TABLE OF CONTENT

PARTICULARS PAGE
NO.
DECLARATION FROM STUDENT
CERTIFICATE FROM COMPANY
CERTIFICATE FROM COLLEGE
ACKNOWLEDGEMENT
EXECUTIVE SUMMARY
PART-A
1 INDUSTRY PROFILE
2 COMPANY PROFILE
2.1 HISTORICAL BACKGROUND OF THE
COMPANY
2.2 VISION AND MISSION
2.3 ORGANIZATIONAL STRUCTURE
2.4 PRODUCT SERVICE PROFILE
2.5 FACILITIES PROVIDED
2.6 ACHIEVEMENTS AND FUTURE PLANS
2.7 SWOT ANALYSIS
PART-B
3 INTRODUCTION
3.1 BACKGROUND OF THE STUDY
3.2 STATEMENT OF THE PROBLEM
3.3 OBJECTIVE OF THE STUDY
4 LITERATURE REVIEW
5 RESEARCH METHODOLOGY
5.1 RESEARCH DESIGN
6 DATA ANALYSIS AND INTERPRETATION
7 FINDINGS, SUGGESTIONS AND CONCLUSIONS
8 BIBLIOGRAPHY
9 PHOTO GALLERY
 PART-A
INDUSTRY PROFILE
Dairy is a place where handling of milk and its milk products is done, and
technology refers to the application of scientific knowledge for practical
purposes. Dairy technology has been defined as that branch of dairy science,
which deals with the processing of milk and the manufacture of milk products
on an industrial scale. In developed dairying countries such as the USA, the
year 1850 is seen as the dividing line between farm and factory scale
production. Various factors contributed to the change in these countries viz.,
concentration of population in cities where jobs were plentiful, rapid
industrialization, improvement of transportation facilities, development of
machines etc., whereas the rural areas were identified for milk production, the
urban centres were selected for the location of milk processing plants and
product manufacturing factories. These plants and factories were rapidly
expanded and modernized with improved machinery and equipment to secure
the various advantages of large-scale production. Nearly all the milk in the
USA before 1900 was delivered as raw (nature) milk.

Once pasteurization was introduced, it developed rapidly. Mechanical

refrigeration helped in the rapid development of the factory system of market
distribution. Milk may be defined as whole, fresh, clear lacteal secretion
obtained by the complete milking of healthier milk animals. It represents the
perfect food for man nearly than any other natural food. An adequate
consumption of milk can correct dieting deficiencies for most people strong,
healthy bodies. It is delicious and appetizing food as well as being healthful.

The major constituents of milk are water, fat, protein, lactose and mineral water.
The major constituents are phospholipids, sterols, vitamins, enzymes, pigments
etc. The true constraints are milk fat, casein and lactose. Milk is essential for
the welfare of humans. The cow has been rightly called, "The Foster Mother of
Human Race" and she is found in most of the civilized countries of the earth.

Asian Dairy Scene With 60% of the world population, Asia accounts for only
20% of the global milk production. The total world production of more than
500 million tons for a population of about 4 billion amounts to an average
annual per capita availability of 100kg. The corresponding figure for Asia is
only about 27 kg and the consumption is about 30kg. Some 10% of milk
consumed in Asia is imported. In several Asian countries, imports of dairy
products, both as finished products in consumer packs and in bulk for
recombination into milk have helped create a dairy market and a milk
processing industry. The Asian countries have been producing over 96% of the
world's buffalo milk output, estimated at 48 million tones, India accounts for
more than 30% of it. The recent formation of the Asian Buffalo Association
will help overcome the neglect that the buffalo has suffered for decades.
 White Revolution in India

Dr. Verghese Kurian, known as the "Milkman of India," was instrumental

in pioneering India's food processing industry. He conceived the idea of
the White Revolution in India. Numerous powerful institutions, such as
the Gujarat Cooperative Milk Marketing Federation Ltd and also the
National Dairy Development Board, were founded under his leadership
(NDDB). The NDDB launched the White Revolution in the 1970s, with
rural milk producers cooperatives serving as its foundation. Dr. Kurien's
perception of Indian agribusiness, as well as the trust he has managed to
earn from the agricultural or farming communities, have greatly aided the
Indian dairy sector. His frequently published interpretation was that
India's position in the sun could very well come from the partnership of
its rural folk's wisdom and the skills of its professionals. This brought
about the soul of his existence and purpose in life.

Success of White Revolution in India

White Revolution was designed and implemented to be more than just a

dairy programme. Instead, dairying was viewed as a development tool,
providing employment and consistent income to millions of rural
residents. The programme transformed the dairy industry, bringing about
numerous changes such as,

It started a tradition of using modern and innovative methods of holding

and milking cows.

It urged changing the contents of animal feed in order to better adapt to

the circumstances.

It adjusted various producer expenses on a sliding scale.

Throughout the 20 years since its inception, Operation Flood, also known
as the white revolution, has transformed India from a milk importer to the
world's third-largest producer and supplier of milk.

During the same time frame, the multitude of milk cooperatives expanded
from 10,000 to a total of approximately 60,000.
 COMPANY PROFILE

Name Belagavi Milk Union Ltd.

Year of Establishment 24th December,1985

Managing Director
Address Belagavi District Co-operative Milk Union
Ltd., Mahantesh Nagar, Belagavi-590016,
Karnataka, India

Registration Number J. R. L9072:D. A. Y 1985-86

K.
Type of Unit and Large Scale Co-operative Organisation
Constitution
Main Raw Materials Milk, Sugar, Flavour

Manufacturing Toned Milk, Standard Milk, Full Cream

Products Milk, Yogurt, Ghee, Kunda, Pedha, Lassi,
Flavoured Milk, Paneer, Butter etc.

Banking Partners Belagavi District Central Co-operative Bank

and State Bank of India

Organization Setup 28 Acres of Land

Capital-5.82 Crores

Employees Permanent- 113

Contract Based-235

Office Hours 9:30 am to 5:30 pm

Manufacturing Shift 6:00 am to 2:00 pm

2:00 pm to 10:00 pm
10:00 pm to 6:00 am

Email Id bemul@yahoo.com
bemul@mktg.com
Website www.kmfnandini.coop
www.bwmul.com
 HISTORICAL BACKGROUND OF THE
COMPANY

BELGAUM MILK UNION (BEMUL):

The government of Karnataka established in Belgaum a dairy in the year

1966 with the capacity of 10 LTPD (liter tones per day) and procurement
of 300kgs per day. In 1985, it was taken over by BEMUL, on its joining
KMF fold in 1985 BEMUL become a part of the area in which the
operation flood 2 was implemented. Under this, a new dairy with a
capacity of 60 LTDP was established at the cost of Rs. 5.82crores. A
chilling center with a capacity of 20 LTPD was also established as a part
of this scheme.

Today the union is procuring milk from over 432 DCS of which 417 are
functional. These functional DSC are spread over 503 villages in the
district. The total membership of DCS has shown steady increase over the
past few years with the number standing at 77,787 in 1997; the effort of
the procurement has lead to its procuring on overall 85000 liters milk
every day.

Specialty of Belagavi milk union limiter is it produces KUNDA which

also finds market in Bangalore.

It specializes in processing and marketing NANDINI KUNDA.

It has more than 11 functioning dairy co-operative societies covering 10

Taluk's.

Marketing of milk and milk products actively is establishing in the

district as well as the neighboring state of Goa and Maharashtra.

It has 30 chilling centers at Gokak, 12 at Ramdurga, 8 at Athani with the

total capacity of 50

There are 3 bulk milk coolers and 125 Automatic specialty of Belagavi
milk unionlimited is, it produces KUNDA which also finds market milk
collection union in the union.
 VISION AND MISSION

VISION:

To ensure the prosperity of the rural milk producers who are the ultimate
owners of the federation.

To promote producer oriented co-operative society to import to the rural

income, dairy productivity and rural employment less price.

To develop business in the marketing and trading disciplines so to serve

consumers with quality milk.

To complete with MNC's and private dairies quality milk and milk
products

MISSION:

Heralding Economic, social and cultural prosperity in the lives of our

milk producing members by promoting vibrant, self-sustaining and
holistic co-operative dairy development in Karnataka state.
 ORGANIZATION STRUCTURE
In BEMUL all departments follow a systematic structure for the effective
functioning of the organization. It has more sections; each section is
maintained by the managers and the manager's report to the managing
director and lastly the managing director reports to the chairman.

Each department has a department head, and they give directions to

department managers. Managers delegate their work to their assistants by
this a formal relationship is builtamong the various positions.

BEMUL has a unique organizational structure by which it is functioning

properly and efficiently.
 PRODUCTS OFFERED:
Pasteurized Toned Milk

Karnataka's highest selling and most preferred milk. Pasteurized Toned

milk with Min. 3.0% fat and Min.8.5% SNF content make this milk the
best choice for all purposes and all generation.

Available in 250ml, 500ml, 1 liter and 6 liters pouches. Homogenised

variants also available.

Nandini Double Toned Milk

Pasteurized Double toned milk. Homogenised milk with Min. 1.5% Fat
and Min. 9.0% SNF.

Ideal for Health-conscious people and senior citizens. Available in 250ml,

500ml and 1-liter pouches.

Homogenized Cow's Pure Milk

Nutrient rich homogenised milk with Min.3.5% fat and Min. 8.5% SNF.
Enjoy the thickness and extra creamy feel till the last drop, thus preparing
more cups of tea/coffee out of every pack.

Available in 250ml, 500 ml, 1 liter and 6-liter pouches.

Shubham Pasteurized Standardized Milk

Pure pasteurized standardized milk having 4.5% fat and 8.50% SNF.
Processed with all the goodness of healthy milk for healthy growth in
children.

Available in 500ml, 1 Littre and 6 litter pouches

Nandini Special Toned Milk

Nutritious Homogenized milk with 4% Fat and 9% SNF (as against 3%

Fat and 8.5% SNF Toned Milk) with added solids. Much thicker and
tastier. Good for preparing thick curds.

Available in 250ml, 500ml and 1-liter pouches.

Curd

Nandini curd made from pasteurized toned milk. Fresh curd that tastes
just like traditional home-made curd. Can be consumed as such or in
combination with cooked rice or added as an ingredient in certain dishes.
Available in 200g, 500g, 1 kg and 6 kg pouches.

Butter Milk

Nandini spiced buttermilk is refreshing health drink is made from quality

curd and blended with natural seasoning and condiments to give that
enlivening spicy tang of traditional spiced buttermilk. It promotes health
and easy digestion.

Available in 200ml sachet and 200ml Tetra brik packs.

Nandini Ghee

Nandini Pure Ghee, made from cow's milk by adopting traditional

procedures and meeting stringent quality standards. A taste of purity. This
Special Grade Agmark ghee is quality assured to make foods, sweet
dishes, Kheers and sweets flavorsome and mouth watering.

Available in-

Sachets-50ml, 100ml, 200ml, 500ml, 1000 liters

Standy pouch-200ml
Bag in Box-500ml, 1000ml
Tin-15kg
Family Pack Fresh Milk Ice Cream-Butter Scotch
Available in 500ml and 1250ml packs

Nandini Kunda

Belgaum's elite caramelized sweet made from milk Khoa, sugar syrup.

Available in 250 g Tin with a shelf life of 3 months and 200g in retort
pack with a shelf life of 6 months.
Nandini Flavored Milk

Sterilized flavored milk, a nutritious and healthy drink and all-season

drink. Flavored milk delightful treat available in exciting flavors Badam,
Rose, Pista, Banana and Elaichi in 200 ml bottle

Nandini Paneer

A fresh nutritive product made by coagulating pure milk. It is an

excellent source of milk protein, ideal for vegetarian dishes such as
Mutter Paneer, palak paneer, sag paneer and various other dishes.

Available in 200g and I kg pouches

Nandini Khova

Nandini khova is made by evaporating milk. Contains minimum 20% fat

used as basic material for the preparation sweets like Peda, Kunda etc.
and it is available in 200gmsand also in bulk.

Nandini Milk Powder

Nandini milk powder is a skimmed milk powder made from pure milk
processed and packaged hygienically and it is available in 200gms,
500gms and 25kgs pack.

Nandini Bite

Nandini Bite is made from flour added with cocoa powder, sugar and
almonds and it is available in 250gms pack.

Nandini Ice Cream

Nandini ice-cream is nutritious, delicious and creamy manufactured at

also ISO 9002/HACCP certified mother dairy plant. There are different
flavors available such as vanilla, strawberry, mango, pasta, kesar, butter
scotch, choco-bar, etc
Nandini Milk and milk Products

To meet the ever-growing demand for milk-based sweets, KMF has set
up Nandini Milk Products Unit. This unit is specialized in production of
milk based ethnic sweets such as Mysore Pak, Peda, Khoa, Premium
Badam Burfi, Premium Cashew Burfi, Dry Fruits Burfi, Coconut Burfi,
Chocolate Burfi, varieties of Peda like Kesar Peda, Elaichi Peda, Ready
to Eat Khoa Jarmon and Rosogolla, Nandini Bite, Jamoon mix and
Badam powder.

To strive for quality of the products, the expansion and mechanization of

production and packing facilities is being taken up.
 FACILITIES AND AMENITIES PROVIDED

INFRASTRUCTURE FACILITIES

The KMF is facilitated with following infrastructure facilities for its dairy
operation:

1.STATUTARY FACILITIES

⚫ Main administration block building

⚫ Production plant including boiler shop. Raw materials storage yards,

Equipment. Storeroom finished products storage areas.

⚫ Employee training hall

⚫ Security facilities

⚫ Generator rooms

⚫ Canteen facility

⚫ Garden (as per the requirement of pollution control board)

⚫ Provision of toilets, restrooms, wash basins

⚫ Shift facilities 3 shifts per day

⚫ Medical facilities-Leave facilities-casual leave -15days, Sick leave-

10days, Earned leave 30days

2. NON-STATUTORY FACITIES

⚫ Factory arranges cultural programs at the time of Ganesh Chaturthi,

workers day and Deepavali.

⚫ Factory often conducts demonstrations through social work in respect

of family planning. AIDS Awareness, etc.
 ACHIEVEMENTS AND AWARDS

ACHIEVEMENT

⚫ State entirely covered by dairy development

⚫ Low price spread between procurement and sales price resulted in

payment of higher priceto milk producer

⚫ 95% of the milk producer from co-operative societies are earning

profit.

AWARDS

⚫ Energy conservation was started in the year of 1999-2000 and they

got "Energy savingsAward with second price.

⚫ Secured 13th rank for Belgaum milk union.

FUTURE GROWTH AND PROSPECTUS

⚫ Preparing for ISO-9001 certification

⚫ Marketing quality improvement

⚫ Developing HACCP (Hazard Analysis and Critical control point)

⚫ Getting export grade milk powder.

 SWOT ANALYSIS

SWOT analysis is the analysis where the strengths, weakness,

opportunities a of the company, strength and weakness are t the internal 1
of the company. It can and threads be controlled by the company,
whereas opportunities and tarts are the external of the company, which
cannot be controlled by the company

Strengths:

⚫ Nandini enjoys good head image. Belagavi milk union is one the
leading producer of milk products dit has wide area of market,
"Nandini" is a trusted house hold brand name, more than 2 lakh
farmers members were supplying milk.

⚫ It has large procurement system.

⚫ Huge infrastructure for processing

⚫ Competitive prices for all products

⚫ Wide distribution network leads to regular and timely supply

⚫ Provides excellent veterinary, vaccination, Extension facilities Feeds

and Fodder seeds supply ECT. in the field which cannot be thought
off by any private operator. Hence earned lot of goodwill from
member producers, who patronize the union trough out the year.

⚫ Has canned the distribution of not failing to deliver the milk to market
on time throughout the year. There are days with no power supply, ne
water supply but there is no day without NANDINI milk supply

⚫ BEMUL is giving highly remunerative and timely payment to its

producers & this has a good on suppliers and made Union to be in
good financial position

⚫ ISO 9001-2000 certificate

⚫ Good institutional support from KMF, NDDB, by giving financial

support and guidance to the BEMUL BEMUL is equipped with fully
automatic systems which ensure total quality maintenance.
Weaknesses:

No authority over issues like, commission offered volume discounts etc.

Lack of professional manpower In BELAGAVI MILK UNION LTD

departments heads are not based on qualification

Lacking quality consistency because of seasonal changes in the supply of

milk

Less buffalo milk because of which of which customers preferring

buffalo milk may get attracted to other brands

Some private dairies are selling homogenized milk, which apprises the
union cannot homogenize all its huge quality of milk due to lack of
homogenizing capacity and increase in processing cost

BEMUL Company should distribute their product directly to sellers

without keeping an middlemen and agents because part of profit is
divided between middlemen and agents About 65-0% of marketing is
done directly the rest of 35-40% is done using middle men.

Opportunities:

⚫ There is a phenomenal scope for innovation in product development,

packing and presentation

⚫ Steps to taken to introduce value added products like Shrikhands, ice-

creams, paneer, khova, flavored milk, dairy sweets etc. This will lead
to a greater presence and flexibility in the market place along with the
opportunities in the field of brand building.

⚫ Yet another aspect can be the addition of infect foods and nationals

⚫ Increasing market demand for milk and milk products

⚫ There is scope for developing in unexplored areas for milk processing

as Nandini can extend its equity of brand.
⚫ Since the Belagavi district is under Kaveri basin, perennial green are
available to the cattle This makes the farmers to rare the cattle easily
from this BEMUL is getting huge amount of milk Institutional
markets, bakeries, hotels, etc are not fully tapped and there can be
captured preferably by direct marketing.

⚫ Diversification of milk products to different states like Tamil Nadu

Kerela And Andhrapradesh.

Threats:

⚫ Increase of competitors milk vendors in organized sector

⚫ Flexibility in commission structure by competitor may attract the

distributors

⚫ No entry barriers for private players

⚫ Low level of consumer awareness in Dharwad and surrounding areas

⚫ After liberalization, entry barriers in the dairy industry ceased for new
entrants

⚫ The competition from co-operatives like Dodla, Heritage, Kamadheno,

they producing different milk products which are giving good
competition to the MTMUL,etc.

⚫ Plans of major companies like Reliance, ITC to enter into milk market.
 INTRODUCTION OF THE TOPIC
The concern of Quality of Work Life (QWL) is taking a centre stage in
providing good working conditions to the employees across all the sectors.
Since people are the main resources in the organization, their productivity
and efficiency depends upon the work quality they are experiencing in the
organizations. The basic purpose of QWL. is to provide improved
working conditions to the employees so that they can contribute their best
in the work in particular and organization in general. QWL is a goal, as
well as a process. The goal is the creation of more involving, satisfying,
and effective job and work environment for people at all levels of the
organization.

As a process, QWL involves efforts to realise this goal through active

participation of the employees. The study tries to investigate the measures
of QWL taken by Karnataka Milk Union Lid (KMF Nandini Milk).

Definations

Nadler and Lawler

"QWL is a way of thinking about people, work and organisations, its

distinctive elements are (1) a concern about the impact of work on people
as well as on organisational effectiveness, and (1) the iden of
participation in organisational problem-solving and decision making."

Luthans

"The overriding purpose of QWL is to change the climate at work so that

the human-technological-organisational interface leads to a better quality
of work life."

Beinum

"QWL is based on a general approach and an organisation approach. The

general approach includes all those factors affecting the physical, social,
economic, psychological and cultural well-being of workers, while the
organisational approach refers to the redesign and operation of
organisations in accordance with the value of democratic society."
 Quality of Work life

Following are the influencing factor consider for Quality of Work Life:

➢ Facilities provided to employees (canteen facility, Food quality)

➢ Leave policy of your company

➢ Working HRs(Whether employees are doing regular overtime or not)

➢ If shifts are there then how the shifts are being rotated.

➢ Medical facility

➢ Grievance Management system (how effective is it to help employees)

➢ Union issues

➤ Training (is appropriate training is provided time to time)

➢ Events (if any) are in align with the employee's culture or not.

➢ How frequent the direct conversation is there of Management and

employees.

➢ A feeling that the organisation is second home to the employee

Organisation environment includes

Quality of Work Life includes

➢ Culture

➢ Values

➢ Company reputation

➢ Quality of people in the organisation

➢ Employee development and career growth

➢ Risk taking

➢ Leading technologies

➢ Trust

Type of Quality of Work Life the employee needs in an organisation:-

➤Learning environment: It includes continuous learing and improvement

of the individual, certifications and provision for higher studies, etc.

➤ Support environment: Organisation can provide support in the form of

work-life balance

Work life balance includes:

⚫ Flexible hours

⚫ Telecommuting

⚫ Dependent care

⚫ Alternate work schedules

⚫ Vacations

⚫ Wellness
Work environment: It includes efficient managers, supportive co-
workers,

challenging work, involvement in decision-making, clarity of work and

responsibilities, and recognition. Lack or absence of such work
employees to look for new opportunities. The environment should be
such that the employee feels connected to the organisation in every
respect.

Balance Quality of Work Life

Escape the hassles of big-city life without sacrificing the beaity and
culture of a metropolitan area. Charleston is a moderate-sized costal city
steeped in history and charm, with five major beaches just minutes away.

Importance of Quality of Work Life

Mary companies find that paying attention to the needs of employees can
benefit the company in terms of productivity, employer loyalty and
company reputation.

QWL is important because of the following reasons:

1. Enhance stakeholder relations and credibility:

A growing number of companies that focus on QWL. improve their

relationships with the stakeholders. They can conununicate their views,
policies, and performance on comples social insues, and develop interest
among their key stakeholders like consumers, suppliers, employees etc

2. Increase productivity:

Programmes which help employees balance their work and lives outside
the work can improve productivity. A company's recognition and support
through its stated values and policies of employees' commitments,
interests and pressures, can relieve employees external stress.

This allows them to focus on their jobs during the workday and helps to
minimize absenteeism. The result can be both enhanced productivity and
strengthened employee commitment and loyalty.

3. Attraction and retention:

Work-life strategies have become a means of attracting new skilled
employees and keeping existing ones satisfied. Many job seekers prefer
flexible working hours as the benefit they

would look for in their job. They would rather have the opportunity to
work flexible hours thatt receive an additional incrament in annual pay.

a. More employees may stay on a job, retum after a break or take a job
with one company over another if they can match their needs better with
those of their paid work.

This results in savings for the employer as it avoids the cost of losing an
experienced worker and recruiting someone new.

c. Employers who support their staff in this way often gain loyalty from
the staff.

4. Reduces absenteeism:

a. Companies that have family friendly or flexible work practices have

low absenteeism. Sickness rates fall as pressures are managed better.
Employees have better methods of dealing with work-life conflicts than
taking unplanned leave.

Workers (including the managers) who are healthy and not over-stressed
are more efficient at work.

5. Improve the quality of working lives

& Minimising work-life role conflict helps prevent role overload and
people have a more satisfying working life, fulfilling their potential both
in paid work and outside it.

Work life balance can minimise stress and fatigue at work, enabling
people to have safer and healthier working lives. Workplace stress and
fatigue can contribute to injuries at work and home

Self-employed people control their own work time to some extent. Most
existing information on work-life balance is targeted at those in
employment relationships. However, the self-employed too may benefit
from maintaining healthy work habits and developing strategies to
manage work flows which enable them to balance one with other roles in
their lives

6. Matches people who would not otherwise work with jobs:

a. Parents, people with disabilities and those nearing retirement may

increase their work force participation if more flexible work
arrangements are made. Employment has positive individual and social
benefits beyond the financial rewards.

b. Employers may also benefit from a wider pool of talent to draw from,
particularly to their benefit when skill shortages exist.

7. Benefiting families and communities:

a. in a situation of conflict between work and family, one or other suffers.

Overseas studies have found that family life can interfere with paid work.
QWL maintains balance between work and family. At the extreme, if
family life suffers, this may have wider social costs.

Involvement in community, cultural, sporting or other activities can be a

benefit to community and society at large. For instance, voluntary
participation in school boards of trustees can contribute to the quality of
children's education.

While much activities are not the responsibility of individual employers,

they may choose to support them as community activities can
demonstrate good corporate citizenship. This can also develop workers'
skills which can be applied to the work place.

8. Job involvement:

Companies with QWL have employees with high degree of job

involvement. People put their best to the job and report good performance.
They achieve a sense of competence and match their skills with
requirements of the job. They view their jobs as satisfying the needs of
achievement and recognition. This reduces absenteeism and turn over,
thus, saving organisational costs of recruiting and training replacements.
9. Company reputation:

Many organizations, including Governments, NGOs, investors and the

media, consider the quality of employee experience in the work place
when evaluating a company. Socially responsible investors, including
some institutional investors, pay specific attention to QWL when making
investment decisions.
 Determinants of Quality of Work Life
Attitude:

The person who is entrusted with a particular job needs to have sufficient
knowledge, required skill and expertise, mough experience, enthusiasm,
energy level, willingness to learn new things, dynamism, sense of
belongingness in the organization, involvement in the job, inter personnel
relations, adaptability to changes in the situation, openness for innovative
ideas, competitiveness, zeal, ability to work under pressure, leadership
qualities and team-spirit

Environment:

The job may involve dealing with customers who have varied tolerance
level, preferences, behavioral pattern, level of understanding; or it may
involve working with dangerous machines like drilling pipes, cranes,
lathe machines, welding and soldering machines, or even with animals
where maximum safety precautions have to he observed which needs lot
of concentration, alertness, presence of mind, quick with involuntary
actions, synchronization of eyes, hands and body, sometimes high level
of patience, tactfulness, empathy and compassion and control over
emotions.

Opportunities:

Some jobs offer opportunities for learning, research, discovery, self-

development, enhancement of skills, room for innovation, public
recognition, exploration, celebrity-status and loads and loads of fame.
Others are monotonous, repetitive, dull, routine, no room for
improvement and in every sense boring. Naturally the former ones are
interesting and very much rewarding also.

Nature of Job:

For example, a driller in the oil drilling unit, a diver, a fire-fighter, traffic
policeman, tram engine driver, construction laborers, welder, miner, lathe
mechanic have to do dangerous jobs and have to be more alert in order to
avoid any loss of limb, or loss of life which is irreparable; whereas a pilot,
doctor, judge, journalist have to be more prudent and tactful in handling
the situation; a CEO, a professor, a teacher have more responsibility and
accountability but safe working environment; a cashier or a security
guard cannot afford to be careless in his job as it involves loss of money,
property and wealth, a politician or a a public figure cannot afford to he
cureless for his reputation and goodwill is is at stake. Some jobs need soit
skills, leadership qualities, intelligence, decision making abilities,
abilities to tram and extract work from others, other jobs need forethought,
vision and yet other jobs need motor skills, perfection and extreme
carefulness.

People:

Almost everyone has to deal with three set of people in the work place.
Those are namely boss, co-workers in the same level and subordinates.
Apart from this, some professions need interaction with people like
patients, media persons, public, customers, thieves, robbers, physically
disabled people, mentally challenged, children, foreign delegates,
gangsters, politicians, public figures and celebrities. These situations
demand high level of prudence, cool temper, tactfulness, humor, kindness,
diplomacy and sensitiveness.

Stress Level:

All these above mentioned factors are inter-related and inter-dependant.

Stress level need not be directly proportional to the compensation. Stress
is of different types - mental stress/physical stress and psychological or
emotional stress. A Managing Director of a company will have mental
stress, a laborer will have physical stress, a psychiatrist will have
emotional stress. Mental stress and Emotional stress cause more damage
than physical stress.

Career Prospects:

Every job should offer career development. That is an important factor

which decides the quality of work life. Status improvement, more
recognition from the Management, appreciations are the motivating
factors for anyone to take keen interest in his job. The work atmosphere
should be conducive to achieve organizational goal as well as individual
development. It is a win-win situation for both the parties; an employee
should be rewarded appropriately for his good work, extra efforts,
sincerity and at the same time a lethargic and careless employee should
be penalized suitably; this will motivate the former to work with more
zeal and deter the latter from being so, and strive for better performance
Challenges:

The job should offer some challenges at least to make it interesting, That
enables an employee to upgrade his knowledge and skill and capabilities;
whereas the monotony of the job makes a person dull, non-enthusiastic,
dissatisfied, frustrating, complacent, initiative-less and uninteresting.
Challenge is the fire that keeps the innovation and thrill alive. A well-
accomplished challenging job yields greater satisfaction than a monetary
perk; it boosts the self-confidence also.

Growth and Development:

If an organization does not give chance for growth and personal

development it is very difficult to retain the talented personnel and also to
new talent with experience and a skill.

Risk Involved and Reward:

Generally reward or compensation is directly proportional to the quantum

of work, man hours, nature and extent of responsibility, accountability,
delegated powers, authority of position in the organizational chart, risk
involved, level of expected commitment, deadlines and targets, industry,
country, demand and supply of skilled manpower and even political
stability and economic policies of a nation. Although risk is involved in
every job its nature and degree varies in them, All said and done, reward
is a key criteria to lure a prospective worker to accept the offer.
 RESEARCH METHODOLOGY

Introduction

In its broad folds, chapter presents the Statement of the problem,

Objectives of the study, the research methodology and also the limitations
of the study.

Statement of the problem

To study on Quality of Work Life" in Karnataka Milk Union Ltd,

Belagavi.

Data collection

Research methodology is one of the systematic ways to solve any

research problem. It is a method of analyzing how the research is done
through scientifically. By this study, it is possible to study the various
steps which are generally adopted by a research in studying the research
problem.

In this study the data has been collected from two different sources and
they are

⚫ Primary data

⚫ Secondary data

1. Primary data

The data is collected by conducting survey and interviews personally to

the labourers in the company.

2. Secondary data

The data is collected from internet sources.

The information is collected from books and brochures of the company.

Objectives of the study:

➢ To study Quality of work life in KMF Nandini Milk Ltd

➢ To Improve the standard of living of the employees

➢ To increase the productivity

➢ To create a positive attitude in the minds of the employees

➢ To improve Quality of relationships between employees

Sample unit:

Employees working in the organisation

Sample Size:

The respondents comprised of 60 employees at KMF Nandini Ltd.

 ANALYSIS AND FINDINGS
Findings

35% of the employees are working more than 5 Years in the organisation,
this shows that company has less retention as only 8% of the employees
are working below 2 Years

It was depicted that 70% of the employees are working on the basis of
temporary haris in the the organisation. This shows that majority of the
employees at the organisation are not on permanent basis.

It is found that 90% of the employees are working in the probationary

periods 1 Year this shows that most of the maximum employees are
working in the probationary periods.

It is found that 50% of the employees get job training related to theor
working in the probationary periods. This shows that the company can
increase the training facilities to their employees.

It is interpreted and depicted that 55% of the employees are happy with
the safety measures provided by the organisation, this shows the company
should also focus on other facilites like meals, medical, etc.

Its was found that 63% of employees said that change in the organisation
affect their job. This shows that employees get affected by the change in
the organisation.

Its was found that 85% of the employees like continue the present job in
the upcoming years, this shows that the employees are happy with the
overall facilities given to them in the organisation.

Suggestions

Company should provide clear cut idea and awareness of the salary
structure as how it is bifurcated so that employees will be not having
confusion about their salary structure.

Rewards and recognition have to be introduced to the best performer.

Ex: Giving the increment in the salary who will work more than 330
days without taking leave.
Company also should make awareness on non-monetary benefits because
it also one of the boosting factors for employees which in fact can
increase their performance in the organisation.

Company has to conduct more training programs to employees in order to

boost their morals.

Company should concentrate in permanent employees rather than

temporary employees.

CONCLUSIONS

From the above I conclude that Quality of Work Life id dependent on the
extent to which an employee feels valued, rewarded, motivated, consulted
and empowered. KMF Nandini Milk id providing a best Quality of work
life to its employees, because most of the employees are satisfied with
work environment and towards work assigned.

Karnataka Milk Union Ltd. (KMF Nandini Milk) is one of the oldest
company in Belagavi and it is 150 certified 9001:2008, which shows that
the company is not only providing Quality of work but also taking of care
of standardization in the quality.
 BIBLIOGRAPHY

1) Company manuals

2) Company catalogs

3) Previous project report

4) Company records

5) Company websites
 PART-A
INDUSTRY PROFILE
Dairy is a place where handling of milk and its milk products is done, and
technology refers to the application of scientific knowledge for practical
purposes. Dairy technology has been defined as that branch of dairy science,
which deals with the processing of milk and the manufacture of milk products
on an industrial scale. In developed dairying countries such as the USA, the
year 1850 is seen as the dividing line between farm and factory scale
production. Various factors contributed to the change in these countries viz.,
concentration of population in cities where jobs were plentiful, rapid
industrialization, improvement of transportation facilities, development of
machines etc., whereas the rural areas were identified for milk production, the
urban centres were selected for the location of milk processing plants and
product manufacturing factories. These plants and factories were rapidly
expanded and modernized with improved machinery and equipment to secure
the various advantages of large-scale production. Nearly all the milk in the
USA before 1900 was delivered as raw (nature) milk.

Once pasteurization was introduced, it developed rapidly. Mechanical

refrigeration helped in the rapid development of the factory system of market
distribution. Milk may be defined as whole, fresh, clear lacteal secretion
obtained by the complete milking of healthier milk animals. It represents the
perfect food for man nearly than any other natural food. An adequate
consumption of milk can correct dieting deficiencies for most people strong,
healthy bodies. It is delicious and appetizing food as well as being healthful.

The major constituents of milk are water, fat, protein, lactose and mineral water.
The major constituents are phospholipids, sterols, vitamins, enzymes, pigments
etc. The true constraints are milk fat, casein and lactose. Milk is essential for
the welfare of humans. The cow has been rightly called, "The Foster Mother of
Human Race" and she is found in most of the civilized countries of the earth.

Asian Dairy Scene With 60% of the world population, Asia accounts for only
20% of the global milk production. The total world production of more than
500 million tons for a population of about 4 billion amounts to an average
annual per capita availability of 100kg. The corresponding figure for Asia is
only about 27 kg and the consumption is about 30kg. Some 10% of milk
consumed in Asia is imported. In several Asian countries, imports of dairy
products, both as finished products in consumer packs and in bulk for
recombination into milk have helped create a dairy market and a milk
processing industry. The Asian countries have been producing over 96% of the
world's buffalo milk output, estimated at 48 million tones, India accounts for
more than 30% of it. The recent formation of the Asian Buffalo Association
will help overcome the neglect that the buffalo has suffered for decades.