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INTRODUCTION Labour welfare means the voluntary efforts made by the employer to provide better conditions of employment in their own industries. Its main object is to secure an improved standard of living for the workers, which effects on the worker’s psychology and results in an increase in their productive efficiencies. Labour welfare improves physical, mental and moral conditions of worker. Labour welfare includes housing, medical, educational, rest rooms, recreation, canteen, games and sports club facilities, adequate wages, reasonable working hours, insurance etc. By providing these facilities to the workers, efficiency increases considerably. These facilities create confidence in the worker; he feels happy and thus takes more interest in the work. . It also provides goodwill and the relation between worker and employer becomes good, which reduces indiscipline and helps to maintain industrial peace. When worker has full facilities, he will be free from worries and will therefore work in the factory with full efforts and interest. Insurance facility and good working conditions create atmosphere of security and feeling of insecurity is removed from the mind of the worker and thus he takes more interest in his work. In present days workers are very much worried due to their housing problems, inadequate wages and expensive education. If these problems are removed then a major part of worries of the workers will be removed and if his cultural uplift by providing recreation facilities and adding cultural and social activities are looked after, then worker will work with full heartedness and more interest devoting more physical and mental efforts.

EXPLANATION OF THE TOPIC

Labour welfare is a flexible and elastic concept. Its meaning and implications differ widely with times, regions, industries, countries, social values and customs, the general economic development of the people and the political ideologies prevailing at particular moments. As such, a precise definition is rather difficult. The variables used to study labour welfare are working environment, heating facilities, canteen facilities, restroom, recreation, medical facilities, health facilities, insurance ,reasonable working hours,adequate wages. “Labour welfare refers to the efforts made by the employers to improve the working and living conditions over and above the wages paid to them. In its widest sense it comprises all matters affecting the health, safety, comfort and general welfare of the workmen, and includes provision for education, recreation, thrift schemes, convalescent homes”. It covers almost fields of activities of workers e.g., social, economic, industrial and educational. Labour welfare implies the setting up of minimum desirable standards of the provision of facilities like health, food, clothing, housing, medical assistance, education, insurance, job security, recreation etc. Such facilities enable the worker and his family to lead a good working life, family life and social life. Labour Welfare thus embraces in its fold all efforts which have their object of improvement of health, safety welfare and general well-being of the workers. It is confined to those activities which are undertaken statutorily or otherwise, inside the industrial premises or outside by any agency, government, employers which do not come under social insurance conditions, and which lead to improvement in health, efficiency and happiness of industrial workers and their families e.g. recreational, medical, educational, washing, bathing, transport facilities canteens and creches, etc. Thus, the term labour welfare covers not only the workers but also their families.

Following are generally given as the principles to be followed in setting up a labour welfare programme: 1. The programme should satisfy real needs of the workers—This means that the manager must first determine what the employees' real needs are. Extreme care and serious research should go into the decision of whether or not to offer a particular employee service. More evidence is required than a mere unfounded bias of the manager. In one case, a company manager who felt that his employees needed a sports programme budget money, purchased facilities, and hired a company athletic director. But when the whistle was blown to play ball, nobody wanted to play. 2. The programme should be such as can be handled best by a group approach — For example, life insurance purchased as a group can be obtained at a significantly lower price than same insurance purchased by the individual. But it is argued that depending upon the differences in sex, age, marital status, number of children, type of job and the income level of employees there are large differences in their choice of a particular benefit. As a result, it is suggested that a package total value of benefits should be determined and the selection of the mix of benefits should be left to the choice of each individual employee. This is known as the 'cafeteria approach'. Such an approach individualises the benefit system though it may be difficult to operate and administer. 3. The employer should not assume a benevolent posture - We have seen in the section on leadership how modern orgainsations, based on classical principles, foster dependency in employees which is incongruent with the needs of a mature personality. The paternalistic and benevolent approach has fallen in disrepute as a result of the employee's desire to gain maturity and adulthood. 4. The cost of the programme should be calculable and its financing established on a sound basis—There are several employee services such as pension, provident fund, insurance, etc., which are not cheap to administer. The cost of such benefits can hardly be termed a fringe. It is, therefore, essential that before conceding any such service over the collective bargaining table sound actuarial estimates of its cost are made and adequate provisions for financing it are established. 5. The management should ensurejjo-operation and active participation of unions and workers in formulating and implementing the programme. 6. There should be periodical assessment or evaluation of the programme and necessary timely improvement on the basis of feedback. SCOPE OF THE STUDY  To enrich the better quality of work life

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To improve the efficiency of work life To enhance productivity To enrich industrial relation and industrial peace To raise the physical standard of work force To reduce absenteeism To enhance the purchasing and serving capacity of the employee

HYPOTHESIS OBJECTIVES OF THE STUDY  To identify the variables affecting welfare  To measure the depth and extent of provision of such measures at MILMA  To analyse the perceptionof employees as to the effectiveness of welfare measures

METHODOLOGY I. RESERCH DESIGN Descriptive study II. SOURCE OF DATA Primary Data Secondary Data III. SAMPLING DESIGN 200 employees Sample : 40 Method of sampling : Simple random sampling Tools for collecting data : Questionnaire and personnel interview

REVIEW OF LITERATURE

The review of literature is highly useful to design the present study as it indicates the research gap in the study of labour welfare measures of the sugar mills in Tamil Nadu. The study of labour welfare measures has attracted the attention of many researchers and research organizations in western countries, particularly the United States of America. Their experiences may be of relevance and significance to us. Therefore, studies of such countries are also discussed and reviewed in this chapter. Misra (1974)1 carried out a research aimed at sociological analysis of the labour welfare problems of sugar industry. The analysis was based on the firsthand data collected from the sugar factories of Eastern Uttar Pradesh. The study found that the conditions of work in sugar factories of eastern region of Uttar Pradesh were not very satisfactory particularly in respect of safety measures, cleanliness, sanitation, latrine facilities, drinking water, rest rooms, etc. It also points out that

the provisions for leaves and holidays, lighting, housing, medical and education are far from satisfactory. Koshan (1975)2 pointed out that in spite of statutory provisions and enforcing agencies in India, the labour welfare facilities were absent and the cement industry was the only one where provisions were adequately enforced. The study insisted the need for overhauling and tightening the machinery of inspection. Appointment of welfare inspectors for different industries, distinguishing the duties of factory inspectors from those of welfare inspectors to submit annual and quarterly reports and empowering the welfare inspectors to fine in case of default are some of the steps suggested in this study. Monga (1980)3 conducted a study on implementation and awareness of labour laws in Haryana. He focused mainly on the machinery for implementation of labour laws and the impediments confronting the implementation. He has found that the staff deployed for enforcement of labour laws are inadequate, inspections are not frequent, the status of supervision of returns under various laws reveals a dolesome picture, procedures are frivolous and vexatious, penalties imposed for offending legislation in the state are fine and the penalty of imprisonment is rarely imposed. He concludes that the absence of adequate awareness about the laws is the major factor for inadequate enforcement of law. Koshan Manjulika (1975). Labour Welfare in India, in Uppal, J.S (Eds.) India’s Economic Problems: An Analytical Approach, New Delhi, Tata McGraw Hill Publishing Company Limited, pp.203-219. 3 Monga, M.L (1980). Implementation and Awareness of Labour Laws in Haryana, Unpublished Ph.D. Thesis Submitted to Punjabi University, Patiala. 45 Srivastava (1984)4 states that work is important in man’s life since time immemorial. Whatever may be the reason for working, one thing is certain that man has continued to work. The urge to work seems to be deep rooted in most men and work is viewed as much more than a means of seeking economic gratification. Work seems to serve many other functions for an individual. An individual’s sense of well being, of doing something worthwhile, of having purpose in life, seems to be associated with work. Deepak Bhatnagar (1985)5 in his study on “Labour Welfare and Social Security Legislation in India” evaluated the effectiveness of the Employees State Insurance Scheme. He has found that the employees are uncomfortable on the issue of their contribution towards the scheme. Majority of the employees are not fully aware of different benefit schemes as admissible under the Act. Medical certificates are easily available to the insured persons. He suggests that steps should be taken to curb this tendency of tax certification. Bhatia (1986)6 in his study on the administration of

Workmen Compensation Law has found that the graver the effect of the accident, the need of help of a trained lower becomes more frequent. Srivastava, A.K (1984). Job Motivation, New Delhi, Deep and Deep Publications. 5 Bhatnagar Deepak (1985). Labour Welfare and Social Security Legislation in India, New Delhi, Deep and Deep Publications. 6 Bhatia, K.L (1986). Administration of Workmen Compensation Law: A SocioLegal Study, New Delhi, Deep and Deep Publications. 46 an immense need of providing free legal aid and advice to the claimants under the Workmen Compensation Act. He says that the quantum of compensation fixed by the law does not appear to have been formulated with an eye to the future. There is a need for enhancement of compensation in this age of inflation. Rajwant Singh (1987)7 states that all the difficulties in the implementation of labour welfare measures must be overcome, before the dawn of the new century is reached. The country must find ways of meeting people’s basic needs by giving them access to sources of income, food, education, housing, health and hygiene.

INDUSTRY PROFILE The „Indian dairy industry has made rapid progress since independence .a large number of modern milk and milk products factories have been established. These organized dairies have been successfully engaged in the routine commercial production of pasteurize d milk and milk products.India is the world‟s largest milk producer that is certified by the „international dairyindustry‟ .Dairy is a place where handling of milk and milk products is done and technology refers to theapplication of scientific knowledge for practical purpose. Dairy technology has been defined asthat branch of dairy science, which deals with the processing of milk and manufacture of milk products on an industrial scale.In

India, dairying has been practiced as a rural cottage industry since the remote past. Semi-commercial dairying started with the establishment of military dairy farms and co-operative milk unions throughout the country towards the end of the nineteenth century.During the earlier years, each househ old in those countries maintained its „family cow‟ or secured milk from its neighbor who supplied those living closed by. As the urban populationincreased, fewer households could keep cow for private use. The high cost of milk production, problems of sanitation etc, restricted the practice and gradually the fam ily cow in the city waseliminated and city cattle were all sent back to the rural areas.Gradually farmers within easy driving distance began delivering milk over regular routes in thecities. This was the beginning of fluid milk-sheds which surround the large cities of today. Prior to the 1850s most milk was necessarily produced within a short distance of the place of consumption because of lack of suitable means of transportation and refrigeration. The Indiandairy industry has made rapid progress since Independence. A large number of modern milk plants and products factories have since been established. These organizes da iries have beensuccessfully engaged in the routine commercial production of pasteurized bottle milk and variousWestern and Indian dairy products. With modern knowledge of the protection of milk duringtransportation, it became possible to locate dairies where land was less expensive and cropscould be grown more economically.

In India, the market milk technology may be considered to have commenced in 1950, with thefunctioning of the Central Dairy of Aarey Milk Colony and milk product technology in 1956with the establishment of AMUL Dairy, Anand. The industry is still in its infancy and barely10% of our total milk production The most valuable resources that a dairy business can have are reliable and productive workers. Today‟s tight labor market means that workers have many employment choices. Dairy producers need to do all they can to keep their best employees andattract other excellent workers to their team.

COMPANY PROFILE Milma is the popular name given to Kerala Co-operative Milk Marketing Federation(KCMMF).Milma started its operation in 1980 with its head office at Thiruvananthapuram. Itwas started under the Indo-Swiss project. The project was

launched in 1963 on the basis of a bilateral agreement executed between the Swiss Confederation and the Government of India. The project has made great strides in the improvement of livestock farming in the state. One of themis the development of Swiss Brown, a cross breed suited for the states conditions. The project isnow managed by the Kerala Livestock Development and Milk Marketing Board. It main motivewas to implement the Operation Flood programme started by the National Diary DevelopmentBoard (NDDB) in Kerala.The project impact was so widespread that close to about 83%of the adult cattle to the state gotconverted to the new breed- Sunandini, the milk production increased by over ten times and theavailability of milk increased by over 7 times with over a million families dependant on milk production. The project has succeeded in integrating better technology and m anagement to thetraditional small holder production system. It also demonstrated how the high productive, semistall fed cows led to a spontaneous decline in the total bovine population of the state from 34.6lakh in 1977 to 21.86 lakh in 2003 when the total bovine population of India went through anupsurge. This contributed immensely to environmental sustainability. By demonstrating a growthmodel for productivity enhancement, the productivity enhancement, the project not onlyimpacted the million small livestock in Kerala, but also millions outside the state.The project demonstrated revolutionary institutional changes beginning with the Indo Swiss project of Kerala, an autonomous institution under the government of Kerala Livestock

Development Board, with the formidable dairy cooperative System under the Kerala CooperativeMilk Marketing Federation (MILMA), under the able guidance of its first managing director S. Nagarajan IAS, spun off as successful an independent entity.PALAKKAD DAIRYMilma Palakkad dairy was located in Kalepully Palakkad. Palakkad dairy is one of the threedairies under Malabar Regional Cooperative Milk producers union limited. This diary came intoexistences in 1967 as Palakkad Cooperative milk supply union limited under the MadrasCooperative societies act. But in 1978 KLD and MM Board had taken over this dairy and it wasunder their control until 1983. In 1983 Kerala cooperative milk marketing federation limitedtaken over this dairy from KLD and MM Board. Milma milk producers union limited taken over this dairy and it started functioning very smoothly and achieved success is each and every stepunder this dairy two milk chilling plants are also functioning one at Attapady, and other is inPattambi.The name Milma represents:-

2,702 primary milk co-operative societies

7.78 lakhs farmer members

Three Regional Co-operative Milk Producers' Union

Eleven Dairies capable of handling 9.90 lakhs litres of milk per day

Thirteen Milk Chilling Centers

Two Cattle Feed Plants with cumulative capacity of 600MT per day

One Milk Powder Plant of 10MT per day capacity

A well established Training Centre

5,200 retail outlets

Over 32,000 people working either directly or indirectly for the functioning of Milma. MISSION “ FARMERS PROSPERITY THROUGH CONSUMER SATISFACTION”

milk. Milma curd does not contain much fat in it but it contains 10.2 % SNF in it. The product isgenerally marketed in 500 gram packets through a chain of

wholesale and retail dealers. Each packet of curd is sold to the wholesale and retail dealers. The maximum retail price is Rs.14.50 per packet.SAMBHARAM:Sambharam (Buttermilk) contains 4.5 percent total solids and natural flavour extracts. Ideal asthirst quencher during hot season. Prepared under hygienic conditions using fully natural processes. It is available in 200 ml sachets.LASSIIt is a sweetened and flavoured product prepared from curd. It is available in 200ml pack. 4. FAT PRODUCTS GHEEMilma produces good quality, pure ghee from butter or cream at all dairies.B.BUTTER Milma butter prepared from the cream of milk contains 81%fat and less than 15% water 5. BEVERAGES A.TETRA PACK FLAVOURED MILK Milma offers a range of flavoured health drinks in hygienic tetra packs. Cardamom milk hasalready captured the market and are available at all Milma outlets.B. REFRESHIn addition to health drinks Milma also has a Mango drink in the market. 6. SWEETS A. PEDA An indigenous milk product manufactured by evaporating water content from a whole sale cow‟s milk.B. CREAM ROLLMixtures of tasty ice cream and fruity encircled with oven fresh sponge cakes. FUNCTIONAL DEPARTMENTS 1. Quality control/ assurance department: Quality control department is headed by Quality Control Officer assisted by TechnicalSuperintendent. They check incoming and outgoing milk. Responsibilities:

Checking the quality of raw milk.

Determine the Fat and SNF level in the raw milk.

Checking the quality of milk at different sit permits during the production processes.

Ensuring quality of packed milk.

To ensure that the supplied milk satisfies the conditions stated in process of foodadulteration act, Package commodities act and Weight and measurement. 2. Production Department: This department deals with the production activities. The production department is headed byTechnical officer (dairy). 3. Technical Department: There is an engineering department to maintain the machines and other equipment installed for the production process. This department is headed by Dairy Engineer. They are deals withmachinery maintenance, machinery operation, Vehicle scheduling, electricity, water and other statutory requirements of the company.Responsibilities:

Inspection of machineries for damage.

Repairs and maintenance of installed machines

Ordering for the new machines and replacement of parts.

Refrigerator and boiler maintenance 4. Marketing Department: MRCMPU has a centralized marketing department for the whole region headed by marketingmanager at head office and dairy level marketing department in each unit is headed by marketingmanager at dairy.Responsibilities

New product Development.

Forecasting of sales

Development and Execution of market development activities.

Developing of marketing strategies.

Brand management

Packaging and product development

Coordinate promotional activities 5. Finance and Accounts Department: It is centralized department situated in the diary and headed by Assistant Finance Manager. Thisdepartment deals with financial and accounting activities of the diary. Responsibilities:

Calculation and charging of depreciation to fixed asset

Preparation of P&L A/c and Balance sheet

Making payment to workers

Capital Management Schemes for primary co-operative societies

Liaison with government for availing government financial assistance 6. Human Resources Department

The unit level Human Resource Department is headed by HR Manager. Activities likerecruitment of permanent staff training and development planning etc centralized in the P& A atthe head office. This department deals with accounting matters related to ranging fromrecruitment to retention.Responsibilities:

Recruitment and Selection of employees

Providing training and development programs.

Fixing compensation and other benefits.

Finalize long term wage settlement,bonus

Taking care of employee welfare activities 7. MIS and Systems Department:

Computers are widely used for information processing and other office automation functions.Computer system are installed in diary for various purpose such as Milk billing, FinancialAccounting, Raw Milk Reception and Dispatch, Stores, Payroll, Plant Operation, Marketing etc.All Diaries are interconnected with Management Information System (MIS).