Escolar Documentos
Profissional Documentos
Cultura Documentos
MEANING OF MANAGEMENT:
Management has been defined as control and creation of a technological and
human environment that can support optimal utilization of resources and competences
for achieving organizational goals.
MEANING OF HRM:
It is the process of bringing the people and organization together so that the
goals of each are met it, for always tries to secure the best fro, the people by winning
their whole hearted corporation.
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The word labour means any productive activity i.e. the work. Labourat all
times ,has been recognized as a separate factor of production.Whether manual or mental,
which is undertaken for monetary consideration is called labour.Labour welfare refers
to the assurance of desirable conditions of labour.
The establishment of “ILO in 1919” was another important land mark in the
history of labour welfare it stressed on Industrial Universal Peace on the basis of
social justice. The formation of “All India Trade Union Congress in 1920” also
caused for the development of labour welfare.
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DEFINITIONS:
Labour welfare also shaped according to age, sex social cultural back ground
marital status and also education level of workers in organization so, various
environment Authors have contributed their valuable definition’s on Labour welfare .
Anything done for the intellectual, physical, moral and economic betterment
of the workers, whether by employees, by Government (or) agencies, over and above
what is laid down by law (or) what is normally expected of the contractual benefits
for which workers may have bargained”.
“Effort to make life worth living for worker”
Broadly speaking measures and activities under takes by the state, employees,
and associations of workers for the improvement of workers, standards of life and for
the promotion for their economic and social well-obeying one leveled a welfare
work”.
1) Employment
Recruitment
Selection
Placement
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2) Human Resource Development
Performance Appraisal
Training
Management Development
Organization Development
3) Compensation
It is the process of providing adequate, equitable and fair remuneration to the
employees. It includes the following functions.
Job Evaluation
Bonus
Fringe Benefits
Incentives
The significance of welfare measures was accepted as early as 1931, when the
Royal Commission on Labour stated: The benefits are of great importance to the
worker which he is unable to secure by himself. The schemes of Labour welfare may
be regarded as a wise
Welfare investment because these would bring a profitable return in the form of
greater efficiency. Welfare work thus serves the following purposes:
Enables workers to have a richer and more satisfying life.
Raises the standard of living of the workers by indirectly reducing the burden
on their pocket.
Absorbs the shocks injected by industrialization and urbanization on workers.
Employee satisfaction is one of the important factors that have drawn attention of
managers in the organization. Various studies have been conducted to find out the factors
which determine employee satisfaction and the way it influences productivity in the
organization. Labour welfare measures are one of the important factors among them.
Unless an employee is satisfied on his or her job there is always a possibility of his
or her disharmony and disorganization and this will affect the smooth functioning of
the organization. A work situation provides an opportunity for the satisfaction of
many needs of the workers. Not only the monetary gains but also work means much more
to her or him. It is on the work and through it that the individual finds opportunities for
the satisfaction of his or her social and personal ego needs.
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Welfare facilities may also be categorized as:-
1) Intra-mural and
2) Extra-mural
1) Intra mural facilities
2) Extra-mural facilities
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NEED OF THE STUDY
It can help management to assess training needs. Usually employees are given
an opportunity to report what they feel about how supervisor performs certain parts of
the jobs such as delegating work and giving adequate job instructions. It can help
management to know whether the best performers are receiving the rewards and the
satisfaction from their jobs.
The study is important because it is going to inform the management of East
India Commercial Company Limited about areas causing displeasure among the
employees and workers.
Since the study is going to offer some important studies for the betterment of
well being of the employees it is important from the point given.
The study is also significant because employees are going to be immensely
benefited.
To get aware about the welfare measures taken by the company for employees.
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SCOPE OF THE STUDY
The scope of the study is to find out the welfare measures among the
employees within the organization. The present study focuses to find the satisfaction
level of employees on the working conditions, basic needs and requirements, welfare
and safety measures and also the training programs provided to them. In addition to
that organizational policies and practices, wages and salaries, employee relationships
were studied to find the overall welfare measures among employees.
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OBJECTIVES OF THE STUDY
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METHODOLOGY
1. PRIMARY DATA:
The primary data for the thesis is collected through the following tools
A Questionnaire that includes different parameter like
existing Training facilities, Training needs of the
employees, etc.
Personal interaction with the employees.
2. SECONDARY DATA:
The Secondary data for the thesis is collected through the following
tools
Personal files of employees
Internet
Journal
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LIMITATIONS OF THE STUDY
The workers are very illiterate and they were unwilling to give the
information due to fear.
Some workers give only basic information.
As the officials were very busy during the survey, so that data collected as
very limited optioned for the information.
It also includes all the limitation in the questionnaire from the research.
Limited period of two months was constant scope of study.
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REVIEW OF LITERATURE
INTRODUCTION:
The word labour means any productive activity i.e. the work. Labourat all
times ,has been recognized as a separate factor of production.Whether manual or mental,
which is undertaken for monetary consideration is called labour.Labour welfare refers
to the assurance of desirable conditions of labour.
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The establishment of “ILO in 1919” was another important land mark in the
history of labour welfare it stressed on Industrial Universal Peace on the basis of
social justice. The formation of “All India Trade Union Congress in 1920” also
caused for the development of labour welfare.
DEFINITIONS:
Labour welfare also shaped according to age, sex social cultural back ground
marital status and also education level of workers in organization so, various
environment Authors have contributed their valuable definition’s on Labour welfare .
Anything done for the intellectual, physical, moral and economic betterment
of the workers, whether by employees, by Government (or) agencies, over and above
what is laid down by law (or) what is normally expected of the contractual benefits
for which workers may have bargained”.
“Effort to make life worth living for worker”
Broadly speaking measures and activities under takes by the state, employees,
and associations of workers for the improvement of workers, standards of life and for
the promotion for their economic and social well-obeying one leveled a welfare
work”.
CONCEPT OF WELFARE
The oxford Dictionary defines labour as "Efforts to make life worth living for
worker".
The Committee on the Labour welfare-1969 defines the labour welfare concept as
"such services, facilities and amenities like adequate canteens, rest rooms, recreation,
sanitary, medical arrangements for travel to and work and for the accommodation of
workers employed at a distance place from their homes, and such other services,
amenities including social security measures as contribute to improve the conditions
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under which workers are employed".
PRINCIPLE OF EFFICIENCY :
Efficiency of the workers and welfare facilities are interdependent. Employers
quite often provide welfare facilities to their employees as it would increase their
efficiency which would in turn lead to increase in the productivity. According to this
principle, labour welfare measures help the workers to resist the baneful effects of the
industrial system. Therefore, it is necessary to organize labour welfare activities both
inside and outside the factory.
PRINCIPLE OF COORDINATION OR INTEGRATION:
This principle of coordination or integration plays an important role in the
success of welfare programmes. Welfare measures to be effective need coordination
or integration approach. This will promote a healthy development of the employees in
their work, home and community. This is essential for integrating employees to their
work environment.
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PRINCIPLE OF RESPONSIBILITY :
This principle is based on the assumption that labour welfare is the joint
responsibility of the employers and employees.
Accordingly to this principle, labour welfare becomes simples and easiest task,
because the responsibility is shared by different groups.
PRINCIPLE OF TIMELINESS :
The timeliness of any welfare programme help in its success. To find out what
are the labour welfare needs and what kind of welfare programmes are necessary, the
time required is important. Timely action in proper direction is essential in any kind
of welfare activities.
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THE CONTRACT LABOUR (REGULATION & ABOLITION
ACT- 1970 ):
The following welfare measures are to be provided to the contract workers under the
Act:
A Canteen in every establishment employing 100 or more workers
Rest rooms and other suitable alternatives accommodation where the contract
labour is required to halt at night in connection with work of an establishment
Provision for washing facilities
Provision for first-aid box equipped with the prescribed contents
The Act imposes liability on the principal employer to provide the above
amenities to the contract labour employed in his establishment, if the contractor fails
to do so.
The social security benefits or services are provided in three major ways;
1. Social Insurance
2. Social Assistance
3. Public Service.
A. Medicaid Benefits:
This benefit is also available to the family of the worker of the welfare.
It consists of free medical treatment at dispensary or hospital by the co-
operation or at one of the risk.
B. Maternity Benefit: This benefit consists of cash payments to the
insured women worked- at the age of sickness benefit for a period of
12 weeks. In case of miscarriage, the benefits shall be given for 6 weeks:
C. Sickness Benefit: Sickness benefit is available to an insured worker in
case of certified sickness. It consists of cash payments of 56 days in a
continues period in a year. No payment is half of the average daily
wage.
D. Disablement Benefit: This benefit is available in case of Industrial
accidents and injury. The nature of benefit differs with different types
of disablements.
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WELFARE FACILITIES
Labours is having work force of 3,928 workers and 400 Managerial, Supervisory
and Clerical staff. Out of 3,928 workers, 3,813 are males and 115 females. Shift
system is in the mill. It works round the clock and 21 shifts in 7 days. Every worker will
be given a weekly off for 1 day in the week. The shifts classified as here under.
A Shift - 6 A.M to 10 A.M & 2 P.M to 6 P.M
B Shift - 10 A.M to 2 P.M & 6 P.M to 10 P.M
C Shift - 10 P.M to 6 A.M
General shift is 8 A.M to 12 Noon and 2 P.M to 6 P.M
WORK ENVIRONMENT :
According to Factories Act, The management for the welfare of the workers
provides the following facilities.
WASHING FACILITIES:
Sri Krishna Jute Mills, Eluru is providing adequate and suitable washing facilities for
the workers.
FACILITIES FOR STORING AND DRYING CLOTHS:
There are adequate and suitable places as prescribed by the state Government
for keeping their clothing not worn during working hours and drying of wet clothing
as per Sec.43 of Factories Act, 1948
DRINKING WATER:
Drinking water to the worker provided through 20 Nos. Taps at different location
adjusted to the departments. Overhead tanks and bore well are there. In order to maintain
hygienic conditions, the water chlorinated regularly.
COLD WATER FACILITIES:
18 Nos. of water coolers are providing at different locations adjacent to
departments for providing Cooling water to workers in summer.
CANTEEN:
The Mill is maintaining a canteen. The food stuffs supplied to workers on
subsidize price.
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REST ROOMS-FACILITIES FOR SITTING:
Adequate sitting facilities during their rest time provide for workers who work
in standing position in compliance of sec.44 of the Factories Act, 1948.
CRECHES:
For children of Female workers Crèche provided. In Creches full time Female
Worker (Ayah) employed in each shift to look after the children of Female Workers.
In Crèche milk and nutrition's food is giving to the children.
SPITTOONS:
Sufficient number of spittoons is provided at convenient places and maintaining in a
clean and hygienic condition.
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PROFILE OF THE COMPANY
This Jute Mill is a pioneer mark in the town of Eluru, employing so many people
has provided links of communications with international markets. Apart from the
general production activities, it also puts a hand toward the development of the town.
It maintains two gardens open for public on the banks of a water canal in the mid of
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the town. The history of Eluru marks that during natural calamities, it is the first
group which moves out to help the citizens to their best in whatever way they can.
Krishna Hessians is the result of the 60-year old jute company’s efforts. This is a
new jute unit with modern technology and machinery set up in 1998, is incorporated
with Shuttle less looms of Sulzer and Dornier make. It has a separate Dyeing and
Bleaching Plant, a Lamination Plant, a R&D cell to develop products to meet
customersrequirements.
The mill had worked with continuity except till October, 2002 when the mill had
to close down due to the unreasonable demands of the labour. The mill was locked out
till February, 2003, and hence there was no production for about five to five and half
months. The mill regained back to normal state from around March, 2003 and the
production picked up its continuum.
BOARD OF DIRECTORS
The Board of Directors of the EICC comprises of the following:
1. Mr. AlokBhartia Chairman
2. Mr. BrijGopalLunani Managing Director
3. Mr. Deepak Bhatia Director
4. Mrs. AlpanaBhatia Director
5. Mr. B. Shyamsukha Director
6. Mr. Manohar Gopal Lunani Director
7. Mr. Siva Shankar Lunani Director
8. Mr. Ashok Kumar Lohia Director
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e. Orissa - 1
f. Madhya Pradesh - 1
g. Tripura - 1
Average production of Jute Goods : 17,000 Thousand Tons.
Average export of Jute Goods : 181 Thousand Ton.
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FLOW CHART
There are several departments in the jute processing from the beginning till the
finishing stage . They are as follows:
Batching Department
Department
Weaving Department
Finishing Department
1. BATCHING DEPARTMENT:
Jute is normally delivered to the mills in the form of bales. The bales
received at the mill are first weighed at the recurring point and after it, jute was
taken to the godown and stored the daily jute issues are made to batching department
where
The bales are opened and “selection” of fiber done. Jute is grown in different
areas and varies in strength, color and fineness.
In the first mechanical operation in the mill, the jute is fed in between sets of
heavy spiral fluted rollers. This process helps in removal of dust sticks and barky
portions adhering to the fiber, besides softening the fiber is general while the
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material is passing though softener, emulsion of oil generally a mineral oil called
Jute Batching Oil” and water is applied on Jute. The softened is kept in piles for
24 to 100 or more hours depending upon fiber quality. This process renders the
fiber thoroughly plain.
2. PREPARING DEPARTMENT:
After piling still hard portion of roots in Jute are correctly cutter by knives.
The fiber are then carded, first in breaker card and rent in finisher card and next in
finisher card, which reduce the average length of the fiber by teasing and combing
and deliver then in the form of a long continuous ribbon 5 or 6 in width called sliver.
In the case of fibers which are burden breaker carded material is given an extra
passage of carding in “inter card banner being, put in finisher card. The principle
function of the CARDING is to split the comitias of fiber fed into then by
separating as far as possible the individual stranded of more so as to break. Their
adherence to one another and at the same time attenuate fiber mass.
3. SPINNING DEPARTMENT:
The spinning frames convert the sliver of the finisher drawing machine into yarn
light yarn. i.e. Hessian wrap/wefts and sacking wrap yarn as well as sale yarn up to
18/19 lbs. count is spun on 51/4th pitch spinning gramers.
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Single yarn is caps in spool winding machine (far selling as such/converted
into hanks/spools and packed into bags of 50 kgs. bags of 180-200 kgs as required.
5. BEAMING DEPARTMENT:
In the skeleton the bags are prepared and as per the requirement of the
customer the thickness, the width and the quality will be maintained.
6. WEAVING DEPARTMENT:
There are automatic looms. In the looms electric prepare and then in the
cylinder machine with the help of stem pressure the cloth will be pressed and passed
through the rolls.
7. FINISHING DEPARTMENT:
Women cloth is measured, damped and cylindered to produce the desired
smoothness of finish.
The sacking fabric finished as above and after inspection for quality desire
into required sized and then stitched to make bags which are inspected bundled
and finally packed into bales.The Hessian fabric finished as in 10 above is in 10
above is inspected and folded on lapping machine and packed into bale.
Yarn and twine intended for sale as such is packed in the formof bales of 180 to
200kgs. Each bags of 50 kgs. in each.
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ORGANIZATION CHART
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MANUFACTURING PROCESS
Jute
Emulsion Yarning
Softeners Twisting
Batching Winding
Breakers Bearing
Finisher Weaving
cards
Drawing Finishing
Spinning Godown
FINANCE:
Finance is the life blood of the organization. In Sri Krishna Jute Mill Finance
department is given due importance. It fulfills all the requirement of organization. The
payments related to store Purchase Jute and other departments financial requirements
are fulfilled of this department.Whenever the need of finance arise or identified in any
department it is reported to the finance department and managing director. The
Various financial decisions are made by the director and managing director of the
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company
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FINACIAL PROFILE:
The achievement of any company can be judged from its financial position
and its performance. The company with an enquiry capital of 7 lakhs is 1943 and grown
today to have itsshare capital of 1719.32 lakhs of which share worth Rs.
1,673.56 Lakhs have been issued as bonus shares is various years. The turnover of the
company is about Rs. 91.71 cores
COMPETITIORS:
The main competitors of this company are:
1. East-coast Jute mills
2. Chitivalasa Jute Mills
3. Nellimerla Jute Mills
4. West Bengal Jute Mills
MAIN PRODUCTS:
The main products manufactured are
1. Sacking Cloth
2. Jute Yarn
In this nearly 10-15 varieties are produced. With this material “Gunny Bags”
are prepared. There are 3 units under lease of East India Commercial Company.
1. Sri Bajarang Jute Mills, Guntur
2. Sri Krishna Jute Mills, Eluru
3. Krishna Hessians, Kothuru
“Hessians” is another variety which is completely export oriented. This is
manufactured at Kothuru Jute Mills.
SALES /MARKETING:
Here the marketing is done by the sales department. Here the products are sold
through various selling agents and apart from that major orders for products are from
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government i.e. direction general of supplier and disposal. Sales department will instruct
the line managers how much should be produced in a given period of time as per the
demand for product in the market.
MATERIALS/JUTE DEPARTMENT:
This department function is to provide raw materials to the production
department. The purpose raw material from Bihar, Bengal, North Bengal, Assam, Orissa
and Bhimili (A.P.) They get raw materials by middle men (Brokers).
1. Tosha jute
2. White jute
3. Meshta jute
In the above Tosha Jute is of high quality.
PERSONNEL DEPARTMENT:
This plays a vital role in the organization. All functions i.e. operational and
managerial function are discharged by this department. Besides that all statutory and
non-statutory welfare provision seen by this department.
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FUNCTIONS OF PERSONNEL DEPARTMENT:
RECRUTIMENT:
It is the process of stimulating the applicants to apply for job. Here in
recruitment process of searching for and obtaining applicants for jobs from among
when the right people can be selected.
RECRUITMENT POLICY:
The policy of management is to acquire suitable persons for the right job at
right time at the right place and to maintain required manpower of the organization.
SOURCE OF MANPOWER:
In the industry various sources of recruitment can be classified into two
brand categories, namely internal and external sources. The two sources as follows.
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SELECTION:
SELECTION PROCEDURE:
1. Preliminary Interview
2. Application Blank
3. Selection Test
4. Employment Interview
5. Medical Examination
6. Reference Checks
7. Final Approval
SELECTION COMMITTEE:
Here formally no selection committee is constituted but the selection committee
is maintained informally. Here all selection are done by the director of the unit. The
committee consists of top level management members. They are managing director and
director.
WORKER CADRE:
They need not have any educational qualifications; their selection process
will be done on two stages. Preliminary selection and Final selection will be able to
do the Technical work if they have any experience, then in final selection is certain
departments height, weight are required to be tested.
.
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1. CLERICAL SUPERVISOR CADRE:
Firstly when vacancy arises paper advertisement is being given then oral
interview will be conducted for the post of supervisor. The Minimum Qualification
required is a diploma in Mechanical Engineering.
2. APPRENTICE:
In this organization. ITI apprentice are there where they have to undergo there
stages. They are:
1. Written Test
2. Practical Test
3. Oral Interview
If they are passed in the above three stages then they will be selected and stipend
also given as per apprentice Act, 1961
EXECUTIVES AND MANAGERIAL CADRE:
For the cadre of Applicants have to go for two stages. They are:
1. Written Test
2. Oral Interview
PROMOTION:
The promotion policy of this organization is purely based on the experience
promotion means an improvement in pay, prestige, position and responsibilities of an
employee with in his / her organization.
Ex: - Assistant Officer can become an officer basing on his performance experience
and skills.
TRANSFERS:
A transfers involves a change in the job (accompanied by a change in the place
the job) of an employee without a change in responsibility or remuneration. When any
critical situation i.e. if manpower become shortage due to any-reasons then Eluru
workers will be transferred temporarily.
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PERFORMANCE APPRAISAL:
Performance appraisal is a formal structured system of measuring and evaluating
an employee’s job related behavioral and onwards to deserver how and any the
employee is presently performing on the job and how the employee can perform more
effectively in the future. So that the employee organization and society all benefit.
LEAVE FACILITIES:
The leave to the people working in this organization are as follows:
1. OFFICER: 26 casual leaves, 10 Medical leaves half payment is given for every 3
years it will be lapsed.
2. UPERVISORY, CLERICAL: 26 Casual leaves.
3. WORKERS: 15 Earn Leaves. Every January Payment is made this organization is
having 11 holidays at a year.
EMPLOYEE WELFARE
Employee Welfare consists of health, safety and welfare well-being of the
workers. Its main objective is to provide good working conditions and hygienic
environment for the work or for the purpose of ensuring good working environment.
Social Securities: This is to help employee in maintaining his future contingencies future
is always uncertain and he doesn't know what will happened in the future. A worker
cannot face big problems which needs huge financial support. This is fulfilled by the
social security. This consists of pension schemes, E.S.I. benefits, and maternity benefits
and so on.
Welfare Policy: It refers to the Physical, Mental moral and emotional well- being
of an individual. The policy of Sri Krishna Jute Mill is to increase. The workers’
productivity efficiency and to maintain industrial peace through welfare programmer.
The total amount contributed towards employee’s welfare fund in 2004 was Rs. 25,305/-
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ADMINISTRATION:
The administrations of all welfare programmes are seen by the Chief Welfare
Officer Sri Krishna Prasad and his assistant Nagesh. All statutory and Non-Statutory
welfare programmes are being implemented and reviewed time to time as per the
provisions of this Act.
Welfare Provisions:-
Welfare Provisions are divided into two provisions. They are:
1) Statutory Provisions
2) Non-Statutory Provisions
Stationary Provisions
WASHING FACILITIES:
Adequate and suitable facilities for washing of hands is maintained through taps
which they are located outside the manufacturing process and they are provided at the
end of the shift.
DRINKING WATER:
Drinking water is Act 1948 states that effective arrangement should made for
the supply of whole serve drinking water in every factory. The management is
supplying protected water to its employees.
STORING AND DRYING CLOTHS:
Facilities are provided for this section
SITTING ARRANGEMENTS:-
All work in Sri Krishna Jute Mill is carried on standing position and no sitting
facilities are provided.
CRECHES:
Act 1948.In any factory where in more than thirty women workers are ordinarily
employed, there shall be provided and maintained a suitable room or rooms for use of
the children under the age of 6 years of such women. In these organization
400 women workers are worked. It is maintaining good crèche in this organization.
WELFARE OFFICER:
As the organization manpower is about 4,000 as per Act, a minimum of 3 welfare
officers are appointed. Among them chief welfare officer is there.
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Non— Stationary Provisions:
MEDICAL CAMP:
For every 6 months 3 medical camps are provided to the workers where blood
pressure, sugar tests are conducted for all workers.
EDUCATION:
The Management of Krishna Jute Mill is maintaining a school named KPDT
high School. The workers children are given financial assistance every year those who
completed X class until their study subject to number of children.
BONUS:
If the workers gets 3500 or above they are not eligible for bonus. But this
organization made a ceiling on 2500 but bonus rate is also proportionately decreased.
A minimum of 8.33% is paid during last year. So, the bonus was paid under bonus
Act, 1965.They get bonus every year on Diwali festival.
MEDICAL ALLOWANCE:
5% of salary earned in each month shall be paid as medical allowance for
those who are not covered under E.S. I. set.
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OTHER PROVISIONS
In addition to above said provisions marriage loans are provided to workers of
6 months salary or 50% of employees contribution is salary which ever work. Every
worker when he is retiring he will get a silver gift from the management one are
named Venkatapuram was adopted and organization is working for its development
from 2000 onwards. On Deepavali special Pooja will be done by management and
prasadams will be distributed to workers. Garden parties are also conducted. Once in
2 years 3 pairs of dresses are given to sweepers drivers and at tenders and 2 series and
blouses are given to female workers.. 2 pairs of uniform is given to security
mechanical employees opposite to Krishna Jute Mills, one part is maintained.
GRATUITY:
When any worker has five years of continuous service he is entitled to
gratuity. For that a worker has to work for not less than 240 days in an year and for 6
months for not less than 120 days.
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ROLE OF WELFARE OFFICER
Here Welfare officer discharges the following function and plays the active
role which are
a) Supervision of safety, health and welfare programmes
b) Counseling workers in personnel and family problems
c) Advising management in matters of formulating labour welfare policies.
d) Establishing liaison with workers so that they may understand various
limitations under which they work.
e) Establishing liaison with management so that they latter many appreciate
worker's viewpoint to various matters in the plant.
f) Establishing harmonious relationship between labour and management.
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ABSENTEEISM, TURNOVER AND LATE COMING
COMPANY POLICY:
Company policy regarding absenteeism, Turnover and late coming is to
decrease then by punishment, dismissed, fine and counseling. For decreasing turnover
they implement day to day new motivational means.
Absenteeism - 5% to 8% per month
Turnover - 10% to 15% per year
Late Coming -10% to 16% per month
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LEAVE AND HOLIDAY ADMINISTRATION
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TIME OFFICE MANAGEMENT
ADMINISTRATION OF ATTENDANCE:-
Each of the department maintains separate attendance registers which consists
of worker (name age, shift timing and these register) are submitted to the personnel
department for recording of the data into review report of every employee
HOURS OF WORK:
According to factories act 1948, the minimum working hours are maintained
as per the provisions of this Act That 8 hours per day and up hours in a week.
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THE TIMINGS OF SHIFTS ARE:
C-shift workers will be given night shift allowance of 0.75 per night for week
and an amount of 1.50 per night as special allowance.
For every 4 hours they will be given a break of 11 minutes. For other shifts of
11minutes of break will be given twice in a shift.
C-shift 10:00 pm to 6:00 am
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SHIFT ROTATION:
Shift Rotation will be there at the end of every week.
A-shift
B-Shift C-Shift
COMMUNICATION POLICY:
Open door policy is followed in this organization to communicate with
departments, office staff and workers. Here the communication is in two ways that is
receiving of message information and feed back to the received information.
COMMUNICATION MEDIA:
They have variety of communication media which are of manual and
technical. The common mediators between labour — management communication are
trade union personnel departments and various committees. Besides that technical
channels of communication are:
Telephones:
Each department is connected through telephone Connections.
Local area network
All department computers are interlinked through local area network. Through
this information sharing is very easy.
In addition to above communication is done through memos, circulars, notice boards
and announcements. The communication channels are well equipped with technology
which is interlinked with internets and local area networks.
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PROFILE OF THE INDUSTRY
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Export and import of raw jute
Internal marketing of jute and
Undertaking measures for export promotion of Jute goods.
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INDUSTRY MILESTONE:
1854 - Birth of first Indian Jute Mill at Rishra in 1855 of West Bengal
1854-1950 - Growth of Jute Industry
1950-1960 - Adverse effect on Raw Jute Supply due to partition of Bengal
increasing of Raw Jute Cultivation in West Bengal
1960-1970 - Golden period of Jute Industry
1970-1980 - Loss of Export Market to synthetics especially in case in India.
1980-1990 - In roads of synthetics in the area of Jute Packaging,.
1980-1990 - Protection extended to Jute Industry through mandatory orders
Government of India, Initiation of Jute Diversification
1990-2000 - Growth of Jute Decentralized sector in Diversified Jute Product
Manufacturing.
JUTE PRODUCTS:
The products manufactured from raw jute can broadly be classified under the
following main heads, although they may have different specifications.
Hessian
Sacking
Carpet Backing
Other manufactures: includes twisting, canvas and other items.
The production of jute goods has been fluctuating in recent years depending upon
the demand pattern in domestic as well as foreign markets and the availability of raw
jute. The product mix has changed with a perceptible shift in favour of sacking and other
manufactures like carpet backing, canvas and other items.
MAJOR PRODUCTS:
Considering the volume of production vis-à-vis sales, the major areas of
Diversification for jute are:
Shopping and hand bags:
These are manufactured from Hessian or jute-cotton union fabrics with or without
laminations with handles of cane/ bamboo/ cotton braids, and zippers. The export
market has already crossed Rs. 100 crore.
43
Floor coverings:
Varied types of jute floor coverings such as mats and matting, floor covering with
jute base, jute and blended carpet, durries, rugs, are produced by units already
engaged in floor covering manufacture with other natural fibers. All such floor
coverings have good dimensional stability, excellent rugged texture, and attractive
exotic designs.
DECORATIVE FABRICS:
Jute-based decorative fabrics are mainly produced by the handloom/power loom
units, more than 50 percent jute content are produced by the decentralized units, using
different weave patterns and incorporating attractive designs. While some of these
fabrics are sued as furnishings due to their thickness, texture, dimensional stability,
and anti-static characteristic, many other fabrics are used in fashion bags for ladies, or
attractive household items like lamp-shades.
Wall hangings:
Attractive wall hangings, made of fiber, yarn and fabric of jute, and increasingly
making their presence felt in the home décor market with low –cost.
Gift articles:
Hand-crafted gift article of jute are as different and varied as they can be. The tea
coasters, string bags, purses, water bottle carriers, hanging chairs and pen stands
and even ethno-chic ornaments for ladies, all made of jute by skilled
craftsmen/craftswomen, are becoming popular in the domestic market.
GEOTEXTILES:
Jute geotextiles is a preferred choice whenever the solution for a specific
geotechnical problem demands geo textile attributed like biodegradability, high water
holding capacity, higher frictional character, and soil enrichment after degradation.
For this, erosion control, highway slope protection, and soft soil consolidation can be
considered as the priority areas for efficiency of JGT. Several erosion control and
highway slope protection projects in the U.S., and Switzerland have established the
efficiency of JGT.
44
COMPOSITIES & PARTICLE BOARDS:
Due to its inherent characteristic, jute fiber is a suitable candidate for effective
use in production of fiber reinforced composites. Jute composite products are eco-
friendly and techno-economically comparable with traditional wood/plywood
materials and have found wide ranging applications in building interior and transport
sectors.
Jute-phenolic resin boards, manufactured by a few entrepreneurs using jute
fabrics. Such as door panel, furniture and packaging, and as wall panel, seat/back rest
and even mechanical components in railway coach building, jute stick particle boards,
and interior decoration.
Jute-thermoplastic boards, made by an entrepreneur using wastes of jute and
plastic, has entered the market as an effective material for use as industrial pellets, cable
winders, and garden chairs, tables and fencing.
GROWTH PROSPECTS:
Based on market response in recent years, the growth prospects of a few
important JDPs, may be forecast. The other types of JGT could not make much
impact in both domestic and export markets. However, as a result of concerted efforts
by the JMDC (promoter), engineers (users), scientists (developers) and jute mills
(manufacturers) to resolve these issues, it is expected that JGT will soon establish its
merit in terms of functional supremacy and cost advantage over synthetics in specific
applications, and grab a modest share of the rapidly growing global market.
45
PRODUCT DEVELOPMENT
To avoid failures, development of any product must be based on the needs of
the market. For this purpose,, there is a strong need for cooperation between
consumers and manufactures. It may be required on one hand to blend jute with other
fibers, especially finer ones, and on the other to employ appropriate mechanical and
chemical processing techniques.
The essential pre-requisite for any product development is to define the
requirements in the new product or “product goals”. During development of any new
JDP, the developers should keep in view the prices of alternative products.
The fastest growth rate in the global market, particularly in North America,
Western Europe and Asia, this area has to be an important focus for new applications of
jute. Being stronger and more dimensionally stable than most other textile fibers, jute
can have greater usage potential in specific technical textile applications like packaging
(packtech), geotextiles (geotech), agro textiles (agrotech) and composites (buildtech,
mobiltech).
46
1. Is the management of the organization goes out of its way to make sure
that the employees are satisfied with the welfare facilities provided.
TABLE:4.1
GRAPH:4.1
90
79
80
70
60
50
40
30
20
12
9
10
0
Strongly agree Agree Disagree
Interpretation:
From the above table 9% of the employees are strongly agree, 79% of the employees
are satisfied with the welfare facilities provided by the E.I.C.C Ltd and remaining
12% of the employees are dissatisfied with the welfare facilities.
47
2. Is the management of the organization believes that welfare facilities are
very important for motivating the employees.
TABLE:.4.2
1 Strongly agree 9 9
2 Agreee 52 52
3 Disagree 39 39
Total 100 100
GRAPH:4.2
60
52
50
39
30
20
0
Strongly agree Agree Disagree
Interpretation:
From the table it depicts that the 9% of the employees are strongly agree, 52% of
employees are agree with the welfare facilities important for motivating the
employees and 39% of the employees are disagree with the above.
48
3. Is there any Facilities (scaling and utensil) provided in the canteen).
TABLE:4.3
S.No. Item of Scale No.of Respondents Percentage
1 Excellent 38 38
2 Good 50 50
3 Average 12 12
Total 100 100
GRAPH:4.3
60
Good; 50
50
40 Excellent; 38
30
20
Average; 12
10
0
Excellent Good Average
Interpretation:
From the above table it shows that 38% of the employees their opinion as Excellent
on facilities provided canteen, 50% as Good and 12% of employees as Average for
the facilities provided in the canteen.
49
4. Is their hygienic facilities in the canteen.
TABLE:4.4
GRAPH:4.4
60
50 Good; 50%
40
30 Excellent; 30%
20 Average; 20%
10
0
Excellent Good Average
Interpretation:
From the above table is shows that 30% of the employees are responded as excellent
for the hygienic conditions in the canteen, 50% of the employees as good and 20% as
average for the hygienic conditions.
50
5. Are you satisfied with the two wheeler and four wheeler loan facility
provided by E.I.C.C Ltd, Eluru.
TABLE:4.5
1 Excellent 32 32
2 Good 52 52
3 Average 16 16
GRAPH:4.5
60
Good; 52%
50
40
Excellent; 32%
30
20
Average; 16%
10
0
Excellent Good Average
Interpretation:
From the above table 32% of the employees as Excellent for the two wheeler and
four wheeler loan facility provided by the E.I.C.C.Ltd, 52% as good and the
remaining 16% as average for the two wheeler loan facility provided by the E.I.C.C.
Ltd, Eluru.
51
6.Is there Merit scholarship provided for your children.
TABLE:4.6
GRAPH:4.6
60
Good; 52%
50
Excellent; 42%
40
30
20
10 Average; 6%
0
Excellent Good Average
Interpretation:
From the above table 42% of the employees as Excellent for the Merit Scholarship
provided to the Children of Employees by the E.I.C.C.Ltd., 52% as good and the
remaining 6% as average for the Merit Scholarship provided to the Children of
Employees by the E.I.C.C.Ltd.
52
7.Is there any monthly get - together (parties) is arranged by the E.I.C.C. Ltd.
TABLE:4.7
GRAPH:4.7
60
50 Average; 48%
40
30 Good; 28%
Excellent; 24%
20
10
0
Excellent Good Average
Interpretation:
From the above table it reveals that the 24% of the employees shows their interest for
monthly get-together parties as excellent, 28% as good and remaining 48% of the
employees as Average.
53
8.Is the maintenance of Creche facility provided to the women employees.
TABLE:4.8
GRAPH:4.8
120
100
80
60 No. of respondents
Percentage
40
20
0
Yes No
Interpretation:
From the table there is no proper maintenance of crèche facility provided by the
E.I.C.C. Ltd, Eluru.
54
9 . Is the welfare measures are good at work shop.
TABLE:4.9
GRAPH:4.9
No. of Respondents
90
82
80
70
60
50
40 No. of Respondents
30
18
20
10
0
YES NO
Interpretation:
From the above table respect at the 82% of the employees shows their positive
respond for the welfare measure at workshop ;and remaining 18% of the employees
show the active respond for the welfare measures at workshop in E.I.C.C. Ltd.
55
10.Are you satisfied with the uniform provided by the management.
TABLE:4.10
GRAPH:4.10
No. of Respondents
100
89
90
80
70
60
50
No. of Respondents
40
30
20
11
10
0
YES NO
Interpretation:
From the above table it shows that 89% of the employees are satisfied with the
uniform provided by the E.I. C.C Ltd .to their employees and the remaining 11% shows
their dissatisfaction.
56
FINDINGS
40% of the employees strongly agree where as 48% of them satisfied with the
12% of employees are not satisfied with their hygienic conditions of canteen.
Most of the employees are satisfied with their hygienic conditions of canteen.
Most of the employees are satisfied with the scholarships provided to children.
57
SUGGESTIONS
There is a need for the internal mineral water plant for the safety of the
employees.
58
CONCLUSIONS
On the whole it is clear that the EAST INDIA COMMERCIAL COMPANY Ltd,
ELURU providing excellent welfare measures to its employees under various statutes
and also voluntarily. However, the facilities like purified drinking water, recreation
room facilities which are having a direct bearing on the morale of employee, need to
be provided at an early date for boosting the morale of employee and to enhance
productivity.
The labour had also expressed their overall satisfaction on the welfare and social urity
measures undertaken by the corporation for their well-being.
The initiatives in Socio Economic Development prove that apart from revenue
generation, E.I.C.C.Ltd is the capable of fulfilling its role in the social ground also,
and this is a complete Corporate Citizen.
The industrial relations scenario in E.I.C.C.Ltd is quite healthy and conductive for the
growth of the Industry.
59
QUESTIONNAIRE
1. Is the management of the organization goes out of its way to make sure that
the employees are satisfied with the welfare facilities provided? (
)
a. Excellent b. Good c. average
2. Is the management of the organization believes that welfare facilities are
very important for motivating the employees? ( )
a .Excellent b. Good c. Average
3. Is there any Facilities (scaling and utensil) provided in the canteen)? ( )
11. Are you satisfied with the canteen facilities provided by the management?
a) Yes b) No
60
12. Do you have work satisfaction in the organization?
13. Are you satisfied with the uniform provided by the management?
a) Yes b) No
16. Are you satisfied with the two wheeler and four wheeler loan facility provided
by the company?
61
REFRENCES
Education