A study on

QUALITY OF WORK LIFEBALANCE

With reference to

ANDHRA PRADESH PAPER MILLS, KADIYAM

A Project Report
Submitted to the Department of Commerce and Management Studies
Adikavinannayauniversity,Rajamahendravaram
In Partial fulfillment for the award of the degree of

BACHELOR OF BUSINESS ADMINISTRATION

By

TATAVARTHY VEERA SRI HARI

B.B.A (Final)
Regd. No. 190808300051

Under the Esteemed Guidance of

Sri K. RAJUM.B.A

DEPARTMENT OF COMMERCE AND MANAGEMENT STUDIES

ADITYA DEGREE COLLEGE
RAJAHMUNDRY – 533101
(2019-2022)
 DEPARTMENT OF COMMERCE & MANAGEMENT

ADITYA DEGREE COLLEGE

(Affiliated to AdikaviNanaya University)

RAJAHMUNDRY

(B.B.A PROGRAMME)
CERTIFICATE
This is to certify that this project work entitled A STUDY ON
OUALITY OF WORK LIFE with reference to ANDHRA PRADESH PAPER
MILLS , Kadiyam is a bonafide work of T.V.SRI HARI submitted in partial
fulfillment of the requirement for the award of the Degree of Bachelor of
Business Administration by Adikavinannaya university rajamahendravaram.

PROJECT GUIDE HEAD OF THE DEPARTMENT

K.RAJU K.V. SRI RAM
 DECLARATION

I hereby declare that the Project work entitled “A STUDY ON

QUALITY OF WORK LIFE with reference to ANDHRA PRADESH

PAPER MILLS, Kadiyam” submitted by me to the department of Commerce &

Management Studies, ADITYA DEGREE COLLEGE, Rajahmundry is of my

own and has not been submitted to University or published any time before.

PLACE:
DATE

(T.V. SRIHARI)
 ACKNOWLEDGEMENT

I feel it is my duty and honor to acknowledge all those who have extended their
guidance and warm support in completing my project work.

Firstly, it is my privilege to thank Sri N. SESHA REDDY, Chairman, Aditya

Group of Educational Institutions for providing state-of-the-art facilities, experienced
and talented faculty members.

I earnestly convey my thanks to our Director, Sri S.P. GANGI REDDY, for
making me use all the technical facilities in the college.

Secondly, I thank to Sri CH. PHANI KUMAR, Principal, Aditya Degree College
for his continuous support and encouragement in my endeavor.

I also thank Sri K.V. SRI RAM, Head of the Department, Dept. of Commerce &
Management, Aditya Degree College for the support rendered by him.

I express my deep sense of gratitude to Sri. K.RAJU under whose guidance I

could make a thorough and complete copy of my project work..

Finally, I thank all the teaching and non-teaching staff members who extended
their cordial and valuable help.

(T.V. SRIHARI)
 CONTENTS

CHAPTER-I1-7
 INTRODUCTION
 OBJECTIVESFOR THE STUDY
 NEED OF THE STUDY
 SCOPEOF THE STUDY
 METHODOLOGYOF THE STUDY
 LIMITATIONS OF THE STUDY
CHAPTER-II 8-14
 INDUSTRY PROFILE
CHAPTER-III 15-22
 COMPANY PROFILE
CHAPTER-IV 23-34
 T
CHAPTER-V 60-66
 FINDINGS
 SUGGETIONS
 CONCLUSION
 BIBLIOGRAPHY
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CHAPTER -I
o INTRODUCTION
o OBJECTIVES OF THE STUDY
o NEED FOR THE STUDY
o SCOPE OF THE STUDY
o METHODOLOGYOF THE STUDY
o LIMITATIONS OF THE STUDY
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INTRODUCTION

HUMAN RESOURSE MANAGEMENT

Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human resources
(HR). A company or organization's HR department is usually responsible for creating, putting
into effect and overseeing policies governing workers and the relationship of the organization
with its employees. The term human resources was first used in the early 1900s, and then more
widely in the 1960s, to describe the people who work for the organization, in aggregate.

HRM is employee management with an emphasis on those employees as assets of the business.
In this context, employees are sometimes referred to as human capital. As with other business
assets, the goal is to make effective use of employees, reducing risk and maximizing return on
investment (ROI).

The modern HR technoloyterm human capital management HCMhas been used more frequently
compared to the term HRM. The term HCM has had widespread adoption by large and midsize
companies and other organizations of software to manage many HR functions.

compensation and benefits are fair, events are planned to keep employees from burning out and
job roles are adapted based on the market.
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The objectives of human resourse management are as follows

1. Societal objectives: Measures put into place that responds to the ethical and social
needs or challenges of the company and its employees. This includes legal issues
such as equal opportunity and equal pay for equal work.

2. Organizational objectives: Actions taken that help to ensure the efficiency of the
organization. This includes providing training, hiring the right number of employees
for a given task or maintaining high employee retention rates.

3. Functional objectives: Guidelines used to keep HR functioning properly within the

organization as a whole. This includes making sure that all of HR's resources are
being allocated to their full potential.

4. Personal objectives: Resources used to support the personal goals of each employee.
This includes offering the opportunity and recognition.

The importance of human factor in industries lies in the fact that it has an unlimited
potential for investments. It is the only resource, which is able to produce an output greater than
its inputs. However, human resource is the most complex and unpredictable because of its
individuality. Human resource management is also known as personnel management, labor
management, manpower management etc.

Prof. E.F.L. Breech defined the term ‘personnel Management’ in the following words-“personnel
Management is the part of management progress which is primarily concerned with the human
constitution of an organization”.
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Functions of HRM

Human Resource Management (HRM) is a systematic approach that works to fill the gap
between an organization and its employees. Functions of HRM have been developed by the
Minister of Human Resource Development to simplify the task of managing the human capital of
the organization. These works are broadly classified into two categories:

1. Managerial Functions

2. Operative Functions

o Managerial Functions:-
Human resource management(HRM) is required at all levels of an organization. Top
management is responsible for strategizing and directing the successful application of such
schemes. In this process, they perform the following functions:

a) Planning
Planning is the first and basic function of management and everything depends on the plan;
before thinking of anything else, management needs to be aware of the vacancies or workforce
needs of the organization. After that, they are very much required to formulate a strategy to meet
future requirements.

2. Organizing
The purpose of human resources is to bring together the available human resources and physical
resources with the organization, the manager sets a framework for operative tasks. Along with
organizing everything related to HR and the organization, Human resource managers should be
well aware that organizing is a process of creating and organizing everything in a proper way to
avoid any confusion and conflict.
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3. Directing
Directing is a knowledge, discipline, and formal way of communicating to others what you
expect from them or an organization. Unless a human resource manager has the ability to direct,
a human resource manager cannot be said to be full-fledged. When the HR manager has the right
guidance capabilities, the manager instructs the team to act accordingly and provides appropriate
guidance to meet the organizational objective.

4. Controlling
Human resource managers must have full knowledge of handling all matters related to human
resources, as they must be fully capable of thinking and deciding what should be done and what
should not be done They also need to know how employees should be treated and how not.
Simultaneously he sets the standard for management performance and subsequently analyzes the
results based on such criteria through performance evaluation and job analysis .

o Operative Functions:-
Operative functions are those that are performed at the departmental level or middle level and are
primarily concerned about the execution of plans and strategies created at the managerial level.
Below we have mentioned about various types of operative functions:
1. Procurement
Acquisition of human resources is the primary function of a manager. This includes all
requirements of personnel, recruitment, and selection of suitable candidates, an appointment to
the right place of the workforce, and estimation of orientation.

2. Training & Development

Providing proper training to managers to develop the necessary skills and talents within the
employees and ensuring the correct development of the selected candidates is an important
function of HR. Overall, the success of an organization depends on how well employees have
trained for the job and their growth opportunities within the organization. The role of HR is to
ensure that new employees acquire company-specific knowledge and skills so that they can
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perform their tasks efficiently. This increases the overall efficiency and productivity of the
workforce, resulting in better business as well as greater profitability for the company.

3. Providing Compensation and Benefits

Benefits and compensation are a major part of the total cost expenditure of any organization. It is
necessary to plug expenses, and at the same time, it is very necessary to pay employees well.
Therefore, the role of human resource management is to create packages such as bonuses,
benefits, and compensation for them to attract more employees in the workplace without
disturbing the company’s finances. By which he will be able to give more good production to the
company by doing his work with more interest.

4. Integration
Integration means introducing new employees to the organization and their work or process. This
includes motivating employees through various financial and non-financial incentives, providing
job satisfaction, dealing with employee complaints through formal grievance procedures,
collective bargaining, labor participation in management, conflict resolution, development of
sound human relations, employee consultation, improving quality of work-life, etc.

5.Maintaince
It is the most important function, it is related to saving and promoting the physical and mental
health of the employees, which aims to provide many types of fringe benefits like PF, life
insurance, accident insurance, health insurance, pension to the employees. It is necessary to
provide gratuity with various benefits and facilities such as allowances andotherhealth and safety
measures.
We hope this information will help you to understand the functions of Human Resource
Management (HRM). Read more about Human resource management.
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QUALITY OF WORK LIFE

“Quality of work life is defined as the efforts to make worth living for workmen”. It suggests the
measures which promote “The physical, psychological & general well being of the working
population
-OXFORD UNIVERSITY
Quality of work life is an activity which takes place at every level of organization, which
seeks greater organizational effectiveness through the enhancement of human dignity and
growth.The process through which the stake holders in the organization and management, union,
and employment learn how to work together to better determine themselves that action changes
and improvements are desirable and workable in order to achieve the goals of the organization.
IP APPM is a multinational company that consists of large number of human resource that thrive
to do a study on quality of work life in that company.
It helps to understand the voluntary involvement of employees and responsiveness to employee
concerns.
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OBJECTIVES OF THE STUDY

 To study the Quality of Work Life in International Paper APPM limited in Kadiyam unit and
its impact on employees.

 To study the practices of quality of work life facilities to every employee.

 To suggest suitable measures to improve the Quality of Work life in APPM.

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NEED FOR THE STUDY

 The industrial progress of any country mostly depends on satisfied work force and in this
quality of work life has been accepted all over the country. The Royal Commission employee
in its report in 1931 emphasized the need for the Quality of work life in Indian industries. Since
then the Government and the employees were making efforts to provide quality of work life
measures to the workers.

 Quality of work life helps in keeping the morale and motivation of the employees high so as to
retain the employees for longer duration. The quality of work life measures need not be in
monetary terms only but in any kind/forms. Employee quality of work life includes monitoring
of working conditions, creation of industrial harmony through infrastructure for health,
industrial relations and insurance against disease, accident and unemployment for the workers
and their families.

 Employee quality of work life entails all those activities of employer which are directed
towards providing the employees with certain facilities and services in addition to wages or
salaries.
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SCOPE OF THE STUDY

 The scope of this study is confined to Employees of APPM Kadiyam.

 As a subject of Quality of work life facilities is a very broad one covering a wide field of
activities. In the final analysis Quality of work life services should include statutory and non-
statutory Quality of work life facilities undertaken by employees, Government and also
social security measures which contribute to workers Quality of work life such as industrial
health, insurance, gratuity, Provident Fund, maternity benefits etc.

 The role of the international labour organization and its working towards personnel quality of
work life and safety play a vital role in improving industrial relations in the organization.

.
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METHEDOLOGYOF THE STUDY

The methodology adopted to study the quality of work life amenities of The Andhra Pradesh
Paper Mills has been research oriented. The analyzed information has been collected from the
HRD Officials of the Organization.

Primary data: Primary data can be gathered either through understanding or through study. The
primary data was collected from the respondents through phone calls, through plan and by
perception.

Secondary data: Brief introduction and information has been provided by Officers to who
reported for studying this topic. Further information has been gathered from the reports, journals
from the records maintained by the concerned departments.
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LIMITATIONS OF THE STUDY

 Time was the major constraint for project.

 The employees were busy in their work schedule so they were unable to give most of the
information.
 Most of the study is based on secondary data.
 Due to COVID-19 regulations response collection from the employees was not possible.
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CHAPTER-II
INDUSTRY PROFILE
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INDUSTRY PROFILE

HISTORY OF THE PAPER:

Paper has a long history, beginning with the ancient Egyptians and continuing to the present day.
For thousands of years, hand-made methods dominated and then, during the 19th century paper
production became industrialized. Originally intended purely for writing and printing purposes, a
wide variety of papers grades and uses are now available to the consumers.

The first paper mill was started in 1336 AD in Germany. Later paper mill were started in 1586 in
Switzerland and Holland. Later it has spread all over the world. Firstly in 1789 chlorine was used
for bleaching of the pulp, in 1799 “Robert Nicholas” the French scientist, who designed the first
paper machine to the world in 1809. “John Dickinson” patented a cylinder machine which
resulted in a better way with the speed of learning and research work. Later on paper making has
become a seed industry at every inch and fairish of the world.

INDIAN PAPER INDUSTRY:

Paper industry in India is the 15th largest paper industry in the world. It provides employment to
nearly 1.5 million people and contributes rupees 25billion to the governments kitty. The
government regards the paper industry as one of the 35 high priority industries of the country.
Unlike Iron and Steel, Textile and Sugar Industries the paper making industry did not exist in
ancient India. For writing purposes “Bojapatra (bank of trees) and Talpatra (leaves of Palm)
were used some of our oldest manuscripts preserved up to the present time were written on these
materials. The modern art papermaking came to India quite late and perhaps the foundations of
the modern paper Industry were laid about 1870.
The Titaghar Paper Mills was established in 1881 in Bengal and since the Industry has been
growing and spreading in different parts of the Country. ‘Industries which use coarse, heavy and
weight-losing materials like wood and timber where in a considerable loss of weight takes place
in the first stage may usually seek different locations in different stages. The first stages of these
industries are generally located near the sources of supply of heavy materials were these material
 P a g e | 15

are changed into half finished goods almost into materials.

The subsequent stages are located near the consumer markets where half finished goods are
given final shape by additional application of labor. In the care of paper industry it is possible to
prepare the wood pulp near the forests and then turn into paper in industrial and popular centers.
Canada and the Baltick countries of Europe wish their extensive soft wood forests of the
Northern Hemisphere and cheap hydro electric power are the homes of the most important wood
pulp and paper industries of the world. Wood pulp is manufactured just on the out skirts of the
forests and is supplied to the paper making centers inside their own country and is exported to
distant lands like Japan and India.
Perhaps in the beginning the Titaghar mills used cotton rage a first class material for making the
best varieties of paper. But subsequently the Indian paper mills relied mainly on sabai grass
available in Uttar Pradesh and Nepal. For interiors yellow varieties of paper even the Munj grass
was used.
Imported wood pulp, rages, and waste paper were some the other material used besides coat for
power and chemicals for bleaching and other processes. Between 1925 and 1937, the processes
of preparing the paper pulp from bamboo were developed fully and the paper industry began to
rely mostly on Bamboo as the main and basic fibrous material for papermaking. Nearly 2.38
tones of Bamboo in a average is required for making a tone of paper and it accounts for nearly
60% of the Indian raw materials used in the paper Industry.
The consumption of Bamboo, sabai grass and softwood was estimated in 1954 at 300000, 65000
and 250000 tons respectively.
In Eastern India (including East Pakistan) goods supplies of bamboo were available in the
Chittagung tracts of Bengal and in Catcher and sylhet divisions of Assam. Most of the set forests
are now parts of Eastern Pakistan and Bangladesh, Sambalpur, Barpahar, Angul, Puri and
Ganajam divisions of Orissa and Bihar are the main sources of obtaining now materials for the
paper mills of Northern and Eastern India.

A brief discussion of the natural resources shows that the beginning when sabi and other greases
were the principal raw materials and coal the main source of power. Neither Bengal nor Uttar
Pradesh enjoyed and distinct advantage, if the mills Bengal could enjoy the advantage of cheaper
 P a g e | 16

of cheaper supplies of local coal, the Industry in Uttar Pradesh possessed the advantage of grass.
But as only a little over 2 tons of raw material and nearly 4 tons coal were required for every ton
of finished paper, the Industry in Bengal was better placed even after paying freight on the
supplies of grass obtained form long distance. Besides this the advantage of the paper market at
Calcutta was there. But with the introduction of Bamboos a superior’s raw material the Industry
in Bengal was placed as constantly advantageous position.
Thus supplies of bamboo and coal near at hand and a big market for paper. Bengal continued to
enjoy a position of great advantage for the development of paper industry, Bihar, Orissa, U.P.,
and the Punjab came next. After the development of hydroelectric power the position of other
bamboo producing regions in Kerala, Mysore and Hyderabad was also considerably improved.
The paper industry using Bamboo as raw material was given the benefit of protective duties in
1925 and since then the progress of industry has been fairly satisfactory. The development of
hydroelectric power in many regions of the country has considerably help the inter-regional
dispersion of the industry.
The influence of the advantage of raw material, power and markets are very clearly visible in the
regional distribution of the industry between 1925 and 1948. In the Bombay region the industry
used rage or imported wood pulp and was thus handicapped. In the Madras region also the
resource position was not helpful for the development of the industry. In 1951, there were 17
paper mills, and today there are about 515units engaged in the manufacture of paper and paper
boards and newsprint in India.
The pulp and paper industries in India have been categorized into large scale and small scale.
Those industries which have capacity above 24,000 tons per annum are designated as large scale
industries.

Thus supplies of bamboo and coal near at hand and a big market for paper. Bengal continued to
enjoy a position of great advantage for the development of paper industry, Bihar, Orissa, U.P.,
and the Punjab came next. After the development of hydroelectric power the position of other
bamboo producing regions in Kerala, Mysore and Hyderabad was also considerably improved.
The paper industry using Bamboo as raw material was given the benefit of protective duties in
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1925 and since then the progress of industry has been fairly satisfactory. The development of
hydroelectric power in many regions of the country has considerably help the inter-regional
dispersion of the industry.
The influence of the advantage of raw material, power and markets are very clearly visible in the
regional distribution of the industry between 1925 and 1948. In the Bombay region the industry
used rage or imported wood pulp and was thus handicapped. In the Madras region also the
resource position was not helpful for the development of the industry. In 1951, there were 17
paper mills, and today there are about 515units engaged in the manufacture of paper and paper
boards and newsprint in India. The pulp and paper industries in India have been categorized into
large scale and small scale. Those industries which have capacity above 24,000 tons per annum
are designated as large scale industries

STRUCTURE OF THE INDIAN PAPER INDUSTRY:

Paper industry in India can be broadly categorized into 3 major segments
 Segment based on forest-based raw material – large integrated paper mills fall within
this segments that use hard wood /bamboo as the major fibrous raw material and are
equipped with full-fledged chemical recovery and effluent treatment system. This
segment contributes about 36% of the total production in India.
 Segment based on Agro based raw materials – this segment includes medium and
small paper mills that used straws, and other annual grasses as the cellulosic fibrous raw
material. Very few mills are equipped with chemical recovery system. This segment
contributes about 29% of the total production in India.
 Segment based on recycled waste paper –this segment covers the medium and small
paper mills using waste paper as a major raw material and contributes nearly 35% of the
Indian total production.

There are only 33 large pulps and paper mills based on forest based raw materials with an
installed capacity of 2.8 million tones. Since 8 of these mills are closed, operating capacity of
these mills around 2.4 million tons of paper board and newsprint. This sector performed well in
the last financial year, snatching a capacity utilization of over 80% on the total operating
capacity.
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The medium and small Agro based /waste paper based mills produced nearly 3.6 million tons of
paper, paper board and newsprint against an operational capacity of nearly 5 million tones,
indicating capacity utilization around 70%.

PRODUCT INFORMATION:

GLOBAL WISE:
The global paper industry can broadly divided as follows

PAPER INDUSTRY

Paper and paper board News print

Writing & printing Industrial & packaging Specialties

Packaging accounts for nearly 50% market share, while writing and printing has a market share
of 32% and specialty and newsprint account for the remaining 18% of the market share.

DOMESTIC WISE:
India is among the top 18 global paper producers and to 15 paper dealers.
EMPLOYMENT:
Paper Industry employees directly 23-30 persons per 1000 tones of annual capacity and
indirectly a vast labor force in forest and other related areas. The employment potential residues
are 50-75 per 1000 tones of annual capacity.
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LIST OF PAPER MILLS IN ANDHRA PRADESH (tons per annum)

S.NO. NAME CAPACITY
01 THE ANDHRA PRADESH MILLS LTD 1,53,500
02 ITC BHADRACHALAM PAPER LTD 83,923
03 SIRPUR PAPER MILLS LTD 71,100
04 THE RAYALASEME PAPER LTD 42,000
05 COASTAL PAPER LTD 18,000
06 COASTAL CHEMICALS LTD 16,500
07 SRI LAKSHMI SARASWATHI LTD 15,500
08 A.P.BAGASSE PRODUCTS PVT.LTD 10,000
09 CIRCAR PAPER MILLS LTD 10,000
10 NAGARJUNA PAPER MILLS LTD 10,000
11 TELANGANA PAPER MILLS LTD 10,000
12 GARDIAN PAPER LTD 10,000
13 DELTA PAPER MILLS LTD 9,000
14 ADIVASI PAPER MILLS LTD 7,500
15 VAMSADHARA PAPER MILLS LTD 7,500
16 SURYA CHANDRA PAPER MILLS LTD 6,000
17 PENNER PAPER MILLS LTD 4,950
18 SANDEEP PAPER MILLS LTD 4,200
19 SHREE PAPER MILLS LTD 4,000
20 CHARMINAR PAPER MILLS LTD 3,000
21 JYOTHI CELLOSE LTD 2700
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INDUSTRIAL CHALLENGES:

 Paper manufacturers have had to manage margins by cost control, and this has limited
fresh investments and growth within the industry.
 The industry needs large quantity of wood and water which often face supply
limitations and are subject to environmental regulations.
 Performance of the industry has also been constrained due to high cost ofproduction
characterized by inadequate availability and high cost of raw materials and power.

KEY INDICATORS FOR THE GROWTH OF PAPER INDUSTRY:

The long-term outlook for the paper industry in India looks distinctly bright for a variety of
reasons .Literacy rates are expected to go up as a result of a dedicated fun arising out of the
education for primary and secondary education.
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CHAPTER-III
COMPANY PROFILE
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COMPANY PROFILE
HISTORY
International Paper was incorporated January 31, 1898, upon the merger of 18 pulp and paper
mills in the northeastern United States. Its first president was Hugh J. Chisholm. The newly-
formed company supplied 60 percent of all newsprint in the country.

HUDSON RIVER MILL

The Hudson River Mill in Corinth, where the Sacandaga river joins the Hudson river, was a
major pioneer in the development of the modern paper industry in the late 19 th century. The first
wood-based paper (newsprint) mill in New York, it was built by Albrecht Pagenstecher in 1869.
In the early 20th century, the Hudson River Mill was one of International Paper's largest plants
and served both as the Company's principal office, and a place where paper workers helped
shape the direction of the industry's early labor movement. After World War II, Hudson River
Mill workers developed and perfected the production of coated papers for International Paper.
Shifting economic forces resulted in the mill's closure in November 20021, The historic mill was
slated for demolition in 2011.

ACQUISITIONS, 1986-2000
In 1986, International Paper acquired the Hammermill Paper Company, in 1988 the Masonite
Corporation, and in 1989 the German paper company Landers Feinpapiere AG and the French
paper manufacturer Aussedat Rey. In 1999, it purchased Union Camp Corporation, and in 2000
Champion International Paper. Additionally, International Paper currently owns shares in the
Chilean company Copec.
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RESTRUCTURING, 2005-2006
In 2005 and 2006, International Paper undertook significant restructuring, selling over 6,000,000
acres (24,000 km2) of forestland in the U.S., along with its coated paper, kraft paper, wood
products, and beverage packaging businesses, as well as subsidiaries Arizona Chemical and New
Zealand-based Carter Holt Harvey. The coated paper business (four mills in Maine, Michigan
and Minnesota) were sold to Apollo Management and now operate as Verso Paper. The Craft
paper business (composed of a kraft paper mill in Roanoke Rapids, North Carolina and a
dunnage bag plant in Fordyce, Arkansas) was sold to Kapstone Paper and Packaging and
operates as Kapstone Kraft Paper.

The beverage packaging business, now called Evergreen Packaging, was purchased by Carter
Holt Harvey, following the purchase of CHH by Graeme Hart. International Paper sold the Wood
Products division of the company to West Fraser Timber Inc., out of Vancouver, British
Columbia. This included 13 sawmills, making West Fraser the second largest producer of lumber
in North America, next to Weyerhaeuser Company.The new management has developed the mill
production capacity from mere 30 tons per day to an enormous 35,000 tons per annum in its first
phase expansion and completed expansion in 1969. Again by 1970’s the production was
increased to 45,000 tons per annum and by1978, 75,000 TPA. Later on due to introduction of
new technology and modernization of mills in various ways.

Now its License capacity= 1, 44, 447 MT/Year and Installed capacity=98,500 MT/Year. An
additional capacity of 55,000 was added in 2000-2001 through acquisition of coastal papers ltd,
making a total of 1,53,500 TPA. The APPM ltd is now the 4th largest integrated pulp and paper
manufacturer in India.
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MISSION AND VISION STATEMENT OF THE ANDHRA PRADESH

PAPER MILLS
MISSION
To be a powerful force in the pulp and paper industry through:
 High level of productivity and excellence;
 Continual improvement in the quality of Human Resources,Products, services and
technology.
 Customer satisfaction;
 Concern for occupational health and safety.
VISION
APPM by providing competitive value must emerge as the preferred choices for repeat
purchased by an increasing number of satisfied customers, we should continue to be
environmentally friendly and practice good corporate citizenship. We will follow a result-
oriented style of Management, encourage Meritology and continuously improve on all
parameters of operators there by producing a profit that improves the ratio of profit before tax
(PBT) to turn over year on year.

MANUFACTURING:
There are six paper machines having manufacturing capacity ranging from 10TPD to 120 TPD
manufacturing different gram ages of paper ranging from 28 to 250 GSM. To meet the pulp
requirement, APPM has an integrated pulp mill with three chippers of 25 Tons/Hr chipping
capacity each and thirteen vertical digesters of about 80 -m3 capacities each. APPM adopts
Kraft (sulphate) pulping process. Pulp screening and washing is carried through modern energy
efficient belt washing system of 320 TPD chemi-washers. Bleaching of pulp is carried in two
streets of bleach plants of 150 TPD capacities each. The bleaching sequence adopted is CEPHD
in one bleach plant and C/DEPDEPD/SO2 in the other to produce two grades of bleached pulp
that is 83+/- 1% and 86+/- 1% brightness pulps. The company has adequate infrastructure viz.
Water treatment plant boiler, house and turbine house to provide uninterruptedly the required
utilities like water, steam and power. The soda recovery sections recover the cooking chemicals
in the spent liquor from the pulp mill.
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SOCIAL FORESTRY:
APPM could visualize the steep decline in raw materials from conventional forests as early as
80’s. To face anticipated difficult days, steps were taken to achieve raw materials sufficiency and
sustained availability in future through:

 Altering technological parameters to utilize more hardwood.

 Formulated an ambitious form forestry schemes emphasizing.
 Conservation of natural resources and healthier environment.
 Massive plantations on marginal and degraded form lands.
 Create former and eco friendly environment.
Till 2005, form forestry operations have cumulatively covered about 39000 hectares in
the catchments areas with an average lead of 200km and about 276 million seedlings have been
distributed to the farmers.

ENVIRONMENT PROTECTION:
Conscious of the importance of health, safety and environment, the company has taken all
necessary and adequate steps for ensuring the health and safety of its employee and for the
installation of pollution control devices like dust collectors and electrostatic precipitators (ESP’s)
and utilizing solid wastes like wood/bamboo dust (generated in the wood chippers area) as
auxiliary fuel in coal fired boilers (CFB) and recalcinizing the lime mud in the rotary lime kiln
(RLK) to regenerate the required burnt lime for re-use in the preparation of cooking liquor.
Effluent after primary and secondary (Activated sludge process) treatment pumped through two
Hume popes to the sand shoals located over 612 acres of land in middle of the river Godavari
with two different elevations at Turupulanka, 6kms upstream of the factory as tertiary treatment.
NEERI (CPHERI) has provided the total design for this land treatment system. The company has
taken an all together different approach to eliminate odor problem, associated with any craft
process based paper mill, completely and installed “NON CONDENSABLE GASES (NCG)
HANDLING SYSTEM”, consisting of collection, transportation and incineration of NCG.
 P a g e | 26

ENVIRONMENTAL POLICY STATEMENT:

The Andhra Pradesh paper mills limited remained to:
 Adopting environment friendly and non-polluting processes based on techno-economic
liability.
 Complying with applicable legal and other requirements to which the company subscribes,
related to environmental aspects.
 Conserving chemicals, coals, limestone, power, steam and water.
 Improving the competence of employees for effective implementation of environmental
management system.
 Promoting and propagating social and form forestry, and Reviewing environmental
performance periodically for achieving continual improvement.
QUALITY POLICY:
The company strictly follows the highest-standards-of-quality. This is reflected in the wide
acceptance of its products around the world .Almost 90% of all the wood procured comes from
its various farm forestry efforts that is from high quality seedlings. This not only ensures better
quality raw materials that translate to finer quality products but also a continuous and dependable
source of raw material supply. The ongoing MDP will further help the company adopt better
production techniques which interterm will hail ensure even better quality products.Unit: Coastal
Papers is a recycled and Agro Based paper mill located at MadhavarayuduPalem, about 20KMs
from Rajahmundry.

PRODUCT PROFILE:
The company is an approved supplier to coating plants, corrugated box manufactures textile
tubes and comes manufactures battery jacket tubes manufactures foil laminators label printers,
computer stationary manufactures multi color printing houses copier units as well as other users
in the paper converting and printing industries.
 P a g e | 27

PAPER PRODUCTS MANUFACTURED BY APPM LTD:-

The Product line of APPM
 Writing paper and printing grade
 Industrial grade
 Newsprint grade
 Copier grade

Some of the product ranges of APPM Ltd is Kraft, manila posters, map litho, cover paper, ram
wave hornito, covers and color board etc…different Kraft, map litho, printing for Indian tools
loaded posters for level brotera, yellow paper for ammonia printing and others.
RESEARCH AND DEVELOPMENT:
The company has well equipped lab and quality control systems and procedures. The company
R&D Lab is a DSIR (Ministry of Science and Technology, Government of India) recognized In-
house R&D center. For the effective implementation of environment management system a
dedicated environmental call laboratory with all necessary sophisticated monitoring equipments,
instruments and gadgets is available with qualified personnel.
The mill has taken up collaborating projects with Integrated Tribal Development Agency
(I.T.D.A) and Comprehensive Land Development Project (C.L.D.P) primarily to promote farm
forestry activities for poverty elevations of local Tribal communities. Coastal waste lands in
Krishna and Nellore districts were also identified and the uneconomic degraded lands have been
covered under plantation for the development of the local.

HUMAN RESOURCES DEVELOPMENT:

The company has two dedicated training halls in the premises and conducts regular training
programs on occupational health and safety in addition to employee development and need-based
training for all levels of employee.
 P a g e | 28

MARKETING:
Marketing of paper is done through a nationwide dealer network of 79 dealers located in 30 cities
or towns. Sales operations are carried out through branch offices situated at Bangalore, Chennai,
Delhi, Kolkata and Mumbai to cater to the South, North, East and West zone requirements. 60%
of sale is to trade channel – Distributors, retailers, jobbers etc., and 40% of sale is through
dealers to direct consumers. Andhra Pradesh sales operations are carried through the marketing
department at corporate office, Secundarabad.Overseas sales operations are carried out through
International agents or representatives located in India. Merchant exports only to countries not
represented by such agents.

MILL DEVELOPMENT PROGRAM:

The company has taken up a mill development program of about Rs.635 Crs with state of the art
technologies to improve environmental friendliness, safety besides productivity and quality. As a
part of this APPM has already commissioned it state of the art chemical (Waste Heat) recovery
boiler of biggestcapacity in India along with other associated plants viz., 4F evaporated CD Filer,
caustic zing plant, DM plant and two chippers of each 45TPH chipping capacity and 100TPH
capacity screen state of the art Fiber line and other erection works are in progress. The financial
closure of the MDP was achieved: IFC and DEG sanctioned Foreign currency loans of 35
million $ and 15 million US $ respectively, where as State Bank of India and Canara Bank
sanctioned Rupee term loans of Rs.83Crs and &75Crs respectively

AWARDS:
 Best Management Award 2004-2005 for outstanding contribution in the maintenance of
Industrial Relations, Labor Quality of work life and Productivity from the Government of
Andhra Pradesh.
 Gold Award in the Paper Sector for outstanding achievement in Safety Management
Award by Greentech Foundations in the Year 2005-2006.
 Silver Award in the Paper Sector for outstanding achievement in Environment
Management presented by Greentech Foundations in the Year 2005-2006.
 P a g e | 29

CSR ACTIVITIES:
 Providing health care to the needy.
 Caring for children through various initiatives in the education area.
 Supporting cultural religious and sports events.
 Training poor/weaker section women in tailoring, distribution school kids, and school
bags to the school children in the agency area.
 The company has constructed bus shelters in MR Palem, Anaparthy and Palotodu areas.

FUTURE PLANS:
 APPM is planning to implement HR, plant maintenance and businessintelligenceto make
the information system of APPM more effective and comprehensive.
 In the next phase APPM has transferred in to IP. ‘International papers’ wants to acquire
the APPM.
 P a g e | 30

CHAPTER-IV
THEORETICAL FRAMEWORK
 P a g e | 31

THEORETICAL FRAMEWORK
QUALITY OF WORK LIFE
Human Resource Management is one of the most complex and challenging fields of
management. It deals with the 'People Dimension' in management. Human Resources play a very
important role in the development of the business. They constitute the organization at all levels
and are regarded as a dynamic factor of production. Labor is considered as a very dominant
factor of production for increasing productivity. In order to get best results from the employees,
management must be aware of what employees expect from their employees. It is for the
management to see that the workers get economic, social and individual satisfaction,Quality of
work life activities are undertaken.
The concept of ' Quality of work life ' is flexible and elastic and differs widely with time, region,
industry, social values and customs, degree of industrialization, the general economic
development of the people and political ideologies prevailing at a particular time, it is also
molded according to the age - group, sex, socio - cultural background, marital and economic
status and educational level of the workers in various industries.
“Quality of work life has been defined in various ways, though unfortunately no single definition
has found universal acceptance. The Oxford Dictionary defines labor Quality of work life as
“efforts to make life worth living for worker”
The ILO report refers to labor Quality of work life as “such services, facilities, and amenities,
which may be established in, or in the vicinity of undertakings to enable persons employed
therein to perform their work in healthy and congenial surroundings and provided with
amenities conducive to good health and high morale”.
Quality of work life entails all those activities of employer which are directed towards providing
the employees with certain facilities and services in addition to wages or salaries.

Quality of work life has the following objectives:

1. To provide better life and health to the workers
2. To make the workers happy and satisfied
3.To relieve workers from industrial fatigue and to improve intellectual, cultural and
material conditions of living of the workers.
 P a g e | 32

The basic features of Quality of work life measures are as follows:

1. Quality of work life 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. Quality of work life schemes are flexible and ever-changing. New Quality of work life
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 labor Quality of work life is to bring about the development of the whole
personality of the workers to make a better workforce.

The very logic behind providing Quality of work life schemes is to create efficient, healthy, loyal
and satisfied labor force for the organization. The purpose of providing such facilities is to make
their work life better and also to raise their standard of living. The important benefits of Quality
of work life measures can be summarized as follows:

 They provide better physical and mental health to workers and thus promote a healthy
work environment.
 Facilities like housing schemes, medical benefits, and education and recreation facilities
for workers’ families help in raising their standards of living. This makes workers to pay
more attention towards work and thus increases their productivity.
 Employers get stable labor force by providing Quality of work life facilities. Workers
take active interest in their jobs and work with a feeling of involvement and participation.
 Quality of work life measures increase the productivity of organization and promote
healthy industrial relations thereby maintaining industrial peace.
 The social evils prevalent among the labors such as substance abuse, etc are reduced
to a greater extent by the Quality of work life policies.
 P a g e | 33

FACTORIES ACT 1948

Organizations provide Quality of work life facilities to their employees to keep their motivation
levels high. The Quality of work life schemes can be classified into two categories viz. statutory
and non-statutory Quality of work life schemes. The statutory schemes are those schemes that
are compulsory to provide by an organization as compliance to the laws governing employee
health and safety. These include provisions provided in industrial acts like Factories Act 1948,
Dock Workers Act (safety, health and Quality of work life) 1986, Mines Act 1962. The non
statutory schemes differ from organization to organization and from industry to industry.

QUALITY OF WORK LIFE MEASURES

Section 42
Washing facilities
(1) In every factory—
(a) Adequate and suitable facilities for washing shall be provided and maintained for the use of
the workers therein;
(b) Separate and adequately screened facilities shall be provided for the use of male and female
workers;
(c) Such facilities shall be conveniently accessible and shall be kept clean.
(2) The State Government may, in respect of any factory or class or description of factories or of
any manufacturing process, prescribe standards of adequate and suitable facilities for washing.

Section 43
Facilities for storing and drying clothing
The State Government may, in respect of any factory or class or description of factories, make
rules requiring the provision therein of suitable places for keeping clothing not worn during
working hours and for the drying of wet clothing.
 P a g e | 34

Section 44
Facilities for sitting
(1) In every factory suitable arrangements for sitting shall be provided and maintained for all
workers obliged to work in a standing position, in order that they may take advantage of any
opportunities for rest which may occur in the course of their work.
(2) If, in, the opinion of the Chief Inspector, the workers in any factory engaged in a particular
manufacturing process or working in a particular room are able to do their work efficiently in a
sitting position, he may, by order in writing, require the occupier of the factory to provide before
a specified date such seating arrangements as may be practicable for all workers so engaged or
working.
(3) The State Government may, by notification in the Official Gazette, declare that the provisions
of sub-section (1) shall not apply to any specified factory or class or description of factories or to
any specified manufacturing process.

Section 45
First-aid appliances
(1) There shall in every factory be provided and maintained so as to be readily accessible during
all working hours first-aid boxes or cupboards equipped with the prescribed contents, and the
number of such boxes or cupboards to be provided and maintained shall not be less than one for
every one hundred and fifty workers ordinarily employed in the factory.
(2) Nothing except the prescribed contents shall be kept in a first-aid box or cupboard.
(3) Each first-aid box or cupboard shall be kept in the charge of a separate responsible person
who holds a certificate in first-aid treatment recognised by the State Government] and who shall
always be readily available during the working hours of the factory.
(4) In every factory wherein more than five hundred workers are [ordinarily employed] there
shall be provided and maintained an ambulance room of the prescribed size, containing the
prescribed equipment and in the charge of such medical and nursing staff as may be prescribed
[and those facilities shall always be made readily available during the working hours of the
factory.
 P a g e | 35

Section 46

Canteens
The State Government may make rules requiring that in any specified factory wherein more than
two hundred and fifty workers are ordinarily employed, a canteen or canteens shall be provided
and maintained by the occupier for the use of the workers.

Section 47
Shelters, rest rooms and lunch rooms.
In every factory wherein more than one hundred and fifty workers are ordinarily employed,
adequate and suitable shelters or rest rooms and a suitable lunch room, with provision for
drinking water, where workers can eat meals brought by them, shall be provided and maintained
for the use of the workers.

Section 48
Crèches
(1) In every factory wherein more than 1*[thirty women workers] are ordinarily employed there
shall be provided and maintained a suitable room or rooms for the use of children under the age
of six years of such women.
(2) Such rooms shall provide adequate accommodation, shall be adequately lighted and
ventilated, shall be maintained in a clean and sanitary condition and shall be under the charge of
women trained in the care of children and infants.

SOCIAL SECURITY
The connotation of the term “Social Security” varies form country to country with different
political ideologies. In socialist countries, the avowed goal is complete protection to every
citizen form the cradle to the grave.
There are some components of Social Security:
 Medical care
 Sickness benefit
 Unemployment benefit
 P a g e | 36

 Old-age benefit
 Employment injury benefit
 Family benefit
 Maternity benefit
 Invalidity benefit and
 Survivor’s benefit

Social Securities may be of two types

1. Social assistance under which the State finances the entire cost of the facilities and
benefits provided.
2. Social insurance, under the State organizes the facilities financed by contributions form
the workers and employers, with or without a subsidy from the state.

Social Security in India

At present both types of social security schemes are in vogue in our country. Among the social
assistance schemes are the most important.
The social insurance method, which has gained much wider acceptance than the social assistance
method, consists of the following enactments.
a. The workmen’s Compensation Act, 1961.
b. The Employee’s State Insurance Act, 1948.
c .The Maternity Benefit Act, 1961.

1. Employees’ compensation Act, 1923

Coverage. This Act covers all workers employed in factories, mines, plantations, transport
undertakings, construction works, railways, ships, circus and other hazardous occupations
specified in schedule II of the Act.
The Act empowers the State Government to extend the coverage of the Act by adding any
hazardous occupation to the list of such occupations is schedule II.
 P a g e | 37

1. Administration. The Act is administered by the State Government which appoints

Commissioners for this purpose under sec. 20 of the Act.
2. Benefits. Under the Act, compensation is payable by the employer to a workman for all
personal injuries caused to him by accident arising out of and in the course of his
employment which disable him for more than 3 days.

2. Employees’ State Insurance Act, 1948

1. Other than seasonal factories, run with power and employing 20 or more workers.
2. Administration. The Act is administered by the ESI corporation, an autonomous body
consisting of representatives of the Central and State Governments, employers,
employees, medical profession and parliament.
3. Benefits. The Act, which provides for a system of compulsory insurance, is a landmark
in the history of social security legislation in India.
a.Medical Benefit. An insured person or (where medical benefit bas been extended to
his family) a member of his family who requires medical treatment is entitled to
receive medical benefit free of charge.
b.Sickness Benefit. An insured person, when he is sick, is also entitled to get
sickness benefit at the standard benefit rate corresponding to his average daily
wage.
c.Dependant’s Benefit. If an insured person meets with an accident in the course
of his employment an dies as a result thereof, his dependants, i.e. his widow,
legitimate or adopted sons and legitimate unmarried daughters get this benefit.

3. The Maternity Benefit Act, 1961

Maternity benefit is one of the important benefits provided under the, Employees State Insurance
Act, 1948. Another important legislation in this respect is the Maternity Benefit Act, 1961. The
Act covers only those persons who are not covered by the Employees State Insurance Act. The
Act entitles a woman employee to claim maternity leave from her employer if she has actually
worked for a period of at least 160 days in the 12 months immediately proceeding the day of her
expected delivery.
 P a g e | 38

Applicability
1. All factories excluding seasonal factories employing 10 or more persons and working with
electric power.
2. All factories excluding seasonal factories employing 20 or more persons and working without
electric power.
3. Any establishment which the Government may specifically notify as being covered.
4. Shop employing 20 or more persons.

Eligibility
1.Any person employed for wages (up to Rs. 15,000) in or in connection with the work of a
factory or establishment end.
2. Any person who is directly employed by the employer in a factory or through his agent on
work which is ordinarily part of the work of the factory or incidental to purpose of the factory.

Penal Provisions
1) For employees’ contribution: Imprisonment for minimum 2 yrs. to maximum 5 yrs. and/or
fine of Rs. 25,000/- .
2) For employer’s contribution: Imprisonment for minimum 6 months to maximum 3 yrs. and/or
fine of Rs. 10,000/-

Other benefits
Supply of special aids : Insured persons and members of their families are provided artificial
limbs, hearing aids, artificial dentures, spectacles (for insured person only) & artificial
appliances like spinal supports, cervical collars, walking calipers, crutches, wheel chairs and
cardiac pace makers, dialysis/dialysis with kidney transplant etc. as part of medical care under
the ESI Scheme.
 P a g e | 39

EMPLOYEES' PROVIDENT FUND SCHEME 1952

Employee Definition:
"Employee" as defined in Section 2(f) of the Act means any person who is employee for wages
in any kind of work manual or otherwise, in or in connection with the work of an establishment
and who gets wages directly or indirectly from the employer and includes any person employed
by or through a contractor in or in connection with the work of the establishment.

Membership:
All the employees (including casual, part time, Daily wage contract etc.) other then an excluded
employee are required to be enrolled as members of the fund the day, the Act comes into force in
such establishment

BasicWages:
"Basic Wages" means all emoluments which are earned by employee while on duty or on leave
or holiday with wages in either case in accordance with the terms of the contract of employment
and witch are paid or payable in cash, but does not include
a. The cash value of any food concession;
b. Any dearness allowance (that is to say, all cash payment by whatever name called paid to
an employee on account of a rise in the cost of living), house rent allowance, overtime
allowance, bonus, commission or any other allowance payable to the employee in respect
of employment or of work done in such employment.
c. Any present made by the employer.

How the Employees' Provident Fund Scheme works:

As per amendment-dated 22.9.1997 in the Act, both the employees and employer contribute to
the fund at the rate of 12% of the basic wages, dearness allowance and retaining allowance, if
any, payable to employees per month. The rate of contribution is 10% in the case of following
establishments:
 P a g e | 40

 Any covered establishment with less than 20 employees, for establishments cover prior to
22.9.97.
 Any sick industrial company as defined in clause (O) of Sub-Section (1) of Section 3 of
the Sick Industrial Companies (Special Provisions) Act, 1985 and which has been
declared as such by the Board for Industrial and Financial Reconstruction.
 Any establishment which has at the end of any financial year accumulated losses equal to
or exceeding its entire net worth.
 Anyestablishment engaged in manufacturing of (a) jute (b) Breed(c)coirand(d)Guar gum
Industries/ Factories. The contribution under the Employees' Provident Fund Scheme by
the employee and employer will be as under with effect from 22.9.1997.

Benefits:
A) A member of the provident fund can withdraw full amount at the credit in the fund on
retirement from service after attaining the age of 55 year. Full amount in provident fund can also
be withdrawn by the member under the following circumstance:
 A member who has not attained the age of 55 year at the time of termination of service.
 A member is retired on account of permanent and total disablement due to bodily or
mental infirmity.
 On migration from India for permanent settlement abroad or for taking employment
abroad.
 In the case of mass or individual retrenchment.

B) In the case of the following contingencies, the payment of provident fund be made after
complementing a continuous period of not less than two months immediately preceding the date
on which the application for withdrawal is made by the member:
 Where employees of close establishment are transferred to other establishment, which is
not covered under the Act:
 Where a member is discharged and is given retrenchment compensation under the
Industrial Dispute Act, 1947.
 P a g e | 41

Withdrawal before retirement:

A member can withdraw up to 90% of the amount of provident fund at credit after attaining the
age of 54 years or within one year before actual retirement on superannuation whichever is later.
Claim application in form 19 may be submitted to the concerned Provident Fund Office.

Accumulations of a deceased member:

Amount of Provident Fund at the credit of the deceased member is payable to nominees/ legal
heirs. Claim application in form 20 may be submitted to the concerned Provident Fund Office.

Transfer of Provident Fund account:

Transfer of Provident Fund account from one region to other, from Exempted Provident Fund
Trust to Unexampled Fund in a region and vice-versa can be done as per Scheme. Transfer
Application in form 13 may be submitted to the concerned Provident Fund Office.

Nomination:
The member of Provident Fund shall make a declaration in Form 2, a nomination conferring the
right to receive the amount that may stand to the credit in the fund in the event of death. The
member may furnish the particulars concerning himself and his family.

NON-STATUTORY Quality of work life PROVISIONS IN APPM

1.HOUSING FACILITIES FOR EMPLOYEES:
Management has provided 941 quarters
Mills Colony 161(A, B, C, D)
Mallayyapeta Colony 780(F, H, I)
2.RECREATION:
APPM provided the recreation clubs.
a. One is Employee Recreation Club at Mallayyapeta.
b. Other is Staff Club at Mills Colony.
 P a g e | 42

3.EDUCATION:
a. Running two schools for employees children
b. Bus facilities for school going children and college students.
c. Merit scholarships for 10th class and intermediate students who got highest marks-
Rs .1000/-
d. Education assistances for 20 students both Engineering and Medical courses.
Sr.Staff : Rs.10, 000
Jr.Staff and Workmen :Rs. 8,000/-
4. MEDICAL FACILITIES:
a. Medical facilitiesat colony -Mills colony -Mallayyapeta colony.
“Management has provided two free consultation dispensaries, one each at APPM mills,
Township and Mills colony.”
b. Medical assistance scheme for chronic diseases.
I. For employees who are covered under ESI - Rs 30,000/-
II. For employees who are not covered under ESI - Rs 1,00,000/-
5.OTHER PROVISIONS:
a. One pair of shoes – Rs.312/- and Two pairs of socks – Rs.64/-
b. Two pairs of uniforms – Rs.540/-
c. Birthday Sweets to employees on their birthday
Employees on permanent rolls -1kg

Kalyana mandapam expenses for performing the marriage of employees own

children Rs.3500/-
d. Silver mementos on retirement from service – Rs.2000/-
e. Silver mementos for employees who have completed 25 years service – 100gms
 P a g e | 43

CHAPTER-V
DATA INTERPRETATION AND ANALYSIS
 P a g e | 44

DATA ANALYSIS AND INTERPRETATION

1.Are you satisfied with the job environment and working condition?

A)Highly satisfied B) Satisfied

C)NeutralD)Dissatisfaction

TABLE

Options No of Candidates %age of Candidates

Highly satisfied 50 62.5%
Satisfied 15 18.75%
Neutral 5 6.25%
Dissatisfaction 10 12.5%
Total 80 100%

Satisfaction with the job environment and working

condition?
70%
60%
50%
40%
30%
20%
10%
0%
Highly satisfied Satisfied Neutral Dissatisfaction
INTERPRETATION:

From the above chart, 62.5% of the employees are highly satisfied with the job environment and
working conditions of the organistion, 19% of the employees are satisfied with the job environment and
the working conditions of theorganisation,6% of the employees are neutraly satisfied with the job
environment and working conditions of the orgnaistaion and the remaining 12% of the employees are
dissatisfied with the job environment and working condition of the organisation.
 P a g e | 45

2.Are you satisfied with the pay structure in the organisation ?

A) Always B) NeverC) Sometimes

TABLE
Options No. of Candidates %age of Candidates

Always 25 31.25%

Sometimes 30 37.5%

Never 25 31.25%

Total 80 100%

satisfaction with the pay structure in the organisation

31% 31%
Always
Sometimes
Never

38%

INTERPRETATION:

From the above chart, 31% of the employees are always satisfied with the pay structure in the
organisation, 37% of the employees are sometimes satisfied with the pay structure in the organisation
and the remaining 31% of the candidates are never satisfied with the pay structure provided by the
organisation.
 P a g e | 46

3.What is your opinion about the relationship between management and employees ?

A) Highly satisfied B) Satisfied C) Dissatisfied

Table

Options No of Candidates No of Candidates

Highly satisfied 25 31.25%
Satisfied 25 31.25%
Dissatisfied 30 37.25%
Total 80 100%

opinion about the relationship between mangement and

employees?
38% 37%

36%

34%

32% 31% 31%

30%

28%
Highly satisfied Satisfied Dissatisfied

INTERPRETATION:

From the above chart, 31.25% of the employees are highly satisfied with the relationship between
management and employees, 31.25% of the employees are satisfied with the relationship between the
management and the employees and the remaining 37.5% of the employees are dissatisfied with the
relationship between employees and management in the organisation.
 P a g e | 47

4.What is your opinion about the career planning program in this organisation ?

A) SatisfiedB)Highlysatisfied C)Dissatisfied

Table

Options No of Candidates % of Candidates

Satisfied 40 50%
Highly satisfied 20 25%
Dissatisfied 20 25%
Total 80 100%

Career planning program in this

organisation

25% Satisfied

50% 25% Highly satisfied

Dissatisfied

INTERPRETATION:

From the above chart, 50% of the employees are satisfied with the career planning program in the
organisation, 25% of the employees are highly satisfied with the career palning program in the
organisation and the remaining 25% of the employees are dissatisfied with the career planning program
in the organisation.
 P a g e | 48

5.What is the criteria for incrementing the benefits package?

A) Performance B) Seniority

C) No criteria D) Special contribution towards company growth

Table
Options No of Candidates % of Candidates
Performance 25 31.25%
Seniority 20 25%
No criteria 10 25%
Specialcontribution towards company 25 31.25
growth
Total 80 100%

Criteria for Incrementing the benefits package

50%
50%
40% 31.25%
30% 25% 25%
20%
10%
0%
Performance Seniority No criteria Special
contribution
towards
company growth

INTERPRETATION:

From the above chart, 31% of the employees says that performance is the criteria for
incrementing the benefits package, 25% of the employees says that seniority is the criteria for
increamenting the benefits package, 25% of the employees says that the there is no criteria for
increamenting the benefits package and the remaining 31% of the employees say that special
contribution towards company growth is the main criteria for increamenting the benefits
package.
 P a g e | 49

6.What are the steps taken for the job enrichment for employees?

A)Deliberate upgrading of responsibilities B) Widening the scope of activites

C) Setting the challenges in work D) Giving exposure to variety of jobs

Table

Options No of Candidates % of Candidates

Deliberating upgrading of responsibilities 30 60%
Widening the scope of activites 15 30%
Setting the challenges in work 5 10%
Giving exposure to variety of jobs 50 62.5%
Total 80 100%

Rate how well HR finds good candidates from

non-traditional sources when necessary?

70% 62.50%
60%
60%
50%
40%
30%
30%
20%
10%
10%
0%
Deliberating upgrading of responsibilities
Widening the scope of activites
Setting the challenges
Giving
in work
exposure to variety of jobs

INTERPRETATION:
From the above chart, 30% of the employees rate HR as excellent in finding good candidates
from non-traditional sources when necessary,55% of the employees rate HR as average in
finding good candidates from non-traditional sources when necessary, 15% of the employees rate
HR as excellent in finding good candidates from non-traditional sources when necessary.
 P a g e | 50

7.Does the organisationhelp you to enhance your skills and polish your talent?

A) Yes B) No
Table
Options No of Candidates % of Candidates
A) Yes 45 56.25%
B) No 35 43.75%
Total 80 100%

Does the organisation help you to enhance

your skills and polish your talent?
60% 56%

50% 44%
40%

30%

20%

10%

0%
Yes No

INTERPRETATION:

From the above chart, 55% of the employees rate the HR department performance in
Recruitment and Selection as excellent, 40% of the employees rate the HR department
performance in Recruitment and Selection as average, 5% of the employees rate the HR
department performance in Recruitment and Selection as poor.
 P a g e | 51

8.What is your opinion about the security and growth oppournities?

A) Satisfied B) Highly satisfied C) Dissatisfied

Table

Options No of Candidates % of Candidates

A) Satisfied 45 56.25%
B) Highly satisfied 25 31.25%
C) Dissatisfied 10 25%
Total 80 100%

No.of responces

Satisfied Highly satisfied Dissatisfied

INTERPRETATION:

The pie chart shows that 31.25% are highly satisfied with the job security and growth
opppurtunities and 56.25% of people are satisfied with the security and growth 25% are not
satisfied with the security and growth oppurtunities.
 P a g e | 52

10. Do you ever miss out any quality time with your family/friends because of presence of work
?

A) Never B) Sometimes

C)Often D) Always
Table

Options No of Candidates % of Candidates

A) Never 5 6.25%
B) Sometimes 30 37.50%
C) Often 10 12.50%
D) Always 35 43.75%
Total 80 100%

No.of responces
50.00%
45.00%
40.00%
35.00%
30.00%
25.00%
20.00%
15.00%
10.00%
5.00%
0.00%
Never Sometimes Often Always

No.of responces

INTERPRETATION:

From the above chart 43.75% of people are always missing the quality time with their family,37.5% are
sometimes missing and 12.5% often miss their quality time and6.25% people are not missing their family
time.
 P a g e | 53

11.How do you manage stress arising from your work ?

A) Yoga B) Meditation C)Entertainment D) Others

Table

Opinions No. Of Candidate % of candidates

A)Yoga 10 12.50%

B) Meditation 10 12.50%

C)Entertainment 40 50%

D)Others 20 25%

Total 80 100%

%of candidates

Others

Entertainment

Meditation

Yoga

0.00% 10.00% 20.00% 30.00% 40.00% 50.00% 60.00%

%of candidates

INTREPRETATION:

From the above graph,. 50% use entertainment to manage stress from the work,12.50%
meditation and same 12.50% are managing their stress yoga and 25% are using other things to
manage stress

12.Does your organisation provide you with yearly master health check up?
 P a g e | 54

A) Yes B) No

Table

Opinions No. of candidates % of candidates

Yes 50 62.5%

No 30 37.5%

TOTAL 80 100%

NO.OF RESPONCES

38%

Yes
63%
No

INTERPRETATION:

From the above graph, 62.5% of employees agree that the organisation provide yearly master
health check up, and remaining 37.5% of the employees are not agrreing with the st

13. Does your organisation have social functions at times suitable for families ?
 P a g e | 55

a) Yes b) No

Table

Opinions No of candidates % of candidates

Yes 40 50%
No 40 50%
Total 80 100%

NO.OF RESPONCES

No Yes
50% 50%

INTREPRETATION

From the above graph, 50% are agreeing that organisation have social functions at times suitable
for families, and 50% people are not agreeing.
 P a g e | 56

14.Do you suffer from any stress related disease?

A) HypertensionB) Obesity C) Others D) None

Table

Opinions No of candidates % of candidates

Hypertension 40 50%
Obesity 20 25%
Others 10 12.5%
None 10 12.5%
Total 80 100%

No.of responces
45%

40%

35%

30%

25%

20%

15%

10%

5%

0%
Hypertension Obesity Others None

No.of responces

INTREPRETATION:

From the above pie chart the 50% of the employees feel stress related disease like hypertension
to those people, 25% people are suffering obesity, 12.5% are having other stress related disease
and 12.5% are having no issues like.
 P a g e | 57

15. Do you feel work life balance policy in the organisation should be customized to individual
needs?
A)Strongly agreeB) Agree C) Disagree
Table

Opinions No of candidates % of candidates

Strongly agree 60 75%

Agree 10 12.5%

Disagree 10 12.5%

Total 80 100%

No.of responces
70%

60%

50%

40%

30%

20%

10%

0%
Strongly Agree Agree Disagree

INTERPRETATION:

From the above graph 75% of the employees strongly agree for the work life balance policy in

the organisation should be customized to individual needs, 12.5% agree for the customization

and 12.5% disagree for the work life balance customization for the individual needs.
 P a g e | 58

16.How many hours in a week do you normally work?

a) Standard hour
b) Paid over time
c) Extra hour without pay

Table

Opinions No of candidates % of candidates

Standard hour 60 75%

Paid over time 10 12.5%

Extra hour without pay 10 12.5%

Total 80 100%

Sales

1st Qtr 2nd Qtr 3rd Qtr 4th Qtr

INTERPRETATION:

The above pie chart shows that 75% people are working with their standard time and 12.5% are
willing to paid work over time and extra hours without pay are willing to work by 12.5%.
 P a g e | 59

CHAPTER-VI
o FINDINGS
o SUGGESTIONS
o CONCLUSION
o BIBILIOGRAPHY
 P a g e | 60

FINDINGS
It is found that in the A.P. Paper Mills Limited, the Quality of work life of the employee is being
facilitated by the Management.

 As The Andhra Pradesh Paper Mills Limited is a private sector it is based on the inflation
rate and provides all Quality of work life facilities like canteen, drinking water, latrines
etc., to the employees in the organization as per the principles.
 It is found that all the statutory facilities are provided by the Management to the
employees in the organization.
 The company has appointed a Quality of work life officer (Sec.49) as per act, in the
organization and he looks after the Quality of work life of the employees in the factory.
 As per act the company provides education facilities, transport facilities, hospital
facilities, spittoons etc. And all these activities are looked after by the Quality of work
life officer.
 P a g e | 61

SUGGESTIONS

 In order to motivate personnel by all means to improve the interpersonal relationships

and create zeal to work more for organizational growth, every department should conduct
regular meeting.
 The canteen managing committee must implement certain measures to improve the
quality of food supplied in the canteen.
 Management should consider employee suggestions on Quality of work life activities.
 Bus transport facility is to be provided to the employees to make them reach the factory
in time.
 It is suggested that the organization should provide uniform for the regular contract
employees as provided for the permanent employees.
 Sufficient numbers of peons are to be appointed in every department to avoid delay of the
work.
 P a g e | 62

CONCLUSION
Having studied the organizational set up and functioning of various in general and working of
the personnel department in particular I am pleased to place a record that the APPM Ltd,
KADIYAM is well organized, better administered and well managed organization with properly
defined policies, aim and objectives and also time-tested procedures and practices managed by
variable competent and enlightened leadership of top executive and other officers assisted by
sincere delighted and honest staff work force.

At the end, it can be concluded that the quality of work life inAPPM Ltd, Kadiyamcan be
improved by giving opportunity to each employee to express his ideas, create a feeling of
contribution for decision making, allow an amount of discussion about work with their superiors,
create an atmosphere of friendship and trust among the employees, a good career planning of the
growth of the individual, autonomy at work appreciation of work and encouragement to exercise
for creativity and pro-active.
 P a g e | 63

QUESTIONNAIRE
1) Are you satisfied with the job environment and working conditions?

a) Highly satisfied b) Satisfied c) Dissatisfied d) Neutral

2) Are you satisfied with the pay structure in the organization?

a) Always b) Never c) Sometimes

3)What is your opinion about the relationship between management and employees?

a) Highly satisfied b) Satified c) Dissatisfied

4)What is your opinion about the career planning program in this organization?

a) Satisfied b) Highly satisfied c) Dissatisfied

5)What is the criteria for incrementing the benefits package?

a) Performance b) Seniority c) No criteria d) Special contribution

towards company growth

6)What are the steps taken for the job enrichment for employees?

a) Deliberate upgrading of responsibilities b) Widening the scope of activites

c) Setting the challenges in work d) Giving exposure to variety of jobs

 P a g e | 64

7) Does the organization help you to enhance your skills and polish your talent?

a) Yes b) No

8) What is your opinion about the security and growth oppournities in the organisation?

a) Satisfied b) Highly satisfied c) Dissatisfied

9) How many hours in a week do you normally work?

a) Standard hours b) Paid overtime c) Extra hours without pay

10) Do you ever miss out any quality time with your family/friends because of pressure of work?

a) Never b) Sometimes c) Often d) Always

11) How do you manage stress arising from your work?

a) Yoga b) Meditation c) Entertainment d) Others

12) Does your organisation provide you with yearly Master health check up?

a) Yes b) No

13) Does your organisation have social functions at times suitable for families?

a) Yes b) No

14) Do you suffer from any stress related disease?

a) Hypertension b) Obesity c) Others d) None

 P a g e | 65

15) Do you feel work life balance policy in the organisation should be customized to individual
needs?

a) Strongly agree b) Agree c) Disagree

 P a g e | 66

BIBLIOGRAPHY

REFERENCE BOOKS AND WEBSITES:

Book Name Author Name Publisher Name

HUMAN RESOURCE P. SUBBARAO Himalaya publishing
MANAGEMENT AND house
INDUSTRIAL
RELATIONS
LABOUR WELFARE PUNEKAR , Himalayan publishing
TRADE UNIONISM AND DEODHAR,SANKARAN house ,
INDUSTRIAL
RELATIONS
Human Resource ASHWATHAPPA Himalayan publishing
Management house

Human Resource JACK.PHILIPS Himalayan publishing

Management house
Human Resource CARTER Mc NAMARA Himalayan publishing
Management house

WEBSITES:
www.andhrapaper.com
www.andhrapapermills.com