INTERNSHIP REPORT ON THIRU AROORAN SUGARS

LIMITED AT

(UNIT-2)PENNADAM

PROJECT REPORT

Submitted by

S.ANANDARAJ

Register No: 720811631003

in partial fulfillment of the requirements of Anna University, Chennai

for the award of the degree

of

MASTER OF BUSINESS ADMINISTRATION

HINDUSTHAN INSTITUTE OF TECHNOLOGY

OTHAKKAL ANDAPAM

COIMBATORE –641 032

AUGUST-2012

HINDUSTHAN INSTITUTE OF TECHNOLOGY

OTHAKKALMANDAPAM, COIMBATORE –641 032

Department of Management Studies

PROJECT WORK

AUGUST-2012.

This is to certify that the project entitled

INTERNSHIP REPORT ON THIRU AROORAN SUGARS LIMITED AT

(UNIT-2)PENNADAM

Is the Bonafide record of project work done by

S.ANANDARAJ

Register No: 720811631003

of M.B.A during the year 2011-2013.

-------------------------- -------------------------------

Project Guide Head of the Department

Submitted for the Project Viva-Voce examination held on______________

----------------------------- ---------------------------

Internal Examiner External Examiner

DECLARATION

I affirm that the project work entitled INTERNSHIP REPORT ON THIRU AROORAN

SUGARS LIMITED AT (UNIT-2) PENNADAM. being submitted in partial fulfillment of the

requirements of Anna University, Chennai for the award of MBA degree is the original work

carried out by me. It has not formed the part of any other project work submitted for award of

any degree or diploma, either in this or any other University.

S.ANANDARAJ

720811631003

I certify that the declaration made above by the candidate is true

(Signature of the Guide)

Mrs.K.SHOBANA MBA, MPHIL

ACKNOWLEDGEMENT

I take this opportunity to thank various people, who all have helped me to complete

successfully my internship program me with a project at Thiru Arooran sugars limited. I would

like to express my gratitude towards thanking the following people:

I would also like to thank Our Principal Dr.T.RAVICHANDRAN, BE, ME, PhD, for

his moral support and help.

I also thank Our Head of the Department Mr. Dr.K.SAMUVEL, PGDIB, M.Com,

MBA, MPhil, PhD, For his valuable guidance and encouragement in completing this project

work successfully.

It is my first and foremost duty to express my deep and sincere thanks to

Miss.K.SHOBANA, MBA, Assistant Professor of MBA Department, Hindusthan Institute of

Technology, Coimbatore , who supervised this Internship Training . I sincerely thank her for the

inspiring guidance, generous help and support.

.

TABLE OF CONTENTS

CHAPTER DESCRIPTION PAGE NO

Abstract

List of Tables

List of Charts

I Introduction

1.1 Industry Profile

1.2 Company Profile

1.3 Organization Chart

1.4 Administration Department

1.5 Production Department

1.6 Marketing Department

1.7 Stores Department

1.8 Finance Department

1.9 Personal Department

1.10 Maintenance Department

II Introduction to the study

2.1 Need of the study

2.2 Objective of the study

2.3 Research methodology

2.4 Limitation of the study

III

Review of literature

IV Analysis and interpretation

CONCLUSIONBIPLIOGRAPHY

LIST OF TABLES

Table No Particulars Page. No

5.1 Age of the respondents

5.2 Gender of the respondents

5.3 Marital status of the respondents

5.4 Monthly income of respondents

5.5 Education qualification of the respondents

5.6 Working experience

5.7 Job satisfaction of respondents

5.8 Employee opinion about their working condition

5.9 Employees relationship with supervisor

5.10 Employees opinion about promotional opportunities

5.11 Opinion about co-workers

5.12 Employees satisfaction regarding working hours

5.13 Satisfaction regarding accident compensation

5.14 Opinion about availability of welfare measures

5.15 Employees opinion about their pay package

5.16 Satisfaction regarding food served in canteen

5.17 Employees opinion about the suggestion schemes

5.18 Satisfaction regarding rest room facility

5.19 Satisfaction regarding promotional policies

5.20 Satisfaction regarding job security

LIST OF CHARTS

Chart. No Particulars Page. No

5.A Age of the respondents

5.B Gender of the respondents

5.C Marital status of the respondents

5.D Monthly income of respondents

5.E Education qualification of the respondents

5.F Working experience

5.G Job satisfaction of respondents

5.H Employee opinion about their working condition

5.I Employees relationship with supervisor

5.J Employees opinion about promotional opportunities

5.K Opinion about grievance handling system

5.L Opinion about employees responsibility for their job

5.M Opinion about co-workers

5.N Employees satisfaction regarding working hours

5.O Satisfaction regarding accident compensation

5.P Opinion about availability of welfare measures

5.Q Employees opinion about their pay package

5.R Satisfaction regarding food served in canteen

5.S Employees opinion about participation in decision making

5.T Employees opinion about the suggestion schemes

5.U Satisfaction regarding rest room facility

5.V Satisfaction regarding promotional policies

5.W Satisfaction regarding job security

CHAPTER – I

INTRODUCTION

1.1 Indian Sugar Mills Association (ISMA):

The oldest industrial association in the country was established in 1932 when tariff

protection was granted to the industry. It is recognized by the Central and State Governments as

the central apex organization to voice the cause of the sugar industry. Sugar mills in the private

sector as well as the public sector are eligible to become members of ISMA. Its total strength of

membership as on date stands at 237 and accounts for about half of country’s total sugar

production. ISMA’s history is synonymous to the growth of the sugar industry in India which

also began in early 1930s.

It is an apex organisation and maintains close contacts with all regions in India through a

network of regional associations and with international organisations and associations through

international bodies. ISMA is the interface between the industry and Government on matters

relating to sugar policy, statistics on production, sales, exports/ imports, prices etc.ISMA

maintains database for the sugar industry which is shared with all the member factories, media

and also various Government organisations. The association publishes a monthly journal, 'Indian

Sugar', as well as yearly publications called 'Indian Sugar Year Book- Vol 1'. List of sugar mills

in India, Bangladesh, Pakistan, Nepal and Sri Lanka giving all relevant information about each

sugar factory is also published. A statistical handbook is also prepared every year on production,

prices, sales, exports/imports etc.

India entered the sugar export market for the first time in the year 1957 which was

entirely on the initiative of ISMA. ISMA itself then undertook export of sugar as the export

agency of the Government for which a separate wing was started.

The office of the association functions through its Executive Committee, Governing

Council and various standing sub-committees on specific issues. Special cells have also been

created to provide guidance and help to the members on important topics.

ISMA’s R&D Cell on sugarcane has successfully identified promising sugarcane

varieties in improving sugarcane productivity which received recognition from various research

institutes and Government organizations etc. The results have been encouraging in the recent two

years.

ISMA is the member of several International industry associations including International

Sugar Organisation, World Sugar Research Organisation, World Association of Beet and Cane

Growers and Global Alliance for Sugar Trade Reforms and Liberalisation. India is largest

consumer of sugar and 2nd largest producer in the world.

ISMA President:Gautam Goel

President's Message:

It gives me immense pleasure to present the official website of the Indian Sugar Mills

Association (ISMA)

ISMA's website www.indiansugar.com is an interactive platform for and of the Indian

sugar industry. It disseminates information like latest market news, Government policies, spot

and future prices, ISMA press releases, current events/ conferences, litigations, correspondence

with Government departments etc on sugar and its by-products, at the national and international

level.

Gautam Goel

The website content has been divided into two parts; one is accessible to everyone and

the other exclusively for the members of ISMA.The website also provides space for interactions,

comments and messages for the members. It will be our endeavor that the content will be kept

relevant and the website development will be a continuous process and we will try to deliver a

smooth and transparent information flow for its users.

The ISMA team and I welcome any suggestions of the members and viewers which will

help us improve our website.

Sugar Map of India:

1.2 COMPANY PROFILE:

THIRU AROORAN SUGARS:

Thiru Arooran Sugars, the Tamil Nadu based sugar company is into the business of

manufacturing sugar from Cane and Alcohol. The Company was incorporated in 1954 and

production commenced in 1956. The sugarcane crushing capacity of 7500 MT per day and a

distillery with 60 KLPD as of June 30, 2003.TASL has commissioned a new distillery with a

capacity to produce 60 KLPD of Alcohol from molasses at a cost of Rs. 17.5 Crores at kadalure

District in Tamil Nadu in August 1993.

This distillery uses the latest continuous fermentation technology and boosts with a

separate effluent treatment plant, which was put up at a cost of Rs. 6 Cr. This distillery was

converted into a zero-discharge unit in 1996-97. In 2000, TASL has sold its two Co-generation

power plants at Thirumandankudi and Kollumangudi to its subsidiary Terra Energy Ltd, for a

cash consideration ofRs. 42.84 Cr. The Thirumandankudi cogeneration plant, was commissioned

in Nov 1995 was originally put up with capacity to produce 19 MW of power, from bagasse, the

byproduct of sugar mill and later expanded to 28.42 MW in 1996-97. While the Kollumangudi

plant with a capacity to produce 19 MW of power was set up with a grant of Rs.2.7 Crs by

USAID went on stream in 1997. In Jan 1998, the company has relocated the sugar plant from

Vadapathimangalam to Kollumangudi in Jan 1998 and again in 2001-02, the company relocated

the sugar plant at Kollumangudi to A.Chittur village in Virudachalam Taluk of Cuddalore

District due to non-availability of adequate quantity of sugarcane in the command area of your

sugar factories for the last 4 year.

As the relocation project was completed in June 2002,the crushing activity was restricted

to Tirumandankudi factory alone. Recent announcement made by GOI by blending of 5%

ethanol with petrol, the company has set up facilities to manufacture of ethanol at the existing

distillery and supplies are expected to commence by the end of 2003.

Company History - Thiru Arooran Sugars Industries

1954 - The Company was incorporated as a public limited company At Chennai on 12th July, and obtained a

Certificate of Commencement of Business on 30th July. It was promoted by late Shri V.S.Tyagaraja Mudaliar.

- The Company set up a plant (Unit I) with an installed capacity of 1200 TPD at Vadapathinangalam in

Thanjavur district of Tamilnadu.1974 - The Crushing capacity was increased to 2,000 TPD. Since then, the

Company had been modernizing the plant and machinery to attain higher efficiency.

- Rate of dividend on preference shares increased from 8.6% to 10.5% with effect from 1.11.1975.1986 -

The company was issued a letter of intent to set up a new Sugar factory (Unit II) with an installed cane crushing

capacity of 2,500 TPD at Thirumandangudi in Thanjavur district of Tamilnadu.

- Plant and machinery was procured on a turn-key basis from KCP, Ltd. Two DG sets of 320 KVA each

were also installed to Meet contingencies. 1988 - 6,00,000 Bonus shares issued in prop 1:1.1989

- The Company privately placed 15,000-14% non-convertible debentures of Rs 1000 each with UTI and SBI

Mutual Fund The debentures are redeemable in three installment beginning at the end of 6th year from the date of

allotment with a premium of 5% to be paid with the IInd installment.

- 45, 00,000 Bonus equity shares issued in prop. 15:4,14,25,00 shares were then issued at a premium of Rs 15

per share of which two blocks of 46,875 shares each were reserved and allotted to UTI and SBI Mutual Fund. 71,250

shares were offered on A preferential basis to employees (including Indian Working directors/workers) of the

Company. Only 11,400 shares taken up.The balance 12,60,000 shares, along with the unsubscribed Portion of

59,850 shares of employees quota, were offered for public subscription during July, 1990. Additional 2,13,750

shares were allotted to the public to retain over-subscription.1990 - The Company decided to enter into new lines of

business viz., leasing, hire purchase, computer hardware and software,etc

- During July, the Company made a public issue of equity Shares with an objective to raise resources to meet

part of the cost of new sugar project, augment long-term resources and to list equity shares on recognised stock

exchanges.

1992 - The Company has commissioned the services of the Sugarcane Breeding Institute, Coimbatore to

undertake a detailed study and suggest necessary measures to improve the quality and yield of sugarcane.

- The Company has also been chosen by Tamilnadu Industrial Development Corporation (TIDCO) as co

promoter for implementing project in the Associate Sector to manufacture n-Butanol, an alcohol based chemical.

- It is proposed to introduce the Double Common Header in The Injection Station to reduce the power

consumption in The condensing and spraying system.

- It has proposed to modify the existing VKW Boiler Furnace And Economiser Tube design to increase the

thermal efficiency in the boiler.

- The company has proposed to modify the existing Evaporator Station with Dynamic Juice Heaters to reduce

1.4 ADMINISTRATION DEPARTMENT:

ADMINISTRATION

Chief chemist chief engineer Chief cane officer chief a/c tent

Office manager labor welfare officer

Superintend [P&S]-staff

Superintend [ESST]-staff Head time officer

Godown keeper

Time keeper

Chief cane officer

Cane officer manager Cane officers

Cane yard supervisors &clerks cane assistant clerks

1.5 PRODUCTION DEPARTMENT:

The main aim of the production department is to produce the goods economically to the entire satisfaction of the stake holders. The production manager is the head of the department. The production capacity of the mills is 2500 TCD.

INDIAN GOVERNMENT ON SUGAR INDUSTRY:

The following policy initiatives are taken to boost the industry.

Government declared the new policy on august 20,1998 with regards to licences for new factories, which shows that there will be no sugar factory in a radius of 15km.Setting up of Indian institute of sugar technology at Kanpur is meant for improving efficiency in the industry.In the year 1982,the sugar development fund was setup with a view to avail loans for modernization of the industry.

PRODUCTION OF SUGAR FROM SUGARCANE:

For sugar cane, the process of refining is carried out in following steps.

Pressing of sugarcane to extract the juice.Boiling the juice until it begins to thicken and sugar begins to crystallize.Spinning the crystals in a centrifuge to remove the syrup,producing raw water.Shipping the raw sugar to a refinery where it is washed and filtered to remove remaining non-sugar ingredients and color.Crystallizing,drying and packaging the refined sugar.

WEIGHMENT OF CANE:

Sugarcane which comes to factory in Dunlop cart and Lorries, after weighing in the weigh bridge, is dumped in to carrier by over head cranes through feeder table. from the cane carrier, the cane is conveyed through a set of kicker,leveller and fibroses and in to very small pieces .

MILLING:

Juice extraction is taking place in rollers or crushers. The cane passes through the pour

mill crushers, each contains rollers. They crush the cane and give the juice and biogases. The

extracted juice from first 2 mills is sent to fixed type DSM screen. Large amount of juice

extracted from the first mill itself. After the water sprinkled over the biogases from the third mill,

so that the residual juice can be diluted and easily extracted by further milling. The bagasse

which come out the last mill contain up to 50% moisture is burnt in the furnace of boiler to

produce the needed electricity for the factory and after utilization of steam to drive the mill. The

exhaust steam coming out from mill and power turbine as is utilised for process heating.

PAN CRYSTALLIZATION PROCESS:

After concentration of the juice in the multiple effect evaporators, the subsequent process is to turn the liquor in to crystal form.This is done in a vacuum pan. Two types of pans are used. They are

Batch pan Continuous pan

Batch pan:

Two types of pans are available in batch depending upon the design of the pan.

Coil pan Calandria pan

The heating surface in caldaria pans is build up of vertical tubes made of stainless steels which are shorter in length and larger in diameter than in the case of multiple effect evaporators. The caldarial height of the pan varies between 7-10 feet preferably 10 feet to prevent entrainment losses

In this pan, there are 5 floors and the following process is carried out.

Concentration of syrupNucleationFinishing the strike with a thick light massecuite

The rate of crystallisation depends on viscosity,super saturation and purity of the mother liquor.

1.6 MARKETING DEPARTMENT:

The marketing manager manages this department with two executives. one for domestic sales and another foreign sales. The function can be clarified as follows.

Order Processing System

Responsibility: Export-in-change:

Receipt of customer order and update order register

Review the order with contract

Purchase sections

Low quotations

Order

Material purchase

1.7 STORES DEPARTMENT

Introduction:

Ours is a country of some resources and it is the primary responsibility of each sugar

mills. Whether, it is public sector or private sector to answer optimum utilization resources.

Types of boiler - water table

Types of furnace - House show and speed stocker and dam

Grade:

Working Steam Pressure - 21 Kegs/sq.cm

Steam temperature - 320 degree

Boilers efficient operation are made with the help of instruments like,

1. Pressure guage

2. Draft guage

3. Matters for temperature steam flow and water flow.

Meaning of materials:

Material is a system which ensures required quality of material of the required quality at

the right time and place with minimum investment of capital.

Objectives

Stores management plays vital role in the operation of any organization because, most of

the working capital is located up in stores inform of inventories, raw materials, work in progress

and finished goods. The stores department is in constant touch with other department for

effectively carrying out different activities of the company. The most important purpose reserved

by the stores is to provide uninterrupted service to the manufacturing divisions. The effective

store keeping prevents to the manufacturing divisions. The effective store keeping prevents

damage and theft of various items stores. Location of store depends upon the nature of the

industry, material to be stores, the method of production.

Incoming Inward Goods

In this section purchased materials are received.

Procedure

When a consignment is received the packages on case should be thoroughly inspected in

quantity and quality for any indication of damages by external and internal authority. Delivery

role on Chelan or the invoice should be recorded.

.Thiru arooran sugar mills stores management function will be done by the store keeper:

Duties and Responsibilities

1. Receive consumable and standard times, tools and other items through [G] section.

2. Inspect, accept and store.

3. To provide adequate and proper storage space.

4. To meet the demands of consuming departments, by proper issues and amount for the

consumption.

5. To initiate purchasing cycle as the appropriate time in order to avoid stock out.

TYPES OF MATERIALS IN THE STORE

There are several types of materials in the store. It is classified are as follows:

1. Electrical

2. Automobiles

3. Miscellaneous

4. Lubricants

5. Chemicals

6. Cleaning material

7. Bearing

8. Parking

9. Building materials

10. Rubber and timber

11. Paint

12. Consumable

13. Hardware

14. Spare monitor

15. Laboratory materials

16. Tools and plants

17. Pipe line

18. Spares

19. Medicines

20. Pesticides

21. Canteen provision

22. Canteen utensils

ABC Analysis

In any sugar mill, if the annual consumption of various items is worked out in items of

rupees values, it is noticed that only a small percentage in terms accounts for major portion of the

total consumption in rupees obviously these items are more important from the point of view or

inventory control and call for a higher degree of control. Hence these are classified as ‘An’

items. As against items, there are items, which are large in number but account. For only a very

small portion the total consumption in terms of values. There are termed as ‘c’ items of medium

importance. There are typically a percentage of items which roughly account for equal

percentage of consumption values. Based on ABC analysis an average pattern of percentage of

items and percentage of their respective rupee values many work out follows:

Item Percentage of item Percentage of rupee value

A

B

C

10

20

70

70

20

10

However this is only guideline, and individual sugar mills may have pattern similar to no

slightly different from this. Before we get ready for the actual method of classification, following

aspects need to be clarified.

Method of classification

To be able to classify the items in three classes A, B, and C we must now two limiting values

V a/b V b/c so that:

An item which consumed more above V b/b would be considered as high values items

and would be classified as items.

An item with consumption below V b/c would be considered as low value item, and

would be classified as items.

1.8 FINANCE DEPARTMENT

Finance is a life blood of business that keeps it surviving. The mills avails two types of loans for its needs:

Secured loans Un secured loans

Recommendations for fertilizer & loans. Loan providing for the government Rs.100000.

The chi accountant carries out finance functions with an assistant. The accounting procedures are fully computerized.

The study reveals that the current ratio of the Thiru arooran sugars ltd. was below than standard level in all year. Hence the company has to improve its liquidity position.

The net profit ratio of the concern showed a fluctuating trend M.R.K Co-op sugar mill Ltd. Is profit making power was solved down. It shows the inefficiency of the management.

The net profit to capital employed ratio is decreased from 2006-2007 to 2010-2011.hence the concern shows a down trend.

The capital turnover ratio of the concern shoved a high trend.

The compare with five years statement which items sources of funds current liabilities current assets increased (or) decreased and profit (or) loss income and balance sheet.

The net sale shows an uptrend as a compared to base year.

The share holder fund positions shows on up trend as compared to base year.

Compare with years to years income and expense and fax etc.

The solvency position of Thiru arooran sugars Ltd. Has to improve this position.

BALANCE SHEET OF THE THIRU AROORAN

SUGARS LTD. (UNIT-2 PENNADAM).

1.9 PERSONEL DEPARTEMENT:

Personal Department deals with attracting, motivating, training and utilizing

an effective workforce to accomplish the firm’s objectives.

Deputy management representative is the head of the personnel department. He is responsible for providing good working conditions and more welfare facilities.

Guest House:

The guest house consists of one A.C. room and five fully furnished ordinary rooms.

GOVERNMENT REGULATION:

The government regulated the rooms prescribed by the commissioner of sugar with regard to staffing pattern as below.

S.NO DEPARTMENT REGULAR WORKERS

SEASONAL WORKERS

TOTAL.NO.OF EMPLOYEES

1. Engineering 100 117 217

2. Manufacturing 14 78 92

3. Administration 56 7 63

4. Account 19 _ 19

5. Cane 79 28 104

Total 265 230 495

The present strength pattern at thiru arooran sugars ltd

Follows.

S.NO DEPARTMENT TOTAL.NO.OF EMPLOYEES

1. Engineering 162

2. Manufacturing 55

3. Administration 172

4. Supervisor 42

5. Chief &Deputy 6

TOTAL 437

TWO ASPECTS OF UTILIZATION

Man power utilization is concerned with the efficient use of the organization’s existing resources as its present level of development.

Optimum utilization of manpower requires two things.

Employees must be placed on jobs in such a way that the organization’s total man power resources are most effectively allocated.

The second aspect of manpower utilization involves achieving optimum productivity from the workforce after work has been allocated.

ANNUAL LEAVE WITH WAGES:

After 240 days work during a calendar year, leave entitlement with wages in the next calendar year will be 1 day for every 15 days of work for young persons. Days of LAY-OFF as maternity leave should be treated as earned leave would accrue during this period. Carry forward of annual leave up to 30 days in the case of a child be allowed.

MAN POWER RECRUITMENT:

Recruitment relates to that aspect of personnel administration which involves locating &attracting man power with a view to selecting from it qualified, Individuals for job vacancies. The process of recruitment begins with the receipt of the requisition from the department which wants to be filled up. The workman may be recruitment at the gate from the employment exchange.

The major sources of recruitment for difference type of personnel are:

Employment Exchange

Consultants are private employments agencies

Advertisements in periodical, newspapers, Radio & television

Deputation

Universities, management institute & College

Word Mouth

Trade Union,

Recruitment procedure in the Co-Operative sugar Mill as

Follows.

Commissioner of sugar recruit the employees from employment exchange those who already register their names for seeking various types of jobs.

The recruit the employees by advertisement in at least one leading daily newspaper.

The recruit the runs land owner’s sons and daughter those who are eligible for the job. Qualified persons only eligible for getting this opportunity.

Taking of surplus employee from the other mills is one of the recruitment procedure practiced in Co-operative Sugar Mill.

LABOUR WELFARE MEASURES

Free Electricity

Administrator-100 unitsChief Officers-75 units[one unitCost R.S.0.65 Per unit]Supervisory Staff-50 unitsOthers-40 units].

Medical Coverage T.B cancer, Leprosy Kidney, Transplantation Heart By-pass surgery for workers and staff.

EducationWe are running Nursery School for employees Children.

Staff Educational TourEvery year conducting educational tour for 100 employees providing transport, lodging &D.A. for RS.20/per Head tour Stopped from 1998 Years onward due to financial loss.

Provision of TeaProviding 1 tea to all workers & divisional office staff at the cost of Rs.1.50 per tea. One more tea issued with bun for night staff.

Rest House Facilities

Providing Temporary rest room to workers (one room only)

TowelWe are providing one towel to all employees for every 3 months.

SoapWe are providing one soap to all

2 sets of uniforms issued once in 2 years to all

Uniform employees. Officers

Staff –safari Rs.375 per set. Workers –pant &shirt Rs.250 per.

Stitching Charges (Deputy &chief)

Safari: Rs.350 per set.Pant & Shirt: Rs. 150 per set.Each Rs.45 washing allowance per.

Shoes One pair of shoe is issued to all employees once in a year.Officers:Staff:Rs.450Workers-Rs.300

Textbook

Free text book and note books are issued to our employee’s children up to +2 std every year.

1.10 MAINTENANCE DEPARTMENT

Maintenance manager is head of the department. This department is responsible for

maintaining the machines in a good condition, fitters, technicians and electricians are working

under his control.

The total amounts of expenditure spent for the breakdown in all the

departments constitute of amount per year approximately.

1. Break Down Maintenance:

Receipts of communication regarding break down

Allot fitters /electricians for the maintenance

Trial run and over to production

Update history card for break down detail

Based on nature of breakdown, review

Preventive maintenance schedule and updating

Concerned departments inform and breakdown of processing machinery or equipment

checks the details of breakdown and decides whether the job can be done inside or with

assistance of external agential.

2. Preventive Maintenance:

In order to ensure the availability and suitability of processing

machineries, equipment, laboratory equipment and utilities used. It is carried out in pm

records .all the processing machineries and equipment are used and cleaned by workers in all

departments with continuous frequency equipment cleaning. The spare parts after their expiry

dates will be changed or replaced.

3. Calibration:

Calibration means inspecting of machines. The machines are checked

regarding whether the proper flow of current is available in the machine or not.

4. Safety process:

The environment, safety and health monitoring program

in the factory.

5. Maintenance records:

Break down hours-trend chart

Maintenance cost-bar chart

Avg. time to rectify –trend chart

Breakdown power consumption-bar chart master file

Service provided and suppliers

External agency contract

Preventive maintenance records

Periodical reports

6. Electricity:

The power requirement of the plant will be 500 KWH. Total power and steam

will be obtained from its sister concerns Thiru arooran Sugars ltd.(cogeneration plant) or the

boiler and turbo generator from distillery plant itself.

Compensation to employees:

Compensation to employees includes payments made in cash or kind by a

company to or on behalf of all its employees.

This data field is a sum total of the following items:

Salaries, bonus, contribution to provident fund and gratuities

Staff welfare and training expenses

ESOP

VRS

Arrears paid, reimbursements and other expenses on employees

This data field includes monetary value of perquisites provided to employees.

CHAPTER II

INTRODUCTION OF THE STUDY

Sugar industry is one of the major industries in India. It ranks second among the agro

based industries and play an important role in the economic life of India. The sugar industry

offers direct employment to over five lakhs workers. It provides subsistence to 34 million sugar

cane farmers and their families who comprise 7.5% of the nation’s rural population.

India is the fourth major producing country of sugarcane in the world, next to Russia,

Brazil and crab.

The Co-operative sector occupies an important place in the Indian sugar industry, out of the 15000(App.) tones of sugar produced in India at about 9000 tones were from the Co-operative sectors

2.1 NEED OF THE STUDY

This study helps to know the various functions performed by different departments in Thiru

arooran sugars ltd. This study will help us to large extent to understand the logic behind

organization effectiveness and also helps to know the kinds of technology adopted by the

company. This study shows a clear picture about the management and the organization.

2.2 OBJECTIVES OF THE STUDY

To study the employee satisfaction.

To analyze the opinion on welfare facility.

To find the perception on their job.

2.3 RESEARCH METHODOLOGY

INTRODUCTION

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research companies defining and redefine problem

formulating hypothesis or suggested solution, collection organizing evaluating data, making

deductions and reaching conclusion and at last carefully testing the conclusion to determine

whether they fill the formulating hypothesis and informal investing.

RESEARCH METHODS AND TECHNIQUE

In this research, a questionnaire was designed to collect primary data from respondents. The

questionnaires were given to the respondents and they were asked to fill them up. Necessary help

was rendered whenever they found it difficult to answer

RESEARCH PROCESS

a) RESEARCH PROBLEM

The problem is to evaluate the measures provided by the employees towards their satisfaction

and to analyze and offer constructive suggestion for improving them.

b) DATA COLLECTION

Questionnaires method was used to collect the data from respondents. The Questionnaires was

framed in order to get full information covering

SAMPLE DESIGN

a) SIZE OF THE SAMPLE

A sample of 54 Employees was taken for study.

b) SAMPLING PROCEDURES

In this study convenience sampling method was used for selecting the respondents. In this method of sampling, samples were selected based on the convenience of both the researcher and the respondent.

STATISTICAL ANALYSIS

TOOL FOR ANALYSIS

The data collected was analyzed using tools like Simple percentage analysis.

SIMPLE PERCENTAGE ANALYSIS

Simple Percentage Analysis is used by the research for analysis and interpreting the collected data.

Number of response

Simple Percentage Analysis =            --------------------------------------------- X 100

Total. No. of respondent

2.4 LIMITATIONS OF THE STUDY

The responses given by the respondents may not be true.

The respondents may be careless in responding to the questionnaire.

The respondents may be illiterate.

REVIEW OF LITERATURE:

M.Saranya(2008) has conducted a study on job satisfaction in THIRU AROORAN

SUGARS LTD at pennadam. She has found out that the improvement in safety

programmes increase the job satisfaction of the employees.

S.Gomathi (2010) has conducted a study on job satisfaction in AROORAN SUGARS

LTD at pennadam. She suggests that the company should improve the welfare facilities to

satisfy the needs of the employees

TABLE-5.1

AGE OF THE RESPONDENTS

AGE

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Below 40 years 20 37%

41 to 50 30 56%

Above 50 years 4 7%

Total 54 100%

INFERENCE:

Majority 56% of respondents are between 41 to 50 years.

37% of respondents belong to the age group of below 40.

Only 7% of respondents are below 40 years.

CHART-5.A

Below 40 years 41 to 50 Above 500

10

20

30

40

50

60

37

56

7

TABLE -5.2

GENDER OF THE RESPONDENTS

GENDERNO. OF

RESPONDENTS

% OF

RESPONDENTS

Male 48 88.8%

Female 6 11.2%

Total 54 100%

INFERENCE:

Majority 88.8% of respondents are male employees.

Only 11.2% of respondents are female employees.

CHART-5.B

Male Female0

102030405060708090

100

88.8

11.2

TABLE-5.3

MARITAL STATUS OF THE RESPONDENTS

MARITAL STATUSNO. OF

RESPONDENTS

% OF

RESPONDENTS

Married 54 100%

Unmarried 0 0%

Total 54 100%

INFERENCE:

It could be inferred from the above table that 100% of the respondents are married.

CHART-5.C

Married Unmarried

100%

0%

MARITIAL STATUS OF THE RESPONDENTS

TABLE-5.4

MONTHLY INCOME OF RESPONDENTS

INCOME NO. OF % OF

RESPONDENTS RESPONDENTS

Below 10000 20 37%

10000-15000 17 31%

15000-20000 6 11%

Above 20000 11 21%

Total 54 100%

INFERENCE:

Majority 37% of respondent’s monthly income is between 10,000-15,000.

31% of respondent’s monthly income is below 10,000.

11% of respondents monthly income is above 15000-20000

21% of respondents monthly income is above 20000

CHART-5.D

Bellow 10000 10000-15000 15000-20000 Above 200000

5

10

15

20

25

30

35

40

3731

11

21

TABLE – 5.5EDUCATION QUALIFICATION OF THE RESPONDENTS

EDUCATION NO. OF % OF

RESPONDENTS RESPONDENTS

Below SSLC 28 51.8%

Diploma 12 22.2%

Degree 5 9%

Others 9 17%

Total 54 100%

INFERENCE:

Majority 51.8% of respondent’s education qualification is below SSLC.

About 22.2% of the respondents are diploma.

17% of the respondents have undergone other courses

Only 9% of respondent’s degree holders.

CHART-5.E

Below 10th Diploma Degree Other0

10

20

30

40

50

60

51.8

22.2

917

TABLE – 5.6

WORKING EXPERIENCE

WORKING EXPERIENCENO. OF

RESPONDENTS

% OF

RESPONDENTS

Below 10 years 32 60%

10-20 years 15 28%

20-30 years 4 6.5%

Above 30 years 3 5.5%

Total 54 100%

INFERENCE:

Majority 59% of respondents have a work experience in below 10 years.

27.7% of respondents have an experience between 10-20 years.

7.4% of respondents have an experience between 20-30 years.

5.5% of respondents have an experience between above 30 years

CHART-5.F

Below 10 years 10 to 20 years 20 to 30 years Above 30 years0

10

20

30

40

50

60

70

60

28

6.5 5.5

TABLE– 5.7

JOB SATISFACTION OF RESPONDENTS

JOB SATISFACTION NO. OF % OF

RESPONDENTS RESPONDENTS

Satisfied 29 54%

Moderately satisfied 14 25%

Dissatisfied 11 21%

Total 54 100%

INFERENCE:

o 54% of respondents are satisfied with the present job.

o 25% of respondents are moderately satisfied &

o Amere21% of respondents are dissatisfied.

CHART-5.G

Satisfied Neutral Dissatisfied0

10

20

30

40

50

60

54

25 21

TABLE-5.8

EMPLOYEE’S OPINION ABOUT THEIR

WORKINGCONDITION

OPINIONNO. OF

RESPONDENTS

% OF

RESPONDENTS

Very good 16 56%

Good 20 14%

Average 15 20%

Poor 2 5%

Need improvement 1 5%

Total 54 100%

INFERENCE:

56% of respondents feel that their working condition is very good.

14% of respondents are feeling good.

20% of respondents are feeling average.

5% of respondents are feeling Poor.

Only5%ofrespondents are feeling need improvement.

CHART-5.H

Very good Good Aaverage Poor Improvement0

10

20

30

40

50

60

TABLE-5.9

EMPLOYEE’S RELATIONSHIP WITH SUPERVISOR

RELATIONSHIP NO. OF % OF

RESPONDENTS RESPONDENTS

Cordial 32 59%

Moderate 15 29%

Not cordial 7 12%

Total 54 100%

INFERENCE:

59.2% of respondents feel that they have a Cordial relationship with their supervisor.

27.7% of respondents feel that their supervisor relationship is Moderate &

Only 12% feel that the relationship is not cordial.

CHART-5.I

Cordial Moderate Not cordial0

10

20

30

40

50

60

70

59

29

12

TABLE -5.10

EMPLOYEE’S OPINION ABOUT PROMOTIONAL

OPPORTUNITIES

PROMOTIONNO. OF

RESPONDENTS

% OF

RESPONDENTS

Very good 11 20%

Good 8 15%

Average 22 41%

Poor 13 24%

Total 54 100%

INFERENCE:

40% of respondents feel that their promotional opportunities are Average.

24% of respondents are feeling Poor.

Only 20% of respondents are feeling good.

CHART-5.J

Very good Good Average Poor0

5

10

15

20

25

30

35

40

45

2015

41

24

TABLE– 5.10

OPINION ABOUT EMPLOYEE’S RESPONSIBILITY FOR

THEIR JOB

RESPONSIBILITY

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Yes 28 51.8%

No 26 48.2%

Total 54 100%

INFERENCE:

o Majority 51.8% of respondent’s opinion that they are given enough responsibilities in

their job.

o 48.1% of respondent’s opinion that they do not have responsibilities.

CHART-5.K

Yes No46

47

48

49

50

51

52

53

51.8

48.2

TABLE – 5.12

OPINION ABOUT CO-WORKERS

CO-WORKERS

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Good 17 31.5%

Cordial 15 28%

Co-operative 20 37%

Not Co-operative 2 13.7%

Total 54 100%

INFERENCE:

Majority 37% of respondents feel that their co-workers are co-operative.

31% opinion that co-workers are good.

27.7% of respondents feel that they have Cordial relationship with their co-worker &

Only13.7% of respondent’s opinion that co-workers are not co-operative.

CHART-5.L

Good Cordial Co-operative Not co-operative05

10152025303540

31.5 2837

13.5

TABLE–5.13

EMPLOYEE’S SATISFACTION REGARDING WORKING HOURS

HOURS

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Yes 30 55.5%

No 24 44.5%

Total 54 100%

INFERENCE:

Majority 55.5% of respondents are satisfied with their working hours.

44.5% of respondents are not satisfied with the same.

CHART-5.M

Yes No0

10

20

30

40

50

60

55.5

44.5

TABLE –5.14

SATISFACTION REGARDING ACCIDENT COMPENSATION

ACCIDENT

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Yes 52 96.2%

No 2 3.8%

Total 54 100%

INFERENCE:

Majority 96.2% of respondents are satisfied with the accident compensation paid to the

employees.

About 3.8% of respondents are not satisfied with accident compensation.

CHART-5.N

Yes No0

20

40

60

80

100

120

96.2

3.8

TABLE-5.15

OPINION ABOUT AVAILABILITY OF WELFARE MEASURES

WELFARE NO.OF RESPONDENTS % OF RESPONDENTS

Yes 38 70.3%

No 16 30.7%

Total 54 100%

INFERENCE:

Majority of 70.3% of respondents are satisfied with their welfare measures.

30.7% of respondents are not satisfied with their welfare measures

CHART-5.O

yes No0

10

20

30

40

50

60

70

80

70

30

TABLE–5.16

EMPLOYEE’S OPINION ABOUT THEIR PAY PACKAGE

PACKAGE

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Good 25 46

Satisfactory 15 27%

Adequate 9 15%

Not Adequate 5 12%

Total 54 100%

INFERENCE:

Majority 46% of respondents opinion that the pay package is good

27% of respondent’s opinion that pay is satisfactory.

Only 12% of respondents are not satisfied with their pay package.

CHART-5.P

Good Satisfactory Adequate Not adequate0

5

10

15

20

25

30

35

40

45

50

46

27

15 12

TABLE –5.17

SATISFACTION REGARDING FOOD SERVED IN CANTEEN

CANTEEN

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Yes 42 77.7%

No 12 22.3%

Total 54 100%

INFERENCE:

o Majority 77.7% of respondents are satisfied with food provided in their canteen.

o 22.3% of respondents are not satisfied regarding the same.

CHART-5.Q

Yes No0

10

20

30

40

50

60

70

80

90

77.7

22.3

TABLE–5.18

EMPLOYEE’S OPINION ABOUT THE SUGGESTION SCHEMES

SCHEMES

NO. OF

RESPONDENTS % OF RESPONDENTS

Yes 35 64%

No 19 36%

Total 54 100%

INFERENCE:.

64% of respondents opinion that their organization have suggestion schemes &

36% of respondents feel that suggestion scheme is not available properly.

CHART-5.R

Yes No0

10

20

30

40

50

60

70

64

36

TABLE –5.19

SATISFACTION REGARDING REST ROOM FACILITY

ROOM FACILITY NO. OF RESPONDENTS % OF RESPONDENTS

Satisfied 50 92.5%

Not satisfied 4 7.5%

Total 54 100%

INFERENCE:

o About 92.5% of respondents are satisfied with the rest room facilities &

o 7.5% of respondents are not satisfied regarding the same.

CHART-5.S

Satisfied Dissatisfied0

10

20

30

40

50

60

70

80

90

100

92.5

7.5

TABLE –5.20

SATISFACTION REGARDING JOB SECURITY

SECURITY

NO. OF

RESPONDENTS

% OF

RESPONDENTS

Highly Satisfied 18 33%

Satisfied 22 40%

Moderate 10 18%

Dissatisfied 2 4.5%

Highly Dissatisfied 2 4.5%

Total 54 100%

INFERENCE:

40% of respondents are moderately satisfied with the job security.

Another 33% of respondents are highly satisfied.

18% of respondents are found to be moderate.

Only 4.5% of respondents are dissatisfied & highly dissatisfied with the job security.

CHART-5.T

Highly satisfied Satidfied Moderate DissatisfiedHighly dissatisfied05

1015202530354045

3340

18

4.5 4.5

CHAPTER V

5.1 FINDINGS

Majority 56% of respondents are between 41 to 50 years.

Majority 88.8% of respondents are male employees.

It could be inferred from the above table that 100% of the respondents are married.

Majority 37% of respondent’s monthly income is between 10,000-15,000.

Majority 51.8% of respondent’s education qualification is below SSLC.

Majority 59% of respondents have a work experience in below 10 years.

54% of respondents are satisfied with the present job.

56% of respondents feel that their working condition is very good.

59.2% of respondents feel that they have a Cordial relationship with their supervisor.

40% of respondents feel that their promotional opportunities are Average.

Majority 51.8% of respondent’s opinion that they are given enough responsibilities in

their job.

Majority 37% of respondents feel that their co-workers are co-operative.

Majority 55.5% of respondents are satisfied with their working hours.

Majority 96.2% of respondents are satisfied with the accident compensation paid to the

employees.

Majority of 70.3% of respondents are satisfied with their welfare measures.

Majority 46% of respondents opinion that the pay package is good

Majority 77.7% of respondents are satisfied with food provided in their canteen.

64% of respondents opinion that their organization have suggestion schemes

About 92.5% of respondents are satisfied with the rest room facilities

40% of respondents are moderately satisfied with the job security.

40% of respondents are moderately satisfied with the job security.

SUGGESTIONS:

Since majority of the employees feel that there is no grievance handling system

the organization need to develop a systematic procedure to identify & redress

grievances.

About 62% are not satisfied with the pay package given in the organization

Effects could be taken to increase the pay & other monetary benefits as it is a key

factor in retaining talented work force in the organization.

There is some dissatisfaction regarding the promotional policies steps would be

taken to identify the areas of dissatisfaction & improve them.

CONCLUSION

From the study, it could be understood that the respondents are satisfied with their job.

The management has taken the best efforts to maintain good relationship with the employees.

Due to the working conditions prevailing in this company, job satisfaction of each respondent

seems to be the maximum.

A STUDY ON JOB STISFACTION OF EMPLOYEES

QUESTIONNAIRE;

1) Name

2) Age

a) Below 40 yrs [ ] b) 41 to 50 [ ]

c) Above 50 yrs [ ]

3) Gender:

a) Male [ ] b) Female [ ]

4) Marital status

a) Married [ ] b) Unmarried [ ]

5) Monthly income

a) Below 10000 [ ] b) 10000 – 15000 [ ]

c) 15000 – 20000 [ ] d) Above 20000 [ ]

6) Education Qualification

a) Below SSLC [ ] b) Diploma [ ]

c) Degree [ ] d) Others [ ]

7) Working Experience

(a) Below 10 Years [ ] (b) 10 to 20 Years [ ]

(c) 20 to 30 Years [ ] (d) Above 30 Years [ ]

8) Are you satisfied with your present job?

a) Satisfied [ ] b) Neutral [ ] c) Dissatisfied [ ]

9) Your opinion about working condition

a) Very Good [ ] b) Good [ ]

c) Average [ ] d) Poor [ ]

10) How is your relationship with supervisor?

a) Cordial [ ] b) Moderate [ ]

c) Not Cordial [ ]

11) Your opinion about promotional opportunities

a) Very Good [ ] b) Good [ ]

c) Average [ ] d) Poor [ ]

12) How are your co-workers?

a) Good [ ] b) Cordial [ ]

c) Co-operative [ ] b) Not Co-operative [ ]

13) Are you satisfied with working hours?

a) Yes [ ] b) No [ ]

14) Are you satisfied with accident compensation paid?

a) Yes [ ] b) No [ ]

15) Are there welfare measures available?

a) Yes [ ] b) No [ ]

If yes are you satisfied with it?

a) Satisfied [ ] b) Not Satisfied [ ]

16) What do you feel about pay package?

a) Good [ ] b) Satisfactory [ ]

c) Adequate [ ] d) Not Adequate [ ]

17) Are you satisfied with quality of food served in canteens?

a) Yes [ ] b) No [ ]

18) Is there any employee’s suggestion scheme available?

a) Yes [ ] b) No [ ]

19) Are you satisfied with facilities available at rest rooms?

a) Satisfied [ ] b) Not Satisfied [ ]

20) Mention your level of satisfaction on job security.

a) Highly Satisfied [ ] b) Satisfied [ ]

c) Moderate [ ] d) Dissatisfied [ ]

e) Highly dissatisfied [ ]