towards distribution of work/provision of
rest hours.
23. 31% of the employee are satisfied towards marketing co-operative credit
society offered in the organization
24. Drinking Water facility Ranked as no.1, Dependence benefit and Uniform‟s to
employee are ranked no.2 and worker‟s education are ranked at no.3, towards
Maximum level of satisfaction welfare facility offered in the organastion.
25. Marketing co-operative credit societies are ranked at no.1, Creches benefits to
children are ranked at no.2 and canteen facilities are ranked at no.3. Towards
Minimum level of satisfaction welfare facility offered in the organastion.
26. Correlation of Age vs Worker Environment factor are positively correlated.
27. Correlation of Age vs Convenience factor are positively correlated.
28. Correlation of Age vs Work Health factor are positively correlated.
29. Correlation of Age vs Women and Child Welfare factor are positively
correlated.
30. Correlation of Age vs Worker‟s Education factor is positively correlated.
31. Correlation of Age vs Outside Welfare factor is negatively correlated.

CHAPTER-VII
RECOMMENDATIONS
 Medical benefit should be provided inside the industry by
providing small dispensary/hospital.
 Quality of food in the canteen should be improved.
 Schools with good standard providing Quality education should
established.
 The employee should be made members in welfare club like (Red
Cross& lions club etc).
 Marketing Co-operative societies should be formed and the
company can also have tie up with co-operative bank for granting
loans.

CONCLUSION
The welfare measure are more important for every employee, without welfare measure
employee can not work effectively in the organization. Social securities measure like
workmen compensation, maternity benefit, old age benefit, medical benefit and family
welfare benefit are very important. The organization by providing better social securities
to employee the satisfaction towards job can be improved. But they are lacking in canteen
facilities, worker‟s education facilities, marketing co-operative credit societies. They
should take necessary steps to improve in those measures. So that the employee can do
his job more effectively.

CHAPTER-VIII
SCOPE AND LIMITATIONS
SCOPE OF THE STUDY:
The scope of the study is to find out how for the existing welfare schemes cater to the
requirement of the employee of Arignar Anna Sugar Mills, Kurungulam. The study will be
able to throw light on the dark spots where it need some sort of improvement in the
welfare scheme that have been implement. The purpose of the study is to measure the
employees attitude regarding the welfare measures provided in the company.
LIMITATIONS:
Regarding data, the researcher had difficulty to get back all the questionnaires supplied to
the employees, and also some of the workers were reluctant to respond to the
questionnaires due to fear. Some of the favorable & unfavorable answer due to reasons
unknown to them.

A) BIBOLOGRAPHY:
1. Aswathappa.k, Human Resource and Personnel Management Text and cases, Tata
Mc Graw Hill, 2002, New Delhi.
2. Aswathappa.k, Human Resource and Personnel Management, Tata Mc Graw Hill,
1999, New Delhi.
3. Bernardin H..Jonn Human Resource Management, on Experimental Approach,
Tata Mc Graw Hill, 2002, New Delhi.
4. Gary Dessler, Human Resource Management, Prentice Hall, Tenth Edition 2004,
New Delhi.
5. Gary Dessler, Framework for Human Resource Management, Prentice Hall, Tenth
Edition 2005 New Delhi.
6. Jerald R.Smith Peggy A. Golden, Human Resource Simulation, Prentice Hall,
Second Edition 2005, New Delhi.
Websites:
www.google.com

B)QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES
AND SOCIAL SECURITY OFFERED TO EMPLOYEES.
NAME : ______________________________
AGE :
□ Less than 25
□ 25-35
□ 35-45
□ 45 & above.
SEX :
□ Male
□ Female
EDUCATION QUALIFICATION : SSLC/UG/PG/PROFESSIONAL
INCOME :Less than 5000
□ 5000-10,000
□ 10,000-15,000
□ 15,000-20,000
□ 20,000 & above
DEPARTMENT : ______________________________
DESIGNATION : ______________________________
YEARS OF EXPERIENCE : ______________________________
(Please tick the appropriate
box)
Sl
no QUESTIONS
HIGIILY
SATISFIED
SATISFIED NEUTRAL DIS-
SATISFIED
HIGHLY
DIS-
SATISFIED
1.
Medical benefit to individual
and family.
2.
Maternity benefit for women
employee.

3. Disablement to individual.
4. Dependence benefit.
5.
Old age benefit
(Gratuity, PF, Group
insurance, Loan benefit, O.T)
6. Employee injury benefit.
7. Environmental protection.
8.
Housing facilities/
Road Lighting.
9. Canteen facilities.
10. Transport facilities.
11.
Provision for safety
equipment.
12.
Drinking water facility and
sanitation.
13. Educational facility.
14. Conducive work environment.
15. Worker’s education facility.
16.
Worker recreation/ child/
youth/ women’s club/ play
ground, park etc.,
17. Crèches benefit.
18. Uniforms.

19.
Fair distribution of work/
provision for rest hours/
breaks.
20.
Market co-operative/
Credit society.

statutory and non-statutory welfare measure

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