effectiveness of safety and welfare measures at NSL sugars ltd

1. INTRODUCTION OF THE STUDY
Labour welfare work aims to provide such aservice facilities and amenities which enable the
workers toemploy in an organization to perform their task in good health and high morale.
Labour welfare is a comprehensive term including various services, benefits and facilities
provided by the employer. The welfare measures are extended in additional to normal wages and
other economic rewards available to employees as per the legal provisions. Welfare measures
may also be provided by the government, trade unions and non-government agencies in addition
to the employer.
Labour welfare is an important aspect in every organization with some added benefits which
enable the workers to lead a decent life. There are several agencies involved in the labour
welfare work namely the central government, employer’s trade union and other social service
organization. Welfare services may broadly be classified into two categories:-1) Intramural 2)
Extramural
In order to get the best out of a worker in the matter of production, working condition is required
to be improved to large extent. The work place should provide essential amenities for the
worker’s essential need. Today various medical services like hospital, clinical and dispensary
facilities are provided by organizations not only to the employees but also to their family
members. Normally welfare and recreational benefits includes canteens, housing, transportation,
education etc.
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1.1 The Concept of Labour Health, Safety and Welfare
The concept of labour health, safety and welfare are flexible and widely differs with respect to
the time, region, industry, country, social values and customs, Degree of industrialization the
general socio economic development of the people and political ideologies prevailing during a
particular time frame. It is also, molded according to the age group, sex, socio-cultural
background, economic status and educational level of workers in various industries.
1.2 The basic features of labor welfare measures are as follows:
1. Labour welfare measures are those includes like facilities, services and amenities provided to
the workers for improvement of their health, efficiency, economic stability and social status.
2. Welfare measures are the addition to normal wages and other economic benefits that are
madeavailable to workers due to legal provisions and collective bargaining
3. Labor welfare schemes are fixed and ever-changing. New welfare measures are updated to the
existing ones from time to time.
4. Welfare measures may be introduced by the employers, government, and employee’s itself or
by any social or charitable agency.
1.3 important benefits of welfare measures can be summarized as follows:
 They provide good physical and mental health to workers and thus promote a healthy
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work environment in the firm.
 Facilities like medical benefits, housing schemes, and education and recreation facilities
for workers families help increase in 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 welfare facilities. So that Workers take
active interest in their work.

According to the Labour Welfare Committee
Anything that can do for the intellectual, physical, moral and economic benefits of the worker is
very much essential. Whether by the employers, by the government or other agencies over and
above what is laid down by law or what is normally expected of the contractual benefits for
which the workers have bargained. According to the committee on labour welfare services such
services and amenities as adequate canteens, rest rooms, recreation sanitary, medical facilities,
arrangement for travel to and from the place of work and for the accommodation of worker
employed at a distance from their home and such other services
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1.4 Subject background of the study
The philosophy of a healthy organization is to establish employee safety measures and
activities, which gives an opportunity for the workers to express their social responsiveness
towards the welfare scheme offered to them. There is necessity to know how labour welfare
officer performs his duty in creating environment to boost of morale of the people working in the
organization. The different acts, rules and regulation prescribed by the government to safeguard
the welfare of the workers and to put them into force and if they are not the reasons for not forces
are clearly examined.

1.5 The primary objectives of the study as follows.
1. To know that whether welfare facilities play an important role on the working of
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employees,
2. To identify the nature and extent of the problem of industrial relations in the firm and to
suggest measure for coping with the difference
3. The study analyzes the different aspects of labour welfare measures such as housing,
medical, canteen, education, transport, social welfare, community welfare, family
welfare, recreation, insurance schemes, gratuity, provident fund and employment to
dependents and its impact on industrial relations.
4. The study discusses with the peculiarities of the labour management situation and
suggests ways and means for the improvement of the industry. With this view, the
analyses were done in impact of labour welfare measures on industrial relations.
1.6 Objectives Of the study:
1. To study the existing welfare facilities provided to the employees at NSL sugars ltd koppa
2. To study and understand employees satisfaction levels towards the welfare measures at NSL
sugars ltd Koppa
3.To ascertain whether the welfare measures are being implemented effectively
4. To give certain suggestion based on findings for improvement in the welfare facilities
provided by the management.

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1.7Scope of the Study:
This study aims to find out the satisfaction of the employees, whether the company is
providing necessary health, safety and welfare measures in NSL sugars Ltd, KOPPA. The scope
of the current study named” Employee welfare facilities” is limited only to NSL sugars limited,
KOPPA unit & its application is also specifically limited to the NSL sugars ltd, KOPPA unit,
and This study helps to improve the performance of the Human resource management
department. In order to make them happy, feel satisfied and retain them, organization plan
retention strategies. To make this possible one has to determine whether the present employees
perceived satisfaction towards the labor securities and welfare facilities. The survey on employee
satisfaction will help the organization to evaluate its return on investment in the important area
like labor securities and welfare measures. Hence, in this study I propose the need to understand
the impact of different employee Labour welfare measures on employee performance and
satisfaction at NSL sugars ltd Koppa.
1.8LIMITATIONS OF THE STUDY:
1. The study is limited to only some employees of nsl sugars ltd Koppa therefore the result
cannot be generalized to whole organization.
2. As time was constraint, and the size of the population of nsl Sugars limited is large, it is
not possible together full information.
3. The data has been collected during general shift i.e. between 9:00 Am to 5:00 PM Hence
it is not possible to gather full information
4. The data is collected only from the permanent employees and hence the opinion of casual
and contract employee is not collected.

LITERATURE REVIEW
By contributing to employee satisfaction, volunteer opportunities have been shown to increase
morale, improve employee recruitment and retention rates, enhance productivity, and ultimately
positively affect profits. Properly developed and administered employee volunteer programs can
be a valuable addition to employee benefit programs, especially now as companies look to
contain or even Decrease benefit costs. Several studies have tried to determine the link between
stress and job satisfaction. Job satisfaction and job stress are the two hot focuses in human
resource management researches.
The stress itself will be affected by number of stressors. Amongst some important factors
causing stress one is role conflict. It has a significant negative impact on job satisfaction.
Workload and professional uncertainty affects employee job satisfaction negatively. Role
conflict is important job stressor that is faced due to the multiple roles. Role conflict may start
when two or more concurrent and unsuited expectations exist in such a way that in agreement
with a given role compromises fulfilling other.
Role conflict decreases job satisfaction among both men and women. Work role conflict has a
greater impact on job satisfaction in those workers who have a high centrality of the family role.
Role conflict involves contradiction in expectations of an employee sales position. This may
occur when a sales person is given a variety of contrary orders or is given a range of
responsibilities that cannot be completed all together.
Role conflict is a stressor that affects job satisfaction. Role conflict is generally defined as the
simultaneous occurrence of two or more sets of pressures, such that compliance with one would
make compliance with the other more difficult. Moreover a study on physical education teachers
in Greece explored inverse relationship between roles conflicts on the one hand, and job
satisfaction on the other A study of professional accountants revealed that role conflict was
associated with low job satisfaction and high propensity to leave. Physical environment can be
defined in terms of lightening, noise, temperature, humidity, clean air, air circulation and
exposure to dangerous substances science, motivation and stress research section Cincinnati,
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most HR professionals indicated that feeling safe in the work environment was very important
to employee job satisfaction.
Female employees considered feeling safe in the workplace an especially important job
satisfaction factor compared with male workers Having a window, or daylight within 15 ft (5 m),
strongly improves satisfaction with lighting and increasing workstation size also improves
satisfaction with privacy A study of managers of Chinese restaurant in Hong Kong showed that
the physical work environment is one of the important determinants of job satisfaction in that
industry.
The purpose of presented study is to develop a model that measures the degree of difference in
salary satisfaction and its impact on job satisfaction in public sector organizations and private
sector organizations. Salary satisfaction affects job involvement, work inspiration, employee
performance and motivation.
The posited hypothesis is if there exists a significant difference in the degree of salary
satisfaction in public sector and private sector organization, and the positive influence of salary
satisfaction on job satisfaction in both public and private sectors.
The relationship between Job satisfaction and employee engagement have been studied and
reported by many researchers. It has been explained that Job satisfaction can be an antecedent
and a consequence of employee engagement. An attempt is made here to highlight a few of the
studies to support the present study.
Garg and Kumar (2012) have reported in their research paper that Job satisfaction is an important
driver of Employee engagement. Their research was concerned with measuring employee
engagement levels based on certain parameters such as
i. a career path that offers opportunities for advancement,
ii. Fair pay and benefits,
iii. The perception that organization offers good value to customers, and
iv. a satisfactory work environment, defined by a reasonable workload, good relations
with immediate supervisor, effective internal communication, good relationship with
colleagues, and smooth functioning organizational dynamics.
It concluded that job satisfaction and compensation are two such important parameters that are
the key drivers of employee engagement in an organization.
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3.1METHODOLOGY:
The first and foremost step in the research process consists of problem identification. Once the
problem is defined, the next step is the research design becomes easier. The research design is
the basic framework, which provides guide line for the rest of the research process. The research
designs the methods of collection of data collection and analysis.
3.1 SAMPLING DESIGN
The technique that is used is through personal interaction and questionnaire method. Through the
percentage graphs Are prepared the survey is done on employees of nsl sugars limited.
Total production of workmen = 619
The sample size for the proposed study = 100
3.3SOURCES OF DATA COLLECTION
Both primary and secondary data has-been collected for the study. Following are few ways in
which the data was collected.
Primary data:
Primary data has been collected through stratified random sampling technique. Questionnaires,
schedules and correlation coefficient are employed. The sample size of this research was 100.
Well defined questionnaires were given among the employees working in the manufacturing
sector (general shift) at Koppa unit. A structured interview schedule administered among
respondents for collection of primary data is ascertained by a four-point scale and three point
scale. Methods of direct observation and informal focused group discussion with the employees
were also followed to know the feelings of the respondents. The responses were well recorded
and systematically analyzed to draw a clear picture on the study.

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Secondary data:
The secondary data is another source for the collection of data from various books, office
records, and various websites
3.4Data Collection Tool: Structured questionnaire was prepared to interview the employees
of the organization on distinct 20 parameters like: salary, medical benefits, work environment,
transport facilities, canteen facilities at the organization etc. measured on Likert four point scale,
which was later reduced to 5 factors with help of factor analysis
3.5Data Analysis and Findings
The study analyzes the different aspects of labour welfare measures such as housing, medical,
canteen, education, transport, social welfare, community welfare, family welfare, recreation,
insurance schemes, gratuity, provident fund and employment to dependents and its impact on
industrial relations. As a result of those labour welfare measures, the performances of the
organizations have improved significantly and employees became more committed towards their
organizations and there exist healthy industrial relations. In Koppa unit, the framework of
providing welfare measures to workers consists of statutory and voluntary measures, the former
being taken by the management and the latter being achieved through collective bargaining
agreements. These measures are discussed in the following paragraphs;

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The Factories Act, 1948:
Section 42 to 48 of the India factories act, 1948, contains specific provisions relating to the
Welfare of labour in factories.
1. Washing facilities
According to sec.42, every factory
 Adequate and suitable facilities for washing shall be provided and maintained for the
Use of the workers there in.
 Separate and adequately screened facilities shall be provided for the use of male and
Female workers.
 Such facilities shall be conveniently accessible and shall be kept clean
.
2. Facilities for storing and drinking clothing
Under sec 43, the state government may in respect of any factory make rules requiring the
provisions Therein of suitable place for keeping clothing not worn during working hours and for
the drying of wet Clothing.
3. Facilities for sitting
According to sec.44, in every factory, suitable arrangements for sitting shall be provided and
Maintained for all workers
.
4. First aid appliances
Under sec.45, these shall in every factory be provided and maintained so as to be readily
accessible during all working hours. First aid boxes or cupboards to be provided and maintained
shall not be less Than one for every one hundred and fifty workers ordinarily employed at any
one time in the factory.
5. Canteens
Under sec.46, the state government may make rules requiring that in any specified factory where
in More than two hundred and fifty workers are ordinarily employed, a canteen or canteens shall
be Provided and maintained by the occupied for the use of the workers.

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6. Shelters, rest rooms and lunch rooms
According to sec.47, in every factory where as more than one hundred and fifty workers are
Ordinarily employed adequate and suitable shelters, rest rooms and a suitable lunch room which
Provision for drinking water, shall be provided and maintained for the use of the workers.
7. Crèches
According to sec.48, in every factory where more than 30 women workers are ordinarily
employed, There shall be provided and maintained a suitable room for the use of children under
the age of 6 years of such women. Such room shall provide adequate accommodation, shall be
adequately lighted and ventilated and shall be maintained.
8. Welfare officers
In every factory where in five hundred or more workers are ordinarily employed, the occupier
shallemploy in the factory, such number of welfare officers as may be prescribed. The state
government may prescribe the duties, qualifications and conditions of service of welfare officers
appointed under the provisions of the factories act.
The mines Act, 1952 and the Mines Rules:
The main obligations of the mine owners regarding health and welfare of their workers are as
Follows:
(a) Maintenance of crèches where 50 women workers are employed;
(b) Provision of shelters for taking food and rest if 150 or more persons are employed:
(c) Provision of a canteen in mines employing 250 or more workers;
(d) Maintenance of first-aid boxes and first-aid rooms in mines employing more than 150
Workers;
(e) Provision in coal mines of (i) pit head baths equipped with shower baths; (ii) sanitary
Latrines and (iii) lockers, separately for men and women workers;
(f) Appointment of a welfare officer in mines employing more than 500 or more persons
To look after the matters relating to the welfare of the workers.

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The Plantations Labour, 1951:
The fallowing welfare measures are to be provided to the plantation workers:
a) Canteen in plantation employing 150 are more workers (S. 11)
b) Crèches in plantation employing 50 or more women workers (S. 12).
c) Recreational facilities in the workers and their children (S. 13).
d) Educational facilities in the estate for the children of workers, where there are 25
Workers’ children between the age of 6 and 12 (S. 14).
e) Housing facilities for every worker and his family residing in the plantation. The
Standard and specification of the accommodation, procedure for allotment and rent
Chargeable from workers, are to be prescribed in the Rules by the state governments
(S. 15 AND 16).
f) The state government may make rules requiring every plantation employer to provide
The workers with such number and type of umbrellas, blankets, raincoats or other like
Amenities for the protection of workers from rain or cold as may be prescribed (S. 17).
g) Appointment of a welfare officer in plantation employing 300 or more workers (S.18).
The exact standards of these facilities have been prescribed under the rules framed by the
State government.
The Motor Transport Warders Act, 1961:
The Motor Transport Undertakings are required to provide certain welfare and healthMeasures as
given below:
a) Canteen of prescribed standard, if employing 100 or more workers (S.8).
b) Clean, ventilated well-lighted and comfortable rest rooms at every place wherein
Motor transport workers are required to halt at night (S.9).
c) Uniforms, raincoats to drivers, conductors and line checking staff for protection
Against rain and cold. A prescribed amount of washing allowance is to be given to the
Above mentioned categories of staff (S.10).
d) Medical facilities are to be provided to the motor transport workers at the operating
Centers and at halting stations as may be prescribed by the state government (S.11).
e) First-aid facilities equipped with the prescribed contents are to be provided in every
Transport vehicle (S.12).

The Contract Labour (Regulation and Abolition) Act, 1970:
The following welfare and health measures are to be provided to the contract workers by the
Contractor:
(a) A canteen in every establishment employing 100 or more workers (S.16).
(b) Rest rooms or other suitable alternative accommodation where the contract labour
Is required to halt at night in connection with work of an establishment (S.17).
(c) Provision for a sufficient supply of wholesome drinking water, sufficient number
Of latrines and urinals of prescribed types and washing facilities (S.18).
(d) Provision for first-aid box equipped with the prescribed contents (S.19).
The Act imposes liability on the principal employer to provide the above amenities to the
Contract labour employed in his establishment, if the contractor fails to do so.
The Merchant Shipping Act, 1958:
Provision in the Act relating to health and welfare cover:
a) Crew accommodation;
b) Supply of sufficient drinking water;
c) Supply of necessities like beddings, towels, and mess utensils;
d) Supply of medicines, medical stores, and provision of surgical and medical advice;
e) Maintenance of proper weights and measures on board; and grant of relief to distressed
seamen aboard a ship;
f) Every foreign-going ship carrying more than the prescribed number of persons,
Including the crew, is required to have on board as part of her complement a qualified
Medical officer;
g) Appointment of a Seamen’s welfare Officer at such ports in or outside India as the
Government may consider necessary;
h) Establishment of hostels, clubs, canteens, and libraries;
i) Provision of medical treatment and hospitals;
j) Provision of educational facilities
The government has been authorized to frame rules, inter alia, for the levy of fees payable by
Owners of ships at prescribed rates for the purpose of providing amenities to seamen and for
Taking other measures for their welfare.
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Dock Workers (Safety, Health and Welfare) Scheme, 1961:
A comprehensive Dock Workers (Safety, Health and Welfare) Scheme, 1961, has been
Framed for all major ports and is administered by the Chief Advisor, Factories (Factory
Advice Services and Labour Institutes). It is framed under the Dock Workers (Regulation of
Employment) Act, 1948. Amenities provide in the port premises include provision of:
a) Urinals and latrines;
b) Drinking water;
c) Washing facilities;
d) Bathing facilities;
e) Canteens;
f) Rest shelters;
g) Call stands; and
h) First-aid arrangements.
Other welfare measures provided are:
a) Housing;
b) Schools;
c) Educational facilities;
d) Grant of scholarships;
e) Libraries;
f) Sports and recreation;
g) Fair price shops; and
h) Cooperative societies.
Inter-State Migrant Workmen (Regulation of employment and Conditions
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Of Service) Act, 1979:
Section 16 of the Act stipulates that every contractor employing inter-state migrant workmen
In connection with the work of an establishment to which this Act applies will have to
Provide the following facilities:
a) To ensure regular payment of wages to such workmen (at least minimum wages have
To be paid as fixed under the minimum Wages Act, 1948).

b) To ensure equal pay for equal work irrespective of sex;
c) To ensure suitable conditions of work to such workmen having regard to the fact that
They are required to work in a state different from their own state;
d) To provide and maintain suitable residential accommodation to such workers working
During the period of their employment;
e) To provide the prescribed medical facilities to the workmen, free of charge;
f) To provide such protective clothing to the workmen as may be prescribed; and
In case of fatal accident or serious bodily injury to any such workman, to report to the
Specified authorities of both the states and also the next of kin of the workmen
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INDUSTRY PROFILE
4.1HISTIRICAL INDUSTRIAL DEVELOPMENT:
India has been known as the original home of sugar cane and sugar. Indian knew the
art of making sugar since the fourth century. However the advent of modern sugar industry in
India dates back to mid-1930s when a few vacuum pan units were established in thesub-tropical
belts of Uttar Pradesh and Bihar.Unitil the mid-50s, the sugar industry was almost
wholly confined to the states of Uttar Pradesh and Bihar. After the fifties or early sixties the
industry dispersed into southern India, western India and other parts of northern India. India is
the largest consumer and second largest producer of the sugar in the world. The sufficient and
well distributed monsoon rains, rapid population growth and substantial increases in sugar
production capacity have combined to make India the largest consumer and largest producer of
sugar in the world. The Indian sugar industry has not only achieved the singular distinction of
being one of the largest producer of white plantation crystal sugar in the world but has also
turned out be a massive enterprise of gigantic dimensions. With over 450 sugar factories located
throughout the country, the sugar industry is amongst the largest agro processing industries, with
an annual turnover of Rs150bn. It plays a major role in rural development and its importance
for India stretches far beyond the role of a sweetener supplier. The sugar factories located in
various parts of the country work as nuclei for development of rural areas by mobilizing rural
resources and generating employment, transport and communication facilities. Over 45mn
farmers, their dependent and a large mass of agricultural labour are involved in sugarcane
cultivation, harvesting and ancillary activities constituting 7.5% of the rural population. The
sugar industry employs over 0.5 MN skilled and unskilled workmen, mostly from the rural areas.
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4.2 GLOBAL SCANARIO (INTERNATIONAL TRADE OPPORTUNITY)
International trade is of strategic importance to India has it can help maintain stability in the
domestic market and despite the cyclicality in production. If there is a sugar surplus either due to
excess production or due to greater economic attractiveness of cane for ethanol and cozen in
the future, exports could be used if the surplus cannot be managed in the domestic market.
Acceptability as a credible exporter will provide in the Indian sector an alternate set of markets
for diverting surplus production. Similarly, in case of deficits, raw sugar imports could help
bridge the supply gap. Globally, in the most of the key geographies like Brazil and Thailand,
regulations have a significant influence on the sugar sector. Perishable nature of cane, small form
land holdings and the need to influence domestic prices; all have been the drivers for regulations.
India, too, sugar is highly regulated. Since 1993, the regulatory environment has considerably
eased, but sugar skill continues to be an essential commodity under the essential commodity Act.
There are regulations across the entire value chain land demarcation, sugarcane price, sugar
cane procurement, sugar production and sale of sugar by mills in domestic and international
markets. However, fundamental changes in the consumer profile and demonstrated ability of the
sector to continuously ensure availability of sugar for domestic consumption has diluted the need
for sugar to be considered as an essential commodity. According to a recently conducted nation-wide
survey, nearly 75 per cent of the total non-levy sugar is consumed by industrial, small
business and high income household segments. Further, even for a low income household
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4.3 NSL GROUP OF COMPINIES
NSL Sugars Ltd., having its Parental group of M/s. Nuziveedu Seeds Ltd., Hyderabad, is situated
near Koppa, Maddur Taluk, Mandya District with a capacity of 5000 TCD of Sugar factory
integrated with 26 MW Co-gen unit and a Distillery to produce 45 KLPD Fuel based Ethanol,
which is under erection.
The NSL Sugars Ltd., has commenced its Commercial activities w.e.f 29.07.2004, by producing
White Crystal of Sugar and 26 MW Power.
To achieve the desired results, the management is looking upon 3 aspects i.e.
1. Labour
2. Raw material and
3. Bankers.
Labours are the predominant factors for the sugar industry where different types unskilled,
skilled, Semiskilled and highly skilled personnel are involved in the activities in the sugar
industry.
All most all sugar industries are being installed in the rural areas where the principal raw
material is available in rural areas due to the availabilities of raw materials.
While concede ring the nature of employment the basic elements of labours factors are to be
seen:
1. Nature of labour
2. Standard of leaving
3. Financial condition
4. Family background
5. Inclination towards work
6. Educational background.
If we considered NSL Sugars in to account, it suits up the economical standers of rural
community in eve of the facts that cane has been declared as commercial crop, as result cash
flow into the hands of farmers through the sugar industry which is purchasing the cane.
Further NSL Sugars in its walks of life catering an uninterested power supply to the farmers in
order to pump the water from the well to their fields so that the water availability is assured.

NSL Sugars not only producing Sugar and Electricity but also producing Ethanol which could be
blended with petrol and diesel and thereby it is expected to reduce the cost of the fuels and intern
saving of fore exchange.
In order to achieve the object narrated above, the role of work force is pivotal where they have to
play a prominent role in meeting the ends of the management.
In order to keep the morel of the employees high their problems also are to be studied and
addressed wherever and whenever it is required. While looking into the problems, a study shall
conduct on the following aspects.
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1. Financial stability
2. Physical and mental fitness
3. Educational background
4. Inclination to work
5. Motivation to work.

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4.4PROFILE OF COMPANY:
Sri. M. Prabhakar Rao the Chairman and Managing Director of NSL Sugars Ltd., a post
graduate in Agriculture, has been accredited as the Champion of the seeds production, processing
and marketing throughout the Country and he is a fore runner with diversified visions and
missions to combat the challenges being emerged, due to globalization and liberalization.
Under his Dynamic Leadership, the said Sugar factory and the Co-gen unit, in a span of 12
months, were taken for commercial operation.
The above two projects, which are the brainchild of Mr. M. Prabhakar Rao, under the able
assistance of Mr. K. Ramakoteswara Rao, Executive Director, the vision and mission of the
management have been brought into realistic, in order to meet the needs of cane growers of the
tail end area of Mandya District with the sole intention to provide employment directly and
indirectly especially to the rural community, which will pave way to shoot up the entire area
Socially Economically and Educationally up.
There is no exaggeration to certify that, the conglomerated vision and mission planted by the
Managing Director and Executive Director started producing yields thereby, the publics in
general and the farming communities in particular are enjoying the fruits.
In view of the dedicated workforce and their involvement, this factory is able to complete eight
cane crushing seasons successfully and marching ahead ecstatic to complete the current crushing
season in a grand scale.
In order to contain the land becoming infertile, due to usage of excess chemical fertilizers, the
management has taken steps to produce Bio/Vermi Compost fertilizers to make them available to
the farmers at an affordable price and it is estimated that, the fertility of the land would be
improved.

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4.5 COMPANY MISSION
To become a leader in the sugar industry by occupying a position in the top 10 sugar
companies in India. To be a global player in sugar fuel and energy with a market share of 7% in
India 1% in global.
COMPANY VISION
To become one of top 3 sugar companies in India by 2015.
CORE VALUES
1. Good team
2. Financial sound
3. Right people
4. Team work
5. Intigrity
6. Think big
7. Speed work
8. Quality products
9. Fairness to all
10. Accountability
COMPANY PROMOTERS
 Mr. M Venkataramaiah
 Mr. M Prabhakar Rao

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4.6 NATURE OF THE BUSINESS
AGRICULTURE INDUSTRY:
Sugar Industry is mainly depends upon the Agriculture sugar cane is the main raw material for
the manufacturing of sugar. Therefore, these sugar factory activities are depended on
agriculture. Sometime sugar industry may face the non-availability of raw sugar cane due to
some reasons like, failure of the crops, Low Production; failure of monsoon etc., Due to this
reason sugar Industry production is vary from year to year.Seasonal Crop: Basically sugar
industry highly depends on sugar cane. Mandya and Tumkur district is situated in southern dry
zone with moderate temperature and humidity; Rainfall varies from 760mm to 880mm, Due to
this reason sugar cultivation starts between the months June to August of every year. Basically
sugar cane harvesting starts after 9-10 months. Therefore the cane availability is very high in the
month of April and May.
AREA OF OPERATION:
The NSL Sugar has a wide regional operation. As a pvt.ltd.Industry its marketing operation its
decision is taken by the company promoters. Koppa unit is located at koppa village, Maddur TQ,
Mandya Dist., in the state of Karnataka. Koppa units command area is spread over 425 villages
in Maddur, Mandya and TumkurTaluks. But its marketing operation is conducted Regional,
National as well as global wide as per the Government instruction.

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COMPETITOR’S INFORMATION:
The NSL Sugar pvt. Ltd., is a Pvt Undertaking Company, So, all the strategies are done by
private itself. For some extent it is facing competition from private and Government Sugar
factories like,
 Sri Chamundeshwaris Sugar Co., PVT LTD.,
 The Godavari Sugar Mills Ltd., Karnataka
 Davangere Sugars Company Ltd., Karnataka
 Gangavathi Sugars Ltd., Karnataka
 Bannari Amman Sugar Ltd., tamilnadu
 Sri Renuka Sugars Ltd., Karnataka
 Siruguppa Sugars & Chemicals
 Jamakhandi Sugar Mills Ltd.,
 Nirani Sugars Ltd.,
 The Indian Sugars & Refineries
 The Mysore sugars Co,. LTD.,
While there are competitions, the NSL Sugar Pvt. Ltd., carrying its activities without threats
because farmers of this region has believed about company.
QUALITY POLICY:
NSL Sugar is committed to provide quality sugar, power and distillery products on time
with satisfaction to all customers, meeting all the requirements and ensuring continual
improvements and implementation of appropriate quality management system with total
dedication and team work of its employees.

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Company’s quality policy includes
 Selecting the right kind of raw material and accessories.
 Adopting stringent quality control at various process of manufacturing.
 Strict adherence to specification with emphasis on consistent quality in all areas of
operations.
 Planning Program for acquiring samples in order to ensure standard quality.
 Product design to fully meet customer requirements including quality, design,
economy.
4.7 OBJECTIVES OF THE COMPANY:
The object of the society is to encourage proper development of Agricultural Industries amongst
members on co-operative lines by introducing modern methods of Agriculture and by promotion
of principles of co-operation and joint farming methods. So as to secure best advantage of
modern large-scale agricultural production to the owner or tenant cultivators of land and for that
purpose:
 The main object of this factory is to encourage the member for the proper development of
agriculture on co-operative lines by introducing modern method.
 To encourage self-help, theft and co-operation amongst members.
 To arrange facilities to farmers.
 To give good market rate to the farmers who supply cane to their factory.
 Maximum utilization of manpower and production capacity.

25
GOALS:
The management has a future plan for expansion. Due to increase in the supply of sugar cane it
has decided to increase the cane crushing capacity from 5000 to 7000 metric tons per year.
 Planning for the further automation.
 Planning to expand plant capacity from 5000 TCD to 7000 TCD.
 Promoting lift irrigation projects.
 Planning for the expansion of Co-generation of power.
 Planning to improvise the infrastructure facility and construct quarters and buildings.
Some silent features of NSL sugars and integrated complex are:
1. Zero waste plants meaning that all by products generated are further processed into
saleable products.
2. Molasses, bagasse and press mud which are also by products of the sugar manufacturing
process are converted into ethanol/rectified spirit power and organic manner product
respectively.
3. Enabling the socio-economic development of our farmers.
4. By adopting rigid air pollution control measures the company has entered into clean
development mechanism and carbon credit agreement with international organization.
NSLSL had been awarded with the “Best technical efficiency award” for the season 2007-08 at
the 40th annual SISSTA convention. The company has achieved tremendous acceleration in the
last 7 years and has aggressive plans for the near future to take their growth to become amongst
top five players of the industry in the country. The company also has ambitious plans to expand
their business overseas also.The company is one of the few sugars companies which have
implemented SAP for complete. It solutions of sugar industries. It has employed modern
technologies in its operations, process and system.
The quality of its sugar is also comparable to the best and therefore fetches premium in the
market NSL group’s overview.

4.8 Organizational chat
Director
Vice president
Managing
Director
26
H.R
department
Sales
department
Finance
department
Production &
maintenance
Cane
development
department

Cashier
Go down manager
Go down keeper
27
ORGANISATION DESIGN:
The structure and design of N.S.L Sugar ltd Koppa, it is a functional organizational structure.
The company has subdivided into functional units such as, engineering, production, and
maintenance department, finance department, sales department, human resource department and
cane development department. It is a traditional kind of organizational design followed by N.S.L
Sugar ltd.
Structure of market department
Chief sales officer
Assistants

Structure of production department
General Manager
28
Chief chemist
D.G.M
Mechanical
Chief engineer
Deputy Chief
Engineer
Senior
engineer
Assist shift
engineer
Operator
Electrical
engineer
Foreman
Helper
Shift chemist
Lab chemist
Operator
Helper
Supervisor
Electrician
Helper
Electrical
engineer
Technician
Helper

STRUCTURE OF CANE DEPARTMENT
Asst CANE
OFFICER
29
COMMAND AREA:
MADDUR, MANDYA AND KUNIGALThe organization covers many villages in Mandya 23
villages, in Maddur 83 villages AND in kunigal 340 villages. This cover Total 425
villages many villages in kunigal Taluk. This give 50% subsidy to the formers. Organizations
provide transportation facility and they charge for that
General manager
ZONAL
OFFICER
CANE
OFFICER
FACTORY
FARM
FARM ASST SENIOUR ASST
CIRCAL
OFFICER

4.9 List of board of directors of NSL sugars lts as on 09/10/13
Sl.no Name of director Designation
1 Dr.pamidi kotaiah Chairman/independent director
2 Mr. k ramakoteswara Rao Vice-Chairman/ director
3 Mr.ravindra Singh singhvi MD & CEO
4 Mr.prabhakara Rao Director
5 Mr. s. Basavaiah Whole-time director
6 Mrs. M. Asha priya Director
7 Dr. D.G hapase Independent director
8 Mr. m venkataram chowdary Director
9 Dr. Gremella shesha chalpati Rao Independent director
10 Mr. Anil Chandra Gupta Independent director
30

Human Resource Department
The Human Resource Department is performing a vital role in the organization. Human
Resource Management is concern with people dimensions in management. As every organization
is made up of people, acquiring their services, developing their skills, motivating them to higher
levels of performance and ensuring their commitment to the organization.
HRM is the qualitative improvement of human being, who people are considered most valuable
asset of an organization. In NSL SCL ALSO Human Resources are given more importance,
cared & always motivated towards organizational goals.
31
NATURE: DIVISIONS
N.S.L sugars ltd have a three division,
1. Sugar
2. Power
3. Ethanol
SUGAR DIVISION:
1. CAPACITY: 5000 TCD tons crash per day
2. RAW MATERIAL: sugar cane
3. PRODUCT: sugar
4. BY PRODUCT: bagasse, premade
POWER PLANT:
1. CAPACITY: 26 mega vat, 26 u, p
2. RAW MATERIAL: bagasse
3. PRODUCT: power

32
ETHONAL PLANT:
1. CAPACITY: 45 K, L P, D (thousand litters per day)
2. RAW MATERIAL: bagasse’s
3. PRODUCT: Ethanol, E.N.A, R.S
DEPARTMENTS:
1. Administration
2. Accounts
3. Cane
4. Engineering
5. Electrical
6. Manufacturing
7. Civil
8. Power plant
9. Ethanol
10. EDP

STATUTORY WELFARE SCHEMES
The statutory welfare schemes include the following provisions:
1. Drinking Water: At all the working places safe hygienic drinking water should be
33
provided.
2. Facilities for sitting: In every organization, especially factories, suitable seating
arrangements are to be provided.
3. First aid appliances: First aid appliances are to be provided and should be readily
assessable so that in case of any minor accident initial medication can be provided to the
needed employee.
4. Latrines and Urinals: A sufficient number of latrines and urinals are to be provided in the
office and factory premises and are also to be maintained in a neat and clean condition.
5. Canteen facilities: Cafeteria or canteens are to be provided by the employer so as to
provide hygienic and nutritious food to the employees.
6. Spittoons: In every work place, such as ware houses, store places, in the dock area and
office premises spittoons are to be provided in convenient places and same are to be
maintained in a hygienic condition.
7. Lighting: Proper and sufficient lights are to be provided for employees so that they can
work safely during the night shifts.
8. Washing places: Adequate washing places such as bathrooms, wash basins with tap and
tap on the stand pipe are provided in the port area in the vicinity of the work places.
9. Changing rooms: Adequate changing rooms are to be provided for workers to change
their cloth in the factory area and office premises. Adequate lockers are also provided to
the workers to keep their clothes and belongings.
10. Rest rooms: Adequate numbers of restrooms are provided to the workers with provisions
of water supply, wash basins, toilets, bathrooms, etc.

34
NON STATUTORY SCHEMES
Many non-statutory welfare schemes may include the following schemes:
1. Personal Health Care (Regular medical check-ups): Some of the companies provide the
facility for extensive health check-up
2. Flexi-time: The main objective of the flextime policy is to provide opportunity to
employees to work with flexible working schedules. Flexible work schedules are initiated
by employees and approved by management to meet business commitments while
supporting employee personal life needs
3. Employee Assistance Programs: Various assistant programs are arranged like external
counseling service so that employees or members of their immediate family can get
counseling on various matters.
4. Harassment Policy: To protect an employee from harassments of any kind, guidelines are
provided for proper action and also for protecting the aggrieved employee.
5. Maternity & Adoption Leave – Employees can avail maternity or adoption leaves.
Paternity leave policies have also been introduced by various companies.
6. Medi-claim Insurance Scheme: This insurance scheme provides adequate insurance
coverage of employees for expenses related to hospitalization due to illness, disease or
injury or pregnancy.
7. Employee Referral Scheme: In several companies employee referral scheme is
implemented to encourage employees to refer friends and relatives for employment in the
organization.

Welfare measures at NSL sugars ltd Koppa unit
1. All workers who are handling machinery in production are being issued with 3 pair
uniforms once in a two year and one pair shoe every year.
2. All safety devices like helmet, safety goggle, ear plugs, hand gloves, nose mask, safety
belts and safety nets have been issued to the employees based on their area of working.
3. Regular health checkup camps are being conducted for the employees invoking the
35
service of Medical Fraternities.
4. Full time Resident Medical Officer and Medical Attendants have been appointed to take
health care of employees and residents of factory colony and medicines will be dispensed
with free of cost.
5. Ambulance has been procured and kept at factory site with full time driver to meet the
exigency.
6. All essential Officers, Staff and Workers have been provided family accommodation at
factory colony.
7. Dormitory facility has been provided for stay of bachelor employees.
8. Canteen facility has been extended to the employees with subsidized rates i.e. (60 meal
coupes at 16rs each are issued to employees)
9. The Welfare Officer has been appointed to take care welfare aspects of the employees.
10. Water Coolers have been provided in all vantage places and RO with UV treated water is
being supplied to the employees and Factory Colony for drinking purpose.
11. Transport facility has been extended to the employees to pick up and drop to attend duties
in their respective shift from Koppa to Factory Site.
12. Transport facility has been extended to School going children of employees who are
studying at Maddur and Mandya with free of cost.

13. Multi-Purpose Co-operative Society has been established at Factory colony wherein all
essential commodities have been made available and issuing to the employees with whole
sale rates.
14. All National Holidays are being celebrated meaningfully by involving the employees.
15. Adequate Bathrooms and Toilet rooms have been provided at factory site for employees
36
use.
16. All employees have been covered under statutory provisions like PF, Gratuity and
Workmen compensation.
SCHEDULED:
1. First shift - 6am-2pm
2. Second shift- 2pm-10pm
3. Third shift- 10pm-6am
4. General shift 8:30am-6pm
AWARDS:
1. CERTIFICATES: ISO 9001-2008
2. At 2009 company got 2ndprize for provide best technical

DATA ANALYSIS AND INTERPRETATION
Table showing the opinion of the Employees regarding working conditions:
5.1 Medical Benefit to Individual and Family?
Highly satisfied 33
satisfied 56
Neutral 06
Dis-satisfied 05
0 10 20 30 40 50 60
dis-satisfied
netural
satisfied
In the above table 1.1 the data shows that out of 100 selected employees the medical
allowance given to employees and their family, the effectiveness has 30 employees are highly
satisfied, 56 employee are just satisfied, 6 employee are neutral level of satisfaction and 5
employees are dis-satisfied with the facilities provided by the nsl company
37
highly satisfied

high satisfied satisfied netural dis-satisfied
38
5.2. Disablement benefit to individual?
Highly satisfied 26
satisfied 39
Neutral 27
Dis-satisfied 08
45
40
35
30
25
20
15
10
5
0
In the above table 1.2 the data shows that out of 100 selected employees the Disablement benefit
to individual, the effectiveness has 26 employees are highly satisfied, 39 employee are just
satisfied, 27 employee are neutral level of satisfaction and 8 employees are dis-satisfied with the
facilities provided by the nsl company

CHART TITLE
0 5 10 15 20 25 30 35
39
5.3 Dependence Benefit?
Highly satisfied 33
satisfied 31
Neutral 27
Dis-satisfied 09
33
31
27
9
D I S - S A T I S F I ED
N E TU R A L
S A T I S F I ED
H I G H L Y S A T I S F I ED
In the above table 1.3 the data shows that out of 100 selected employees the Dependence
Benefit?, the effectiveness has 33 employees are highly satisfied, 31 employee are just satisfied,
27 employee are neutral level of satisfaction and 9 employees are dis-satisfied with the facilities
provided by the nsl company

5.4 Old age benefit (Gratuity, PF, Group Insurance)?
Highly satisfied 25
satisfied 39
Neutral 23
Dis-satisfied 13
In the above table 1.4 the data shows that out of 100 selected employees theOld age benefit
(Gratuity, PF, Group Insurance)?, the effectiveness has 25 employees are highly satisfied, 39
employee are just satisfied, 23 employee are neutral level of satisfaction and 13 employees are
dis-satisfied with the facilities provided by the nsl company
40
25
39
23
13
0 5 10 15 20 25 30 35 40 45
1
dis-satisfied netural satisfied highly satisfied

5.5 Employee Injury Benefit?
Highly satisfied 46
satisfied 30
Neutral 17
Dis-satisfied 07
0 10 20 30 40 50
dis-satisfied
netural
satisfied
In the above table 1.5 the data shows that out of 100 selected employees injury benefit
(Gratuity, PF, Group Insurance)?, the effectiveness has 46 employees are highly satisfied, 30
41
highly satisfied

5.6 Environmental Protection?
Highly satisfied 30
satisfied 32
Neutral 23
Dis-satisfied 07
35
30
20
15
10
5
In the above table 1.6 the data shows that out of 100 selected environment protection in and
around plant, the effectiveness has 30 employees are highly satisfied, 32 employee are just
42
0
25
H I G H L Y
S A T I S F I E D S A T I S F I E D
N E T U R A L
D I S -
S A T I S F I E D

Highly satisfied 65
satisfied 26
Neutral 7
Dis-satisfied 2
0 10 20 30 40 50 60 70
43
5.7 Housing Facilities & basic amenities?
65
26
7
2
DIS-SATISFIED
NETURAL
SATISFIED
HIGHLY SATISFIED
In the above table 1.7 the data shows that out of 100 selected employees Housing Facilities &
basic amenities, the effectiveness has 65 employees are highly satisfied, 26 employee are just

Highly satisfied 70
satisfied 20
Neutral 18
Dis-satisfied 03
0 10 20 30 40 50 60 70 80
44
5.8 Canteen Facilities?
1
In the above table 1.8 the data shows that out of 100 selected employees Housing Facilities &
basic amenities, the effectiveness has 70 employees are highly satisfied, 20 employee are just

Highly satisfied 65
satisfied 25
Neutral 5
Dis-satisfied 5
0 10 20 30 40 50 60 70
45
5.9 Transport Facilities?
dis-satisfied
netural
satisfied
highly satisfied
In the above table 1.9 the data shows that out of 100 selected transport facilities, the
effectiveness has 65 employees are highly satisfied, 25 employee are just satisfied, employee are
neutral level of satisfaction and 5 employees are dis-satisfied with the facilities provided by the
nsl company

Highly satisfied 71
satisfied 12
Neutral 9
Dis-satisfied 8
0 10 20 30 40 50 60 70 80
46
5.10Provision for Safety Equipment?
dis-satisfied
netural
satisfied
highly satisfied
In the above table 1.10 the data shows that out of 100 selected provision for safety equipment’s,
the effectiveness has 71 employees are highly satisfied, 12 employee are just satisfied, 9
employee are neutral level of satisfaction and 8 employees are dis-satisfied with the facilities
provided by the nsl company

5.11 Drinking Water facility and sanitation?
Highly satisfied 45
satisfied 33
Neutral 15
Dis-satisfied 07
In the above table 1.11 the data shows that out of 100 selected provision for drinking water and
sanitation , the effectiveness has 45 employees are highly satisfied, 33 employee are just
47
45
33
15
7
HIGHLY SATISFIED SATISFIED NETURAL DIS-SATISFIED

5.12 Educational facility?
Highly satisfied 70
satisfied 15
Neutral 9
Dis-satisfied 6
In the above table 1.12 the data shows that out of 100 selected provision for education facilities
to employee children , the effectiveness has 70 employees are highly satisfied, 15 employee are
just satisfied, 9 employee are neutral level of satisfaction and 6 employees are dis-satisfied with
the facilities provided by the nsl company
48
70
15
9
6
H I G H L Y S A T IS FI ED S A T I S F I ED N E TU R A L D I S - S A T IS FIED

5.13 Overall training programs conducted by our organization?
43%
In the above table 1.13 the data shows that out of 100 selected Overall training programs
conducted by our organization, the effectiveness has 43 employees are highly satisfied, 25
49
25%
20%
12%
highly satisfied
satisfied
netural
dis-satisfied
Highly satisfied 43
Satisfied 25
Neutral 20
Dis-satisfied 12

5.14 Is there any Grievance Handling procedure in the company?
ChaIs there any Grievance Handling
procedure in the company?
35%
In the above table 1.14 the data shows that out of 100 selected employees Is there any Grievance
Handling procedure in the company, the effectiveness has 59 employees say yes, 33 employees
say no, 17 employee told can’t say, with the facilities provided by the nsl company
50
59%
6%
highly satisfied
satisfied
netural
Yes 59
No 33
Can’t say 17

Highly satisfied 44
satisfied 19
Neutral 21
Dis-satisfied 06
19
21
0 10 20 30 40 50
51
5.15 Conducive work environment?
44
16
DIS-SATISFIED
NETURAL
SATISFIED
HIGHLY SATISFIED
In the above table 1.15 the data shows that out of 100 selected employees Conducive work
environment?, the effectiveness has 44 employees are highly satisfied, 19 employee are just
satisfied, 21 employee are neutral level of satisfaction and 16 employees are dis-satisfied with
the facilities provided by the nsl company

5.16 Workers Recreation/Child/Youth/Women’s Club/playground, park etc.?
Highly satisfied 44
satisfied 19
Neutral 21
Dis-satisfied 6
0 10 20 30 40 50
dis-satisfied
netural
satisfied
In the above table 1.16 the data shows that out of 100 selected employees Workers
Recreation/Child/Youth/Women’s Club/playground, park etc.the effectiveness has 44 employees
are highly satisfied, 19 employee are just satisfied, 21 employee are neutral level of satisfaction
and 6 employees are dis-satisfied with the facilities provided by the nsl company
52
highly satisfied

Highly satisfied 8
satisfied 45
Neutral 35
Dis-satisfied 12
0 10 20 30 40 50
53
5.17 Promotion policy?
1
In the above table 1.17 the data shows that out of 100 selected employees Promotion policy. The
effectiveness has 8 employees are highly satisfied, 45 employee are just satisfied, 35 employee
are neutral level of satisfaction and 12 employees are dis-satisfied with the facilities provided by
the nsl company

Highly satisfied 53
Satisfied 25
Neutral 15
Dis-satisfied 07
54
5.18 Uniforms& Shoes?
53
25
15
7
In the above table 1.18 the data shows that out of 100 selected employees Promotion policy. The
effectiveness has 53 employees are highly satisfied, 25 employee are just satisfied, 15 employee
are neutral level of satisfaction and 7 employees are dis-satisfied with the facilities provided by
the nsl company

Highly satisfied 39
satisfied 32
Neutral 17
Dis-satisfied 12
highly satisfied
22%
satisfied
34%
55
5.19 Market Cooperative/Credit Society?
netural
39%
dis-satisfied
5%
In the above table 1.19 the data shows that out of 100 selected employees Market
Cooperative/Credit Society. The effectiveness has 39 employees are highly satisfied, 32

Highly satisfied 22
satisfied 34
Neutral 39
Dis-satisfied 05
5.20 Fair Distribution of work/provision for rest hours/breaks?
In the above table 1.20 the data shows that out of 100 selected employees Fair Distribution of
work/provision for rest hours/breaks. The effectiveness has 22 employees are highly satisfied, 34
56
22
34
39
5

McKinney’s7S Framework
McKinney’s 7‟s elements are distinguished as 3 hard S‟s and 4 soft S‟s.
57
Hard S‟s:
- Structure, Strategy, System.
Soft S‟s:
- Style, Staff, Skill, Shared value.

58
STRUCTURE:-
Effective organization achieves a fit between these seven elements. This criterion is the origin of
the other name of the model: diagnostic Model for organizational effectiveness. If one element
changes then this will affect all the other. For ex; a change in HR-systems like internal career
plans and management training will have an impact on organizational culture (management
style) and thus will affect Structure, processes, & finally characteristic competences of the
organization.
STRATEGY:
Action a company plans in response to or anticipation of changes in its external environment.
Major action plan of SSL; prepare to develop sugar production capacity of 10, 00,000 MT
per annum. A mission is very reason and jurisdiction for the existence of a firm. It is usually
expressed in terms of the benefits the firm that firm provides to its customers. An organization
mission statement states that what it is, why it exists and the unique contribution it can make.
“To emerge as global mining organization with international standards of excellence, rendering
optimum satisfaction to all its stakeholders”.
E.g.:- Waste elimination
–
During the process of extraction of sugar they are getting many wastes like Bagasse’s
, Molasses, and Press mud. But these wastes are reused as a raw material for some other purposes
like bagasse is used to generate power, molasses is used for manufacture chocolate or distilleries
and press mud is used for Fertilization.
SYSTEM:
Systems refer to all rules and regulations and procedures both formal and informal that
complement the organization structure. It includes production, planning and control systems,
capital budgeting systems, cost accounting system, planning and budgeting systems,
performance evaluation system.

59
STYLE:
Style refers to the employees shared and common way of thinking and behaving
Unwritten norms of behavior and thought:
 Leadership Style
 Organizational Culture
Here style implies the leadership approach of top management and the company‟ employee’s
way of thinking and behaving. The style is the tangible evidence of whatManagement considers
important, the way it collectively spends time and attendance and uses symbolic behavior
STAFF:
The people/human resource managementProcesses used to develop managers, socialization
processes, ways of shaping basic values of management cadre, ways of introducing young recruit
to the company, ways of helping to manage the careers of employees.
SKILLS:
The distinctive competenceswhat the company does best, ways of expanding or shifting
competences. The term skill includes those characteristics which people use to describe a
company the dominate skill or the distinctive competence of an organization are part of the
organization character.
SHARED VALUE:
Guiding concepts, fundamental ideas around which a business is built must be simple, usually
stated at abstract level, have great meaning inside the organization even though outsiders may
not see or understand them.It refers to a “Set of values and aspiration that goes behind the
convention formal
Statement of corporate objectives

60
6.00 FINDINGS: INDUSTRY FINDINGS:
 Growth in the main objective or goal of any organization & the organization will be
frequently working on it.
 The government place an important role in framing policies and procedures for
sugar industries.
 Flow of information and understanding between departments plays an important role for
the success of an organization.
 Each and every department is inter linked and acts as a sours of information to one
another.
 The effect of external factors like suppliers (farmers), government natural environment
etc. plays an important role in agro-based industries.
ORGINISATION FINDINGS:
 The production plant and COGEN plant is fully computerized.
 The company is planning to increase its sugarcane crushing capacity.
 The company is planning to supply its power to TATA Company limited.
 The company is showing more interest towards foreign market.
 The company has a separate department called cane development department
wherefarmers are encouraged by giving loans to grow more and more sugarcane.
 The company has adopted new techniques and procedures to cut total cost.

61
EMPIRICAL FIDINGS:-
In NSL sugars ltd. 100 workers is selected for sample from company, thereafter we examine and
study the awareness & implementation status of various Labour welfare provisions / amenities
provided under factory act 1948 such as washing facility , facility for storage and drying of
cloths, sitting facility, first aid facility, canteen facility, facility for rest/ shelter/dining room,
facility for recruitment of welfare officer and also the non-statutory welfare measures such as
facility of education for worker’s children, residential, medical, consumer store, entertainment,
transportation, education & training, health & hygiene, safety etc. facilities arrangement for
Workers. Now I highlights the importantobservation& collected data as given below:-
Personal Information:-
 I. 34 % of the sampled workers are unskilled, 45 % of them are semiskilled and 20 %
sampled ofworkers are skilled workers
 All sampled worker all male, so gender distribution of workers is not necessary.
 The approximately 50% of sampled workers are in the age group 31‐40 years, 28 % of
them arein the age group of 40‐50 years, this indicates that almost 66 % of the workers
are having their age inthe age group 31‐50 years.
 82 % of sampled workers have their level of education as primary or higher secondary.
 78 % of sampled workers are married.
 Approximately 63 % of sampled workers have their monthly income less than Rs.‐4000/‐.
 Approximately 69 % of sampled workers have less than 20 years services.
 58 % of sampled workers belongs nuclear family.

Suggestions
 The company should recruit experience & young manager which help in adopting new
62
managerial techniques.
 Medical allowances should be increased because they will not get proper treatment from
that amount.
 Special incentives should be given to encourage employees
 In analysis we can see that employees are not satisfied with the promotion in the
organization, so the company should concentrate about the promotion to the employees
 Regarding environment protection in and around the plant the organization should grow
more plants and trees
 Organization should concentrate on credit and co-operative society which gets more
benefits to employees

SWOT ANALYSIS OF NSL SUGAR PVT., LTD.
The strength, weakness, opportunities and threats of NSL Sugar Company are as follows.
63
STRENGTHS:
 Good technical team.
 Cane potential area.
 Good in finance strength.
 Researches and development.
 Strong network from all aspects- location, transport and infrastructure.
 It has a wide distribution network.
WEAKNESS:
 Restricted cane area.
 There is no control on cane price rate fixation by government.
 Sugar sale it’s controlled by government of Karnataka.
 Political interference.
 The efficiency and the commitment of the workers are not checked effectively because of
which the workers can take undue advantage.
 Over all administration of NSL Sugar ltd, led by WTD only.
 Crisis between management and farmers regarding price fixation.

64
OPPORTUNITIES:
 Capacity expansion.
 Grain based distillery is going to be installed.
 Rapid growth of agriculture Sector.
 Awareness among the farmers for quality Sugar Cane.
 Regular financial assistance.
 Increase export share in the market.
 Increase the divers’ product line. Implement change in technology.
THREATS:
 Substitute products.
 Crisis between management and employees.
 Decrease in sugar cane growth.
 Government policies.
 Computation by the labour in factories.
 Fluctuation in sugar price.

65
Conclusion:
Sugar industry is a seasonal, agro-based industry occupies an important place in the economy. It
has an immense potential for transforming the rural economy into self-generating one. The
industry can except to grow and emerge as a key player in the international arena
.
When such is the case, safety and welfare measure observed in the industries have a important
role in the development of the industries. N.S.L SUGAR COMPANY LIMITED has made great
efforts after its privatization and succeeded in market from past 36 year and it is frequently
working on its objective that is growth, as company believes growth as the success of the
organization. By looking at the benefits given to the employees we can conclude there is high
satisfaction towards welfare measures given to the employees, so that the same welfare activities
should maintain in order to retain and development employee and organization in future.

Bibliography
66
Books:
 V S P Rao second Edition,“ Human Resource Management”, Anurag J
ain publisher, New Delhi – 110 028,PP 23 – 29
 Labour and Industrial laws, S.N.Misra, central law publications, 27th edition, 2014
 Industrial relation and labour laws, Srivastava.S.C, Vikas publication, 6th revised edition,
2012
Websites:
http://www.nslugars.com/ N.S.L Sugars Company Ltd
labour.nic.in/content/innerpage/acts.php

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