A STUDY ON WELFARE MEASURES FOR EMPLOYEES

IN KERALA MINERALS AND METALS LTD.

Submitted in partial fulfillment of the requirements for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

OF

KERALA UNIVERSITY

Submitted by

MOHAMMED ASIF S N

Reg. No. 250862201151

Under the guidance of

Dr. NITHYA. R

(Coordinator of BBA School of Distance Education,

University of Kerala, Thiruvananthapuram)

UNIVERSITY OF KERALA

(2020-2023)
A STUDY ON WELFARE MEASURES FOR EMPLOYEES IN KERALA MINERALS AND METALS LTD

DECLARATION BY THE STUDENT

I hereby declare that “A STUDY ON WELFARE MEASURES FOR EMPLOYEES

IN KERALA MINERALS AND METALS LTD.” is the result of the project work

carried out by me under the guidance of Dr. NITHYA. R in partial fulfillment for the

award of Bachelor of Business Administration by Kerala University. I also declare

that this project is the outcome of my own efforts and that it has not been submitted to

any other University or Institution for the award of any other Degree or Diploma or

Certificate.

Place: Kollam Name: MOHAMMED ASIF S N

Date: Register Number: 250862201151

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ACKNOWLEDGEMENT

I consider this as a privilege to express my gratitude and respect for all those who have

guided and inspired me for the successful completion of this project.

I take this opportunity to express my sincere thanks to Dr. Nithya R, coordinator of

BBA, School of Distance Education, University of Kerala, Thiruvananthapuram,

who has provided a good academic climate to undertake this study.

I would also like to express my gratitude to all the staff of Kerala Minerals and Metals

Ltd., who have provided valuable information and immense support, which helped me

a lot with the completion of this project during the stipulated period.

Finally, I would like to express my sincere thanks to my parents, friends and faculty

members who provided the moral support to complete the project.

MOHAMMED ASIF S N

Register Number: 250862201151

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TABLE OF CONTENTS

CHAPTER
TOPICS PAGE NO.
NO.
INTRODUCTION 13

EMPLOYEE WELFARE 15

OBJECTIVES 16

BASIC FEATURES 16

1 PRINCIPLES OF LABOUR WELFARE 17

THEORIES OF LABOUR WELFARE 17

TYPES OF WELFARE ACTIVITIES 18

WELFARE ACTIVITIES FOLLOWED IN KMML 19

INDUSTRY PROFILE 28

REVIEW OF LITERATURE 32

SCOPE OF THE STUDY 34

2
SAMPLING 37

DATA ANALYSIS 38

COMPANY PROFILE 40

INCORPORATION OF KMML 41

LOCATION OF THE COMPANY 42

MAJOR COMPETITORS 43

TECHNICAL COLLABORATION 44

3 QUALITY POLICY 45

CORPORATE SOCIAL RESPONSIBILITY 46

AWARDS AND KMML TESTIMONIALS 47

MONOPOLISTIC NATURE OF KMML 48

PRODUCT PROFILE 52

PRODUCT AND THEIR APPLICATION 53

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CHAPTER
TOPICS PAGE NO.
NO.
DATA ANALYSIS AND INTERPRETATION 63
4
TEXTUAL DISCUSSION 68

5 FINDINGS 89

6 RECOMMENDATIONS 94

7 CONCLUSION 96

APPENDIX 97

ANNEXURE - 1 98 – 102

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LIST OF TABLES
TABLE PAGE
PARTICULARS
NO. NO.

4.1 AGE GROUP OF THE EMPLOYEES 47

4.2 GENDER OF THE EMPLOYEES 48

4.3 EDUCATIONAL QUALIFICATION OF THE EMPLOYEES IN THE COMPANY 49

4.4 WORK EXPERIENCE OF THE EMPLOYEES IN THE COMPANY 50

4.5 OPINION ABOUT THE EXISTING EMPLOYEE WELFARE MEASURES 51

4.6 LEVEL OF SATISFACTION OF MEDICAL FACILITY GIVEN TO EMPLOYEES 52

4.7 SATISFACTION OF SAFETY APPLIANCES IN WORKPLACE 53

4.8 CANTEEN FACILITY PROVIDED BY COMPANY 54

4.9 EMPLOYEE AWARENESS ABOUT THE WELFARE MEASURES 55

4.10 MANAGEMENT INVOLVEMENT IN SOLVING EMPLOYEE GRIEVENCES 56

4.11 SATISFACTION OF INFRA STRUCTURAL FACILITY 57

WELFARE MEASURES ARE INTACT WITH THE RULES OF THE

4.12 58
GOVERNMENT

4.13 HEALTHY MORALE AND ORGANIZATION CLIMATE 59

4.14 WELFARE MEASURES WILL POSITIVELY AFFECT QUALITY OF WORK LIFE 60

4.15 EMPLOYEES IS BEING INFORMED ABOUT THE MANAGEMENT POLICIES 61

EMPLOYEES INFORMING THEIR EMPLOYER OF ANY DANGEROUS

4.16 62
SITUATION

4.17 LEVEL OF COMMUNICATION BETWEEN EMPLOYEES AND SUPERVISOR 63

4.18 SATISFACTION ON ADVANCES AND LOANS PROVIDED BY THE COMPANY 64

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TABLE PAGE
PARTICULARS
NO. NO.

4.19 SATISFACTION LEVEL OF THE PEOPLE IN THEIR WORK 65

4.20 SATISFACTION LEVEL OF EMPLOYEES TO EXPRESS THEIR IDEAS 66

4.21 MANAGEMENT IMPLEMENTING SUGGESTION ON WELFARE BENEFITS 67

4.22 COMPANY PROVIDING ANY POLICY IN CASE OF DEATH IN HARNESS 68

OPINION ABOUT THE FESTIVAL ALLOWANCE PROVIDED BY THE

4.23 69
COMPANY

4.24 EFFECTIVENESS OF WELFARE OFFICER 70

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LIST OF FIGURES
FIGURE PAGE
PARTICULARS
NO. NO.

4.1 AGE GROUP OF THE EMPLOYEES 47

4.2 GENDER OF THE EMPLOYEES 48

4.3 EDUCATIONAL QUALIFICATION OF THE EMPLOYEES IN THE COMPANY 49

4.4 WORK EXPERIENCE OF THE EMPLOYEES IN THE COMPANY 50

4.5 OPINION ABOUT THE EXISTING EMPLOYEE WELFARE MEASURES 51

4.6 LEVEL OF SATISFACTION OF MEDICAL FACILITY GIVEN TO EMPLOYEES 52

4.7 SATISFACTION OF SAFETY APPLIANCES IN WORKPLACE 53

4.8 CANTEEN FACILITY PROVIDED BY COMPANY 54

4.9 EMPLOYEE AWARENESS ABOUT THE WELFARE MEASURES 55

4.10 MANAGEMENT INVOLVEMENT IN SOLVING EMPLOYEE GRIEVENCES 56

4.11 SATISFACTION OF INFRA STRUCTURAL FACILITY 57

WELFARE MEASURES ARE INTACT WITH THE RULES OF THE

4.12 58
GOVERNMENT

4.13 HEALTHY MORALE AND ORGANIZATION CLIMATE 59

4.14 WELFARE MEASURES WILL POSITIVELY AFFECT QUALITY OF WORK LIFE 60

4.15 EMPLOYEES IS BEING INFORMED ABOUT THE MANAGEMENT POLICIES 61

EMPLOYEES INFORMING THEIR EMPLOYER OF ANY DANGEROUS

4.16 62
SITUATION

4.17 LEVEL OF COMMUNICATION BETWEEN EMPLOYEES AND SUPERVISOR 63

4.18 SATISFACTION ON ADVANCES AND LOANS PROVIDED BY THE COMPANY 64

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FIGURE PAGE
PARTICULARS
NO. NO.

4.19 SATISFACTION LEVEL OF THE PEOPLE IN THEIR WORK 65

4.20 SATISFACTION LEVEL OF EMPLOYEES TO EXPRESS THEIR IDEAS 66

4.21 MANAGEMENT IMPLEMENTING SUGGESTION ON WELFARE BENEFITS 67

4.22 COMPANY PROVIDING ANY POLICY IN CASE OF DEATH IN HARNESS 68

OPINION ABOUT THE FESTIVAL ALLOWANCE PROVIDED BY THE

4.23 69
COMPANY

4.24 EFFECTIVENESS OF WELFARE OFFICER 70

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CHAPTERISATION

Chapter 1:

The first chapter highlights the introduction of the study, theoretical background of the

study, statement of the problem, significance of the study, scope of the study, objective

of the study, hypothesis, research methodology, etc.

Chapter 2:

The second chapter highlights reviews of literature.

Chapter 3:

The third chapter highlights company profile, industry profile, product profile, SWOT

analysis.

Chapter 4:

The fourth chapter highlights Data analysis and interpretation.

Chapter 5:

The fifth chapter highlights findings.

Chapter 6:

The sixth chapter highlights suggestions.

Chapter 7:

Conclusion

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CHAPTER 1

INTRODUCTION

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INTRODUCTION

The study on the effect of welfare measures on employee morale gives the management

an indication of the level of satisfaction among the employees regarding the general

working conditions and the other facilities provided by the organization. This helps the

management to know the general morale of the employees.

A developing country requires industrial progress for its development and industrial

progress depends upon the satisfaction of the labour force. Labour welfare implies

setting up a minimum desirable standard and the provision of facilities like health, food,

clothing, housing, medical assistance, insurance, education, job security and recreation

etc. Such facilities enable the worker and his family to lead a good work life, family

life and social life.

Labour welfare also operates to neutralize the harmful effects of large-scale

industrialization and urbanization. Labour welfare includes both social and economic

contents of welfare. Social welfare is primarily concerned with the solution of various

problems of weaker sections of society. It aims at social reform, social services, social

work, social action etc. The object of economic welfare is to promote economic

development by increasing production and productivity through equitable distribution.

For smooth functioning of organization, the employer should ensure safety and welfare

of his employee. Safety can be defined to be the control of recognized hazard to achieve

acceptable level of risk. Safety is important at the workplace, also because human

resources are the important resources of the organization. Workplace safety involves

training programs that are meant to teach the employees to handle risks. The term safety

and welfare are closely related to each other. Welfare is the general state of well-being.

Safety refers to the act of protecting the physical well-being of an employee.

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“Welfare and safety measures are comfortable living and working conditions”.

Employee welfare means the efforts to make life worth living for Workman, people are

the most important asset of an organization, and the accounting profession must assess

and record the value and cost of people of an organization. Once this is accepted, the

need to measure the value for recording it in the books of accounts arises. The value of

human assets can be increased substantially by making investment in their training and

welfare activities in the same way as the value of repairs, overhauling etc.

While the cost of training, development, etc., can be recorded separately and to be

within the eventual, the expenditure on welfare activities can be added to the investment

and returns judged. Unlike other assets which have depreciation value as years pass by,

value of human assets appreciates with passing years. The values can depreciate by the

aging process, which is generally hastened by worries, unhealthy conditions, etc. Once

this process is slowed down, or at least if the employees are made to feel “young in

spirits” the value of this asset appreciates considerably.

Any investment constitutes the asset of a company and therefore, any investment in the

welfare of labour would constitute an extra investment in an asset. Industrial progress

depends on a satisfied labour force and the importance of labour welfare measures was

stressed as early as 1931, when the labour Commission stated the benefit which go

under this nomenclature, are of great importance to the workers and which unable to

secure himself. The scheme of labour welfare and safety measures may be regarded as

a “wise investment” which should and usually does bring a profitability return in the

form of greater efficiency.

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EMPLOYEE WELFARE

Welfare is a desirable state of existence involving physical, mental, moral, and

emotional well-being. Therefore, the presence of welfare facilities and the employees’

satisfaction level with their facilities is very important. Because this satisfaction level

will affect their productivity and the overall performance of the company. Training and

development help in optimizing the utilization of human resources that further helps

the employee to achieve the organizational goals as well as their individual goals.

This study is aimed at analyzing the level of satisfaction of the employees with the

welfare facilities in the company. For this purpose, both primary data and secondary

data are used. The term welfare suggests many ideas, meaning and connotations, such

as the state of well-being, health, happiness, prosperity, and development of human

resources. It is a desirable state of existence involving physical, mental, moral, and

emotional wellbeing. All these four elements together constitute the structure of welfare

on which its totality is based.

Meaning And Definition

In the encyclopedia of social sciences, welfare is defined as the voluntary effort of

employers to establish, within the existing industrial system, working and sometimes

living and cultural conditions of the employees beyond what is required by law the

customers of the industry and the conditions of the employees. Yet another definition is

anything done for the comfort and improvement, intellectual and social of the employee

over and above the wages paid, which is not necessity of the industry.

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Objectives of Labour Welfare

 To provide better life and health for the workers.

 To make the workers happy and satisfied.

 To relieve workers from industrial fatigue and to improve intellectual, cultural,

and material conditions of living of the workers.

Basic Features of Labour Welfare Measures

 Labour welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment, and social

status.

 Welfare measures are in addition to regular wages and other economic benefits

available to workers due to legal provisions and collective bargaining.

 Labour welfare schemes are flexible and ever changing. New welfare measures

are added to the existing ones from time to time.

 Welfare measures may be introduced by the employers, government, employees

or by any social or charitable agency.

 The purpose of labour welfare is to bring about the development of the whole

personality of the workers to make a better workforce.

In its broadest connotation, the term welfare refers to a state of living of an individual

or group in a desirable relationship with total environment – ecological, economic, and

social. Conceptually as well as operationally, labour welfare is a part of social welfare

which, in turn, is closely linked to the concept and the role of the state. The concept of

social welfare, in its narrow contours, has been equated with economic welfare.

The Oxford dictionary defines labour welfare as “Efforts To Make Life Worth Living

For Workmen”. The encyclopedia of social sciences defines it as “The voluntary effort

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of the employers to establish within the existing industrial system, working and

sometimes living and cultural conditions of employees beyond what is required by Law,

the customs of the industry and the conditions of make”.

Principles of Labour welfare

Welfare will help to minimize misunderstanding. Labour welfare is dependent on

certain basic principles. The following are to be kept in mind for successful

implementation of any welfare programs in an organization.

 Principles of adequacy of wages.

 Principles of social responsibility of industry.

 Principles of efficiency.

 Principles of personalization.

 Principles of coordination and integration.

 Principles of association.

 Principles of responsibility.

 Principles of accountability.

 Principles of timeliness.

Theories of Labour Welfare

Theories constituting the conceptual framework of labour welfare have so far been

outlined.

 The Policing Theory.

 The Religious Theory.

o Monument.

o Investment Aspects.

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 The Philanthropic Theory.

 The Trusteeship Theory.

 The Placating Theory.

 The Public Relations Theory.

 The Functional Relations Theory.

 The Social Relations Theory.

Types of Welfare Activities

 Welfare Measures in-side the workplace.

 Welfare Measures out-side the workplace.

A. Welfare Measures in-side the workplace:

Conditions of the work environment:

 Workplace Safety and Cleanliness.

 Housekeeping, Compound Wall, Labour, Garden etc.

 Workshop Sanitation and Cleanliness.

 Distribution of Work and Provision for Rest Hours, Mealtimes, and Breaks.

 Supply of Necessary Beverages and Pills and Tastes i.e., Salt Taste, Milk,

Soda.

Convenience:

 Urinals and Laboratories, Washbasins, Bathroom, Provision for Spittoons,

Waste Disposal.

 Provision of Drinking Water, Water Coolers.

 Canteen Services, Full Meals, and Mobile Canteen.

 Maintenance of Workers Clock Rooms, Resting Rooms and Library.

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Worker’s Health Services

Ambulance, emergency aid, medical examination for workers, education, etc.

should be provided at the work spot. Woman and child welfare creche and childcare,

separate services for women workers that is lunchrooms, urinals, restrooms.

B. Welfare measures out-side the workplace:

Housing:

 Water, Sanitation, and Waste Disposal.

 Roads, Lightings, Recreational Clubs, Parks, and Playgrounds.

 Transport (Work Spot to Workplace)

 Communication: Post, Telegraph, Telephone, and Internet.

 Watch and Ward Security.

 Recreational Facilities.

 Child, Youth and Workers Club etc.

WELFARE ACTIVITIES FOLLOWED IN KMML

1. STATUTORY WELFARE FACILITIES IN KMML

CONTRIBUTING PROVIDENT FUND

The fund schemes administered by the trust selected employee of the company

constitute the board of directors of the trust. According to the rule, the

employees of the company are entitled to contribute a certain percentage of their

salary or wages from this fund. This rule followed in KMML may be called as

Provident Fund (PF) Rule.

BONUS

A bonus is paid in accordance with the guidelines issued by the government

from time to time.

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 An employee whose salary exceeds ₹ 5500 per month is not eligible for

bonus.

 An employee whose salary is less than ₹ 3500 per month is eligible to

get festival allowance. In KMML all the employees are above the bonus

limit.

DEARNESS ALLOWANCE

Workmen will continue to be paid DA based or their pay at percentage rates

computed or quarterly average. All Indian consumer price index as per 3256

points per the public sector DA scheme of Government of India and as amended

from time to time.

GRATUITY

According to gratuity act 1972, employees drawing wages and salary not

exceeding ₹ 3500 will be covered by the provision of the payment of gratuity.

The main amount of gratuity is paid to an employee at the rate of 15 days

endorsements based on the rate of endorsements last drawn by the employee

concerned for every completed year of service or gratuity payable to an

employee shall not exceed 2250 endorsements.

SICKNESS BENEFIT

Days full pay or two days half pay sick leave can be availed by the employees

at any time. If more than 30 days leave is required, a medical certificate from

an authorized medical attendant should be produced.

DISABLEMENT BENEFIT

Any injured person is given medical treatment and all expenses incurred by him

in connection with the treatment will be reimbursed.

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MATERNITY BENEFIT

Women employee shall be allowed maternity leave with full pay for 92 days

before the date of confinement and 42 days after the date of confinement. In

addition, one month’s leave with wages allowed to employees who suffer from

diseases.

FUNERAL EXPENSES

In case of death of employees and ₹ 1000 is given in case of death of family

members.

REHABILITATION BENEFITS

The welfare fund scheme provides ₹ 50,000 for the purpose of rehabilitation.

DEPENDENT BENEFIT

When an employee expires while in service, employment will be provided to

his dependent based on educational qualification.

2. NON-STATUTORY WELFARE FACILITIES

Non-statutory welfare measures are the activities which are undertaken

voluntarily by employees such as honesty, education, recreation, transportation,

cooperative stores, and scholarship for employee’s children, etc. These facilities

will motivate the employees to work hard. The important non-Statutory welfare

facilities in KMML are as follows.

WASHING ALLOWANCE

The washing allowance provided to the workers other than security guards is

revised from ₹ 110 to ₹ 150.

CONVEYANCE ALLOWANCE

A Workmen who is on leave or duty away from the headquarters for a

continuous period of a month or more will not be entitled for the conveyance

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allowance. Now the conveyance allowance will be revised from ₹ 250 to ₹ 350

per month.

STICHING CHARGES

Stitching charges for uniform will be revised as follows:

1. For Gents Uniform (Per Set) ₹ 400.

2. For Blouse and Apron (Per Set) ₹ 100.

3. For Overcoat ₹ 150.

ATTENDANCE BONUS

The individual attendance bonus system will be revised as shown below:

1. Below 80% of attendance: Nil

2. 80% to 90% of attendance: ₹ 175 per month.

3. More than 90% attendance: ₹ 200 per month.

4. For 100% attendance: 2 Days Wages Pay + DA.

HOUSE RENT ALLOWANCE

Workmen of the pigment until if the company shall continue to be entitled to

house rent allowance at the rate of 10% of their Basic Pay.

HOUSING LOAN FACILITY’

The employee should be paid a housing loan subsidy of 50% of the interest

payable by them for housing load up to 3,00,000 for an employee limiting the

eligible interest rate to the minimum rate prevailing with housing financial

approved by the company from time to time for any purpose relating to house

building. The said subsidy shall be eligible only for once during the entire

service of an employee subject to other prevailing rules for payment of housing

subsidy.

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VEHICLE LOAN FACILITY

The vehicle loan amount shall be enhanced as ₹ 2.5 Lakhs for motor car and

₹ 45,000 for motorcycle.

EDUCATIONAL ALLOWANCE

Educational allowance will be allowed to students studying in private

institutions also subject to production of satisfactory proof regarding

accordance to the course as with as registration in the university subject to other

conditions stated in fourth long term agreement. Education allowance allowed

to two children of employees will be revised as below:

EXISTING RATE REVISED RATE

COURSE
(₹ Per Month) (₹ Per Month)
Up to SSLC and Courses for
which the minimum
140 250
qualification prescribed in SSLC
or equivalent
Courses for which minimum
qualification prescribed is Plus 190 325
Two / Diploma
Courses for which minimum
qualification prescribed is 240 375
Degree
Professional courses such as
Engineering Degree, Medical,
aw, Agriculture, Computer 280 500
Science, etc. for which minimum
qualification of Plus Two

MEDICAL ALLOWANCE SCHEME

This scheme is applicable to the employees and their family members of the

KMML. This scheme is allowed only if the treatment is approved by a medical

institution. The maximum ceiling for reimbursement of medical expenses in a

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financial year means and includes all government medical institutions and in

addition the following institution.

 Sankars Hospital, Kollam.

 Benziger Hospital, Kollam.

 Holy Cross Hospital, Kottiyam.

 City Hospital, Ernakulam.

 Sree Avittam Thirunal Hospital, Thiruvananthapuram.

ACCIDENT BENEFIT SCHEME

When an employee met with an accident for the disablement of compensation

is paid as per the rules of the Workman compensation act. The company also

allows an ex-gratuity payment of less of wage due to such accidents.

FOOTWEAR ALLOWANCE

Footwear allowance paid as ₹ 30 per year for all the employees.

CANTEEN FACILITY

An industrial canteen is run as per the provision of the factories act. Food items

are supplied by the candy at concession rates. This canteen is common for

officers and workmen. The employees have to pay ₹ 27 per month for their use

of the canteen facilities.

RECREATION FACILITY

KMML has a recreation club with the main objective to promote and develop

socio cultural values artistic and athletic talent of employees. It also provides a

forum for social interaction among all employees respective of their official

grade. The funds of the club are raised from the employee’s contribution and

matching contribution from the company. The company gives a grant equivalent

to the amount spent on the purchase of books for the library. The committee

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consists of seven member nominees elected by the employees and four members

nominated by the management administrators.

SCHOLARSHIP

Top scorers of SSLC (class 10 students), ICSE (+2 students), and CBSE (+2

students) are given ₹ 1250 per year for undergoing the net course of education.

5 students undergoing studies in professional institutions are given ₹ 1500 per

year.

RETIREMENT BENEFIT SCHEME

The employees are given retirement benefit of ₹ 1500 and for every completed

month. Welfare fund member employee is paid ₹ 500 per month. Other facilities

for prolonged hospitalization beyond a month are ₹ 500 per month and ₹ 1000

would be paid to member who donated kidney, eye, etc. A maximum of ₹ 5000

is paid as a Financial Year Q2 assistance for artificial limp fitting for members

who is not covered by other reimbursement schemes.

TELEPHONE FACILITY

Telephone facilities are provided only to the officers by monthly bills. For the

residential phones, the following rates or actual whatever is less, are provided.

 Joint and Deputy General Manager - ₹ 4000

 General Manager - ₹ 3000

 Manager - ₹ 1000

 Officers below Managerial Level - ₹ 500

Amount more than the above limit will be reduced from the salary.

PERSONAL ALLOWANCE

Workers of Titanium Dioxide Pigment unit are paid personal allowance of ₹ 150

per month.

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FESTIVAL ALLOWANCE

The employees in the company are paid in advance for school openings, Onam,

Christmas and Bakrid. The amount of advance will be one month’s salary (Basic

Pay + DA). The advance is paid in the second week if in case of educational

purpose and in case of festival, if the festival falls on the second half of the

month, half month salary is paid.

COOPERATIVE SOCIETY

An employee cooperative society has been formed with 50% share participation

by the management to cater to the needs and requirements of the members.

BLOOD DONATION

Those who donate blood will get ₹ 100 from the welfare fund and one day leave.

MARRIAGE ADVANCE

A marriage advance of ₹ 10,000 will be given to the members from the welfare

fund. The amount will be recovered in 20 equal installments.

UNIFORM

From the year 1988 the workers of Titanium Dioxide Pigment unit of the

company who are using cotton uniform will be issued two sets tri-cotton

uniform per year instead of cotton uniform. The Workmen in the maintenance

and process departments will be provided with 3 sets of uniform instead of 2

sets per year. The workmen who are being allowed raincoat will be issued one

raincoat every year instead of existing 3 years.

FITMENT BENEFIT

Workmen on the roll of Pigment Unit of the company as on 31-12-2001 will e

allowed fitment benefit of an amount equal to 24.5% of their actual basic pay

as on 31-12-2001.

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MILK ALLOWANCE

Employees will be allowed a milk allowance of ₹ 275 per month. Employees

who have put in a minimum of 15 days attendance in a month well be eligible

for the milk allowance as in case of other monthly rated allowances.

CASH HANDLING ALLOWANCE

Cash handling allowance being paid to the employee who looks after the duties

of Cashier will be revised from ₹ 200 to ₹ 275 per month.

OTHER ALLOWANCE

Regular workmen of the Pigment Unit shall be entitled to other allowance as

indicated above. All allowances will be paid in revised rates as per existing

norms.

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INDUSTRY PROFILE

The world is rapidly shrinking with the advent of communication, transportation, and

financial flows. Product developments in one industry are receiving enthusiastic

acceptance in other industries. As the industry, which is manufacturing industry,

produces definitely depends on the end user’s industries.

Industry plays a significant role in every organization. Industrial development has been

given on greater importance in India. Industry is necessary in productivity,

employment, national income, and capital formation.

WORLD SCENARIO

A global increase in mining capacity is currently underway the numerous new projects

around the world. These will be replacing in part dividing reserve from existing

producers.

Current demand is increasing but may not be sufficient to support the projected product

from all the new projects. The major mineral sand deposit has intensified since the mid

1980’s due to increasing use and demand for heavy minerals. The major countries where

the deposits found are Australia, Canada, India, Kenya, Mozambique, and South Africa.

NATIONAL SCENARIO

India has over 7000 KM coastal line and has huge reserves of minerals in the beach

sand. India has large reserve of beach and heavy minerals in the coastal stretches around

the country, specifically in southwest coast of Kerala and Maharashtra. Beach sand

contains important heavy minerals such as Ilmenite, Rutile, Leucoxene, Zircon,

Monazite and Sillimanite.

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India has wealth of Titanium minerals with very low ratio resource to utilization. A

Titanium Dioxide industry is essential to ensure optimum utilization of these resources

as well as to develop a vibrant industry in the field of this strategic mineral. Although

some technology base is available in the country for both sulphate and chloride process

of Titanium Dioxide Pigment manufacture, additional imports know how, and

technology are considered essential to update the existing sulphate and chloride

technologies in the country. The Indian raw materials may be upgraded to Synthetic,

Rutile or Titanium slag before being exported to fetch better returns. Presently synthetic

rutile is being manufactured in the country by Indian Rare Earths Ltd., KMML and

three other private companies. However, there is no project to manufacture Titanium

slag which can be used for sulphate process, chloride process and for manufacture for

Titanium Sponge. This gap needs to be bridged at the earliest.

The advantages of the environment are the ready availability of good quality, feed,

stock, low labour cost and stringent pollution low. The disadvantages are lack of

technology, high power cost and uncertain power availability. The most important

reserves are seven along the coast of Tamil Nadu beach. Reserves are also in Ratnagiri

(Maharashtra), Gunjan (Orissa), and Srikakulam (Andhra Pradesh). The reserve in

Kerala and Tamil Nadu are about 20 million tons. Currently there are four units in India

engaged in the manufacturing of the Titanium Dioxide Pigment with a combined

capacity of 44,560 metric tons per annum. These units are,

 KMML, CHAVARA.

 TRAVANCORE TITANIUM PRODUCTS LTD.

 KILBURN CHEMICALS LTD., CHENNAI.

 KOLMARK CHEMICAL LTD. KOLKATA.

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STATE SCENARIO

At present in Kerala, Travancore Titanium Products and KMML are the only two

manufacturers who produce Titanium Dioxide Pigment. Indian Rare Earth Ltd. (IRE),

a government of India undertaking, has a mineral separation unit in Chavara which

separates minerals from beach sands. IRE also operates 2 mineral separation units

which are in Manavalakurchi in Tamil Nadu and Challarpue in Orissa. The Travancore

Titanium Products was started by His Highness Chithira Thirunal in 1946 and produce

titanium dioxide using sulphate process technology. Later the KMML, which was

situated in Chavara existence started producing titanium dioxide with the help of HCL

process technology.

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CHAPTER 2

REVIEW OF LITERATURE AND RESEARCH DESIGN

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REVIEW OF LITERATURE

A literature review is a body of text that aims to review the critical points of current

knowledge including substantive findings as well as theoretical and methodological

contributions to a particular topic. Literature reviews are secondary sources, and as

such, do not report any new or original experimental work.

The Oxford Dictionary defines Labour Welfare as “efforts to make life worth living

for worker”. Chamber’s Dictionary defines welfare as “a state of faring or doing well;

Freedom from calamity, enjoyment of health, prosperity”.

The ILO Report refers to Labour Welfare as “such services, facilities, and amenities

which may be established in, or in the vicinity of undertakings to enable persons

employed therein to perform their work in healthy and congenial surroundings and

provided with amenities conducive to good health and high morale”.

Pigou (1962) said Employee Welfare as “that part of general welfare which can be

brought directly or indirectly into relations with the measuring rod of money”.

Syed Muthahar Saqaf (2011) Report stated that “The Labour Welfare Organization

of the Union Ministry of Labour and Employment disbursed education scholarship and

attendance incentive to the tune of ₹ 19 Crore to about 1.40 lakh school and college

going wards of Beedi Workers in the state during last year”.

Regina Barr (2011) proved that “Employee Welfare program is based on the

management policy which is aimed at shaping perfect employees”. Therefore, the

concept of employees’ welfare includes to aspects namely physical and mental

welfares.

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 Applications of merit system or work performance system as the basis for

employee rewarding.

 Providing the retired employees with the old age allowance.

 Employee insurance program to provide the employee with better security.

 Improvement in health security for the employees and their families so that they

can work confidently and productively.

 Increase in basic salaries pensions adjustment to the needs providing all work

units and their officials with vehicles to help support smoothly mobility.

Priti Shah (2009) stated that “Employee Welfare is a comprehensive term including

various services, benefits, and facilities, offered to employees by the employers.

Though such generous fringe benefits the employer makes life worth living for

employees”.

Review of literature is an inevitable part of any scientific investigation. It helps to

identify the research gaps and refine the methodology. An attempt has been made here

to review the concept used and past studies related to employee measures.

STATEMENT OF THE PROBLEM

 How do the welfare facilities provided by the company affect the employees?

 How do we analyze the level of satisfaction of employees with regards to the

welfare measures provided by the KMML?

 What are the existing “Employee Welfare Measures’ given by the company to

the employees?

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SCOPE OF THE STUDY

This scope of study on safety and welfare measures of employees in KMML,

determines the workers personal satisfaction, safety, and comfortable atmosphere etc.,

and ensure them to create better involvement in their work and enhance workers morale.

As welfare is growing and dynamic in nature, its content keeps varying and must keep

pace with the changing circumstances. Labour welfare includes all services, amenities,

and facilities which are provided by the employer for increasing productivity. Labour

welfare of employees is an important technique used to motivate employees to a higher

performance. It is necessary to secure the cooperation of the labour force, in order to

increase production and to earn higher profits. The cooperation of the labour force is

possible when they are fully satisfied with their employer and the working conditions

of the job. Labour welfare is very important because it pays good dividends in the long

run and contributes a lot to the health and efficiency of the workers and towards high

morale. That is why it took labour welfare measures as the best option for conducting

research.

OBJECTIVES OF THE STUDY

 To study the existing employee welfare measures provided by the company to

employees.

 To check the given employee welfare measures are according to the rules and

regulations of the government.

 To find out the interpersonal relationship between the employees and the

management.

 To analyze the level of satisfaction of employees with regards to welfare

measures provided by the KMML.

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RESEARCH METHODOLOGY

A research methodology is an outline of how a given piece of research is carried out. It

defines the techniques or procedures that are used to identify and analyze information

regarding a specific research topic. The research methodology, therefore, has to do with

how a researcher designs their study in a way that allows them to obtain valid and

reliable results and meet their research objectives. Research Methodology provides

various steps that can be adopted by the researcher in studying his research problems.

It is a method that can be used to solve research problems. Research Methodology is a

science. It helps in studying how research is done scientifically. It has many dimensions.

The scope of research methodology is wider than that of research methods. Research

methodology includes not only research but also considers the logic behind the

methods.

Research Methodology explains why we are using a particular method and why we are

not using another so that research results are capable of being evaluated either by the

researcher or by others. Research is a process of systematic in-depth study for any

particular topic subject or area of investigation. It is hacked by collection presentation

and interpretation of relevant details in data. It deals with application and utilization of

data considering the research area the study has devised the survey method. The study

has been conducted at KMML, Chavara, Kollam.

RESEARCH PLAN

Primary data are collected through surveys. Personnel interviews techniques can be

used for the conducting survey.

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RESEARCH DESIGN

Collection of data is done through well-structured questionnaires.

COLLECTION OF DATA

Data regarding the company’s procedures and functions is collected from primary data

and secondary data. Data is collected from two sources.

 Primary Data

 Secondary Data

Primary Data:

The primary data are collected through well-structured questionnaires based on the

topic. Primary data are those collected by the investigator himself for the first time for

purposes are original in characters. Methods used for collecting primary data are:

 Observation Method

 Interview Method

 Questionnaire Method

Secondary Data:

The data which is collected by someone who is someone other than the user. Common

sources of secondary data for business research include annual reports of companies,

reports of government departments, etc. Secondary data is also used to gain initial

insight into the research problem.

 Office Records

 Internet

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SAMPLING

Sampling Method

For the purpose of this study the respondents were selected by stratified random

sampling method in which 20 employees has been taken from 5 departments like

Finance, Production, HR, Maintenance, and Fire and Safety which makes 100 as sample

and it is a stratified sampling method.

Sample Unit

In this project, sample unit is the employees in the KMML, CHAVARA.

Sample Size

It refers to the number of samples to be selected from the population. Here in this project

the sample size selected was 100 employees.

TOOLS FOR DATA COLLECTION

Analytical Tools Used

The analytical tools used in this study are percentage methods. For easy analysis, the

percentage has been worked out. For easy understanding of statistical data,

diagrammatic representation has been made in the form of simple bar diagram and pie

chart. For the analysis of the survey data, the following tools were used.

Simple Percentage Method

Simple percentage is used in making comparison between two or more series of data.

It becomes very easy to find relative differences between the two data. Percentages are

obtained when ratios are multiplied by 100. The percentage of consumers coming under

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the same category was found out as it helped to know the opinion of consumers more

clearly.

DATA ANALYSIS

Sources Of Data

In this study the attitudes of a selected sample have been analyzed. There is a note of

relevance to primary data. Since the research objectives can only be achieved through

collecting primary data.

The study has been conducted using both primary and secondary data. The data were

collected with the help of a questionnaire and interview observation. Two sources are

used for collection of data. Two sources of data are used.

LIMITATIONS OF THE STUDY

The limitations of the study are:

 The topic under study is very vast and requires a lot more information. But the

information available is limited in nature.

 Only 100 respondents were selected for the study due to time constraints.

 Accuracy of the Data:

The study is mainly based on secondary sources and therefore errors are

possible. The hesitation on the part of the management to disclose several

matters which are kept confidential was another limitation. The personal

interview may be affected by personal bias. The personal resources of the

company is limited. So, it was a challenge to collect data without interrupting

the normal operation of the company.

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CHAPTER 3

COMPANY PROFILE

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COMPANY PROFILE

The Kerala Minerals and Metals Ltd., KMML, is the largest manufacturing unit among

the state level public sectors enterprises. While establishing this industry, the

government had the broad objectives of:

 Achieving optimum utilization of rich material deposits along the Sea coast of

Kerala.

 Large scale of generation of employment to the maximum extent possible.

 Overall growth of the region in particular, and the state in general.

HISTORY OF KMML

The KMML was established by a private entrepreneur in 1932 as FX. PEREIRA and

SONS (Travancore Pvt. Ltd.). During 1956 his concern was taken over by the state

government and was placed under the control of the industries department. The unit

was converted as a limited company with effect from 01-04-1972 in the name of “The

Kerala Minerals and Metals Ltd.”.

Initially the company had only one unit known as “Mineral Separation Plant”. In 1974

the company received infants to produce Titanium Dioxide (TiO2) Pigment using

chloride process. In 1976, KMML registered its second unit known as Titanium Dioxide

Pigment plant. Its construction started only in 1979 at a total capital cost of ₹144 Crore.

The plant was commissioned in December 1984. KMML became the first and only

Integrated Titanium Dioxide Plant in the world. Even though KMML was

commissioned in 1984, it was not able to operate efficiently due to technical problems.

Due to these problems the company had to suffer an accumulated loss of more than the

capital investment over a period of 8 years.

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In the above circumstances, it was in 1991 that the entire personnel of KMML, from

the top management down to the lowest workers, started to think individually and

collectively about the requirement of a ‘Turn Around’. A strategy was planned and

implemented with the wholehearted support of the workforce during the period 1991 -

1993. It started to yield results and the company attained the breakeven level by 1993.

From 1993 - 1994 onwards the company started to make profit and wiped out the entire

accumulated loss within a few years and repaid the long-term loans. Thereafter, it is the

story of success and growth.

INCORPORATION OF KMML

Kerala is a land enriched with heavy mineral deposits. This richness evolved in the

formation of the company Kerala Minerals and Metals Limited (KMML).

It was all way back in 1909, when a German chemist Dr. Schaumburg noticed some

brown sand particles being sticked with coir exported from India. He realized that the

particles present were Monazite, leading to the discovery of a vast deposit of Monazite

in the black beach sand of Manavalakurichi in the east Travancore state. Mr. F X Pereira

and Sons (Travancore Pvt. Ltd.) were the pioneers who established the first fully

fledged mineral separation industry in the Chavara area way back in 1932 using the dry

separation process. Gradually the company found itself in financial crisis and in January

1956 the Kerala government took over the company and continued under the name FXP

Minerals. In 1972 the government renamed the name of the company as KMML. At

present KMML consists of two units, Mineral Separation Plant, and the Titanium

Dioxide Pigment plant.

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LOCATION OF THE COMPANY

Kerala blessed with rich and extensive mineral deposits. These deposits stretch along

the seacoast between Neendakara and Kayamkulam, traditionally known as Chavara

Coast. These deposits stretch up to a distance of 18 km along the capital strip and have

a depth of 8 km. The dark sands of Travancore Coast are in mineral deposits as

Monazite, Ilmenite, Rutile, Zircon, etc. The company is located at Sankaramangalam

near Chavara, Kollam, a coastal town 85 kilometers north of Trivandrum. KMML is

situated on the side of NH 47 to about 285 acres in area. KMML has a worldwide

reputation as a socially responsible company with an ecofriendly image. The company

derived strength from its dedicated manpower and customer organization.

PLANT CONSTRUCTION

The Titanium Dioxide Pigment construction was started in the year 1979 and

commissioned in December 1984. The total capital cost was ₹ 105 crores. The paid-up

capital of ₹ 27 crores has been fully contributed by the government of Kerala. The

balance requirements have been financed as long-term loans by financial institutions

such as IDBI, I FCL, LIC, SBT, SBI, etc.

COMPANY’s VISION

KMML to become the world class producer of mineral sand-based value-added

products.

COMPANY’s MISSION

a) To become the nodal agency for promoting and establishing mineral based

industries in the state to ensure value addition and effective and controlled

exploitation of the mineral reserve.

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b) To develop adequate supply base for the services and utilities for the

development of the mineral based industries.

c) To create more awareness about Corporate Social Responsibilities for chemical

industries in the state.

d) To become the leader in controlling Green House Gas Emission to promote the

concept of Green Earth.

MAJOR COMPETITORS

The company has a monopolistic nature of Titanium Dioxide Pigment industry in India.

The company has some competitors in the world market. The main competitors in the

world market are:

 DuPont (USA)

 Ishihara (Japan)

 Holtex (USA)

 Millennium (Germany)

 Hendac (Korea)

 Flectha Titanium Products (New Zealand)

 Tifin (Netherlands)

MAJOR CUSTOMERS

The paint industry contributes a large number of customers of Titanium Dioxide. Other

largest customers include such industries as paper, plastic, polyester, etc. The bulk of

the products in KMML are consumed by industries namely:

 Asian Paints

 Hindustan Latex and Resin

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 Shalimar Paints

 Carlos Nerolac Paints

 Jensen And Nicholson

 Sanderson Chemicals

 Mega Meditex

 Camlin

 Plastic Chemists Industries

 Berger Paints

 Rajdoot Paints

 Bombay Paints

TECHNICAL COLLABORATION

The company received a letter of intent for four 4800 tons of Titanium Dioxide Pigment

using Chloride Route Technology in 1974. The KMML entered into technical

collaboration with three multinational corporations namely Benelite Corporation of

America, USA, Ker-MC Gee Chemical Corporation, USA, and M/s. Woodall

Duckham, UK respectively for the same. The Metallurgical of Engineering Consultants

India Limited (MECON), a government of India undertaking did the detailed

engineering.

KEY SUCCESS FACTORS

1. Customers driven continuous improvement.

2. Encouraging innovation and technology updating.

3. Training and empowering the work force.

4. Caring for requirements of the society.

5. Compliance and documented quality system.

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QUALITY POLICY

 ISO 9001 – 2000

KMML was certified for quality management system ISO November 2003 for

its TP units as recognition for practicing quality.

 ISO 14001:2004 (environment policy)

KMML has been certified as ISO 1400 2004 in the year 2005 as recognition for

protecting and safeguarding the environment.

Environmental policy

KML has also introduced a number of social welfare schemes for the good of the

people.

 The drinking water supply for the surrounding villages through a 40-kilometer

Pipeline network.

 Conducting medical camp/hygiene/health program for the public in association

with charitable organizations.

 Offering financial assistance to local schools and clubs for the purchase of

books, furniture, sports goods, etc.

 Supporting rural electrification.

OHSAS 18001:1999

The manufacturers of Synthetic Rutile and Rutile Grade Pigments are committed to

protecting the health and safety of employees and everybody involved in the activities

of the company.

 With health and safety legislations, regulations, and other requirements to which

they subscribe.

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 Continual improvement in occupational health and safety performance.

 Providing adequate resources for effective implementation and improvement of

occupational health and safety management system.

CERTIFICATION

KMML achieved ISO 9002 certificate by M/s. Bureau Virtues Quality International

(BVQI) and holds certification of UK Accreditation Service, Dutch Council for

Certification (Holland) and Register Accreditations Board (USA). KMML has won the

1997 national award for in-house research and development effort in industry for

technical absorption under the TAS programs. The Kerala Productivity Standard has

also been won by KMML.

CORPORATE SOCIAL RESPONSIBILITY

A desalination plant ensures that groundwater levels are maintained at safe levels and

the ecological balance is not affected due to the water requirements of the company. A

centralized affluent neutralization plant ensures that no harmless waste is left out.

Provision for drinking water for surrounding villages has been provided through 40

kilometers of pipeline network. Regular medical camps and other programs aimed at

improving health and hygiene are conducted. Financial assistance is given to schools,

clubs, and other non-charitable bodies for purchasing books, furniture, sports goods etc.

OBJECTIVES

 Encouraging innovation and technology updating.

 Caring for the requirements of society.

 Customer driven continuous development.

 Compliance with documented.

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 To carry on the business of mining, minerals, and metals.

 Training and empowering workforce.

AWARDS AND KMML TESTIMONIALS

Global Recognitions:

International award for best marketing campaign, 2003.

National Recognitions:

Award for Best Revenue Performance by Government of India, 2003-2004.

Award for R&D efforts in Industry, 1992.

FACT M.K.K Nair Memorial Productivity Award, 1993-1999.

Energy Conservation Award, 1999.

FACT M.K.K Nair Memorial Productivity Award, 1999-2000.

FACT M.K.K Nair Memorial Productivity Award, 2000-2001.

Energy Conservation Award, 2001.

Rotary Award for Excellence, 2002-2003.

Bhartiya Udyog Rattan Award, 2002-2003.

CAPEXIL Award for Best Export Performance, 2003-2004.

CAPEXIL Award (3 consecutively), 2005.

Special Award for Exports from Chemical and Allied Exports Promotion Council

(CAPEXIL) 3 times consecutively.

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MONOPOLISTIC NATURE OF KMML

At present KMML is the only manufacturer of the Rutile Grade Titanium Dioxide in

India. The other manufacturers in India are Kolmac Chemicals Calcutta, Kilburn

Chemicals Tuticorin, and Travancore Titanium Products Trivandrum. But all these

firms manufacture only Titanium Dioxide using Sulfate Process. These manufacturers

have only very low capacity. In India, KMML has more or less monopolistic nature.

POLLUTION CONTROL

KMML has an elaborate pollution control system with respect to both water and air

pollution. The waste (acidic) from the Ilmenite Beneficiation Plant is sent to Effluent

Neutralization Plant (ENP). ENP consists of a Primary Neutralization Tank (PNT) and

Secondary Neutralization Tank where it is treated with caustic soda solution. The totally

neutralized slurry from the SNT is pumped to 50,000 cubic metric capacity setting

ponds provided with impervious clay, polythene lining at the bottom side, where the

solids are settled. The clay solution from setting pond of 25,000 cubic metric capacity

where the balance solids are allowed to settle. The clean water from the polishing pond

meeting specification stipulated by Pollution Control Board authorities is pumped in

Arabian Sea. All gases from chlorination, oxidation, ilmenite beneficiation plant and

acid regeneration plant are scrubbed to water or a lime or caustic solution to absorb the

toxic gases diluted with enough fresh air and only let out to the atmosphere through tall

slacks.

FUTURE PLANS

The company is studying the possibility of the productivity of more economic titanium

metal sheets. Recently, researchers established that the Aeronautic Industry could use

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titanium metal instead of aluminum alloy coverings. The company is in the process of

expansion and the target expected is approximately as shown below:

 A new mineral separation plant of 2,00,000 tons per year Ilmenite.

 A new synthetic utility plant with a capacity of 1.3 lakh tons per year.

 A new 100 tons per day oxygen plant.

 Capacity enhancement of TiO2 Pigment Plant to 1 lakh tons per year.

 Raising production to 60,000 tons.

 Titanium Sponge Plant.

The government of Kerala has cleared KMML's proposal for the process of Titanium

Tetrachloride Project named Titanium Sponge Unit. The sponge thus produced will

later be converted to Titanium INGOT (metallic form). The strategic metal is widely

used in medical, chemical, and pharmaceutical industries, laptop computers, mobile

phones and sports goods. Only a few countries such as Japan, Russia, USA, UK, China,

and have the technology available with scientific institutions for the process of titanium

sponge for its commercial value.

INDUSTRY PROFILE

The world is rapidly shrinking with the advent of communication, transportation, and

financial flows. Product developments in one industry are receiving enthusiastic

acceptance in other industries. As the industry, which is manufacturing industry,

produces definitely depends on the end user’s industries.

Industry plays a significant role in every organization. Industrial development has been

given on greater importance in India. Industry is necessary in productivity,

employment, national income, and capital formation.

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WORLD SCENARIO

A global increase in mining capacity is currently underway the numerous new projects

around the world. These will be replacing in part dividing reserve from existing

producers.

Current demand is increasing but may not be sufficient to support the projected product

from all the new projects. The major mineral sand deposit has intensified since the mid

1980’s due to increasing use and demand for heavy minerals. The major countries where

the deposits found are Australia, Canada, India, Kenya, Mozambique, and South Africa.

NATIONAL SCENARIO

India has over 7000 KM coastal line and has huge reserves of minerals in the beach

sand. India has large reserve of beach and heavy minerals in the coastal stretches around

the country, specifically in southwest coast of Kerala and Maharashtra. Beach sand

contains important heavy minerals such as Ilmenite, Rutile, Leucoxene, Zircon,

Monazite and Sillimanite.

India has wealth of Titanium minerals with very low ratio resource to utilization. A

Titanium Dioxide industry is essential to ensure optimum utilization of these resources

as well as to develop a vibrant industry in the field of this strategic mineral. Although

some technology base is available in the country for both sulphate and chloride process

of Titanium Dioxide Pigment manufacture, additional imports know how, and

technology are considered essential to update the existing sulphate and chloride

technologies in the country. The Indian raw materials may be upgraded to Synthetic,

Rutile or Titanium slag before being exported to fetch better returns. Presently synthetic

rutile is being manufactured in the country by Indian Rare Earths Ltd., KMML and

three other private companies. However, there is no project to manufacture Titanium

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slag which can be used for sulphate process, chloride process and for manufacture for

Titanium Sponge. This gap needs to be bridged at the earliest.

The advantages of the environment are the ready availability of good quality, feed,

stock, low labour cost and stringent pollution low. The disadvantages are lack of

technology, high power cost and uncertain power availability. The most important

reserves are seven along the coast of Tamil Nadu beach. Reserves are also in Ratnagiri

(Maharashtra), Gunjan (Orissa), and Srikakulam (Andhra Pradesh). The reserve in

Kerala and Tamil Nadu are about 20 million tons. Currently there are four units in India

engaged in the manufacturing of the Titanium Dioxide Pigment with a combined

capacity of 44,560 metric tons per annum. These units are,

 KMML, CHAVARA.

 TRAVANCORE TITANIUM PRODUCTS LTD.

 KILBURN CHEMICALS LTD., CHENNAI.

 KOLMARK CHEMICAL LTD. KOLKATA.

STATE SCENARIO

At present in Kerala, Travancore Titanium Products and KMML are the only two

manufacturers who produce Titanium Dioxide Pigment. Indian Rare Earth Ltd. (IRE),

a government of India undertaking, has a mineral separation unit in Chavara which

separates minerals from beach sands. IRE also operates 2 mineral separation units

which are in Manavalakurchi in Tamil Nadu and Challarpue in Orissa. The Travancore

Titanium Products was started by His Highness Chithira Thirunal in 1946 and produce

titanium dioxide using sulphate process technology. Later the KMML, which was

situated in Chavara existence started producing titanium dioxide with the help of HCL

process technology.

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PRODUCT PROFILE

Titanium Tetra Chloride (synonym- Tickle) is produced as an intermediary product

in the production of Rutile Grade Titanium Dioxide Pigment. Titanium Tetra Chloride

is extensively used in the manufacture of Titanium Dioxide Pigment, Titanium Sponge

or Metal.

At present KMML produces 6 grades of Titanium Dioxide and they are:

1. KEMOX RC-800: It is recommended for printing inks, high gloss coating,

industrial coating, low abrasive pigment for letterpress gravure polyamides and

exterior application where maximum chalk resistance is not required.

2. KEMOX RC-800 PG: It finds application in plastic requiring a blue, white

high dispersion titanium dioxide. Other areas of application are Powder

Coating, Polyethylene Films and Vinyl Sheet goods. It is used in most other

common plastic or rubber floor like applications.

3. KEMOX RC-822: It is recommended for interior and exterior enamels and

lacquers for industrial and architectural purposes.

4. KEMOX RC-813: It can be used in both interior and exterior low glossy and

flat paints and coating both solvent and water based. It finds applications in

interior flat wall paints, exterior low glossy or flat house paints, low glossy

maintenance paints, low glossy, or flat chemical coating etc. KEMOX RC-813

can be described as a universal pigment for all coatings formulated at higher

percentage pigment volume concentrations.

5. KEMOX RC-802: It is recommended for both interior and exterior

applications. This is also recommended for architectural and industrial paints,

both solvent and water based.

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6. KEMOX RC-808: It is recommended for automotive, industrial, and

architectural finishes. It is also recommended for oil coating radiation cured

finishes emulsion paint systems, powder coating waterborne coating and

printing inks. It can also be used for letterpress gravure, polyamides and other

inks where low abrasive pigment is required.

PRODUCT AND THEIR APPLICATION

Products Applications

Titanium Dioxide Pigment Paints, Printing Inks, Plastics, Paper,

(Rutile) Rubber, Textiles, Ceramics

Rutile Grade Titanium Dioxide Pigment,

Titanium Tetra Chloride Titanium Sponge/Metals, Butyl Titanate,
Titanium Oxychloride

Synthetic Rutile, Welding Electrodes,

Titanium Tetrachloride, Titanium
Ilmenite
Dioxide Pigment, Ferro Titanium Alloys,
Titanium Salts

Welding Electrodes, Titanium Dioxide

Rutile Pigment, Titanium Tetrachloride,
Titanium Metal Sponge

Welding Electrodes, Titanium

Lucine Tetrachloride, Titanium Dioxide Pigment,
Titanium Components

Ceramics, Syconium, Chemicals,

Silicon Boundaries, Zirconium Metals,
Refractories, Nuclear Technology

High Temperature Refractory, Ceramic

Sillimanite
Industry

Monazite Rare Earth Industry, Nuclear Technology

Iron oxide bricks As Building Material

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MANAGEMENT

On the top KMML there is a chairman, he is the principal secretary to industries

Development of Kerala Government. But he is only a part time chairman since his

position changes. The managing director is the head of KMML. He is appointed for a

period of 3 years. He is entrusted to coordinate all the functions of the organization on

behalf of the government. The Board of directors (BOD) are the promoters of KMML

and they are six in numbers, who were appointed for a period of 5 years but the

government changed them as they wished.

FUNCTIONAL DEPARTMENTS

The first real task in designing an organization structure is the identification of activities

and grouping them properly. The process of grouping the activities is commonly known

as departmentalization. The basic advantage of this specialization lies in the terms of

efficiency with which the work is performed because a person focuses his attention on

a narrow aspect. Naturally this results in performing the work more efficiently. Each

department in the organization helps the management to carry out the activities

smoothly. Departmentalization helps delegation of authorities. specialization in work

etc. like any other organization there are various departments which lead the company

to achieve its objectives. The various departments in KMML areas follows; The major

departments working operating KMML are:

1. Production and Plant Department

2. Maintenance Department

3. Material Department

4. Finance Department

5. Personnel and Administration Department

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6. Marketing Department

7. Research and Development Department

8. Fire and Safety Department

9. Technical Service Department & Electronic Data Process

PRODUCTION DEPARTMENT

The production department plays an important role in KMML. It is equipped with the

latest state-of-the-art technologies. It strives to achieve a high standard by providing

technical assistance in every stage of production. The plant works 24 hours a day with

three shifts. Occasionally the plant is closed for maintenance work. The production

department comprises two divisions, namely production planning division and

production division.

This production department undertakes activities and decisions regarding the

production work. Deputy General Manager (production and maintenance) controls the

activities of the department. Production of TiO2 is carried out in lot wise with specific

lot numbers. Each lot contains 15 MT of TiO2 samples collected from production at

specific intervals and examined thoroughly in the laboratory or the company. If any

defect is identified, then the lot is considered as inferior quality. Companies always

maintain a high standard of perfection by achieving technical excellence in every phase

of production. Catering to strict guidelines, it offers a wide range of products used in

everyday life. Paint material, facial creams, tablets, newsprint, rubber products,

cosmetics and printing inks all contain TiO2.

MAINTENANCE DEPARTMENT

The maintenance department of KMML comprises the various functions and the

development of the machinery and equipment and is grouped into electrical, mechanical

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and instrumentation sections. The joint general manager of maintenance is the top

authority of the maintenance department.

The main objectives of the maintenance department are as follows:

 To carry out the maintenance work in the plant.

 To carry out preventive measures to avoid breakdown of machines.

MATERIAL DEPARTMENT

The functions of materials department can be grouped in two:

 Purchase

 Storage

Purchase Section

The purchase department and store department are placed under the name

MATERIALS in KMML. Assistant general manager of materials is the departmental

head of these two departments. Under him there is a deputy general manager and below

him manager (materials).

Stores Department

The Stores department plays a prominent role in the company. Many improper store

activities lead to huge losses. The store department KMML is one which runs efficiently

and effectively, with many management techniques like inventory control system, ABC

classification of items, store reviewing based on moving and non-moving items and

store location design. The activities carried out by a typical store department are as

follows:

 Receiving materials

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 Inspection of material

 Proper classification and codification of material

 Material handling

 Storage and preservation of material

 Issue and dispatch

 Stock record keeping and stock verification report keeping.

 Stock accounting

FINANCIAL DEPARTMENT

Finance is the life blood of any organization. It deals with both acquisition of as well

as allocation of funds. Hence the finance department assumes a great role in this

organization. The finance department in an organization is responsible for maintaining

fair and just accounting, working capital management, and long-term funding decision

making. The main functions of finance department in KMML are:

 To maintain a clear, perfect accounting system.

 Preparation of profit and loss accounts, balance statement, cash flow statement,

fund flow statement etc.

 Working capital management.

 Carrying activities pertaining to the long term and short-term requirements like

closing purchase, maintaining the accounts of the contractors, income tax

deductions, salary, and disbursement etc.

 Dealing with the financial institutions with matters regarding salary

disbursement, credit arrangements, collecting payments from the customers etc.

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PERSONNEL AND ADMINISTRATIVE DEPARTMENT

Human resources are one of the most valuable resources as far as a company is

concerned. An organization is a human grouping in which work is done for the

accomplishing of some specific goals or mission. The management of man is a very

important and challenging job, because it is not managing men but administering a

social system. The proper utilization of the resource will indicate whether a company

is successful or not. But managing this resource is complex, especially in a state like

Kerala where unionism is strongly imparted in the minds of the workers. But the story

of the KMML lies in the personnel and administrative department's ability to properly

human resources. This department plays a prominent role in the day-to-day affairs of

the company. Functions are:

 Manpower planning

 Recruitment and selection

 Grievance handling procedure

 Labour welfare activity

 Industrial relations

 Compliance of labor laws

 Communication with government

MARKETING DEPARTMENT

The marketing functions undertaking by the marketing department of KMML can be

broadly classified into three.

a) Function of exchange: The functions of exchange carried out by the marketing

department are subdivided into three:

 Buying and assembling

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The raw illuminati that are necessary for production are either collected from

mineral separation plants or brought from the USA. Chemicalsaterials like

chemicals, petroleum coke, burning oil etc. are brought either from the vendors

on the list or the selected vendors. The marketing department carries out the

selection of buyers and makes arrangements for procuring the items. The

marketing department also arranges the machines required in the plants.

 Packaging

The marketing gives special instructions regarding the packaging of the TiO2

pigments. They receive instructions from the customers and then this is passed

on to the packaging section. Today all pigment grades except RC813 are

packaged in 25kgs net weight air laminated multi paper bags.

 Selling

It is one of the important functions carried out by this department. They provide

facilities for the customers to make direct purchases from the company.

Moreover, they appoint Stockist’s for distributing the pigments to small

customers. At present they have appointed 28 Stockist’s all over India.

b) Functions of physical supply

 Dispatching

Once the order from the customers as well as from the stockiest where the

marketing department arranges the execution of orders by the way of preparing

dispatch. The mode of payment for purchases made by consumers must be

advance payments in the form of demand drafts or telegraphic transfers which

are payable at any scheduled banks in Kollam.

c) Marketing facilities function

The marketing department also performs the facilitating functions like:

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 Financing

For helping the company to maintain a proper working capital

management, the marketing department insists on advance payment

from the customer This helps the company to reduce the debt collection.

 Risk bearing

It is best to avoid the chance of goods being returned by the customer

and take special care of protecting the goods from being damaged or

stored in the go down.

PROCESS CHART

The Manufacturing Plant at KMML comprises the Mineral Separation (MS) Unit and

the Titanium Dioxide Pigment (TP) Unit.

The MS Unit is where the separation of Ilmenite, Rutile, Leucoxene, Monazite,

Sillimanite etc., from the beach sand takes place, through the various stages in the Wet

Concentration Plant, Dryer Plant, Dry Mill, Rutile and Zircon Recovery Plants. The MS

Unit employs Gravitational, Magnetic, High Tension Electrostatic Techniques for

separation of minerals from the sand.

The TP Unit is where the raw Ilmenite obtained from the MS Unit is taken for further

processing through the various stages in the Ilmenite Beneficiation Plant, Acid

Regeneration Plant, Pigment Production Plant, Oxygen Plant and Utility Section.

Titanium Dioxide is manufactured here using the Chloride Route.

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CHAPTER 4

DATA ANALYSIS AND INTERPRETATIONS

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DATA ANALYSIS AND INTERPRETATION

The statistical data become organized, condensed, and intelligible through classification

and tabulation. It enables analysis and interpretation. Analysis is the process of planning

the data in an ordered form in such a way to combine them with the subjection of the

study. Interpretation is the outcome of the analysis in the form of suggestions.

The tools used for data analysis in this project includes the following:

 Percentage Analysis

 Linkert Scale

Percentage Analysis Method

The percentage is used for making comparisons between two or more series of data. It

is used to classify the period of the respondent for different factors. It is calculated as:

𝑁𝑜. 𝑜𝑓 𝑅𝑒𝑠𝑝𝑜𝑛𝑑𝑒𝑛𝑡𝑠 𝐹𝑎𝑣𝑜𝑟𝑎𝑏𝑙𝑒

𝑃𝑒𝑟𝑐𝑒𝑛𝑡𝑎𝑔𝑒 𝑜𝑓 𝑅𝑒𝑠𝑝𝑜𝑛𝑑𝑒𝑛𝑡 = × 100
𝑇𝑜𝑡𝑎𝑙 𝑁𝑜. 𝑜𝑓 𝑅𝑒𝑠𝑝𝑜𝑛𝑑𝑒𝑛𝑡𝑠

Linkert Scale

Linked type scale, psychometric scale commonly used in questionnaires, and is the

most widely used scale in survey research, such that the term is often used

interchangeably with rating scale even though the two are not synonymous. When

responding to a Linkert questionnaire item, respondents specify their level of agreement

or disagreement on a symmetric agree disagree scale for a series of statements.

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TAB 4.1 - TABLE SHOWING THE AGE GROUP OF THE EMPLOYEES

Age of the Employees No. of Respondents % of Respondents

18-25 17 17

26-35 35 35

36-45 26 26

Above 45 22 22

Total 100 100

Fig 4.1

Interpretation: From the above analysis it can be interpreted that 35% of the people

are between the age group of 26-35 and 22% are above the age 45.

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TAB 4.2 - TABLE SHOWING THE GENDER OF THE EMPLOYEES

Gender of Respondents No. of Respondents % of Respondents

Male 64 64

Female 36 36

Total 100 100

Fig 4.2

Fig Showing the Gender of the Employees in the

Company

Male Female

Interpretation: It can be inferred that 64% of the respondents are in male category and

36% are in female category.

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TAB 4.3 - TABLE SHOWING EDUCATIONAL QUALIFICATION OF THE

EMPLOYEES IN THE COMPANY

Educational Qualification No. of Respondents % of Respondents

Below Hr. Sec. 12 12

Hr. Sec. 20 20

UG 40 40

PG 28 28

Total 100 100

Fig 4.3

Fig showing Educational Qualification of Employees

12
28

20

40

Below Hr. Sec. Hr. Sec. UG PG

Interpretation: From the analysis it can be depicted that 12% of the respondents are

below Hr. Sec, 40% are Undergraduate and 28% are Post Graduate.

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TAB 4.4 - TABLE SHOWING THE WORK EXPERIENCE OF THE

EMPLOYEES IN THE COMPANY

Work Experience No. of Respondents % of Respondents

0-1 Yrs. 12 12

1-5 Yrs. 22 22

5-10 Yrs. 26 26

Above 10 Yrs. 40 40

Total 100 100

Fig 4.4

Fig showing the Years of Experience of Employees

45

40

35

30

25

20

15

10

0
1 2 3 4

No. of Respondents

Interpretation: From the figure it can be depicted that only 12% of the employees have

only one year of experience, 26% have 5 years of experience and 40% have 10 years of

experience.

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TEXTUAL DISCUSSION

The survey is conducted through a questionnaire with the sample size of 100 to find out

the welfare measures provided by the company.

TAB 4.5 - TABLE SHOWING THE OPINION ABOUT THE EXISTING

EMPLOYEE WELFARE MEASURES.

Level of Satisfaction No. of Respondents % of Respondents

Excellent 63 63%

Good 12 12%

Fair 7 7%

Poor 13 13%

Bad 5 5%

Total 100 100%

Fig 4.5

Fig showing the Satisfaction Level of Welfare Facilities

Excellent

Good

Fair

Poor

Bad

0% 10% 20% 30% 40% 50% 60% 70%

% of Respondents

Interpretation: It can be inferred that 63% are highly satisfied with the welfare

facilities existing in the company. But 13% shows a low level of satisfaction.

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TAB 4.6 - TABLE SHOWING THE LEVEL OF SATISFACTION OF MEDICAL

FACILITY GIVEN TO EMPLOYEES.

Level of Satisfaction No. of Respondents % of Respondents

Highly Satisfied 20 20%

Satisfied 46 46%

Neutral 20 20%

Dissatisfied 8 8%

Highly Dissatisfied 6 6%

Total 100 100%

Fig 4.6

Fig showing the Level of Satisfaction of Medical Facility

50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Highly Satisfied Satisfied Neutral Dissatisfied Highly
Dissatisfied

% of Respondents

Interpretation: From the above chart it is clear that 20% of the respondents are highly

satisfied with the medical facilities provided by the company, 46% of them have a fair

level of satisfaction. Only 8% voted for dissatisfaction and 6% for level of highly

dissatisfied.

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TAB 4.7 – TABLE POINTING THE SATISFACTION OF SAFETY

APPLIANCES IN WORKPLACE

Level of Satisfaction No. of Respondents % of Respondents

Highly Satisfied 52 52%

Satisfied 23 23%

Neutral 13 13%

Dissatisfied 8 8%

Highly Dissatisfied 4 4%

Total 100 100%

Fig 4.7

Fig pointing the Satisfaction of Safety Appliances at

Workplace

Highly Dissatisfied

Dissatisfied

Neutral

Satisfied

Highly Satisfied

0% 10% 20% 30% 40% 50% 60%

% of Respondents

Interpretation: From the figure it can be inferred that 52% of the people are highly

satisfied with the safety appliances at workplace and 4% shows low level of

satisfaction.

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TAB 4.8 - TABLE SHOWING THE CANTEEN FACILITY PROVIDED BY

COMPANY

Cleanliness Hygienic Serving Price

Choice
No. % No. % No. % No. %

Highly Satisfied 8 10% 3 4% 5 6% 13 16%

Satisfied 57 71% 24 30% 48 60% 53 66%

Neutral 2 4% 16 20% 7 9% 4 5%

Dissatisfied 7 9% 35 44% 11 14% 7 9%

Highly Dissatisfied 5 6% 2 2% 9 11% 3 4%

Total 80 100% 80 100% 80 100% 80 100%

Fig 4.8

Fig showing the Satisfaction Level of Canteen Facility

Highly Dissatisfied

Dissatisfied

Neutral

Satisfied

Highly Satisfied

0% 10% 20% 30% 40% 50% 60% 70% 80%

Price % Serving % Hygienic % Cleanliness %

Interpretation: From the figure it can be depicted that 71% of the people are highly

satisfied with the cleanliness in the canteen. But 35% of them are highly dissatisfied

with the hygiene in the canteen. 60% are satisfied with the serving pattern in the canteen

and 66% are satisfied with the price fixed by the company.

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TAB 4.9 - TABLE SHOWING EMPLOYEE AWARENESS ABOUT THE

WELFARE MEASURES PROVIDED BY THE COMPANY

Level of Satisfaction No. of Respondents % of Respondents

Yes 57 57%

No 12 12%

To Some Extend 31 31%

Total 100 100%

Fig 4.9

Fig showing Employee Awareness of Welfare Measures

60%

50%

40%

30%

20%

10%

0%
Yes No To Some Extend

% of Respondents

Interpretation: From the analysis 57% are aware of the welfare measures and 12% of

the employees are not aware of the welfare facilities provided by the company.

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TAB 4.10 - TABLE SHOWING MANAGEMENT INVOLVEMENT IN SOLVING

EMPLOYEE GRIEVENCES

Choice No. of Respondents % of Respondents

Always 56 56%

Sometimes 19 19%

Rarely 12 12%

Never 13 13%

Total 100 100%

Fig 4.10

Fig showing Managment Involvement in Solving

Employee Grievances

Never

Rarely

Sometimes

Always

0% 10% 20% 30% 40% 50% 60%

% of Respondents

Interpretation: Almost 56% of them agree to this statement while 13% of them are

disagreeing to this statement.

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TAB 4.11 - TABLE SHOWING SATISFACTION OF INFRA STRUCTURAL

FACILITY

Drinking Working
Rest Room Transportation
Facilities Water Environment
No. % No. % No. % No. %
Highly
15 19% 5 6% 20 25% 30 37%
Satisfied
Satisfied 25 31% 19 24% 5 6% 20 25%

Neutral 20 25% 16 20% 20 25% 4 5%

Dissatisfied 15 19% 25 31% 15 19% 15 19%

Highly
5 6% 15 19% 20 25% 11 14%
Dissatisfied
Total 80 100% 80 100% 80 100% 80 100%

Fig 4.11

Fig showing Satisfaction Level of Infrastructural

Facilities
Highly Dissatisfied
6% Highly Satisfied
19%
Dissatisfied
19%

Satisfied
Neutral 31%
25%

Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

Interpretation: About 19% are satisfied with the restroom provided by the company.

31% are not satisfied with the drinking water given by the company. 30% of staff were

satisfied with the working environment of the company. 37% are satisfied with the

transportation facilities provided by the company.

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TAB 4.12 - TABLE POINTING WHETHER EMPLOYEE WELFARE

MEASURES ARE INTACT WITH THE RULES AND REGULATIONS OF THE

GOVERNMENT

Level of Satisfaction No. of Respondents % of Respondents

Yes 68 68%

No 9 9%

To Some Extend 23 23%

Total 100 100%

Fig 4.12

Fig Showing whether the Welfare Measures are in

accordance with the Rules of the Government

To Some Extend

No

Yes

0% 10% 20% 30% 40% 50% 60% 70% 80%

% of Respondents

Interpretation: From the figure it can be inferred that 68% of the people responded

that welfare measures are in accordance with the rules and regulations of the

government. Only 9% of them have negatively responded to this statement.

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TAB 4.13 - TABLE SHOWING WHETHER THERE IS A HEALTHY MORALE

AND ORGANIZATION CLIMATE

Level of Satisfaction No. of Respondents % of Respondents

Excellent 12 12%

Good 43 43%

Fair 38 38%

Poor 2 2%

Bad 5 5%

Total 100 100%

Fig 4.13

Fig showing Satisfaction Level of Healthy Morale and

Organization Climate

45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Excellent Good Fair Poor Bad

% of Respondents

Interpretation: It can be inferred that 12% of respondents quoted excellent in the

morale and the organization climate. 47% pointed to it as good and 5% quoted it as bad.

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TAB 4.14 - TABLE SHOWING THE STATEMENT “WELFARE MEASURES

WILL POSITIVELY AFFECT THE QUALITY OF WORK LIFE”

Likert
No. of % of Total(x)
Choice Scale F(x)/100
Respondents Respondents F(x)
F(x)
Strongly
52 52% 5 260 2.60
Agree
Agree 26 26% 4 104 1.04

Neutral 11 11% 3 33 0.33

Disagree 6 6% 2 12 0.12
Strongly
5 5% 1 5 0.05
Disagree
Total 100 100% 4.14

Fig 4.14

Fig showing the statement "Welfare Measures will

Positively affect the Quality of Work Life"

Strongly Disgree

Disagree

Neutral

Agree

Strongly Agree

0% 10% 20% 30% 40% 50% 60%

% of Respondents

Interpretation: Likert scale value is higher than the mean value. Hence the level of

satisfaction on the statement is very high.

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TAB 4.15 - TABLE SHOWING WHETHER THE EMPLOYEES IS BEING

INFORMED ABOUT THE MANAGEMENT POLICIES

Level of Satisfaction No. of Respondents % of Respondents

Always 19 19%

Sometimes 45 45%

Rarely 30 30%

Never 6 6%

Total 100 100%

Fig 4.15

Fig showing whether the Employees are informed about

Management Policies
50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Always Sometimes Rarely Never

% of Respondents

Interpretation: From the figure it is clear that 19% of the respondents have said that

they are always informed about the management policies. 30% of them responded that

they are rarely informed and 6% responded that they are never been informed.

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TAB 4.16 - TABLE SHOWING THE SATISFACTION OF THE STATEMENT

“EMPLOYEES HAVE A DUTY TO INFORM THEIR EMPLOYER OF ANY

DANGEROUS SITUATION OR SHORTCOMINGS IN HEALTH AND SAFETY

ARRANGEMENTS”

Level of Satisfaction No. of Respondents % of Respondents

Excellent 28 28%

Good 42 42%

Fair 20 20%

Poor 6 6%

Bad 4 4%

Total 100 100%

Fig 4.16

Fig showing the Satisfaction of the statement

"Employees have a Duty to inform their Employer of any
Dangerous Situation"
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Excellent Good Fair Poor Bad

% of Respondents

Interpretation: From the figure it can be said that 28% of the respondents have quoted

the statement excellent, 20% as fair and 4% quoted it as bad.

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TAB 4.17 - TABLE SHOWING THE SATISFACTION LEVEL OF

COMMUNICATION BETWEEN EMPLOYEES AND SUPERVISOR

Level of Satisfaction No. of Respondents % of Respondents

Highly Satisfied 34 34%

Satisfied 51 51%

Neutral 4 4%

Dissatisfied 5 5%

Highly Dissatisfied 6 6%

Total 100 100%

Fig 4.17

Fig showing the Satisfaction Level of Communication

between Employee and Supervisor
60%

50%

40%

30%

20%

10%

0%
Highly Satisfied Satisfied Neutral Dissatisfied Highly Dissatisfied

% of Respondents

Interpretation: It can be inferred that 34% of the respondents have highly satisfied

about the communication between the employee and the supervisor. 5% are dissatisfied

with the above statement.

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TAB 4.18 - TABLE SHOWING THE SATISFACTION LEVEL OF ADVANCES

AND LOANS PROVIDED BY THE COMPANY

Level of Satisfaction Frequency %

Very High 8 10%

High 51 64%

Moderate 5 6%

Low 11 14%

Very Low 5 6%

Total 80 100%

Fig 4.18

Fig showing the Satisfaction Level of Loans and

Advances Provided by the Company

60

50

40

30

20

10

0
Very High High Moderate Low Very Low

Frequency

Interpretation: From the analysis it can be depicted that 64% are highly satisfied with

the loans and advances provided by the company. 14% of the respondents show a low

level of satisfaction.

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TAB 4.19 - TABLE SHOWING THE SATISFACTION LEVEL OF THE PEOPLE

IN THEIR WORK

Choice No. of Respondents % of Respondents

Always 12 12%

Sometimes 50 50%

Rarely 13 13%

Never 25 25%

Total 100 100%

Fig 4.19

Fig showing Satisfaction Level of People in their Work

50%

40%

30%
20%
10%
0%
Always
Sometimes % of Respondents
Rarely
Never

% of Respondents

Interpretation: It can be inferred that 12% of the respondents are always satisfied and

13% are rarely satisfied and 25% are never satisfied with the work that they are doing.

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TAB 4.20 - TABLE SHOWING THE SATISFACTION LEVEL OF EMPLOYEES

TO EXPRESS THEIR IDEAS

Level of Satisfaction No. of Respondents % of Respondents

High 38 38%

Very High 46 46%

Low 10 10%

Very Low 4 4%

Moderate 2 2%

Total 100 100%

Fig 4.20

Fig showing the Satisfaction Level of Employees to

Express their Ideas

50%
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
High Very High Low Very Low Moderate

% of Respondents

Interpretation: From the figure it can be inferred that 38% of the people show a high

level of satisfaction about their freedom to express their ideas. 4% of the people show

a low level of satisfaction for the same.

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TAB 4.21 - TABLE SHOWING WHETHER MANAGEMENT IS READY TO

IMPLEMENT YOUR SUGGESTION ON IMPROVING WELFARE BENEFITS

Level of Satisfaction No. of Respondents % of Respondents

Yes 54 54%

No 30 30%

To Some Extend 16 16%

Total 100 100%

Fig 4.21

Fig showing whether Management is ready to Implement

your Suggestions for Improving Welfare Benefits

60%

50%

40%

30%

20%

10%

0%
Yes No To Some Extend

% of Respondents

Interpretation: From the above demonstrations it can be depicted that 50% of

respondents quoted that management is ready to implement their suggestions for

improving welfare benefits. 30% quoted that they are not ready to implement.

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TAB 4.22 - TABLE SHOWING WHETHER COMPANY PROVIDING ANY

POLICY IN CASE OF DEATH IN HARNESS

Level of Satisfaction No. of Respondents % of Respondents

Yes 41 41%

No 36 36%

To Some Extend 23 23%

Total 100 100%

Fig 4.22

Fig showing whether Company Providing any Policy in

Case of Death in Harness
45%
40%
35%
30%
25%
20%
15%
10%
5%
0%
Yes No To Some Extend

% of Respondents

Interpretation: From the figure it can be inferred that 41% of the people are satisfied

with the company policy on death harness.

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TAB 4.23 - TABLE SHOWING OPINION ABOUT THE FESTIVAL

ALLOWANCE PROVIDED BY THE COMPANY

Level of Satisfaction No. of Respondents % of Respondents

Highly Satisfied 34 34%

Satisfied 31 31%

Neutral 19 19%

Dissatisfied 12 12%

Highly Dissatisfied 4 4%

Total 100 100%

Fig 4.23

Fig showing Opinion about the Festival Allowance

Provided by the Company

4%
12% Highly Satisfied
34%
Satisfied

19% Neutral
Dissatisfied
Highly Dissatisfied
31%

Interpretation: From the figure it can be inferred that 34% of the people are highly

satisfied with the festival allowance. 19% are neutral in their opinion. 4% are highly

dissatisfied with the festival allowance provided by the company.

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TAB 4.24 - TABLE SHOWING THE EFFECTIVENESS OF WELFARE

OFFICER TAKING CARE OF EMPLOYEE WELFARE ACTIVITIES

Level of Satisfaction No. of Respondents % of Respondents

Excellent 48 48%

Good 26 26%

Fair 15 15%

Poor 6 6%

Bad 5 5%

Total 100 100%

Fig 4.24

Fig showing the Effectiveness of Welfare Officer taking

care of Welfare Activities
60%

50%

40%

30%

20%

10%

0%
Excellent Good Fair Poor Bad

% of Respondents

Interpretation: From the figure it can be inferred that 43% are satisfied with the

efficiency of welfare officer taking care of the activities. Only 5% rated this as bad.

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CHAPTER 5

FINDINGS

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FINDINGS

Employees are the backbone of every industry. It is the responsibility of the employer

to give the at most welfare facilities to their employees.

KMML provides an outstanding range of welfare facilities for the benefit of their

employees. The previous chapter reveals that the interpersonal relationship, safety

measures, recreational facilities, canteen facility, infrastructural facility etc., are some

of the variables contributing to the effectiveness of labor measures provided by Kerala

Minerals and Metals Limited. The main objectives formulated for finding out the

effectiveness of the labour welfare measures are as follows:

 To study the existing employee welfare measures provided by the company to

employees.

 To check the given employee welfare measures are in accordance with the rules

and regulations of the government.

 To find out the interpersonal relationship between employees and management.

 To analyze the level of satisfaction of employees with regards to welfare

measures provided by the KMML.

The different variable used for evaluation are as listed below:

 Canteen Facility

 Interpersonal Relationship

 Safety Measures

 Credit Facility

 Infrastructural Facility

 Work Environment

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 Medical Facility

 Effectiveness of Welfare Officer

 Morale And Organizational Climate

The analysis carried out has got a positive response from almost all the employees.

Only in some areas the employees have given their negative response.

Based on the interviews with the HR personnel,

 It can be inferred that more than 70% of the people are satisfied with the current

welfare measures that are being followed by the company.

 50% of them are dissatisfied with the restroom facility.

 No welfare committee has been formed for evaluating the effectiveness of the

welfare facilities.

 Less health and safety measures; if there is any leakage of the chemicals the

people in nearby areas will get affected.

 Spittoons are not properly placed.

Based on the questionnaire the following findings are formulated:

 It can be inferred that 60% are highly satisfied with the welfare facilities existing

in the company. But 13% shows a low level of satisfaction.

 The study revealed that 40% of respondents are working for more than 10 years.

Most of the respondents are highly satisfied with the medical facility. 32% are

highly satisfied with the safety appliance.

 From the analysis 71% of the people are highly satisfied with the cleanliness in

the canteen and 60% are satisfied with the serving pattern in the canteen.

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 68% of the people responded that welfare measures are in accordance with the

rules and regulations of the government. Only 9% of them have negatively

responded to the statement.

 37% are satisfied with the infrastructural facilities provided by the company.

30% are satisfied with the working environment of the company.

 34% of the respondents are highly satisfied with the communication between

the employee and the supervisor. 5% of them are dissatisfied with the relation

between the employee and the supervisor.

 It can be depicted that 54% of respondents said that management is ready to

implement their suggestions for improving welfare benefits.

 Communication in the workplace has no effect on work satisfaction. The

welfare measure satisfaction has no effect on work satisfaction.

 It can be depicted that 64% are highly satisfied with the loans and advances

given by the company.14% of respondents show a low level of satisfaction.

 12% of respondents quoted excellent in the morale and the organizational

climate existing in the company. 43% pointed it out as good and 5% quoted it

as bad.

 35% of the people are highly satisfied with the festival allowance. 19% are

neutral in their opinion. 4% are highly dissatisfied with the festival allowance

provided by the company.

 41% of the people are satisfied with the company policies on death harness.

 38% of the people show a high level of satisfaction about the freedom to express

their ideas. 4% of the people show a low level of satisfaction.

 It can be inferred that 43% are satisfied with the efficiency of welfare officer

taking care of the welfare activities. Only 5% rated this as bad.

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Depending on the findings formulated from the analysis part it can be indicated that the

employees are satisfied with the existing labour welfare facilities that are prevailing in

the organization.

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CHAPTER 6

RECOMMENDATIONS

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RECOMMENDATIONS

Based on the findings from the study, the following suggestions are to be

recommended at the various functional levels.

 The restroom facility should be improved. This can be done by introducing new

rooms near to the workplace.

 A committee needs to be organized for the welfare for evaluating the

effectiveness of the welfare measures. This can be made practical with the

support of all the employees in the company.

 It is suggested that the company must upgrade its health and safety measures in

order to keep up the employees in the company. It is better to conduct health

awareness programs every six months to create awareness in maintaining good

health and for using safety measures while working.

 Spittoons should be placed in a proper way so that the employees can make use

of this facility in an effective way.

 The company should consider the suggestions and opinion of their employees

at regular intervals of time.

 The welfare officer needs to continuously monitor all the activities related to an

employee’s welfare.

This study gives an overall view about the effectiveness of Labour Welfare Measures

of the employees in Kerala Minerals and Metals Limited (KMML).

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CHAPTER 7

CONCLUSION

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CONCLUSION

The STUDY ON THE EFFECTIVENESS OF WELFARE MEASURES FOR

EMPLOYEES IN KMML was conducted with the main objectives of analyzing level

of satisfaction of employees with regards to welfare measures provided by the KMML.

63% of the employees working in KMML are satisfied with the various welfare

measures provided by the company and the company has been strictly following the

rules and regulations which are being formulated by the government.

The company should pay more attention to welfare measures and hope that the

suggestions made in this report will give some guidance to the management for

improving welfare activities.

It can be concluded from this study that the Management of KMML is very much

interested in providing welfare facilities to their employees and as such it is easy to

predict the growth of KMML.

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APPENDIX

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ANNEXURE - 1

QUESTIONAIRE

This questionnaire is part of the project work taken up on the topic of A STUDY ON

WELFARE MEASURES FOR EMPLOYEES IN KERALA MINERALS AND

METALS LIMITED (KMML).

Kindly be frank and honest in expressing your option.

All you have to do is to put a tick mark against the questions given below.

Name:

Designation:

Age:

18-25 ( ) 26-35 ( ) 36-45( ) Above 45( )

Gender:

Male ( ) Female ( )

Educational Qualification:

Below Hr. Sec. ( ) Hr. Sec. ( ) UG ( ) PG ( )

Experience:

0-1 Yrs. ( ) 1-5 Yrs. ( ) 5-10 Yrs. ( ) Above 10 Yrs. ( )

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1. Express your opinion about the existing Employee Welfare Measures provided by

the Company for Employee’s.

(a) Excellent (b) Good (c) Fair (d) Poor (e) Bad

2. Medical Facility: Specify your Level of Satisfaction.

(a) Highly Satisfied

(b) Satisfied

(c) Neutral

(d) Dissatisfied

(e) Highly Dissatisfied

3. How satisfied are you with the Safety Measures/Appliances provided at your

workplace?

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

4. Specify your level of satisfaction with the canteen facility provided at the

workplace.

Satisfaction
Cleanliness Hygienic Serving Price
Level
Highly
Satisfied

Satisfied

Neutral

Dissatisfied

Highly
Dissatisfied

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5. Are you aware of the welfare measures provided by the company?

(a) Yes (b) No (c) To Some Extend

6. Does Management Solve your Grievances?

(a) Always (b) Sometimes (c) Rarely (d) Never

7. Specify your Level of Satisfaction on the Infrastructural Facility.

Working
Satisfaction Drinking Transporta
Rest Room Toilets Environme
Level Water tion
nt
Highly
Satisfied

Satisfied

Neutral

Dissatisfied

Highly
Dissatisfied

8. Specify whether employee welfare measures are in accordance with the rules and

regulations of the government.

(a) Yes (b) No (c) To Some Extend

9. Opinion on whether there is a Healthy Morale and Organization Climate.

(a) Excellent (b) Good (c) Fair (d) Poor (e) Bad

10. Welfare Measures will Positively Affect the Quality of Work Life.

(a) Strongly Agree

(b) Agree

(c) Disagree

(d) Strongly Disagree

(e) Neutral

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11. Are you aware of all the Management Policies?

(a) Always (b) Sometimes (c) Rarely (d) Never

12. Employees have a duty to inform their employer of any dangerous situations or

shortcomings in health and safety arrangements. Rate the statement.

(a) Excellent (b) Good (c) Fair (d) Poor (e) Bad

13. Level of Communication between Supervisor and Employee.

(a) Very High (b) High (c) Moderate (d) Low (e) Very Low

14. Express your Satisfaction with the Credit Facility for any Advances and Loans

provided by the Company.

(a) Very High (b) High (c) Moderate (d) Low (e) Very Low

15. Are you satisfied with the work you do?

(a) Always (b) Sometimes (c) Rarely (d) Never

16. Level of freedom to express your ideas?

(a) Very High (b) High (c) Moderate (d) Low (e) Very Low

17. Whether the management is ready to implement your suggestion for improving

welfare benefits?

(a) Yes (b) No (c) To Some Extend

18. Is the company providing any policy in case of death in harness?

(a) Yes (b) No (c) To Some Extend

19. Give your opinion about the festival allowance provided by the company.

a) Highly Satisfied

b) Satisfied

c) Neutral

d) Dissatisfied

e) Highly Dissatisfied

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20. Effectiveness of welfare officer taking care of your welfare activities?

(a) Excellent (b) Good (c) Fair (d) Poor (e) Bad

Thank you for your kind cooperation.

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