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 Abstract List of Tables List of Charts

PAGE NO

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 IV

Review of literature Analysis and interpretation CONCLUSION

BIPLIOGRAPHY

LIST OF TABLES
Table No Particulars Page. No

5.1 5.2 5.3 5.4 5.5 5.6 5.7 5.8 5.9 5.10 5.11 5.12 5.13 5.14 5.15 5.16 5.17 5.18 5.19 5.20

Age of the respondents Gender of the respondents Marital status of the respondents Monthly income of respondents Education qualification of the respondents Working experience Job satisfaction of respondents Employee opinion about their working condition Employees relationship with supervisor Employees opinion about promotional opportunities Opinion about co-workers Employees satisfaction regarding working hours Satisfaction regarding accident compensation Opinion about availability of welfare measures Employees opinion about their pay package Satisfaction regarding food served in canteen Employees opinion about the suggestion schemes Satisfaction regarding rest room facility Satisfaction regarding promotional policies Satisfaction regarding job security

LIST OF CHARTS

Chart. No 5.A 5.B 5.C 5.D 5.E 5.F 5.G 5.H 5.I 5.J 5.K 5.L 5.M 5.N 5.O 5.P 5.Q 5.R 5.S 5.T 5.U 5.V 5.W Age of the respondents Gender of the respondents

Particulars

Page. No

Marital status of the respondents Monthly income of respondents Education qualification of the respondents Working experience Job satisfaction of respondents Employee opinion about their working condition Employees relationship with supervisor Employees opinion about promotional opportunities Opinion about grievance handling system Opinion about employees responsibility for their job Opinion about co-workers Employees satisfaction regarding working hours Satisfaction regarding accident compensation Opinion about availability of welfare measures Employees opinion about their pay package Satisfaction regarding food served in canteen Employees opinion about participation in decision making Employees opinion about the suggestion schemes Satisfaction regarding rest room facility Satisfaction regarding promotional policies 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 countrys total sugar production. ISMAs 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. ISMAs 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:

Company History - Thiru Arooran Sugars Industries

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.

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. 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 Since then, the

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 the stea consumption. - It is proposed to introduce specific imbibitions system in the Mills to reduce the imbibitions percentage for the same Milling performance. - It is proposed to introduce Multi Pass Evaporator to improve heat transfer and to reduce scale formation.1993 - Located alongside the sugar factory at Tirumandankudi, with An installed capacity of 60 kilo-litres per day of Rectified Spirit and 30 kilolitres per day of Extra Neutral Alcohol Commissioned in August.1994 - The Company finalised the proposal to set up cogeneration facilities at the Tirumandankudi sugar plant for Generation upto 19 MW of power. The power plant would last substantial captive availability of fuel in the form of bagasse from the sugar mill and the same would be supplemented by lignite from the Neyveli mines. - The Company has successfully introduced the poly bag Method planting sugarcane which not only economies on seed requirement, but also through better germination, results in higher yield per acre and sucrose content. - The Company is also considering expansion of its interests in the sugar industry and it is proposed to integrate the project for co-generation of power therein. - High efficiency pumps were installed in injection station Which has resulted in energy saving.

- Double Common Header has been introduced and it has resulted in power saving of about 125 KW. - 8,50,000 Shares issued Pref. shares issued.1995 - With a view to overcome the problems faced during the trial run,certain modifications were suggested and the plant was shut down since March 1996 to July 1996 for

enforcing the modification. - The company received a Letter of Intent for expanding the capacity of Tirumandankudi sugar factory from 2500 TCD to 5000 TCD. - The Company undertook to install 9.74 MW back pressure turbine at Tirumandankudi power plant to increase the power generating capacity from 19th to 27 MW. - The Company also undertook to set up Co-generation facilities for 19 MW power at Kollumangudi. - The Company was granted a Letter of Intent for setting upa new 2,500 TCD sugar factory in Tiruvadaimaravdur taluka,Tanjavur. - During the year, 5,500,000 Redeemable Cumulative Preference Shares of Rs. 10 each were issued and allotted.1996 - The Company has allotted 4,12,869 No. of equity shares at a Price of Rs 165 per share to the Promoters on preferential basis. - The Company had allotted 21,50,405 No. of Equity shares of Rs 10 each at a premium of Rs 80 per share to the shareholders of the company on rights basis. - The 19 MW Power Cogeneration project at Tirumandankudi Was commissioned during November. - The Company is installing a 9.74 MW back pressure turbine at the Tirumandankudi Power Plant, so as to increase the Power generating capacity from 19 to 27 MW during the crushing season. - The Bagasse based Cogeneration Plant was commissioned. This is the first major Bagasse based

Cogeneration Project of This kind in the sugar industry in the whole of India.1997 - The Unit Trust of India (UTI) has renounced its rights entitlement of 1,86,443 equity shares of Thiru Arooran Sugars Ltd at the rate of Rs.4 per share on January 22, 1997. - Arooran Sugars Ltd has recently obtained one more letter Of Intent from the Centre to set up a sugar mill of 2500 TCD at Valangaiman near Kumbakonam in Thanjavur district. - With the proposed two factories, it is set to emerge one of the largest sugar producers in the country with 12,000 TCD at its command. - The Chennai-based Thiru Aroonan Sugars Ltd (TASL), proposes to substitute some of its high-cost long-

term and short-term funds with low cost resources. - Thiru Arooran Sugars Ltd has been chosen for `Best Project/Entrepreneur' award by Indian Renewable Energy Development Ltd (IREDA). The agency has set up special awards as part of its celebrations to commemorate the completion of 10 years of service in the renewable energy sector. - The capacity of the existing unit in Thirumandangudi has Been doubled to 5,000 tonnes daily while the cogeneration plant in this centre has a capacity of 27 MW. - 24,500,000 preference shares of Rs 10 each were privately Placed aggregating to Rs 2450 lakhs.1998 Thiru Arooran Sugars is the latest to join the race in the Southern sugar market to expand capacity. - The company recently set-up a new 2,500 tcd sugar unit At Thiruvidaimarudur through a new subsidiary Shri Ambica Sugar Mills - which could also call for additional investments From TASL, leading to a higher fixedcost component in its cost structure. Thiru Arooran has a capcity of 7,500 tcd and is adding further capacity of 2,500 tcd through a subsidiary company. - 10,000,000 Preference shares of Rs 10 each privately placed.1999 - The sugar plant, situated at Pennadam, has a capacity to Crush 500 tonnes per day. With this the capacity of TASL Group increased to 12500 TCD taking into account 5000 TCD at Thiruman-dangudi and 2500 TCD at Kollumangudi.2000 - The Company a leading integrated sugar manufacturer based in Tamil Nadu, has proposed to hive off its `cash cow' co-generation division. - TheTerra Energy shall allot to Thiru Arooran Sugar Industries 1,00,00,000 No. of equity shares of Rs 10 each fully paid-up aggregating Rs 10 crore, 20,00,000 redeemable preference shares of Rs 100 each aggregating Rs 20 crore and 12,84,000 optionally convertible debentures of Rs 100 each aggregating Rs 12.84 crore.2003.Delisting of the Equity Shares from Madras Stock Exchange 2005 -Shree Ambika Sugars Ltd an associate company of Thiru Arooran Sugars Ltd merges two of its cogeneration power subsidiaries with itself.

1.3 ORGANIZATIONAL CHART:

1.4 ADMINISTRATION DEPARTMENT:

ADMINISTRATION

Chief chemist

chief engineer

Chief cane officer

chief a/c tent

Office manager Superintend [P&S]-staff Superintend [ESST]-staff Godown keeper

labor welfare officer

Head time officer

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 syrup Nucleation Finishing 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 Types of furnace Grade: Working Steam Pressure Steam temperature 21 Kegs/sq.cm 320 degree water table House show and speed stocker and dam

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 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 follows:

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 A B C Percentage of item 10 20 70 Percentage of rupee value 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 firms 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 SEASONAL TOTAL.NO.OF WORKERS WORKERS EMPLOYEES 100 14 56 19 79 265 117 78 7 _ 28 230 217 92 63 19 104 495

1. 2. 3. 4. 5.

Engineering Manufacturing Administration Account Cane Total

The present strength pattern at thiru arooran sugars ltd Follows.

S.NO DEPARTMENT TOTAL.NO.OF EMPLOYEES 162 55

1. 2.

Engineering Manufacturing

3.

Administration

172

4.

Supervisor

42

5.

Chief &Deputy

TOTAL

437

TWO ASPECTS OF UTILIZATION

Man power utilization is concerned with the efficient use of the organizations 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 organizations 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 owners 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 units Chief Officers-75 units[one unit Cost R.S.0.65 Per unit] Supervisory Staff-50 units Others-40 units]. T.B cancer, Leprosy Kidney, Transplantation Heart By-pass surgery for workers and staff. We are running Nursery School for employees Children. Every 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. Providing 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. Providing Temporary rest room to workers (one room only) We are providing one towel to all employees for every 3 months. We are providing one soap to all

Medical Coverage Education Staff Educational Tour

Provision of Tea

Rest House Facilities Towel

Soap Uniform Officers 2 sets of uniforms issued once in 2 years to all employees. Staff safari Rs.375 per set. Workers pant &shirt Rs.250 per.

Stitching Charges (Deputy &chief) Shoes

Safari: Rs.350 per set. Pant & Shirt: Rs. 150 per set. Each Rs.45 washing allowance per. One pair of shoe is issued to all employees once in a year. Officers:Staff:Rs.450 Workers-Rs.300 Free text book and note books are issued to our employees children up to +2 std every year.

Textbook

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: master file Break down hours-trend chart Maintenance cost-bar chart Avg. time to rectify trend chart Breakdown power consumption-bar chart

 6. Electricity:

Service provided and suppliers External agency contract Preventive maintenance records Periodical reports

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 nations 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

NO. AGE Below 40 years 41 to 50 Above 50 years Total RESPONDENTS 20 30 4 54 OF % RESPONDENTS 37% 56% 7% 100% OF

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
60 50 40 30 20 10 0 Below 40 years 41 to 50 7 Above 50

56 37

TABLE -5.2 GENDER OF THE RESPONDENTS

NO. OF % RESPONDENTS 88.8% 11.2% 100% OF

GENDER
Male Female Total

RESPONDENTS 48 6 54

INFERENCE: Majority 88.8% of respondents are male employees. Only 11.2% of respondents are female employees.

CHART-5.B

100 80 60 40 20 0 Male 11.2 Female 88.8

TABLE-5.3 MARITAL STATUS OF THE RESPONDENTS

NO. OF % RESPONDENTS OF

MARITAL STATUS
Married

RESPONDENTS

54

100%

Unmarried

0%

Total

54

100%

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

CHART-5.C MARITIAL STATUS OF THE RESPONDENTS

100%

0% Married Unmarried

TABLE-5.4

MONTHLY INCOME OF RESPONDENTS

NO. OF % RESPONDENTS 37% 31% 11% 21% 100% OF

INCOME
Below 10000 10000-15000 15000-20000 Above 20000 Total INFERENCE:

RESPONDENTS 20 17 6 11 54

Majority 37% of respondents monthly income is between 10,000-15,000. 31% of respondents 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
40 35 30 25 20 15 10 5 0 Bellow 10000 10000-15000 15000-20000 Above 20000 11 37 31 21

TABLE 5.5 EDUCATION QUALIFICATION OF THE RESPONDENTS

NO. OF % RESPONDENTS 51.8% 22.2% 9% 17% 100% OF

EDUCATION
Below SSLC Diploma Degree Others Total

RESPONDENTS 28 12 5 9 54

INFERENCE: Majority 51.8% of respondents education qualification is below SSLC. About 22.2% of the respondents are diploma. 17% of the respondents have undergone other courses Only 9% of respondents degree holders.

CHART-5.E
60 50 40 30 51.8 20 10 0 Below 10th Diploma Degree Other 22.2 9

17

TABLE 5.6 WORKING EXPERIENCE WORKING EXPERIENCE

Below 10 years 10-20 years 20-30 years Above 30 years Total NO. RESPONDENTS 32 15 4 3 54 OF % RESPONDENTS 60% 28% 6.5% 5.5% 100% OF

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
70 60 50 40 30 20 10 0

60 28 6.5 Below 10 years 10 to 20 years 20 to 30 years 5.5 Above 30 years

TABLE 5.7 JOB SATISFACTION OF RESPONDENTS

NO. OF % RESPONDENTS 54% 25% 21% 100% OF

JOB SATISFACTION
Satisfied Moderately satisfied Dissatisfied Total

RESPONDENTS 29 14 11 54

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
60 50 40 30 20 10 0 Satisfied Neutral Dissatisfied 25 21 54

TABLE-5.8 EMPLOYEES WORKINGCONDITION

NO. OF % OF

OPINION

ABOUT

THEIR

OPINION
Very good Good Average Poor Need improvement Total INFERENCE:

RESPONDENTS 16 20 15 2 1 54

RESPONDENTS 56% 14% 20% 5% 5% 100%

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
60 50 40 30 20 10 0 Very good Good Aaverage Poor Improvement

TABLE-5.9 EMPLOYEES RELATIONSHIP WITH SUPERVISOR

NO. OF % OF

RELATIONSHIP
Cordial Moderate Not cordial Total INFERENCE:

RESPONDENTS 32 15 7 54

RESPONDENTS 59% 29% 12% 100%

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
70 60 50 40 30 20 29 10 12 0 Cordial Moderate Not cordial 59

TABLE -5.10 EMPLOYEES OPPORTUNITIES

NO. OF % OF

OPINION

ABOUT

PROMOTIONAL

PROMOTION
Very good Good Average Poor Total INFERENCE:

RESPONDENTS 11 8 22 13 54

RESPONDENTS 20% 15% 41% 24% 100%

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
45 40 35 30 25 20 15 10 5 0 Very good Good Average Poor 20 15 24 41

TABLE 5.10 OPINION ABOUT EMPLOYEES RESPONSIBILITY FOR THEIR JOB

NO. RESPONSIBILITY Yes No Total INFERENCE: o Majority 51.8% of respondents opinion that they are given enough responsibilities in their job. o 48.1% of respondents opinion that they do not have responsibilities. RESPONDENTS 28 26 54 OF % RESPONDENTS 51.8% 48.2% 100% OF

CHART-5.K
53 52 51 50 49 48 47 46 Yes No 48.2 51.8

TABLE 5.12 OPINION ABOUT CO-WORKERS

NO. CO-WORKERS Good Cordial Co-operative Not Co-operative Total 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 respondents opinion that co-workers are not co-operative.

OF %

OF

RESPONDENTS 17 15 20 2 54

RESPONDENTS 31.5% 28% 37% 13.7% 100%

CHART-5.L
40 35 30 25 20 15 10 5 0

31.5

37 28 13.5

Good

Cordial

Co-operative

Not co-operative

TABLE5.13 EMPLOYEES SATISFACTION REGARDING WORKING HOURS

NO. HOURS RESPONDENTS OF % RESPONDENTS OF

Yes

30

55.5%

No

24

44.5%

Total INFERENCE:

54

100%

Majority 55.5% of respondents are satisfied with their working hours. 44.5% of respondents are not satisfied with the same.

CHART-5.M
60 50 40 30 20 10 0 Yes No

55.5 44.5

TABLE 5.14 SATISFACTION REGARDING ACCIDENT COMPENSATION

NO. ACCIDENT Yes No RESPONDENTS 52 2 OF % RESPONDENTS 96.2% 3.8% OF

Total INFERENCE:

54

100%

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
120 100 80 60 96.2 40 20 0 Yes 3.8 No

TABLE-5.15 OPINION ABOUT AVAILABILITY OF WELFARE MEASURES

WELFARE Yes No

NO.OF RESPONDENTS 38 16

% OF RESPONDENTS 70.3% 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

80 70 60 50 40 70 30 20 30 10 0 yes No

TABLE5.16 EMPLOYEES OPINION ABOUT THEIR PAY PACKAGE

NO. PACKAGE Good Satisfactory Adequate Not Adequate Total INFERENCE: Majority 46% of respondents opinion that the pay package is good 27% of respondents opinion that pay is satisfactory. Only 12% of respondents are not satisfied with their pay package. RESPONDENTS 25 15 9 5 54 OF % RESPONDENTS 46 27% 15% 12% 100% OF

CHART-5.P
50 45 40 35 30 25 20 15 10 5 0 Good Satisfactory Adequate Not adequate 27 15 12 46

TABLE 5.17 SATISFACTION REGARDING FOOD SERVED IN CANTEEN

NO. CANTEEN Yes No Total 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. RESPONDENTS 42 12 54 OF % RESPONDENTS 77.7% 22.3% 100% OF

CHART-5.Q
90 80 70 60 50 40 30 20 10 0 Yes No 22.3 77.7

TABLE5.18 EMPLOYEES OPINION ABOUT THE SUGGESTION SCHEMES

NO. SCHEMES Yes No Total INFERENCE:. 64% of respondents opinion that their organization have suggestion schemes & 36% of respondents feel that suggestion scheme is not available properly. RESPONDENTS 35 19 54 OF % OF RESPONDENTS 64% 36% 100%

CHART-5.R
70 60 50 40 30 20 10 0 Yes No 64

36

TABLE 5.19 SATISFACTION REGARDING REST ROOM FACILITY

ROOM FACILITY

NO. OF RESPONDENTS

% OF RESPONDENTS

Satisfied

50

92.5%

Not satisfied

7.5%

Total INFERENCE:

54

100%

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
100 90 80 70 60 50 40 30 20 10 0 Satisfied 7.5 Dissatisfied 92.5

TABLE 5.20 SATISFACTION REGARDING JOB SECURITY

NO. SECURITY Highly Satisfied Satisfied Moderate Dissatisfied Highly Dissatisfied Total INFERENCE: RESPONDENTS 18 22 10 2 2 54

OF % RESPONDENTS 33% 40% 18% 4.5% 4.5% 100%

OF

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

50 40 30 20 10 0 Highly satisfied Satidfied Moderate 33 40 18 4.5 Dissatisfied 4.5 Highly dissatisfied

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 respondents monthly income is between 10,000-15,000. Majority 51.8% of respondents 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 respondents 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) 2) a) c) 3) a) 4) Name Age Below 40 yrs Above 50 yrs Gender: Male Marital status a) 5) Married [ ] b) Unmarried [ ] [ ] b) Female [ ] [ ] [ ] b) 41 to 50 [ ]

Monthly income a) c) Below 10000 15000 20000 [ ] [ ] b) d) 10000 15000 Above 20000 [ ] [ ]

6)

Education Qualification a) c) Below SSLC Degree [ ] [ ] b) d) Diploma Others [ ] [ ]

7)

Working Experience (a) (c) Below 10 Years 20 to 30 Years [ ] [ ] (b) (d) 10 to 20 Years Above 30 Years [ ] [ ]

8)

Are you satisfied with your present job? a) Satisfied [ ] b) Neutral [ ] c) Dissatisfied [ ]

9)

Your opinion about working condition a) c) Very Good Average [ ] [ ] b) d) Good Poor [ ] [ ]

10) a)

How is your relationship with supervisor? Cordial c) Not Cordial [ ] b) [ ] Moderate [ ]

11)

Your opinion about promotional opportunities a) c) Very Good Average [ ] [ ] b) d) Good Poor [ ] [ ]

12) a) c) 13) a) 14) a) 15) a)

How are your co-workers? Good Co-operative [ ] [ ] b) b) Cordial Not Co-operative [ ] [ ]

Are you satisfied with working hours? Yes [ ] b) No [ ]

Are you satisfied with accident compensation paid? Yes [ ] b) No [ ]

Are there welfare measures available? Yes [ ] b) No [ ]

If yes are you satisfied with it? a) Satisfied [ ] b) Not Satisfied [ ]

16) a) c) 17) a) 18) a) 19) a) 20) a) c) e)

What do you feel about pay package? Good Adequate [ ] [ ] b) d) Satisfactory Not Adequate [ ] [ ]

Are you satisfied with quality of food served in canteens? Yes [ ] b) No [ ]

Is there any employees suggestion scheme available? Yes [ ] b) No [ ]

Are you satisfied with facilities available at rest rooms? Satisfied [ ] b) Not Satisfied [ ]

Mention your level of satisfaction on job security. Highly Satisfied Moderate Highly dissatisfied [ ] [ ] [ ] b) d) Satisfied Dissatisfied [ ] [ ]