Employee Welfare Measures at Arignar Anna Sugar Mills

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Its Time only for SUNSHINE & RAINS without any Pains
A STUDY ON EMPLOYEE WELFARE MEASURES IN ARIGNAR

ANNA SUGAR MILLS,TANJORE
CHAPTER-1
INTRODUCTION
The human resource has immense potential. The role of economic development of any nation
depends on the degree of effective mobilization of these resources. The economic planning
envisaging material progress should count on the role of human labour for harnessing the physical
resource of the economy .As human resources from the basis of very existence of life on the earth of
late, the government of India has set up an Independent Ministry of HRD to carter to the all around
development of human resource.
Labour, as a factor of production has certain characteristics that set it apart from others while land
and capital has no mind of their own, labour dose have it. The physical presence of labour combines
with his attitude carves out a special place for labour in the production process.
The attitude of labour toward the worker holds the key for his performance and unless a labour is
enthusiastic , committed and devoted ,the fruit of his abilities innate acquired and developed can
not be repeated. It can be said without any hesitation that all industrialist should realize that “one
can buy a man’s time the physical presence at a particular place , even few muscular movements,
but enthusiasm , initiatives, loyalty and devotion to duty can not be bought”. Labour marks a
distinction from other factors of production on two counts.
a) Management, supervision, organization, co-ordination and such other functions owe their
origin to labor.
b) Unlike capital, which is a depreciating assert, labour is doubtedly an appreciating assert,
contributing more and more to productivity with the advancement in experience and
expertise.
When labour occupies such as prominent place and has a pivotal to play, it is necessarily may be
imminent to provide for its performance through creation proper industrial atmosphere. Thus the
workers performance depends upon the physical and mental capabilities, which is in turn depends
on various factor like working and living condition, education, health, hygienic and sanitation. In
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view of the several peculiarities of Indian Labour composition, Migratory nature, low level of living
etc., the importance of these welfare activities need explict emphasis.
Labour is an asset of every company. The needs of the labour must be satisfied in order to meet the
goals of the organization. Any organization would be effective only when there is high degree of co-
operation between the labour and management. Management seeks co-operation between the
labour force by providing welfare facilities. These welfare facilities go a long way stimulating
interest in the workers to produce their full capacity and pay a good return to management in the
long run. Therefore, labour welfare activities act as motivators
And the rest in the higher productivity and the profit . It also enables the worker employed in
industries to perform their work in healthy congenital surrounding conductive to good health & high
morale
Any attempt to increase the productivity of efficiency of labour can bear fruit only if the workers are
given the right type of environment and are provided with those basic amenities of life which have
direct bearing on his physical efficiency. Thus plan of labours welfare regard as an important part of
scheme for rising efficiency of labour.
PROBLEM OF THE STATEMENT:
Researcher project titled “A Study On Employee welfares Measure With Special Reference to Social
security in Arignar Anna Sugar Mills “. In this project the reseacher to know the labour welfare
measures provide in the Arignar Anna Sugar Mills, and to study the various dimensions of employee
welfare measures as precevied by the worker and to the perception of the respondents regarding
the various labour welfare provided to them and to suggest to suitable measures to enhance HRD
intervention used in improve the welfare facilities. The study the satisfaction level of various
employees toward welfare measure with special reference to social security Arignar Anna Sugar
Mills gains importance.

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

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part of papanasam taluk
(2)PUDUKKOTTAI DISTRICT
part of gandharvakkottai taluk
part of pudukkottai taluk
(B)SUGAR CANE DIVISIONAL OFFICES AND ITS SITUATION TO CATER TO THE NEEDS OF THE
GROWERS AND FUNCTIONING AS LIAISON OFFICE:
There are 9 cane divisional offices ., viz.,
1.Mill site
2.vallam
3.Thanjavur
4.Thiruvayar
5.Ayyampettai
6.Marungualm
7.Orathanadu
8.Gandharvakkottai and
9.Adhanakkottai
Total area brought under sugarcane cultivation:
The total area under suger cane cultivation in the operation in the area of the mills is 12,500 acres.
4.PRODUCTION OF SUGARCANE IN THE LAST 5 YEARS

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season area cane crushed(m.ts).
1999-2000 10724 3,51,335
2000-2001 12421 4,31,587
2001-2002 11970 3,79,817
2002-2003 12451 4,02,036
2003-2004 10690 3,23,019
2004-2005 11328 2,91,319
2005--2006 (crushing 15766 5.26L.Ts.

season)
(estimated)
SUGAR RECOVERY PERCENTAGE IN THE LAST 5 YEARS:
average recovery% peak recovery %
1999-2000 9.16 9.34
2000-2001 9.12 9.39
2001-2002 9.06 9.06
2002-2003 9.75 9.80
2003-2004 10.21 10.28
2004-2005 10.32 10.55

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2005-05 10.20(estimated) ---
CANE CRUSING AND SUGAR PRODUCTION FOR IN THE LAST 5 YEARS:
Registered area 11,328acres
Cane crushed 2,91,319 m.t.s
Sugar production
quintals 3,01,120
Ave sugar recovery 10.32%
CANE CRUSING AND SUGAR PRODUCTION FOR 2004-2005 SEASON:
As per the order of director of sugar , chennai ,we have tentatively programmed to commerce the
cane crusing operation of our mills on 18-11-2005 with an estimated OWN cane crusing of 4.30l.ts,
and a quantity of about 0.85 lakhs tonnes will be diverted to sister sugar mills ,viz, salem coop, sugar
mills, mohanur.
(III)STATISTICAL INFORMATION ABOUT THE PRODUCTION OF SUGAR AND BY-PRODUCTS AND

SALES:
(1)SUGAR PRODUCTION ,SALES &REALISATION FOR THE PAST 5 YEARS (ACCOUNTING YEAR BASIS)

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Accounting year Production Sales Levy &free Costrealisation
Rs .in lakhs
1999-2000 3,21,690 2,72,087 3418.96
2000-2001 3,93,530 2,96,961 3862.65
2001-2002 3,46,470 3,77,256 4604.58
2002-2003 4,02,646 3,68,260 357.13
2003-2004 3,74,875 3,09,505 3754.73
2004-2005 3,57,835 4,13,782 6131.73
(2)MOLASSEA PRODUCTION ,SALES&REALISATION FOR THE PAST 5
YEARS.(ACCOUNTING YEAR BASIS)
Accounting year Production Sales (in metric Costrealiation

tones)
(rs .inlakhs)
1999-2000 18950.059 18349.530 480.1
2000-2001 17802.996 20631.040 791.9
2001-2002 15922.254 18975.810 127.4
2002-2003 18860.760 9261.935 60.99
2003-2004 15238.540 24480.365 188.66

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2004-2005 13015.090 10274.545 136.60
(3) BAGSSE PRODUCTION ,SALES&COST REALISATION FOR THE 5 YEARS (ACCOUNTING YEAR BASIS)
Year Production Own consumption Sales Cost realisation

for boiler
(rs.in lakhs)
1999-2000 100790.593 93697.312 7101.785 32.80
2000-2001 122141.741 112832.392 9309.345 40.00
2001-2002 102889.350 101677.770 1211.580 18.76
2002-2003 112085.289 108484.275 3218.915 21.95
2003-2004 100589.357 89127.292 11202.570 84.04
2004-2005 95276.554 936247.099 12023.795 90.02*
(*)diffential amount @rs 475 /-per M.T.,has to be claimed from T.N.P.L and NPKRR CSM for 2004-05
season to whom we have sold bagasse during 2004-05 crusing season.
(4)PRESSMUD:
year production
( season basis ) (in metric tons)
1999-2000 10699.050

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2000-2001 13263.435
2001-2002 13250.214
2002-2003 12271.237
2003-2004 10489.151
2004-2005 9484.439
pressmud was given to the sugar cane Ryots at free of cost during last crusing season.
(IV)SUGAR GODOWN AT MILLS:
There are three sugar godowns in the mills with the following storage capacity .
capacity of godowns
'a' godown ... 1,00,000 quintals
'b' godown ... 50,000 quintals
'c' godwn ... 100000 quintals
-------------------------
Total capacity ... 250000 quintals
-------------------------
There are three sugar godowns with the capacity of 250000 quintals in which two godowns consists
of 1,00,000 quintals each and another one is 50,000 quintals.
Godownwise stock position is as follows:(as on 31.10.2005)

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(qty.in qtls.) Season 2004-05 Total stock
godown
A 85,793 85,793
B -- --
C 27,548 27,548
Total stock 1,13,341 1,13,341
(V)PERFORMANCE OF THE ENGINEERING AND MANUFACTURING DEPARTMENTS-(IN THE LAST

TWO CRUSHING SEASONS).
DETAILS 2003-04 2004-05
CANE CRUSHED (IN MTS) 3,23,019.252 2,91,319.388
SUGAR PRODUCTION

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(IN QTLS) 3,32,005.000 3,01,120.000
RECOVERY% 10.21 10.32
TOTAL LOSSES% 1.677 1.73
CAPACITY UTILISATION% 75.121 67.75
(VI) INFORMATION ABOUT ADMINISTRATION:
1. ADMINSTRATION:
The administration of the unit mill is under the control of Tamil Nadu Sugar Corporation
limited. The rules framed by the board of sugar corporation limited are adopted in the mills.
The disrtric revenue officer who is knon as chief is the overall authority for the unit mill is
concerned and some of the officers who are the head of the departments specialised in the
respective department are working under the control of the chief executive.

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

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employees and cane growers children ,in which 4 teachers and 150 students and 9 teachera and 390
students are studuing respectively.out of the above 13 teachers,12 teachers are getting salary from
the government and one teacher is paid by the mills.
5.VOLUNTARY RETIREMENT SCHEME:
The board of tamilnadu sugar corporatrion limited has the formulated a revised staffing pattern
reducing the employees strength for a total employees of 439 with a view to reduce the
establisment cost since the company has referred to "bureau of induusrial finance and
reconsrtruction (BIFR)"as a stick company".
(VII) FINANCIAL STATUS:
2001-02 2002-03 2003-04 2004-05
COST OF PRODUCTION
1433.00 1330.09 1358.92 1544.70
PER QUINTAL
HEAVY AND FREE SALE

1255.42 1183.33 1218.25 1484.69
MIXED AVERAGE
REALISATION(PER QUINTAL)
PROFIT/ LOSS FOR THE

-764.24 -798.74 -358.54 (+)496.56
YEAR RS .IN LAKHS

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FUNDS POSITON PARTICUALARS AS ON 31.10.2005
( RS.IN LAKHS)
A.CASH CREDIT LIMIT (SANCTIONED ) 3,000.00
B.VALUE OF STOCK 1,799.97
C.LESS:MARGIN &LIEN 204.59
D.DRAWING POWER AVAILABLE 1,595.38
E. AMOUNT DRAWN 455.87
F.BALANCE DRAWING POWER AVAILABLE 1,139.510
CANE PAYMENT DETAILS AS ON 31.10.2005(2004-05 CRUSING SEASON)
1.CANE CRUSHED 2,91,319.388MTS.
(09-12-04 TO 14-04-05)
2.CANE PRICE DUE RS 2,605.97 LAKHS
@RS.894.60/MT
3.CANE PRICE PAID RS 2605.97KAKHS
4.CANE PRICE DUE RS -NIL-

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Cane diversion:
To (1)Thiru arooran sugars ltd,
Thirumandankudi, papanasam tk.
1. Qty diverted : 3729 M.ts.,
2. Amount to be received : Rs .33.35 lakhs @ rs.894.60 per m.t.
3.Amount so far received : RS 33.35 LAKHS
4.Balance to be received : --NIL—
(VIII) NATIONAL AWARDS :
The mills has receved the following national awards for high technical performance .
A.1985.86-productivity award (2nd prize)
B.1986-87-productivity award (1st prize)
C.1987-88- second prize for higherstanderd of technical efficiency.
D.1988-89-prize and commendation certificate for higher standards of techincal efficiency.e.2001-

02-recived state level safety aaward (3rd prize)for group b industries
F. 2003-04-svp memorial award for best sugar factory performance award
2003-04.
ISO-9001-2000 CERTIFIED INSTITUTION:
Our mills has been assessed and registered by the national quality assurance company ,bangalore
,against the provision of BS EN ISO 9001-2000 with effect from
01.04.2005.
CHAPTER - II

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REVIEW OF LITERATURE
INTRODUCTION:
The term welfare Suggest many meaning such as the state of well being, healthy happiness &
development of human resource. The concept of welfare has been described state as tool concept
.It describes state of existence involving, physical, mental, moral emtion well being .The social
concept of welfare of man and his family hic community. There is interconnection of there aspect .In
the sense that all the three works together or individual supplement on another,in a three
dimensional approach Each serving are ends.
Definition:
The term labour welfare is one, which tends itself to various interpretation and it has not always
the same significance in different countries . As appointed out by the same significance in labour
,the term “welfare” as applied to the Industrial worker as author James ODD Remarks ,”a series of
supply diverse option exists on motives merits Industrial welfare work.
LABOUR WELFARE:
According to proud, welfare work refers to the effort on the part of employee to improve within in
the existing Industrial system, the condition of employment in their own factories.
PRINCIPEL OF LABOUR WELFARE:
Labour welfare is dependent on certain basic principles, which must be kept in mind properly
followed to achieve a successful implementation of welfare programmes
SOCIAL SECURITY:

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According to the WILLIAMBEVERIDGE “a means of securing an income to take the place of earning s
when they are interrupted by an unemployment ,sickness or accident to provide an income up to a
minimum and also medical treatment to bring the interruption of earning to an end as soon as
possible.
CONCEPT:
Social security is primarily an instrument of social and economic justice.

Social security is the security that society furnishes through appropriate organization
against certain risk to which its member is exposed.
OBJECTIVES OF SOCIAL SECURITY:
The objectives of social security can be sub-summed under three categories
1. COMPENSATION
2. RESTOATION
3. PRVENTION
COMPENSTION:
 It ensure security of income

 It is based on this consideration that during the period of contingency of risk
RESTORATION:
It con notates cure of one’s sickness .
PREVENTION:

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These measures imply to avoid the loss of productive capacity due to sickness unemployment or
invalidity to earn income.
SCOPE:
The term “social security” is all embracing .the scope of social security is
It covers the aspects relating to social economic justice.
Social security schemes furnished by the government are broadly classified into two types ,
1. SOCIAL ASSISTANCE
2 .SOCIAL INSURANCE
1.SOCIAL ASSISTANCE:
It refers to the assistance rendered by the government to the needy persons with out asking them
contribution to be entitled to get such assistance
Social assistance includes those benefits which provided by government with out any
Contribution form workers and employer.
Workmen’s compensation, maternity benefits, old age pensions,
2.SOCIAL INSURANCE:
*It refers to scheme of maintaining fund from the contribution made by the employees
and employer with or without a subsidy from the government
*It can be defined as device to provide benefits as of right for persons of small earning .in amounts
which combine the contributive efforts of the insured with subsidies from the employer and the
government

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

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the states. Subsequently, with increasing need for social security along with the increasing level of
national protection against uncertainties in their lives.
SOCIAL SECURITY LEGISLATION IN INDIA:
In her drive to provide protection to the needy workers, the Government of India has made the
various enactment from time to time. The important among them are:
1. The Workmen’s Compensation Act’1923.

2. The Employee’s State Insurance Act, 1948.
3. The employee’s provident Funds and Miscellaneous Provision Act, 1952.
4. The Maternity Benefit Act, 1961.
5. The Payment of Gratuity Act, 1972.
The social security provisions in these Acts are now briefly outlined as under.
The Workmen’s Compensation Act, 1923:
This Act is the first planned step in the field of social security bin India. The main objective of the Act
is to ensure compensation to workers for accidents occurred during the course of employment. The
main feature of the Act are as fallow.
COVERAGE:
This act covers workers employed in factories, mines, plantations, mechanically propelled vehicles,
construction work, railway, ship, circus and other hazardous occupations specified in schedule II of

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Act .It does not apply to the Armed forces, casual workers and workers covered by the Employee’s
State Insurance Act1948.
ADMINISTRATION:
The Act is administered by the State Government by appointing commissioners for this purpose
under Section 20 of the act.
BENEFITS:
Under this Act, compensation is payable by the employer to the workmen for all personal injuries
caused by industrial accident which disable him\her for more than three days. In case of the death of
workman, the compensation is paid to his\her dependents. The Act also specifies that in case a
workman contracts any occupational disease, which is
specified in its third schedule, such disease shall ordinarily be treated as an employment injury
arising out of and in the course of employment. The compensation depond upon on injury.
The Employee’s State Insurance Act, 1948:
The main object of the is to provide social insurance for workers. It is a contributory and compulsory
health insurance scheme that provides medial facilities and unemployment insurance to industrial
workers for the period of their illness. The following are the main features of the Act.
COVERAGE:
The Act covers all workers (whether manual, supervisor or salaried employees) whose income do not
exceed Rs 6,500 per month and are employed in factories, other than seasonal factories which run
with power and employ 20 or more workers. The state Governments, employees, medical profession
and the parliament.

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BENEFITS:
Under this Act, an insured is entitled to receive the following benefits:
1. Medical benefit.
2. Sickness Benefit.
3. Maternity Benefit.
4. Disablement Benefit.
5. Dependent Benefit.
The employee’s provident Funds and Miscellaneous Provision Act, 1952:
The main objective of this act is to afford the retired workers financial security by way of provident
fund, family pension,and deposit linked insurance .the act is characterized by the following features
COVERGE:
The act covers workers employed in a factory of any industry specified in schedule in which 20 or
more worker are employed or which the central government in its official gazeete. The act not apply
to co-operative societies employing less than 50 persons and working without the aid of power .It
also does not apply to those new establishment till they become 3 years old.
ADMINISTRATION:
There is administered by tripartile central board of trustees represented by employers, employee

and the government .

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BENEFITS (THE ACT PROVIDES (3)TYPES BENEFITS
1. PROVIDENT FUND
2 .PENSION
3 .DEPOSIT LINKED INSURANCE
THE MATERNITY BENEFIT ACT 1961:
The main object of this act is to regulate women employment in industrial establishment for certain
specified period before and after childbirth
COVERAGE:
The act is applicable to all establishment not covered under employee’s state insurance act (1948)
ADMINISTRATION:
The act is administered by the employee’s state insurance (ESI) corporation.
BENEFITS:
Under this act, a woman is entitled to receive the payment foe maternity benefit at the rate of
average daily wages for a total period of 12 weeks. with effect from 1sFebruary 1996,a woman
worker is entitled to grant of leave with wages for maximum period of one month in cases off illness
arising out of MTP or tubectomy .women workers who under gone tubectomy operation will get
tow week’s leave
THE PAYMENT OF GRATUITY ACT (1972):

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The objective of this Act is to provide economic assistance on the termination of an employee.
COVERAGE:
The Act is applicable to the employees employee in factories, mines, oil field, plantations, port,
railway, companies, shops or other establishments employing 10 or more persons.
ADMINISTRATION:
The Act is administered by a controlling authority appointed by appropriate Goverment.
BENEFITS:
Under this Act, on completion of 5 years of service, the employees are entitled to gratuity payable at
the rate of 15 days wages for each completed year of service subject to maximum of 3.5 lakhs with
effect from September 1997.
CONCLUSION:
Social security refers to the protection afforded by the government to the needy people against
certain risks cover a person has no control. It covers the aspects relating to social and economic
justice.Labour welfare has become essential because of the very nature of the Industrial system.
The approach to this problem of development in a particular country. However the need for labor
welfare in some way or the other is realized all over the world because of the socio-economic
condition & problem which the industrial society has thrown up.
CHAPTER-III

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OBJECTIVES
1. To study the level of satisfaction of various employee welfare measure with special reference to
social security in Arignar Anna Sugar Mills
2. To study the employee welfare measure with respect to work environment factor, convince
factor, work health factor, women and child welfare factor worker’s education factor and outside
welfare factor.
3. To suggest suitable recommendation to improve employee welfare measures in Arignar Anna

Sugar Mills

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

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RESEARCH DESGIN:
To study and describe the satisfaction level of various employee welfare measure provided to
employee Arignar Anna Sugar Mills is Descriptive Research. Descriptive research includes surveys
and fact finding enquires of different kinds. The major purpose of descriptive research is description
of the state affairs as it exist at present.
SAMPLING DESIGN:
20 employees has been taken from 5 departments Manufacturing & Research and Development
Department, Finance Department, Marketing Department, Material management department,
HRD/personnel/Admn. Which makes 100 as sample and it is a stratified random sampling method.
STASTICAL TOOL USED:
 Percentage Analysis and

 Correlation

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

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Table 4.1 Age of the Respondents
Frequency Percent Valid Percent Cumulative

Percent
Valid Less than 32 32.0 32.0 32.0

25
25-35 40 40.0 40.0 72.0
35-45 22 22.0 22.0 94.0
45 and 6 6.0 6.0 100.0

above
Total 100 100.0 100.0

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Source: Primary data
Interpretation:
From the above table it is clear that40% of the employee belongs to 25-35 age.
Age of the Respodents
40
30
Frequency
20
10
0
Less than 25 25-35 35-45 45 and above
Age of the Respodents
Table 4.2 Gender of the Respondents

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Percent
Valid Male 85 85.0 85.0 85.0
Female 15 15.0 15.0 100.0
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 85% of the employees are male and 15 of them are female.
Gender of the Respondents
100
80
Frequency
60
40
20
0
Male Female
Gender of the Respondents

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Table 4.3 Income of the respondent

Percent
Valid <Rs. 5000 9 9.0 9.0 9.0
Rs.5000- 29 29.0 29.0 38.0

10,000
Rs.10,000- 37 37.0 37.0 75.0

15,000
Rs.15,000- 16 16.0 16.0 91.0

20,000
>20,000 9 9.0 9.0 100.0
Total 100 100.0 100.0
Interpretation:
From the above table it is cleat that 37% of the respondent are earning10, 000-15000.

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Income of the respondent
40
30
Frequency
20
10
0
<Rs. 5000 Rs.5000-10,000 Rs.10,000- Rs.15,000- >20,000
15,000 20,000
Income of the respondent
Table 4.4 Medical benefit to individual and family

Percent
Valid highly 42 42.0 42.0 42.0

Satisfied
Satisfied 41 41.0 41.0 83.0
Neutral 15 15.0 15.0 98.0
Dissatisfied 2 2.0 2.0 100.0
Total 100 100.0 100.0

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Interpretation:
From the above table it is clear that 42 percent of the people are highly satisfied and 41 percent of
the people satisfied towards medical benefit to individual and family.
Medical benefit to individual and family
50
40
Frequency
30
20
10
0
highly Satisfied Satisified Netural Dis-Satisified
Medical benefit to individual and family
Table 4.5Maternity benefit to women employee

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Percent
Valid Highly 7 7.0 7.0 7.0

satisfied
Satisfied 50 50.0 50.0 57.0
Neutral 42 42.0 42.0 99.0
Dis- 1 1.0 1.0 100.0

Satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 50 percent of the people are satisfied and 7 percent of the
people highly satisfied towards to maternity benefit to women employee.

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Maternity benefit to women employee
50
40
Frequency
30
20
10
0
Highly satisified Satisified Netural Dis-Satisfied
Maternity benefit to women employee
Table 4.6 Disablement benefits to individual

Percent
Valid Highly 21 21.0 21.0 21.0

Satisfied
Satisfied 52 52.0 52.0 73.0
Neutral 25 25.0 25.0 98.0
Dis-satisfied 1 1.0 1.0 99.0
Highly dis- 1 1.0 1.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
people highly satisfied towards disablement benefits to individual.
Disablement to individual
60
50
40
Frequency
30
20
10
0
Highly Satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Disablement to individual
Table 4.7 Dependence Benefit

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Percent
Valid Highly satisfied 7 7.0 7.0 7.0
Satisfied 58 58.0 58.0 65.0
Neutral 30 30.0 30.0 95.0
Highly dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards dependence benefit.

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Dependence Benefit
60
50
40
Frequency
30
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly dis-
satisfied
Dependence Benefit
Table 4.8 Old age Benefit

Percent
Valid Highly 15 15.0 15.0 15.0

satisfied
Satisfied 52 52.0 52.0 67.0
Neutral 29 29.0 29.0 96.0
Dis- 4 4.0 4.0 100.0

satisfied

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Total 100 100.0 100.0
Interpretation:
From the above table it is clear that s 52 percent of the people are satisfied and 15 percent of the
people highly satisfied towards the old age benefit.
Old age Benefit
60
50
40
Frequency
30
20
10
0
Highly satified Satisfied Neutral Dis-satisfied
Old age Benefit
Table 4.9 Employee injury benefit

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Percent
Valid Highly 20 20.0 20.0 20.0

satisfied
Satisfied 52 52.0 52.0 72.0
Neutral 23 23.0 23.0 95.0
Highly dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards employee injury benefit.

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Employee injury benefit
60
50
40
Frequency
30
20
10
0
satisfied
Employee injury benefit
Table 4.10 Environmental Protection effort

Percent
Valid Highly 19 19.0 19.0 19.0

satisfied
Satisfied 47 47.0 47.0 66.0
Neutral 25 25.0 25.0 91.0
Highly dis- 4 4.0 4.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
people highly satisfied towards environmental protection effort offered in the organization.
Environmental Protection
50
40
Frequency
30
20
10
0
satisfied
Environmental Protection
Table 4.11 Housing facility/Road Lighting

Percent
Valid Highly 16 16.0 16.0 16.0

satisfied
Satisfied 47 47.0 47.0 63.0
Neutral 28 28.0 28.0 91.0

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Highly dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it is clear that 47percent of the people are satisfied and 16 percent of the
people highly satisfied towards the housing facility, road, and lighting offered in the organization.
Housing facility/Road Lighting
50
40
Frequency
30
20
10
0
satisfied
Housing facility/Road Lighting
Table 4.12 Canteen Facilities

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Percent
Valid Highly 27 27.0 27.0 27.0

satisfied
Satisfied 38 38.0 38.0 65.0
Neutral 27 27.0 27.0 92.0
Highly dis- 3 3.0 3.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
people highly satisfied towards canteen facility offered in the organization.

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Canteen Facilities
40
30
Frequency
20
10
0
satisfied
Canteen Facilities
Table4.13 Transport Facilities

Percent
Valid Highly 16 16.0 16.0 16.0

satisfied
Satisfied 48 48.0 48.0 64.0
Neutral 23 23.0 23.0 87.0
Highly dis- 6 6.0 6.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
people highly satisfied towards the transport facility offered in the organization.
Transport Facilities
50
40
Frequency
30
20
10
0
satisfied
Transport Facilities
Table 4.14 Provision for Safety equipment

Percent
Valid Highly 15 15.0 15.0 15.0

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satisfied
Satisfied 43 43.0 43.0 58.0
Neutral 39 39.0 39.0 97.0
Highly dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
From the above table it shows 43 percent of the people are satisfied and 15 percent of the people
highly satisfied towards provision of safety equipment offered in the organization.
Provision for Safety equipment
50
40
Frequency
30
20
10
0
satisfied
Provision for Safety equipment

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Table 4.15 Drinking water facility and sanitation

Percent
Valid Highly 15 15.0 15.0 15.0

satisfied
Satisfied 60 60.0 60.0 75.0
Neutral 23 23.0 23.0 98.0
Dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
highly satisfied towards the drinking water facility and sanitation offered in the organization.

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Drinking water facility and sanitation
60
50
40
Frequency
30
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied
Drinking water facility and sanitation
Table 4.16 Education facility

Percent
Valid Highly 15 15.0 15.0 15.0

satisfied
Satisfied 48 48.0 48.0 63.0
Netural 27 27.0 27.0 90.0
Highly dis- 4 4.0 4.0 100.0

satisfied
Total 100 100.0 100.0

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Source: primary data
Interpretation:
highly satisfied towards the educational facility offered in the organization.
Education facility
50
40
Frequency
30
20
10
0
Highly satisfied Satisfied Netural Dis-satisfied Highly dis-
satisfied
Education facility
Table 4.17 Conducive work environment

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Percent
Valid Highly 13 13.0 13.0 13.0

satisfied
Satisfied 50 50.0 50.0 63.0
Neutral 31 31.0 31.0 94.0
Highly dis- 2 2.0 2.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
highly satisfied towards the conducive work environment offered in the organization.

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Conducive work envrionment
50
40
Frequency
30
20
10
0
satisfied
Conducive work envrionment
Table 4.18 Worker's education

Percent
Valid Highly 14 14.0 14.0 14.0

satisfied
Satisfied 57 57.0 57.0 71.0
Neutral 21 21.0 21.0 92.0
Highly dis- 1 1.0 1.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
highly satisfied towards the worker’s education benefits given in the organization.
Worker's education
60
50
40
Frequency
30
20
10
0
satisfied
Worker's education
.Table 4.19 Worker recreation/child/youth/women's club/play ground, park

Percent
Valid Highly 14 14.0 14.0 14.0

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satisfied
Satisfied 45 45.0 45.0 59.0
Neutral 31 31.0 31.0 90.0
Highly dis- 4 4.0 4.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
highly satisfied towards the worker recreation, child, youth, women’s club, play ground, park.

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Worker recreation/child/youth/women's club/play ground, park
50
40
Frequency
30
20
10
0
satisfied
Worker recreation/child/youth/women's club/play ground, park
Table 4.20 Creches benefit to children

Percent
Valid Highly 18 18.0 18.0 18.0

satisfied
Satisfied 34 34.0 34.0 52.0
Neutral 33 33.0 33.0 85.0
Highly dis- 8 8.0 8.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
highly satisfied.
Creches benefit
40
30
Frequency
20
10
0
satisfied
Creches benefit
Table 4.21 Uniforms given in the organization

Percent
Valid Highly 12 12.0 12.0 12.0

satisfied

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Satisfied 58 58.0 58.0 70.0
Neutral 27 27.0 27.0 97.0
Highly dis- 1 1.0 1.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
highly satisfied towards the uniform given by the organization.

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Uniforms
60
50
40
Frequency
30
20
10
0
satisfied
Uniforms
Table 4.22 Distribution of work/provision of rest hours

Percent
Valid Highly 12 12.0 12.0 12.0

satisfied
Satisfied 47 47.0 47.0 59.0
Neutral 36 36.0 36.0 95.0
Highly Dis- 1 1.0 1.0 100.0

satisfied
Total 100 100.0 100.0

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Interpretation:
highly satisfied towards the provision of rest hours offered in the organization.
Distribution of work/provision of rest hours
50
40
Frequency
30
20
10
0
Highly satisfied Satisfied Neutral Dis-satisfied Highly Dis-
satisfied
Distribution of work/provision of rest hours
Table 4.23 Market co-operative/credit society

Percent
Valid Highly 8 8.0 8.0 8.0

satisfied

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Satisfied 31 31.0 31.0 39.0
Neutral 20 20.0 20.0 59.0
Dis-satisfied 30 30.0 30.0 89.0
Highly dis- 11 11.0 11.0 100.0

satisfied
Total 100 100.0 100.0
Interpretation:
highly satisfied towards existence of marketing co-operative credit society offered in the
organization.

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Market co-operative/credit society
30
Frequency
20
10
0
satisfied
Market co-operative/credit society
Table 4.24 Maximum level of satisfaction towards Employee welfare facilities

offered in the organization.
S.no Particular Percentage Rank

1 Drinking water facility 60% 1
2 Dependence benefit 58% 2
3 Uniform’s to employee 58% 2
4 Worker’s education 57% 3

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Interpretation:
From the above table maximum level of satisfaction towards employee welfare facilities offered in
the organization are ranked below:
Rank 1 - Drinking water facility
Rank 2 - Dependence benefit
Rank 2 - Uniform’s to employee
Rank 3 - Worker’s education
Table 4.25 Minimum level of satisfaction towards Employee welfare facilities

S.no Particular Percentage Rank

1 Marketing co-operative credit society 31% 1
2 Creches benefit to children 34% 2
3 Canteen facility 38% 3
Interpretation:
From the above table Minimum level of satisfaction towards employee welfare facilities offered in
the organization are ranked below:
Rank 1 - Marketing co-operative credit society
Rank 2 - Creches benefit to children
Rank 3 - Canteen facility

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Table 4.26 table showing the Correlation of age vs work environment factor.
Work
Age of the environment
Respodents factor
Age of the Pearson

1 .097
Respodents Correlation
Sig. (2-tailed) .339
N 100 100
Work environment Pearson

.097 1
factor Correlation
N 100 100
Work environment factor = Environmental Protection+ Provision for safety equipment+ Uniform.
Interpretation:
From the above table it is clear that age of the employees and employee welfare factors with
respect to work environment is positively correlated. There is a relationship between age and
employee welfare factors with respect to work environment .The relation between two variable in
such that as one variable values tend to increase the other variable value tend to increase.

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Table 4.27 table showing the Correlation of age vs Convenience factor
Age of the Convenience

Respodents factor
Age of the Pearson

1 .208(*)
N 100 100
Convenience factor Pearson .208(*) 1

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Correlation
N 100 100
Convenience factor =canteen facilities+ Drinking water facility+ Conducive work environment.
. Interpretation:
respect to convenience factor is positively correlated. There is a relationship between age and
employee welfare factors with respect to convenience factor The relation between two variable in

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Table 4.28 table showing the Correlation of age vs Work health factor.
Work
Age of the health
Respodents factor
Age of the Pearson

1 .100
N 100 100
Work health factor Pearson

.100 1
Correlation
N 100 100
Work health factor = Medical benefit to individual and family + Disablement to individual+
Dependence benefit+ Old age benefit +Employee injury benefit.
Interpretation:
respect to work health factor is positively correlated. There is a relationship between age and

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employee welfare factors with respect to work health factor The relation between two variable in
Table 4.29 table showing the Correlation of age vs Women and child welfare
factor
Women and
Age of the child welfare
Respodents factor

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Age of the Pearson

1 .112
N 100 100
Women and child Pearson

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

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Table 4.30 table showing the Correlation of age vs Worker’s education factor.
Worker
Age of the education
Respodents factor
Age of the Pearson

1 .116
N 100 100
Worker’s education Pearson

.116 1
factor Correlation
N 100 100
Worker’s education factor = Educational facility + Worker’s education.
Interpretation:
respect to worker’s education factor is positively correlated. There is a relationship between age and

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employee welfare factors with respect to worker’s education factor The relation between two
variable in such that as one variable values tend to increase the other variable value tend to
increase.
Table 4.31table showing the Correlation of age vs. Outside welfare facilities
factor

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outside
Age of the welfare
Respodents factor
Age of the Pearson

1 -.060
N 100 100
outside welfare Pearson

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

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

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14. 43% of the people are satisfied towards provision for safety equipment provided in the
organization.
15. 60% of the people are satisfied towards drinking water facility and sanitation provided in
the organization.
16. 48% of the people are satisfied towards educational facility provided in the organization.
17. 50% of the employee are satisfied towards conducive work environment offered in the
organization.
18. 57% of the employee are satisfied towards worker’s education offered in the
organization
19. 45% of the employee are satisfied towards worker recreation, child, youth, women’s
club, play ground, park.
20. 34% of the employee are satisfied towards crèches benefit offered in the organization.
21. 58% of the employee are satisfied towards the uniforms offered in the organization.
22. 47% of the employee are satisfied towards distribution of work/provision of rest hours.
23. 31% of the employee are satisfied towards marketing co-operative credit society
offered in the organization
24. Drinking Water facility Ranked as no.1, Dependence benefit and Uniform’s to employee
are ranked no.2 and worker’s education are ranked at no.3, towards Maximum level of
satisfaction welfare facility offered in the organastion.
25. Marketing co-operative credit societies are ranked at no.1, Creches benefits to children
are ranked at no.2 and canteen facilities are ranked at no.3. Towards Minimum level of
satisfaction welfare facility offered in the organastion.
26. Correlation of Age vs Worker Environment factor are positively correlated.
27. Correlation of Age vs Convenience factor are positively correlated.
28. Correlation of Age vs Work Health factor are positively correlated.
29. Correlation of Age vs Women and Child Welfare factor are positively correlated.
30. Correlation of Age vs Worker’s Education factor is positively correlated.
31. Correlation of Age vs Outside Welfare factor is negatively correlated.
CHAPTER-VII

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RECOMMENDATIONS
 Medical benefit should be provided inside the industry by providing small

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

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

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

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

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Websites:
www.google.com
B)QUESTIONNAIRE
SATISFACTION LEVEL FOR VARIOUS WELFARE MEASURES AND SOCIAL

SECURITY OFFERED TO EMPLOYEES.

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NAME : ______________________________
AGE :
□ Less than 25
□ 25-35
□ 35-45
□ 45 & above.
SEX :
□ Male
□ Female
EDUCATION QUALIFICATION : SSLC/UG/PG/PROFESSIONAL
INCOME :Less than 5000
□ 5000-10,000
□ 10,000-15,000
□ 15,000-20,000
□ 20,000 & above
DEPARTMENT : ______________________________
DESIGNATION : ______________________________
YEARS OF EXPERIENCE : ______________________________
(Please tick the appropriate box)

Sl HIGIILY
HIGHLY DIS-
QUESTIONS
SATISFIED NEUTRAL DIS-SATISFIED SATISFIED
no SATISFIED
Medical benefit to individual and

1.
family.

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Maternity benefit for women

2.
employee.
3. Disablement to individual.
4. Dependence benefit.
Old age benefit

5. (Gratuity, PF, Group insurance,
Loan benefit, O.T)
6. Employee injury benefit.
7. Environmental protection.
Housing facilities/
8.
Road Lighting.
9. Canteen facilities.
10. Transport facilities.
11. Provision for safety equipment.
Drinking water facility and

12.
sanitation.
13. Educational facility.
14. Conducive work environment.
15. Worker’s education facility.
Worker recreation/ child/ youth/

16. women’s club/ play ground, park
etc.,

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17. Crèches benefit.
18. Uniforms.
Fair distribution of work/

19.
provision for rest hours/ breaks.
Market co-operative/
20.
Credit society.

Employee Welfare Measures at Arignar Anna Sugar Mills

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A STUDY ON EMPLOYEE WELFARE MEASURES IN ARIGNAR

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PROBLEM OF THE STATEMENT:

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PROFILE OF THE COMPANY :

(I)GENERAL INTRODUCTION AND INFORMATION ABOUT THE MILLS :

(A)AREA PRODUCTION OF MILLS:

Orathanadu taluk and

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part of papanasam taluk

part of gandharvakkottai taluk

part of pudukkottai taluk

GROWERS AND FUNCTIONING AS LIAISON OFFICE:

There are 9 cane divisional offices ., viz.,

Total area brought under sugarcane cultivation:

4.PRODUCTION OF SUGARCANE IN THE LAST 5 YEARS

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season area cane crushed(m.ts).

1999-2000 10724 3,51,335

2000-2001 12421 4,31,587

2001-2002 11970 3,79,817

2002-2003 12451 4,02,036

2003-2004 10690 3,23,019

2004-2005 11328 2,91,319

2005--2006 (crushing 15766 5.26L.Ts.

SUGAR RECOVERY PERCENTAGE IN THE LAST 5 YEARS:

average recovery% peak recovery %

1999-2000 9.16 9.34

2000-2001 9.12 9.39

2001-2002 9.06 9.06

2002-2003 9.75 9.80

2003-2004 10.21 10.28

2004-2005 10.32 10.55

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2005-05 10.20(estimated) ---

CANE CRUSING AND SUGAR PRODUCTION FOR IN THE LAST 5 YEARS:

Registered area 11,328acres

Cane crushed 2,91,319 m.t.s

Ave sugar recovery 10.32%

CANE CRUSING AND SUGAR PRODUCTION FOR 2004-2005 SEASON:

(III)STATISTICAL INFORMATION ABOUT THE PRODUCTION OF SUGAR AND BY-PRODUCTS AND

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Accounting year Production Sales Levy &free Costrealisation

1999-2000 3,21,690 2,72,087 3418.96

2000-2001 3,93,530 2,96,961 3862.65

2001-2002 3,46,470 3,77,256 4604.58

2002-2003 4,02,646 3,68,260 357.13

2003-2004 3,74,875 3,09,505 3754.73

2004-2005 3,57,835 4,13,782 6131.73

(2)MOLASSEA PRODUCTION ,SALES&REALISATION FOR THE PAST 5

YEARS.(ACCOUNTING YEAR BASIS)

Accounting year Production Sales (in metric Costrealiation

1999-2000 18950.059 18349.530 480.1

2000-2001 17802.996 20631.040 791.9

2001-2002 15922.254 18975.810 127.4

2002-2003 18860.760 9261.935 60.99

2003-2004 15238.540 24480.365 188.66

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2004-2005 13015.090 10274.545 136.60

Year Production Own consumption Sales Cost realisation

1999-2000 100790.593 93697.312 7101.785 32.80