MILMAaa Internship

A STUDY ON LABOUR WELFARE AND SAFETY
MEASURES AT MILMA DAIRY, THIRUVANANTHAPURAM
A project submitted in partial fulfilment of the requirements for
the award of the Degree of
BACHELOR OF BUSINESS ADMINISTRATION
Submitted by,
ABIYA SURESH (19518806003)
ASHLIN MARY JOSE (19518806009)
AYANA JOSE (19518806010)
JINCY MOL. J (19518806016)
Under the Guidance of
Ms. SOJA MARIAM SUNNY

Assistant Professor
DEPARTMENT OF BUSINESS ADMINISTRATION

MAR THOMA COLLEGE OF SCIENCE AND TECHNOLOGY
CHADAYAMANGALAM, AYUR
APRIL 2021
MAR THOMA COLLEGE OF SCIENCE AND TECHNOLOGY
CHADAYAMANGALAM, AYUR
DEPARTMENT OF BUSINESS ADMINISTRATION
CERTIFICATE
This is to certify that the project report entitled “A study on labour welfare and
safety measures at Milma Dairy, Thiruvananthapuram” being submitted by
ABIYA SURESH (19518806003), ASHLIN MARY JOSE (19518806009),
AYANA JOSE (19518806010), JINCY MOL. J (19518806016) in partial fulfilment
of the Degree of Bachelor of Business Administration of the University of Kerala
during the academic year 2020-2021, is a bonafide record of the work done by them.
Ms. Soja Mariam Sunny Ms. Lekshmi S

Internal Guide Head of the Department
Valued with Reg. No ____________________ of March/April_______________

Date ____________________
Examiners: 1.
2.
DECLARATION
We do hereby declare that the project work entitled “A study on labour welfare and
safety measures at Milma Dairy, Thiruvananthapuram” is a record of original and
independent research work carried out by us under the guidance and supervision of
External guide Mr. Aneesh Mohan, HR Manager of Milma Dairy
Thiruvananthapuram and internal guide Ms. Soja Mariam Sunny, Assistant Prof.,
Department of Business Administration, Mar Thoma College of Science and
Technology, Ayur, submitted to the University of Kerala in partial fulfilment of the
requirements for the award of the Bachelors degree in Business Administration during
the academic year 2020-2021. No part of this has previously formed the basis for the
award of any degree/ diploma/associate ship/fellowship or other similar titles of this
or any other University or Society.
AYANA JOSE (19518806010)
JINCY MOL. J (19518806016)
Place:
Date:
ACKNOWLEDGEMENT
First and foremost we praise and thank the almighty for being the unfailing source and
support, comfort and strength throughout for completion of our project work.
We would like to express our profound gratitude and humble respect to
Milma Dairy, Thiruvanathapuram for allowing us to do the work in this
organisation.
We also express our deepest and sincere thanks to Mr. Aneesh Mohan, HR Manager,
Milma Dairy, Thiruvananthapuram for being a constant source of encouragement and
help us in the successful completion of our work.
We extend our sincere thanks to Dr. Joseph Mathai, Principal, MTCST, for his
constant support.
We convey our gratitude to Ms. Lekshmi S, Head of the Department of Business
Administration, Mar Thoma College of Science and Technology, Ayur, for her
continuous and enthusiastic support and guidance throughout our studies.
We also have immense pleasure in expressing our deepest gratitude to Ms. Soja
Mariam Sunny, Assistant Professor, Department of Business Administration, Mar
Thoma College of Science and Technology, for her advice, guidance, support and
encouragement.
We are thankful to all staff members in organization for their kind Co-operation.
Last but not the least, I extend our sincere thanks to our family members and all our
friends for their moral support throughout our work
We submit ourselves before the Almighty, who blessed us with the power to complete
this endeavour successful.
AYANA JOSE (19518806010)
JINCY MOL. J (19518806016)

CONTENTS
SL. NO TITLES PAGE. NO

1 INTRODUCTION
1.1 Introduction 1-2
1.2 Literature Review 2-4
1.3 Statement of the Problem 5
1.4 Need and Significance of the study 5
1.5 Scope of the Study 6
1.6 Objectives of the Study 6
1.7 Research Methodology 6-7
1.8 Limitations of the study 8
1.9 Chapterization 8
2 THEORETICAL BACKGROUND
2.1 Safety 9
2.2 Types of Accidents 9
2.3 Need for Safety 9-10
2.4 Safety of Employees 10-12
2.5 Safety Policy 12
2.6 Organization for safety 13
2.7 Safety Principles 13-14
2.8 Nature of Welfare 14
2.9 Scope of Labour Welfare 14-15
2.10 Principles of Labour Welfare 15-17
2.11 Theories of Welfare 17-20
2.12 Employee Welfare in India 20
2.13 Features of Labour Welfare Measures 20
2.14 Important benefits of Welfare Measures 21
3 INDUSTRY AND COMPANY PROFILE

3.1 Industry Profile 22-26
3.2 Company Profile 27-30
3.3 Structure of KCMMF 31-34
3.4 Product Profile 34-40
3.5 Department Profile 41-44
4 DATA ANALYSIS AND INTERPRETATION 45-68
5 CONCLUSION, FINDINGS & SUGGESTION 69-71

6 BIBLIOGRAPHY 72-74
7 APPENDIX 75-78
LIST OF TABLES
TABLE PAGE.
TITLES
NO. NO
4.1 Age wise classification 45

4.2 Gender wise classification 46
4.3 Income wise classification 47
4.4 Years of Experience 48
4.5 Regular Safety Audit 49
4.6 Regular Increment 50
4.7 Safety Measures 51
4.8 Satisfaction of Working Environment 52
4.9 Accommodation Facility 53
4.10 Pay Over time allowances 54
4.11 Safety Equipments 55
4.12 Satisfaction of Rest Rooms and Cafeteria facility 56
4.13 Sitting arrangement 57
4.14 Food and Other facilities 58
4.15 Washing Facilities 59
4.16 Medical Facilities and Services 60
4.17 Toilet Facility 61
4.18 Health and Accident Benefits 62
4.19 Satisfaction of work timing 63
4.20 Dedication of Employees 64
4.21 Attention to Individual Problem 64
4.22 Allowance to Employees 66
4.23 Working Environment 67
4.24 Leave Policy 68
LIST OF FIGURES
FIGURE PAGE.
TITLES
NO. NO
4.1 Age wise classification 45

4.2 Gender wise classification 46
4.3 Income wise classification 47
4.4 Years of Experience 48
4.5 Regular Safety Audit 49
4.6 Regular Increment 50
4.7 Safety Measures 51
4.8 Satisfaction of Working Environment 52
4.9 Accommodation Facility 53
4.10 Pay Over time allowances 54
4.11 Safety Equipments 55
4.12 Satisfaction of Rest Rooms and Cafeteria facility 56
4.13 Sitting arrangement 57
4.14 Food and Other facilities 58
4.15 Washing Facilities 59
4.16 Medical Facilities and Services 60
4.17 Toilet Facility 61
4.18 Health and Accident Benefits 62
4.19 Satisfaction of work timing 63
4.20 Dedication of Employees 64
4.21 Attention to Individual Problem 64
4.22 Allowance to Employees 66
4.23 Working Environment 67
4.24 Leave Policy 68
A Study on Labour Welfare and Safety Measures at Milma Dairy, TVM
1.1 INTRODUCTION
Labour welfare and safety has seen as one of the most important measures of
performance of an organization. The changes in the work life of employees and
changes in the business environment internal as well as external has brought
tremendous transformation in the organizational behavior. Globalization, Technology,
and other work design factors have forced organizations to focus on employee safety
and welfare.
The various welfare measures provide by the employer will have immediate impact
on Health, physical and mental efficiency alertness, morale and overall efficiency of
the worker and thereby contributing to the higher productivity.Some of the facilities
and services which fall within the preview of labour welfare like adequate canteen
facilities, accommodation, arrangements, recreational facilities,medical facilities and
transportation. Organizationfocus employee safety can provide for higher morale and
productivity in the workplace .This is due to the perception that the company truly
cares about the health and wellbeing of its employees, thus creating a sense of price
for the organization.
The concept of labour safety and welfare are flexible and widely differ with respect to
time ,region, industry, country, social value and customs ,degree of industrialization
the general socio – economic development of the people and political ideologies
prevailing at a particular time .Employee welfare is a term including various services,
Benefits and facilities offered to employee by the employers .this includes item such
as allowance , housing ,transportation ,medical insurance and food .Employee welfare
also includes monitoring of working conditions ,creation of industrial harmony
through infrastructure for health ,industrial relation ,insurance against disease
,accidents and unemployment for the workers and their families . Thus employee
safety and welfare measures have a great role in the level of satisfaction of job.
Thus employee safety and welfare measures have a great role in the level of
satisfaction of job.
Safety and welfare is the main concern for the employees .An environment should be
created such that the employees work fearlessly , focusing on their job rather that take
Mar Thoma College of Science & Technology, Ayur Page 1

utmost care of the employees and its family ,in case anything happen . Organization
should make an attempt to make its associates aware of all the related issues .This in
turn will improve the employee productivity and efficiency. The concept of labour
welfare and safety is very wide, so this project study mainly focus on whether the
company is providing necessary labour welfare and safety measures and satisfaction
of the employees.
LABOUR WELFARE: it means the voluntary efforts made by the employer to

provide better conditions of employment in their own industries. Its main object is to
secure an improved standard of living for the workers, which effects on the worker’s
Psychology and results in an increase in their productive efficiencies.
SAFETY: safety in the workplace means having an environment free from injury and
hazards. Proper processes and procedures will allow employees to work without
worrying about the safety.
1.2 .LITERATURE REVIEW
Joshi (1927) in his book ‘Trade union movement in India ‘Bombay, pp.157-169 felt.
That Welfare work covers all the efforts which employers make for the benefits of
their employees over and above the minimum standard of working conditions fixed by
the minimum standard of working conditions fixed by the factories act and over and
above The provisions of the social legislations providing against accident, old age,
unemployment, sickness etc.
Srivastava (1953) in his thesis “Labour welfare and industrial peace in India
“detailed upon The labour welfare measures undertaken by select public and private
sector companies in India .He found that public sector companies are far better than
their private counter parts In the provision of welfare facilities to works and
employees.
VermaOmprakash (1958 – 65) in his thesis “labour welfare and industrial peace in
India “Stated that many industries fail to prove adequate welfare facilities to their
employees due to which industrial unrest had become a common phenomenon among
various industries.

K.S Garewal (1978) in his article “dimensions of welfare in coal industries “in 1973
has brought about a major change in its operating philosophy and as a result employee
welfare has been accorded top priority.
Tyagis (1982) in his book “labour economies and social welfare “discussed the
welfare practice in India such as the provision of intramural and extramural welfare
facilities. He also discussed the various agencies involved in labour welfare. However
the study is totally theoretical in nature.
Ahuja(1988) in his book “personal management “emphasized need for labour and
social in India. He felt that provision of welfare and social security making the
employees satisfied with their jobs leading to their improved performance.
Arun Monappa (1990) in his book “discussed labour welfare and social security
measures in detail.He also explained the various problems faced by the enforcement
machinery in the implementation of these welfare and safety measures.
Kandwaty (1997) examined management fails to provide a safe and satisfying work
climate, workers should respond by absenteeism, lateness or deliberately working
slowly due to some financial constraints both enterprises end up finding themselves
not employing a range of health and wellness initiatives to address health progress
workplace.
Alexander and Michael (1998) undertook to assess the merits of such training rules
to achieve this objective and to sort out factors of consequence. The review focused
on published reports, primarily drawn from the period 1980 through 1996, wherein
training was used as an intervention effort to reduce risk of work-related injury and
disease.
Sabarirajan, Meharajan.T (2001)analyzed the study on employees’ welfare in

textile industry. The study shows 15% of the employees are satisfied with their
welfare measure 39% of the employees is average with their welfare measures.16% of
them are in highly dissatisfied level. This study throws light on the impact of welfare
measures on QWL, among the employees of textile mills in Salam district “while
describing the welfare in Indian Industrial Sector.

Rumchev, Abdullah,Spickett &Dhaliwal (2007) study on organizational factors on

safety in Taiwan and Japan reported that the influence of organizational factors both
countries were different due to dissimilar culture.
Joseph et.al (2010)studied in the article points out that the structure of a welfare state
rests on its social security fabric .Government ,employers and trade unions have done
a lot to promote the betterment of worker’s conditions.
Ramanigopal .C. (2012) conducted the company has given maximum effort and
dedication implement the labour laws and regulations and it has succeeded in
implementing effective safety and health management considering the type of safety
and health management considering the type of safety and health problems,
accidents,employees and technology in its organizational settings and also good level
of satisfaction among employees regarding healthy and safety has been acheived.
Srinivas (2013) identified welfare facilities and employees satisfaction level about
welfare facilities adopted at Bosch ltd, Banglore. It is found that most of the welfare
facilities like medical, canteen, working environment, safety measures etc are
provided by the company and most of the employees are satisfied with the welfare
facilities adopted by the company towards the employee’s welfare.
Tiwari .U (2014)the basic propose of employee welfare is to enrich the life of

employees and to keep them happy and conducted. Welfare measures may be both
statutory and non-statutory laws require the employer too extend certain benefits to
employees in addition to wages or salaries. In the present study an attempt has been
made to study the employee welfare facilities and its impact on employees efficiency
at Vindha Telelinks ltd, Rewa, Madhya Pradesh. The study shows the employees
welfare facilities and its impact on employees efficiency at Vindha Telelinks ltd,
Rewa appear good. The average mean score and percentage score of the overall of 22
items has been computed at 3.64 (66%). It can be concluded that the employee
welfare facilities provided by the company to employees are satisfied and it is
commendable but still scope is there for further improvement. so that efficiency,
effectiveness and productivity can be enhanced to accomplish the organizational
goals.

1.3. STATEMENT OF THE PROBLEM
Human resources are the most important resources of any organization. Here
is the duty of the management to look after the welfare measures of the employees. If
the employees are satisfied with the provided welfare measures, the production will
increase. The welfare measures of the employee are essential because of the nature of
the industrial system. Today labours are an essential element contributing to the
growth the organization. .If we make an overall survey of the living and working
condition of industrial labours, the necessity of labour welfare measures would be
apparent.
The success of any business is directly affected by the performance of the

employee within the organization. Business that clearly understands the impact of
their employee’s performance are better able to manage employee output and
productivity. Since, the labour is inevitable factor in industry; welfare and safety are
unavoidable facilities to be provided. An environment should be created such that the
employees work fearlessly, focusing on their work. This study aimed to determine the
effectiveness of labour welfare and safety measures at MILMA dairy.
1.4. NEED AND SIGNIFICANCE OF THE STUDY
Labour welfare and safety is the main concern for employees in every organization as
its helps to bring about all round development of the workers. An environment should
be created such that the employees work fearlessly, focusing on their work rather than
safety issues. Welfare measures should be adopted by the organizations in a way to
take utmost care of the employees and its family, in case anything happens.
Organization should make an attempt to make its associates aware of all the related
issues. This in turn will improve the employee productivity and efficiency.
Labour welfare plays a vital part in the implementation of new schemes and to
develop the organization. The study on ‘LABOUR WELFARE AND SAFETY
MEASURES’ in milma dairy is to analyze the effectiveness of safety and welfare
activities of the organization and to ensure personal satisfaction and enhance worker’s
morale .The study on this topic in the changing socio-economic scenario invites due
to the importance for the employees of the company and its effectiveness.

1.5. SCOPE OF THE STUDY
The survey is conducted on the employees of MILMA dairy, Ambalathara. Survey on

employees is conducted to study the opinion of the employees on welfare activities
and evaluating the effectiveness of welfare activities on the performance of the
employees.
1.6. OBJECTIVES OF THE STUDY
1. To understand the awareness of safety and welfare facilities amoung the employees
provide d by the organization.
2. To find out the employee satisfaction level
3. To study the main factor that affect the welfare facility
4. To give suggestions to improve the labour welfare and safety measures in MILMA
5. To give an overview of labour welfare measures provided in MILMA Dairy
1.7. RESEARCH METHODOLOGY
Research methodology is a systematic way to solve research problem, it may be

understood as a science of studying how research is done scientifically .This includes
geographical area covered, period of study , research design, method of data
collection, a research instrument and sampling design. The purpose of the study is to
analyze the effectiveness of labour welfare and safety measures in MILMA.
 RESEARCH DESIGN
Descriptive research design is used in this study. The research design simply
describes the accurate description of customers who are the products .The descriptive
study is typically, concerned with determining the frequency with which something
occurs. It includes survey and fact finding enquiries at different kinds.
 SAMPLING DESIGN
The method of sampling used was random sampling. Random sampling forms a finite
population refers to that method of sample selection which is given each possible
sample selection which is given each possible sample combination an equal
probability of being picked up and each item in the entire item in the entire population

to have equal chance of being included in the sample. The sampling unit is the basic
unit containing the elements of the target population. In the study, the individual
employees are those who work in MILMA dairy,
 DATA COLLECTION METHOD
It is an act of collecting relevant and adequate data required for the research from
sample size. Generally two methods are used to collect data from users. The present
study requires the use of both primary and secondary data.
 Primary data
The primary data are those data which are collected for the first time. For the study,
structured questionnaire and personal interviews were held with the HR manager of
MILMA at Ambalathara to collect information regarding the labour safety and
welfare.
 Secondary data
The required data have been collected from unpublished materials and published
articles from various journals of the MILMA. Secondary data were collected from
periodicals, annual reports published by the company and the information related to
the topic under consideration was collected by means of books relating to the subjects.
 SAMPLE SIZE
The sample size refers to the number of items to be selected from the universe to
constitute a sample. The sample size of the study is 50 employees of Milma at
Ambalathara, Trivandrum.
 TOOL FOR DATA ANALYSIS

 Percentage analysis
 PERIOD OF THE STUDY
The study has been done during the period of 21 days

1.8. LIMITATIONS OF THE STUDY
1. Time was a major constraint.
2. The sample size being 50 only the result obtained cannot be generalized.
3. The data may not be true, because of personnel bias.
4. The results depends on answers received from the respondents.
5. All the employees are busy with their works. It becomes very difficult
in the collection of data from them.
1.9. CHAPTERISATION
 The first chapter deals with the introduction. This chapter deals with review of
literature, statement of the problem, need and significance of the Study, objectives of
the study, research methodology, and period and limitations of the study.
 The second chapter contains the theoretical background of the study. It is a brief
description about the topic “Labour welfare and safety”.
 The third chapter is regarding the industrial profile and company profile.
 The fourth chapter shows the data analysis and interpretations of the study.
 The fifth chapter contains the findings, conclusion, and suggestions of the study.

2.1 SAFETY
"Every twenty seconds of every working minute of every hour throughout the world,
someone dies as a result of an accident. This was how the seriousness of industrial
accidents was described by the Director General of the British Council, in his message
of good wishes to the Seventh National Conference on Industrial Safety and Health
organised by the National Safety Council, India. Safety refers to the absence of
accidents Stated differently; safety refers to the protection of workers from the danger
of accidents
2.2 TYPES OF ACCIDENTS
Accidents are of different types. They may be classified as major and minor ones,
depending upon the severity of the injury. An accident which ends in a death, or
which does not seriously disable him or her is a minor accident, but an accident
nevertheless. An accident may be internal or external. If a worker falls, or an object
falls on him or her, it is possible he or she may show no external signs of injury, but
he or she may have fractured a bone or strained a muscle or nerve - which is an
internal injury. A worker may be disabled by an injury for an hour, half a day, a week,
or a month. If he or she recovers from such a disability, his or her disability is
temporary. If the injury is such that he or she will never recover fully, his or her
disability is permanent. Again, a disability may be partial or total. Accidents may be
fatal or non-fatal.
2.3 NEED FOR SAFETY
1. Cost Saving
Two types of costs are incurred by the management when an accidents occurs. There
are the direct costs, in the form of compensation payable to the dependents of the
victim if the accidents fatal and medical expenses incurred in treating the patient if the
accident is non-fatal
2. Increased Productivity
Safety plants are efficient plants. To a large extent, safety promotes productivity.

3. Moral Safety is important on human ground too.
Managers must undertake accident prevention measures to minimise the pain and
suffering the injured worker and his or her family is often exposed to as a result of the
accident
4. Legal
There are legal reasons for undertaking safety measures. There are laws covering
occupational health and safety and penalties for non-compliance had become quite
severe. The responsibility extends to the safety and health of the surroundings
community too
2.4 SAFETY OF EMPLOYEES
Fencing of machinery, All dangerous and moving parts of machinery shall be securely
fenced Screws, bolts and teeth shall be completely encased to prevent danger. Work
on or near machinery in motion-Lubrication or other adjusting operation on moving
machinery shall be done only by a specially trained adult male worker. Employment
of young person on dangerous machines-No young person shall be allowed to work
on any dangerous machine (so prescribed by the state government) unless he is
sufficiently trained or is working under the supervision of knowledgeable person
Device for cutting off power-Suitable device for cutting of power in emergencies shall
be provided Hoists and lifts- These shall be made of good material and strength,
thoroughly examined at least one in every six months and suitably protected to
prevent any person or thing from being trapped.
SAFETY PROGRAMME
Safety programme deals with the prevention of accidents and with minimizing
resulting loss and damage to persons and property. Five basic principles must govern
the safety programme of an organisation. The five principles are:
1. Industrial accidents results from a multiplicity of factors. But these have to be

traced to their root, causes, which are usually faults in the management systems
arising from poor leadership from the top, inadequate supervision, insufficient
attention to the design of safety into the system, an unsystematic approach to the
identification, analysis and elimination of hazards and poor training facilities.

2. The most important function of safety programmes is to identify potential

hazards,provide effective safety facilities and equipments and to take prompt remedial
action.This is possible only if there are:
a. Comprehensive and effective system for reporting all accidents causing damage or
injury:
b. Adequate accident records and statistics.
c. Systematic procedures for carrying out safety checks, inspections and

investigations.
d. Methods of ensuring that safety equipment is maintained and used.
e. Proper means available for persuading managers, supervisors and workers to pay
more attention to safety matters.
3. The safety policies of the organization should be determined by the top

management and it must be continuously involved in monitoring safety performance
and in ensuring that corrective action is taken when necessary.
4. The management and the supervision must be made fully accountable for the safety
performance in the working areas they control.
5. All employees should be given through training in safe methods of work and they
should receive continuing education and guidance in eliminating safety hazards and
prevention of accidents.
A safety programme generally contains six elements, namely
i) Making strategic choices.
ii) Development of policies, procedures and training systems.
iii) Organization for safety.
iv) Analysis of the causes and occurrence of accidents.
v) Implementation of the programme.
vi) Evaluation of the effectiveness of the programme.

STRATEGIC CHOICES
The first step in a safety programme is for managements to make decisions regarding
safety of their workers. Many of the decisions made are base on strategic available to
the organisation. Some of these strategic choices are:
1. Managers must determine the level of the protection the organisation will provide
for employees
2. Managers can decide whether a safety programme will be formal or informal.

Formal programmes will have written regulations and are carefully monitored.
Informal regulations are enforced through peer pressure or good training.
3. Managers can also be proactive or reactive in developing procedures or plans with

respect to employee's safety.
4. Managers can decide to use the safety of workers as a marketing tool for the
organisation.
2.5 SAFETY POLICY
The second step in evolving a safety programme is to have a safety policy. A policy
specifies the company's goals and designates the responsibilities and authority for the
achievement. A safety policy must contain a declaration of the organization’s intent
and the means by which the intent is to be realized. The statement should emphasize
four fundamental points:
1. The safety of employees and the public.
2. Safety will take precedence over expediency .
3. Every effort will be made to involve all managers, supervisors and employees
in the development and implementation of the organization.
4. Safety legislations will be complied with, in the spirit as well as the letter of
the law.

2.6 ORGANISATION FOR SAFETY
The third step in evolving a safety programme is to constitute an organisation for

safety. Companies constitute safety committees which are, composed of employees
from across the organisation Safety committees serve in advisory capacities and are
responsible for such tasks as reviewing safety procedures, making recommendations
for eliminating specific safety and health hazards, investigating accidents, fielding
safety-related complaints from employees and monitoring statutory compliance.
Many companies employee safety specialists to design and handle the day-to-day
activities of the safety programme.
Risk management is becoming very common these days. A typical modern

corporation carries a portfolio of risks. They include risks associated with industrial
safety. process technology, hazard insurance, materials management and environment
degradation. The simplest way of safeguarding oneself is insurance. But insurance to
cover all risks may not be available or will be expensive, if available industrial risk
management is the answer to the problem.
2.7 SAFETY PRINCIPLES
1. The occurrence of an injury invariably results from a complete sequence of factor,

the last one of these being the accidents itself. The accident is caused or permitted
directly by and unsafe act of an employee and/or physical hazard.
2. The unsafe acts of employees are responsible for a majority of accidents. The
employees who suffers a disability injury that might have resulted from the very same
unsafe act. Likewise, employees are exposed to mechanical hazards hundreds of times
before they suffer an injury,
3. The occurrence of an accident that results in an injury is largely preventable. Four

basic methods are available for the prevention of accidents-engineering revision,
persuasion and appeal, personal adjustment and discipline.
4. The supervisor or the foreman is the key person in industrial accident
prevention his/her application of the art of supervision to the control of worker

performance is a factor which exerts the greatest influence in successful accident
prevention.

5. The humanitarian incentive for preventing accidental injury is supplemented by a

realization of two powerful economic factors.
6. A safe establishment is efficient productively and an unsafe establishment is

inefficient.
7. The direct employer cost of industrial injuries of compensation claims and for
medical treatment is but one-fourth of the total which the employer must bear.
8. Safety should be driven internally, not external.
9. Do not count on common sense for safety improvement.
10. Safety incentive programs should focus on processes rather than outcomes.
11. Behaviour is dictated by activators and motivated by consequences.
12. When people feel empowered, their safe behaviour spreads to other situations.
2.8 NATURE OF WELFARE
Welfare means faring or doing well. It is a comprehensive term and refers to the
physical, mental moral and emotional well-being of an individual. Further, the term
welfare is a relative concept relative in time and space. It therefore varies from time to
time, from region from country to country.
2.9 SCOPE OF LABOUR WELFARE
It is very difficult to lay down accurately the scope of labour welfare because of the
fact that labour is composed of dynamic individuals with complexity of needs. In the
world of changing values where ideologies are rapidly changing and undergoing
transformation, rigid statement about the field of labour welfare needs to be revised.
The labour welfare work is increasing day by day with increasing opportunities. It is
also increasing with the growing knowledge, experience and techniques. The test of
the welfare activities is that as to how it removes directly and indirectly the
hindrances and restores to the worker the peaceful and joyful living. The welfare work
is concerned with worker and his family and so an able welfare officer programme's
the activities by taking the care of the worker and his family. The scope of the labour
welfare has been described by the different writers and authorities in different ways

indifferent countries. It varies with the stage of economic development, political

outlook and social philosophy.
The subject of labour welfare facilities is very wide and covers all the amenities and
facilities. The limits for which cannot be rigidly laid down regarding its scope for all
the industries and for all the times. The welfare work generally includes the activity as
such as housing, medical and educational facilities, nutrition including provision of
canteen, rest and recreational, cooperative societies, day nurseries, sanitary,
accommodation, drinking water, holidays with pay provident fund, gratuity. pension,
social insurance, safety provisions, transport facilities to and from working place to
house, uniform protective dress etc. Thus labour welfare is wide term which includes
all such activities which tries to take away the workers from bonds of poverty,
2.10 PRINCIPLES OF LABOUR WELFARE
Labour welfare is dependent on certain basic principles, which must be kept in mind
and properly followed to achieve a successful implementation of welfare
programmes. These principles are as follows:
1. Principles of adequacy of wages
Labour welfare measures cannot be substituted for wages Workers have a right to
adequate wages. But high wages rates alone cannot create a healthy atmosphere nor
bring about of commitment on the part of workers. A combination of social welfare,
emotional welfare and economic welfare together would achieve good results.
2. Principle of Social Responsibility of Industry
According to this principle, has an obligation or duty toward its employees to look
after their welfare. The Constitutions of India, in its Directive Principles of State
Policy, also emphasizes upon this aspect of labour welfare.
3. Principle of Efficiency
It plays an important role in welfare services. This is base on the relationships

between welfare and efficiency, though it is difficult to measure this relationship.
Whether one aspect responsibility of industry or not, the employer quite often accept
responsibility for implementing such labour welfare measure as would increase
efficiency. For instance, programmers for housing, education and training, the

provision of a balanced diet and family planning measures are some of the important
program of labour welfare which increases efficiency of the workers, especially in
underdeveloped or developing countries.
4. Principles of Re-personalization
The development of human personality is given here as the goal of industrial welfare
which, according to the principle, should complement the beneficial effects of the
industrial systems. Therefore, it is necessary to implement labour welfare services
both inside and outside the factory, that is, to provide intra-mural and extra-mural
labour welfare services.
5. Principle of Totality of Welfare
This principle emphasizes that the concept of labour welfare must spread throughout
the hierarchy of an organization. Employees at all levels must accept this total concept
of Iabour welfare because, without this acceptance, labour welfare programs will
never really get off the ground
6. Principle of Co-ordination or Integration
It plays an important role in the success of welfare services. Here, again, welfare is a
total concept. From this angle, a co-ordinate approach will promote a healthy
development of the worker in his work home and community. This is essential for the
sake of harmony and continuity in labour welfare services.
7. Principles of Association or Democratic Value
The co-operation of the workers is the basis of this principle. Consultation with and
the agreement of the works in formation and implementation of labour welfare
services are important for their success. Moreover, workers who have a part in
planning these programs get keenly interested in their proper implementation. This
principle is based on the assumption that the workers are "a mature and rational
individual." Industrial democracy is the driving force here. Workers also develop a
sense of pride when they are made to fell that labour welfare programs are created by
them and for them.

8. Principle of Responsibility
This recognizes the fact that both employers and workers are responsible for labour
welfare. Trade union; too, are involved in these programs in a health manner, for
basically labour welfare should belong to the domain of the trade unions. Further,
when responsibility is shared by different groups, labour welfare work becomes
simpler and easier. Accordingly, various committees are elected or nominated and
various power and responsibility in the welfare field are delegated to them. For
instance, the safety committee, the canteen committee and the sport committee- all
work in their respective areas simultaneously with specific purposes. They function
over limited periods and when they are dissolved, fresh committee are elected or
nominated.
9. Principles of Accountability
This can also be called the Principle of Evaluation. Here, one responsible person gives
and assessment or evaluation of existing welfare services on a periodical basis to a
higher authority. This is very necessary, for then, one can judge and analyse a success
of labour welfare programs Proper scientifically made evaluation is lacking in labour
welfare services in Indian industries
10. Principle of Timeliness
The timeliness any service helps in its success. It find out what labour problems are
and to discover what kind of help is necessary to solve the problems and when to
provide this help, are all very necessary planning in labour welfare programs. Timely
action in the proper direction is essential in any kind of social work
11. Principle of self-help
Last, but not least in importance is the fact that labour welfare must aim at helping
workers to help them in long run. This helps them to become responsible and more
efficient persons.
2.11 THEORIES OF WELFARE
Seven theories, constituting the conceptual framework of labour welfare, have so far
been outlined. These are as follows

1. The Police Theory
This is based on the contention that a minimum standard of welfare is necessary for
labourers. According to this theory, owners and managers of industrial undertaking
get many opportunities for exploitation of labour. Hence, the state has to intervene to
provide minimum standard of welfare to working class. A number of laws were
enacted to control management to provide minimum wages, congenial working
conditions, reasonable hours of work and social security.
2. The Religious Theory
This is based on the concept that man is essentially "a religious animal". According to
this theory, any good work is considered as "investment by which both the benefactor
and the beneficiary are rewarded.Some people take up welfare work in a spirit of
atonement for acts of omissions and commissions divinely forbidden of their sins.
Thus, the benevolent acts of welfare are treated either as an investment or atonement.
3. The Philanthropic Theory
In Greek, "philos' means loving and "anthropes" means man, therefore, philanthropic
means "loving mankind". However this theory cannot be universal or
continuous.Irregular and occasional philanthropic acts welfare may sometimes defect
the very purpose of welfare. All the same, the philanthropic sentiments on the part of
employers and others have worked well in certain establishments and on certain
occasions.
4. The Trusteeships Theory
This also called as the Paternalistic Theory of Labour Welfare, according to which the
industrialists or employers holds the total industrial estate properties and profits
accruing from them in at test. The main emphasis of this theory is that employers
should provide funds on an ongoing basis for the well being of their employees. Since
it has no legal sanction, its value is related to the moral conscience of the industrialist.
5. The Placating Theory
This theory is based on the fact that labour groups are becoming more demanding and
more conscious of their rights and privileges than ever before. According to this

theory, timely periodical acts of labour welfare can appease the workers. They are
some kind of pacifiers which come with a friendly gesture.
6. The Public Relations Theory
This theory provides the basis for an atmosphere of good will between labour and
management and also between management and the public. Labour welfare
programmers under this theory, work as sort of an advertisement and help an
organization to project its good image and promote good and healthy public relations.
But his kind of programmed may lack sincerity and continuity. When such a
programme loses its advertisement value, it may tend to become a publicity stunt
7. The Functional Theory
This is also called the Efficiency theory. According to this theory welfare work is
used as a means to secure, preserve and develop the efficiency and productivity of
labours. It is obvious that if an employer takes good care of his workers, they will
tend to become more efficient and will there by step up production. But all this will
depend on a healthy collaboration between union and management and their mutual
concern for the growth and development of the industry. Any higher production is of
benefit to both management and labour. The latter will get better wages and perhaps a
share in the profits. This theory is reflection of contemporary support for labour
welfare. It can work well if the parties have an identical aim in view, that is, higher
production through better welfare And this will ultimately encourage labour's
participation in welfare programmes
APPROACHES TO LABOUR WELFARE
The various approaches to labour welfare reflect the attitudes and benefits of the
agencies which are engaged in welfare activities. Welfare facilities may be provided
on religious philanthropic or some other grounds.
The different modes of approaches are as follows:
1. The policing theory of labour welfare.
2.The religion theory of labour welfare.
3. The philanthropic theory of labour welfare

4. The paternalistic theory of labour welfare
5. The placating theory of labour welfare.
6. The public relations theory of labour welfare.
7. The functional theory of labour welfare
8. The social theory of labour welfare
2.12 EMPLOYEE WELFARE IN INDIA
The Directive Principles of State Policy in our Constitution expresses the need for
labour welfare thus:
1) The State shall strive to promote the welfare of the people by securing and
protection as effectively as it may a social order in which justice, social, economic
and political, shall inform all the institutions of the national life.
2) The State shall, in particular, direct its policy towards securing that the citizens,
men and women equally have the right to an adequate means of livelihood
3) That the ownership and control material resources are so distributed as to sub serve
the common good
2.13 FEATURES OF LABOUR WELFARE MEASURES
1. Labour welfare includes various facilities, services and amenities provided to

workers for improving their health, efficiency, economic betterment and social status.
2. Welfare measures are in addition to regular wages and other economic benefits
available to workers due to legal provisions and collective bargaining
3. Labour welfare schemes are flexible and ever-changing. New welfare measures are
added to the existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, employees or

by any social or charitable agency
5. The purpose of labour welfare is to bring about the development of the whole
personality of the workers to make a better workforce.

2.14 IMPORTANT BENEFITS OF WELFARE MEASURES
1. They provide better physical and mental health to workers and thus promote a
healthy work environment
2. Facilities like housing schemes, medical benefits, and education and recreation
facilities for workers' families help in raising their standards of living. This make
workers to pay more attention towards work and thus increases their productivity
3. Employers get stable labour force by providing welfare facilities. Workers take
active interest in their jobs and work with a feeling of involvement and participation
4. Employee welfare measures increase the productivity of organization and promote

healthy industrial relations thereby maintaining industrial peace.
STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions
 Drinking water
 Facilities for sitting
 First aid appliances
 Latrines and Urinals
 Canteen facilities
 Spittoons
 Lighting
 Washing places

3.1 INDUSTRY PROFILE
The dairy industry plays an important role in the socio-economic development of

India. The word 'Dairy' was derived from the Middle English word, 'Dearie' meaning
female servant. The dairy industry in India is instrumental in providing cheap
nutritional food to the vast population of India and also generated huge employment
opportunities for people in the rural places. The department of Animal Husbandry
Dairying and Fisheries, which falls under the central Ministry of Agriculture, is
responsible for all the matters relating to dairy development in the country. This
department provides advices to the state government and Union Territories in
formulating programs and politics for dairy development. It also looks after all the
matters relating to production and preservation of livestock farms (Cattle and Sheep).
Milk and milk based industries plays a very important role in the world.
Internationalization remains a key focus for almost all of the world's leading dairy
farms. The entire world's largest dairy operate in more than one country and some of
them truly international with the activities in every part of the world. The availability
and distribution of milk and milk products, in the modern world is blend of the
centuries old knowledge of traditional milk products with the application of modern
science and technology. Dairy is a place where handling of milk and milk products is
done.
 HISTORY OF THE ORGANIZATION
Kerala Co-operative Milk Marketing Federation (KCMMF), popularly called
MILMA was established in April, 1980 with its Head Office at Thiruvananthapuram
for the successful implementation of the operation Flood (a dairy program launched in
1970 under the aegis of National Dairy Development Board). It was started under the
Indo-Swiss project. The project was launched in 1963 on the basis of bilateral
agreement executed between the Swiss Confederation and the Government of India.
The project has made great strides in the improvement of livestock farming in the
state. One of them is the development of Swiss Brown, a cross bread suited for the
state's conditions. It main motive was to implement the Operation Flood program
started by the National dairy Development Board (NDDB) in Kerala.
The project impact was so widespread that close to about 83% of the adult cattle of
the state got converted to the new breed "Sunandini". The Milk production increased

by over ten times and the per-capital availability of Milk increased by over 7 times
with over a million families dependent on milk production. The project has succeeded
in integrating better technology how the high productive, semi fed cows led to a
spontaneous decline in the total bovine population of India went through an upsurge.
This contributed immensely to environmental sustainability. By demonstrating a

growth model for productivity enhancement, the project not only impacted the million
small livestock holders in Kerala, but also millions outside the state.
The project demonstrated revolutionary institutional changes beginning with the Indo
Swiss project of Kerala, an autonomous institution under the Government of Kerala to
the Livestock Development and Milk Marketing Board and then to the present
autonomous company- the Kerala Livestock Development Board, with the formidable
dairy co-operative system under the Kerala Co-operative Milk Marketing Federation
(MILMA), under the guidance of its first managing director S.Nagarjunan IAS, spun
off as successful an independent entity. Kerala's Milk demand or consumption per day
is 10.90 lakhs liters, whereas total production in Kerala amounts to 7.8 lakhs liters per
day. Thus, Kerala imports round about 3 lakhs liters per day of milk from Karnataka,
Tamil Nadu and Maharashtra.
The name MILMA has been derived from the cumbersome predecessor, Kerala
Livestock Development Board and Milk Marketing Board (KLD & MMB).
KLD&MMB existed from 1976 to 1981. The name MILMA was coined at the official
level by Mr. S. Nagarajan IAS. The consumers had to purchase coupon booklets in
advance and exchange the coupons in exchange of milk. No mechanism existed
totally the sale of milk and the coupons received. Mr. Nagarajan bought about a
change in this system by making the consumer par for Milk at the time of purchase
instead of the coupon booklet system. Moreover at that time milk was being sold in
bottles and for the first time in India he introduced milk in 1/2 liter sachets. He had a
prototype machine for packaging milk in sachets installed in Thiruvananthapuram.
From the public sector he removed the sale of milk from MILMA. From 1981
onwards under advice of Dr. Varghese Kurian by forming o-operative societies Prayer
Gopalakrishnan and others were able to introduce MILMA to the whole of
Kerala.Thiruvananthapuram Regional Co-operative Milk Producers Union

(TRCMPU) was namely, Thiruvananthapuram, Alappuzha, Kollam and

Pathanamthitta as its area of Marketing Federation, formed for implementing of Il
project in 1980, in two namely, Employees perception at MILMA DAIRY registered
in 1985, as a Regional Milk Union with 4 Southern Districts of Kerala operation.
TREMPU was formed by dividing the area of operation of Kerala Milk ERCMPU
with 4 northern district under II area and TRCMPU.
It has successfully faced odds like excessive procurement in the initial stages and
consequent losses, stagnation of sales in early 1990's and of late shortage of milk and
related problems and consequent loss. With such diverse experience in the past and
the talent pool it has, it can face any adverse environmental problems successfully. In
1985, Union started operation from the old Thiruvananthapuram Dairy handed over
by KLD & MM Board which was selling milk in Thiruvananthapuram and Kollam
districts and having a capacity of 40,000 LDP. The first Dairy plant under OF II
project in TRCMPU area was commissioned at Kollam with a capacity of 60,000
LPD in 1986. Subsequently Chilling Plants with capacity of 10,000 LPD each were
set up at Munnar and Pathanamthitta. New Dairy Plant at Alappuzha with a capacity
of 60,000 LPD was commissioned in 1986, and new Dairy Plant with one lakh LPD
capacity was commissioned at Thiruvananthapuram in 1992. The Dairy plant at
Alappuzha was transferred to KCMMF in 1992 in order to facilitate operation of
Powder Plant set up at Alappuzha for handling surplus milk in the State. The entire
milk is collected through Bulk milk coolers. The dairy has a capacity to handle one
lakh LPD was commissioned in 1992. There was no other dairy selling milk in
Trivandrum district except in Chirayinkeezh Taluk. In 2009 the capacity of bulk
coolers is increased as 3 lakh liters per day. Kerala Co-operative Milk Marketing
Federation was established in 1980 with Head Office at Trivandrum. MILMA has
developed a long-term health perspective about the people of the state, who suffer
from life style diseases including diabetes and obesity, albeit economic prosperity. So,
MILMA has attuned its products to ensure balanced nutrition as well as reduced cost
of healthcare and also launched new beverages other than milk products. Founded on
the basis of the great democratic principle of the people, by the people and for the
people', the dominant concern of MILMA is to render true service to society while
ensuring that it does not insure losses. Trivandrum Dairy is the first organization to

 INTERNATIONAL SCENARIO
The international dairy federation, with its headquarters Brussels, was established in
1903 and consists of 32 member countries throughout the world. UNICEF has been
the motivating force for establishing a dairy industry in many under developed
countries. One of these is in India, where large modern processing plants have been
set up to process locally produced milk or to reconstitute milk from donated or
purchased milk fat and powder. Domestic milk production has increased in India and
a part of the pasteurized milk is provided free to children in the larger cities through
UNICEF.
The first co-operative artificial breeding association was organized in Denmark in
1936.There are now many such associations which helped the diary industries. After
1950s dairy industries faced a wide range of development throughout the world.
 NATIONAL SCENARIO
Indian dairy sector has come a long way from price independence era of acute milk
shortage and dependent on foreign aid in the form of milk powder to meet the
growing milk demand. As a result of this a dairy co-operative society was registered
in 1913 for meeting this problem. Later Kaira District milk supply union was formed
at Anand. It was an important land mark in the history of the co-operative dairy
sector. Inspired by the achievements of this institution, the Government of India
constituted a National Dairy Development Board in 1965.
 ANAND PATTERN
ANAND is a small village of farmers in Kaira District of Gujarat. ANAND Milk
Union Limited is a Co-operative Society formed by the farmers of Anand Village for
the purpose of distribution of milk. Now the world famous Anand Milk Union
Limited is popularly known as Amul.
The Anand Milk Union Limited has a three tier structure.
Village level Primary Co-operative Society called APCOS.
District Milk Producers Union.
State Level Milk Marketing Federation.

 NATIONAL DAIRY DEVELOPMENT BOARD

National Dairy Development Board was developed by the Government for the
purpose of organising, planning and executing the dairy development programmes in
the country. This board, with the help of government, got assistance valuing Rs.120
crores under flood programmes. Under this scheme financial assistance was provided
to various state governments and other agencies for implementing development
scheme.
 OPERATION FLOOD
Operation Flood is an important move in the history of dairy development in India.
Operating Flood was conceived and formulated by National Dairy Development
Board during the fourth plan. It aimed at establishing a broad base for acceleration
and development of the dairy industry sponsored by the European Economic
Community through world food programme. Operation Flood was conducted to meet
India's rapidly increasing need for milk and milks product, and making dairy industry
capable of viable and self-sustaining growth. The ideology followed by Operation
Flood was the remunerative linking of the rural milk production centre with the urban
demand centre so as to build up a viable dairy industry.
 STATE SCENARIO
Dairy co-operatives were also developed in Kerala as a part of operation flood. Dairy
co-operatives have a three tier structure in Kerala with primary milk supply society at
the base and milk supply union at the district level and a state level federation. This
co-operative society follows the Anand pattern of dairy development scheme. Apart
from the state federation two regional unions were also formed in our state.

3.2 COMPANY PROFILE
HISTORY OF MILMA
Milma is the brand name of Kerala cooperative milk marketing federation

Ltd(KCMMF),the apex cooperative of three-regional cooperative milk producers
union Viz Trivandrum Regional union, Ernakulam Regional union and Malabar
Regional union. KCMMF was setup in 1980 to implement the popular operation flood
project in Kerala state. The objective of Milma is to provide an assured market for the
milk produced by the rural milk producers and the same time provide whole some,
clean and nutritious milk and milk products to the consumers by fully eliminating the
middle men in the dairy sector, thereby providing maximum return to its farmers.
For the rural community of the country comprising of six lakh villages and lakhs of
dairy farmers, milk has become a commodity that has helped them to build a new life
and provide stable income. Milma believes in developing rural village community
which only helps to develop a strong nation. In its endeavor to meet the ever
increasing consumer demand MILMA strives to provide quality products at
competitive prices and at the same time ensures better remuneration to the dairy
farmers of the state.
Trivandrum Regional Milk Producers Union (TRCMPU) covers the southern most
districts of the state Viz Trivandrum, Kollam, Alappuzha and Pathanamthitta.
TRCMPU operates three modern diaries at
 Trivandrum
 Kollam
 Pathanamthitta
TRCMPU also undertakes milk procurement and distribution at Alappuzha district.
Over the years MILMA has developed a long term health perspective about the
people of the state, who suffer from lifestyle diseases including diabetes and obesity
.So, MILMA has attained its products to ensure balanced nutrition as well as reduced
cost of healthcare and also launched new beverages other than milk products.
Founded on the basis of the great democratic principle ‘of the people, by the people

and for the people. The dominant concern of MILMA is to render true service to
society while ensuring that it does not incur losses.
The name MILMA represents:
 2678 primary milk cooperative societies.
 8.31 lakhs farmer members.
 Three regional cooperative milk producers Union.
 13 diaries capable of handling 12 lakhs of milk per day.
 Fourteen milk chilling centres.
 Two cattle feed plants with cumulative capacity of 500Mt per day.
 One milk powder plant 10 MT per day capacity.
 A well established training center.
 5200 retail outlet.
 Over 32,000 people working either directly or indirectly for the functioning of
MILMA.
 Apart from these Milma serve millions of consumers day in and day out.
Vision
To constantly strive to provide valued consumers with the highest quality milk ,milk
products and other products with the best standards of service by our passionate and
focused work forces using state of the art technology ensuring sustained growth and
simultaneously ensuring dairy farmers delight by better realization of milk price and
offering needed service at his/her doorstep.
Mission
“Farmers prosperity through Customer Prosperity” is the mission of the company.

Objectives
 Channelize surplus milk from the rural areas to urban deficit areas to
maximize the returns to the producers and provide quality milk and milk
products to the consumers
 Carryout activities for promoting Production, Procurement, Processing and

Marketing of milk products for economic development of the farming
community.
 Build a viable dairy industry in the State.
 Provide constant market and stable price to dairy farmers.
NATURE OF BUSINESS
The MILMA is for the welfare of the farmers the primary share holders of the
organization are farmers. Since it is a Government organization MILMA mainly
focuses on the benefit of the farmers and the customer satisfaction .The motto of
cooperation is “of the people, by the people,for the people” “Milma is the foundation
of the “three tier system” followed by the organization .At the village level MILMA
have the Village Milk Cooperative Societies which have the local milk producers as
its members . The Cooperate Social Responsibility (CRS) of the company is that it
provide 2-3 lakh loan to workers and also provide emergency loans .There are many
welfare activities for the workers like scholarship for their children , provide,
subsidies, transportation and compensations. These Village Cooperatives unite at the
Regional Cooperative Milk Producers Unions .These unions are federated at the state
level to form State level to form State Federations namely Kerala Cooperative Milk
Marketing Federation (KCMMF
MAIN FEATURES OF MILMA
 Promote sale of milk and products outside the state and explore export market.
 Federation takes lead role in Brand Management,Brand Promotion,Market

Research and Market Intelligence.
 2678 primary milk cooperate societies now functioning.

 8.31 lakhs farmer members.
 Three regional Cooperative Milk Producer’s Union.
 Three diaries capable of handling 12 lakhs litres milk per day
 Ten Milk Chilling Centres
 Two Cattle Feed Plants with cumulative capacity of 600MT per day
 One Milk Powder Plant of 10MT per day capacity
 5,200 retail outlets
 Over 32,000 people working either directly or indirectly for the functioning of
MILMA
ASSOCIATES OF MILMA
1. NATIONAL DAIRY DEVELOPMENT BOARD (NDDB)
NDDB, under Dr.Varghese Kurien’s guidance setup KCMMF in 1980. Ever since
then ,there has been a very close cooperation between NDDB and the Federation.
NDDB are the originators of the Operations Flood Programme and have been our
funding agent for the operation flood projects in Kerala .
2. AMUL
The Dairy Cooperatives of Gujarat have been the inspiration for the development of
such a vast network of dairy cooperatives in kerala.Among the cooperatives in
Gujarat, the Kerala District Cooperative Milk Producer’s Unions (Amul) is the first in
this sector. Our Cooperatives are called “Anand Pattern Cooperative
Societies”following the illustrious lineage of “Amul”.
3. GOVERNMENT OF KERALA
The Phenomenal success of the dairy cooperatives in Kerala could not have been
achieved ,without the foundation of animal husbandary activities ,led by the Animal
Husbandary Department, Dairy Development Department and Kerala Livestock
Development Board, of the Government of Kerala.

3.3 STRUCTURE OF KCMMF
Structure of KCMMF
TRCMPU ERCMPU MRCMPU
Trivandrum Ernakulam Palakkad

Kollam Kottayam Calicut
Pathanamthitta Thrissur Kannur
SOCIETIES
FARMERS
TRCMPU
TRCMPU was registered in 1985, as a regional milk union with 4 southern districts of
Kerala namely Thiruvananthapuram, Kollam, Pathanamthitta and Alappuzha as its
area of operation. TRCMPU was formed by dividing the area of operation of Kerala
Milk Marketing Federation, formed for implementing Operation Flood phase II (OF
II) in 1980, in to two namely ERCMPU with 4 northern districts under OF II area and
TRCMPU.

The first dairy plant under OF II project in TRCMPU area was commissioned at
Kollam with a capacity of 60,000 LPD in 1986. Subsequently chilling plants with
capacity of 10,000 LPD each were set up at Mannar and Pathanamthitta. New dairy
plant with a capacity of 60,000 LPD was commissioned in 1989, and new Dairy plant
with a capacity of 100,000 LPD was commissioned at Thiruvananthapuram in 1992.
The dairy plant at Alappuzha was transferred to KCMMF in 1992 in order to facilitate
operation of power plant set up at Alappuzha for handling surplus milk in the state.
UNITS OF TRCMPU
1. THIRUVANANTHAPURAM DAIRY
Thiruvananthapuram dairy is located on the way to Kovalam 4 Km from the city. The
dairy with a capacity to handle 1 lakh LPD was commissioned in 1992. The Dairy is
selling milk inThiruvananthapuram District except ChirayinkeezhThaluk.
Thiruvananthapuram Dairy started to collect the entire milk through Bulk Milk
Coolers since November 2009. The capacity of the Dairy has been expanded to 2
Lakh litres per day by 2001 now it is proposed to expand the capacity to 3 Lakh litres
per day. In addition a separate block for manufacture of Products is proposed to be
constructed. Thiruvananthapuram is the first "ISO 2001" certified Dairy in the State
and all steps have been initiated to get HACCP for Thiruvananthapuram Dairy.
• No. of Employees - 287

• No. of societies pouring - 340
• No of agents selling milk - 2100
• Average procurement - 100,000 LPD
• Average milk sale - 2.10,000 LPD
2. KOLLAM DAIRY
The Dairy was commissioned in 1986 with a capacity to handle 60,000 litres per day
and subsequently expanded to handle 1 lakh litres per day. Quantity processed and
supplied to Pathanamthitta unit-45000 LPD. At present 18,000 litres milk is collected
through Bulk Milk Coolers and the remaining quantity in Cans.

• No of employees - 161
• No of Societies - 336
• No. of agencies - 1080
• Average milk collection - 50,000 LPD
• Average milk sale - 120,000 LPD
3. ALAPPUZHA DAIRY
In Alappuzha district, dairy constructed under Of II with a capacity of 60,000 LPD

was later expanded to 1 lakh LPD. Milk procurement and marketing activities are
carried out by union. There is also a chilling plant with 30,000 litres capacity in
district.
4. PATHANAMTHITTA DAIRY
The Pathanamthitta milma dairy is constructed in an area of 10 acres of land at

Mammodu near Adoor, Pathanamthitta district at a total cost 14 crores. The new
Milma Dairy having a capacity of 60,000 LPD was commissioned by the end of 2009.
Earlier there was a 30,000 litres chilling plant at Kumpazha in Pathanamthitta which
was started in 2001. That facility was decommissioned when the new dairy plant was
commissioned. Now the entire milk in the district is being collected through Bulk
Milk Coolers.
There are basically 3 types of milk produced by Milma they are double toned milk
(less fat), toned milk (medium fat) and jersey milk (maximum fat). In Pathanamthitta
dairy only toned and double toned are produced and other products like ghee, curd,
sambharam, lassi, paneer and peda are produced here. Other Milma products like ice-
cream, sip up,butter, mango drink, milk powder etc are marketing here through the
‘Milma Shoppe'.

DETAILS ABOUT PATHANAMTHITTA DAIRY
Name of the company: Thiruvananthapuram Regional Co-operative Milk Producer's
Union Ltd, Pathanamthitta.
Place : Mammodu, Pathanamthitta (district), Kerala
Date of registration : 31-05-1985
Registration No. : T-177 (D) APCOS
Nature of organization: Co-operative
• Industry category : Manufacturing
Main products : Milk, milma plus, Lassi, Ghee, Peda, Curd, Sambaram, cup curd,
paneer and other milk products
Power used : Electricity from KSEB
No. of employee : 115
• Permanent: 69
• Temporary: 46
• TIN No.: 32030474207
• CST no.: 32030474207 C
• Primary Milk Co-operative society = 157
3.4 PRODUCT PROFILE
PRODUCT AVAILABLE IN MARKET
1. MILMA PASTEURIZED MILK
Toned Milk and Double toned Milk are the two types of pasteurized milk from
Milma.

• Homogenized Toned Milk
Toned milk is considered as common milk, which contains 3% Fat and 8.5%SNF
(Solid Not Fat). Since the milk is homogenized, whitening capacity is more and less
amount of milk will be sufficient for whitening tea/coffee.This milk mainly focuses
on domestic consumers and is available in 500 ml in blue coloured packet. Milma
gives 4% of commission for the sale of the each packet of the milk to the dealers.
 Double Toned Milk
Double toned milk contains high fat content of about 1.5% Fat and 9.0% SNF. Double
toned milk is also homogenised. Hence fat will not settle at the top. Both the above
milk can be stored for 2 days under cool condition below 7 degree Celsius.
2. SAMBHARAM
Sambharam (Butter milk) which is having 4.5% total solids is a favourite beverage in
Kerala. Milma Sambharam is the only product of its kind in the market and it is very
popular throughout the State. It comes in 200 ml cup. It is a seasonal product, mainly
for summer season.

3. CURD
It is fermented product prepared from pasteurized skim milk using curd culture from
National Dairy Institute (NDRI).Milma curd contains 0.5% fat and 9.0% SNF. It is
delicious, tasty, and free of cholesterol which makes it ideal for curries.
4. GHEE
Milma Ghee Contains 99.7 % milk fat and is manufactured by melting fresh
cream.Natural aroma and flavour of ghee is retained since it is produced directly from
fresh cream instead of going in for melting stored butter. No artificial colours or
flavours are added in Milma ghee.Ghee is the only exporting products of Milma.
5. PEDA
An indigenous milk product manufactured by evaporating water content from

wholesome cow's milk and sweetened with cane sugar. No colour or
preservatives are added. It is nutritious and delicious sweet bite for children.

6. PANEER
Paneer also called chenna is a milk product made by coagulating boiled hot whole
milk with citric or lactic acid and subsequent drainage of whey.It is fresh source milk
protein and has good flavour and smooth texture.
7. STERILIZED TONNED MILK (MILMA PLUS)
It is available in various flavours. This product is one of the new product that was
producing in milma dairy plant.
8. LASSI
Lassi is also available in various flavours like pineapple.mango.

OTHER PRODUCTS FROM MILMA
1. MILMA SIP UP
Hygienically prepared product preferred by school children. It is made from

pasteurized milk added with sugar and available in different flavours
2. ICECREAM
Ice cream is made from dairy fresh cream using the state of the art of technology and
comes in a variety of flavours like vanilla, pineapple , strawberry, mango etc.
3. MILMA INSTANT DAIRY WHITNER
Milma dairy whitener is widely used to prepare tea/ coffee, delicious curd and is
available in 200gm and 500gm packing.
4. PALADA MIX
Readymade payasam mix ideal for making delicious payasam. Milma palada mix is
available in 200gm packing.

5. MANGO DRINK
Manufactured using UHT technology, milma mango is available in 200 ml tetra pack
as well as 250 ml, 500ml, 1ltr per bottles.
6. PACKAGED DRINKING WATER
Targeting the communities, milma drinking water is available in 1ltr packing.
7. MILMA BUTTER
With its natural golden colour, milma butter is available in 100g, 200g and 500g
insalted and unsalted packs.
8. MILMA CHOCOLATES
Available in different variants as per the consumer preference milky beasts is the milk
based chocolate, while choco beats is chocolate bar. Milma crispy is choco mass
coated with wafer biscuit, and the popular milma eclairs.

9. ICE CANDY
Water based candy lolly hygienically made using pasteurized water and safe to
consume.
10. MILMA FLAVOURED BAR
Available in mango, orange, pineapple, strawberry, green apple flavours. Made from
fruit pulp and permitted flavours.
11. YOGHURT
A fermented milk product .plain as well as flavoured milma yoghurt is available in

125 g packing. Rich source of lactobacillus bacteria.
12. BIRIYANI GHEE
Made from cream using a different process due to which taste and aroma increases, no
artificial flavour added.
13. GULAB JAMUN
Gulab jamun is a desiccated milk product manufactured by mixing cocoa, maida and
skimmed milk powder, converting the mix into balls and then by frying the balls in
ghee. The fried balls when soaked in sugar syrup turn into delicious gulab jamun,
which is then packed in sterilized tins.

3.5 DEPARTMENT PROFILE
DEPARTMENTATION
Organization chart is the vital tool for providing information about organizational
relationship. The organizational chart show only formal relationship. The informal
relationship are mostly transitory and flexible, so they are not depicted on the chart.
Moreover, it depicts formal relationship only at a given point of time. Milma consist
of 7 department they are;
 Human Resource Department

 Account & Finance Department
 Production Department
 Marketing Department
 Maintenance & Engineering Department
 Purchase & sales Department
1. HUMAN RESOURCE DEVOLOPMENT DEPARTMENT
HR Department is the fundamental and basic of management in an organization which

coordinates all other factors of production and marketing. The department is head by
manager. He is assisted by Asst. Personnel Officer, Junior Superintended and his
Asst.with Stenographer, Typist and Office Attender.
FUNCTIONS
 Deals with all the matters of employees

 Recruiting
 Selecting
 Test and interview
 Training
 Performance appraisal
 Grievance redressal

ROLES AND RESPONSIBILITIES
Assistant Manager
i) Total administration of discipline in the firm
ii) Communicating between manager and employees
ii) Solving the problems regarding employees
iv) Takes precautionary measures to avoid unrest in the firm
Assistant Personal Officer
i) Assist the assistant HR manager
Junior superintendent
i) Deals with salary matters
ii) Deals with welfare of the employees
Senior Assistant
i) Deals with matters regarding transfer payment etc
ii) Service matter
Junior Assistant
i) Deals with the primary stages of grievance redressal
Typist
i) Does job related to typist the office matters of the firm
2. FINANCE AND ACCOUNTS DEPARTMENT
The accounting system is the union of Double Entry System ie, for every credit there
is a debit. All the transactions are computerized. Trial Balance and Profit and Loss
account is prepared monthly, and then balance sheets are prepared.
FUNCTIONS
 Collection of cash in advance from agent's sale of products and proper

recording of the same.

 Timely recording of cash receipts, cash payments, bank transactions and

proper maintenance of cash books and bank books.
 Ensure availability of working capital and effective management of available
Funds timely collection dues from debtors and ensure payment to creditors in
time.
3. PRODUCTION PROCESS
The production manager heads the production department. He is assisted by the

assistant manager, technical officer and superintendent with operators and attenders at
the lower level. Employees work with three shifts. Production, packing and storage of
milk are carried out at in this department
OBJECTIVES
 Execute, coordinate, organize and monitor the production activities.

 Increase the outputs as far as possible,
 Decrease the cost of production and wastage,
 Ensure process control and quality of products manufactured
RESPONSIBILITIES
i) To produce the required quantity of milk in time for delivery
ii) Resources are disposed in the best possible manner
iii) To select the most efficient and economical method to perform the operation
iv) To manufacture the good of desired specification
PROCESSING OF MILK
Processing of milk include 4 steps
i) Reception of milk
ii) Chilling
iii) Processing Milk Pasteurization
iv) Packing storage

4. MARKETING DEPARTMENT
The top post in marketing department is the Marketing Manager. Under him is the
Asst. Marketing Manager, Marketing Officer, under him the various Assistants
Marketing Department is mainly concerned with the selling of milk and its products.
Selling actually involves tackling of a number of problems such as advertising, facing
competition, creating demand for few products, conducting market research and
supplying goods at the right time and at the right place.
FUNCTIONS
 Sales of milk and other milk products

 Distribution of the products
 Finding the potential markets
 Doing promotional activities
5. MAINTENANCE AND ENGINEERING DEPARTMENT
Maintenance department is concerned with maintenance of the various plants. Both

periodical maintenance is carried out and provide spares and tools to techniques. The
various plants are:
i) Boiler Room: it is used for pasteurization, cans wash unit, tray washing and ghee
melting
ii) Emuent Treatment Plant: It processes the waste of the dairy. Waste includes waste
water, milk, chemicals involving acids and alkalis through a series of processes steps
the waste is predicted by the agitation of the waste water
iii) Refrigeration: The refrigerator unit mainly consists of a compressor, a condenser,
refrigerant control device and the evaporator.
iv) Electricity Substation: It is used when there is no electricity supply.
6. PURCHASE AND SALES DEPARTMENT
Stores activities are being going on for all the 365 days. To prepare viz Quotation
Tabulation Statements, Good received notes of receiving items, Posting of issue of
materials to various activities: Periodical stock statement of materials. The periodicals
stock of at least the critical items vez, packing materials, consumables, chemicals and
spores eto, fixing & periodical re-fixing of safety stocks &recorder level of each
items.

1. Table 4.1 Shows the age of the employees in the company
Table 4.1 – Age wise classification
Criteria No. of respondents Percentage
21-30 15 30
31-40 28 56
41-50 4 8
Above 50 3 6
Total 50 100
Interpretation
The above table shows that 30% of respondents are under the age group 21-30 years,
56% are under the age group 31-40 years, 8% of respondents are under the age group
41-50 years and 6% of respondents are under the age group above 50 years.
Figure 4.1 – Age wise classification
Age wise classification
6
8
30 21-30
31-40
41-50
Above 50
56

2. Table 4.2 Shows the Gender wise classification of employees in the

company
Table 4.2 – Gender wise classification
Male 20 40
Female 30 60
Total 50 100
Interpretation
The above table shows that 60% of employees working in the company are female
and 40% of employees working in the company are male.
Figure 4.2 – Gender wise classification
Gender wise classification
Male
40 Female
60

3. Table 4.3 Shows the monthly income of employees in the organization
Table 4.3 – Income wise classification
5000-10000 5 10
10000-15000 6 12
15000-20000 8 16
Above 20000 31 62
Total 50 100
Interpretation
The above table shows that 62% of employees have the income of above 20000, 16%
of employees have the income between 15000-20000, 12% of employees are in
10000-15000 and 10% of employees have 5000-10000 as income.
Figure 4.3 – Income wise classification
Income wise classification
10
5000-10000
12
10000-15000
15000-20000
16
Above 20000
62

4. Table 4.4 Shows the number of years the employees working in the
organization
Table 4.3 – Years of experience
1-5 23 46
5-10 12 24
10-15 7 14
Above 15 8 16
Total 50 100
Interpretation
The above table shows that 46% of employees having working experience of 1-5
years, 24% of employees have 5-10 years of work experience. 16% of employees
have above 15 years of work experience and 14% of employees work experience of
10-15 years.
Figure 4.4 – Years of experience
Years of Experience
10
1-5
12
5-10
10-15
16 Above 15
62

5. Table 4.5 Shows the regular safety audit
Table 4.5 - Regular safety audit
Opinion No. of respondents Percentage
Yes 40 80
No 10 20
Total 50 100
Interpretation
The above table shows that 80% of respondents agree that the regular safety audit are
done at proper time and 20% of respondents disagree that the regular safety audit are
not done at proper time.
Figure 4.5 – Regular safety audit
Regular safety audit
20
Yes
No
80

6. Table 4.6 Shows the regular increment
Table 4.6 - Regular increment
Yes 30 60
No 20 40
Total 50 100
Interpretation
The above table shows that 60% of respondents agree that they are getting regular
increment & 40% of respondents disagree of getting regular increment.
Figure 4.6 – Regular increment
Regular increment
40
Yes
No
60

7. Table 4.7 Shows the safety measures provided by the company
Table 4.7 - Safety Measures
Yes 35 70
No 15 30
Total 50 100
Interpretation
The above table shows that 70% of respondents agree that the company provide safety
measures and 30% respondents disagree of getting safety measures.
Figure 4.7 – Safety measures
Safety Measures
30
Yes
No
70

8. Table 4.8 Shows the satisfaction of working environment
Table 4.8- Satisfaction of working environment
Yes 30 60
No 20 40
Total 50 100
Interpretation
The above table shows that 60% of respondents agree that they are satisfied with the
working environment and 40% of respondents disagree of getting proper working
environment.
Figure 4.8 – Satisfaction of working environment
Satisfaction of working environment
40
Yes
No
60

9. Table 4.9 Shows the accommodation facilities provided by the company
Table 4.9- Accommodation facilities provided by the company
Yes 40 80
No 10 20
Total 50 100
Interpretation
The above table shows that 80% of respondents agree with the accommodation
facility and 20% disagree with the management with the accommodation facility.
Figure 4.9 – Accommodation facility
Accommodation facilities
20
Yes
No
80

10. Table 4.10 Shows the Pay over time allowances
Table 4.10 - Pay over time allowances
Yes 30 60
No 20 40
Total 50 100
Interpretation
The above table shows that 60% of the employees agree to the pay over time
allowances and 40% disagree with the pay over time allowances.
Figure 4.10 – Pay Over time allowance
Pay Over time allowance
40
Yes
No
60

11. Table 4.11 Shows the safety equipments provided by the company
Table 4.11 - Safety Equipments
Strongly Agree 25 50
Agree 10 20
Neutral 6 12
Disagree 5 10
Strongly Disagree 4 8
Total 50 100
Interpretation
The above table shows that 50% of respondents strongly agree, 20% of respondents
agree, 12% of respondents agree in neutral, 10% of respondents disagree and 8% of
respondents strongly disagree to the safety equipments provided by the company.
Figure 4.11 – Safety equipments
Safety Equipments
8
10 Strongly Agree
Agree
12 50 Neutral
Disagree
Strongly Disagree
20

12. Table 4.12 Shows the satisfaction of Restrooms and cafeteria facility
Table 4.12 - Satisfaction of Restrooms and cafeteria facility
Opinion No. of Respondents Percentage
Satisfied 4 8
Highly Satisfied 30 60
Neutral 10 20
Dissatisfied 3 6
Highly Dissatisfied 3 6
Total 50 100
Interpretation
The above table shows that 8% of respondents are satisfied, 60% of respondents are
highly satisfied, 20% of respondents agree in neutral, both 6% of respondents are
Dissatisfied and Highly Dissatisfied.
Figure 4.12 – Satisfaction of restroom and cafeteria facility
Satisfaction of Restrooms and cafeteria

facility
6 8
6
Satisfied
20 Highly Satisfied
Neutral
Dissatisfied
60
Highly Dissatisfied

13. Table 4.13 Shows the Sitting arrangement within the plant premises
Table 4.13 - Sitting arrangement within the plant premises
Excellent 25 50
Above average 15 30
Average 3 6
Below average 2 4
Very poor 5 10
Total 50 100
Interpretation
The above table shows that 50% of respondents have the opinion that sitting
arrangement is excellent, 30% of respondents have the opinion that sitting
arrangement is above average, 6% of respondents have the opinion that sitting
arrangement is below average, 4% of respondents have the opinion that sitting
arrangement is very poor.
Figure 4.13 – Sitting arrangement
Sitting Arrangement
4
10
Excellent
6 Above average
50 Average
Below average
30
Very poor

14. Table 4.14 Shows the grievance regarding food and other facilities
Table 4.14 - Grievance regarding food and other facilities
Agree 18 36
Neutral 4 8
Disagree 4 8
Total 50 100
Interpretation
The above table shows that 40% of respondents strongly agree to the food and other
facilities provided by the company. 36% of respondents agree to the food and other
facilities provided by the company, the other three opinions are equally occupied by
neutral, disagree and strongly disagree.
Figure 4.14 – Food and other facility
Food and other facilities
8
8
Strongly Agree
40 Agree
Neutral
Disagree
36

15. Table 4.15 Shows the opinion about washing facilities
Table 4.15 - Opinion about washing facilities
Satisfied 5 10
Neutral 5 10
Dissatisfied 5 10
Total 50 100
Interpretation
The above table shows that 60% of respondents are highly satisfied, remaining 40%
of respondents are satisfied, neutral, dissatisfied and highly dissatisfied equally.
Figure 4.15 – Washing facilities
Washing facilities
10
10 Highly Satisfied
Satisfied
10 Neutral
60 Dissatisfied
10 Highly Dissatisfied

16. Table 4.16 Shows the opinion about the Medical facilities and Services
Table 4.16 - Medical facilities and Services
Excellent 20 40
Above average 10 20
Average 10 20
Below average 5 10
Very poor 5 10
Total 50 100
Interpretation
The above table shows that 40% of the respondents have the opinion that the company
provides excellent medical facilities, 40% have the opinion that the company provides
above average and average medical facilities and the rest 20% equally occupied by
below average and very poor..
Figure 4.16 – Medical Facilities and Services
Medical facilities and Services

10
10 Excellent
40 Above average
Average
20 Below average
Very poor
20

17. Table 4.17 Shows about the adequate toilet facilities
Table 4.17 - Adequate toilet facilities
Yes 30 60
No 20 40
Total 50 100
Interpretation
The above table shows that 60% of the respondents agree that the company provides
adequate toilet facilities and the remaining 40% does not agree.
Figure 4.17 – Toilet facility
Toilet Facility
40
Yes
No
60

18. Table 4.18 Shows the health and accident benefits
Table 4.18 - Health and Accident benefits
Agree 10 20
Neutral 5 10
Disagree 5 10
Total 50 100
Interpretation
The above table shows that 50% respondents strongly agree to the health and accident
benefits provided by the company, 20% of respondents agree, and the rest of 30%
respondents agree in neutral, disagree and strongly disagree equally.
Figure 4.18 – Health & Accident benefit
Health & Accident benefit
10
Strongly Agree
10
Agree
10 50 Neutral
Disagree
20 Strongly Disagree

19. Table 4.19 Shows the satisfaction of work timing
Table 4.19 - Satisfaction of work timings
Yes 35 70
No 15 30
Total 50 100
Interpretation
The above table shows that 70% of respondents are satisfied with the work timings
and the remaining 30% of respondents are not satisfied with the work timings.
Figure 4.19 – Work timing satisfaction
Work timing satisfation
30
Yes
No
70

20. Table 4.20 Shows the dedication of the employees
Table 4.20 - Dedication of Employees
Completely 35 70
Not completely 10 20
Moderately 2 4
Neutral 2 4
Rarely 1 2
Total 50 100
Interpretation
The above table shows that 70% of the respondents are completely dedicated to the
work, 20% of workers are not completely dedicated to their work and 8% of
respondents are moderately and neutrally dedicated and the rest 2% are rarely
dedicated.
Figure 4.20 – Dedication of employees
Dedication of Employees
4 4
Completely
20
Not completely
Moderately
70 Neutral

21. Table 4.21 Shows the companies attention to individuals problem
Table 4.21 - Attention to individual’s problem
Strongly Agree 5 10
Agree 40 80
Neutral 2 4
Disagree 1 2
Total 50 100
Interpretation
agree, 4% of respondents in neutral, 2% of respondents disagree and 4% respondents
strongly disagree that the company provides close attention to individual problems.
Figure 4.21 – Attention to individual problems
Attention to Individual problems

4 2 10
Strongly Agree
Agree
Neutral
Disagree
80

22. Table 4.22 Show the allowances paid to the employees
Table 4.22 - Allowances paid to the employees
Agree 25 50
Neutral 8 16
Disagree 2 4
Total 50 100
Interpretation
agree, 16% of respondents in neutral, 4% respondents disagree and 10% of
respondents strongly disagree to the allowances paid by the company.
Figure 4.22 – Allowance to employees
Allowance to employees
10
4 20
Strongly Agree
16 Agree
Neutral
Disagree
Strongly Disagree
50

23. Table 4.23 Shows the working environment of the company
Table 4.23 - Working environment of the company
Satisfied 10 20
Neutral 5 10
Dissatisfied 6 12
Total 50 100
Interpretation
The above table shows that 50% of respondents are highly satisfied with the working
environment of the company. 20% of respondents are satisfied, 10% of respondents in
neutral, 12% of respondents are dissatisfied and 8% of respondents are highly
dissatisfied by the working environment of the company.
Figure 4.23 – Working environment
Working Environment
8
12
Highly Satisfied
Satisfied
10 50
Neutral
Dissatisfied
Highly Dissatisfied
20

24. Table 4.24 Shows the leave policy of the organization
Table 4.24 - Leave policy of the organization
Satisfied 5 10
Neutral 4 8
Dissatisfied 6 12
Total 50 100
Interpretation
The above shows that 50% of respondents are highly satisfied with the leave policy of
the company. 10% of respondents are satisfied, 8% of respondents in neutral, 12% of
respondents are dissatisfied and 10% of respondents are highly dissatisfied by the
leave policy of the company.
Figure 4.24 – Leave policy
Leave Policy
20
Highly Satisfied
Satisfied
50 Neutral
12
Dissatisfied
Highly Dissatisfied
8
10

5.1 FINDINGS
1. Majority of the employees working in MILMA diaries are come under the age
group of 31-40 years
2. Most of the employees working in MILMA diaries are female
3. Majority of the employees have the monthly income above 20000
4. Majority of the employees have the work experience between 1-5 years
5. Majority of the employees agree that the organisation provide regular safety
audit.
6. Most of the employees agree that they are getting regular increments.
7. Majority of the employees agree that the company provide the best safety
measures.
8. Maximum number of employees are satisfied with the working environment
that the organisation provides.
9. Majority of the employees are well satisfied with the accommodation facility.
10. Often employees are paid for over time .
11. Workers are satisfied with the safety equipments provided by the company.
12. Majority of the workers are very well satisfied with the restrooms and
cafeteria facilities by the organization.
13. Workers are very much satisfied with the sitting arrangements at plant premises.
14. Majority of the employees are often happy with the grievances regarding the
food and other facilities.
15. Most of the employees are satisfied with the washing facilities in the
organisation.
16. The Emergency medical facility of the organisation is very much satisfactory
for the employees.
17. The toilet facilities in the company is much satisfied.
18. Insurance and audit benefits are very well benefited.
19. Employees under the organisation are mostly happy with the work timings.
20. Dedication of the workers are very well seen.
21. The handling of the problem is properly supervised.
22. Employees are benefitted by the allowances to a large extent.
23. Majority of the employees are well satisfied with the working environment of the
company.
24. Workers are very much benefitted by the leave policy provided by the
organisation.

5.2 CONCLUSION
Labour welfare is anything done for the comfort and improvement of labour The
study on "Labour Welfare and Safety Measures" was conducted at MIIMA Dairies,
Ambalathara, TVM. The research was an analytical study of labour welfare facilities
provided by the company to the labours. This study reveals employees opinion
towards labour welfare offered by MIMA, to measure the complete welfare facilities
provided by the company. It revel that adequate level of awareness found among
labours. There are many dimensions to measure the welfare facilities in MILMA such
as working conditions, salary management, employee relationship, superior
subordinate relationship.The final outcome of this exhibit employees are more
satisfied with their jobs and some extend aware of labour welfare facilities offered by
the organization. From this study, it is serving that MILMA is a great company with
rich working employees.From this study, it come to know that majority of the labours
are satisfied with their present working conditions. Salary provided to them is good as
compared similar industries. The company had provided accurate welfare measures to
the employees. A successful human resource management contributes a powerful
labour welfare and smooth industries relations. The employees agreed that they are
provided with good guidance.

5.3 SUGGESTIONS
• It is suggested that the organization had to take some initiatives to improve the level
of awareness of labour welfare schemes offered by the organization.
• The company should introduce more policy for health insurance and should give
effective recreational facilities.
• The company should provide much more health and accident benefits so that the
employees can work without fear.
• Efficient training should be provide to the employees for handling emergency

situations.
• Company should try to provide adequate leave policies for the employees that
improve their morale.
• Company should try to provide adequate retirement benefits to the employees that
will helps to increase the employee's loyalty.
• Meet regularly with your staff and discuss health and safety issues.
• Regularly check all equipments and tools to ensure that they are well maintained and
safe to use.
• Encourage the employees to share their ideas and thoughts on how to improve safety
in the workplace.

BIBLIOGRAGHY
BOOKS
 L.R Potti, Research Methodology, 1998
 S.S Khanna, Organizational Behavior, 2001
 Shashi K Gupta & Rosy Joshi, Human Resource Management
 Amandeep Kaur, Industrial Relations
 Aswathappa, Human Resource Management
 Srivastava, Study of Labour Welfare and Social Security in the Industrial

undertakings of Rai Barelli District
 Kothari C. R, Research Methodology
WEBSITES
 www.milma.com
 www.findarticles.com
 www.wikipedia.com
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ANNEXURE
A STUDY ON LABOUR WELFARE AND SAFETY MEASURES AT MILMA

DAIRIES TRIVANDRUM
QUESTIONNAIRE
(Please be kind to fill in the following questionnaire regarding our BBA 6 th Semester
Curriculum. We are required to submit a project. The questionnaire aims to collect
data on our topic)
GENERAL INFORMATION
Name : ………………………………………………
Age : 21-30 Years 31-40 Years
41-50 Years Above 50
Gender :M F
Monthly Income : Rs 5000-10000 Rs 10000-15000
Rs 15000-20000 Rs Above 20000
Years of experience : 1-5 Years 5-10 Years
10-15 Years Above 15 Years
Specific Information
1. Does your organization have conducted regular safety audit?
a) Yes b) No
2. Do you get regular increments?
a) Yes b) No
3. Does the company take safety measures for employees.
a) Yes b) No
4. Are you satisfied with the working environment?

a) Yes b) No

5. Does the management provide any accommodation facility?
a) Yes b) No
6. Does a company provide over time allowances?
a) Yes b) No
7. Are the workers satisfied with safety shoes and helmet provided by the company?
a) Strongly agree b) Agree
c) Disagree d) Neutral
e) Strongly disagree
8. How do you rate the working hours of the organisation?
a) Satisfied b) Highly satisfied
c) Neutral d) Dissatisfied
e) Highly Dissatisfied
9. Are the sitting arrangements within the plant premises is satisfactory?
a) Excellent b) Above average
c) Average d) Below average
e)Very poor
10. How often you come across grievances regarding food and other facilities?
11. Opinion about the washing facilities in the work place?
a) Highly satisfied b) Satisfy

12. The medical facilities provide good services to the employees during emergencies?
e)Very poor
13. Does the organisation offers an adequate number of toilets?
a) Yes b) No
14. The management provides health insurance and accident benefits to the employees?
15. Are you satisfied with the work timings?
a) Yes b) No
16. How dedicated are you to your work?
a) Completely b) Not completely
c) Moderately d) Neutrally
e) Rarely
17. How well the supervisors handle the workers problem in routine?
e)Very poor
18. What are the allowances paid by your company?

19. How are the working environment ?
20) How do you rate leave policy of the organisation?

MILMAaa Internship

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MILMAaa Internship

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A STUDY ON LABOUR WELFARE AND SAFETY

MEASURES AT MILMA DAIRY, THIRUVANANTHAPURAM

A project submitted in partial fulfilment of the requirements for

the award of the Degree of

BACHELOR OF BUSINESS ADMINISTRATION

ABIYA SURESH (19518806003)

ASHLIN MARY JOSE (19518806009)

AYANA JOSE (19518806010)

JINCY MOL. J (19518806016)

Under the Guidance of

Ms. SOJA MARIAM SUNNY

DEPARTMENT OF BUSINESS ADMINISTRATION

Ms. Soja Mariam Sunny Ms. Lekshmi S

Valued with Reg. No ____________________ of March/April_______________

ABIYA SURESH (19518806003)

ASHLIN MARY JOSE (19518806009)

AYANA JOSE (19518806010)

JINCY MOL. J (19518806016)

ABIYA SURESH (19518806003)

ASHLIN MARY JOSE (19518806009)

AYANA JOSE (19518806010)

JINCY MOL. J (19518806016)

SL. NO TITLES PAGE. NO

3 INDUSTRY AND COMPANY PROFILE

4 DATA ANALYSIS AND INTERPRETATION 45-68

5 CONCLUSION, FINDINGS & SUGGESTION 69-71

4.1 Age wise classification 45

4.1 Age wise classification 45

Mar Thoma College of Science & Technology, Ayur Page 1

LABOUR WELFARE: it means the voluntary efforts made by the employer to

1.2 .LITERATURE REVIEW

Mar Thoma College of Science & Technology, Ayur Page 2

Sabarirajan, Meharajan.T (2001)analyzed the study on employees’ welfare in

Mar Thoma College of Science & Technology, Ayur Page 3

Rumchev, Abdullah,Spickett &Dhaliwal (2007) study on organizational factors on

Tiwari .U (2014)the basic propose of employee welfare is to enrich the life of

Mar Thoma College of Science & Technology, Ayur Page 4

1.3. STATEMENT OF THE PROBLEM

The success of any business is directly affected by the performance of the

1.4. NEED AND SIGNIFICANCE OF THE STUDY

Mar Thoma College of Science & Technology, Ayur Page 5

1.5. SCOPE OF THE STUDY

The survey is conducted on the employees of MILMA dairy, Ambalathara. Survey on

1.6. OBJECTIVES OF THE STUDY

2. To find out the employee satisfaction level

3. To study the main factor that affect the welfare facility

5. To give an overview of labour welfare measures provided in MILMA Dairy

1.7. RESEARCH METHODOLOGY

Research methodology is a systematic way to solve research problem, it may be

Mar Thoma College of Science & Technology, Ayur Page 6

 DATA COLLECTION METHOD

 TOOL FOR DATA ANALYSIS

 PERIOD OF THE STUDY

The study has been done during the period of 21 days

Mar Thoma College of Science & Technology, Ayur Page 7

1.8. LIMITATIONS OF THE STUDY

1. Time was a major constraint.

3. The data may not be true, because of personnel bias.

4. The results depends on answers received from the respondents.

in the collection of data from them.

Mar Thoma College of Science & Technology, Ayur Page 8

2.2 TYPES OF ACCIDENTS

Valued with Reg. No ______ of March/April_