1.

1 INTRODUCTION TO THE STUDY

Human Resources are the most important and unique assets of an organization. Management in general getting things done through other people. Human Resource Management is an essential part on every managers responsibilities, but many organizations find it advantageous to establish a specialist division to provide an adequate service dedicated to ensuring that the human resource function is performed efficiently. As regards to the faster change in day by day situation, organizations must absorb and manage change in every level of expectation and development. In order to implement and successful business strategy to face this challenge, organization may small or large, must ensure that they have the right people capable of delivering the strategy. As organizations are vary in size, aims, functions, complexity, construction, physical nature of their product etc but in most the ultimate aims of the function is to ensure that all time the business is correctly staffed by the right number of people with the skills relevant to the business needs that is neither overstaffed nor understaffed in total or in respect of any one discipline or work grade In the present study, I have surveyed too many datas concerned to labor welfare measures in VAMSADHARA PAPER MILLS LIMITED for about 45 days of un-paid training. In those days, I was interacted with various employees of VAMSADHARA PAPER MILLS LIMITED and prepared a presentable report with the support of my faculty members and Senior Manager, Training of the company. Thus the Human Resource management forms an integral part in every organization to maintain the relationship in the organization in the process of recruiting employees in the organization, organizing training and development programmers from time to time in providing adequate welfare measures to the employees.
1

1.2 NEED FOR THE STUDY

The following are the various needs for the study. To understand how far the labor welfare measures conducted by VAMSADHARA PAPER MILLS LIMITED are helpful to the employees in their day to day work. To have an idea if the employees at VAMSADHARA PAPER MILLS LIMITED are aware of the welfare measures or not. To know the employees views and satisfaction regarding the labor welfare measures provided by the company. To evaluate the quality of labour welfare measures provided by the company. To offer useful suggestions in improving the effectiveness of welfare measures provided to the employees. To know how the Health and welfare activities is been effective with the combination of Human Resources. To interact with the employees over there and know about the organizational behavior. This study helps future generations to know how to deal with challenging situations.

1.3 OBJECTIVES OF THE STUDY The objectives of the study are as follows: To have a comprehensive understanding of labour welfare and the flow it has evolved over the years with particular reference to VAMSADHARA PAPER MILLS LIMITED To understand and evaluate various aspects of labour welfare measures. To access and analyze the labour welfare measures undertaken in VAMSADHARA PAPER MILLS LIMITED To know about the role and importance of VAMSADHARA PAPER MILLS LIMITED in the country. To determine whether the labour welfare measures are meeting the objectives of the management.

1.4 METHODOLOGY OF THE STUDY The data for the preparation for this project report was available through various resources. The data collected and used for this purpose was from both primary and secondary resources. PRIMARY DATA The primary data was collected by personal interview with various officials and employees of the organization, and about 100 employees were in reviewed through a questionnaire SECONDARY DATA The secondary data was collected from various publications, journals, news magazines, company broachers. The data was also collected by browsing the internet with different websites. This is obtained through Internet, records, company magazines and various books in the library. DATA ANALYSIS Data has been collected with the assistance of Personal Manager, clerks and workmen. After that analysis is being done and basing on the responses, representation is made in the form of pie diagrams.

1.5 LIMITATIONS OF THE STUDY

The limitations of the study are as follows: The study was limited to VAMSADHARA PAPER MILLS LIMITED. In view of the time constraint, the study was limited for a short period. Therefore time was the major constraint, as the mentioned period was not sufficient to collect the data in detail. As the managers of the organization were very busy with their official work schedule, it was difficult to collect data. A survey was done only with the sample size of 100 employees of the company work in shifts and as they were busy with their schedule. The data and analysis given the report is applicable to similar purpose of the study The present study covers only for a period of 45 days

2.1 INDUSTRY PROFILE INTRODUCTION Paper has played a vital role in the development of mankind, since time is immemorial, as a means of communication, as the most versatile material for packaging of goods, as a medium of preserving knowledge for progeny. Paper is defined as A mat of cellulose fibers arranged in crises-cross fashion with hydrogen bond and other forces. Paper is derived from the word papyrus. Today, paper includes a wide range of products with very different applications: communication, cultural, educational, artistic, hygienic and sanitary as well as storage and transport of all kinds of goods. Its almost impossible to imagine a life without paper. There is a degree of consensus that the art of making paper was first discovered in China and its origin in that country is traced back to 2nd century. In about A.D 105 Tsai-Lun, an official attached to Imperial Court of China; created a sheet of paper using Mulberry and other

baste fibers along with fishnets, old rags and hemp waste. Chinese considered paper a key invention and kept this a closely guarded secret for over Five Centuries until the technology slowly made it way westward. The Arabs captured Chinese city containing a paper mill in the early 700s and from this started their own paper making industry. (Early 700s) Invention of printing in 1450s brought a vastly increased demand for paper. Paper was first made in England in 1496. The first U.S.Mill was building 1690, the rittent house mill, and German town, Pennsylvania.
6

EVOLUTION OF PAPER INDUSTRY A courier named Tsai-Lun, from Lei-Yang in China, was the inventor of paper (not papyrus) circa 105 A.D. However, the world paper is derived from the name of the reedy plant papyrus, which grows abundantly along the Nile River in Egypt. Paper is made of pulped cellulose fibers like wood, cotton or flax. Papyrus is made from the sliced sections of the flower stem of the papyrus plant, pressed together and dried. EVOLUTION OF PAPER 3000 BC Of all the writing and drawing materials that people have employed down the ages, paper is the most widely used around the world. Its name derives from the material used by the ancient Egyptians, Greeks and Romans: papyrus. Papyrus, however, is one of those predecessors of paper produced by beating or pressing. They are known by the generic term tapa and are mostly made from the inner bark of paper mulberry, fig and Daphne. Tapa is found extensively in nearly all cultures along the equator belt. The oldest papermaking technique - and one still practiced at a few locations in the Himalayas and in SouthEast Asia -leaves no doubt as to the origin of the tapa technique. Cooked baste is flattened with a wooden to form a thin fibrous layer and then dissolved in a vat with water to make a pulp. A screen consisting of a wooden frame with a fabric bottom is laid in a puddle or big basin and floats with the fabric under the surface of the water. The papermaker then pours the quantity of pulp needed to make one sheet into this floating mould and spreads it evenly, by hand across the surface. The screen is carefully lifted out of water and allowed to drain off. A sheet of paper forms on the wire. One of the water has dripped off; the screen is placed in the sun or near a fire
7

to dry. When dry, the sheet easily peels off and, apart from possible smoothing, requires no further treatment. This technique has two basic drawbacks. Firstly, a separate screen is needed for each new sheet, and is only available for use again after the last sheet has dried. Moreover, an increase in production can soon lead to shortage of raw materials, since fresh baste is not always available everywhere in the required quantity. As recent findings of the oldest paper in Chinese tombs show, paper has been produced in China ever since the last centuries before our time reckoning. The fibers normally used for textiles, i.e., flax and hemp, also served as substitutes for baste. In late times, the wire was made of fine bamboo sticks, which freed the papermaker of then need to let the paper dry naturally on the wire, sine the poured or ladled sheet could be couched off. 1980 onwards The fifth stage (from 1980 on) leads into the future. The evolution of new sheet-forming principles (with fluid boundaries between paper and now-woven fabrics) and chemical pulp processes, but also the situation on the global market (increased demand, above all in the Third World, trends in chemical pulp pries, location problems) are again raising capital intensity and encouraging the formation of big company groups with international operations.

Simultaneously, however, there are definite opportunities for smaller local firms satisfying specific needs. 19th & 20th century The history of the paper industry in the 19th and 20th centuries can be broken down into five partly overlapping periods, each marked by definite trends. In the first stage (from approximately 1800 to 1860), all work sequences previously performed by hand were mechanized. This was true of rag preparation, the use of fillers, pulp
8

beating, the paper machine with its various parts, and the machines required for finishing the paper (head box, wire section, press section, dryer section, units for reeling, smoothing and packaging). In the second stage (from approximately 1840 to 1880) efforts were made to obtain rag substitutes on an industrial sale (Ground wood pulp and Chemical pulp) and the development of appropriate industrial plants (Ground wood and Chemicals pulp mills). The third stage (from approximately 1860 to 1950) was marked by the enlargement or the web width, an increase in working speeds, the introduction of electric drive, further improvements to various machine parts, the development of machines designed specifically for the production of particular paper and broad grades (e.g. Yankee cylinder, multi-cylinder machines). Web working width grew from 85 cm (1830) to 770 m (1930), while production speeds rose from 5m/min. (1820) to over 500m/min. (1930). The fourth stage (1950 to 1980), which was still dependent on the old methods as far as the mechanics were concerned - brought unprecedented changes in papermaking. Alongside further increases in web width and working speeds, the changes included the use of new materials (thermo mechanical pulp, de-inked recovered paper, new fillers, process chemicals and dyes), new sheet forming options (e.g. by twin wire formers), neutral sizing, greater stress on ecology (closed loops) and - most of all - automation. The operational impact of these changes is there for all to see: specialization in certain paper types; development of new paper grades (LWC-light weight coated paper); corporate mergers, company groups with their own raw material supply and trading organizations; shut downs of unprofitable operations.

INDIAN PAPER INDUSTRY Indians were using Copper plates, Iron plates and for the purpose of writing, before paper came into existence. Papermaking entered our country through Arabs as an art. This art was restricted to Muslim families as a secret, at that time, which were mainly based and lived in Kashmir and Punjab named Kagazius. Nothing can be said about the First Paper Mill in India. But it was said that, William Warvaty, in 1812 started the First Paper Mill at Sarampur, with the help of Kagazius. In 1832 four machines were installed and introduced in India. Royal Black Paper Mills started at Hubli in 1870s and was merged in Teleghar Paper Mills. Later the remaining paper mills are established one by one. The per capita paper consumption in India is only 3.62; it is inclusive of Newsprint Paper consumption. According to this it is clear that, we are much backward in paper consumption that compared to the some developed countries. Paper Industry supplies various types of paper, paper boards and specially papers to a number of end users, which includes Government, Education, Companies, Packing, Printing, News Paper and Magazines etc. Use of paper and paper product is intimately linked with the Cultural and Economic Development of a country. The demand for paper depends on a number of intangible factors such as Population, National Income; Growth of Literacy spread Education, Standard of Living and Industrial Production. GLOBAL PAPER INDUSTRY Industry Structure The Global industry is configured for volume driven operation with distinct pulp manufacturers and paper makers. Europe and Canada dominate the pulping industry while north
10

America western Europe and parts of asia dominate paper manufacturing. The global paper consumption in FY 2008 was approximately 825mn tones. Writing and printing segment for 32percent of the global paper consumption while packaging, tissue and sanitary and newsprint accounted for 50percent, 6percent and 12percent respectively. Demand- Supply Scenario Geographically, asia accounts for around 32percent for 31percent and 28percent respectively. Asian countries have experienced higher growth in demand due to higher economic growth, ranging from 7percent to 10percent per annum. As of 2008, the aggregate global capacity of paper and paper boards stood at 865 mn TPA resulting in excess supply to the extent of 40 mn TPA. However, due to geographical capacity inequalities global prices have remained steady. Global paper & board demand growth in china along other Asian economies. The growth in world paper demand and consumption pattern for the last 5 years in indicated in the chart. As per global industry estimates, paper and paper boards demand is expected to grow at a CAGR of 2percent p.a. and is expected to touch 883 mn TPA by 2013. DOMESTIC INDUSTRY Demand scenario Despite being the 15th largest paper manufacturer in the world, India is highly under penetrated form the consumption perspective, which makes it a Large and latent at the same time. A major portion of the consumption is attributable to the western and southern regions of the country, which account for nearly 65percent of the countrys total paper consumption. This skew in paper consumption in India has also been in line with the literacy levels and industrialization in these regions of the country.
11

Supply Scenario Effective paper & paperboard capacity was approximately 6.2 mn TPA for FY2008. the average utilization levels of the industry were at 82percent resulting in production of 5.1 tpa in fy 2008. as per the Indian paper manufacturers association, the Indian paper industry is expected to report a 5-10percent improvement in production and sales during the coming years. This growing demand is not expected to be met by a corresponding rise in capacity due to the high capital costs and environmental constraints. As the domestic paper industry has low duty protection levels, the domestic prices have been in line with international prices. This has resulted import of paper, which is now mainly confined to waste paper pulp does impact domestic pricing there by impacting profitability, but the paper imports constitutes less than 10percent of the total paper & paper board supply. Recent scenario & outlook After a prolonged down cycle, the domestic paper industry started to firm up in the last year. As the same time in the past 6-9 months has witnessed sharp rise in operating costs as inputs like caustic soda and chlorine have risen about 40 percent over the past year. The fore cast in the capacity expansion during the same period is expected to be much lower resulting in a gap between demand and supply within the country. In view of the above the overall industry outlook is expected to be positive with relatively low per capital consumption, rising demand, slow capacity additions and rise in price trends. PAPER AND ITS ESTABLISHMENT The word Paper is derived from the Water Plant called Papyrus that grows around the Nile River, Egypt. The citizens of Egypt used the bark of papyrus Plant after cutting and

12

dry it. It was said that T.Jariluru Chin had prepared with the bark of the mulberry tree in 105 A.D. In 751 A.D. the Arabs imported the knowledge of paper making with the help of Chinese, later the art of paper making was spread to Europeans and Central Countries of the world. Paper was highly popularized by the Baud has especially by the BOKZA mark through out the world. The first paper mill in the world was started in 1336 A.D. in Germany, viewing the tremendous aspect of paper Industry paper mills were started in 1586 in Switzerland and London. Later it was spread to all other countries of the world in no great amount of time. The technology used in paper making has made many modifications and was entirely different from the technology used in the beginning. In the year 1927 Chlorine gas was used for bleaching of the pulp. In 1979, Robert Micholas the French scientist has designed first paper machine in the world. The paper machine used in the late 1960s was designed by Lober Didut and Brimal Donklin. The machines used now a day are quite different and very well advanced both in capacity to produce and the enormous speed with which they operated. Another major development came in its way in 1862 when the soda pulping process was first used in England. The consumption of Rosin and Alwnn was started in 1900 A.D. The industry in these days has been much development with production technology. SIZE AND CAPACITY OF PAPER INDUSTRY The economic size of a paper industry is determined by the availability of raw materials and density of markets availability of power and transport facilities etc. The beginning of 1st V plan there were only 19 paper and production was 1.34 lakh tons. At present there are 106 mills with total annual capacity of 1394 lakh tons and production is about 11.12 lakh tones although there has been a several spreading of mills in large dimensions. There are some units well
13

organized and well equipped with a production capacity of more than 50,000 tones and units too small with a capacity of 1,000 tons. In India the growth of paper industry after independence is satisfactory under the guidance of 5 year plans. Its growth is reflected by the fact that from a major 17 mills with annual capacity of 1.37 lakh tons. In 1957, the industry has been enlarged to 319 mills with annual capacity of 32.31 lakh tons at the end of VII five year plan. The paper and paper boards production in India during 1951 was 17 units and the total installed capacity of 1.40 lakh tons, file the production excluding news print is about 1.30 lakh ton. TYPES OF PAPER PRODUCT Paper industry supplies various types of paper board, special paper to a number of uses which include Government education, companies packaging, news paper and magazines etc. The Indian paper industry produces a number of varieties of paper and paper boards. These include glassine paper, art paper, carbon papers, insulation papers, draft papers, map litho papers, quoted papers, quoted board, duplex boards, triplex boards, straw boards, paper boards, lottery paper, and Xerox paper. PRESENT STATUS In 1974 Government of India introduced the paper control order to regulate the prices and qualities of paper boards with the withdrawal of paper control order. The industry has received some received some receipt and its hope to achieve higher profitability by producing these blends of paper and paper board which are supported by terrible demand.

14

A significant term around has been achieved by a large no. of units during the past two or three years. However, the paper industry put a lot of something conflicting signals during 1992. The Government has taken the following step of encourage and enhance production of paper and paper boards in the country. They are: Paper units based on the use of minimum 75percent of pulp derived from baggage, agricultural, residues and other non contravention raw materials have been exempted for industrial licensing subjected to 10 caution angles. Manufacture of writing and printing paper and unquoted craft paper containing not less than 75percent by weight of pulp made for rice, wheat, straws, jute and baggage mix of more pulps of the above mentioned materials exempted for excise duty. Import of water paper has been freely allowed without the need import license at low rate of customs duty (20percent). In recent years the Government in other certain concessions with a review to help the industries to improve its capacity utilization and financial liability. These include liberalized import of raw materials board sanding of different vacant of paper and paperboards and de-licensing the manufacturing of certain varieties of paper. FUTURE PROSPECTS The challenges to be met by the paper industry include production of stronger paper and paperboards. Cost reduction through modernization encouragement of the use of non

conventional materials for the production of paper and paperboards and striking and equilibrium between demand and supply. Both the Central and State Government along with the private sector should strive the basic input for papers and paper boards and implement research and development.
15

The above measures should be used in order to improve the technology used and also measures must be taken to increase the productivity of the paper industry in this country through safe methods PAPER INDUSTRY STATE-WISE DISTRIBUTION OF UNITS & CAPACITY S.NO. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. STATE Andhra Pradesh Assam Bihar Gujarat Haryana Karnataka Jammu & Kashmir Himachal Pradesh Kerala Madhya Pradesh Maharashtra Nagaland Orissa Punjab Rajasthan Tamilnadu Uttar Pradesh West Bengal Chandigarh Pondicherry NO. OF MILLS 18 4 8 45 17 15 1 13 3 15 52 1 7 17 9 21 58 21 1 1
16

INSTALLED CAPACITY 4.106 2.208 0.915 2.743 1.496 1.933 0.033 0.094 0.393 1.813 4.697 0.030 2.136 1.378 0.433 2.051 3.120 2.386 0.030 0.096

PRODUCTION 2.173 1.084 0.025 1.670 1.110 1.770 0.009 0.215 0.991 3.555 0.218 1.207 0.820 0.064 1.616 2.092 0.858 0.016 0.032

2.2 COMPANY PROFILE AN OVERVIEW OF VAMSADHARA PAPER MILLS LIMITED EVALUATION AND GROWTH The Vamsadhara Paper Mills Ltd., was established at MADAPAM on the Bank of river VAMSADHARA in SRIKAKULAM District, a centrally declared backward area as an agro based industry in the year 1980 for manufacture of KRAFT PAPER using PADDY STRAW and GUNNY as the main raw materials with a licensed capacity; of 7500 tons per annum with the assistance of State level Financial institutions and banks and seed capital assistance and equity participation from IDBI and ICICI. LOCATION ADVANTAGE Fuels and water Though infrastructure wise the district Srikakulam lags, inputs like unconventional fuels such as husk, groundnut shell, cashew shell, jute waste etc., are available, in plenty, and the low water table poses no threat of scarcity of water. Transport As the unit is located not only on the national high way, but also nearer to the state border, it faces no problem for transporting the fuels. Whenever required, coal can be

transported through wagons from Orissa and the Srikakulam road station will be made use of for unloading and transportation. Labour The labor force available in the district is of unskilled type. However, as they posses the required educational background, we had drawn them into the skilled and semi-skilled pools by imparting training. The company was successful in carrying out this task and about 99percent of
17

todays labor force is from local only. Even majorities of the executives are from local area only. BRIEF DETAILS OF THE UNIT Location Constitution Date of incorporation Date of commencement of Business Initial proposed cost of the project Present existing cost of the project : Madapam village, Srikakulam dist. : Public Limited company : 2nd April 1980 : 28th January 1983 : 264.37 lakhs : 38.00 cores.

PROMOTERS: the Main promoters are Shri. S.R.Rabindar and Shri R.Rajendran. The other promoters have since left, and the equity is presently held predominantly by Shri. S.R.Rabindar, Shri R.Rajendarn and relatives. Share holding pattern Particulars i) Promoters ii) Associates iii) Public iv) Financial Institutions v) Others RAW MATERIALS Waste paper Imported waste paper Number of shares held 708092 871230 26895 187000 680458 Face value No. of shares held Rs. 70,08,920 Rs. 87,12,300 Rs. 2,68,950 Rs. 18,70,000 Rs. 68,04,580

18

CHEMICALS Alum Rosin and Caustic Soda. SOURCES OF WATER Under ground through bore-wells,FUEL,Coal,Paddy husk,Jute waste POWER SOURCE: A.P. Trans Co. Ltd. D.G. Sets and T.G. Sets ORGANISATION It implies a formalized international structure of rotes of positions. Hence international structure means, people working together must fill certain roles. The peoples are asked to till should be intentionally designed to ensure that required activities are done and that activities fit together that people can work smoothly effectively and efficiently in groups. Organizational set up in Vamsadhara Paper Mills is a functional deparetmentation headed by VC & CEO, who assisted by Managing Director and Director i.e. grouping activities in accordance with the functions. Here the basic enterprises functions are personnel, production, finance, commercial (purchase) and marketing co-ordination among these different functional activities has been achieved successfully so far. Managing Director is the total in charge of the all functions of the departments in the company. All department heads are required to report and work under him. Managing Director is directly looking over the Marketing, Commercial and Finance department in the organization.

19

2.3 ORGANIZATION STRUCTURE CEO/ CHAIRMAN He will be available at Chennai SENNARS GROUP SENNARS FACTORY. He is the head of the three units 1. SRIKAKULAM, VAMSADHARA PAPER MILLS PRIVATE LIMITED 2. HYDERABAD, HUMS PAPER MILLS LITD 3. CHENNAI, SENNAR FACTORY MANAGING DIRECTOR MD available at srikakulam VAMSADHARA PAPER MILLS PRIVATE LIMITED. He is only looking at activities in VAMSADHARA PAPER MILLS LIMITED. All marketing and production as well as administration office. EXECUTIVE DIRECTOR We report M.D. we will follow the activities of all production as well as administration and reporting to M.D. G.M.PROJECTS In reporting M.D. he bring after looking activities of mostly collective to the collection department under he his control these are all activities. And staff members, they will follow the GM instructions. G.M.WORKS. He will be report E.D. as well as M.D. under his control all administrative and production. All department heads , executives reported to G.M executives. Under his control eight DGMs from diff departments and HR Mgr his working. Every day he has to intimate the regular activities of the as well as production to the M.D. & E.D. and
20

he will be the responsible to the factory for occurrence of the problem as well as rectification of problem. And also he will be pick the man power according to the requirement of work and ensure that no. of absenteeism. DGM COMMERCIAL He reported to GM works and under his control mgr commercial working. He is the responsible for material procurement for various places as per the requirement and concern departments. And also while procured the material. DGM WORKS (PULP MILL) He will report to GM Works under his control there are two mgr people are working there are AM (ELEC) and staff , MGR (PM) and his staff . he should coordinate under his subordinates to fulfill the work in time as well as up to date for G.M.Works. DGM BOILER He his report to GM works under his control staff are working during the duty hours who should the subordinate the process of the boiler and there is any break downs gets if repair at the sufficient people as well as inform to the GM works. DGM (MACHINE) One mgr electrical and staff working he is the responsible for the all repairs machinery and rectification. The problems shall be rectified with the staff. 2.4 FUNCTIONS OF THE ORGANIZATION MARKETING DEPARTMENT Sales are the major functional areas in marketing in VAMSADHARA PAPER MILLS LTD., Managing Director is directly with sales. He takes the assistance of Dy. General Manager (sales) in doing so. Managing Director is the Chief of the Marketing Department.
21

His duties include He has to coordinate work of all departments. He has to study the market conditions to make necessary changes. Controlling and supervising of various sections in the Department. He has to increase the sales volume to the extent possible. Collection of payments. Procurement of orders. Dispatch of material and planning of Transportation. Coordinating with Excise department.

TECHNICAL DEPARTMENTS General Manager headed three departments, namely General, Security and Personnel Department, The main responsibility of the General Manager is to look after the production, Maintenance and operations of the factory. Under the General Manager, four types of Dy. General Managers are working. Their activities are 1. Pulp Mill 2. Paper Machine 3. Maintenance 4. Boiler

22

PROFILE OF OPERATIONS DEPARTMENT MANUFACTURING PROCESS The raw materials used in the process of manufacturing paper are 1) Imported waste paper 2) Indian waste Paper and making Semi-virgin Kraft Paper varieties. Waste paper pulping Waste Paper, generally corrugated boxes, paper cuttings, trimmings etc., of Kraft variety both Indian and Imported are used for waste paper pulping. The waste paper, in suitable proportion, is fed in the pulp through salt conveyor, where it is slashed along with water. The pulp thus generated contains a lot of plastics, pins, ropes etc., partially the plastics and pins are removed in pulpier and the rest is sent to a chest, from where it goes to Turbo Separator through an HD cleaner. While, HD Cleaner removes the pins and heavy materials, plastics are removed in Turbo Separator. The cleaned pulp is sent to thickener for removing excess water. The thickened pulp is then processed in refiners to impart strength and then stored in a chest. Paper machine In Head Box, the consistency of the pulp is maintained at, as low as 0.75 to 0.8percent to have the better formation of the paper web. This excess water is removed in four-drainer at various drainage elements to the extent of 80percent i.e. 20percent solids come out of fourdrainer. Then this wet web of the paper with 20percent solids will pass through press part where the wet web is subjected to high compression loads between press rolls up to 60-120 Kg/Cm to increase the solids concentration to 40percent. The water thus removed from wet will be absorbed by the press felts and in turn removed by vacuum pump from press felts.
23

From press section, the wet web (paper) with 40percent solids, will pass through Dryer Section and get dried to 93-95percent solids. The water in the wet will be evaporated in the dryer part by indirect steaming i.e. steam is injected in the individual dryers, by which the surface of the dryers gets heated up and in turn transmit the heat to wet web to remove water. The condensate thus formed inside the dryers will be removed through condensate removal system and sent to boiler house for re-using in the boiler. The paper after drying will be wound at the pope reel in Tambur Roll. Rewinder The paper rolls thus manufactured will be concerted to required sizes, as desired by the customers, and then packed and stored in the paper go down. From go down, the paper is dispatched to various parties as per the orders. Back water The paper machine backwater, mostly collected at four drinier is sent to SAVELL to remove the fibers and the clarified back water is re circulated in the system to reduce the fresh water consumption. The fibers from Save-all take back into the system for further processing. Effluent Treatment Plant The company is having a full-fledged effluent treatment plant, to take care of the effluents generated from the mills.

24

CAPACITY AND PRODUCTION The actual production/sales for the last two years & estimation/projection for the ensuing year/next years. Year Actual/ Estimates Actual Actual Estimates Projections Kraft/News print Production Quantity (MT) 18867 17750 17500 19575 19800 Sales Quantity (MT) 18717 17749 17500 19575 19800 Net Sales value (Rs. In lacs) 3098.71 2992.30 6058.00 9310.00

2006-07 2007-08 2007-08 2008-09

RAW MATERIALS The company used unconventional raw material chemicals, and packaging materials for manufacturing the paper, un-conventional raw material includes, waste paper and imported waste paper etc. Waste paper is the main raw material for the unit. It is available plenty in near village of the plant site. The company has procuring paper from Vizag, Madras, Mumbai, Cuttack,

Vijayawada etc., The company is also importing waste paper from other countries. The mill uses chemicals along with above mentioned raw materials. Chemicals like Alum Sodium sulphate, caustic soda, Guargum, Rosin and other Chemicals. PACKAGING MATERIAL It is also purchasing packaging materials like Hessian cloth, reel cores, wooden plugs, cum tap and PP strips roles and other. POWER & FUEL Electricity
25

Own generation (Captive power) o Through diesel generator o APSEB

ELECTRICITY It is the main source of energy for the unit. The unit is having 33/140 substation with an installed capacity of 2000 kv. This substation has a 33 KV. This substation has a 33KV line passing site. The maximum record demand is past around 12,200 KVA. The substation is sufficient to meet the requirements of the unit. But initially the

company has to face lot of problem because of heavy power cut. To overcome this problem two die generator sets of capacity 750 KVA each have been installed in the plant. They are capable of taking care of 100percent of power cut at the existing installed capacity and around 5 lacks was invested for some auxiliaries, such as motors, capacitors, cables etc., MACHINERY M/S several Engineering works who are one of the reputed paper mill machinery manufactures has made the technical evaluation of the machine condition. As per their findings the areas requiring immediate attention were the head base, press part dryers section calendaring and pope sections of the paper machinery. In these sections of the reconditioning required are mainly grading of surfaces, changing of bearings and religion of rubber roller etc., which will improve performance and reduce in mechanical breakdown. Also a through study of the units performance and available facilities made by Andhra Pradesh Industrial and Technical Consultancy Organization Limited (APITCO) revealed certain

26

deficiencies in the plant, and certain area where modernization are needed to reduce variable costs to improve the performance and validity of the plant MANUFACTURING PROCESS The process for manufacturing Kraft Paper consists of following steps Boiling Clarifying Mixing Rolling Drying Rewinding

To analyze the process it is in the following way. BOILING: In this process the water is boiled and the steam is produced for the purpose of running the mill. CLARIFYING: In this gunny bags and straw and waster paper are washed through the water and clarified in routine manner. MIXING: In this crushed paper is mixed with some chemicals big drums to bring the thickness of paper to a particular level. ROLLING: After mixing the paste of the above mentioned materials are rollers for purpose of preparing swath paper. DRYING: In this after the rolling the paper is crushed and dried with steam on rollers. REWINDING: The purpose of rewinding is to roll paper in a sufficient manner so that it could be loaded on trucks.
27

FINANCE DEPARTMENT Under Financial Department, Dy. General Manager (finance) is controlling the activities namely, Finance, Accounts, Sales, Purchase, Stores, Salaries and Wages and Dispatches. He is directly reporting the Managing Director of the company. He has prepared and annual accounts of profit and loss account and Balance sheet of the company. Further he has to look after secretarial works of conducting Board Meeting/Annual general Meetings of the company. Attending statutory audits of the company. Dy. General Manager (Finance) is the person

responsible for arranging and managing the total finance of the company, coordinating with financial institutions/Banks etc., COMMERCIAL DEPARTMENT Under Commercial Department, Dy. General Manager (Commercial) is the chief of the following Officers, Serener Commercial Officer, Commercial Officer, Purchase Officer. He is looking of procurement of raw materials, fuels, and stores and spares for uninterrupted production of the company. NATURE OF ACTIVITY Actually paper is made by the using of raw material that are Forestry: Soft wood, Hard wood, Eucalyptus and some grasses Agro based: Paddy straw, Wheat and food grains and Re-cycling of paper: waste paper.

According to the M/S Vamsadhara Paper Mills Ltd. follows the re-cycling system in this process waste paper cooking is started with Pulper in this pulper waste paper is grind, and
28

remove the plastic tapes this grinded pulp put into a sand trap her sand trap remove the unwashed pulp after removing of unwashed pulp the raw material put in to a Turbo Separate in this process storage the pulp in the tank that is Chest. Cooking of waste paper pulp mixed in Blending Chest in this process mixing of both pulps with adding or rose in the alum and dyes (with a requirement of customer order). MISSION OF VAMSADHARA PAPER MILLS LTD. To carry on the business of manufactures buyers, sellers, importers and exporters and dealers in all kinds and classes of paper board, card-board and pulp. To carry on the business of manufacturing purchasing, selling or otherwise, dealing in cartons fib rite-boxes, corrugated wrappers, corrugated papers and other packing materials products and the like. Vamsadhara paper mills limited is located at village at Madapam, about 15 kms from Srikakulam, the district head quarters, on the NH 5 connecting Madras-Howrah, Srikakulam district is classified as category b in industrial backwardness. The nearest broad gauge railway head is Srikakulam road station (Amadalavalasa) which is about 15 kms from the plant-site. The railhead is connecting Calcutta-Madras and Calcutta-Hyderabad. Vamsadhara paper mills limited is located at about 120 kms. From Visakhapatnam, which is one of the fast developing industrial centers in India. Visakhapatnam has the facilities of air port and harbor. OBJECTIVES To provide employment to rural area or villagers. To produce production distribute to requirement of the country for a lower cost, To reduce drought ness in this area through Business activity.
29

To utilizing maximum resources and provide some amount contribution in countries economy.

POLLUTION CONTROL & ABATEMENT The company obtained consent orders under the water (Prevention and Control of Pollution) Act for effluent treatment and disposal and air consent under air (Prevention and Control of Pollution) Act 1981 valid up to 31-12-2010. measures are being carried out satisfactorily. Organization In the Vamsadhara paper mills limited, there are six departments. They are: Civil Department : This department function is to take up civil Construction working the factory. Mechanical Department Electrical Department Pulp Mill Department Paper machine Department : To install the new machines and to maintain. : To control over total electrical system. : To collect raw materials and prepare pulp. : To making paper according to the customer Requirements. Administration Department : To control over the manpower in the factor. Effluent treatment and disposal

PERSONNEL DEPARTMENT STRUCTURE Vamsadhara Paper Mills Ltd. has personnel department it is headed by Manager (Personnel). He is reported to General Manager. Under him Ass. Manager (Time Officer) and Ass. Security Supervisor. Under the assistants for first aid; co-operative stores & time keepers, security guards.

30

PERSONNEL DEPARTMENT CHART

MANPOWER PARTICULARS Total manpower of Vamsadhara Paper Mills Ltd. is 350. In this number 39 are staff and permanent workmen are 196 and casuals are 115. Manpower particulars are given below. Since the unit is located in a remote back ward area, recruitment of trained and experienced persons was a big problem to the firm. However the company able to strength its organizational structure by giving some training facilities to the selected employees. Through this they increase the ability of the employees.

31

Manpower Particulars Particulars Managing director Executive manager General manager Deputy General manager Staff Manager Deputy manager Manager(assistant) Senior draft man Officer Casuals Flore man Workman Casuals Total Manpower 1 1 1 6 5 4 11 1 6 1 72 87 196

TIME OFFICE MANAGEMENT Total time office maintain with manual work. They maintain all the register, and they follow all the rules. In the t6ime of headed by Asst. Manager (Time Office) under control of Manager (Personnel). Under his 3 Time Keepers are working for the maintain of the office. The shift system of the company is as follows: Table S,No. 1 2 3 4 A B C General Name of the Shift Working Hours 6 A.M. to 2 P.M. 2.P.M. to 10 P.M. 10 P.M. to 6 A. M. 8 A. M. to 5 P. M.

LEAVE AND HOLIDAY ADMINISTRATION Vamsadhara Paper Mills Ltd. has procedure for a granting of leave, if any employee want leave have to submit an application form which is printed form supplied by the company to fill up the application and mention the cause of the leave. This application submits to time
32

office, they recommend and they put forward to personnel officer, he was final authority to grant a leave. The pattern of leave is as follows: Earned for Leaves : One leave every 20 days of attendance. It depend upon Preceding year to total attendance. Sick leave Casual Leave : 8 days

: 7 days

From the leaves the Company facilitates encashment system. This is separated to the staff and workmen, for the staff it is every 10 payment day, he get one encashment of earned leave and 3 casual leaves, for the workmen it is employee apply for leave he got 100percent, if the employee is apply for sick leave he get 75percent and if he didnt apply for sick leave he get 100percent of encashment. Every workmen apply for earned leave before the week, any casual leave not exceed 3 days at a time. Sick leave is exceeds 3 days Doctor to be certified the sick leave. Holidays are 8 and Government holidays are 4. This is the administration of leave and holiday administration. H.R.M. PHINTERNATIONAL LABOUR ORGANISTIONSOPHY AND POLICY OF VAMSADHARA PAPER MILLS LIMITED Vamsadhara Paper Mills Limited is follows the given International labour organizations and policy that is: To mould, control and supervise the employees and to offer full and equal opportunities. To keep all channel of communication to get work done.

33

To manage human relations job for dignity of labor (i.e. every job holder with dignity and respect). The implementation of the personnel policy is strategic issue, in which every employee should obey.

The organization gives an opportunity to their employees open and honest exchange of their views and ideas to management is the total human resource management International labour organizations and polices of Vamsadhara Paper Mills Ltd.

34

3.1Theoritical background Introduction, Meaning and Definition International labour organizations are a rational system of benefits. It is a complex theory relating to existence, purpose or human behavior etc. In short, International labour organizations is the part for the way of life. It provides one with an approach, an outlook which shines through ones thinking and activities and making it meaningful. Keeping the observation in mind, one can identify five approaches to the International labour organizations of labour welfare. The policy theory of labour welfare. The religious theory of labour welfare. The philanthropic or Trusteeship theory of labour welfare. The placing theory of labour welfare. The public relations theory of labour welfare.

The Intra-Mural welfare activities states the promotion of health and safety measures, industrial safety is an important part in the field of labour welfare. The Extra-Mural welfare activities, the services and the facilities provided to workers outside the factory like housing, recreational and educational programmers, medical facilities for the family and other financial benefits etc. In order to study the importance and administration of various welfare provisions in any industry for better understanding of the theory, I have undergone to do a project on the topic of labour welfare measures with reference to VAMSADHARA PAPER MILLS

LIMITED,MADAPAM.

35

The data collection for my project was mainly based on the personal observation with the employees of the company. To facilitate a systematic understanding, the project has been divided into V chapters. The 1st chapter deals with the preface/introduction, the 2nd chapter deals with the conceptual understanding of the topic, the 3rd chapter deals with the industry profile and the company profile, the 4th chapter deals with the frame work of the topic at VAMSADHARA PAPER MILLS LIMITED , the 5th chapter deals with the analysis, the 6th chapter deals with the findings, the 7th chapter deals with the summary, the 8th chapter deals with the bibliography and the 9th chapter deals with the appendices. MEANING AND DEFINITION Labour welfare is an important facet of industrial relations, the extra dimension, giving satisfaction to the worker in a way even a good wage cannot. The term labour welfare comprises of two words, labour and welfare. The term labour means any productive activity and the term welfare means to fare well. Thus, in a broader sense, the phrase labour welfare means the adoption of measures to promote the physical, social, psychological and general well-being of the working population. Labour welfare concept may be viewed from the three angles. It may be viewed as a i) total concept ii) Social concept and iii) relative concept. The total concept is a desirable state of existing involving physical, mental morale and emotional well-being. The social concept of welfare implies the welfare for men, his family and his connectivity. The relative concept of welfare implies that welfare is relative in time and place because of welfare is to be in the context of relationship with the environment and this impart to the concept.

36

In a resolution in 1947, the INTERNATIONAL LABOUR ORGANISTION defined labour welfare as such service, facilities and amenities as adequate contents rest and recreational facilities arrangements for travel to and from work, and for the accommodation of workers employed at a distance from their houses and such other services, amenities and facilities as contribute to improve the conditions under which workers are employed. HISTORICAL DEVELOPMENT OF EMPLOYEE HEALTH &WELFARE Welfare work in India was mainly a product of the stresses and strains during the First World War. Before this period there were only isolated instance of welfare work mostly by outside agencies on humanitarian ground. The impetus given to welfare work during the post world war period was caused by the necessity to maintain the good will of the large and rather freshly recruited was time employees force and to gear them to increase production. Further the industrial expansion and the constant process of mass production led to the rise of working class a source of power. The moment to improve the working condition of Indian employees started with the passing of the first Indian factories Act in 1881. The deplorable conditions during those days, as testified by the factory commission of 1875 were the immediate course for the passing of the act. The act applied to factories employing not less than 100 persons and power. Under this act, the employment of children below the age of 7 years was prohibited, while those between 7,8,12 years were not to work for more than 9 hours a day. An hours daily rest and 4 holidays in a month were prescribed for children. In May 1994, the general charter of employees; particularly know as the declaration of Philadelphia, was adopted bys the member status of the INTERNATIONAL LABOUR ORGANISTION amongst its aims & objectives the declaration said that employee are not a
37

commodity and that it is entitled to a fair deal as an active participant in any programmer of economic development or social reconstruction. After independence, the employees welfare movement acquired new dimension. It was realized that employees welfare had positive role to lay in increasing productivity and reducing industrial relation. The state began to realize its social responsibilities towards weaker sections of the society.The constitution of India control a list of fundamental rights and directive principle of state policy for the achievement of social order abased on justice, liberty, equality and fraternity. It lays down that the state shall strive to promote the welfare of the people by securing and protection as them effective as it may a social order in which justice social, economic and political shall inform all the institutions of national life. In its specify application to the working classes securing just and hum are conditions of work has become highlighted with a view to ensure them provision of a decent standard of life and life enjoyment of leisure social and culture opportunities ( Article 43 ). These principles refer to the tailing, of the steps to secure the participation of workers in the management of industries. Article 45 also deals with provisions of free and compulsory education for children which impliedly includes those of workers. Various employees welfare activities were incorporated in different 5 year plans. The first 5 years plan (1951 56) paid considerable attention to the working classes. It laid emphasis on the development of welfare facilities and avoidance of industrial disputes and creating mutual goodwill and understanding. During this period, the plantations employees act 1951 was in acted. A subsidized housing scheme for industrial workers was evolved in 1952. The second five year plan recommended undertaking a comprehensive survey of welfare activities. It was expected that such survey would provide a comprehensive picture of changes
38

taken place in respect s of different aspects of employees welfare and their by serve as useful purpose for further assessment and formulation of polices. The third 5 year plan reiterated the proposition made in the earlier plans that legislation enacted for the protection, safety welfare of workers was adequate and better enforcement was that was needed. The fifth five year plant also laid down programmed for employees welfare for promoting industrial safety in increasing measure, the plan provided for setting up safety cells in various states. An amount of 57 crores was provided for employees welfare including

craftsmen training and development service. The sixth, seventh and other 5 year plans also emphasized very much on employees welfare improvement in working and living conditions of unorganized employees not only in rural areas but also in the urban areas 3.2 OBJECTIVES OF LABOUR HEALTH & WELFARE Following are the objectives of voluntary employee welfare services. To win over employees loyalty and increase their morale. To develop efficiency and productivity among workers. To save one self from heavy taxes on surplus profits. To reduce threat of further government intervention. To make requirement more effective. To give expression of philanthropic and paternity feeling. To combat trade unionism and socialist ideas. To earn goodwill and enhance public image. To build up state employees force and to reduce employees turnover and absenteeism.
39

To providing proper safety to the physical health of employees. To reduce the accident rates with in the premises of organization. To provide the proper safety precautions to the employees. To provide proper hospitality facilities to the employees.

These could be multiple objectives in having employee welfare programmers. The concern for improving a lot of workers, a International labour organizations of humanitarianism or what is now termed as internal social responsibility, a feeling of concern of causing by providing some of lifes basic amenities besides the basic pay pocket. Such an over time of caring is supposed to build a sense of loyalty on the part of employee towards the organization. 3.3 NEED FOR LABOUR HEALTH &WELFARE Labour welfare has become a necessity because of the very nature of the Industrial system. However the need for labour welfare in some way or the other of realized all over the world because the socio-economic conditions and problems which the industrial society has throw up.The need for labour welfare was strongly felt by the committee of royal Commission on labour as far back as in 1931, primarily because of a lack of Commitment to industrial work among workers and also the harsh treatment they received from the management. This need was emphasized by the Constitution of Indian in the chapter on the directive principles of state policy, particularly in the following articles. Article 38: The state shall strive to promote the welfare of the people by securing and protection as effectively as sit may a social order in which justice social, economic and political shall inform all the institutions of the national life. Article 39: The state , in particular direct its policy towards securing.(a) That the citizens, men and women equality, have the right to an adequate means of livelihood; (b)
40

that the ownership and control of the material resources of the community are so distributed as best to sub serve the common good: (c) that the operations of the economic system does not result in the concentration of wealth and means of production to the common detriment; (d) that there is equal pay for equal work for both men and women; (e) that the health and strength of workers; men and women, and the tender age of children are not abused and the citizens are not forced by economic necessities to enter avocations unstilted to their age or strength; (I) that childhood and youth are protected against exportation and against normal and maternal abandonment. Article 41: The State shall, with in the limits of its economic capacity and development, make effective provision for securing the right to work, to education and to public assistance in cases of unemployment, old age, sickness and disablement and in other cases of undeserved want. Article 42: The state shall make provision for securing just and humane conditions of work and for maternity relief. Article 43: The State shall Endeavour to secure, by suitable legislation or economic organization or in any other way to all workers agricultural, industrial or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities and in particular, the state shall endeavor to promote cottage Industries on an individual or co-operative basis in rural areas.Thus,the need for labour welfare in all sectors is clearly enunciated.

41

3.4 IMPORTANCE OF EMPLOYEESHEALTH & WELFARE Employees welfare is an important facet of industrial relations, the extract dimension, given satisfaction to employee, in a way which evens a good wage cannot. With the growth of industrialization and mechanization, it has acquired added importance. He needs an added stimulus to keep body and soul together. Employers have also realized the importance their role in providing these amenities. And yet, they are not always able to fulfill employees demands however reasonably they might be. They are primarily concerned with the viability of the enterprise employee welfare, though it has privileged to contribute to efficiency in production is expensive each employer depending on his priorities gives varying degrees of importance to employee welfare. It is because the govt. is not sure that employees are progressive minded and will provide basis welfare measures that it introduces statutory legislation from time to time to bring about some measure of uniformly in the basic amenities available to industrial employees. Today welfare has been generally accepted by employers. The state only intervenes to wider the area of applicability. It is now accepted that it is a social right. The committee on employee welfare scheme, described it is a social right. The committee on employee welfare formed in 1969 to review the employee welfare scheme described it as social security measures that contribute to improve the conditions under which workers are employed in India. 3.5 PRINCIPLES OF LABOUR HEALTH & WELFARE Labour welfare is dependent on certain basic principles, which must be kept in mind and property followed to achieve a successful implementation of welfare programmes.

42

Principle of Adequacy of Wages. Labour welfare measures cannot be a substitute for wages. Workers have a right to adequate wages. But high wage rates alone cannot create a healthy atmosphere, not bring about a sense of commitment on the part of workers. A combination of social welfare, emotional welfare and economic welfare together would achieve good results. Principle of Social Responsibility of Industry. This plays an important role in welfare services, and is based on the relationship between welfare and efficiency, through it is difficult to measure this relationship. Whether one accepts the social responsibility of industry or not the employer quite often accepts responsibility for implementing such labour welfare measures as would increase efficiency. Principle of Re-personalization. The development of the human personality is given here as the goal of industrial welfare which, according to this principle, should counteract to the baneful effects of the industrial system. Therefore, it is necessary to implement labour welfare services, both inside and outside the factory, that is, provide intra-mural and extra-mural labour welfare services. Principle of Totality of Welfare. This emphasizes that the concept to labour welfare must spread throughout the hierarchy of an organization. Employees at all levels must accept this total concept of labour welfare because, without this acceptance, labour welfare programmes will never really get off the ground. Principle of Co-ordination or Integration. This plays an important role in the success of welfare services. Here again, welfare is a total concept. From this angle, co-ordinated approach will promote a healthy development of the
43

worker in his work, home and community. This is essential for the sake of harmony and continuity in labour welfare services. Principal of Association or Democratic Value. The co-operation of the worker is the basis of this principle. Consultation with, and the agreement of workers in, the formulation and implementation of labour welfare services very necessary for their success. Moreover, workers allowed to participate in planning these

programmers get keenly interested in their proper implementation. This principle is based on the assumption that the worker is a mature and rational individual Industrial democracy is the driving force here. Workers also develop a sense of pride when they are made to feel that labour welfare programmes are created by them and for them. Principle of Responsibility. This recognizes the fact that both employers and workers are responsible for labour welfare. Trade unions, too, are involved in these programmes in a healthy manner, for basically labour welfare belongs to the domain of trade union activity. Further, when responsibility is shared by different groups, labour welfare work becomes simpler and easier. Accordingly various committees are elected or nominated and various powers and responsibilities in the welfare field are delegated to them. Principle of Accountability. This may also be called the Principle of Evaluation. Here, one responsible person given an assessment or evaluation of existing welfare services on a periodical basis to a higher authority. This is very necessary, for then one can judge and analyze the success of labour welfare programmes. Such scientifically made evaluation is lacking in labour welfare services in Indian industries.
44

Principle of Timeliness. The timeliness of any service helps in its success. To identify the labour problem and to discover what kind of help is necessary to solve it and when to provide this help and all very necessary in planning labour welfare programmed. Timely action in the proper direction is essential in any kind of social work. 3.6 TYPES OF WELFARE ACTIVITIES The meaning of employee welfare may be made clearer by listing the activities and facilities which are referred to as welfare measures. A comprehensive list of welfare activities is given by mostly in his monumental work on employee welfare. He divides welfare measures into two broad groups namely: Welfare measures inside the work place. Welfare measures outside the work place.

WELFARE MEASURES INSIDE THE WORKPLACE Conditions of the work environment. a. Neighborhood safety and cleanliness, attention to approaches. b. Workshop (room) sanitation and cleanliness, temperature humidity, ventilation, lighting, elimination of dust, smoke, fumes. Workmens safety measures, that is, maintenance of tools, providing guards, helmets, goggles and first-aid equipment. WELFARE MEASURES OUTSIDE THE WORKPLACE Housing: bachelors quarters; family residences according to types and rooms. Water, sanitation, waste disposal. Roads, lightings, parks, recreation, playgrounds.
45

Transport.

ORGANISATION FOR WELFARE In most organizations, welfare is the responsibility of welfare officers. The factories act 1948 mandates that every industrial establishment must appoint welfare officer if the number of employees is 500 or more. Welfare officers are educated and trained in field and are, therefore, in a better position to manage welfare well, but the problem with this officers is that they are more concerned with compliance statutory provisions that with the genuine well-being of employees. Legal provisions invariably stipulated that certain minimum facilities should be provided to employees in industrial establishments. The minimum facilities are inadequate to project the welfare of employees. Welfare officers, too, often fail to enforce compliance of even the minimum requirements. It is argued that the prime responsibility for welfare should rest with the line managers as they are in a vantage position to understand the problem of employees. Even this arrangement may not be desirable because employees are reluctant to share their personal problem with bosses, in case the latter gets prejudiced against their (former) interests. The obvious alternative is the HR manager who knows how help can be provided and is capable of exercising counseling skills. But the HR manager is required to attend to other personnel activities as well. Welfare is one are which demands undivided attention. Consequently, an ideal organizational arrangement should have a welfare officer to implement welfare activities. Policy decisions and directions shall be provided by the HR manager. STATUTORY Statutory welfare is composed of those provisions of welfare work which depends for their implementation to the coercive power of the govt. The govt enacts certain rules in regard to
46

labour welfare in order to enforce the minimum standards of health and safety of workers. Employees have to observe the rules relating to working conditions, hours of work, safety, light, ventilation, sanitation etc. These are mandated by the The Factories Act,1948 Employee State Insurance act, 1948 Payment of Gratuity Act, 1972 Employee Provident Fund Act,1952 Payment of Bonus Act, 1965 Employees Family Pension Scheme, 1995. Workmen Compensation Act,1923 The deposit linked insurance scheme.

THE FACTORIES ACT, 1948 The act was first conceived in 1881 when a legislation was enacted to protect children and to provide health and safety measures later, hours of work were sought to be regulated and were, therefore, incorporated in the act in 1911.The act was amended and enlarged in 1934 following the recommendations of the royal of labour .A more comprehensive legislation to regulate working conditions replaced the act in 1948. OBJECT OF THE ACT The object of this act is to secure the health, safety, welfare proper working hours, leave and other benefits for workers employed in factories. In other words, the act was enacted primarily with a view to regulating the conditions of the work in manufacturing establishments

47

coming with the definition of the term factory as used in the act. The act is divided into 11 chapters and contains one schedule. There are 106 sections in this act. PROVISIONS RELATES TO WELFARE OF WORKERS Section 42 to 50 deals with welfare amenities provided under this act. Washing facilities (section 42) Storing and drying facilities(section 43) sitting facilities (section44) First aid appliances(section 45) canteens (section 46) shelters, Rest rooms and lunch rooms(section 47) crches (section48) welfare officers (section 49)

Section 42: Washing facilities In every factoryAdequate and suitable facilities for washing shall be provided and maintained for the use of the workers therein. Separate and adequate screen facilities shall be provided for the use of male and female workers. Such facilities shall be conveniently accessible and shall be kept clean.

Section 43: Storing and drying facilities The state govt. may, in respect of any factory or class or description of factories, make rules requiring the provision therein of suitable places for keeping clothing not worm during working hours and drying of wet clothing.
48

Section 44: Facilities of sitting In every factory suitable arrangements for sitting shall be provided and maintained for all workers obliged to work in a standing position, in order that they take advantage of any opportunities for rest which may occur in the course of their work. If in the opinion of the chief inspector, the workers in any factory engaged in a particular manufacturing process or working in a particular room are able to do their work efficiently in a sitting position, he may, by order in writing require the occupier of the factory to provide before a specified date such seating arrangements as may be practicable for all workers so engaged or working. The state govt may, by notification in the office gazette, declare that the provision of sub-section 1) shall not apply to any specified factory or class or description of factories or to any specified manufacturing process. Section 45: Firstaid appliances There shall in every factory be provided and maintained so as to be readily accessible during all working hours first aid boxes or cupboards, equipped with the prescribed contents, and the number of such boxes or cupboards to be provided and maintained shall not be less than 1 for every hundred and fifty workers ordinarily employed in the factory. Nothing except the prescribed contents shall be kept in a first aid box, or cupboard. Each first-aid box or cupboard shall be kept in the charge of a separate responsible person (who holds a certificate in first-aid treatment recognized by the

49

state government and who shall always be readily available during the working hours of the factory. In every factory wherein more than five hundred workers are ordinary employed there shall be provided and maintained as ambulance room of the prescribed size containing the prescribed equipment and in the charge of such medical and nursing staff as may be prescribed (and those facilities during the working hours of the factory). Section 46: Canteens The state government makes rule requiring that in any specified factory wherein more than two hundred and fifty workers are ordinarily employed a canteen or canteens shall be provided and maintained by the occupier for the use of the workers. Without prejudice to the generality of the foregoing, power such rules may provide for:(a) The data by which such canteen shall be provided.(b) The standards in respect of construction accommodation, furniture and other equipment in the canteen.(c) The foodstuffs to be served there in and the charges which may be made thereof. The constitution of managing committee the canteen and representation of the workers in the management of the canteen The delegation to the chief inspector, subject to such conditions as may be prescribed, of the power to make rules under clause. Employees of contractor of canteens: The company agreed under an agreement to run a canteen and employed contractor in the canteen. Employees of the contractor in the canteen are held to be employees of the factory 1980.
50

Section 47: Shelters, rest rooms and lunch rooms: (i)In every factory wherein more than one hundred and fifty workers are ordinarily employed, adequate and suitable shelters or restrooms and a suitable lunch room, with provision for drinking water where workers can meals brought by them, shall be provided and maintained for the use of workers. Provided that any canteen maintained in accordance with the provisions of section 46 shall be regarded as part of the requirements of the subsection. Provided further that where as lunch room exist no worker shall eat any food in the workroom The shelter or rest rooms or lunch rooms to be provided under sub-section (1) shall be sufficiently lighted and ventilated and shall be maintained in a cool and clean condition. The state govt. may- (a) Prescribe the standards in respect of construction, accommodation, furniture and other equipments of shelters, rest rooms and lunch rooms to be provided under this section.(b) By notification in the official Gazette, exempt any factory or class or description of factories from the requirements of this section. Section 48: Crches In every factory where in more than (30 women workers) are ordinarily employed there shall be provided and maintained a suitable room or rooms for the use of children, under the age of 6 yrs, of such women. Such rooms shall provide adequate accommodation shall be adequately lighted and ventilated such be maintained in a clean and sanitary condition and shall be under charge trained in the care of children infants.
51

The state govt. may make rules:(a)Prescribing the location and standards in respect of construction, accommodation, furniture and other equipments of rooms to be provided under this section.(b)Requiring the provision of factories to which the section appeals to additional facilities for the care of children belonging to women, workers, including suitable facilities for washing and changing their clothes.(c)Requiring the provision in any factory of free milk or refreshment or both for such children.(d)Requiring that facilities shall be given in the factory for the mother or such children of feed them at the necessary intervals.

Section 49: Welfare Officers: In every factory where in 500 hundred or more workers are ordinarily employer, the occupier shall employ in the factory such number of welfare officers, as may be prescribed. The state govt. may prescribe the duties, qualifications and conditions of service of officers employed under sub-section. Duties and functions of Labour Welfare officer To encourage the formation of workers and joint production commodities cooperative societies and safety and welfare commodities and supervise their works. To advise and assist the management in the fulfill of obligations, statutory or otherwise concerning the application of provisions of the factories act,1948 and the rules made there inspector and the medical services concerning medical examinations of employees, records, supervision of hazadarous jobs, visiting the sick, accident prevention and supervision of safety of committees, safety education and investigation of accidents.
52

To promote relations between management and workers this will ensure productive efficiency.

To advise the assist management in the provision of amenities such as canteens, shelters for rest, crches, adequate latrine facilities, drinking water, pensions, gratuity, payments, food housing facilities, educational facilities etc.

To bring to the notice of workers their right and liabilities under the standing orders of the establishments and other rules which grant rights to and define the duties of workers, or which are directed to the discipline safety and protection of workers and establishments.

To suggest measures which will serve to raise the standard of living of workers, and in generate promote their well being.

To bring to the notice of management the grievances of workers individual as well as collective, with a view to securing their expeditious redress. To advice workers against going on illegal strikes and the management against declaring

illegal lock outs and to help in providing anti social during illegal strikes, lockouts and help to bring about a peaceful settlement. IMPLEMENTATION OF WELFARE ACTIVITIES IN VAMSADHARA PAPER MILLS LIMITED Employee welfare and social security is the contribution paid by employees and employers are deposited in a common pool known as ESI fund i.e. utilized for the payment of cash benefits to the insured persons and the dependents. For providing facilities to the beneficiaries the administrative and other expenses of the corporation are also borne from out this fund. BENEFITS TO EMPLOYEE
53

The ESI Corporation has already adopted and extended the major benefit to the insured workers the scheme based on the principle of single administration for comprehensive package of social benefits that include. Medical Benefit Sickness Benefit Maternity Benefit Disablement Benefit Dependents Benefit

An interesting feature of ESI scheme is that the contributions are related to the paying capacity as affixed percentage of the workers wages where as they are provided social security without distinction. The objectives of the factory act are to secure the health, safety and welfare of the persons working in the factory. The act applies to every factory in which ten or more persons employed incase the manufacturing process is carried on with the aid of power government has power to extend the provisions of act where less than 10 are employed. According to factories act 1948, the welfare activities provided at VAMSADHARA PAPER MILLS LIMITED are Housing Policy for Officers LFA for officers Services Awards Other facilities (Festival celebrations) Employees recreation clubs at residential colonies/work locations
54

Sports/ Recreation facilities

HOUSING POLICIES FOR OFFICERS Officers are eligible for corporation owned/leased residential accommodation at the location of posting. Officers provided with corporation owned housing shall pay occupancy charges @ basic pay or standard rent whichever is lower. The rates of standard rent based on plinth area applicable for each type of accommodation are:

Type of accommodation A B C C-1 D Unclassified Type of quarter/built up area:

Standard Plinth(Living) Area for slab range of each group(sqm) UPTO 50 sqm 50-59 60-79 80-89 90-99 100-119 120-129 130-169 170-199 Above 200 sqm

Standard flat rent (Rs)per month 100 150 160 225 240 270 335 350 425 535

The eligibility with respect to type of quarter/built up area for corporation owned housing which may vary depending on availability will be as under Salary Grade A/B C/D E/F G & above Type of quarter B C C-1 C Cross built up area 750 sq.ft. 1000 sq.ft. 1500 sq.ft. 1800 sq.ft.

55

LEASING HOUSING UNITS OWNED BY OFFICERS FOR OTHER THAN SELF OCCUPANCY The Corporation will consider providing accommodation and leasing of houses / flats owned by officers in the following circumstances only : The officer / spouse / dependent children who has / have an interest in a Hindu Undivided Family House, if the house cannot be divided by metes and bounds or if so divisible, the share of the employee or spouse or dependent children does not constitute a livable residential unit. The Officer is required to occupy a particular house because of the operational nature of his duty e.g. Chief Installation Manager Budget Terminal. The officer who by reason of his / her specific post of a functional and maintenance nature is required to stay in a particular housing colony or locality e.g. Fire and Safety officers in Mumbai Refinery. The Officer is to be provided with Corporation accommodation in particular

locality / colony as a condition of his service e.g. Medical Officer of Mumbai Refinery. The residential unit owned by the officer or spouse / dependent children having accommodation substantially less than the officers entitlement which would be determined on the basis of the plinth area being 2/3rd or less of the ceiling limit of entitled plinth area of the officer as per current prescribed rules, given in However, such dispensation will be generally applicable to senior officers in grade E

and above depending on their job requirements, family size etc.

56

Transfer of the employee to any other location whereby his house will be available for renting out to the Corporation.

At or near their station of posting would mean that the residential unit is situated within the limits of municipality in the jurisdiction of which the office of the employee is situated as well as municipality (ies) contiguous to the former.

House attached to a post / duties of a functional and maintenance nature: It would be the responsibility of the Functional General Manager to provide in writing to the Chairman of the Housing Allotment Committee details of specific positions which require an officer to reside in the nearby locality / Corporation housing units along with information on nature of duties whether operations or maintenance. Without such information / recommendation, the Competent Authority will not grant exemption. Compensation The compensation payable for housing units taken on leave and license under this policy will be determined on the basis of rental ceilings given under corresponding to the class of city and S/G of the concerned occupying officer. An advance of maximum three month rental will be paid on request. This amount shall be adjusted towards rental to be paid in the last three month of the lease period. Conditions for lease The minimum leave and license period will be for two years renewable by periods not below 11 months. However, for employees who have less than three years of service, the lease period will be limited to their balance years of service subject to a minimum of 1 year.

57

All the above types of leave and license will be covered by written agreement as per Annexure - I.

Release of flats The housing units taken on leave and license shall not be released during the tenure of the leave and license period except in cases mentioned below: The assignment of the employee who was required to stay near his place of work has changed and he is required to vacate his official residence so allotted. The employee is transferred back to the location where his housing unit leased to the Corporation is located. The employee is separated from the Corporation. No penal rentals will be levied

from separated employees who continue to reside in Corporation accommodation due to the Corporations inability to release the employees own house taken on lease. For old leases other than mentioned above, the authority for release of the flat is

vested with the Standing Committee of Functional Directors. Such cases need to be routed through the Corporations Admn. Dept., who will go into / establish

genuine and bonafide needs for release. LEASING OF RESIDENTIAL UNITS OWNED BY EMPLOYEES SPOUSE / DEPENDENTS FOR OTHER THAN SELF OCCUPANCY The residential units owned by the employees spouse / dependent children for other than self occupancy may also be considered at the discretion of the Corporation, if offered by such transferred / exempted officer on leave and license, on similar terms as given above from time to time subject to the prescribed rental ceiling given under corresponding to the class of city and Salary Grade of the "occupying officer" for whom the premises is to be leased.
58

As regards release of flats / houses taken on short term lease / leave and license from close family members of employees, such units will be released six months from the date of request irrespective of the duration of the leave and license. Effective 01.10.93, houses / flats owned by the officer / his spouse, subject to suitability will be taken by the Corporation on short term lease / leave and license basis for self occupation of the officer concerned on the following terms and conditions :Period of Lease / Leave and License & Rental The house / flat should be owned by the officer himself / herself or his / her spouse at the place of posting and he / she along with his / her family members should be occupying the same for residential purposes. The house / flat, on request from the concerned officer, will be taken by the Corporation on short term lease / leave and license for the period of self occupancy by the officer leasing the premises to the Corporation, subject to a minimum of two years on the terms and conditions of Corporations short term lease / leave and license agreement. ADMINISTRATION OF THE HOUSING POLICY FOR OFFICERS The Administration of the above policy will be vested with the Chief Admn. Manager / Manager - Admn., HQO - for Mumbai city, Sr. Manager / Manager - HR / Dy. Manager - HR for Zonal Offices, Chief / Sr. Regional Manager, Chief / Sr. Terminal Managers and DGM - HR for Regional Offices / Installations / Mumbai & Visakh Refineries respectively. The above officers will ensure that necessary lease agreement is signed with the concerned owner-employee, setting up ARFC / FC for payment of rental and processing PCAs for recoveries from the occupant employee.

59

The disbursement of the compensation / rent to the owner-employee of the housing units will be made by the same authority which has initiated action for ARFC / FC, PCA, etc. The concerned Zone / Region / Terminal / Refinery for locations other than Mumbai and by the Admn. Dept. for Mumbai city for payment. All correspondence pertaining to the housing units located in the area shall be handled by the concerned administrative authority irrespective of the actual work place of the owner-employee. The above policy of Leasing Employee Owned Housing for other than Self-Occupancy will come into force effective July 16, 1992. However, the premises already taken on leave and license from employees / close family members as per existing policy will continue till such time the Corporation decides to release the same. LFA for officers All confirmed officers in the block will be eligible for LFA block in which the officer is confirmed. Promote officers, who complete one yr service in the first LFA block period, will become eligible. A promote officer can avail first LFA as applicable to officers in grade A without completing a minimum period of one yr in the LFA block in which he/she is promoted by refunding the LFA/LTC encashment received as applicable to non-management employees for the same block of LFA period Service Awards Effectively April 1, 1999, employees who have completed 15 yrs of service with the corporation shall be given a service award in the form of gold coin (5 gms of 24 k ), who have completed 25 yrs of service with the corporation shall be given a service award in the form of gold coin (10 gms of 24k), who have completed 30 yrs of service with the corporation shall be given a service award in the form of gold coin (20 gms of 24k), who have completed 35 yrs of
60

service with the corporation shall be given a service award in the form of gold coin (20 gms of 24k). C & D dept of HQO will place and dispatch the requested quality of gold coins of the above measurement to respective locations along with list of eligible employees. Festival celebration VAMSADHARA PAPER MILLS LTD encourages its employees to participate in festival celebrations organized by the corporation. Employees Recreation Clubs VAMSADHARA PAPER MILLS LTD provides recreation clubs, parks, Auditorium, shuttle court, Tennis court, Swimming pool to the employers in their colonies. In case of club/association at HP colony the president of the club has necessarily to be senior most grade HP employee residing in the colony. The management committee shall consist of minimum 7 members and a max of 10. Out of these committee members, one shall be nominated by the corporation. The club members shall be compulsory for all residential employees of their colony. In the case of clubs/ associations at work locations, the employees membership will be voluntary, however, in the event, the benefits of the club will be restricted to members only. Each members monthly contribution will be as follows: Contribution by (1)Management Employees (2) Non management Employee For clubs/ Association at Residential colonies Rs 15 per month Rs 5 pm Work locations Rs 10 pm Rs 5 pm

61

Drinking and water facilities VAMSADHARA PAPER MILLS LIMITED is providing cool and hygiene drinking water to the employees and also in their colonies. Factories act section 18 clearly mentioned that in every factory effective arrangements shall be made to provide and maintain at suitable points, conventionally suitable for all workers employed turn a sufficient supply of whole sum drinking water all such points shall be legible marker DRINKING WATER. In VAMSADHARA PAPER MILLS LIMITED very elaborate are made for providing drinking facilities to all employees in factory and officers. All the buildings are provided with water coolers for supplying cool water throughout the yr in addition to normal water supply. Water coolers are installed at different place in the canteens and premises.

62

1. Better working environment motivate the workers? Particulars Agree Disagree Cant say Total No. of respondents 90 5 5 100 Percentage 90 5 5 100

INTERPRETATION From the above table we can observe that maximum number of employees (90%) was agreed that better working environment motivates the workers. Only Five per cent of the workers are not sure about the statement.

63

2. Health facilities improve the efficiency of the workers ?

Particulars Agree Disagree Cant say Total

No. of respondents 80 10 10 100

Percentage 80 10 10 100

INTERPRETATION From the above information, we can observe that maximum number(80%) employees are agreed for health facilities improve the efficiency of the workers and remaining ten percent of the employees disagree and other 10percent say cant say.

64

3. Job satisfaction is essential for the workers in the organization?

Particulars Agree Disagree Cant say Total

No. of respondents 85 10 5 100

Percentage 85 10 5 100

INTERPRETATION . From the above table we can observe that maximum number of employees (85%) was agreed the statement. 95percent respondents were agreeing for Job satisfaction is essential for the workers in the organization, remaining, 5 per cent respondents are saying cant say.

65

4. Proper health & welfare facilities help in reducing labour turn over?

Particulars Agree Disagree Cant say Total

No. of respondents 85 10 5 100

Percentage 85 10 5 100

INTERPRETATION From the above pie chart we can observe that maximum number of employees 85percent are agree with Proper health & welfare facilities help in reducing labour turn over, remaining 10percent are disagree and 5percent say cant say.

66

5. Canteen facilities are must for good health of workers?

Particulars

No. of respondents

Percentage

Agree Disagree Cant say Total

100 0 0 100

100 0 0 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents all are agree for the Canteen facilities are must for good health of workers.

67

6. Uniform facility should be necessary in the organization?

Particulars

No. of respondents

Percentage

Agree Disagree Cant say Total

95 0 5 100

95 0 5 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 95percent are agree for the Uniform facility should be necessary in the organization and remain 5percent are cant say.

68

7. Washing and bathing facility increase to your comfort, health and efficiency?

Particulars

No. of respondents

Percentage

Agree Disagree Cant say Total

100 0 0 100

100 0 0 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents all are agree for the Washing and bathing facility increase to your comfort, health and efficiency.

69

8. Consumer cooperative stores should be encouraged?

Particulars agree Neutral Disagree Total

No. of respondents 95 0 5 100

Percentage 95 0 5 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 95percent are agree for the Consumer cooperative stores should be encouraged and remain 5percent are disagree.

70

9. There should be proper evaluation of labour welfare activities? Particulars No. of respondents Percentage

Agree Disagree Cant say Total

68 12 20 100

68 12 20 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 68percent are agree for the proper evaluation of labour welfare activities and 12percent are disagree and 20percent cant say.

71

10. Labour welfare facilities help in reducing labor absenteeism ?

Particulars Agree Disagree Cant say Total

No. of respondents 100 0 0 100

Percentage 100 0 0 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 90percent are agree for the Labour welfare facilities help in reducing labor absenteeism and 5percent are disagree and 5percent cant say.

72

11. Labour welfare facilities maintain better industrial relations? Particulars Agree Disagree Cant say Total No. of respondents 83 7 10 100 Percentage 83 7 10 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents all are agree for the . Labour welfare facilities maintain better industrial relations.

73

12. Are you aware welfare activities in your organization?

Particulars Good Excellent Satisfactory Poor Total

No. of respondents 23 37 18 22 100

Percentage 23 37 18 22 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 37percent are agree for the leaves provided by the organization is excellent and 23percent are saying good, 22percent are saying poor and remaining 18percent are saying satisfactory.
74

13. The number of leaves provided by the company is Particulars Agree Disagree Cant say Total No. of respondents 83 7 10 100 Percentage 83 7 10 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 83percent are agree for the aware welfare activities in the organization and 7percent are disagree and 10percent cant say.

75

14. If the medical expenses provided by the company?

Particulars Good Excellent Satisfactory Poor Total

No. of respondents 32 19 31 18 100

Percentage 32 19 31 18 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 32percent are agree for the medical facilities provided by the company is good and 31percent are saying satisfied, 18percent are saying poor and remaining 19percent are saying excellent.
76

15. How often first aid box with prescribed contents is available? Particulars Good Excellent Satisfactory Poor Total No. of respondents 22 48 21 9 100 Percentage 22 48 21 9 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 48percent are agree for the first aid facilities available in the organization is excellent and 22percent are saying good, 2`percent are satisfied and remaining 9 percent are poor.

77

16. Which welfare activity is most important for you?

Particulars

No. of respondents

Percentage

Training Health & safety Other welfare measures Total

32 29 39 100

32 29 39 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 39percent are other welfare measures are important for ours, and 32percent are saying training is the welfare activity it is important for the organization and remaining 29percent are saying health & safety are important.

78

17. How well the supervisors handle the workers problems in routine?

Particulars

No. of respondents

Percentage

Excellent Satisfactory Poor Total

59 32 9 100

59 32 9 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 59percent sayings supervisors are handle the workers excellent and 32percent are saying satisfactory and 9percent are saying poor.

79

18. What is your first objective in the company?

Particulars

No. of respondents

Percentage

High productivity Industrial peace Welfare program Total

82 8 10 100

82 8 10 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 82 percent expressed that their first objective is high productivity and 10percent are saying welfare program and 8percent are saying industrial peace.

80

19. Are you happy with the trade union activity?

Particulars

No. of respondents

Percentage

Yes No Total

82 18 100

82 18 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 82percent saying that they are happy with the trade union activity and 18percent saying that they are not satisfying with the trade union activities.

81

20. Rest and recreation facilities should be provided to the employees? Particulars Agree Disagree Cant say Total No. of respondents 90 5 5 100 Percentage 90 5 5 100

INTERPRETATION From the above table we can observe that maximum number of employees were agreed the statement. Out of 100percent respondents 90percent are agree for the providing of Rest and recreation facilities to the employees and 5percent are disagree and 5percent cant say.

82

5.1 SUMMARY Welfare means Faring or doing well and it has two aspects positive and negative. Our country is taking all adequate steps to provide the labors, all the facilities in order for them to develop into a healthy human being. The working conditions of Indian employees began to improve with the passing of the first Indian Factories Act, 1881. The objectives in providing welfare measures of the employees is to win the employees loyalty, increase the efficiency of the employees, make more effective recruitment, to earn good will and enhance public image. There are two types of welfare activities, welfare measures inside the work place and welfare measures outside the work place. The factories act provides the welfare measures such as working, canteen, sitting facilities, etc. The vision and Mission of VMPL is to be a leading world class company The analysis of the welfare measures provided by the company was found to be satisfactory of its employees. Thus, this project has given me a knowledgeable insight about the Labour Welfare Measures at VAMSADHARA PAPER MILLS LIMITED. VMPL provides adequate welfare measures as listed in the Factories Act,1948 to its employees . The analysis of the welfare measures provided by the company was found to be satisfactory of its employees. Thus, this project has given me a knowledgeable insight about the Labour Welfare Measures at VAMSADHARA PAPER MILLS LIMITED.
83

5.2 FINDINGS It was found that there is a cordial relationship between management and employees as there are no disputes between them and there are no grievances reported in VAMSADHARA PAPER MILLS LIMITED During the study at VAMSADHARA PAPER MILLS LIMITED it was found that the personnel policies and the welfare activities on the employees had a strong influence on the functioning of the organization. Most of the employees are satisfied by the welfare activities provided by the company except the education refund plan where they found that the plan is not beneficial to them. The management has emphasized more on safety of employees as well as the organization safety also. The provisions being followed in VAMSADHARA PAPER MILLS LIMITED is in accordance with the implement action and regulations and also welfare provisions are satisfactory. Most of the employees found to be satisfactory of an overall analysis of the welfare measures provided by the company.

84

5.3 SUGGESTIONS A System of taking feed back regularly from the residents regarding the response towards complaints should be put at place. Quality of workmanship to be improved to avoid repeated complaints. First-aid centre and provision shop is provided. Transport facilities is extended to all employees coming from outside. Management create an environment so that employees can present their problems without fear and consider their view to get result-oriented goods and to improve their efficiency in all spheres of organization. All welfare measures that are being undertaken by VAMSADHARA PAPER MILLS LIMITED for the welfare of its employees reach to all employees.. A staff quarter is located closer to the work place in order to avoid transportation problem especially those employees who work in shift duties. Sanctioning time of special welfare facility is reduced. New facilities added to the existing ones by early action taken by management. Medical reimbursement is to be continued after the retirement.

85

5.4 CONCLUSION The employees of the organization are found to be satisfied with the facilities to them by the company. They still want more focus on family welfare. They want that the time period for sanctioning special welfare facility should be reduced. More than 70% of the employees agree that the welfare facilities are provided to them and they are availing special welfare facilities according to their need. A neat, clean and peaceful environment of the organization helps in maintaining satisfaction and enthusiasm to perform work among the employees. The employees of the VAMSADHARA PAPER MILLS LIMITED are highly satisfied with the routine welfare facilities which they are availing on a regular basis. The routine welfare facilities are availed by each employee in the organization by simply filling an application, without any proof and the time required is also nominal. The time required for sanctioning the special welfare facilities is 2-3 week. The process of availing special welfare facility is very lengthy and hence it can be availed by following simple process. provided

86

ANNEXURE
Questionnarie
Name of the employee : Department Designation : : S.no.: Date:

1. Better working environment motivate the workers? a) Agree ( ) b)disagree ( ) c) cant say ( )

2. Health facilities improve the efficiency of the workers? a) Agree ( ) b) disagree ( ) c) cant say ( )

3. Job satisfaction is essential for the workers in the organization? a) Agree ( ) b) disagree ( ) c) cant say ( )

4. Proper health & welfare facilities help in reducing labour turn over? a) Agree ( ) b) disagree ( ) c) cant say ( )

5. Canteen facilities are must for good health of workers? a) Agree ( ) b) disagree ( ) c) cant say ( )

6. Uniform facility should be necessary in the organization? a) Agree ( ) b) disagree ( ) c) cant say ( )

7. Washing and bathing facility increase to your comfort, health and efficiency? a) Agree ( ) b) disagree ( ) c) cant say ( )

8. Consumer cooperative stores should be encouraged? a) Agree ( ) b) disagree ( ) c) cant say ( )

9. Thre should be proper evaluation of labour welfare activities? a) Agree ( ) b) disagree ( ) c)cant say ( )

10. Labour welfare facilities help in reducing labor absenteeism? a) Agree ( ) b) disagree ( ) c) cant say ( )

11. Labour welfare facilities maintain better industrial relations? a) Agree ( ) b) disagree ( ) c) cant say ( )

12. Are you aware activities in your organization? a) Yes ( ) b) No ( ) c) Interlineally

87

13. The number of leaves provided by the company is a) Excellent ( ) b) good ( ) c) satisfactory ( ) d) poor ( )

14. If the medical expenses provided by the company is a) Excellent ( ) b) good ( ) c) satisfactory ( ) d) poor ( )

15. How often first aid box with prescribed contents is available? a) Every time ( ) b) mostly ( ) c) sometimes only ( )

16. Which welfare activity is most important for you? a) Training ( ) b) health & safety ( ) c) other welfare measures ( )

17. How well the supervisors handle the workers problems in routine? a) Excellent ( ) b) satisfactory ( ) c) poor ( )

18. What is your first objective in the company? a) Higher productivity ( ) b) industrial peace ( ) c) welfare program ( )

19. Are you happy with the trade union activity? a) Yes ( ) b) No ( )

20. Rest and recreation facilities should be provided to the employees? a) Strongly agree ( ) b) Agree ( ) c) Disagree ( ) d) Strongly disagree ( )

COMMENTS ....

(THANK YOU)

88

BIBLIOGRAPHY
S.No 1 Author Arun Monappa Book Industrial Relations Industrial 2 A.M.Sharma Jurisprudence and Labour Legislation Aspects of Labour 3 A.M.Sharma Welfare and Social Security C.B.Mamoria & S.V.Gangkar Personnel Management Himalaya Book House Himalaya Book House Publisher Tata McGraw Hill

Himalaya Book House

HUMAN RESOURCE MAMAGEMENT PERSONAL MANAGEMENT

P.SUBBA RAO

- C.B. MEMORIA

WEBSITES vamshadhara@sennars.com vamshadharawhite@sennars.com www.sennars.com www.google.com

89