Employee satisfaction @ tulasi granites mba project report


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Employee satisfaction @ tulasi granites mba project report

  1. 1. EXECUTIVE SUMMARY TULASI granites, a private organization is very well known in the field of granites in the international market. It was set up in the year 1993-94 and is located at hanamsagar road which is 3 km away from ILKAL in Bagalkot district, Karnataka it is mainly concerned with extraction of granite blocks from its queries and exports of granites blocks Granites have optimum quality and of Rajashree Granites. Because of its quality, ILKAL city called as pink city in the international market the company to its credit has received number of national awards for export of granites blocks the company has its head office at Ilkal. TULASI granites a private organization has its total area of acres by providing employment to around 200 employees. It consists of line and staff organization, line people consists of thinkers and staff people are operators staff section chalk out plans of officers operations to be performed and issues necessary instructions to the line section which implements instructions to the best of its capacity the co has its registered office at ILKAL. INDUSTRIAL PROFILE Granites is one of the commodities, which are having its own name in the international market. TULASI is the Granites factory that was started in the year 1994-95 with manpower of 25. It has total area of 40 acres by providing employment to around 200 employees, The production is 1500 Cubic Meter per annum with the turnover of Rs.14Crores There are number of Granites Company’s throughout India which are situated in various states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the government in earning the tax as well as exporters name in the international market. Today in the international market the need for Granites have gone up Following are some of the Granites Factories with ProfileFactories Year of Initial No of Production Turnover establishment investment employees per annualSaka Granites 1992 35 Lakhs 30 30000sqft 55 LakhsSapthgiri Granites 1990 25 Lakhs 20 36000sqft 65 LakhsIndustriesDeepak Granites 2000 40 Lakhs 25 30000sqft 50 Lakhs BABASAB PATIL 1
  2. 2. COMPANY PROFILE Name of the company : TULASI GRANITES Address : Hanamsagar road, ILKAL. Tq : Hunagund Dist : Bagalkot St : Karnataka Type of Unit : Private Company Year of Establishment : 1994-95 Total Area Covered : 40 acres Number of Employees : 60 Approximate production p.a : 120 c.m per month Approximate Sales p.a : 1400 cubic meters Competitors : GEM Granites and local Granite QuarriesOBJECTIVES OF THE STUDY: - 1] To find out the level employee satisfaction in the co. 2] To identify problem of the workers which affects their performance 3] To find out the deficiencies in co. policies affecting the employee which in turn affects the co. profitability. 4] To find out the attitude of the workers towards management of the firm and to recommended suggestions to the co. So that the employee’ enhanced and the employees are motivated.SCOPE OF THE STUDY A study was conducted at TULASI GRANITES to known the satisfaction level ofthe employees regarding training programme. The questionnaire for this survey was framed BABASAB PATIL 2
  3. 3. considering those factors where corrective action can be taken at .The study is limited to thepermanent employeesMETHODOLOGY In every research, we have to follow some methodology. The data collection done inTulasi Granites, for the purpose of my study on employee satisfaction by using the followingmethods.Source of informationData collection methodResearch instruction techniqueFINDINGS 1. 38% are working in Tulisi Granite is Highest 2. 42% are joined as a worker in Tulisi Granite is highest 3. 46% are give first preference to job function in Tulisi Granite is highest 4. 84% are saying that satisfied with job in Tulisi Granite is highest 5. 52% are saying work experience in Tulasi Granite is highest 6. 50% are saying Medical in Tulasi Granite is highest 7. 38% are saying good sale in Tulasi Granite is highest 8. 44% are saying safeguard in Tulasi Granite is highest 9. 38% are saying Fulfillment in Tulasi Granite is highest 10. 82% are saying Yes in Tulasi Granite is highest 11. 96% are saying Yes means clear communication, in Tulasi Granite is highest 12. 48% are saying Motivation in Tulasi Granite is highest 13. 100% are saying satisfied with appraisal system in Tulasi Granite 14. 40% are saying Minimum role in Tulasi Granite is highest 15. 60% are Married in Tulasi Granite is highest BABASAB PATIL 3
  4. 4. INTRODUCTIONTULASI Granites is headed by Mr. RAMANUJAN DARAK, a pioneer in the granite fieldwho was honoured by the awardsIndependence for his contribution in field of Mining & Marketing of Granites.Production range of TULASI granites includes Rough Dimension Block, Polished, Flamed,Honed and Cut to size structural slab, monuments memorials and mausoleum for differentcountries in exclusive design. GME group also produces modular tiles, vanities and countertops; table tops sculptured pieces in different colors of natural granites stonesSeveral prestigious in the world have used granite stones from TULASI granites. Theorganization is managed and run by highly qualified professionals and skilled engineers. Of all the factors of production - Capital, land, labour; labour or man is undoubtly thecrucial factor that makes or mars an organization.Employees are now a days seen as business partners of the organization. They empower theorganization to succeed. At the threshold of this transformation, human assets need to bechosen carefully, developed, nurtured, utilized and their competencies multiplied.High employee satisfaction levels can reduce turnover and attrition rate in theindustries. People are the key to success in the new economy. Companies are attaching greaterimportance to human performance today than ever before. And while corporations havepresumably always valued their employees, in todays fast-moving new economy, peoplehave gained even greater stature and are now seen as possibly the most important factor in acompanys success or failure.Companies are giving due importance to recognize and the extraordinary efforts related toretain the people in industry, some are making efforts to attract and retain top talent, representfundamental shifts in employer-employee relationships. And no where has this been truerthan in the high-tech sector, with its insatiable demand for knowledge workers. But the focus on human performance now stretches across all industries and all levels,from the front lines of customer service to the highest executive ranks. Almost industries areputting their best efforts to the keep employees happy and engaged. BABASAB PATIL 4
  5. 5. One reason CEOs have begun investing in human performance improvement is thatthey now have quantifiable proof of a sizable return. HR is fast changing from an internalservice department to a strategic partner in improving a companys competitive position. Inthis era of competition, if internal customers, i.e. employees are not happy then theorganization will be out of competitive market. BABASAB PATIL 5
  6. 6. LITERATURE REVIEWPROJECT PROBLEMDefinition:Employee satisfaction is the terminology used to describe whether employees are happy andcontented and fulfilling their desires and needs at work. Many measures purport thatemployee satisfaction is a factor in employee motivation, employee goal achievement, andpositive employee morale in the workplace.Employee satisfaction, while generally a positive in your organization, can also be a downerif mediocre employees stay because they are satisfied with your work environment.INTRODUCTION ‘‘EMPLOYEE SATISFACTION ‘‘‘is the problem undertaken in TULASIGRANITES, which forms one of the basic objectives of every business house regardless ofthe size. It is believed that employees are the live assets of an organization. This statementholds true for the mere reason that employees are supposed to be the “BACKBONE’’ of thebusiness. Abilities, talents, aptitude and potentials for effectively activating every human resource development strategy must be guided by the golden rule: “GIVE LOVE AND GET LOVE’’ If there is cent percent satisfaction of the employees that is not possible, then it leads to sincerity and dedication to the work, which makes the organization to prosper in business and economy as a whole. BABASAB PATIL 6
  7. 7. IMPORTANCE OF HUMAN RESOURCE Manpower may be thought of as, “The total knowledge, skill, creative abilities, talentsand aptitudes of an organizations workforce as well as value, attitudes and benefits of theindividual involved.” It is the most valuable asset of an organization. Human resources areutilized to the maximum possible extent in order to achieve individual and organizationalgoals.BENEFITS OF EMPLOYEE SATISFACTION1) It helps to improve recruitment. As the job becomes more attractive, more efficient employees can be recruited.2) It helps to win over employee’s loyalty and increase their morale.3) Right organizational environment and climate will be created.4) It helps to build up stable labor force to reduce labor turnover and absenteeism.5) It helps to the development of team spirit among workers6) It helps to earn goodwill and enhance public image.Labour welfare helps to improve industrial relations and peace.Meaning and Definition: Locke gives a comprehensive definition of Employee Satisfaction“A pleasurable positive emotional state resulting from appraisal of ones perception of howwell their job provides those things which are viewed as important. It is generally recognizedin the organizational Behavior field that employees satisfaction is the most important andfrequently studied attitude".Definitions of the concepts: To understand the concept clearly, it is better to understand the literalmeaning of them. Therefore to understand the term "Employee Satisfaction" it is very muchimportant to know the words "Employee" And "Satisfaction" separately. BABASAB PATIL 7
  8. 8. Employee: According to the Oxford Dictionary the meaning of the"Employee is a Person employed for Wages".A person who works for another, in return, for financial or other compensation. According to Employees State Insurance Act, 1948, An Employee is defined as theone who is directly employed by the principal employee or whose services are temporarilylent to by another with whom the employee has a contract of service. The act also says thatemployee also includes any person employed for the wages or anywork connected with the administration of the factory or establishment or any department orbranch there of or with the purchase of raw materials for or the distribution of scales of theproducts of the factory or establishment. The act also covers any person engaged as inapprentice, not being an apprentice under theApprefltice Act, 1961 or under The Standing Orders of the establishment, but does notinclude any member of the Indian Naval, Military or Air-forces".Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means"atonement or compensation or a situation where the expectations have been met". According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon havinggratified an appetite or motive".Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical,mental & emotional well being of an individual. BABASAB PATIL 8
  9. 9. The ILO at its Asian Regional Conference defined “Labours welfare as a term whichis understood to include such services, facilities and Amenities and may be established or inthe vicinity in them with amenities conducive to good health & high morale. The Oxford dictionary defines labours welfare as “efforts to make life worth living forworkmen”.Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,enjoyment of health, prosperity etc.Need for Labour welfare in India The need for labours welfare was strongly felt by the committee of the royal commitmentto industrial work among the factory work and also the harsh treatment receives from theemployees since the developing country like India. This need was emphasized by theconstitution of India in the chapter on the directive principle of state policy in the followingarticles.Importance of Employee Satisfaction: 1. Tracking the attitudes and opinions of employees can identify problems areas and solutions related to management and leadership, corporate policy, recruitment, benefits, diversity, training, and professional development. 2. A comprehensive employee satisfaction study can be the key to a more motivated and loyal workforce. 3. The first step is to understand exactly which issues have the greatest impact on employee satisfaction. 4. The findings of the employee satisfaction survey will tell you exactly bow much more important one issue is over another so that you can focus your performance improvement initiatives appropriately. BABASAB PATIL 9
  10. 10. 5. In analyzing the data, we can define and refine issues that need addressed, such as overall job satisfaction, professional fulfillment, employee motivation and commitment, likelihood to stay with the organization, pay level, corporate goals and Objectives. 6. Survey results can be segmented by employee position, length of employment, full-time vs. part-time, etc.FACTORS AFFECTING EMPLOYEE SATISFACTION. 1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Personal growth 7. Company policy and administration 8. Supervision 9. Relationship with supervisor 10. Work conditions 11. Salary 12. Relationship with peers 13. Personal life 14. Relationship with subordinates 15. Status 16. SecurityBABASAB PATIL 10
  11. 11. THEORIES OF EMPLOYEE SATISFACTION.DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORYDavid McClelland is most noted for describing three types of motivational need, which heidentified in his 1988 book, Human Motivation: • Achievement motivation (n-ach), • Authority or power motivation (n-pow), • Affiliation motivation (n-affil).Davidic McClelland’s needs-based motivational modelThese needs are found to varying degrees in all workers and managers, and this mix ofmotivational needs characterizes a persons or managers style and behavior, both in terms ofbeing motivated and in the management and motivation others.The need for achievement (n-ach)The n-ach person is achievement motivated and therefore seeks achievement, attainment ofrealistic but challenging goals, and advancement in the job. There is a strong need forfeedback as to achievement and progress, and a need for a sense ofaccomplishment.ABRAHAM MASLOW’S HIERARCHY OFNEED MOTIVATIONAL.MODEL Abraham Maslow developed the Hierarchy of Needs model in 1940-50s USA, andthe Hierarchy of Needs theory remains valid today for understanding human motivation,management training, and personal development. Indeed, Maslows ideas surrounding theHierarchy of Needs concerning the responsibility of employers to provide a workplaceenvironment that encourages and enables employees to fulfill their own unique potential(self-actualization) are today more relevant than ever. Abraham Maslows book Motivationand Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs,and Maslow extended his ideas in other work, notably his later book Toward a Psychology ofbeing, a significant BABASAB PATIL 11
  12. 12. and relevant commentary, which has been revised in recent times by Richard Lowry, who isin his own right a leading academic in the field of motivational psychology. Abraham Maslow was born in New York in 1908 and died in 1970, although variouspublications appear in Maslows name in later years. Maslows PhD in psychology in 1934 atthe University of Wisconsin formed the basis of his motivational research, initially studyingrhesus monkeys. Maslow later moved to New Yorks Brooklyn College.Maslows original five-stage Hierarchy of Needs model is clearly and directly attributable toMaslow; later versions with added motivational stages are not so clearly attributable.Maslows Hierarchy of Needs has been extended through interpretation of Maslows work byother people, and these augmented models and diagrams are shown as the adapted seven andeight-stage Hierarchy of Needs modelsbelow. There is some uncertainty as to how and when these additional three stages (six,seventh and eighth - Cognitive, Aesthetical, and Transcendence) came to be added, and bywhom, to The Hierarchy of Needs model, and many people consider Maslows original five-stage Hierarchy Of Needs model to be the definitive(and perfectly adequate) concept.Maslows hierarchy of needs Each of us is motivated by needs. Our most basic needs are inborn, having evolvedover tens of thousands of years. Abraham Maslows Hierarchy of Needs helps to explain howthese needs motivate us all. Maslows Hierarchy of Needs states that we must satisfy eachneed In turn, starting with the first, which deals with the most obvious needs for survivalitself. Only when the lower order needs of physical and emotional well being are satisfiedare we concerned with the higher order needs of Influence and personal development.Conversely, the things that satisfy our lower order needs are swept away, we are no longerconcerned about the maintenance of our higher order needs. Maslows original Hierarchy ofNeeds model was developed between1943-1954. BABASAB PATIL 12
  13. 13. FREDERICK HERTZBERG MOTIVATIONALTHEORYFrederick Hertzberg’s motivation and hygiene factors Frederick Hertzberg’s book The Motivation to Work, written with researchcolleagues B Mausner and B Snyderman in 1959, first established his theories aboutmotivation in the workplace. Hertzbergs work, originally on 200 Pittsburgh engineers andaccountants, has become one of the most replicated studies in the field of workplacepsychology. Hertzberg was the first to show that satisfaction and dissatisfaction at work nearlyalways arose from different factors, and were not simply opposing reactions to the samefactors, as had always previously been (and still now by the unenlightened) believed. He showed that certain factors truly motivate (motivators), whereas others tend tolead to dissatisfaction (hygiene factors).According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and theother as a human being to grow psychologically.He illustrated this also through Biblical example: Adam after his Expulsion from Edenhaving the need for food, warmth, shelter, safety, etc., - the hygiene needs; and Abraham,capable and achieving great things through self-development - the motivational needs. Hertzbergs research proved that people will strive to achieve hygiene needs becausethey are unhappy without them, but once satisfied the effect soon wears off - satisfaction istemporary. BABASAB PATIL 13
  14. 14. NEEDS FOR TRAINING: The company provides the training to all employees irrespective of their qualificationskill experience and levels of job.The training is needed for the following purpose:  Job requirements employees selected for a job might lack the qualifications required to perform a job effectively. New and inexperienced employee required detailed instruction for effective performance on the job. Remedial training should be given to such people to match the needs of the organization. New employees need to be provided orientation training to make them familiar with the job and organisation. Technicalogy changes: it is changing very fast. Now automation and mechanization are being increasingly applied in office. And service sector increasing use of fast changing technique requires training in to new technology. Organisation viability: in order to survive and grow an organisation must continually adopt itself to the changing environment. Existing employees need refresher training to keep them a breast of new knowledge.BENEFITS OF TRAINING TO EMPLOYEES:Training is useful to employees in the following ways:-1] Self Confidence2] Higher Earnings3] Safety4] Adaptability5] Promotion6} New Skills BABASAB PATIL 14
  15. 15. PERFORMANCE APPRAISAL Appraising performance of individuals, groups and organization has become a common Patrice. The co has it’s own appraisal method. The employers has to evaluate officer has to appraise the performance of their subordinates In this the performance appraise is done in a systematic and planned manner. The term performance refers to the degree of accomplishments of the job or ultimate result, on the other hand the term appraisal refer on the evaluation of or assessment of work being done in terms of quality, quantity, honest and working capacity, etc. Content of the performance Appraisal:- It depends upon the nature and level of job. It is not uniform for all types of jobs. 1] Regularity of attendance 2] Leadership style 3] Ability to work with others 4] Initiative 5] Technical skill 6] Judgment skills 7] Area of work interest.OBJECTIVES OF THE COURSEBABASAB PATIL 15
  16. 16. • To discuss the importance of the Managerial Leadership and High Performing Teams. • Understanding the significance of Managerial Leadership and their impact on Organization. • To provide the participants an opportunity for sharing the practical experience on the subject. • To create an opportunity to gain an insight into the process of team building.CONTENTS OF THE PROGRAM • Managerial Leadership: New roles and Skills • Managerial Decision-Making and Term Problem Solving • Managerial Leadership: Trait and Approaches • Team Leadership • Teamwork • Teambuilding strategies • Conflict Management • Employee empowerment • Leading and Managing Change • Performance AppraisalBABASAB PATIL 16
  17. 17. The statistically significant factors that affect Employee satisfaction Bavendam Research identified six factors, that influence job satisfaction. When these six factors were high, job satisfaction was high. When the six factors were low, job satisfaction was low. These factors are similar to what we have found in all organizations. Employee Satisfaction is influenced Opportunity Stress Leadership Work Standards Fair Rewards Adequate Authorit y 1. Opportunity Employees are more satisfied when they have challenging opportunities at work. This includes chances to participate in interesting projects; jobs with a satisfying degree of challenge and opportunities for increased responsibility. Important; this is not simply “promotional opportunity”. As organizations have become flatter, promotions can be rare. People have found challenge through projects team leadership, special assignments as well as promotions. BABASAB PATIL 17
  18. 18. Actions:  Promote from within when possible.  Reward promising employees with roles on interesting projects.  Divide jobs into levels of increasing leadership and responsibility.It may be possible to crate job titles that demonstrate increasing levels of expertise, which arenot limiting by a viability of positions they simply demonstrate achievement.2. StressWhen negative stress is continuously high, job satisfaction is low. Jobs are more stressful ifthey interfere with employees’ personal lives or are a continuing source of worry or concern.Actions:  Promote a balance of work and personal lives. Make sure that senior managers model this behavior.  Distribute work evenly (fairly) within work teams.  Review work procedures to remove unnecessary “red tape” or bureaucracy.  Manage the number of interruptions while trying to do their jobs.  Some organizations utilize exercise or “fun” breaks at work.3. LeadershipEmployees are more satisfied when their managers are good leaders. This includesmotivating employees to do a good job, striving for excellence or just taking action. BABASAB PATIL 18
  19. 19. Actions:  Make sure your managers are well trained. Leadership combines attitudes and behavior. It can be learned.  People respond to managers who inspire them to achieve meaningful goals and they can trust.4. Work standardsEmployees are more satisfied when their entire workgroup takes pried in the quality of itswork.Actions:  Encourage communication between employees and customers. Quality gains importance when employees see impact on customers.  Develop meaningful measures of quality. Celebrate achievements in quality.Trap:Be cautions of slick “packaged” campaigns that are perceived as superficial and patronizing.5. Fair RewardsEmployees are more satisfied, when they feel they are reward fairly for the work they do.Consider employees responsibilities, the effort they have put forth, the work they have donewell and the demands of their jobs. BABASAB PATIL 19
  20. 20. Actions:  Make sure rewards are for genuine contributions to the organization.  Be consistent in your reward policies.  If your wages sure competitive, then make sure that employees know this.  Reward can include a variety of benefits and rewards other than money. As an added benefit, employees who are reward fairly, experience less stress.6. Adequate AuthorityEmployees are more satisfied when they have adequate freedom and authority to do theirjobs.Actions:When reasonable:  Let employees make decisions.  Allow employees to have input on decisions that will affect them.  Establish work goals but let employees determine how they will achieve those goals. Later reviews may identify innovative “best practices.”  Ask, “If there were just one or two decisions that you could make, which ones would make the biggest difference in your job?”In creasing job satisfaction is important for its humanitarian value and for its financial benefit(due to its effect on employee behavior). As early as 1918, Edward Thorndike explored therelationship between work and satisfaction in the Journal of Applied Psychology.Bavendam Research has included measures of job satisfaction in all our employee surveys.Clear patterns have emerged. BABASAB PATIL 20
  21. 21. Employees with higher job satisfaction:  Believe that the organization will be satisfying in the long run  Care about the quality of their work  Are more committed to the organization  Have higher retention rates, and are more productive. One thing that makes humans unique is ability to focus energy. Whether to heat a homeor to cut steel with a laser, focusing energy where it has needed, produces significant results.As a manager, you need to know what is important problem is more likely to producemeasurable benefits to the organization. The actual cases unique to your organization can only uncovered through aproper analysis. Bavendam research Inc. has developed a survey process that identifiesunderlying cases of the factors such as:  Retention/turnover  Productivity  Teamwork  Communication  Job satisfaction and much more. BABASAB PATIL 21
  22. 22. Limitations: i. The study is restricted to employees at Tulasi Granite ii. Employees were hesitant and tried to avoid answering questions.iii. The findings are purely base on the information that has been collected through questionnaire and the Tulasi Granite.BENEFITS OF TRAININGHow Training Benefits the Organization Leads to improved profitability and/or more positive attitudes towards profits orientation. Improves the job knowledge and skills at all levels of the organization. Improves the morale of the workforce. Helps people identify with organizations goals. Helps create a better corporate image. Fosters authenticity, openness and trust. Improves the relationship between boss and subordinate. Helps prepare guidelines for work. Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization. Organization gets more effective in decision-making and problem solving. Aids in developing leadership skill, motivation, loyalty, better attitudes and other aspects the successful workers and managers usually display. Helps keep costs down in many areas, e.g. production, personnel, administration etc. Develops a sense of responsibility to the organization for being competent and knowledgeable.BABASAB PATIL 22
  23. 23. Reduces outside consulting costs by utilizing competent internal consulting. Stimulates preventive management as opposed to putting out fires. Helps the individual in making better and effective problem solving, which in Turn ultimately should Benefit the Organization Through training and development, motivational variables of recognition, achievement, growth, responsibility and advancement are internalized and advancement are internalized and operationalised. Aids in encouraging and achieving self-development and self-confidence. Provides information for improving leadership knowledge, communication skills and attitudes. Provides the trainee an avenue for growth and a say in his/her own future. Helps a person develop speaking and listening skills; also writing skills when exercises are required.Benefits in personnel and Human Relation, Intra and Inter-groupRelations and policy Implementation. Improves communication between groups and individuals. Aids in orientation for new employees and those taking new jobs through transfer or promotion. Provides information on equal opportunity and affirmative action. Provides information on other governmental laws and administrative policies. Improves inter-personal skills. Makes organization policies, rules and regulations viable. Improves morale. Builds cohesiveness in groups.BABASAB PATIL 23
  24. 24. Provides a good climate for learning growth, and co-ordination. Makes the organization a better place to work and live.Training Objectives. Generally line managers ask the personnel manager to formulate the trading policies. Thepersonnel manager formulates the following training objectives in keeping with thecompany’s goals and objectives. To proves the employee, both new and old to meet the present as well as the changing requirements of the job and the organization. To impart the new entrants the basic knowledge and skills they need for an intelligent performance of a definite job. To assist employees to function more effectively in their present positions by exposing them to the latest concepts, higher-level tasks, information and techniques and developing the skills they will need in their particular fields. To build up a second line of competent officers and prepare them to occupy more responsible positions. To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside with a view to correcting narrowness of outlook that may arise from over-specialization. To develop the potentialities of people for the next level job. To ensure smooth and efficient working of a department. To ensure economical output of required quality.BABASAB PATIL 24
  25. 25. TRAINING METHODS As a result of research in the field of training, a number of programmes are available.Some of these are new methods, while others are improvements over the traditional methods.The training programmes commonly used to train operative and supervisory personnel arediscussed below. These programmes are classified into on-the-job and off-the-job trainingprogrammesOn The-Job Training Methods This type of training, also known as job instruction training, is the most commonly usedmethod. Under this method, the individual is placed on a regular job and taught the skillsnecessary to perform that job. The trainee learns under the supervision and guidance of aqualified worker or instructor. On-the-job training has the advantage of giving first handknowledge and experience under the actual working conditions. While the trainee learns howto perform a job, he is also a regular worker rendering the services for which he is paid. Theproblem of transfer of trainee is also minimized as the person learns on-the-job. Theemphasis is placed on rendering services in the most effective manner rather than learninghow to perform the job. On-the-job training methods include job rotation, coaching, jobinstruction or training through step-by-step and committee assignments.Job Rotation: This type of training involves the movement of the trainee from one job toanother. The trainee receives job knowledge and gains experience from his supervisor ortrainer in each of the different job assignments. Though this method of training is common intraining managers for general management positions, trainees can also be rotated from job tojob in workshop jobs. This method gives an opportunity to the trainee to understand theproblems of employees on other jobs and respect them. BABASAB PATIL 25
  26. 26. Coaching: The trainee is placed under a particular supervisor who functions as a coach intraining the individual. The supervisor provides feedback to the trainee on his performanceand offers him some suggestions for improvement. Often the trainee shares some of theduties and responsibilities of the coach and relieves him of his burden. A limitation of thismethod of training is that the trainee may not have the freedom or opportunity to express hisown ideas.Job Instruction: This method is also known as training through step by step. Under thismethod, the trainer explains to the trainee the way of doing the jobs, job knowledge and skillsand allows him to do the job. The trainer appraises the performance of the trainee, providesfeedback information and corrects the trainee.Committee Assignments: Under the committee assignment, a group of trainees aregiven and asked to solve an actual organizational problem. The trainees solve the problemjointly. It develops teamwork.Off-the-Job methods Under this method of training, the trainee is separated from the job situation and hisattention is focused upon learning the material related to his future job performance. Sincethe trainee is not distracted by job requirements, he can place his entire concentration onlearning the job rather than spending his time in performing it. There is an opportunity forfreedom of expression for the trainees. Companies have started using multimedia technologyin training, Off-the-job training methods are as follows: BABASAB PATIL 26
  27. 27. Vestibule Training: In this method, actual work conditions are simulated in a classroom.Material, files and equipment, which are used in actual job performance, are also used intraining. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from days to a few weeks. Theory can berelated to practice in this method.Role Playing: It is defined as a method of human interaction that involves realisticbehaviour in imaginary situations. This method of training involves action, doing andpractice. The participants play the role of certain characters such as the production manager,mechanical engineer, superintendents, maintenance engineers, quality control inspectors,foremen, workers and the like. This method is mostly used for developing inter-personalinteractions and relations.Lecture Method: The lecture is a traditional and direct method of instruction. The instructororganizes the material and gives it to a group of trainees in the form of a talk. To be effective,the lecture must motivate and create interest among the trainees. An advantage of the lecturemethod is that it is direct and can be used for a large group of trainees. Thus, costs and timeinvolved are reduced. The major limitation of the lecture method is that it does not providefor transfer of training effectively.Conference or Discussion: It is a method in training the clerical, professional andsupervisory personnel. This method involves a group of people who pose ideas, examine andshare facts, ideas and data, test assumptions and draw conclusions, all of which contribute tothe improvement of job performance. Discussion has the distinct advantage over the lecturemethod, in that the discussion involves two-way communication and hence feedback is BABASAB PATIL 27
  28. 28. provided. The participants feel free to speak in small groups. The success of this methoddepends on the leadership qualities of the person who leads the group.Programmed Instruction: In recent years, this method has become popular. The subjectmatter to be learned is presented in a series of carefully planned sequential units. These unitsare arranged from simple to more complex levels of instruction. The trainee goes throughthese units by answering questions or filling the blanks. This method is expensive and timeconsuming.How to make Training Effective Determine training needs through job description, performance appraisal forms and potential appraisal discussions. Prepare a training calendar in discussion with managers. Training programmes should be well-defined specific objectives. Nominate the employees for training based on a need for training. Trainers should be qualified and experienced, and preferable internal. BABASAB PATIL 28
  29. 29. RECENT DEVELOPMENTS IN TRAININGEmployee Self Initiative Employees have realized that change is the order of the day and they have started playingthe role of a change agent. Consequently, employees identify their own training needs, selectappropriate training programme organized by various organizations and undergo the trainingprogrammes. Thus, employees in recent times started taking proactive measures on their own.On-Line TrainingCompanies started providing on-line training. Trainees can undergo training by staying at theplace of their work. Participants complete course work from wherever they have access tocomputer and Internet. Different types of media are used for on-line training.TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTIONEmployee satisfaction surveys can cover as many or as few topics as are required by yourorganization. Some of these topics include: • Job satisfaction • The company as a place to work • Organization direction, strategy and goals • Employee morale • Organizational relationships • Supervision • Management • Leadership • Culture, values and behaviours • Company image • Benefits BABASAB PATIL 29
  30. 30. • Compensation and rewards/incentives • Recognition and promotion • Training and development • Career opportunities • Quality products and services • Internal/external communications • Organizational change • Any other topics of interest to managers Discrepancy Theories Two-Factor Theory •Motivators –responsibility –challenge –job control •Hygiene factors –pay –benefits –coworkersEmployee satisfaction has two components1.Hygeiene issues2.Motivation issuesThe hygiene issues are:1.Company and Administration Policy:They should be updated and accessible to all theemployees so that the employees are aware of all policies of the organization.2.Supervision: The supervisor should have the good leadership qualities and should givepositive feedback at regular interval. BABASAB PATIL 30
  31. 31. 3.Salary: Employees want to be paid according to their competence and hard work.4.Interpersonal Relations: It is the relation with the superior ,peer and subordinate .Theemployees should be given time for socialization .i.e. during lunch, tea break,etc.5.Working conditions:The working environment should be good so that the employees willhave sense of pride in working for the organization and should be provided with thenecessary facilities and adequate space work efficiently.The motivation issues are :1.Work: The work should make employees believe that the work they are doing is important.2.Achievement: All employees want to do a good job and make use of their talent .3.Recognition:Employees should be rewarded for high performance by bonus or at leastpraising their efforts.4.Responsibilty:Employees should be given enough freedom or power to carry out theirtask .They should have ownership of work and be given challenging work.5.Advancement:Loyalty and performance should be rewarded by providing opportunities forcareer development .The absence of hygiene issues is a source of dissatisfaction. While increase in the motivationfactors ,will increase in employee satisfaction .the hygiene issues should be dealt first andthen the motivation issues should be given considerations .Bigger pay checks rarely equatewith higher job satisfaction . BABASAB PATIL 31
  32. 32. EMPOLYEE STRENGHT With the manager employee strnght of five people at the inception, our present workforce is4000 consisting of dedicated people. We are proud to say that since 1976 in a long span of34years of organization history. There has not been a single instance of labor unrest. This is dueto the strong employer employee relationship and various welfare measure adopted by thecompany such as provident found, gratuity scheme, medical reimbursement, pension scheme,educational benefits maternity benefit etc They have introduce various novel schemes like payment to drivers based onmileage driven by them even the hamals and drivers of the organization are extended the benefitof ESI/PF etc A part from directed employment, we have introduce a self employmentscheme for local entrepreneurs by appointing them as agents of company .we have found that insmall places local people will be in a better position to cater to customer without addingoverheads to the company .it is estimated that at least 10000 people are benefited by way ofdirect / indirect employment from our OrganisationEMPOLYEE AND EMPLOYER RELATIONSHIP It is a process of an effective motivation of individuals in given situation in order to achievea balance of objectives which will yield grater human satisfaction and help accomplishedcompany goals As we observed there is no trade union because of good relation between employee andemployer if any conflict they are solved by the management Apart form direct employment their has introduced a self employment scheme for localtransports or agent of the company. It is estimated that more than 5000 people are benefited bythe way of direct or indirect employment in the organization BABASAB PATIL 32
  33. 33. INDUSTRIAL PROFILE Granites is one of the commodities, which are having its own name in the internationalmarket. TULASI is the Granites factory that was started in the year 1994-95 with manpowerof 25. It has total area of 40 acres by providing employment to around 200 employees, Theproduction is 1500 Cubic Meter per annum with the turnover of Rs.14Crores There are number of Granites Company’s throughout India which are situated in variousstates like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the governmentin earning the tax as well as exporters name in the international market.Today in the international market the need for Granites have gone upFollowing are some of the Granites Factories with ProfileFactories Year of Initial No of Production Turnover establishment investment employees per annualSaka Granites 1992 35 Lakhs 30 30000sqft 55 LakhsSapthgiri 1990 25 Lakhs 20 36000sqft 65 LakhsGranitesIndustriesDeepak 2000 40 Lakhs 25 30000sqft 50 LakhsGranitesHow Granite Slabs are CreatedGranite is more than just a pretty face. The stone is second only to diamonds in hardness,which accounts for the effectiveness of diamonds in facilitating the quarrying of the naturalstone. It is granites toughness and durability that make it such a desirable countertopmaterial. It wont break or crack, and it is virtually scratch and stain resistant. BABASAB PATIL 33
  34. 34. Cutting granite at the quarryOnce the granite is removed from the earth, it needs to be cut to size accordingly. This istypically done with wire saws that are often treated with a varying range of abrasives fromsand to aluminum oxide to diamond, along with water which acts as a coolant. Other types ofcutting devices are often used in tandem, or in the absence of, these wire saws. Water jetcutting, for example, uses a focused, high-pressure stream to cut stone along specified cuttinglines. Once it has been established that the granite blocks are to be used for countertops andtile, they are cut and polished into the familiar forms for these purposes. The granite tile andslabs are calibrated to ensure that the thickness of the granite is uniform and gauged to makesure that they are square; tiles are beveled to produce their smooth edges. Once this part ofthe process is completed, they are ready for your project.There are four operations that are involved in the processing of granite. They are:• Dressing• Cutting/Sawing• Surface Grinding and Polishing• Edge-Cutting-Trimming. BABASAB PATIL 34
  35. 35. Dressing GraniteStone dressing: once a block of granite has been broken down to the appropriate sizerequired, the sides have to be roughly smoothed off before polishing can begin. Stonedressing was usually carried out at stone-cutting and polishing works, rather than at thequarry itself.Originally, rough dressing was done with a blocking hammer or a dressing pick, withpuncheons and chisels for finer work. A more efficient dressing tool was the bush hammer, orpatent axe.Cutting/SawingCutting of granite blocks into slabs was once a laborious process taking months, using an ironsaw with sand and water as an abrasive. With the invention of chilled iron shot (small pelletsof iron) and the use of steel saws, the cutting time was reduced to days. The dressing processleft a relatively smooth surface which could then be polished.During the 1960s, endless wire loop saws superseded the old frame saws thus diamond tippedcircular saws have also been used for many years since it leaves a surface sufficiently smoothas to require no further polishing before dressing. BABASAB PATIL 35
  36. 36. The rough blocks arriving at the stone yard from the quarry are irregular in size and shape isinspected to identify the most efficient way to cut them into slab form while minimizingwastage.Once the initial inspection is complete, the block is primarily sawed into slab form by meansof large circular diamond-tipped blades, wire or monoblade saws which cut one slab at a timeor by a frame saw with multiple blades that cut each block – depending upon its size – in asingle operation into a number of slabs.With this operation the thickness of the block can be varied to suit the finished stone it isbeing cut for, and it is only when the block is opened in this way that any internal defects canbe discovered. It is important to remember that stone is a natural product and that colour andveining (figuring) may also vary throughout a block or from block to block and result in someslabs being rejected.The next phase – secondary sawing – consists of cutting the slabs into dimensioned ashlar.The machines used are usually computerised bridge saws with circular diamond bladesranging in diameter from 600-1200mm and can also have tilting heads to provide angled cuts. BABASAB PATIL 36
  37. 37. The resulting ashlar is coded ready for palleting or sent to the mason workshop for othermasonry work such as broaching, droving or stugging to take place. In the second of theseoptions slabs can also be cut to sizes and shapes that can be moulded by hand or, equallycommon today, by means of lathes profiling and water jetting machines (these machines aremostly controlled by computers).The stone that passes through the lathes, profiling and water jetting machines can either bereturned to the secondary saws to be jointed or moved to the banker area for the masons tocarry out further work such as returning moulding, sunk mouldings or to cut out mouldedbrackets in a cornice course. Following the completion of work to each stone it is checked forquality and any defects before being polished, palleted and ‘shrink-wrapped’ ready fordelivery to site.The banker area is where time-served masons and apprentices using traditional tools such asmells (mallets), teeth tools, chisels, etc. carry out work that cannot be undertaken bymachines.Nowadays most of their chisels have tungsten instead of steel tips and – instead of employingthe blacksmith of former years – are sharpened by use of grinding wheels. The masons maynow also use compressed air tools and angle grinders along with drilling and coringmachines.Surface Grinding/PolishingDressing of stone left a roughly flat but uneven surface; polishing produces a smooth, evenshiny surface. For thousands of years the only way to polish stone was to rub one againstanother, using sand and water as an abrasive. Polishing machines were introduced in the earlynineteenth century. Flat iron rings were turned by hand over a dressed surface, using sand andwater as an abrasive. Steam power for turning the iron rings was introduced in 1830s. BABASAB PATIL 37
  38. 38. In the 1880s the Jenny Lind polishing machine was introduced (the machine so called fromits humming noise, which was likened to the Swedish singer of that name).This had a steel ring - shooting ring - which rotated over the dressed stone surface, iron shotand water were used as an abrasive. Finer polishing stages used carborundum then emery.With modern saws leaving smoother finishes, the shooting process is unnecessary, andcarborundum polishing can begin immediately. A modern version of the Jenny Lind, theSeaton polisher, has four small rotating solid carborundum heads and is often fully automatic.A building’s architectural expression can be greatly enhanced by the choice of surface finishand in the case of natural stone a variety of considerations apply, including the function, type,and hardness of the material as well as the aesthetic effect desired. Greater awareness of therange of light and shade effects possible on different stone types and of the techniquesavailable to draw out the unique qualities of each has increased demand for manually dressedstone, and this traditional process has become easier and quicker with new types of BABASAB PATIL 38
  39. 39. compressed air tools and machines.COMPANY PROFILE Name of the company : TULASI GRANITES Address : Hanamsagar road, ILKAL. Tq : Hunagund Dist : Bagalkot St : Karnataka Type of Unit : Private Company Year of Establishment : 1994-95 Total Area Covered : 40 acres Number of Employees : 60 Approximate production p.a : 120 c.m per month Approximate Sales p.a : 1400 cubic meters Competitors : GEM Granites and local Granite Quarries ORGANISATION CHARTBABASAB PATIL 39
  41. 41. MANUFACTURING The mine is situated in HANAMSAGAR ROAD and adapoor which 60 km away fromIlkal the granite were getting in this place is pink granite to approach the deposited in theearth roadways will be made after that top soil will be removed with the excavator still we getthe hard sheet rock. Then we will observe the height and the width of the sheet (granite) nextwe will observe whether the sheet is free is free or not. If it is not free we will put the jetburner or wire caw to get the free face them. By observing natural joints resent in the sheetwe will put the vertical holes to the desired height or depth the holes will be drilled withjackhammer instrument the spacing between the holes is to 30cms putting the holes. Theholes will be located with proper quality of explosive (gun powder) and it will be blasted.After this we will observe the blasted sheet is horizontally free is there or not if it is not freewe will put the horizontal holes to required depth and we will blast it. This is one process ofthe taking primary block put of mainsheet rock. After getting the primary block the color grain size and other defects will be checkedafter checking the quality once again closer holes will be drilled on the all sides of the blocksto get a regular shade or desired size the drilled hole on the block will be hammered with thehelp of chiseled roads to take out the unnecessary part of the bock this process is calleddressing of the block this process has been done by the gagmen’s known the block is readyfor the sale. BABASAB PATIL 41
  42. 42. PRODUCTION Production deals with the relationship between the input and output. The processincludes the blasting of raw rocks and making from into the fine blocks, which are ready toexport, and polishing purpose. The company is mainly producing pink granites blocks are stored in the stockyardThe raw materials, which are left after making the blocks, are stored in a unwanted place andthis place is called as dump yard the distance between the dump yard and the productionplace should be 0.5 km to 2km. Quality is the main motto of this organization. Production process is carried on high technology cranes etc were these machines costaround 30 lacks to 60 lacks. The approximate production of the blocks daily is 15 to 25 cubic meters. BABASAB PATIL 42
  43. 43. POLISHING UNIT If there are orders of granite tiles the company has its own polishingfactory. Total polishing factory costs 60Lakhs. The polished granites tiles are packed in a systematic manner to care the breakage of tiles. Then these are ready for export to foreign countries. There are no of workers working in the polishing factory. The workers are divided on their work done, cutting men is separate one, whole has experience in cutting the blocks the polishing worker is been appointed separately for polishing the granite tiles. The polishing process required high technique machineries for cutting and polishing. The kerosene is required in the cutting and sizing the granite tiles. BABASAB PATIL 43
  44. 44. Quality Control While manufacturing a job, at each stage the quality of work is checked by theforemen of officer till the complication of job to ensure quality is mentioned to the desiredstandards. Even after complication of job its quality is checked by the above 2 persons. Eventhe receipt of raw materials, spares & stores is been quality checked by deem of officials byinspecting the items relieved at stores. In case of any Discrepancies in the manufactured itemor materials supplied it will be rejected, their by ensuring highest quality standards. MARKETINGThe company is mainly producing pink granites and has international market. A monthlyexport is to 350 cubic meters of granites, as it is a 100% exported unit approved by the govt.The co. has only 5% of production to sell in the local i.e., within the country, and remaining95% of the production is exported to foreign countries.The buyers are from Singapore, Malaysia, Italy, Taiwan, China, USA, etc., and other foreigncountries visit the company and order the granite tiles or blocks.The co. has wide marketing throughout the world so the ILKAL city is called pink city in theinternational market.Many of the granite tiles are used in the foreign countries for the purpose of decorating thehouses, offices, hotels, tombs and other purposes etc. BABASAB PATIL 44
  45. 45. TRANSPORTATION The sized blocks and granites tiles are transported to the far away places through Lorries. The sized blocks and tiles are exported to the foreign countries through ship, up to the ship or port the transport is made through Lorries. Lorries till KARWAR carry transport of slabs and polished tiles and then the shipment is done to different countries by ship. The transport of blocks is done through the permit. This is obtained from the concerned authorities. The co. has provided traveling facility to carry the workers from different village to the company through lorries the employees have also the traveling facility through the buses it has also provided the vehicles to the officers from their places. The co. bears the transportation cost and traveling cost, where the workers are allowed free services to the co and from co. to their places.BABASAB PATIL 45
  46. 46. DEPARTMENTS The company has its own departments, which are carried out by the department heads, the following are the departments:MINING DEPARTMENT: - When the Geologist report is good then the management will appoint a manager who is a manager, a mining engineer, who is having the certificate of managing issued by the Dept. of mining safety only such persons are eligible to hold the job of mining manager. He in term takes the charge of the quarry and virtue of the experience and quantity of production required by the company. The management persons who are qualified and capable of holding to carry out the mining operatins will appoint him. The following are the list of person required for the mining:- A) Manager. B) Assistant Manager. C) Mining Fore man. D) Mining mate. E) Blaster. F) Mechanical & Electrical Engineer. The above said people are required running the quarry. They are qualified and have experience in granite mining with good reputation for honest and good-working capability will consider. The mining people will be operating mine under the instruction of mines manager and engineers running the mechanical and electrical machineries.BABASAB PATIL 46
  47. 47. Machineries used for production purpose:-1] Excavators: This is the machine that is used for lifting of the material with the help ofbucket. The materials can be lifted up to 30 feet of the department of earth. They are alsocalled as backhoe.2] DRILLING MACHINE:- This is the machine, which is used for the purpose of loosing therocks. This is also called as jackhammer.3] AIR COMPRESSOR: - This is the machine, which is used to supply the power to thedrilling machine, without are compressor the drilling cannot work.4] DUMPERS: It is the machine, which is used to transport the waste materials the workingplace up to weight of 20-25 tones.Equipment or machineries used in mines 1] Excavators: Types No of machines Ex 200 2 Ex 300 7 Pc 200 1 Ck170 1 Ck300 2 Pc 650 1 Vh261 22] Dumpers: - HM 1025 213] Wheel loaders and cranes BABASAB PATIL 47
  48. 48. HM 2071 Ii 3 Caterpillar 2 Delmacts 1 Escort crane 2 TATA 32 crane 34] Compressors: - XA 320 5 UT-6 1 IR 600 5 IR 650 12 IR 250 2 IR 375 1 XA 11 1 5] Drilling Machines: - Commando 5 Slot liner 2 Time Splitter 1 (breaking the rock) 6] Jet burner 4 Jet hammer 250 watt 1 7] Miscellaneous machines Mobile work shop van 1 Mobile service van 1 Diesel tanker 2 Diesel distributor 2 Gem set data 1 Welding set 9BABASAB PATIL 48
  49. 49. Explosives used in the mines:-Class-I Low explosives. Gunpowder used for productionClass-II Clary explosive (epilating sticks) used for the purpose of waste blast.Class-III DIVISION III -Electric detonators. There are used for the detonating of Explosives. Division II –Detonating cards is also used for the waste blast. GEOLOGY DEPARTMENT: - Before any mines or quarries are start first the geologist will survey the area by virtueof his experience and suggest to the management which part of area is containing goodquality of materials and its existence area wise and depth wise.⇒SURVEY DEPARTMENT: - After the geologist survey of land containing rocks survey department carries out thenext process. This is the Dept. Were the place used for granite-digging purpose aresurveyed. The surveyor is the person who survey the land used for production purpose.⇒MECHANICAL DEPARTMENT: - This is the Dept were the repairs of machineries are carried out. Such as Hitachi’s,Excavators, Air Compressor’s, tipper’s, Dumper’s jackhammers and other machines, etc.ELETRILCAL DEPARTMENT: - In this electric al works are carried out. Electrical engineer is the head of the Dept.The worker’s are known as Electrician’s. The Electrical work of machines, such as Hitachis’Excavators’ Air compressors’ Tippers, Dumper’s, Jackhammer’s, etc are made. BABASAB PATIL 49
  50. 50. PURCHASE DEPARTMENTThis is also one of the important departments in this department theypurchase the materials, which requires for production and also for the the materials. It receives the requisition letter from the store department to know what type ofmaterials is required. After receiving this letter they make enquiry and then place the order.“Purchasing refers to the act of buying an item by price”. Purchasing means procurement of goods and services from some out side agencies.The object of purchasing is to supply materials, semi finished goods etc. to the productiondepartment. The object of purchasing is procurement of materials of the right type, right quality, and inright quantity and at a right time. Effective management and control over the use of materialsand equipment so as to avoid waste, duplication FINANCE DEPARTMENTAccounting is the art of recording, classifying and summarizing in a significant manner andin terms of money, transactions and events that are in part at least, of financial characterand interpreting the result there off. Introduction:Financial department is a vital department of a organization. Finance is a concerned withproviding and using cash and credit for carrying on business correctly.Finance is regarded as the lifeblood of a business enterprise this is because on the moderneconomy finance is one of the basic needs of all of kinds of economic activities. it is thematter key, which provided access to all source to be employed in the manufacturing andmechanizing activities. The finance department should decide when, where and how toachieve funds to meet the firms, investment needs. BABASAB PATIL 50
  51. 51. The control issue before the finance department is to determine the proportion of equity anddebt the mix of equity and debt is known as the capital structure being one of the best-run co-operative mills in India.Functions of finance department: ∗ It prepares and maintain journal books, cash and bank, books ledger a/c and a trial balance. ∗ To prepare trading account ∗ To prepare profit and loss account ∗ To prepare balance sheet ∗ Maintenance of account is undertaken ∗ Rate fixing ∗ Suppliers bill paying ∗ Cash and bank balance ∗ It makes calculation and decision regarding the funds of the company.Finance dept deals with the financial activities of the company. It consists of differentsection. • Inventory section • Costing section • Bills section • Companies account • Sales Tax account • Employees account • Trust accountSCOPE OF THE STUDY BABASAB PATIL 51
  52. 52. A study was conducted at TULASI GRANITES to known the satisfaction level ofthe employees regarding training programme. The questionnaire for this survey was framedconsidering those factors where corrective action can be taken at .The study is limited to thepermanent employees PERSONNEL DEPARTMENT Employees are “The Back bone Of Every Company’’ They Are Responsible ForEvery Company Profitability. The satisfaction of employees in every aspect will lead toachievement of the goals of the company; otherwise the co. faces problems, which affects thegrowth of the co. The first and foremast responsibility of every so is to see the well being ofeach employee. As a part of the project. I have taken up EMPLOYEE SATISFACTION asthe aspect of my study.MEDICAL FACILITY:- Every company or industry has its own medical facilities provided to the workers in the company like wise the GM Exports also has medical facilities provided to the workers. . The medical facilities are provided to the workers, if following conditions is there: • If there is any injury during the blasting process • If there is any accident by the vehicle while working in the company • If there are any injuries while working in the machinery repairs. • If there is any injury while working in the dept of the quarry • If there is any injury working in the electrical department. The medical facility is provided to workers is at the cost of the free services the workers don’t incurs the cost. HOLIDAYS BABASAB PATIL 52
  53. 53. Every worker or employees require the leaves, which may be official or personal.The co. is also providing the leaves facility to the employee working in the company. Thereare 12 casual leaves and 15 sick leaves provided by the co. to the employees for every yearfor every 200 working days, the company has provided one day leave for every 20 days. More leaves are provided if the employees or workers are suffering from the diseaseslike fever, malaria, typhoid, and other diseases. If they provide medical certificate to the co.the company has the authority to deduct the absent salary from their monthly salary. The company provides the finance facility for the employee who is sick for long days.The medical leaves are provided to the workers or employee on their sickness. According to the survey conducted, it was found that some of the workers havecomplaints about the facilities like quality of food, medicines in first aid box, providing theworkers with transport facilities and granting of long at right time. Some of the workers areunhappy with the wage paid to them. They felt that ways are paid, less according to theirservice render and it is not possible to the workers to lead a decent life. Some of the workersalso felt that the co. should provide them with quarters to stay.Responsibilities: The function of the department is to primarily provide the company with personalprocedures and services. It is thus linked with all the department of the company. And is themean to promote understanding between the management and employee. The personal department is mainly responsible to create a cordial sphere in theindustry between the management and the workers.SAFE GUARDS TO THE WORKERS: BABASAB PATIL 53
  54. 54. All who are working in the query are responsible for the jobs assigned to them. Thecompany is providing the safe guards to the workers while they are working in the quarry thefollowing are the safety materials provided to the workers. • HELMETS: - These are used for the purpose of safeguarding from the blasting and sunrays while working in the quarry.] • EAR MUFF: - These are used for the purpose of protection from the noise that takes place during the production time. • MINING SHOES: - These are used from protecting from heat and hard stones during the production time. • SAFETY GOGGELS: - These are use to protect from sunrays, dust particles that takes place during the production. • SAFETY ROPES: - These are used to protect the workers from the depth point during the productions. • INSULATED HAND GLOVES: - These are used to protect the hands while drilling and blasting the rocks • DRESSES: - The dress materials are provided to the workers working in the co. To safe guard the body. Every year the co. Provides two pairs of dress to the workers. Selection procedure of the employees: The co. select the employees required for the concerned jobs through the selection procedure. The procedure is as follows:1] Job analysis: It refers to the study if job in terms of duties, responsibilities, risks and other factors associated with each kindle of job. It is the basis for the selecting the right candidate to the right job. It is essential to finalize the job analysis, job description, job satisfaction and employee satisfaction before proceeding to the next step. BABASAB PATIL 54
  55. 55. 2] Recruitment: It refers to the process of searching fork prospective employee and stimulating them to apply for jobs to the co. Selection of right no andjk kind of candidate depends upon affective requirements.3] Application form: It is also known as application blank it is widely accepted techniques for securing information from the prospective candidates. The co. asks the applicant to apply on white paper giving particular about his name, date of birth, mailing address, education, qualification, experience, etc.Contents of Application Form:a] Personal background information,b] Education attainment,c] Work experience,d] Salary accepted.4] Tests: The following are the tests conducted. They are as follows:Aptitude test: This test is conducted to known the ability of the candidate to learn a job, it giving adequate training candidate may be having some specific aptitudes such as mechanicals, clerical, managerial, etc.Personality test: Personality is some total of mental, moral and physical trades are qualities. This test will help the experts to known the qualities like emotions, reactions, mental maturity, self/confidence, optimists decisions making, capacity, sociability, patients, intensive, honesty and integrity. BABASAB PATIL 55
  56. 56. Medical Test: This test it conducted to assess the physical health standards of the prospective employee. Beside medical testis conducted to see that the candidate’s are not suffering from any infections diseases.Employment test: This test appears more suitable while selecting the typist’s stenographers, computer operators, mechanical engineer’s electrical engineers etc. This test is intended to know the practical knowledge and profanely of the candidate in performing the job.5] FINAL INTERVIEW:- The Candidate’s who are successful in all the above tests will be called for final interview. Interview means face- to –face encounter with the purpose of recruitment. committee consists of some persons from the concerned department and from the human resources dept. these expert go on asking different questions on different topics. Based on the satisfactory answer the candidates are finally considered for the employment.HUMAN RESOURCE SYSTEM IS A CENTRAL SUB SYSTEM; It refers in the organization is not only unique sub system, but also a principal andcentral sub system and it operates Material control all other sub system. upon the sub system Human Financial Marketing resource sub sub system sub system system Technical BABASAB PATIL sub system 56
  57. 57. Whatever in the environment affects the organization like economic, social, cultural,legal, political, historic, competitors, consumers etc, as a whole also affects the personalsystem? The resources systems receive inputs from the organizational performance that formof objectives and it results in individual and organizational performance that may be viewedas individual and organizations operate under the same cultural, economic, social, legal,political and other constraints INDUCTION Induction of an employee refers to the function of introducing the new employee tothe job, job location surroundings, organization and various employees. In order to provide necessary information to the new employees different methodhave been adopted, they are as follows: 1] Lecture method 2] Handbook method 3] Film method 4] Other methods BABASAB PATIL 57
  58. 58. In the process of induction, the information is given to the new employees, • About the company About the departments It is compared to as ‘‘new bride coming to the in-law’s house for the first time’’WORKERS PARTICIPATION IN MANAGEMENT: It is a development of recent growth. The term participation implies ‘‘Mental,emotional and psychological involvement in shaping the specific destiny’’. There foreworkers participation in mgt. Means active association of workers in total decision-makingtack of the mgt. Workers participation in the mgt. Means the involvement of workers in the mgt. Tomake the correct decision-making and to make increase in the production capacity. Itprovides the workers to take morel salary and they full fill their problems faced in thecompany. If there is a correct decision or accurate decision, the mgt. Follows the suggestiongiven by the workers. This helps the workers to increase their knowledge.EFFECTIVENESS OF TRAINING AT TULASI GRANITES TRAINING: Training is the process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. According to G.A.Cole, Training is learning activity, which is directed towards the acquisition of specific knowledge and skills for the purpose of definite job or occupation or task. BABASAB PATIL 58
  59. 59. According to P. Subba Rao, Training is short-term educational process and utilizing a systematic and organized procedure by which employees gain specific knowledge for specific job or occupation Training is the process of increasing the knowledge and skill for doing a particular job, it is an organised procedure by which people learn the knowledge and skill for definite purpose. Training is aimed at improving the behavior and performance of person. In other words, training improves changes, modules employees’ knowledge, skill, behavior, aptitude and attitude towards the requirement of the job to the organization. Thus training bridge the gap between job requirement ad employees satisfaction.SECURITY DEPARTMENT. Roles: o To Regulate in and out movement of men & materials in the company premises. o To bring to the notice of the management any incidentactivity this may Result in loss to the company and prevent the same. o To organize transportation of gold to Bangalore. o Security Department prevents losses of all types of resources and thus needs to be integral part of key management function. o It helps productivities of all departments.BABASAB PATIL 59
  60. 60. o The developed countries have realized that security has a direct bearing on profitability. Security department prevent theft by the following means o Canalize movement of employees by restricting movements through gates. o Allow movement of workers by proper identification by using punching machines. o Physically search employees while going out and selective search some times of employees going in. o Maintaining records of movement of employees and storOBJECTIVES OF THE STUDY: - 1] To find out the level old employee satisfaction in the co. 2] To identity problem of the workers which affects their performance 3] To find out the deficiencies in co. policies affecting the employee which in turn affects the co. profitability. 4] To find out the attitude of the workers towards management of the co. To recommended suggestions to the co. So that the employee’s morale is enhanced and the employees are motivated.IMPORTANT OBJECTIVES: -1] To create better understanding between labour and management, which helps in theincrease of the production.2] To increase the morale and disciplines of the workers.3] To improve production in terms of quantity and quality.4] This helps the company to make the workers more responsible and creative. BABASAB PATIL 60
  61. 61. 5] Improve the co. relation and helps co. reduce the labor turn over and also labor absences.6] It also helps to satisfy the psychological urge of the self-expression. The workers are allowed to give their suggestion in respected of productionmanagement, working conditions and other aspects of the company. If there is goodsuggestion given by the workers then the management implements it. This helps to improvethe relationship between the mgt and the workers. The helps the company. Growth in terms of quality, quantity, marketability and otheretc.SCOPE OF THE STUDY A study was conducted at TULASI GRANITES to known the satisfaction level ofthe employees regarding training programme. The questionnaire for this survey was framedconsidering those factors where corrective action can be taken at .The study is limited to thepermanent employees METHODOLOGY In every research, we have to follow some methodology. The data collection done inGem Granites, for the purpose of my study on employee satisfaction by using the followingmethods.SOURCE OF INFORMATION BABASAB PATIL 61
  62. 62. Primary data is the main source of information for the study. Primary is the freshinformation that involves the researcher to collect the necessary information about theemployees regarding employee satisfaction.DATA COLLECTION METHOD The data collection method followed in the survey method. Survey is thesystematic gathering of data from the respondents. This is widely used because of its extremeflexibility.SAMPLE & SAMPLING TECHNIQUESWhen the filed of enquiry is large, a small representation of the larger whole is taken. Theselected respondents are called the sample and the selection process iscalled "Sampling Technique". In this study the total shop floor workers of the company thatis 100 employees are treated as sample.Data Collection Method:The information necessary for this survey is collected by trapping primary and secondarysources. Primary Sources. • Questionnaire • Personal Interaction Secondary sources • Previous reports on employee satisfaction • Related information from internet. BABASAB PATIL 62
  63. 63. • Books and publicationResearch Design:In research design of this project the study was conducted using survey method. I took all the100 employees as sample and took their responses using the research instrument asquestionnaire; the questionnaire was personally given to each other.Data analysis:Data analysis was made based on questionnaire. Graphs have been used to know the level ofsatisfaction of the employees towards welfare measures. This analysis is helpful inrecommending improvements in welfare measures.Measuring tool:A tool is an aid with which necessary and relevant information can be fetched systematicallyto the subject matter.The interview method was the tool of data collection. The schedule contains several Questionresulting to different aspects of the problems under analysis. Open and closed - endedquestions were used for the interview. ANALYSIS AND INTERPRITATIONS 1. Form how many days you are working in Tulasi Granite Frequency Percent Valid Cumulativ Percent e Percent Valid 1 Year 3 6.0 6.0 6.0 BABASAB PATIL 63
  64. 64. 2 Year 19 38.0 38.0 44.0 3 Year 11 22.0 22.0 66.0 4 Year 17 34.0 34.0 100.0 Total 50 100.0 100.0. Form how many days you are working in Tulasi Granite 20 10 Frequency 0 1 Year 2 Year 3 Year 4 Year Form how many days you are working in Tulasi GraniteINTERPRITATION:. According to survey in Tulasi Granite know that out of 50 respondents are says that6% are working in 1 Years, 38% are working in 2 Years, 22% are working in 3 Years and34% are working in 4 Years. Hence 38% are working in Tulisi Granite is Highest. 2. While at joining time which was your post Frequenc Percent Valid Cumulati y Percent ve Percent Valid Assistant 5 10.0 10.0 10.0 Superviso 14 28.0 28.0 38.0 BABASAB PATIL 64
  65. 65. r Worker 21 42.0 42.0 80.0 Manager 10 20.0 20.0 100.0 Total 50 100.0 100.0 While at joining time which was your post 30 20 10 Frequency 0 Assistant Supervisor Worker Manager While at joining time which was your postINTERPRITATION:. According to survey in Tulasi Granite know that out of 50 respondents are says that10% are Joined as Assistant, 28% are joined as supervisor, 42% are joined as worker and20% are joined as Manager. Hence 42% are joined as a worker in Tulisi Granite is highest.3. According to you whom to give the first preference from the following Frequency Percent Valid Cumulativ Percent e Percent Valid Salary 10 20.0 20.0 20.0 Working 10 20.0 20.0 40.0 Codition Job 23 46.0 46.0 86.0 Fuction any Other 7 14.0 14.0 100.0 BABASAB PATIL 65
  66. 66. Total 50 100.0 100.0 According to you whom to give the first preference from the follow 30 20 10 Frequency 0 Salary Working Codition Job Fuction any Other According to you whom to give the first preference from the followingINTERPRITATION:. According to survey in Tulasi Granite know that out of 50 respondents are says that20% are give first preference to the salary, 20% are give first preference to workingcondition, 46% are give first preference to job function and 14% are give first preference toany other. Hence 46% are give first preference to job function in Tulisi Granite is highest 1. Are you satisfied with your job Frequenc Percent Valid Cumulati y Percent ve Percent Valid Yes 42 84.0 84.0 84.0 No 8 16.0 16.0 100.0 BABASAB PATIL 66