A Report on Summer Training

Social Welfare Activities in Nestle Pvt India Ltd, Moga

Submitted to Lovely Professional University

In partial fulfilment of the Requirements for the award of Degree of Master of Business Administration

Submitted by: Pallavi Sharma 2020070237 DEPARTMENT OF MANAGEMENT LOVELY PROFESSIONAL UNIVERSITY PHAGWARA (2008)

Acknowledgement

If words are considered as a symbol of approval and token of appreciation then let the words play the heralding role of expressing my gratitude. I am greatly indebted to Mr. Arun David, H.R. Manager for giving me the opportunity to undertake the training in NESTL. Words can never express my feelings towards Mr. Suresh Mehndiratta, Ms. Karuna Sadiq, Mr. Nav Kumar, Mr. Darshan Bhullar for their help of directing and encouraging me throughout the training. I m greatly obliged to all other staff members and those who directly and indirectly helped me to do my project work successfully. I would like incomplete without expressing whole hearted thanks to my friends who have been the constant resource of encouragement and support throughout this project. Above all it is the grace of God, which has led and blessed me all the way in my life to make this work a fruitful one.

PALLAVI

ABSTRACT
The purpose of study is to know the welfare activities of Nestle Pvt India limited moga. The study focus on the employees satisfaction toward the existing activities. The study include the responses employees of the company regarding their satisfaction towards medical facilities and other facilities.which includes all the four category of employees. The study is limited to examine employee feelings, not considering their personal characteristics, which may be important for the study. The implications of the findings of this study for managers and especially for Human Resource professionals are important. Not only it is important, but providing the facilities that employees require will have a positive effect on the company. The study is important from the manager point of view. It explains the facilities given to the employyes and the benefits provided to them for their welfare. The study is also important for the satisfactisation as it will help its management to know the employees.

LIST OF CONTENTS Topic Serial No: Chapter-1 a) Introduction to project b) Review of Literature Chapter-2 Chapter-3 Company profile a) Objectives of the study b) Research Methodology Chapter-4 Data Presentation 61-73 12 13 1-12 Page no:

Chapter-5

Suggestions and Recommendations Bibliography

76 78

13

Chapter 1: The Project 1.1 Introduction:

Employee welfare activites benefit not only the workers but also the management in the form of greater industrial efficiency.labour play an improtant role in the industrial production of the country .The human resource managers are really concerned with the management of the people at work.it is necessary to secure the cooperation of labour force in order to increase the production and to earn heigher profit .The cooperation of labour force in order to increase the production and to earn higher profit .The cooperation of labour force is possible only when they are fully satisfied with their employee and the working condition on the job .in the past ,industrialists aand the employee believed that only duty towards their employee was to pay them resource management ,psychological researches convinced them that the workers required something more important .in addation to providing monetary benefits,human treatment given to employee play a very important role in seeking their cooperation .labour or employee welfare activites benefit not only the workers but also the management in form of greater industrial efficiency. The human resource manager realise that the welfare activites pay a good dividend in the long run,because they contribute a lot towards the health and efficency of the workers and towards a high morale. The terms labour welfare ,employee welfare are generally used interchangeably to donate various services provided by the employers in addation to their wages.

1.2 Purpose and Scope of study

At present Nestl is the worlds largest food company with its international headquarters at Vevey, Switzerland. With almost 500 factories world wide it employs more than 2 Lac people. Nestl is often quoted by most as multinational of multinationals. In this project research has been done to know about the social welfare activities undertaken by the Nestle.

The objectives of the study are as given below:

1.To study the welfare activites of nestle,moga in detail. 2.To see if those activites are being practically implied on employees. 3.To study if the employee are satified with the exacting welfare activites 4.To study the satifacation level of the employees. 5.To see if the workers are satisfaction with the medical aids being provided in nestle,moga.

1.3 Review of Literature

1. Impact of employee benefits on work motivation

and productivity
The Authors
Jon-Chao Hong, Based in the Department of Industrial Education, National Taiwan Normal University, Taipei, Taiwan, R.O.C.

Abstract
Everyone works in expectation of some rewards, and welfare is one of them. In order to understand the impact of employee benefits on employees work-motivation and productivity, questionnaires were sent to corporations which had undertaken employee benefit programmes. Some of the significant results of this study are: employee benefit programmes have greater impact on work-motivation than on productivity; monetary benefit programmes are most highly valued by both executives and workers; there is a

Journal:
International Journal of Career Management

2. Importance of a comprehensive needs assessment The Authors

Ann Davis, School of Business and Economic Studies, University of Leeds, Leeds, UK Lucy Gibson, School of Business and Economic Studies, University of Leeds, Leeds, UK

Abstract
Describes a process through which organizations might seek to implement interventions relating to employee wellbeing. Emphasizes the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness. Discusses factors which influence the type of intervention appropriate for a particular situation and highlights their design implications. Finally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision.

Journal:
Personnel Review

3.

EXPLORING COMPANY WELFARE

Abstract: Journal:
Journal of Workplace Learning A brief background to the historical context of welfare in the workplace is provided and current attitudes amongst UK companies in the private sector are explored. It is argued that both the link with personnel and prevailing social and economic theories have had a direct bearing on the status of welfare provision. From the research, current styles of welfare provision are examined, falling roughly into three categories: (1) informal assistance through management; (2) specialist provision, either in the health facility or in its own right; and (3) external counselling services, including independent consultancies and psychiatrists and psychoanalysts. Few organisations, however, offer the complete range of skills and services related to general welfare needs, and UK companies are not making use of those that do exist. As personnel managers choose to marginalise their welfare role and maximise their contribution to supporting management needs they are distancing themselves not only from that role but also from the employees. Ways must be found of establishing an approach to company welfare compatible with the needs of society in the 1990s.

4. Interventions relating to employee wellbeing The Authors

Ann Davis, School of Business and Economic Studies, University of Leeds, Leeds, UK Lucy Gibson, School of Business and Economic Studies, University of Leeds, Leeds, UK

Abstract
Describes a process through which organizations might seek to implement interventions relating to employee wellbeing. Emphasizes the importance of a comprehensive needs assessment both in obtaining the breadth of information needed to design appropriate interventions and also in providing baseline information against which to evaluate programme effectiveness. Discusses factors which influence the type of intervention appropriate for a particular situation and highlights their design implications. Finally, provides guidance on programme implementation and evaluation, and discusses some of the advantages and disadvantages of different approaches to tertiary welfare provision. Journal: Personnel Review

5. Rationales employed for the introduction of

employee assistance or advisory programmes (EAPs)

The Authors Linda Alker, Lancashire Business School, University of Central Lancashire, Preston, UK David McHugh, Lancashire Business School, University of Central Lancashire, Preston, UK Abstract This article addresses the rationales employed for the introduction of employee assistance or advisory programmes (EAPs) in UK organisations. It examines typological conceptions of rationales for the introduction of EAPs which are appraised in relation to a study of the introduction of UK 9

based EAP programmes and the literature on organisational interventions. The article concludes that more support is offered for organisational change as a rationale for EAP introduction than for more humanistic considerations, which appear to be better related to managers work roles. An extended discussion examines the residual role that welfare seems to play in modern HRM strategies and how current explanations of EAP programmes based on counselling models would benefit from input from models of consultancy processes Journal: Journal of Managerial Psychology

6. Tax incentives shareholding

to

encourage

employee

The Authors Jonathan Michie, Jonathan Michie is Head of the School of Management and Organizational Psychology, University of London, UK Christine Oughton, Christine Oughton is a Reader in Management, at Birkbeck, University of London, UK Abstract The March 2000 Budget in the UK introduced tax incentives to encourage employee shareholding. The theory is that if employees feel that they have a stake in the enterprise or organisation in which they work, they will be more motivated and committed, with positive outcomes in terms of productivity and organisational performance. This theory has received support from research currently being conducted within the School of Management and Organizational Psychology at Birkbeck, University of London, which has found significant positive links between progressive human resource practices that promote participation and involvement on the one hand, and corporate performance and organisational outcomes on the other. This is in line with other recent research in the UK and internationally. The question both for business and government is how to engender such participation and involvement and, specifically, whether this can be brought about through employee shareholding, when such individual shareholdings, taken separately, are insignificant in terms of the overall share capital of the corporation. By pooling the voting rights although not necessarily the actual ownership of their shares, an employee shareholder trust could represent a significant voice. However, some mechanism is needed to translate individual employee shareholding stakes into a collective voice that can deliver results, both in terms of representing the interests of employees and in convincing employees that their shareholding gives them a stake in the enterprise. Such a move could have important beneficial effects for corporate performance and hence economic growth. It could also have significant welfare effects in terms of

enriching the experience of working life.

7.Corporate Governance
The Authors Frank Pot, Nijmegen School of Management, TNO and NCSI, Leiden, The Netherlands Abstract Purpose This study sets out to describe activities within The Netherlands Centre for Social Innovation, one of the earliest national bodies to promote and develop the concept of social innovation. Design/methodology/approach The paper describes the concept of social innovation and then illustrates how the activities of The Netherlands Centre relate to this concept, within the context of Dutch social and political systems. Findings It is found that individual and group performance is not directly the result of employee satisfaction or motivation, but of involvement and commitment through workers' representation and work organisation. These measures appear to be much more effective than courses in individual stress management, although there are circumstances in which such courses can help. Practical implications The paper describes how one country is attempting to take forward the concept of social innovation. It should be useful to other national development Journal: International Journal of Productivity and Performance Management

8. Explores welfare and counselling within the

police culture
Jacqueline Emmott, Principal Welfare Officer of the West Yorkshire Metropolitan Police. Abstract Describes and explai Journal: Executive Development the welfare function of a large police authority. Discusses the historical development of police welfare before explaining the present function. The manager describes her own growth and development over a seven year period. Explains the actual work undertaken by police welfare. The impact of the various major disasters on society generally and on the emergency and service workers is acknowledged as the impetus for change within the police service. Explores welfare and counselling within the police culture, 11

which is both hierarchical and disciplined, with reference particularly to confidentiality and ethics.

9. Personnel Management and the Welfare Role

Introduction: In Britain, personnel management had its origins in welfare work at the turn of the century. This fact seems to have been a source of embarrassment to many personnel managers; in their view it contributed substantially to their soft image, long held by production and sales members of senior management. Certainly a number of academics have argued that the personnel function could only achieve a position of some authority and status in organisations when its activities had moved substantially beyond the welfare function. Accordingly, personnel managers must have heaved a sigh of relief when welfare work appeared to have largely faded from the scene from the 1950s. However, at least one article in the mid 1970s has argued that this retreat from welfare work was more apparent than real, and that the welfare role was in the process of being rediscovered. Journal: Management Decision

Relationship between welfare configurations and other attributes

10.

state

The Authors Elizabeth A. Corrigall, Penn State Worthington Scranton, Dunmore, Pennsylvania, USA Abstract; Purpose This paper aims to examine the relationship between welfare state configurations, family status, family responsibilities, job attribute preferences, employment, and weekly paid work hours. Design/methodology/approach International data for women and men were analyzed separately using regressions to determine if different welfare state configurations and individual family status and responsibilities predicted job attribute preferences. Additional regressions examined the effects of welfare state configurations, family status, family responsibilities, and job attribute preferences on women's and men's employment and weekly paid work hours. Findings In many cases, the variables were significant predictors of

women's and men's job attribute preferences, employment and paid work hours. Practical implications While the attributes that people seek from their employment vary from individual to individual, it is also important to recognize that there are cultural patterns that can inform motivational efforts. Originality/value This multinational study is the first to examine the relationship between family status, conducting housework, providing family income, and job attribute preferences while considering labor market opportunities for women and societal support for the family. In addition, it examines the effects of these variables on employment and weekly paid work hours. Journal: Cross Cultural Management

11.PROFESSIONAL AND ETHICAL ISSUES IN PROVIDING SOCIAL SERVICES IN WORK SETTINGS

Abstract: Social work is a relatively recent development in the area of business and industry. Even though known for years under various titles and forms, there is a reawakening of the phenomenon through the establishment of social services in places of work and through the institutionalisation there of social work roles. Being an auxiliary function and much more human service oriented than the other instrumental functions of production or service, it has some unique attributes and characteristics which deserve examination. The focus here will be on some unresolved professional and organisational issues that pertain to the uniqueness of this role in regard to goals, positions, kind of clients served, and professional functioning. Journal: International Journal of Sociology and Social Policy

12. SECTION 4: Health & Safety

Abstract: Abstracts covering health and safety topics feature in section four, 13

including: a report disclosing the low priority given by organizations to the problems of employee stress and stress management; a look at the New Deal for employees at the Rover Group designed to reduce absenteeism and improve health and safety standards and advice on complying with the UK Management of Health and Safety at Work Regulations. Journal: International Journal of Manpower

1.4 Research Methodology:

The study mainly deals with the social welfare activities of Nestle Pvt. India ltd. The survey was conducted during June- July 2008, among 100 people. The required data was collected through a pretested questionnaire administered on a descriptive research. Sampling Unit:-The respondents who were asked to fill out questionnaires are the sampling units. These comprise of the depatment heads of Nestle. Sample size:-The sample size was 100 and can be called a large sample size and the questionairres were filled by the customers in my presence. Sampling Area: - The area of the research was Moga, India. I

CHAPTER 2: The Company

2.1 ABOUT NESTLE

Nestl India is a multinational company with its worldwide operations in over 70 countries .The founder of Nestl S. A. was Henry Nestle 15

who from a modest beginning founded the company in 1866 at Switzerland for manufacturing milk powders for babies. At that time Switzerland faced one of the highest infant mortality rate and the milk formula saved the lives of many infants whose mothers were unable to breast feed successfully. At present Nestl is the worlds largest food company with its international headquarters at Vevey, Switzerland. With almost 500 factories world wide it employs more than 2 Lac people. Nestl is often quoted by most as multinational of multinationals. There is a good reason, as less than 2% of the turnover comes from the domestic market in Switzerland. Nestl is very decentralized in its operations and most of the markets are given considerable autonomy in its operation. It is more of a people and products oriented company rather than systems oriented company There are unwritten guidelines which are to be followed, based on common senses and a strong set of moral principals emphasizing a lot of respect for fellow beings. Nestl has always adapted to the local conditions and at the same time integrates its Swiss heritage. It has always taken a long-term view in the countries in which it operates. Therefore, one can see a lot of investment R&D and risk taken in new product areas. There is a great emphasis placed on training by the company. It believes in rewarding and promoting people from within. Today its product brand name Nestl is associated

with quality products in worldwide consumer markets.

NESTLE PHILOSPHY

When Henry Nestl introduced the first commercial infant formula in 1867, he also created a symbol of the Birds nest, graphic translation of his name, which personifies the companys business. The symbol, which is universally understood, evokes security, motherhood and affection, nature and nourishment, family and tradition. Today it is the central element of Nestls corporate identity and closely parallels the companys corporate values and culture.

NESTLE - THE ORGANIZATION

17

Some names seem to belong to legend and Nestl now synonymous with a prestigious trademark and worlds foremost food group originally consisted of two companies Henri Nestle of Vevey Switzerland & Anglo Swiss Condensed Milk Company in Cham. Both companies competed vigorously from 1866- 1905. These groups merged in 1905 and become the starting point of the recent food group. The history of Nestle includes the development of many different products as well as acquisitions mergers and purchasing of interests in other companies. Nestl is now the No. 1 food company. It is present on all five continents has an annual turnover of nearly 80 Billion Swiss Francs. At present there are around 500 factories in around 77 countries with 200 operating companies One basic research center and 17 technological development groups and has in excess of 200,000 employees. Currently Mr. Peter Brabeck heads the Nestl group. Nestl operations worldwide are divides into 3 zones: ZONE EUR : Europe

ZONE AOA ZONE AMS

: Asia and Oceania : Americas India comes under zone AOA which includes South-

East Asian trading giants of the likes of Thailand, Indonesia, Malaysia, Singapore, China etc. besides Australia. ZONE AOA is currently headed by Mr. M.W. Garret.

PRODUCT RANGE OF NESTL

Its activities include manufacturing and marketing of: Powdered milk Ice creams Other dairy products Infant foods Chocolates & Confectionery items Tea Coffee Culinary products Frozen products Fruit juices Mineral water Pet foods Pharmaceuticals and Cosmetics

19

OPERATIONS IN INDIA

Nestl set up its operations in India, as a trading company in 1912 and began manufacturing at the Moga factory in 1962. The production started with the manufacture of Milkmaid and other product were gradually brought into the fold. Nestl India Limited was formally incorporated in 1978 prior to which the manufacturing license was issued in the name of the Food Specialties Limited. The corporate office is located at Gurgaon and the registered office at M5A, Cannaught Circus, and New Delhi. At present Nestl has 6 manufacturing units countrywide which are successfully engaged in meeting the domestic as well as the exports demand. In addition there are several co packing units. The Moga factory is the largest and the oldest producing the widest range of food products.

The other factories are located at: Choladi (Tamilnadu) Samalkha (Haryana) Ponda (Goa) Bicholim (Goa) -- Instant Tea Export 1969 Nanjangud (Karnatka) -- Coffee & Milo 1989 -- Cereals, Milkmaid Deserts 1992 -- Chocolates & Confectionery 1995 -- Noodles and Cold Sauces 1997

Today, the company is manufacturing and Marketing the brands in the following product categories: -

Milk and Dietetics Culinary Cereals Instant Drinks Chocolates and Confectionery The distribution comprises of six branches located in Calcutta, Delhi, Mumbai, Chennai, Bangalore and Chandigarh.The distribution network functions efficiently with the transfer of goods from the factories to the Mother Godowns, which in turn are transferred to the clearing and the sales agents. The C&S agents sell it to the cash distribution that make the secondary sale in the market. Presently Nestl India employs over 3000 employees. In addition, thousands of people are associated with Nestl, having indirect employment as Milk suppliers, Vendors, Contractors and Distributions etc. The Production group first incepted under the name Food Specialties Ltd. Started production at the Moga Factory in early 1962.At the time, with the help of Nestl International; the Company shot into prominence as the countries foremost producer of milk products, particularly baby foods. With time, the nature & extent of the company expanded. The product range, since then, has now diversified so much and to such an extent that it is really a tough task 21

to enumerate all the products of the company on a single sheet of paper After 28 Years of working under the name of Food Specialties Ltd. The company realized that in order to survive in the international competition and to keep up with the changing time a better and closer relationship was required between Nestl International and its Indian counterpart. So in 1990,a unified production and marketing front, under the name of Nestl India was conceived. Nestl India has six factories in the country. MOGA FACTORY Moga factory started production in 1962.Today; Moga contributes almost 75% of Nestl Indias total production volume, manufacturing 80,000 tons of food products. It employs 1500 people. The entire range of milks culinary products, cereals and vending mixes is manufactured in Moga. Moga is located in the state of Punjab about 400Kms. North of New Delhi. CHOLADI FACTORY The factory in Choladi started production in 1967. Situated in south India, about 275 kms from Bangalore the factory today has 80 employees. It processes about 500 tons of soluble instant tea, which is all exported. NANJANGUD FACTORY Started production in Nanjangud factory in 1989 which the manufacture of Nescafe Sunrise. Milo manufacture at Nanjangud began in 1996. Situated 160 kms south of Banglore, the factory has 245 employees. Coffee capacity currently is 15,000 tons and Milo 3000 tons per annum.

SAMALKHA FACTORY Samalkha factory started production in 1993, it is situated 70 kms from Delhi and it has 203 employees and manufactures about 11,000 tons of food products comprising Cerelac, Nestum and ethnic deserts. Pure Life, treated water and Nestl Dahi are also being produced here. PONDA FACTORY Ponda Factory began production of Kit Kat in 1995. It is located 40kms from Panjim the capital city of Goa. It has been expanded into other confectionery products viz. Jellies Pastilles, Kools and Chocolate based confectionery. Ponda currently employees 140 people. BICHOLIM FACTORY A satellite factory of Ponda at Bicholim for manufacture of Noodles and Cold Sauces, Operational in 1997. Besides these Nestl India has co-manufacturing arrangements also.

India has the co-packing arrangement also: 1. 2. 3. 4. 5. 6. 7. Nestl Polo- Bakemans (Nagpur) Chocolates-Campco (Puttur) Tasters Choice-Williamson Major company (Silliguri) Toffee-Nutrine (Surinder Nagar) Pickles-Choride foods Ltd.(Puna) Cold Sauce 200 gm - Nijjer Agro Pvt.Ltd. Amritsar Dosa & Samber mix-Indian foods & fermentation Ltd. 23

Nagpur

ABOUT MOGA FACTORY SALIENT FEATURES OF MOGA FACTORY Nestl India Ltd. Moga factory is their oldest factory in India. With a layout spread over nearly 57 acres & having three plants within the factory, and it is also the largest factory among 500 Nestl Factories worldwide. The Company started milk collection in Moga area on 15th Nov. 1961 and on the first day 510 kgs of milk was collected as from four villages and 180 farmers. From that day onwards company is

collecting milk in the morning and night. The capacity has been raised from 40,000 ltrs. of milk per day in 1962 to over 1200,000 ltrs. of milk till date. The factory consists of production plants as under: 1. MILK OPERATIONS 2. POWDER FILLING & PACKING 3. CEREALS 4. INSTANT DRINKS (VENDING MIXES) 5. CULINARY

These plants are briefly described in the following fashion: MILK OPERATIONS This plant as the name suggests is engaged in the processing of milk and all the related activities that take place in Moga Factory. This plant can be categorized into a number of sub- plants, which are discussed below in brief:

i)

FRESH MILK RECEPTION The fresh milk, which is the fundamental constituent of various products, which are manufactured in this factory, is received in this area in tankers. There are 1100 agencies which supply fresh milk. The fresh milk is supplied by various chilling centers including Nestls four own milk chilling centers. Testing of fresh milk is done in fresh milk lab and is tested for fat and SNF only .The suppliers are paid only for fat %. In buffalo and cow milk fat varies from 4.5%5.5% and upto 4% respectively. While a no. of tests are performed on tanker milk. If any one of the tests is found to be positive then the 25

tanker is rejected .The received milk is received in silos after passing through PHEs. The pasteurized milk is stored in six namely A, B, C, D, E and F. The pasteurized is 15,000 polypacks per day. The fat and SNF in it is 4.6% and 8.6%. The milk stored in silos is used in the production of various products in Ghee Plant and Liquid Plant.

b) GHEE PLANT The Milk stored silos D and E is used for manufacture of Ghee, which is marked under the brand name EVERYDAY. In this plant milk is passed through two separators. A phase inversion from 4045% cream in the 70-80% fat in the second is obtained .The final concentration become 97% crude fat.

c) DE- Odourisation Plant: If impurities like DDT, HCH etc. are found to be present in the normal Ghee beyond a certain limit (limit for pesticide ratio is 3.5 PPM), then these are removed in D.O. plant using thermic fluid can be headed upto 250 C and due to it normal Ghee is heated upto 210 C and then superheated steam is passed. At this temperature, the impurities like DDT.HCH.get vaporized due to their volatile nature. The de-odorized Ghee is then sent to the liquid plant. LIQUID PLANT this plant is engaged in the processing of milk in the liquid from, prior to the drying operations done in the Egrons, that converts it into milk power. However various products such as, SCM & Desert Mixes are produced in the plant, besides the base liquid for drying in Egrons.

ii)

LIQUID PLANT The general process-taking place in the plant can be summarized as follows: The fresh milk received from the silos is first standardized that is the ingredients are added on the basis of the report send by FM lab and the product they are going to manufacture. This is needed, as there are always variation in the conditions at each different batch of milk. After this the milk is boiled with steam under vacuum in evaporators in order to manufacture SCM. No other industry has been able to make this product in all over India. A part of the milk is sent to Egrons in order to get the milk power. This milk power is then blended with certain ingredients in order to manufacture the recently launched products namely dessert mixes. The Ghee filling is also done in these plant HDPE drums.

iii)

EGRONS Egron is a spray drier used to dry the milk, coffee liquid into power from by using hot air, In all there are four egrons in Moga Factory Egron 2,3,4, are used for drying milk powders. The milk is then collected in tote bins and subsequent sent to power filling and packing. 2. POWDER FILLING PLANT The filling and the packing of milk like Everyday, Lactogens, Nestogen and Cerelac Tin is done in this plant. There are five filling and packing lines for this purpose. Two of these are used in filling of tins & the other two are used for filling polypacks or bag-n-boxes required by the production program and one line is for bulk packing. 27

3. CEREALS This plant is engaged in the production of cereal-based baby foods and infant formula. The production process consists of the addition of various Enzymes, Vitamins, Minerals & Fruit extracts to the cereal base. There are three filling and packing lines in the Cereal plant. One is for filling of 400 gm sachets and other for filling of 400gm tins. A 5gm Every Day creamer filling line machinery is also installed in the filling section. Though the manufacturing of products is a continuous three shift operation, only the Flexi runs for three shifts. It accounts for the filling of the 65% of the manufacture products. The major product of the cereal plant is Cerelac Wheat, Apple, Orange and Vegetable.

4. INSTANT DRINKS This plant is engaged in the filling of vending pre - mixes.

5. CULINARY: This plant is engaged in the production of Noodles, Tastemakers, Soups, Sauces & the like. The plant is divided into three sections a) NOODLES b) SEASONING c) COLD SAUCES The Operation of the seasoning is inter- related with both the noodle

and cold sauce section as the spice mix base for both is manufactured in the seasoning section. However all three have a cast column of jobs taking place & can be briefly discussed as follows: a) Noodles The noodle plant has production lines. The manufacturing of Noodles is a semi automatic process. The noodle line consists of the following processes: Tipping of wheat flour in the hoppers at the start of the line. Mixing of dough releasing on the line. Sheet formation with the help of rollers Strand formation Steaming Frying in oil Cooling Wrapping cakes in sachets along with tastemaker. Palestine of cases However presently the noodle plant has been shifted to the Samalkha factory due to conversion of oil-fried to air-dried noodles.

b) Seasoning The seasoning section is engaged it the manufacture of Taste marker soups cubes beside spice mixes for use in cold sauces. The major job in this area is the dry of various spices & powders and then packing them in the desired shape and from. Also the section is engaged in the manufacture of hydrolyzed plant proteins a basic ingredient for most of the seasoning products. The Products of this section are Maggi taste markers: Masala Chicken, Sweet & Sour, Maggi soups (Chicken, Tomato, Mushroom 29

& Vegetable), Maggi Cubes, Maggi Super Seasoning, Mango Wonder-Mix, Maggi Export Mixes.

c) Cold Sauces This section is engaged in the manufacturing of a whole range of Sauce under the brand name of Maggi. The basic manufacturing process is same for all. The line can be briefly described as: Batch Preparation Mixing the batch Pasteurization At this stage the sauce is ready to be filled in the bottles. However the filling line starts before the actual filling takes place. There are three important processes prior to the bottle filling. These are: Feeding empty bottles on the line Bottle Washing Bottle inspection From this the filling line actually starts. The rest of the line is: Filling Corking Cooling Capping Labeling Packing into cases Shrink wrapping of cases

Palletizing of Cases Line Speed: 135 cases/hr: 1.2kg bottle 187 cases/hr: 600gm bottleThe products of this line are Maggi Sauce (Tomato Ketchup, Hot-N-Sweet, Masala Chilli, Chili Garlic & Tomato Sauce) & Maggi Pointed Special (Butter Chicken Karahi Paneer & Italian Pizza Popping)

NESTL - THE ORGANIZATION Some names seem to belong to legend and Nestl now synonymous with a prestigious trademark and worlds foremost food group originally consisted of two companies Henri Nestl of Vevey Switzerland & Anglo Swiss Condensed Milk Company in Cham. Both companies competed vigorously from 1866- 1905. These groups merged in 1905 and become the starting point of the recent food group. The history of Nestl includes the development of many different products as well as acquisitions mergers and purchasing of interests in other companies. Nestl is now the No. 1 Food Company. It is present on all five continents has an annual turnover of nearly 80 Billion Swiss Francs. At present there are around 500 factories in around 77 countries with 200 operating companies One basic research center and 17 31

technological development groups and has in excess of 200,000 employees. Currently Mr. Peter Brabeck heads the Nestl group. Nestl operations worldwide are divides into 3 zones: ZONE EUR ZONE AOA ZONE AMS : Europe : Asia and Oceania : Americas

India comes under zone AOA which includes South- East Asian trading giants of the likes of Thailand, Indonesia, Malaysia, Singapore, China etc. besides Australia. Mr. M.W. Garret currently heads ZONE AOA.

2.1 CONTRIBUTION OF NESTL TOWARDS ECONOMIC & SOCIAL DEVELOPMENT AREA In the Malwa region of Punjab State, there is a small town, which is popularly known among the famous grain markets of the world. In 1959 Nestl took a decision to establish a milk processing factory, very little could the people of Moga town and the farmers in the surrounding villages realized that the company now, Nestl INDIA LTD., would play such an important role in economic & social development of the area. The credit of bringing this town on the industrial map of the world goes to Nestl - The World Food Company engaged in the largest food processing operations in the world. The company is not only an industrial and a commercial house but has make sustained efforts to improve economic and social environment of the people in the area of its operation - be its farmers or residents of Moga. In the initial stages company faced many problems including procurements of milk sales of which was considered a sin at that time. But the team that surveyed that area found the area quite suitable for development of milk and it has been proved to be a right decision. The company started its operation in 1962 with a capacity of 40,000 Kg of milk per day kept on expanding on regular intervals and at present handing capacity of 850,000 kg of milk per day. Many more products are being developed, Nestl India Ltd. Has also put up a coffee plant at Nanjangud and entered into joint venture to establish Soya plant in Samalkha breakfast cereals in U.P. & also entered into 33

tea business. Company started milk collection in Moga area on 15 Nov 1961 and on the first day 510 kg of milk was collected from four villages. From that day onwards company is collecting milk continuously both in the morning and in the evening without a break. The total procurement in 1962 was 2,054 million kg from 4,660 milk suppliers of 66 villages and in 1962 fresh milk reception is 102,33 Million kg from 46,308 farmers delivering milk at 650 collection centers in 574 villages and 10 milk chilling centers. In 2001 the milk collection centers have increased to 1050 in 986 villages.

MILK COLLECTION SYSTEM: Company has opened the milk centers in all the villages falling within its milk district which cover an area of 7369 Sq.Kms. Presently there are 1050 milk collection centers and more than 500 Paco coolers where farmers can deliver milk both in the morning and evening. Milk is collected round the year without any off day. Farmers have never faced any problem in disposing their milk as the company lifts whatever is produced. The collection center has the facilities to test fresh milk and preserve samples. Fresh milk samples are tested in the presence of farmers and preserved milk samples are tested in the center lab of the factory .The is more satisfying for the farmers as the fat testing is under double check

MILK COLLECTION & PRICING POLICY: Milk payment is based on the fat content and is disbursed to the farmers fortnightly. Milk payments have been computerized and are directly made to the farmers in the villages. Each farmer gets a small slip with the milk payment which carries complete detail of milk supplied by the former in the fortnight E.G quantity of milk, fat percentage, gross amount deduction for services availed and net amount this helps the farmer in record keeping and also to check errors in the payment if any.

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EXTENSION EDUCATION: Company has undertaken a massive education program for the farmers. Every year seminars are organized in collaboration with Punjab Agriculture University (PAU) Ludhiana. Nearly 1000 to 1500 farmers participate in these seminars and listen to the University expert. Such seminars are often chaired by the Vice -Chancellor of PAU. This face to face discussion between farmers and experts of PAU proves very effective in disseminating new farmer techniques among farming community. 20 field days are organized every year and 300400 farmers from 6-8 village participate where experts of the company talk to them on topics of current interests as profitability in dairy farming, fodder production, animal health, breeding, clean milk production etc. Similarly camps in village are organized for farmer education. Educative material is distributed in shapes of posters/ pamphlets. Quarterly Advisory Newsletter is published and sent to villages. Changi Kheti - a PAU publication is also made available to the farmers free of cost to help them know latest innovations in the field of Dairy/Agriculture farming .The payment envelopes which goes to the houses of the farmers every fortnight is used as Newsletter on which instructions are printed on both side for the farmers as per the requirement of the season. The extension education program has been designed to improve productivity per unit area/meal to reduce milk production cost. COMMUNITY SERVICE: The company is also doing a lot of community service. In Sept. 1988, when floods caused havoc in Punjab, the company, its

employees & its associates did commendable job. Langar camps (free food) were organized at three most effected in region. Langar continued for fifteen days whereas about 2000 people were fed daily. 1500 quintals green and dry fodder supplied to the farmers. About 600 animals were vaccinated and medicines and veterinary services were provided to 2000 affected animals. Nestl is not only interested in increasing milk production in its own milk shed area rather companys intention is to increase production in whole of Punjab state With this point of view, company contributes Rs. 500,000 for organizing the state level cattle show held at Faridkot, so the farmers of area beyond Nestls Milk district also got encouragement for increasing milk production and improving livestock quality. This encouraged the dairy farmers to rear good quality milk and to participate with full zeal in future cattle shows. Company has also programmed to highly qualified scientists for providing specialized services to farmers not only in dairy husbandry and fodder production but also in other crops grown in the area. The aim is to work for all-round prosperity of rural population to improve the economic and social environment of the area. WELFARE ACTIVITIES IN MOGA FACTORY (YEAR 2 Nestl is convinced that its people are the most valuable asset of the company. This is reflected in its attitude and in its sense of responsibility towards its employees. It is a human company providing a response to human needs the world over-from the Nestl basic management and leadership principles.

OBJECTIVES OF WELFARE INITIATIVES IN MOGA

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The welfare initiatives in Moga factory are in line with Nestles worldwide commitment to its people. The primary purpose of all welfare activities in Moga factory is to work towards building a work force that is physically healthy, mentally charged and feels a sense of commitment and belonging to the company. All activities are designed to achieve the following objectives: At the individual level: The primary objective of welfare in Moga factory is to improve the quality of life of our employees and their families through the following: Demonstrate a `we care` attitude to all employees in the factory. Make the factory a focal point not just for work but also for recreation health care and personal development. Give peoples a real sense of belonging to the Nestl Parivar. Offer opportunities for employees to discover and explore their talents in areas outside work. And through this, open doors for our employees to develop as people and not just as employees. Give the employees a sense of trust and security in the company and in its practices. Make coming to the workplace a fulfilling experience and not just a duty.

At the company level Translate the principles, values and culture of Nestl into action that enforce each of these in the workplace. Use welfare activities as a vehicle for driving a greater sense of

company loyalty and commitment. Establish welfare as a pillar for building good employee-management relations.

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FOCUS OF WELFARE ACTIVTIES FOR 2008

Welfare activities in Moga factory are holistic and aim to cover all members of Nestl Parivar. The main areas of focus are current employees, their spouses & children & pensioners & their families. The welfare activities and areas of focus for the year 2008 are outlined below:

HAPPENINGS AT NESTL MOGA FACTORY 1.Family Milwartan Day 2.Long Service Award 3.Foundation Day 4.Annual sports day 5.May day 6.Martyrdom day 7.Summer camp

MOGA FACTORY FOUNDATION DAY The day 15th November 2002 was celebrated to mark the completion of 41 years of Moga Factory. It was celebrated with great favor and enthusiasm. The main highlights of the day were Flag Hoisting, speech by Mr. Paul Steinkamp, a group song and a poem, specially composed by our employees.

All members of the Nestl Parivar present there, took a pledge to make Moga A High Performing Factory and a model among Nestl Factories worldwide. On the eve of the Foundation Day, a cultural program was organized by Nestl Performing Arts and Theatre Group and extremely appreciated by the audience.

MARTYRDOM DAY MARTYRDOM DAY is celebrated on the shaheedi divas of GURO ARJUN DEV JI. The employees and the management on the main gate arrange SHABEEL for people. Funds are arranged by there collective efforts .

Annual Sports In order to keep their employees physically fit and mentally healthy, various types of sports activities out throughout the year in the Nestl India ltd.(Moga). They have their own teams of cricket, volleyball, football, and kabbadi. Matches are played throughout the year with local teams, Chandigarh branch, head office (Delhi), SmithKline Chandigarh branch and many inter zonal matches are conducted throughout the year.

Annual Sports-2008 Sports are all everywhere in the month of September, October, November, and December. all the departments are divided into three different teams named milk tigers(A), cerelac cheetahs(B), maggi 41

lions(C). Maggi tigers (A) include milk operation departments, PFP department IP/PP department. Ceralac cheetahs (B) include cereals, Human Resource department, engineering department, quality assurance, security. Maggi lions(C) include culinary, accounts, warehouse, and agri-services departments. Matches who took place were of cricket, volleyball, basketball, kabbadi, and relay race. The competition was among the A, B, C teams.after the inter zonal matches first and second teams were given. Beside this classification, the teams are further sub divided according to four age groups. Various games are played according to these age groups.one best sportsman trophy is given to each age groups.

Games for the spouses and children Various games were organized for the spouses and children of the employees on the Milwartan day. Various competitions were arranged for the spouses and children.children are divided into different age groups i.e. 6 to 10, 10 to 15, 15 to 20 age groups. Daughters above 20 and spouses are categorized in one group. Prizes are given to the winners on the end of the Milwartan day.

Cricket match Cricket matches are conducted in the month of March and April. Nestl Moga ltd. have its own cricket team.in march a friendly match was conducted for the employees. in the month of April there was match between Nestl (Moga) and SmithKline(Chandigarh). Nestl team won this match. Matches are conducted with the local teams, head office (Delhi) all over the year.

May day May Day is celebrated on first of May. First of May is the world labor day. Special lunch is arranged for all the employees on this day. Union and management celebrate this day together. They arrange an educational function to educate their employees and to have better relationship among the management and workers. a special play is performed by the performing arts club on this day.

Long service awards Long service awards are given to those employees who have rendered years of services to the institution. These awards are to honour the employees for their services towards the factory during their years of services. The other object behind these awards is to control the labour turnover. Long year service awards are given thrice to the employees. First award is given after the completion of ten years of job. in ten years awards the employees are given wrist watch along with the award. The second award is given after the completion of twenty-five years of their service. They are given twenty-five grams of gold. The third award is given at the completion of thirty-five years of service. They are awarded with thirty-five grams of gold. These awards are given as symbol of respect towards the employees for their services rendered towards the factory. The details of Long Service awards are given as under: a)On the compleation of 10 year of service - 1 Wrist watsc b) On compleation of 25 years of service - 25 gm gold c)On compleation of 35 years of service - 35 gm of gold 43

Table - 4 shows the number of employees got te awards during years 2001-2002 Table Year no of empls. No of empls. No. of empls. Of 25 year of service 22 7 16 8 of 10year srvice 1991 2000 2001 2002 14 32 46 75

MILWARTAN DAY One of the welfare activities carried out in Nestl carried out in Nestl is the annual Milwartan day. Family milwartan day is celebrated in the month of December that is the last month of the year. So family milwartan day is celebrated to conclude the yearly activities. Family milwartan day is celebrated as prize distribution day. Prizes are distributed to the winners of annual sports day, best sportsman, and employees team events, best team trophy etc. various prizes are distributed to the winner participants who participated on

the milwartan day The grand finale was hosted and organized on the family milwartan day. The annual sports concluded with separate events for children and spouses. Wide range of competitive events milwartan day, December 15,2002. The objective to celebrate the milwartan day is to bring the Nestl Parivar together and through this make employees feel that they truly belong to one family and offer employees a chance to celebrate togetherness and have fun as a family. It was a day designed for fun, milwartan and for Nestl Parivar to enjoy them. Apart from the traditional events, other aspects that made the occasion special were -innovative events, competitions, displays and demonstrations, joy rides (elephants, camel & horse), outdoor fun games like musical chair for ladies and gents, frog race for children, matka race for ladies, fancy dress for children, unique stalls for lad ies, children and family, fireworks, traditional Gatka & taekwondo display and among others. Unique cultural programme like bhangra, gidha, Qwaali, duet, solo songs appreciated by the audience. Prizes for children and spouses of the annual sports were distributed on the day itself. Around 3000 members of the Nestl Parivar spent the day together and it will be long remembered.

CANTEEN The factory canteen provides lunch and dinner for all its employees at a subsidized rate against a coupon. The food is prepared and served under strict hygiene conditions. There is a system of selfservice in the canteen. In addition tea/coffee is served free of cost during specified break timings in the main canteen and other 45

tearooms for various departments. hand drier machines are installed.

The employees can avail of

certain snacks against snack coupons during the tea break. There are

UNIFORMS All employees are required to be in uniforms for work. The uniform for each department is specified. The uniform consists of a Pant, Shirt, and Cap (for those who do not tie a Turban). Each employee must ensure that he/she is in the proper and complete uniform (including Cap) while at the work place At the time of joining, the employee should contact the Human Resources Department for arranging to take the measurements for stitching the appropriate uniform. Normally it takes 1-2 weeks for procuring the uniforms if they are not available in General Store. During that time, the employee is issues a temporary uniform or apron. From the last year the factory has also started providing the employees with shoes once in a year. They also provide them with vests. They provide them with woolen vests in winter. The colour of dresses provided to employees is different from department to department. Engineering: - Grey Pant and Grey Shirt Production: - White Pant and White Shirt Administration: - Grey Pant and White Shirt Temporary Employees: - White Pant and White Shirt but with Red colors and cuffs. New dresses are provided after every one and half year. Summer Trainees / Inplant Trainees: - White coat/White Cap. Chemical operators and cleaners must use gloves.

LAUNDRY The laundry is located near the main canteen. Clothes washed and ironed can be collected from the laundry during specified hours. The Laundry facilitates in maintenance of hygiene standards and provides for alternation of uniform if so required. Laundry is on contract basis. One contractor is responsible for all laundry operations including ironing washing and mending.

RECREATIONAL ACTIVITIES Most of the benefits provided to the employees under the Law. In addition to these, there are enlightening organizations which even provide clubs depending on the employees interest. Recreational facilities are provided which make them more loyal to the organization.

Recreational Club Nestle India Ltd. Is having a Recreational Club. The member of the club consists of permanent employees of the company. Recreational Facilities for employees and their families includes Indoor and outdoor games, library, social gatherings, sports and excursion clubs. Membership fee of the club is Rs.10/ per month. Company contributes the equal subscription as contributed by the employees.

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LOAN SCHEME In case of serious need develops because of certain uncontroable reasons or in case of any contingencies, the employees can get loan under various schemes provided by the company to its employees as follows:

a)TWO MONTH SALARY LOAN Two months interest free salary loan is advanced to the employees on the basis of Basic and Dearness Allowances which is deducted in 24 equal installments. He loan is given under circumstances such as Self marriage or marriage in the family, Sickness in the family, House construction/repair/purchase etc. b)CONVENYANCE LOAN SCHEME Basically the employees in the Officer cadre are entitled to scooter/Motor Cycle Loan. The maximum amount of loan is Rs.45000/-, which is repaid, in 48 interest free installments. From1989-90, the company has also given the vehicle loan to all its permanent employees those are actually in need of the vehicles, through the bank. the company has pad the 50% interest of the above said loan.

c)LOAN UNDER PROVIDANT FUND ACT Employees (P.F. members) are entitled to get the loan under Provident Fund Scheme for the purpose of House construction,

Purchase of Plot/House, Marriage of self or dependent, Children education, Payment of L.I.C premium, sickness Etc. There are some statutory formalities, which should be completed before getting the loan under the Provident Fund Act.

MEDICAL SYSTEM

MEDICAL SCHEME The company covers the medical expenses of the permanent employees who are not covered under the ESI scheme. Domicilary benefits of eligible employees include reimbursement of medical expenses incurred by the self, spouse and the dependent children below 20 years of age. The other benefits include reimbursement of the hospitalization expenses of all eligible employees, in case they are hospitalized, within prescribed limits.

DISPENSARY AND HEALTH CARE:The Company has a Dispensary with a full time Pharmacist and a visiting Doctor. 1. The dispensary is open from 8 A.M. till 5 P.M. 2. It is equipped to provide for the treatment of minor ailments and First aid in case of an accident. 49

3. 4.

The dispensary also performs an annual medical examination of all employees. The health record of employees is maintained in the medical card kept in the Dispensary including Blood Group.

ACCIDENT / FIRST-AID BOXES:All departments are equipped with First -Aid Boxes. In case of an accident or minor ailment, the employee can take necessary medicine from the First-Aid Box. In case of serious accident/emergency the employee is shifted to a near by hospital. The main objective of the Nestle Dispensary is to provide free First Aid and health care facilities to the employees who are prone to many hazards while working. The company provides medical and health care facilities to its employees through a number of ways which are stated as under:The stock for Dispensary is ordered for six months in advance and the monthly stock is received on the first day of every month. More than 50 types of medicines are received every month for the medical treatment of the employees. The monthly closing stock of medicines is bought forward for the next coming month and is added to the fresh stock received. The authorized persons are appointed to carry out the dispensary activities in which a medical specialist visits daily on hourly basis to check up the ailment of the employees.

Following are the services provided by the Nestle dispensary:

1. 60-65 first-aid boxes are placed at different locations in each and every department for the emergency cases after the working hours the company and for the holidays. These first-aid boxes are filled with medicines daily by the authorized persons and about 90% of employees are satisfied with first aid facility. 2. There are about 80-100 trained first-aiders cum workers in every department who provide help in giving first aid to the needful in odd hours. 3. The company provides free treatment for the snake bite cases by specially brought snake bite kits for the welfare of the employees and the outside public as well. 4. Free Annual medical check-up of employees and their families is done through medical camps which are organized inside and outside the company and a panel of specialized doctors is hired for that. 5. The company provides medical scheme for hospitalization and covers about 60 hospitals (inside & outside Moga District) under this scheme to provide benefit to employees and reimburses the medical expenses spend over the deceased. 6. The dispensary is equipped with the ambulance facility for the injured employees. 7. The company provides other medical benefits under the Employee State Insurance Act 1948, Workmen Compensation Act 1923 and Employees Provident Fund Act & Employee Pension Scheme 1995.

BENEFITS PROVIDED TO EMPLOYEES ON VOLUNTARY BASIS: 1. Medical Attendance and Hospitalization Scheme: - This scheme caters to the employees and their family members. This scheme is 51

intended to reimburse medical expenses incurred by the employees and eligible members (unmarried children up to 20 years) of their families in meeting the following contingencies: a) Medical Attendance: Day to day treatment and ailments not requiring hospitalization. b) Hospitalization: Ailments or diseases requiring treatment in a

hospital as an indoor patient including surgical operations and maternity warranting hospitalization for the first two children or two deliveries by the wife of the employee. SCOPE: This scheme shall apply to all permanent and confirmed employees (Excluding Executives, Officers & Superintendents) of Nestle India Ltd. Moga. The scheme shall not apply to employees those who are covered by the Employees State Insurance Scheme. Companys Maximum Liability: Reimbursement of medical expenses on Domiciliary\ medical attendance and Hospitalization are prescribed from time to time and reimbursement limit is fixed for a block of three years. The entitlement for these expenses is made on prorata basis. Transport charges will be reimbursed only if the employee is completely bed ridden and duly certified by the medical officer. For local hospitalization, taxi charges are permissible in accident cases and in emergency delivery cases only. To get the reimbursement for hospitalization, employee/eligible member of his family should send intimation about the hospitalization to the company as soon as possible. For the reimbursement of Medical Benefits under this scheme, original/prescriptions/medical bills should be submitted in the dispensary latest by 20th of the month and the payment will be transferred to the concerned employees bank account by 7th of the

next month.

2. MATERNITY BENEFIT: - The maternity leave given by the company goes beyond the legal provisions for those who are not covered under ESI. All female employees are entitled to a leave of six weeks before the delivery and upto a period of three months i.e. 12 weeks after the delivery as per the company scheme. Female employees drawing a salary less than Rs. 6500/- per month are covered under the ESI scheme.

INFANT FEED SCHEME:Nestl firmly believes in extending its infant foods product range, free of cost, to the newborns of its permanent employees. However the company maintains that the infant food products be recommended only where breast-feeding is not possible. To avail of this scheme a doctors prescription and the birth certificate of the newly born along with a prescribed format is required to be submitted to the HUMAN RESOURCES DEPARTMENT. Any employee can avail of the facility during the childs first year of age and the facility continues for 48 weeks after the first week in which the feed is obtained. The distribution of Infant Feed is done fortnightly through the Staff Sale Shop of the Factory located near Factory Gate. A sample of application form of Infant Feed scheme is enclosed here with.

STAFF SALES:-

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There are a wide range of possible benefits an organisation can offer to its employees in addition to normal wages/salaries.Nestl believes in giving its employees the products that they help manufacturing at a standard discount rate of 20% off on the wholesale price. The STAFF SALE SHOP is located near the factory gate, stocks all the products marketed by Nestl India Ltd. The employees can make their purchases from the shop after obtaining the staff sale card from the Human Resources dept. The staff sales shop opens between fixed timings on all weekdays. There are limits imposed on purchases of Ghee and bulk packs of Maggi Noodles.

LOCKERS AND REST ROOMS:Under section 45 of the Factory Act, 1948, in every factory where more than 150 workers are employed, there shall be adequate provisions for the shelters and rest rooms. The company has six rest rooms for their employees both male and female employees, which are sufficient, lighted and ventilated. Each employee is given a locker where he can keep his uniform and other clothes. No money or valuables should be kept in lockers. The Company will not assume any responsibility for any such loss. The lockers are issued against the employee code. It is the responsibility of each employee to ensure that no undesirable or objectionable goods or articles are placed in the locker. The locker rooms are provided with Showers, lavatories and resting place during break timings. There are separate lockers and rest rooms for female employees.

LEAVES :-

Under factories act 1948, every worker who has worked for a period of 249 days shall be eligible for one-day leave for every 20 days of work by an adult. Similarly under the Negotiable and Instruments Act (National & Festivel Holidays and casual & Sick Leave) 1965, only 7 leaves are allowed. Nestle India Ltd. More liberal leave benefits for the employee as follows: a)For Workmen Privilege leave is linked to the years of service and attendance i.e upto 5 year of service - 14 days of leave is granted. 5 to 10 years of service -19 days and more than 10 years of service 24 days leaves are granted. b)For Staff Upto 5 year of service - 14 days of leave is granted. 5 to 10 years of service -19 days and more than 10 years of service 24 days leaves are granted.8 days casual leave, 10 days sick leave and 11 days national & festival days are given to every permanent employee. Unavailed Casual leave is enchased at the end of the year. In case of chronic decease for the first 15 days all the allowances will be paid. Beyond 15 days the employee will be marked without pay and no allowances will be paid. Three types of leave are granted to employees (other than executives). Executives may check their leave entitlement with the Personnel Manager. EARNED LEAVE SICK LEAVE CASUAL LEAVE

LEAVE TRAVEL ASSISTENCE 55

In private sectors, there are no provisions under law for this benefit. But the company like Nestle provides the financial assistance to its employees covered by LTA scheme. The LTA is given once in a year to the confirmed employees to travel with family during the holidays. The lump sum cash amount is given to the employees, which is different for each category of employees.

BANK EXTENSION COUNTER The company has allowed the Nationalized bank to open its extension counter in the factory premises. The salary and Wages are transferred to the employees respective bank accounts. The employees can withdraw the amount easily as the bank authorities provide quick services. Other than the employees, the commission agents and the farmers are also given the opportunity to open their accounts in the bank. Their milk payments and commission are also made through the bank.

RETIRAL BENEFITS The following benefits are provided on retiring from the job on completion of 60 years of age.

PROVIDENT FUND AND FAMILY PENSION SCHEME

EMPLOYEES DEPOSIT LINK INSURANCE GRATUITY COMPANY PENSION SCHEME

ARCHIVES:The archive room is located near the administrative block and provides the employees with necessary stationery items. A requisition duly signed by the concerned departmental head is needed prior to the issue of the stationery. Photocopying Facilities are available here. The Archives Room functions between 8 am to 5 p.m.

FACTORY VISIT The friends and the family members of an employee can visit the factory on working SATURDAYS. The visits are organized to show guests around the factory and explain how the products are 57

manufactured. However to ensure decorum certain rules need be observed and prior permission has to be obtained from the HUMAN RESOURCES DEPARTMENT.

TRANSPORT Employees going on official duty can avail of the company transport by filling in a Transport Request slip duly authorized by the departmental head to be submitted to the Human Resources Department. In case of rail or air travel for official purpose the request must be sent to the Human Resources Department in advance. The Company makes the arrangement for overnight stay of the employees during official trips.

OFFICE LOCATION AND ENVIRONMENT Nestl India ltd. is located in outlying areas but well connected with the city or we can say that in suburban area. Nestl is located at G.T. Road, Moga. The facilities of transportation & communication are available like an urban area. All the advantages and facilities supplied by the city are available. The areas of Nestl allow for expansion & ensure availability of labour at all times. The office is located in the same building as the factory. The office building is located at the site where there are adequate services of transportation, communication, banking, insurance, recreation, etc. The office is free from physical conditions such as voice, noise, dust, fumes, and height of surrounding buildings, which affect good light and air.

CLEANLINESS & SANITATION

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It is of little use brightening up the office unless due attention is also paid to maintain it in a clean & free from bad odors condition. As the office, employees have to spend a large part of the day in the office, dirty of unsanitary conditions would affect their health adversely & lower down their efficiency & moral. In this office, sweepers clean the floor & furniture in the morning. Every tale is provided with dustbin so that unnecessary thing can be thrown in it. The machines are well cleaned daily and with the vacuum cleaner monthly.

LIGHTING SYSTEM Lighting facility is provided in the factory according to the needs of different departments. Proper arrangement of lighting in the Nestl Factory because sighting is very necessary to every factory, industry and any office etc.

INTERIOR DECORATION For interior decoration of the office of Nestl, flower plants are provided. Yellow, blue, gray, and white colors are favorable to the company.

NOISE CONTROL Office of the Nestl is free from physical conditions such as noise, dust, etc. For noise control, earplugs are used.

FURNITURE AND FITTINGS All furniture is provided to the Nestl Company of good quality. Furniture is very comfortable in each department according to the needs. OTHER WELFARE WORK The company has provided the sheds for parking of cycles, scooters and cars of the employees, which is very systematic. The company has also provided the Electric Air Compressor for air filling in the vehicles of the employees in case of need. MAGAZINE Nestl provide their employees with two different magazines Vartalap and milvartan.vartalap is a quarterly magazine and it gets printed at Delhi covers the activities of all the branches of Nestl India ltd. i.e. of Moga factory, Choladi factory, Nanjangud factory, Samalkha factory, Ponda factory, Bicholim factory.this magazine gets printed at Delhi and is only for private circulation of employees.it covers the events, features, innovation and renovation, meetings, news relating to Nestl and its relation with world, news relating to introduction of new products.it also covers the personal details like long service awards, new born, retirements, mourns, achievements etc. Along with Vartalap Nestl Moga Ltd. also provides their employees with an another magazine called as "Milwartan". Milwartan is a monthly magazine. It is the in-house publication of 61

Moga factory.It comes under the H.R. department. Milwartan being an in house publication covers happenings in the Moga factory. It also covers all the special events organized by the Moga factory.the magazine is really knowledgeable. It provides various information about new concepts, safety, kaizen news etc. It covers all the special events of the moga factory. the basic object behind printing this magazine is to share information among all their employees. They try to provide all the upto date information to their employees. It also covers information regarding newborn, marriages, retirements, and achievements of Nestl Parivar of Moga factory. So in overall these two magazines try to up-date the basic knowledge of their employees they are published to share information with them and to make them aware of each and every happening which is going on in and around their factory.

SWEET DISTRIBUTION One of the welfare activities carried by Nestl indo ltd. is the sweet distribution. The factory provides all its employees and their families (including temporary workers) with sweets twice the year. One is on 26 of January and secondly on 15 of august i.e. on republic day and on Independence Day. Nestl celebrate the two national days in a very different manner that is by distributing boxes of sweets to their employees.

Employees services office Employees services office is maintained by the factory.It is situated near the laundry. this office is to help all the employees. all employees can clear their queries and problems here.the incharge of employees services help their employees in each and every aspects. all the major welfare activities are conducted by the incharge of employees services.they provide their with uniforms, shoes, vests etc. they are the incharge of laundry.

Retirement The employees get retired at the age of sixty. The employees can even retire at the age of 58 and 55. The employees get full pension if they retire at the age of 58 but if they retire at the age of 55 some deductions are done in their pension. Retirement planning is done with the help of ICICI and HDFC bank the employees get provident fund, gratuity and pension when they retire.

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Cultural activities
Performing arts club A club to carry all type of cultural activities is maintained by Nestl Moga ltd. all the cultural activities &events are under the control of this club. The club performs four to five plays during the year. These plays are mostly based on social issues and social problems. They are basically to create awareness among the employees about the current problems.various cultural programme and cultural evenings are organized in the month of august, September, and November. They also perform on the May Day and Milwartan day. Performance art club takes care of al the cultural activities throughout the year. Bhangra team Nestl India ltd.(Moga) has there own bhangra team. This bhangra team performs on all the special ocasions.this team take participation in the various competitions

VARIOUS CLASSES OF NESTL

SUMMER CAMP 2008 The various courses during summer camp 2008 are as follows: RICHER LIFE COURSE:This course was helpful for enjoying the benefits of social life, to improve mental and physical fitness. It helps to motivate yourself, your children and your relatives. This course was explained to the participants by H.R. Professional & Services Institute, Chandigarh.

IMPROVING PERSONAL EFFECTIVENESS:In the class of improving personal effectiveness H.R. Professional & Services Institute, CHD. focused on the personality aspect of kids where all the exercises focuses mainly on the left brain capabilities of the human mind. It was an interactive personality development workshop to make childrens vacations more fun and worthwhile too. Now the children have been more sensitical towards these aspects of personality, which will help them to become professional tomorrow. SPEED MATHS:This course helps your ward to learn the shortcuts of mathematics. It helps to calculate multiply, subtract without using the calculators. This class was also taken by H.R. Professional & Services Institute, Chandigarh.

SELF BEAUTY CARE AND HEALTH TIPS:65

Such course was designed to learn self beauty culture. It helps to become a beautiful person. This class was organized Sacred Heart School, Moga.

ELECTRONICS HOBBY CIRCUITS:This course was designed to help the participants in solving the day to day problems of electronic items used in house like toys, calculators,etc.

FUN WITH SCIENCE:In the classes of fun with science the students went on informative interactive and entertaining study of various global inventions and discoveries. The classes had various multimedia techniques to demonstrate the wonders of physics, chemistry and biography. Encouraged the children to learn experiments to make hypothesis and draw conclusions from their experiments.

KARATE:Mr. PAWAN Singh black belt PGD told the basic

principle of karate for self defense by using blows & kicks. Students formed karate demonstrations on the day of closing ceremony in an efficient manner. . FOOD AND CRAFT: Ladies and girls above 20 years learned about diet & nutrition

cooking. Participant learned lip smacking Chineses & south Indian dishes from expert instructor Mrs. Gurmeet Brar.

RANGOLI:This hobby class was provided to help the students in creating & moulding their imaginations into shapes by working on formless materials. Children learned about other forms of handicraft like port printing, stuffed toys etc. under the instructions of Miss Harnoor Gill.

CLASSICAL DANCE:Students between the age group 15 to 20 years & girls/ spouses above 20 years learn the origin principles and steps of ancients dance from Mrs. Anjana Sood M.A Music. Student performs Indian Classical Dance, Rajasthani Folk Dance (Jhumar) very well on the day of closing ceremony.

GIDDHA & TRINJAN:During summer camp between 16 to 20 years learned the punjabi folk dance Giddha and Trinjan from Mrs. Kanwaljit Sidhu . The item of giddha and trinjan was really the pride of the closing ceremony.

FOOD PRESERVATION & NUTRITION Ladies/spouses/ daughter above 20 years learn to make exotic pickles chutneys and jucies in this workshop by instructors Mr. 67

Parminder Singh and Mr.Ranvir Singh from Food & Nutrition Broad of India.

MUSIC HARMONIUM & SINGING/ MUSIC SITAR & SINGING: In the classes of music harmonium & singing, the students learnt the basics of the harmonium, the most popular Indian music instrument. They were trained with the musicians Mr. Ravi Chauhan .The student prepared the shabad, Quwali, Duet Song (with Action), Punjab song & presented all these items on the closing ceremony very well.

COMMUNICATION IN ENGLISH This course was designed for every person to improve on their communication skills in English which is the demand of time nowadays in the modern era of globalization.

SPECIAL EVENTS OF NESTL SUMMER CAMP 2008 SEMINAR ON CAREER GUIDANCE /CAREER

COUNCELLING Get good counsel before you begin; and when you have decided act promptly. A career fair was organized by Nestl India Ltd. Mr. Pawan Trehan from H.R. Professional and Services Institute, Chandigarh discussed about the various opportunities that are available for the students, which are interested in GRE, GMAT, TOEFELL etc. The speaker told the future prospects of all the fields, so that the students can choose their career accordingly. After

the lecture snacks and soft drinks were served to the participants and audience.

ANTAKSHRI COMPETITION It was organized. Out of 15 applicants only 6 applicants were chosen through draw of lots . Winners were awarded according to their ranks. Famous TV artist Ms. Pavitter Jeet Kaur from Moga and Mr. Chander from Amritsar did anchoring. The audience and participants were served with soft drinks Milo and dinner. COOK N SERVE MEET Ms. Gunpreet Kaur delivered a lecture on Bhelpuri recipe for the Nestle Parivar from sales branch Chandigarh. For the entertainment of the audience Tambola game was played.

CLOSING CEREMONY The final event of Nestl summer camp 2008.It was started with the welcoming of chief guest Mr. Paul Steinkamp Factory Manager Moga.The culture bonanza started with the Shabad TUTH CHIT AAYE MAHA ANANDAperformed by the music students 69

who learnt and practiced during the summer camp. After this Mr. Paul addressed the Nestl gathering. Children between 6-10 years performed Indian Classical Dance. Girls presented the Punjabi folk dance Giddha in an efficient manner under the able guidance of Mrs. Kanwaljit Sidhu . Students performed karate on the stage. The students of music presented the item Quawali Watan Walo Zamane ka, Duet song, Rajisthani folk dance, classical dance in an charming way. Student of theatre and drama performed and a Punjabi play. All the students worn the formal and cultural dresses to display their performance. The audience enjoyed and were very much impressed on the performance of the students. When the items were over chief guest distributed the mementoes and the certificates to the teachers who gave their heart and soul in making the participants more developed. Distribution of gifts and certificates to all the participants of Nestl summer camp was given by the summer trainees of Nestl Moga factory in their respective classes. The whole ceremony concluded with the delicious dinner.

EXPERIENCE The logo of Summer Camp is symbolic enough in its own sense. What I could decipher and gather from my short and sweet experience was that when you reach for the stars, you may not get quite get one, but you wont come up with a handful of mud either. It really was true to the Nestle Spirit to enjoy, Explore and Excel. The Camp was the best place to learn and practice management techniques because various types of characters are encountered in the shortest span of time. We learn a lot by Listening to Our Employees because, After All

Wisdom Is Not the Exclusive of Management. This was true during the entire Summer Camp, Which provided us with a never before opportunity to explore new realms of learning, learning oneself and there is within us. We taught management to manage organization (for the camp in itself was a small organization) and optimize our achievements. I experienced the same in Nestle Summer Camp 2008 to the best of our betterment in all the directions of managerial skill. It has been the experience of fun and learning together.

71

CHAPTER 3: PROJECT WORK

QUESTIONNAIRE FOR MEDICAL FACILITIES DEPARTMENT: Milk Operations S. No . 1. What do you think Annual medical check-up is required 2. under which provision. Do you have any system to send an employee in the Dispensary 3. in case of No need sickness? How do you monitor the time spent by an employee in the Dispensary 4. for taking Yes medicine in case of sickness? Do you think stock of medicine in the plant First Aid 5. box is sufficient? Do you have any system to monitor box? Do you the usage of medicines from plant First Aid 6. think Employee Yes No Yes Yes Question HOD: Mr. I.J.S Kahlon Comments

(worker) 7

annual

general No more

medical check-up is required? Are you satisfied with the current medical check-up system carried out in the

detailed checkup is required We send all the employees We monitor dont

factory dispensary? How do you ensure that all the employees of your department under goes medical check-up? How do you monitor the time spent by employees while undergoing medical check-up in the Dispensary?

73

QUESTIONNAIRE FOR MEDICAL FACILITIES

DEPARTMENT: Maggi Suresh D S. N o. 1. Question What do you think Annual medical check-up is required 2. under which provision. Do you have any system to send an employee in the 3. Dispensary in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine 4. in case of sickness? Do you think stock of Yes

HOD:

Mr.

Comments Yes

We dont monitor

medicine in the plant First Aid 5. box is sufficient? Do you have any system to monitor the usage of medicines 6. from plant First Aid box? Do you think Employee (worker) 7 annual general medical check-up is required ? Are you satisfied with the current medical check-up system carried out in the

No people are alcoholic and addicted to medicines. No

Yes

No more detailed check-up is required

factory dispensary? How do you ensure that all the employees of your department under goes medical check-up? How do you monitor the time spent by employees in the Dispensary? while undergoing medical check-up

100% employees are sent for medical check-up. We dont monitor

QUESTIONNAIRE FOR MEDICAL FACILITIES DEPARTMENT: liquid Milks S. N o. 1. What do you think Annual medical check-up is required 2. under which provision. Do you have any system to send an employee in the 3. Dispensary in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine 4. in case of sickness? Do you think stock of Yes We dont monitor Yes as per Law & as per nature of factory too. No Question HOD: Mr. Anil Bhutani Comments

medicine in the plant First Aid 5. box is sufficient? Do you have any system to monitor the usage of medicines from plant First Aid box? 75 No

6.

Do

you

think annual

Employee general

Yes

(worker) 7

medical check-up is required ? Are you satisfied with the current medical check-up system carried out in the

Yes

factory dispensary? How do you ensure that all the employees of your department under goes medical check-up? How do you monitor the time spent by employees in the Dispensary? while undergoing medical check-up

Not all the employees send for medical check-up We dont monitor

QUESTIONNAIRE FOR MEDICAL FACILITIES DEPARTMENT: Cereals Garg S. N o. 1. Question What do you think Annual medical check-up is required? Comments Yes HOD: Mr. B.B

2.

Do you have any system to send an employee in the Dispensary in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine in case of sickness? Do you think stock

Yes

3.

We dont monitor.

4.

of

medicine in the plant First Aid 5. box is sufficient? Do you have any system to monitor the usage of medicines 6. from plant First Aid box? Do you think Employee (worker) 7 annual general medical check-up is required ? Are you satisfied with the current medical check-up system carried out in the 8 factory dispensary? How do you ensure that all the employees of your department 9 under goes medical check-up? How do you monitor the time spent by employees in the Dispensary? while undergoing medical check-up

No, as people misuse the medicine. We dont monitor

Yes

Yes

Yes

We dont monitor

77

QUESTIONNAIRE FOR MEDICAL FACILITIES DEPARTMENT: Engineering S.N o. Question HOD: Mrs. S.P. Kahlon Comments

1.

What do you think Annual medical checkup is required under which provision. Do you have any system to send an employee in the Dispensary in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine in case of sickness? Do you think stock of medicine in the plant First Aid box is sufficient? Do you have any system to monitor the usage of medicines from plant First Aid box? Do you think Employee (worker) annual general medical check-up is

Yes

2.

Yes

3.

We dont monitor

4.

Excess of medicine

5.

No

6.

Yes

required ? 7 Are you satisfied with the current medical check-up system carried out in the factory 8 dispensary? How do you ensure that all the employees of your department under 9 goes medical check-up? How do you monitor the time spent by employees while undergoing medical check-up in the Dispensary? We dont monitor Yes all the employees go for medical check-up Yes

QUESTIONNAIRE FOR MEDICAL FACILITIES

79

DEPARTMENT: Powder Filling S. N o. 1. Question

HOD: Mr. S.M.A Kazmi Comments

What do you think Annual medical check-up is required under which provision. Do you have any system to send an employee in the Dispensary in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine in case of sickness? Do you think stock

Yes

2.

Yes

3.

No issue related to timings mutual trust is there

4.

of

No

medicine in the plant First Aid 5. box is sufficient? Do you have any system to monitor the usage of medicines 6 . 7 from plant First Aid box? Do you think Employee (worker) annual general No medical check-up is required ? Are you satisfied with the current medical check-up system carried out in the 8 factory dispensary? How do you ensure that all the employees of your department 9 under goes medical check-up? How do you monitor the time spent by employees while undergoing medical check-up We dont monitor 100% are sent for check-up Yes No

in the Dispensary?

QUESTIONNAIRE FOR MEDICAL FACILITIES DEPARTMENT: Warehouse S. N o. 1. What do you think Annual medical check-up is required 2. under which provision. Do you have any system to send an employee in the Dispensary 3. in case of sickness? How do you monitor the time spent by an employee in the Dispensary for taking medicine 4. in case of sickness? Do you think stock of medicine in the plant First Aid box is 5. sufficient? Do you have any system to monitor the usage of medicines 6. from plant First Aid box? Do you think Employee (worker) annual general medical 7 check-up is required ? Are you satisfied with the current medical check-up system carried out in the factory 81 Yes Yes No Yes We dont monitor No Yes Question HOD: Mr. Raghvan Comments

dispensary?

How do you ensure that all the employees of your department under goes medical check-up? How do you monitor the time spent by employees while undergoing medical check-up in the Dispensary?

We cant

We monitor

dont

FEED-BACK FROM HODS DEPARMENT Milk Operations NAME Mr.I.J.S Kahlon VIEWS More done. should detailed Camps for be

check-up should be First Aid training conducted. There is misuse of medicine present in First Aid Box

Engineering

Mrs. Kahlon

S.P.

Some by

facilities time.

should be provided evening There is misuse of medicine present in

First Aid Box Warehouse Mr.Raghvn Some by facilities time.

should be provided evening There is misuse of medicine present in First Aid Box Powder Filling Mr. S.M.A Kazmi Medical should be in more Dispensary shift. detail. should

be open by evening More people should be trained for First Aid. There is misuse of medicine present in First Aid Box Cereals Mr. Garg B.B. More supervision

should be done on dispensary. There is misuse of medicine present in First Aid Box

Maggi

Mr. Suresh D

More done

detailed because of

check-up should be hazardous operations. There is misuse of medicine present in First Aid 83

Box Liquid Milks Mr. Anil Medical fitness

Bhutani

should be ranked. There is misuse of medicine present in First Aid Box

OBSERVATIONS 1. There was misuse of medicine present in First Aid Box. 2. Cotton present in First Aid Box was found infected. 3. There was no facility of Dispensary for night shifts. 4. Employees visiting to dispensary for medical check-up were usually accompanied by their fellow colleagues. 5. Employees spent more time for medical check-up. 6. There is no system for monitoring time spent for medical check-up. 7. System of dispensary services is handled manually. Which makes difficult to generate different types of reports,VIZ:a) Daily In-patient b) Annual check-up reports c) Medicine control reports d) Medical bills reports etc.

85

SUGGESTIONS FOR IMPROVEMENT

1.There should be some medical facilities available for night shift, and one or two employees from each department should be well-trained for providing First Aid. 2.To monitor the time spend for medical check-up one should enter the arrival & departure time in punch machine time while going for check-up so that at the end of month shift officer can come to know about the employee who spend more time for check-up. 3.No one should be allowed to visit medical dispensary without medicalslip signed by shift incharge. 4.Employees who are in habit of taking alcohol should be guided. 5.In case any employee does not undergo medical check-up his medical bills reimbursements should be delayed for one month. 6.To better monitor the medical & dispensary services it is proposed that a software in Visual Basic (VB) should be introduced. 7.Shift officer should have check/control on consumption of medicine in First Aid Box. All the medicines should be kept in the custody of the Shift Officer for better control. 8.Cotton in the First Aid Box should be provided in small packs to avoid the use of infected cotton.

Nestle Training Is Not A Training But An Experience - Why I Feel So? I feel so because the program had been chalked out in such a fashion that neither their applications were incorrect nor the theory was faulty, leaving no consideration for the reason of failure. Certainly, effective utilization of theories increases managerial effectiveness and above all it was a mega show, a perfect combination of theory and application, the Science and Art hand in hand, a perfect blend.

You Cannot Discover Oceans, Unless You Have The Courage To Lose Sight Of The Shore. Goals Are Met When We Coordinate Our Efforts With Those Of Others.

The woods are Lovely, Dark and Deep But I have Promises to Keep And Miles to Go before I Sleep And Miles to Go before I sleep.

87

BIBLIOGRAPHY
Web sites:
www.nestleindialtd.com www.nestlepvtltd.com www.emerald.com www.emeraldinsight.com www.wikiepedia.com

Books: Human Resource Management by Rosy Joshi Human Resource Management by Ashwathappa