Body Part

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INTRODUCTION
Sugar is a common part of human life. From the time of its invention,
refined sugar has been a part of our day-to-day life sugar was first
produced from sugarcane plants in northern India sometime after the
first century-he derivation of the word “sugar” is thought to have been
from Sanskrit and Sanskrit literature from India, written between 1500-
500 B.C., provides the first documentation of the cultivation of sugar
cane and manufacture of sugar in the Bengal region of India.
History
1) The history of sugar cane juice from the sugarcane plant; and, the
subsequent domestication of the plant in tropical Southeast Asia
sometime around 8000 B.C.
2) The innovation of manufacture of cane sugar granules from the
sugarcane juice in India a little over two thousand years ago,
followed by improvements in refining the crystal granules in India
in the early centuries A.D.
3) The spread of cultivation and manufacture of cane sugar to the
medieval Islamic world together with some improvements of
production methods.
4) The spread of cultivation and manufacture of cane sugar to the
west indies and tropical parts of the Americas beginning in the 16 th
century, followed by more intensive improvement in production in
the 17th through 19th centuries in the part of the world .
5) The development of beet sugar, high fructose corn syrup and other
sweeteners in the 19th and 20th centuries.
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OVER VIEW OF INDUSTRY

TO THE WORLD INTRODUCTION SUGAR INDUSTRY
About 800b.c sugar cane was perhaps taken eastward i.e. china where it found suitable soil for
development about 327b.c. when Alexander the great, invaded India he & his soldiers wear the
first Europeans to see cane in India.
The major sugar producing countries are also the major ethanol producers, as sugarcane is a
major raw material for ethanol production. Brazil and USA together produce more than 68
percent of the total world ethanol production.
The major producers of sugar in the world are also the leading exporters, and are highly
dependent on the world trade. Australia export around 72 percent of its production, while Brazil
exports 56 percent of its production.

LIST OF SUGER EXPORTING COUNTRIES IN THE WORLD
Rank Exporter 2017 Sugar Exports

1. Brazil US$11.4 billion
2. Thailand $2.6 billion
3. France $1.3 billion
4. Guatemala $826.2 million

Indian sugar Industries:-

“India is rightly called the homeland of sugar. But in ancient times, only
gur and khandsari were made and modern suger industry came on the
Indian scene only in the middle of the 19th century, when it was
introduced by the Dutch in North Bihar in about 1840.”
India is the world largest producer of sugar cane and second largest
producer of sugar in world. But India becomes the largest producer if
gur and khandsari are also included. This industry involves a total
capital investment of Rs.1250 crore and provides employment to 2.86
lakh workers. In addition 2.50 crore sugarcane growers also get benefit
from this industry.
Sugar is a sector of significant importance to the national economy.
While consumption has been growing historically, the production has
been cyclical. At present, the sugar industry is regulated across the
value chain.
Sugarcane is primarily grown in 9 states of India; Andhra Pradesh, Bihar,
Gujarat, Haryana, Karnataka, Maharashtra, Punjab, Uttar Pradesh and
Tamil Nadu. More than 50millions farmers and their families are
dependent on sugarcane for their livelihood. The sugar industry caters
to an estimated 12 percent of rural population in these nine states
through direct and indirect employment. Effectively, each farmer
contributes to the production of 2.9MT of sugar every year.
In addition to farmers, an estimated 0.5 million workers are directly
employed as agricultural labour involved in cultivation and harvesting.
The sugar industry also supported diversified ancillary activities and
skills that support the local economy.

Classification of Indian sugar Industries:-

The sugar industry in India has two sector
1) Organized sector
2) Unorganized sector
Organized sector -The sugar factories usually belong to the

organized sector.
Unorganized sector- Producers who produce traditional
sweeteners fall into unorganized sector.
Top 10 largest sugarcane producing states in India in 2018
1) Uttar Pradesh
2) Maharashtra
3) Tamil Nadu
4) Karnataka
5) Andhra Pradesh
6) Bihar
7) Gujarat
8) Haryana
9) Punjab
10) Uttar Pradesh

Sugar industries in India:

TOTAL SUGAR PRODUCTION IN INDIA FROM 2011 TO 2018

INTRODUCTION TO THE KARNATAKA SUGAR INDUSTRIES

INDUSTRY PROFILE
SHREE SOMESHWARSAHAKARISAKKAREKARKHANENIYAMITY
INTRODUCTION
Shree SomeshwarSahakariSakkareKarkhaneNiyamity Registered as a co- operative society on

24th August 1993, under the Karnataka co-operative societies act 1959, the main purpose is to
help sugarcane growers by purchasing sugar cane in the area. The manufacturing plant is located
at Siddhasamudravillege, BailhongalTaluk, BelagaviDist, Karnataka.
Shree SomeshwarSahakariSakkareKarkhaneNiyamity proposed plant capacity is 2500 TCD at

villegeSiddhsamadra, BailhongalTaluk, for manufacture of white crystal sugar along with the
facilities for the co-generation of power with an installed capacity of 12 MV surplus powers.
The estimated cost of this project is Rs. 76.10crore, is proposed to by financed by way of share
capital Rs. 28.25crore and term loan Rs. 47.85crore.
During the season 2013-2014 the factory has crushed 208010 tons of sugar cane and production
240340 quintal of sugar with an average recovery of 11.61% Govt. of India has fixed SMP of
Rs.1800 PMT, the factory has paid Rs. 2255% PMT to the sugar cane supplier and harvesting
and Transporting charge average @400%.
During the season 2014-2015 the factory has crushed 345427.256 tons of sugar cane and
production 427259 quintal of sugar with an average recovery 12.57% govt. of India has fixed
SMP of Rs. 1700 PMT, the factory has paid Rs. 2219.60% PMT to the sugar cane supplier and
harvesting and Transporting charge average @500%.
During the season 2015-2016 the factory has crushed 337838.402 tons of sugar cane and
production 416060 quintal of sugar with an average recovery 12.34% Govt. of India has fixed
SMPof Rs.2200 PMT, the factory has paid Rs.2995 PMT to the sugar cane supplier and
harvesting and Transporting charge average@795%.

COMPANY PROFILE
SHREE SOMESHWAR SAHAKARI SAKKARE KARKHANE NIYAMIT

BELAWADI.(SSSKN)

PRODUCT PROFILE
SUGAR:
The sugar produced in Shree SomeshwarSahakariSakkareKarkhaneNiyamit, Belawadi Sugar

factory is both refined confirming to ECII grade with negligible Sulphur content as well as
plantation grade white sugar (Color of less than IU). Sugar is a sweet, white or brown, usually
crystalline substance obtained mainly from sugar cane or sugar beets and used commonly in food
products. Sugar means something sweet in the form of taste.
Formula: 12CO2 + 11H2O =C12 H22 O11 + 1202
Carbon dioxide + water = sucrose + oxygen
In chemistry sugar refers to any of the class of carbohydrate to which this substance belongs.
Glucose, lactose, and maltose are sugar most plants manufacture. Sugar is solute in water, sweet
to the taste and either directly or indirectly for maintainable.
The chemist known as “sucrose” one of the family of sugar otherwise known as saccharine as the
name implies, contain carbon and hydrogen plus oxygen in the same ratio as in water. Sugar is
controlled commodity in India under the essential commodities Act 1995. The government
control sugar capacity addition through industrial licensing determines the price of the major
input sugar cane, decided the quantity that can be sold in the open market, fixed the levy quarter
sugar and determines maximum stock levels for wholesalers etc.

Sugar

Types of sugar
Raw sugars
Raw sugar oconsist of varying shades of yellow to brown sugar and are processed by
boiling until it solidifies. From suger beet juice, the raw beet sugars are extracted and are
then used to fabricate white sugar.
Blanco direct
Blanco direct is a white sugar used much more in India and Asia and is less pure than the
white sugar. It undergoes the process of phosphation and is more devoid of impurities.
White sugar is available in granulated form.
Brown sugar
Brown sugars are formed when sugars form fine crystals with high molasses content or
coating white refined sugar with cane molasses syrup.
By products of sugar manufacture

Baggases:-
Baggase is one of the byproduct obtained during the process. It is used for fuel for Boilers to
produce stream through which Electricity is obtained. The Baggase produced after extracting the
juice from sugar cane is used as fuel to generate in factory.
Molasses:-
Molasses is a byproduct of sugar rating chiefly used for alcohol production. The entire Molasses
outcome is routed to the distillery unit which maintained by the organization.

Press Mud:-
Press Mud is the byproduct generated by cane juice filtration during sugar manufacture, currently
press mud is used is a fertilizer in sugar cultivation.
Manufacturing process of sugar from sugar cane
CUTTING
The cutter consists of knives on a cylindrical shaft which rotate at a velocity of 400 to 500 rpm.
The knives cut the canes into small pieces.

WASHING
Cleaning the canes.

Refining
Refined sugar is made from raw sugar that has undergone a refined process to remove the
molasses. Raw sugar is sucros which is extracted from sugarcane or sugar beet. While raw
sugar can be consumed, the refining process removes unwanted tastes and results in
refined sugar or white sugar.

CRUSHING
• Canes are shredded here.
• It consists of two rollers rotating in opposite direction.
JUICECLARIFICATION
In general two methods of clarification are available for the manufacture of

white sugar, namely sulfitation process and Carbonation process.

Boiling
For syrup production the juice is boiled until the required concentration is
reached and the strike is made at around 105ºC when most of the moisture has
been boiled off and just before crystallisation occurs. If the juice is over- boiled
then crystals may be present which may cause discoloration. If under-boiled, too
much moisture will remain in the syrup which may, with time, cause cloudiness
and shorten its shelf life. For lump sugars the juice is boiled for longer and the
strike is made at between 116 and

Crystallisation
The massecuite is placed in U-shaped vessels where it is slowly rotated and allowed to
cool for up to 48 hours. This technique is often referred to as crystallisation in motion.
Rotation promotes even cooling of the massecuite which helps to achieve uniform
crystal growth.

Drying and packaging

The crystals can be dried in a number of ways: by placing them in the sun, or by using
simple solar driers, or rotary or hopper driers which require fuel to provide drying heat.
The dried product can then be packed into suitable containers or bags for distribution.

Supply chain of suger

Vision
SSKN has dedicated to deliver overall value to their customers, delivering high
quality products, exceptional financial performance to company shareholders and
complete satisfaction to cane growers, employees and stakeholders.
1) Expansion of cane cultivation area.

2) Enter into joint venture.
3) To expand the group of companies.
4) Increase the production capacity to compete in market.
Mission
1) Efficiency in production.
2) To maximize creation of wealth, value and satisfaction for stakeholders.
3) Encourage the agro based industry
4) To develop industrial movement in rural sector
COMPANY OWNERSHIP PATTERN
AUTHORISED SHARE CAPITAL
 A- Class share: Cane growers 200 shares of rupees of face values Rs.5000.
 B- Class share: Co-operative institutions 40000 preferential shares of rupees of face values
Rs.5000.
 C- Class share: Government of Karnataka 4000 shares of rupees of face value Rs. 5000.
 D-Class share: Non grower members

CHAIRMAN
The chairman of the factory shall have an overall control over day – today management of the
factory. He shall preside over meeting of the board of directors and the general body. The
chairman of the factory shall have general control over the affairs of the factory.
BOARD OF DIRECTORS:
The board of Directors shall consist of 23 Directors as under
 17 Members to be elected by the grower members

 One member to elected by the co- operative member
 One member to be elected by non grower member
 One representative of central financial agencies
 Three nominees including Managing director of govt. will be nominated by the State
Government.
MANAGING DIRECTOR
 Managing director shall be the officer of the factory to issue or to be issued on behalf of
the factory.
 To supervise day to day administrating of the society.
 He shall be the public Relation Officer of the factories.
 To sanction expenditure on establishment, purchase of stores and other contingent
expenditure.

PRESENT BOARD OF DIRECTOR
S.No. Name Designation
01 Sri: Guruputrappa M. Hosamani Chairman
02 Sri: Parisappa P. Bhavi Vice Chairman
03 Sri: Basavaraj R. Balekundaragi Director
04 Sri: Mallikarjun M. Gulappanavar Director
05 Sri: Ashok M. Balekundaragi Director
06 Sri: Appurai S. Rudrapur Director
07 Sri: Mahabaleshwar B. Kudasomannavar Director
08 Sri: Basavaraj C. Mokashi Director
09 Sri: Madiwalappa A. Angadi Director
10 Sri: Gangappa Y. Baramannavar Director
11 Sri: Sabhimaseppa H. Ambadagatti Director
12 Smt: Kamala S. Awakkanavar Director
13 Smt: Kasturi B. Somanatti Director
14 Sri: Adrushappa D. Kotabagi Director
15 Sri: Mallappa G. Murgod Director
16 Sri: Shrikar K. Kulkarni Director
17 Sri: Pradeep S. Vannur Director
18 Sri: K. L. Srinivas Managing Director

ORGANIZATION CHART
Chairman
Board of Director and Managing Director
Administrative Purchase H.R Mechanical Store

Department Department Department Department Department
Sugarcane Production Sales Financial

Department Department Department Department
Different Department Heads and their Functions
1. Administrative Department – Secretary
 To from various sections of the factory for its smooth functioning

 To establish goals for each department.
 To take timely decision about various activities.
 To plan day to day activities and put policies in effect with the objectives.
2. Sugarcane Department – chief cane Development Officer
 To procure goods quality of sugar cane in proper time.

 To make arrangement to bring the sugar cane within 24 Hrs after its cutting
because after 24 Hrs. sucrose is converted into glucose.
 The department acts as link between farmers and factory and management so he plays a
very important role for running the factory.

3. Purchase Department – Purchase Officer
 Purchasing materials
 Calling quotations
 Placing orders for supply of materials
 Passing bills to accounts section for payment
4. Production Department – Chief Chemist
 The Directors shall draw up a programmer of sugar cane cultivation within the area of
operation and assign such cultivation to growing Members.
 Smooth production process
5. Human Resource Department – Human Resource Manager
Recruitment of employees
 Induction orientation
 Training Development
 Employee welfare activities
6. Sales Department – Sales Manager
 Delivering sugar on time

 Open market sales
 Managing sale activities
7. Mechanical Department - Chief Engineer
 Repair and maintenance of machinery of the factory

 Turning of bars by lathe machine
 Drilling and tapping material

8. Stores Department - Head Store Keeper
 Storage of purchased material

 Maintaining the inventory
 Taking safety measures
9. Finance Department – Finance Manager
Accounting maintained by the general office and A/c section
 Individual ledger Account

 Balance Sheet
 Profit and Loss Account
 Cash Account

GOVERNMENT CONTROL OVER SUGAR INDUSTRY
Pricing sugarcane:
 Government of the India controls regulates the rates of sugarcane supplied to the mill by
the famers the rate of fixed based on the Bharghav Committee Recommendations. The
SMP (Statutory Minimum Price) announced by GOI year on used as a benchmark by the
state government to fix their (SAP) state advised price. The SAP could be a recovery
linked average or just a flat rate. From last few years all the state government has been
using SAP as tool for fixing for sugarcane price i.e. 20-22%above the SMP.
 Sugar distribution pricing policy for sugar industry. Presently 15%of production is solved
at a fix price to the government, which is used for public distribution system and other
market operations the new and expand sugar mills exempted from the levy quota for a
period of 5- 8 which makes the new sugar units more profitable. But mills under levy are
free to sell the remaining 85% of sugar in the open market at the market determined price
before price before the levy percentage was 40%.
 The government control of sugar supply in the market through monthly sugar released
notification based on market condition and thus influencing the open market price to
great extent. The small size new units licensed by the government were supported with a
scheme of announced on 25th November 1975 known as Sam path committee incentive. It
provides percentage of free sale quota to both new sugar factories and expansion in
existing units thus is to a mushrooming growth of relatively small sized sugar unit in the
country.
 Under the policy of licensing, government initially permitted small sized new units of
1250 TCD capacity only and later on increased the minimum economic size of plant to
2500 TCD similarly the capacity expansion initially allowed up to 3500 TCD only were
subsequently raised to 4000 TCD and finally those expansion limits were withdrawn in
1990.

 As a result the industry has grown horizontal with an all India per unit average capacity
of 500 TCD. As against this, these have been consolidation and move towered larger per
unit capacity all over the world.
 Government enacted the sugar Development Fund Act and Rules, which provides for
levy of per quintal of sugar known as Sugar Development Fund (SDF). The SDF is
utilized for granting term loan to sugar mills modernization and grants for research
project in the sugar besides creation of buffer stocks as and when required to ensuring
price stability. Government de-licensed sugar sector in August 1998 it is now open to
entrepreneurs to set up mills without license but at distance of 15 kms away from the
existing factory. Sugar units free to expand their capacity and also put up higher capacity
new units. This should help to consolidate and expand their capacities wherever cane
potentially exists.
 The present policy of decontrol 10% of production by each unit is supplied for public
distribution system as levy sugar at Govt. notified prices admittedly bellow20% of actual
cost of production. The levy sugar is I to the public irrespective of their economic status.
the balance 90% is sold in the free market against monthly issued by Government. This
policy has been continuing 1967-1968 except for brief period of de – control during the
year of surplus production and accumulated sugar stocks. Government announced the
Statutory Minimum price (SMP) for sugar cane every year based on recommendations of
the Commission for Agricultural Cost and Prices (CACP).

COMPETITORS INFORMATION:
Shree Someshwar Sahakari Sakkare Karkhane Niyamit, Belawadi is having many tough
competitors they are divided in region wise.
The following are the region wise competitors for Shree Someshwar Sahakari Sakkare Karkhane
Niyamit. Belawadi.
 The Godavari Sugar Ltd. Sameerwadi

 The Ugar Sugar works Ltd. Ugar (Belagavi Dist.)
 DKSSK, Chikkodi (belagavi Dist.)
 KSSK, Sankeshar (Belagavi Dist.)
 Shree Renukha Sugar Ltd. Munavali and Kollavi (Belagavi Dist.)
 Katti Sugar Ltd. (Belagavi Dist.)
 Rani Sugar Ltd. (Belagavi Dist.)

INFRASTACTURAL FACILITIES:
 Nearer to raw material:
The company getting the raw materials supplies from farmers within 25kms. It helps to company
in reduction the cost of transportation.
 Good factory building :

The company is having good factory building with big storage capacity it helping to company
store large number of sugar bags
 Good transportation facilities:

The company is situated near the National Highway-4 it helping to company deliver
the good easily with minimum cost.
 Nearer to river place (MalaprabhaRriver):

One of the important resources for production of sugar is water the company easily
getting the water because of the factory is very near to the Malaprabha River.
 Good Canteen :
One of the major infrastructure facilities of the company is good canteen facility it
providing quality and quantity food to its employees.

Work Flow Model

SWOT AYNALSIS:
SWOT analysis means Strengths, Weakness, Opportunities and Threats. Strengths are internal,
positive characteristic that the company possesses. One should look at competitive advantage.
Weaknesses are internal as well as negative aspect of the company and indicate competitive
vulnerabilities. These should be distinguished from problem in that immediate collapse is not
likely. Opportunities are external and provide area of growth or improvement of the company.
Threats are external to the company and action is required.
STRENGTHS:
 Factory has its own Diesel bunk
 Co-generation scheme now factory have 2500TCD crushing capacity
 Availability of high recovery and yield of sugarcane
 Modern equipment and machinery
 Basic industry to agriculture
 Good source of raw material
 Well defined infrastructure for better market connectivity

 Healthy management employee’s relations.
WEAKNESS:
 Lower compensation for employees compared to other organization.

 High cost of production
 No control on minimization the losses during the process
 Lack of research and development
 Seasonal production
OPPORTUNITIES
 Scope to improve the profitability.

 International markets can tapped.
 Government Issue certificate to make loan.
 Scope to setup the green field project.
 It can start its own paper mill by using baggage in future after improvement of financial
position.

THREATS:
 Advancement of technology and changing job profile.

 Huge competition.
 Government control over fixing up of saleable sugar and its free sale in document as well as
in international markets.

INTRODUCTION TO HUMAN RESOURCE
The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the caliber of the people working there in.
Without positive and creative contributions from people, organizations cannot progress and
prosper. In order to achieve the goals or the activities of an organization, therefore, they need
to recruit people with requisite skills, qualifications and experience. While doing so, they have
to keep the present as well as the future requirements of the organization in mind.
Recruitment is distinct from Employment and Selection. Once the required number and
kind of human resources are determined, the management has to find the places where the
required human resources are/will be available and also find the means of attracting them
towards the organization before selecting suitable candidates for jobs. All this process is
generally known as recruitment. Some people use the term “Recruitment” for employment.
These two are not one and the same. Recruitment is only one of the steps in the entire
employment process. Some others use the term recruitment for selection. These are not the
same either. Technically speaking, the function of recruitment precedes the selection function
and it includes only finding, developing the sources of prospective employees and attracting
them to apply for jobs in an organization, whereas the selection is the process of finding out the
most suitable candidate to the job out of the candidates attracted (i.e., recruited).Formal
definition of recruitment would give clear cut idea about the function of recruitment.
RECRUITMENT:

DEFINITION
Recruitment is defined as, “a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective employees
and stimulating them to apply for jobs in the organization.
SELECTION
Definition
To select mean to choose. Selection is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The basic purpose is to choose the
individual who can most successfully perform the job from the pool of qualified candidates

PURPOSES AND IMPORTANCE
The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes are to:
 Determine the present and future requirements of the organization in conjunction with
its personnel-planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of
visibly, under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Induct outsiders with a new perspective to lead the company.
 Develop an organizational culture that attracts competent people to the company.
 Search or head hunt/head pouch people whose skills fit the company’s values.
 Devise methodologies for assessing psychological traits.
 Search for talent globally and not just within the company.
 Design entry pay that competes on quality but not on quantum.

FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment:-
1) INTERNAL FACTORS
 Recruiting policy
 Temporary and part-time employees
 Recruitment of local citizens
 Company’s size
 Cost of recruitment
2) EXTERNAL FACTORS
 Supply and Demand factors

 Unemployment Rate
 Labour-market conditions
 Political and legal considerations
 Social factors
 Economic factors
 Technological factors

FLOW CHART OF RECRUITMENT& SELECTION PROCESS:
If a firm has a poor image in the market, many of the prospective candidates
may not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring, hazardous,
anxiety producing, low-paying, or lacking .

METHODS OF RECRUITMENT
The following are the most commonly used methods of recruiting people.
INTERNAL METHODS:
1.Promotions and Transfers :
This is a method of filling vacancies from within through transfers and

promotions. A transfer is a lateral movement within the same grade, from one job to another.
It may lead to changes in duties and responsibilities, working conditions, etc., but not
necessarily salary. Promotion, on the other hand, involves movement of employee from a
lower level position to a higher level position accompanied by (usually) changes in duties,
responsibilities, status and value.
2. Job Posting:
Job posting is another way of hiring people from within. In this method, the
organization publicises job opening on bulletin boards, electronic method and similar outlets.
One of the important advantages of this method is that it offers a chance to highly qualified
applicants working within the company to look for growth opportunities within the company
without looking for greener pastures outside.
3.Employee Referrals
Employee referral means using personal contacts to locate job opportunities. It is

a recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that “it takes one to know one”. Employees working in the organization, in
this case, are encouraged to recommend the names of their friends, working in other
organizations for a possible vacancy in the near future.

EXTERNAL (DIRECT) METHODS:
1.Campus Recruitment :
It is a method of recruiting by visiting and participating in college campuses and their placement
centers. Here the recruiters visit reputed educational institutions such as IITs, IIMs, colleges
and universities with a view to pick up job aspirants having requisite technical or professional
skills. Job seekers are provided information about the jobs and the recruiters, in turn, get a
snapshot of job seekers through constant interchange of information with respective
institutions.
INDIRECT METHODS:-
1. Advertisements:-
These include advertisements in newspapers; trade, professional and technical

journals; radio and television; etc. in recent times, this medium has become just as colorful,
lively and imaginative as consumer advertising. The ads generally give a brief outline of the job
responsibilities, compensation package, prospects in organizations, etc. this method is
appropriate when (a) the organization intends to reach a large target group and (b) the
organizations wants a fairly good number of talented people – who are geographically spread
out. To apply for advertised vacancies let’s briefly examine the wide variety of alternatives
available to a company - as far as ads are concerned:
 Newspaper Ads: Here it is easy to place job ads without much of a lead time. It has
flexibility in terms of information and can conveniently target a specific geographic
location. On the negative side, newspaper ads tend to attract only those who are
actively seeking employment at that point of time, while some of the best candidates who are
well paid and challenged by their current jobs may not be aware of such openings.

THE PROCESS OF SELECTION
Selection is usually a series of hurdles or steps. Each one must be successfully cleared before the
applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from
one organization to another and indeed, from job to job within the same organization. The sequence of
steps may also vary from job to job and organization to organization. For example some organizations
may give more importance to testing while others give more emphasis to interviews and reference
checks. Similarly a single brief selection interview might be enough for applicants for lower level
positions, while applicants for managerial jobs might be interviewed by a number of people.

DATA ANALYSIS INTERPRETATION
1) Since how many years working with organization?

No of years 0-5 years 5-10 years 10-15 years More than TOTAL
15 years
No of 12 20 14 4 50
employees
Percentage 24% 40% 28% 8% 100

45
40
35
30
25
20 40%
15 28% 28%
10
5 8%
0
0-5 years 5-10 years 10-15 years more than 15 years
Interpretation:
The above table shows that experience of employees working in the
company, 40% of employees are working since from 5-10 years follow by 28% of
employees are working between 10-15 years and 24% of employees are working from 0-
5 years. Which shows that majority of employees are experienced.
2) Does the organization do proper job analysis before selection process?
Particular Yes No TOTAL

No of Responses 44 6 50
Percentage 88% 12% 100

100
90
80
70
60
50
88%
40
30
20
10
12%
0
YES NO
Interpretation:
The above table shows that job analysis of employees before selection process. The
majority of employees (88%) agreed that company do job analysis before selection process. And 12% of
employees are not agreed. So it indicates that company does job analysis before selection process.
3) Does the job responsibilities and job description are clearly defined to the candidate
appearing for selection process?
Particulars Yes No TOTAL
No of 34 16 50
Responses

80
70
Particulars YES NO TOTAL
60
No of responses 46 4 50 50
40
68%
30
20
10
0
YES
Interpretation :
The above table showing job responsibilities and job description to employees before selection
process. 68% of employees agreed and 32% of employees are not agreed.
4) Does the selection method used by the organization are reliable?

100
90
80
70
60
50
92%
40
30
20
10
8%
0
YES NO
Interpretation :
The above table indicates that reliability of selection methods used by organization. The majority
of employees (92%) are said selection methods used by company are reliable , where as 8% of
employees are said selection methods used by the company are not reliable.
5) Is the organization doing timeliness recruitment and selection process?
No of 22 28 50
responses

No of 38 12 50
responses
60
50
40
30
44%
20
10
0
YES
Interpretation:
The above table shows the recruitment and selection process taken by the organization. The
majority of the respondent (56%) are not agree that organization is conducting timeliness recruitment
and selection. which results that organization should not concentrate on the requirement of employees
as and when needed
6) Do you think organization looks for experienced employees in selection process?

80
70
60
50
40
76%
30
20
10 24%
0
YES NO
Interpretation:
The above table shows the selection of the employees on the basis of experience. Majority of
the( 76%) of the employees are accepted that employees selected on the basis of the experience of
employees. Which shows that organization is preferring experience employees.
7) Is the resume screening and short listing method used by the organization is
satisfactory?

No of 32 18 50
Responses
70
60
50
40
64%
30
20
36%
10
0 0
YES NO
Interpretation:
The above table shows that level satisfaction of employees toward resume screening
and short listing method used by the organization. Majority of the employees up to 64% accepted that
they are satisfied with method of short listing .which show that organization is using suitable method for
short listing the employees.

8) Does the organization do employee verification before and after the selection?
NO of 44 6 50
responses
100
90
80
70
60
50
88%
40
30
20
10
12%
0
YES NO
Interpretation:
The above table shows verification of the employee. Majority of the employees up to 88% of the
employees are accepted that organization do employee verification before and after selection.

9) How do you rate the selection policy of the organization?
No of 32 18 50
Responses
70
60
50
40
64%
30
20
36%
10
0
YES NO
Interpretation:
The above table shows that rate the selection policy of the organization. Majority of employees
up to 64% of employees are rate the selection policy of the organization. 36% of the employees are not
rate selection policy of the organization.

10) Does the recruitment and selection process increase efficiency in the organization activity?
No of 40 10 50
Responses
90
80
70
60
50
40 80%
30
20
10 20%
0
YES NO
Interpretation
The above table shows that recruitment and selection process is increase efficiency in
the organization activity. The majority of the employees up to 80% of employees are agreed. 20% of the
employees are not agreed.

Particulars Internal consultant others TOTAL
No of 20 14 16 50
Responses
Percentage 40% 28% 32% 100
11) Which source would yours company select for recruitment ?
45
40
35
30
25
20 40%
15 32%
28%
10
0
Iternal Consultant others
Interpretation :

The above table shows that which source would yours company select for recruitment.
Majority of the employees up to 40% of employees are select internal , 32% of employees are select
others and 28% of employees are select the consultant.
12) Does recruitment and selection depend on interview?
No of 42 8 50
Responses
90
80
70
60
50
40 84%
30
20
10
16%
0
YES NO
Interpretation :

The above table shows that recruitment and selection depand on interview. Majority of
the employees up to 84% of employees are agreed and 16% of employees are not agreed so it indicates
that company do recruitment and selection on interview.
13) Do you think organization is using satisfactory method of interview?
No of 34 16 50
Responses
80
70
60
50
40
68%
30
20
32%
10
0
YES NO
Interpretation:

The above table show that organization is using satisfactory method of interview.
Majority of the employees up to 68% of the employees are think organization is using satisfactory
method of interview.32% of the employees are not agreed.
14) Does the recruitment and selection process depend on recruitment?
100
90
80
70
60
50
88%
40
30
20
10
12%
0
YES NO

Interpretation:
The above table shows that recruitment and selection process is depend on recruitment.
Majority of employees up
to 88% of the employees are
agreed that No of 42 8 50 company do
Responses
recruitment and selection
process is depend on
recruitment and 12% of the employees are not agreed.
15) Does the HR team act as a consultant to enhance the quality of applicant pre- screening
process?

Particulars Knowledge Past Discipline Team Others TOTAL

experience work
90
80
70
60
50
40 84%
30
20
10
16%
0
YES NO
Interpretation :
The above table shows that does the HR team act as a consultant to enhance the quality
of applicant pre-screening process. Majority of the employees up to 84% of the employees are agreed,
16% of the employees are not agreed
16. Which is the most important quality the organization looks for in candidate?

No of 8 12 8 20 2 50
responses
Percentage 16% 24% 16% 40% 4% 100
45
40
35
30
25
20 40
15
24
10
16 16
5
4
0
knowledge Experience Discipline Team work Others
Interpretation :
The above the table shows that which is the most important quality the organization looks
for in candidate. Majority of the employees up to 40% of the employees are agreed team work, 24% of
employees are agreed experience. So it indicates that organization looks team work for in candidate.
17. Do you think criteria for short listing of candidates used by the organization is satisfactory?

90
Interpr
80
etation
70
:
60
50
The
40 80% above
30 table
20 shows
that
10 20%
employ
0
YES NO ees
think
criteria for short listing of candidates used by the organization is satisfactory. Majority of the employees
up to 80% of employees are agreed and 20% of employees are not agreed.
18. Rate the recruitment and selection of your organization?
Particulars Excellent Good Average Poor TOTAL
No of 16 22 12 0 50
Responses

Percentage 32% 44% 24% 0% 100
50
45
40
35
30
25
44%
20
15 32%
24%
10
0 0%
Excellent Good Average Poor
Interpretation:
The above table shows that rate recruitment and selection of your organization.
Majority of the employees up to 44% of employees are agreed good , 32% of employees are agreed
excellent and 24% of the employees are agreed average.
19. Which method used for the recruitment ?
Particulars Structure Unstructured Others TOTAL

No of 24 10 16 50
Responses
Percentage 48% 20% 32% 100
60
50
40
30
48%
20
32%
10 20%
0
structure unstructured Others
Interpretation:
The above table shows that which method used for recruitment. Majority of the
employees up to 48% of employees are agreed structure,32% of the employees agreed others and 20%
of employees agreed unstructured.
20. Does your company continually conduct recruitment and selection process?

No of responses 44 6 50
100
90
80
70
60
50
88%
40
30
20
10
12%
0
YES NO
Interpretation:
The above table shows that does your company continually conduct recruitment and
selection. Majority of the employees up to 88% of employees are agreed . so indicates that company do
continually conduct recruitment and selection.

FINDINGS
1. Majority of employees are working since from 5-10 years.

2. 88% of the respondents said that the organization do proper job analysis before selection
process.
3. 68% of the respondents said that job responsibilities and job description are clearly defined to
the candidate appearing for selection process.
4. 92% of the employees are reliable on organization for selection method.
5. The company not conducts timely recruitment and selection process.
6. 76% of the respondents said that the organization looks for experienced employees in
selection process.
7. According to study 64% of respondents agree that screening and short listing method used by
the organization.
8. The selection policy of the organization is extremely good.
9. The company select internal source for recruitment.
10. According to study recruitment and selection depend on interview.

RECOMMENDATION/SUGGESTIONS
1. The company should select other sources for recruitment and selection.
Example: Indirect method (Advertisement, news paper adds, est.)
2. The company should go for year to year changes in conducting recruitment and
selection.
3. The company maintain the same selection policies
4. The organization try to outsource the recruitment and selection process for better candidates

CONCLUSION
The company is basically in the field of sugar business and also has very good brand name in the local
area surroundings of Bailhongal taluk. Company mainly associated with the farmers and other
agriculturist.
As the success of every organization more often depends on the performance of

the employees, so as a part of employees, recruitment and selection process are the key.
It found that the company has very good recruitment and selection policies
in the study, so for long term success the company should maintain the recruitment and selection
policies properly.
QUESTIONNAIRE
Dear Sir/Madam,
I am ________________________, the student of BBA, From S. B. Harkuni College Bailhongal doing project
on “___________________________________________________________________”. Hence I Would is grateful if you
would spare your valuable time and co-operate by answering few questions to the best of your
knowledge. I assure you that the information collected will be used for academic purpose only and
this will help your Management to provide better services to you.
Name: ____________________________________________________________________________
Age: _____________________________________________________________________________________
Educational qualification: _____________________________________________________________
Position: ________________________________________________________________________________
Gender: _________________________________________________________________________________
1) Since how many years working with orgnisation?

A) 0-5 years B) 5-10 years
B) 10-15 years D) more than 15 years
2) Does the organization do proper job analysis before selection process?
A) Yes B) No
3) Does the job responsibilities and job description are clearly defined to the candidate appearing
for selection process?
A) Yes B) No

4) Does the selection method used by the organization are reliable?
A) Yes B) No
5) Is the organization doing timeliness recruitment and selection process?
A) Yes B) No
6) Do you think organization looks for experienced employees in selection process?
A) Yes B) No
7) Is the resume screening and short listing method used by the organization is satisfactory?
A) Yes B) No
8) Does the organization do employee verification before and after selection?
A) Yes B) No
9) How do you rate the selection policy of the organization?
A) Yes B) No
10) Does recruitment and selection process increase efficiency in the organization activity?
A) Yes B) No

11) Which source would yours company select for recruitment?
A) Internal B) Consultant C) Other
12) Does recruitment and selection depand on interview?
A) Yes B) No
13) Do you think organization is using satisfactory method of interview?
A) Yes B) No
14) Does recruitment and selection process depend on recruitment?
A) Yes B) No
15) Does the HR team act as a consultant to enhance the quality of applicant pre-screening process?
A) Yes B) No
16) Which is the most important quality the organization looks for in candidate?
A) Knowledge B) Past experience C) Discipline
D) Team work E) Other

17) Do you think C for short listing of candidates used by the organization is satisfactory?
A) Yes B) No
18) Rate the recruitment and selection of your organization?
A) Excellent B) Good C) Average D) Poor
19) Which method is used for recruitment?
A) Structure B) Unstructured C) Other
20) Does your company continually conduct recruitment and selection?
A) Yes B) No
BIBLIOGRAPHY

1) Company manuals
2) Questionnaire
3) Marketing Management by Philip Kotler
4) Company website: SSSSKN.COM

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DVH IMSR[Type text] Page 1

OVER VIEW OF INDUSTRY

DVH IMSR[Type text] Page 2

LIST OF SUGER EXPORTING COUNTRIES IN THE WORLD

Rank Exporter 2017 Sugar Exports

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Indian sugar Industries:-

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Classification of Indian sugar Industries:-

Organized sector -The sugar factories usually belong to the

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Sugar industries in India:

DVH IMSR[Type text] Page 6

TOTAL SUGAR PRODUCTION IN INDIA FROM 2011 TO 2018

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INTRODUCTION TO THE KARNATAKA SUGAR INDUSTRIES

DVH IMSR[Type text] Page 8

Shree SomeshwarSahakariSakkareKarkhaneNiyamity Registered as a co- operative society on

Shree SomeshwarSahakariSakkareKarkhaneNiyamity proposed plant capacity is 2500 TCD at

DVH IMSR[Type text] Page 9

SHREE SOMESHWAR SAHAKARI SAKKARE KARKHANE NIYAMIT

DVH IMSR[Type text] Page 10

The sugar produced in Shree SomeshwarSahakariSakkareKarkhaneNiyamit, Belawadi Sugar

Formula: 12CO2 + 11H2O =C12 H22 O11 + 1202

Carbon dioxide + water = sucrose + oxygen

DVH IMSR[Type text] Page 11

DVH IMSR[Type text] Page 12

By products of sugar manufacture

DVH IMSR[Type text] Page 13

Manufacturing process of sugar from sugar cane

The knives cut the canes into small pieces.

DVH IMSR[Type text] Page 14

Cleaning the canes.

DVH IMSR[Type text] Page 15

DVH IMSR[Type text] Page 16

• Canes are shredded here.

• It consists of two rollers rotating in opposite direction.

In general two methods of clarification are available for the manufacture of

DVH IMSR[Type text] Page 17

DVH IMSR[Type text] Page 18

DVH IMSR[Type text] Page 19

Drying and packaging

DVH IMSR[Type text] Page 20

Supply chain of suger

DVH IMSR[Type text] Page 21

1) Expansion of cane cultivation area.

COMPANY OWNERSHIP PATTERN

AUTHORISED SHARE CAPITAL

DVH IMSR[Type text] Page 22

The board of Directors shall consist of 23 Directors as under

 17 Members to be elected by the grower members

DVH IMSR[Type text] Page 23

PRESENT BOARD OF DIRECTOR

S.No. Name Designation

01 Sri: Guruputrappa M. Hosamani Chairman

02 Sri: Parisappa P. Bhavi Vice Chairman

03 Sri: Basavaraj R. Balekundaragi Director

04 Sri: Mallikarjun M. Gulappanavar Director

05 Sri: Ashok M. Balekundaragi Director

06 Sri: Appurai S. Rudrapur Director

07 Sri: Mahabaleshwar B. Kudasomannavar Director