A study on employee job satisfaction h r final project

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A study on employee job satisfaction h r final project

  1. 1. A Study on Employee Job Satisfaction HAMUL CHAPTER-1 INTRODUCTION AND DESIGN OF THE STUDY INTRODUCTION HRIHE, HASSAN Page 1
  2. 2. A Study on Employee Job Satisfaction HAMUL “A Study on Level of employee Job satisfaction in with reference to HAMUL” Objectives of the study:  To measure the employees job satisfaction level in HAMUL.  To study the employees perception towards organization.  To study the attitude of the employees towards their Work.  To identify the factors that motivates the employees.  To give suggestions for the growth & perspective of the company. Scope of the study:  Job Satisfaction is an important output that employees work for Organization.  It comprises of extrinsic and intrinsic factors and helps Maintain an able and willing work forces.  It is an interesting and significant area for conducting research.  The study made on the topic of Job Satisfaction will reveal the factor of feelings of employees  This report is useful to the management of the company to know the satisfaction levels of employees and they can take measures to increase productivity.  This report may be useful to the management students for reading, and may be useful in preparing their report on the job satisfaction” In business concerns, public organization etc. Problem of the study: HRIHE, HASSAN Page 2
  3. 3. A Study on Employee Job Satisfaction HAMUL The selected topic was “A STUDY OF JOB SATISFACTION”  It is said that satisfied employee is a productive employee, any kind of grievance relating to organizational or personal to a greater extent influence on the job.  So every organization is giving higher priority to keep their employees with satisfaction by providing several facilities which improves satisfaction and which reduces dissatisfaction.  Job Satisfaction is considered as a key issue by the entrepreneur where efforts are taken and programs are initiated.  If an employee is not satisfied with the job there are chances for absenteeism, low turnover, lower productivity. committing of mistakes, diverting energy for different types of conflicts keeping this thing in view all organizations are trying to identify the areas where satisfaction to be improved to get out of the above dangers  In this connection a survey was conducted on behalf of HAMUL to identify the level of satisfaction in terms of strongly agree to strongly disagree on various job related factors. Research Methodology: Data Sources: HRIHE, HASSAN Page 3
  4. 4. A Study on Employee Job Satisfaction HAMUL Primary Data: The Primary data was collected from the respondents by administering a structured questionnaire and also through observation, interview & discussion with management. Secondary Data: Apart from Primary data collected, the data collected through text books, the records of HAMUL, Journals from Library, Academic Reports, and Internet is used for the study. Sampling Sample Population: There are totally 415 employees working in the organization. Sample Size: Out of the total strength the sample taken amongst workers .i.e., 40 respondents. Sampling Area: The research was conducted at HAMUL, HASSAN Sample Method: The research was made by the survey in accordance to the convenience of the employees. So the sample type is convenient sampling. Tools Used for analysis: Contact Instrument: HRIHE, HASSAN Page 4
  5. 5. A Study on Employee Job Satisfaction HAMUL A structured closed - end Questionnaire is used and the type of questions are dichotomous and likert scale. Contact Method: The research was conducted by using contact instruments like Questionnaire, interview and observation. The information was collected from both plant workers as well as from management staff. Data Analysis Techniques: The data is analyzed through simple analysis technique. The data tool is percentage method. Percentage method is used in making comparison between two or sense of Data. This method is used to describe relationship. Percentage of Respondents = No. of Respondents/ Total no. of Respondents X 100 Limitations of the study: • The study is conducted only in HASSAN. • Due to the limitation of the time the research could not be made more detailed. • Due to confidentiality of some information accurate response was not revealed by some of the respondents. • Some of the replies of the respondents may be biased. • Respondents had marked the answers in questionnaires which may be socially incorrect irrespective of their actual feelings. INDUSTRY PROFILE HRIHE, HASSAN Page 5
  6. 6. A Study on Employee Job Satisfaction HAMUL India is called the “country of villages” where it covers nearly 70% of its total area. In this relation we can say that Indian economy is base on rural activities and their development. Therefore we have to give prime importance to the rural activities. A dairy is a place for handling milk and milk products. Technology refers to the application of scientific knowledge for practical purposes. Dairy technology has been defined as that branch of dairy science which deals with the processing of milk and the milk products on an industrial scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing line between farm and factory scale production. Various factors distribute to this change in these countries such as the concentration of the population in cities where the jobs are plentiful, rapid industrialization, improvement of transportation facilities, development of machines etc., The rural areas are identified for the production, urban areas are for the processing of the milk. ORIGIN OF DAIRYING IN INDIA Around 1500 BC to 2000 BC the Aryans were first to domesticate cattle. Use them for tilling their land obtain milk to be consumed as food. Again it were Aryans who priced the milk of a HRIHE, HASSAN Page 6
  7. 7. A Study on Employee Job Satisfaction HAMUL cow more than its meat, forbade its slaughter, created legends about it and even worshipped it. Hindus even to this day consider cow as sacred. Besides it were only the East (India/China) which domesticated buffalo as milch animal succeeded so well that today, more than half the total production of milk in India is obtained from buffalo. Most of the farmers have one milk animal, they sell the milk through local milk contractors or middlemen. These traders have always exploited the poor and uneducated milk producers. It was in the late forties, when integrated approach for dairy development based on farmers owned milk co-operative was first adopted at Anand. The system includes milk procurement productions and marketing through farmer co-operatives. In India, the market milk technology may be considered to have commenced in1950 with the functioning of the Central Dairy of Aarey Milk Colony and milk product technology in 1956 with the establishment of AMUL dairy, Anand. The system of collective ownership, operation and control of milk trade by farmers came to be known as ANAND PATTERN. Anand pattern has given them an opportunity to have access to the modern technology. The premises institution NDDB and IDC for application of the Anand pattern throughout the country. The whole project under which replication was envisioned, is named as “operation flood”. The success of Anand pattern depends as establishing a strong co operative infrastructure at the grass root level, making economically viable to strengthen. Dairy industry offers employment opportunity to the people so as to help the farmers to get fair price of milk. The farmers are provided with medical facilities to their cattle. Milk is becoming an alternative life line in our rural economy. With the advent of white revolution that is “SKHEERA KRANTI” in the same pattern of Denmark and Holland. Export of dairy products plays an important role in our foreign trade. It increases the foreign exchange and national income of our country and also economic development of our country History of Indian milk market industry: HRIHE, HASSAN Page 7
  8. 8. A Study on Employee Job Satisfaction HAMUL • Organized milk handling was made in India with the establishment of Military Dairy Farms • Handling of milk in co operative milk unions established all over the country on a small scale in early stages. • Long distance refrigerated rail-transport of milk from Anand to Bombay since 1945. • Pasteurization and bottling of milk on a large scale for organized distributed was started at: Aarey - 1950 Calautta - 1958 Delhi - 1959 Mumbai - 1961 Madras - 1963 • Establishment of milk plants under the 3 year plans for dairy development all over India. They were taken up the dual object of increasing the national level of milk consumption and ensuring better returns to the primary milk producer. Now India is one of the richest milk producing country in the world. In 1999 it produced milk up to 770 lakhs tons and the milk valued up to 75000 crores and 13% of total production in the world is produced by India itself. Dairy Industry In Karnataka HRIHE, HASSAN Page 8
  9. 9. A Study on Employee Job Satisfaction HAMUL Background In June 1974, an integrated project was launched in Karnataka to restructure and reorganize the dairy industry on the co operative principle and to lay foundation for a new direction in dairy development. Work on the first ever, World bank aided dairy development project was initiated in 1975. Initially the project covered 8 southern districts of Karnataka and Karnataka Dairy development corporation was set up to implement the project. Dairy developmental activities was set up with dairy co operative societies at grass root level, milk unions at the middle level and dairy development corporation at state level as an apex body with the responsibility of implementing Rs.51 crores project. After the closure of operation flood II the dairy development activities which continued under operation flood III ended on 1996. The post operation flood works are financed by NDDB under different terms and conditions. Scope of the union As at the end of March 2009, a network of 972 Dairy Co operative Societies(DCS) have been organized and are spread over 166 taluks of the total 175 taluks in all the 27 districts of Karnataka. Unions are formed by federating societies in earmarked geographical area. The Brand ' ' is the household name for Pure and Fresh milk and milk products. KMF has 13 Milk Unions throughout the State which procure milk from Primary Dairy Cooperative Societies (DCS) and distribute milk to the consumers in various Towns/Cities/Rural markets in Karnataka. Bangalore Belgaum Dakshina Kannada Gulbarga Shimoga Bijapur Mysore Bellary Mandya Dharwar Tumkur Kolar Hassan The Corporate Office of the Karnataka Milk Federation is located on Dr.M.H.Marigowda Road in Bangalore. The Federation has a Board consisting representatives of Milk Producers and the Government nominees. The day to day functions of the Federation is managed by a group of professional managers headed by the Managing Director HRIHE, HASSAN Page 9
  10. 10. A Study on Employee Job Satisfaction HAMUL Karnataka Cooperative Milk Producers' Federation Limited (KMF) is the Apex Body in Karnataka representing Dairy Farmers' Co-operatives. It is the second largest dairy co- operative amongst the dairy cooperatives in the country. In South India it stands first in terms of procurement as well as sales. One of the core functions of the Federation is marketing of Milk and Milk Products. Mother Dairy, Bangalore, a Unit of KMF, is set up by NDDB on 7.12.1984. The Dairy which has expanded from 4LLPD to capacity of 7.00 LLPD has a unique nature of homogenizing the milk and selling to its consumers through 50 Automatic Bulk Vending Booths, 83 Shoppe’s and 70 FRP tanks. The Dairy also caters Milk in sachets and Milk Products through its 289 retailers. The average sale of milk per day is 2.60 Lakh liters during the year 2008-09. The entire requirement of milk is procured from Kolar Milk Union. The Dairy produces Butter, Ghee, Curds, Ice Cream & Skim Milk Powder. The activities of all the Departments at Mother Dairy are being carried out through an on-line computer system. HRIHE, HASSAN Page 10
  11. 11. A Study on Employee Job Satisfaction HAMUL World Bank Study – Observations: The World Bank, in its study on the effect of Co-operative dairying in Karnataka, has pointed out that: • The villages with Dairy Co-operative Societies are much better off than those without. • The families with dairy cattle are economically better than those without dairy cattle. • Women who had no control on the household income have better control in terms of Milk Money • A single commodity “MILK” has acted as a catalyst in the change in the Socio-Economic impact of the rural economy. • There is a positive impact on those at the lower end of the economic ladder both in terms of landholding and caste. PERSPECTIVE PLAN 2010: After the closure of OF-III project. Government of Karnataka and NDDB signed an MOU during February 2000, for further strengthening the Dairy Development Activities in Karnataka with an outlay of Rs.250 Crores. Consequent to the announcement of new lending terms and conditions by NDDB through an evolution of an action plan - Perspective 2010 to enable the dairy cooperatives to face the challenges of the increased demand for milk and milk products by focusing efforts in the four major thrust areas of Strengthening the Cooperatives. Enhancing Productivity, Managing Quality and building a National Information Network, plans are under implementation. The 4 Milk Unions viz., Dharwad, Tumkur, Bijapur and Gulbarga that were having accumulated losses were included for rehabilitation programme under COMPANY PROFILE HRIHE, HASSAN Page 11
  12. 12. A Study on Employee Job Satisfaction HAMUL Hassan Co-operative Milk Producers' Societies Union Ltd The Union was registered on 30th March 1977 with the operational jurisdiction extended to 3 Districts namely Hassan, Kodagu &Chikkamagalur. The Dairy was setup under the Operation Flood II & III and has a processing capacity of 1,20,000 Litres of milk per day. The Union also has a Dairy at Kudige with a capacity of 50,000 litres per day which is the first Dairy in Karnataka State started during January 1955. The Union has three Chilling Centres at Birur(20,000 LPD), Holenarasipur(20,000 LPD) and Channarayapatna(1,00,000 LPD) with total chilling capacity of 1,40,000 litres per day respectively. The Union also produces Ghee, Peda, Curds, Khova and Butter Milk. The Union procures on an average 3,86,462 litres of milk and sells 1,09,578 litres per day. There are 5 Bulk Milk Coolers & 46 Automatic Milk Collection Units in the Union. Hassan Dairy was established under the world bank aid with an initial handling capacity of 60,000 KGPD and was being managed by the then Karnataka dairy development corporation. HRIHE, HASSAN Page 12
  13. 13. A Study on Employee Job Satisfaction HAMUL In the year 1987 with an idea of bringing all milk allied activities such as milk procurement, milk processing and milk marketing the Hassan dairy and the Kudige dairy (the first commission dairy plant) were handed over to Hassan Co operative Milk Producers Societies Union. The integrated system of monitoring the milk procurement, processing and marketing activities by milk producers themselves was established. MISSION STATEMENT Hassan milk union aims to render the best services at normal cost to its members to increase milk production and produce good quality milk by paying remunerative price through out the year, there by improving their economic and social condition while ensuring high quality milk and milk products to the delighted level of the consumers at competitive price. VISION STATEMENT The union thrives hard to adopt the modern and eco friendly technologies to produce milk and milk products of international standards to make our presence prominent in the global market. Quality policy HAMUL is the committed to the upliftment of its producers surplus member by supporting them to produce surplus milk of good quality and continually satisfy customer expectations an timely delivery of good quality milk and milk products meeting to legal standards by developing an healthy relationships with the suppliers and motivating the work force to adhere to good manufacturing practices AIMS AND OBJECTIVES Hassan co operative milk producers societies union is completely an autonomous body consisting of representatives from milk producers as policy makers • To produce continuous and remunerative market for the surplus milk in the rural areas. • To supply quality milk to customers in the urban areas at a competitive price. • To provide the technical inputs necessary to produce good quality milk and to facilitate increase in milk yield. HRIHE, HASSAN Page 13
  14. 14. A Study on Employee Job Satisfaction HAMUL • To provide self employment to rural folk and to make them economically self sustainable by which the migration of rural folk to urban areas is minimized. • To prevent the role of the middle men in the milk business and to increase their returns. • To establish a bridge between rural and urban folk and to play a vital role in changing he social and economic status of the rural folk. ROLE OF DAIRY CO OPERATIVE SOCIETY The dairy co operatives are organized in rural areas for the milk producers keeping in view the domestic principles and values. These societies educate, guide, support the milk producers in dairy development activities. FUNCTIONING OF DAIRY CO OPERATIVES The dairy co operative function all through the year in two shifts, this will provide continuous market for the surplus milk produced and the payment for the milk supplied will be distributed to the producers on the predetermined day. And provides employment to the rural folk. Input activities include: • Veterinary services like regular vaccination • Artificial insemination services • Supply of balanced cattle feed and fodder slips • Training facilities GROWTH OF THE UNION The milk union which was established in the year 1977 with 100 functional dairy co operatives collecting 10,300Kgs of milk per day is procuring on an average 3,86,482 Kgs per day from 1122 co operatives as on date with the increase in milk production the Hassan dairy with the initial capacity of 60,000 KGPD was expanded to 12,0,000 KGPD during 1996. ACTIVITIES OF HASSAN MILK UNION HRIHE, HASSAN Page 14
  15. 15. A Study on Employee Job Satisfaction HAMUL 1. Organization of dairy co operative societies: As at the end of March 2010, 1197 societies have been registered. Out of functional societies, 330 women societies are functioning. 2. Membership Enrolment: As on 30th March 2010, 1,73,396 members have been enrolled of which 71,046 are small farmer, 48,866 are marginal farmers, 22,199 are agriculture laborers and 31,285 are other farmers. 3. Milk procurement activities: The present average milk procurement from 1122 milk societies is 3,86,462 Kgs/day at the end of March 2010. PRODUCT PROFILE HRIHE, HASSAN Page 15
  16. 16. A Study on Employee Job Satisfaction HAMUL Types of milk and milk products marketing by HAMUL Nandini Toned Milk Karnataka’s most favorite milk, Nandini Toned Milk is a Fresh and pure milk containing 3.0% fat and 8.5% SNF. Available in 500ml and 1 liter packs. Better to use within a day from the date of pack. Maximum Retail Price is Rs. 13/- per liter. Nandini Homogenized Toned Milk HRIHE, HASSAN Page 16
  17. 17. A Study on Employee Job Satisfaction HAMUL Nandini Homogenized Milk is pure milk containing 3% Fat and 8.5% SNF. This is homogenized and pasteurized. Consistent right through, it gives you more cups of tea or coffee and is easily digestible. Available in 500 ml packets Nandini Full Cream Milk Nandini Full Cream Milk, Contains 6% Fat and 9% SNF. A rich, creamier and tastier milk, ideal for preparing home-made sweets and savories- available in 500ml and 1 liter packs. MRP Rs. 15/- per liter Nandini Curd HRIHE, HASSAN Page 17
  18. 18. A Study on Employee Job Satisfaction HAMUL Nandini Curd made from pure milk. It’s thick and delicious giving you all the goodness of homemade curds. Available in 200 grams and 500 grams packs. Nandini butter is rich smooth and delicious. Nandini Butter is made out of fresh pasteurized cream. Rich taste, smooth texture and the rich purity of cow’s milk, makes any preparation a delicious treat. Available in 100 grams, 200grams and 500grams cartons both salted and unsalted. Nandini Ghee A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure with a delicious flavor. Hygienically manufactured and packed in a special pack to retain the goodness of pure ghee, having Shelf life of 6 months at ambient temperatures. Available in 200ml, 500ml, 1000ml, sachets and also in 5lts tins and 15.0 kg tins. Nandini Butter HRIHE, HASSAN Page 18
  19. 19. A Study on Employee Job Satisfaction HAMUL Nandini spiced buttermilk is a refreshing health drink. It is made from quality curds and is blended with fresh green chillies, green coriander leaves, asafetida and fresh ginger. Nandini spiced butter promotes health and easy digestion. It is available in 200ml packs and is priced at most competitive rates, so that it is affordable to all sections of people. Nandini Butter Milk Nandini butter milk is Rich, smooth and delicious. Available in 100 grams (salted), 200 grams and 500 grams cartons both salted and unsalted. Nandini Peda HRIHE, HASSAN Page 19
  20. 20. A Study on Employee Job Satisfaction HAMUL No matter what you are celebrating! Made from pure milk, Nandini ‘Peda’ is a delicious treat for the family. It is maintained at room temperature, for approximately 7 days. Available in 250grams pack containing 10 pieces each. HRIHE, HASSAN Page 20
  21. 21. A Study on Employee Job Satisfaction HAMUL ORGANIZATION STRUCTURE Board of Directors- Chairman Managing Director- CEO Personnel Assistance Administrat Finance Procureme Marketing Purchase MIS (3) Department ion (15) (23) nt and input (25) (3) Sr. staff (1) (69) HRIHE, HASSAN Page 21
  22. 22. A Study on Employee Job Satisfaction HAMUL Personnel Department Administration Deputy Manager Training/ Domestic Legal Cell Establishment Enquiry (Personnel) Administrative officer Assistant Manager Officer in charge Office superintendent Support staff HRIHE, HASSAN Page 22
  23. 23. A Study on Employee Job Satisfaction HAMUL It plays a crucial role in an organization which is always referred as the strength of the organization. Recruitment: Recruitment is made as per the cader strength approved by Registrar of co operatives. And the said cader strength is within the preview of co operative act and rules. Reservation policies of the government are being followed for recruitments. Whenever Union goes for recruitment the necessary steps are being taken as per the guidelines stated in its Bye law and proper advertisement will be given in the State News papers for the posts required and all the processes are made as per Govt. Norms and Suitable candidates will be called either for written test or interview or both. Training: HAMUL is having training facilities for its employees at various reputed training centers and for new employees, they will be facilitated with one month on the job training at their respective areas. CTI (Central training institute), a unit of KMF, Bangalore, is one of the best training centers having its own facilities with residential facilities providing training to skilled and unskilled employees as well. Management development program to middle level management officers of the milk union on various subjects related to dairy, marketing, administration and procurement and input. In addition to this, HAMUL deputes its officers and personnel for different technical and non technical training in the following training centers: 1. SRDTC(Southern regional demonstration and training center) for both technical and non technical training. 2. Mansinh institute of training, Mahsana, Gujrat, only for technical training. 3. Vaikunt Mehta institute, Pune. For management development programmes. 4. Institute of rural management, Anand. 5. Regional institute of co operative management, BANG HRIHE, HASSAN Page 23
  24. 24. A Study on Employee Job Satisfaction HAMUL 6. CII- Confederation of Indian industries, institute for quality- for food industrial platforms are created. Orientation programme: The new employees are given 3 to 4 days orientation training program at CTI, Bangalore, a unit of KMF. This particular training is given to the newly recruited employees irrespective of their cader. Employee promotion: It is clearly stated in the cadre and strength document which is approved by registrar of co- operative societies. The employee promotion is dependent on the merit and seniority basis. It is the mandatory method followed. To decide on this, the employee education, obedience, carrying of the job and attendance are taken into consideration. Record maintenance: HRIHE, HASSAN Page 24
  25. 25. A Study on Employee Job Satisfaction HAMUL HAMUL is having well establishment section under the administration department which maintains and updates records and other details of each employee with individual record book and file. Statutory facilities: Leave: Casual leave of 15 days per year and for new entrants 1 day per month for one year is followed. Employees of the HAMUL are eligible for 30 days earned leave in each year during their service and also once in 2 year block period they will be given the option facility for surrender of leave of one month and to avail the encashment facility. The accumulation of leave days at present is restricted to 240 days. HPL(Half pay leave) facilities are available. If any accident takes place during the working hours the special leave is given: • Special leave: the rabies leave is given for the infected dog bite. And also the blood donation leave for 1 day is given. • Maternity leave: on condition, with payment. • Extra-ordinary leave: depending on the service or any major health issues. Conveyance Allowance: HRIHE, HASSAN Page 25
  26. 26. A Study on Employee Job Satisfaction HAMUL The Hassan Milk Union is providing conveyance allowance to its employees who are having two wheeler vehicles and and commuter charges for those who are dependent on public transport per month is fixed. Uniform: Uniform will be provided to the employees who are working in the factory and this facility is extended to only up to the cader of Technical Officers. Transfer: The transfer facilities are given. It is in the hands of Managing Director. If the transfer is on the request, employee is not entitled for cash benefits but if it is not on request, he is entitled for cash benefits. Retirement: The retirement age is 60 years. But on health grounds there is a consideration. And the 3 months prior notice is a must before leaving the job anytime before the retirement. Retirement benefits: HRIHE, HASSAN Page 26
  27. 27. A Study on Employee Job Satisfaction HAMUL A salary of 15 days per year of completed years of service, 3.5 lakh ceiling is applicable and all the gratuity announcements are according to government notifications. Provident fund is as per the government norms. 12.5% toward provident fund contribution per all the employees. Medical facilities: These facilities for self and dependents. At present each members will get reimbursement amount up to Rs 50,000 for impatient treatment Canteen facilities: Good canteen facilities are provided for employees. Production Department: The dairy works in 3 shifts to receive milk in the morning and evening shifts. The milk received from DCS in cans will be tested for quality and weight is recorded. The payment will be made based on the quality and the quantity. The milk received in tankers will be weighed and tested and pumped into chiller and stored in insulator storage tank. The local market needed quantity will be pasteurized and stored in insulated HMST for packing toned milk, double toned milk and standardized homogenized milk. Apart from this, union also produces ghee, peda, flavored milk, curds and butter milk. The excess fat in the milk will be separated in the form of cream and issued for butter making. The cream breaks into butter and butter milk where butter is issued for ghee making and butter milk is tested for fat/COB (clout on boiling) and it will be reprocessed or will be drained out. Based on the market demand, butter is drawn for ghee production and same will be packed as per requirement. Power HRIHE, HASSAN Page 27
  28. 28. A Study on Employee Job Satisfaction HAMUL The KPTCL supplies the power upto 325 kilo watts per month. In case of shortage in supply diesel generator is used. Marketing Department: Marketing should be considered as the core business function in this competitive world as it establishes, develops, and commercializes long term customer relationships and helps in meeting organizational goals. Pricing is a federal policy and KMF decides the marketing price of the milk end the milk products. KMF has adopted pricing mainly on four categories namely: • Double Toned Milk – Rs 14/100ml • Toned Milk – Rs 16/1000ml • Standardized (homogenized) Milk – Rs 18/1000ml • Full Cream Milk – Rs 20/1000ml As HAMUL is procuring 4 lakhs milk per day and its local market requirement is 1.2 lakhs kgs/day. As such the excess milk is being sent to sister unions and Interstate federations and balance if any will be sent for conversion into butter and SNP. CHANNELS OF DISTRIBUTION HRIHE, HASSAN Page 28
  29. 29. A Study on Employee Job Satisfaction HAMUL The network of distribution of milk was formed to be very systematic and has made distinct role in the successful marketing of milk. The processed and pasteurized milk is first packed and stored and then distributed to the target customers. Processing and manufacturing Storage Dealers or Retailers Consumer Procurement Department: HRIHE, HASSAN Page 29
  30. 30. A Study on Employee Job Satisfaction HAMUL The milk co operative societies will be organized in villages where there is excess milk production. The extention staff of the union will visit the villages and conducts the survey about the village population, animal population and the availability of the surplus milk and report to the office for consideration. The office will issue necessary instructions to organize the societies. Then the first Gramasabha meeting will be conducted and select the promoters to promote the Dairy cooperative in the village and with the permission of Registrar of Cooperative with the recommendation of Milk union the Village Chief promoter will permitted to collect the share capital and with all fulfillment of required norms then proposal will be sent to registrar of co operative department for registration. On registration, milk co operative society will be commissioned and starts procuring milk from the producers. The milk procured will be transported through trucks to near by chilling centers and dairy where milk is processed further. The society will be provided with veterinary services, AH services, feed and fader services, training and extention services. The village dairy Cooperatives will receives payments for the milk supplied to Union once in a week and the same will be distributed among its produce members every week and day is fixed which is convenient to the concerned village. HRIHE, HASSAN Page 30
  31. 31. A Study on Employee Job Satisfaction HAMUL Stores/ Purchase Department: Purchase Purchase/stores Officer Sub staff HAMUL is having a separate purchase department and purchases are made based on the requirements of various department and purchases are made as per the relation laid out. HAMUL is having a full pledged stores which supplies materials to various based on the indents or requirements and the people who are working in the stores are very well worked in inventory management. Both purchase and store departments are working under the supervision of manager dairy. HRIHE, HASSAN Page 31
  32. 32. A Study on Employee Job Satisfaction HAMUL The activity takes place in stores: Requisition letter: First the manager of concerned department depending upon the need for the goods sends a requisition letter to the manager dairy and then once approved the same reaches the stores in charge, the purchase section places an order. Purchase order: But for the goods regular nature depending upon the stock level , the stores in charge takes up the responsibility to place order and have the materials ready when ever required. Here in the co operative sector as per the transparency act if the goods and where the capital expenditure is involved, the enquire letters are sent the suppliers and who ever quotes the least and also with quality gets the order. And the same purchase order copy goes to 1. the supplier 2. the store in charge 3. Accounts section 4. concerned user section Purchase order also includes 1. Mode of payment after and before supply 2. Terms and conditions(taxes) 3. Delivery period 4. Mode of dispatch Invoice: HRIHE, HASSAN Page 32
  33. 33. A Study on Employee Job Satisfaction HAMUL Against the purchase order the concerned supplier gives the invoice. Once the invoice is received the cross checking of materials as per the specifications purchase order is done. The concerned department communicated about the goods and the concerned person gives a user section remark on the quality of the product. Hence the goods received note is sent to concerned user section. MIS: Management Information System Assistant Manager System Officer Support Staff HRIHE, HASSAN Page 33
  34. 34. A Study on Employee Job Satisfaction HAMUL The main activity of the MIS department in the organization is to act as the information source for all the levels of management for the decision making in different situation. Hence to say the integration of information from all the departments for the decision making for all the three levels which exist in the organization: 1. Top level 2. Middle level 3. Lower level The information collected from the dairy and various chilling units on on-line and information collected from Marketing on every day will be processed and send to KMF every day and also monthly procurement and input wing and the data related to artificial insemination and progress achieved in Fodder and Feeds division are collected and necessary information will be prepared and sent to various department as well will be submitted to CEO and other section heads to enable them to take necessary action and also with the help of these data MIS department will prepare the annual Targets to the Dept of Procurement and Input and Marketing. Also, All these data is given to the MIS department and the integration on monthly basis is taken up and the report as sent to the managing director and same place before the monthly meetings held of all the milk unions. FINANCE DEPARTMENT: HRIHE, HASSAN Page 34
  35. 35. A Study on Employee Job Satisfaction HAMUL Source of finance to start KMF (previously known as KDDC) and its units is from World bank channels through agreement between NDDB under Tripartite agreement between NDDB, KMF and Government of Karnataka. Now, source of funds are share capital and realization from sale proceeds of milk and milk products. As on 31.03.2010 the paid up capital was 795.29 lakhs and 206.16 lakhs loan was taken for operating. STRENGTHS: • Procurement and Input( P&I) network • Goodwill- Brand network • ISO 9001:2000 certified dairy • Ambience of Union area is most suitable for Dairying. • Weather Facility • Geographical Area WEAKNESSES: • Advertisement execution in its early stage • Early stages of automation and computerization • Competition • Problematic distribution OPPORTUNITIES: HRIHE, HASSAN Page 35
  36. 36. A Study on Employee Job Satisfaction HAMUL • Enter rural market • Exports-by developing tetra pack technology • Abundant area availability for milk procurement THREATS: • Entry of big players • Government policies • Stringent food hygiene policies ACHIEVEMENTS: Hassan milk union is procuring milk from all the 13 taluks of three districts and selling quality milk in all the taluks and small towns. The union and all the dairy co operatives are being managed by the democratically elected boards from among the milk producers. The technical input to dairy co operatives and the dairy plants are managed by well trained, committed professionals and technical team. 91% of the milk co operative societies are operating under profit The union has successfully implemented the animal induction program for SC ST and OBC since 1996 with the financial assistance from central and state governments and rendered direct loans to the beneficiaries at lower interest rates. 254 women dairy co operatives (as on May 2009) have been organized since 1997 under support training and education program(STEP) The union has also implemented mini dairy scheme and bring entrepreneurial environment in the rural area. The union has set up Artificial insemination facilities for dairy co operatives. The union has rendered emergency veterinary services round the clock. Fertility camps are being conducted once in three months by inviting experts in the field. The union supplies quality fodder slips and seeds through the year and facilitates the availability of green fodder. The union is insuring the life of milk producers and dairy co operative staff with the co ordination from Life insurance corporation and National insurance company since 1997-1998 under “samajika suraksha yojana”. HRIHE, HASSAN Page 36
  37. 37. A Study on Employee Job Satisfaction HAMUL The union has launched the “YESHASHVINI” program to the milk producers wherein the milk producers are provided with the best available medical facility at free of cost. The union has successfully implemented the Total energy management program and Total quality management program (quality excellence from cow to consumer) since 2001 respectively. Quality awareness programs are being conducted regularly for school children, house wives and consumers. The union has got ISO 9001:2000 certification from TUV India, Mumbai. The union has got Energy Conservation Award. BUYING IN HASSAN CO-OPERATIVE MILK PRODUCTS SOCIETIES UNION LIMITED: (HCMPSUL) HRIHE, HASSAN Page 37
  38. 38. A Study on Employee Job Satisfaction HAMUL The HASSAN Co-operative Milk Producer’s society has 643 societies. These societies are located in nook of every village so that it is convenient to the farmers to sell their milk to HCMPSUL. There is non-stop buying of milk throughout the year. Milk collected will be (stored in suitable silo) first tested by using ‘Lacto meter’ to see the proportion of water in milk, then they are stored in cans and sent to the nearest chilling center because the non pasteurized milk life is 5 to 6 hours where during direct transmission milk sometimes become COB (Clotting on Boiling) which is rejected from processing of milk. Chilling centers are opened in the place, which is far from the processing plant. These chilling centers test the milk of each village by using Acid Alcohol test and estimate the presence of Fat and SNF (Solid not FAT) to distribute prices to the societies. Then the tested milk from every village is stored in milk silo. If in case they receive any COB milk they there only take out the butter from the milk and send butter for further processing, & not the COB milk. The HCMPSUL tankers and transporting vehicles visit twice a day to procure milk from these societies on the basis of fat and SNF who will in turn pay to its members. The present standard of milk before sending to the further process of milk to HCMPSUL is the standard fixed to 26 reading in lacto meter and 8.5% solid not fat. If it is above the standard they will be marked with increase in degree. HCMPSUL procures more or less 86000 liters per day, 70000 liters on a year’s average. Where nearly 40000 liters of milk is consumed liquid milk in a HCMPSUL jurisdiction area remaining is processed as milk products. HRIHE, HASSAN Page 38
  39. 39. A Study on Employee Job Satisfaction HAMUL Chapter-4 LITERATURE REVIEW METHODOLOGY OF LITERATURE REVIEW The review of literature is conducted to analyze various factors for job satisfaction at KMF Ltd HASSAN. The books and articles of various authors are referred to find out the kind of methods which are suited for rating in job satisfaction level. HRIHE, HASSAN Page 39
  40. 40. A Study on Employee Job Satisfaction HAMUL The research has searched many books on job satisfaction to collect the literature about the Job Satisfaction. To analyze the effectiveness of the Job Satisfaction level in KMF Ltd HASSAN. The information collected was confined to the journals published about the human resource management. The review of literature helped the research to conduct the survey in better and extensive manner. It should also help the research for finding and getting deeper into the topic. For this purpose the abstracting and indexing journals and published biographies and unpublished biographies are first to go. Introduction to Human Resource Management: Modern organizational setting is characterized by constant changes relating to environmental factors and human resources. As regards environmental factors, we find changes in the operating organizational structure, the networking procedures, customs or norms and the economic, political and social patterns in which organizations exist. Moreover, there is constant change in human resources. New individuals are being employed with their new ideas and expectations while the existing workforce is constantly changing vis-à-vis ideas, attitudes and values. Although the change may provide solution to some problems, it may create several new ones. There is an urgent need to understand these problems, anticipate them and to find solutions to them. The responsibility to find out solutions to these problems lies with every manager who has to be prepared to deal with different changes effectively through educational and developmental programmes. Obviously, every manager is responsible for management of human resources – of course with the advice and help of personnel department. Management of human resources is the essence of being a manager who has to get things done through others. Specifically, his task relates to leading, mobilizing and directing the efforts of people without which he can be a technician but not a manager. Thus, every manager has to develop and maintain his competence in managing human resources which have assumed utmost significance in modern organizations. HRIHE, HASSAN Page 40
  41. 41. A Study on Employee Job Satisfaction HAMUL Definition: Human resource management is management functions that helps manager's recruit, select, train and develop members for an organization. It focuses on the people in organizations. Components of human resource are skills knowledge value Creative ability. Human resource management: While managing the human resources one has to perform tasks like a. Employing the people b. Developing the resources c. Utilizing the resources and compensating their services in tune with the job and organizational requirements Human resource refers to the knowledge skills abilities talents aptitude, values and beliefs of an organization’s workforce. Knowledge skills, creative abilities and talents play an important role in deciding the efficiency and effectiveness of an organizations workforce. Human resource development improves the utilization value of an organization. The difference in the level of performance of two organizations also depends on utilization value of human resources. IMPORTANCE OF HUMAN RESOURCE MANAGEMENT: The importance of HRM can be discussed under three standard points: 1. Social significance: Management of personnel enhances their dignity by satisfying their social needs. This is done by: i. Providing suitable and most productive employment, which brings them psychological satisfaction. HRIHE, HASSAN Page 41
  42. 42. A Study on Employee Job Satisfaction HAMUL ii. Making maximum utilization of the resource in an effective manner and paying the employees a reasonable compensation in proportion to the contribution made by him. 2. Professional significance: By providing healthy working environment it promotes teamwork in the employees. This is done by: i. Marinating the dignity of the employee as a human being. ii. Providing maximum opportunities for personal dept. 3. Significance for individual enterprise : It can help the organization in accomplishing its goal by: i. Creating right attitude among employees through effective motivation. ii. Securing willing communication operation for achieving goals fulfilling their own social and other psychological needs like love, affection, esteem etc. Scope of HRM: The scope of HRM is indeed vast. All major activities in the working life of a worker from the time of his or her entry into an organization until he or She leaves – come under the purview of HRM. Specifically, the activities included are- HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee remuneration, motivation communication, welfare, safety and health, industrial relations and the like. For the sake of convenience all these functions into seven sections as shown in the figure. Scope of HRM: HRIHE, HASSAN Page 42
  43. 43. A Study on Employee Job Satisfaction HAMUL Nature of HRM Prospects Employe of HRM e Hiring Human Resource Managem Employee Industria ent and l Executive Remunerat Relations ion Employee Employe Maintena e nce Motivati on HRM Functions: Human Resource Management must perform certain functions. These functions have been stated while outlining the scope of HRM. HRIHE, HASSAN Page 43
  44. 44. A Study on Employee Job Satisfaction HAMUL Supporting functions: 1. Training and Development 2. Appraisal 3. Placement 4. Compensation 5. Assessment 6. Employee relation 7. Selection 8. Benefits 9. HR Planning 10. Union management Introduction to Job Satisfaction The term Job satisfaction is of almost significance from the standpoint of employee morale. It refers to employees’ general attitude towards his work. Lock defines work Satisfaction as a pleasurable or positive emotional state resulting from the appraisal of one’s work or work experience’. The extent that a person’s work fulfils HRIHE, HASSAN Page 44
  45. 45. A Study on Employee Job Satisfaction HAMUL his dominant need and is consistent with his expectations and values, the work will be satisfying. DETERMINANTS OF JOB SATISFACTION: According to ABRAHAM A there are two types of variables that determine the work Satisfaction of an individual, They are 1 .Organization Variables and 2. Personal Variables 1. Organization Variables: (a) Occupational level: The higher the level of the work, the greater the satisfaction of the individual this is because higher level work carry greater prestige and self control. People at higher level work find most of their needs satisfied than when they are in lower level ones. (b) Work Content: The extent to which work provides the individual with interesting tasks, opportunities for learning, and the chance to accept responsibility will increase work satisfaction. (c) Considerable Leadership: People like to be treated with consideration. Hence considerable leadership results in higher work satisfaction than inconsiderable leadership. (d) Pay & Promotional Opportunities: All the other things being equal these variables are positively related to work satisfaction. (e) Interaction in the Work Group: Work Satisfaction will result if interaction is most satisfying i. e, when HRIHE, HASSAN Page 45
  46. 46. A Study on Employee Job Satisfaction HAMUL 1. It results in recognition that other person’s attitudes are similar to Ones own. 2. It facilitates the achievement of goals. 2. Personal Variables: For some people, it appears most jobs will be dissatisfying irrespective of the organizational conditions involved, where as for others, most work will satisfying, personal variables like age, educational level, sex etc., are responsible for this difference. a) Age: Generally there is a positive relation between the two variables upto the pre-retirement years and then there is a sharp decrease in satisfaction. An individual aspires for better and more prestigious work in later years of his life. Finding hi channels for advancement blocked his satisfaction declines. b) Educational Level: The higher the education, the higher the reference group which the individual looks for guidance to educate his job rewards, c) Role Perception: Different individuals hold different perceptions about their role that is the kind of activities and behaviors. They should engage in performing their job successfully. The more accurate the role perception of an individual the greater is satisfaction. d) Gender: There is yet no consistent evidence as to whether women are most satisfied with their jobs than men, holding such factors as work and occupational constant. One might predict this to be the case, considering the generally lower occupational aspirations of women. HRIHE, HASSAN Page 46
  47. 47. A Study on Employee Job Satisfaction HAMUL Chapter-5 Data Analysis & Interpretation HRIHE, HASSAN Page 47
  48. 48. A Study on Employee Job Satisfaction HAMUL TABLE-1 1) Table showing Employee job satisfaction at work Responses No of Respondents % of respondents Yes 36 90 No 02 5 Can’t say 02 5 Total 40 100 90 80 70 60 50 %of 40 Respondents 30 20 10 0 Yes No cant say Interpretation: Maximum numbers of respondents are satisfied with their work. Only few members are not satisfied. So it clearly shows that employees of HAMUL are highly satisfied with their present job. TABLE-2 HRIHE, HASSAN Page 48
  49. 49. A Study on Employee Job Satisfaction HAMUL 2) Factors that influence employees’ motivation. Responses Respondents satisfied % of Respondents Good pay 21 52.5 Promotion 04 10 Less Supervision 05 12.5 Good Working 10 25 conditions Total 40 100% 60 50 40 30 20 %of Respondents 10 0 Good pay Promotion Less Good supervision working condition Interpretation: Maximum number of employees are given priorities to pay. So it clearly shows that the HAMUL employees are highly motivated by good pay for do their work. TABLE-3 HRIHE, HASSAN Page 49
  50. 50. A Study on Employee Job Satisfaction HAMUL 3) Table showing employees response to salary being offered at HAMUL Responses No of Respondents % of respondents Yes 34 85 No 3 7.5 No Comments 3 7.5 Total 40 100 Concept: An attempt is made to know their satisfaction towards salary offerings. Analysis: From the above table, it is clear that employees are satisfied with the salary allowances and offers provided by the organization, with maximum of 85% saying yes, 7.5% each with no satisfaction and no comment response. 90 80 70 60 50 40 %of Respondents 30 20 10 0 Yes No No comments Interpretation: Maximum numbers of respondents are satisfied with Salary offering at HAMUL. This clearly shows that HAMUL is giving good salaries to their employees. HRIHE, HASSAN Page 50
  51. 51. A Study on Employee Job Satisfaction HAMUL TABLE-4 4) Table showing other sources of Income of employees Responses No of Respondents % of respondents Yes 6 15 No 34 85 Can’t say -- 0 Total 40 100% Concept: An attempt is made to know Employee’s other sources of income. Analysis: From the above table, it is clear that 15% of employees are having other sources of income, rest 85% are dependent on HAMUL income. 90 80 70 60 50 40 %of Respondents 30 20 10 0 Yes No Cant say Interpretation: Maximum numbers of respondents are HAMUL Salary dependent. TABLE-5 HRIHE, HASSAN Page 51
  52. 52. A Study on Employee Job Satisfaction HAMUL 5) Table showing the way employees came to the present position: Responses No of Respondents % of respondents Promotion 18 45 Direct Appointment 21 52.5 Transfer 1 2.5 Total 40 100% Concept: An attempt is made to know the way employee’s came to present position. Analysis: From the above table, it is clear that employees were placed in the company through i.e. 45% of the employees through promotion, 52.5% of the employees through Direct Appointment, and 2.5% of the employees through Transfer. 60 50 40 30 %of Respondents 20 10 0 pormotion Direct transfer appointment Interpretation: Maximum numbers of Employees were placed through Direct Appointment. So this shows that maximum numbers of employees of HAMUL are got in to present position through direct appointment. HRIHE, HASSAN Page 52
  53. 53. A Study on Employee Job Satisfaction HAMUL TABLE-6 6) Table showing employees satisfaction towards employment conditions prevailing in organization Responses No of Respondents % of respondents Yes 38 95 No 2 5 Total 40 100 Concept: An attempt is made to know the level of employment conditions prevailing in the organization. Analysis: From the above table, it is clear that the employment conditions prevailing in the company from the respondent’s i.e. 95% of the respondents are highly satisfied with employment conditions, 5% of respondents are not satisfied. 100 80 60 % of respondents 40 20 0 Yes No Interpretation: Maximum numbers of respondents are satisfied with their employment conditions. This suggests HAMUL has good infrastructure & this motivates employees to work better. TABLE-7 HRIHE, HASSAN Page 53
  54. 54. A Study on Employee Job Satisfaction HAMUL 7) Table showing employees response to Organizational promotion & Transfer policies: Responses No of Respondents % of respondents Yes 37 92.5 No 3 7.5 Total 40 100 Concept: An attempt is made to study the promotion & transfer policies prevailing in the organization. Analysis: From the above table, it is clear that the promotion & Transfer policies prevailing in the company from the respondent’s i.e. 92.5% of the respondents are highly satisfied, 7.5% of respondents are not satisfied. 100 80 60 %of Respondents 40 20 0 Yes No Interpretation: Maximum numbers of respondents are satisfied with Transfer & Promotional Policies. So it shows that maximum number HAMUL employees are satisfied with their promotion & transfer policy. TABLE-8 HRIHE, HASSAN Page 54
  55. 55. A Study on Employee Job Satisfaction HAMUL 8) Table showing employees response towards physical working conditions: Responses No of Respondents % of respondents Yes 39 97.5 No 1 2.5 Total 40 100 Concept: An attempt is made to study the physical working conditions prevailing the organization. Analysis: From the above table, it is clear that the Physical working conditions prevailing in the company from the respondent’s i.e. 97.5% of the respondents are highly satisfied, 2.5% of respondents are not satisfied. 100 80 60 % of Respondents 40 20 0 Yes No Interpretation: Maximum numbers of respondents are satisfied with Physical working conditions. This suggests that maximum numbers of employees in the organization are comfortable with their physical working conditions. TABLE-9 HRIHE, HASSAN Page 55
  56. 56. A Study on Employee Job Satisfaction HAMUL 9) Table showing employee level of satisfaction towards Relation existing b/w Subordinates & Superiors: Responses No of Respondents % of respondents Yes 39 97.5 No 1 2.5 Total 40 100 Concept: An attempt is made to know the level of employee’s relation existing with their Sub ordinates and Superiors. Analysis: From the above table, it is clear that the Relation existing b/w Subordinates & Superiors prevailing in the company from the respondent’s i.e. 97.5% of the respondents are highly satisfied, 2.5% of respondents are not satisfied. 100 80 60 %of Respondents 40 20 0 Yes No Interpretation: Maximum numbers of respondents are satisfied with Relation existing b/w Subordinates & Superiors. This shows that in HAMUL, their will be good relationship exists between the subordinates & superiors . TABLE-10 HRIHE, HASSAN Page 56
  57. 57. A Study on Employee Job Satisfaction HAMUL 10) Table showing employees response towards Working Hours Responses No of Respondents % of respondents Yes 39 97.5 No 1 2.5 Total 40 100 Concept:An attempt is made to know the level of employee’s satisfaction towards working hours. Analysis:From the above table, it is clear that the working hours prevailing in the company from the respondent’s i.e. 97.5% of the respondents are highly satisfied, 2.5% of respondents are not satisfied 100 80 60 %of Respondents 40 20 0 Yes No . Interpretation: Maximum numbers of respondents are satisfied with working hours. This suggest thatthe working hours in the HAMUL is sufficient to do the work & most of the employees satisfied with working hours. TABLE-11 HRIHE, HASSAN Page 57
  58. 58. A Study on Employee Job Satisfaction HAMUL 11) Table showing the employees satisfaction towards conflict resolution: Responses No of Respondents % of respondents Always 12 30 Quite often 3 7.5 Some times 5 12.5 Rarely 6 15 Never 14 35 Total 40 100% Concept: An attempt has been made to know the satisfaction towards conflict resolution. Analysis: From the above table, it is clear that conflict resolution was shown from the majority of the respondent’s i.e. 30% of the respondents feel that they are always satisfied, 7.5% feel quite often and 12.5% feel satisfied at sometimes and 15% are rarely satisfied and 35% are never satisfied with conflict resolution. 35 30 25 20 15 % of Rsepondents 10 5 0 Always Quite Some Rarely Never often times Interpretation: Maximum numbers of respondents are not at all satisfied with the way conflicts are resolved. This shows that maximum no. of employees are unhappy with the way of resolving the conflict at HAMUL. TABLE-12 HRIHE, HASSAN Page 58
  59. 59. A Study on Employee Job Satisfaction HAMUL 12) Table showing employees satisfaction towards Canteen facilities: Responses No of Respondents % of respondents Yes 35 87.5 No 5 12.5 Total 40 100 Concept: An attempt is made to know the level of employee’s satisfaction towards canteen facilities. Analysis: From the above table, it is clear that canteen facilities prevailing in the company from the respondent’s i.e. 87.5% of the respondents are highly satisfied, 12.5% of respondents are not satisfied. 90 80 70 60 50 40 %of Respondents 30 20 10 0 Yes No Interpretation: Maximum numbers of respondents are satisfied with the canteen facilities. This shows that the canteen facilities avail at HAMUL is sufficient to employees .Good & tasty foods are provided by the canteen. TABLE-13A HRIHE, HASSAN Page 59
  60. 60. A Study on Employee Job Satisfaction HAMUL 13)Table showing the employees satisfaction towards welfare measures: a) Table showing satisfaction level of intra mural activities Measures % of satisfied % of Medical facilities 36 90 Compensation 4 10 Total 40 100% Concept: An attempt has been made to know the satisfaction level of intra mural activities. Analysis: The facilities provided inside the organization must be such that they will be satisfied of their job. From the above table, it is evident that 90% of the respondents are satisfied with medical facilities and 10% of respondents are satisfied with compensation given by organization at the time of accidents. 90 80 70 60 50 40 % of Respondents 30 20 10 0 Medical Compensation facilities for accidents Interpretation: Maximum numbers of employees are not satisfied with the compensation for accidents but are willing for medical facilities. TABLE-13B HRIHE, HASSAN Page 60
  61. 61. A Study on Employee Job Satisfaction HAMUL b) Table showing employee satisfaction level towards extra mural activities Measures % of satisfied %of Educational 5 12.5 Transportation 8 20 Housing 27 67.5 Total 40 100 Concept: An attempt has been made to know the satisfaction level of extra mural activities. Analysis: Not only the inside organization facilities but outside facilities must also be provided. From the above table, it is evident that 67.5% of the respondents are satisfied with housing accommodation, 12.5% of respondents with education facilities have great dissatisfaction and with transportation facilities have 20% fair satisfaction. 70 60 50 40 30 %of Respondents 20 10 0 educational Housing facilities Accomodation Interpretation: Maximum numbers of employees are not satisfied with the Educational facilities. TABLE-14 14) Table showing employees satisfaction level towards bonus schemes: HRIHE, HASSAN Page 61
  62. 62. A Study on Employee Job Satisfaction HAMUL Responses No of Respondents % of respondents Yes 37 92.5 No 3 7.5 Total 40 100 Concept: An attempt is made to know the satisfaction level of employee’s towards provision of bonus. Analysis: Provision of bonus will gives more encouragement to employees for better utilization of their skills. From the above table, ‘it is clear that 92.5% of the respondents are satisfied with the present bonus facilities and the 7.5% of them belongs to unsatisfied category 100 80 60 %age 40 20 0 Yes No Interpretation: Maximum numbers of employees are satisfied with the provision of bonus. TABLE-15 15) Table showing employee satisfaction towards social security measures HRIHE, HASSAN Page 62
  63. 63. A Study on Employee Job Satisfaction HAMUL Measures No of satisfied % of dissatisfied Provident fund 30 75 Pension 3 7.5 Gratuity 7 17.5 Total 40 100 Concept: An attempt has been made to know the satisfaction towards social security measures. Analysis: Job security will be provided through the s measures. From the above table, it is depicted that most of the satisfied responses belongs to Provident fund, 7.5% say yes to pension plans and 17.5% say yes to Gratuity. 80 70 60 50 40 %of Respondents 30 20 10 0 Provident fund Pension Gratuity Interpretation: Maximum numbers of employees are satisfied with PF schemes. TABLE-16 16) Table showing the employee satisfaction towards safety measures HRIHE, HASSAN Page 63
  64. 64. A Study on Employee Job Satisfaction HAMUL Responses No of Respondents % of Respondents Satisfied satisfied 37 92.5 Not satisfied 3 7.5 Total 40 100% Concept: An attempt has been made to know the satisfaction towards safety measures. Analysis: Satisfaction of safety measures gives a feeling to employees that they are out of danger. From the above table, it clear that 92.5% of the employees expressed their satisfaction with the existing safety measures in the organization. 100 80 60 %of Respondents 40 20 0 Satisfied Not satisfied Interpretation: Maximum numbers of employees are satisfied with the safety measures taken by the organization. TABLE-17 17) Table showing employee satisfaction towards overtime allowances HRIHE, HASSAN Page 64
  65. 65. A Study on Employee Job Satisfaction HAMUL Responses No of Respondents % of Respondents Satisfied 8 20 Not satisfied 32 80 Total 40 100% Concept: An attempt has been made to know the satisfaction towards overtime allowance. Analysis: Over time allowances must be provided to employees and it indirectly increases productivity. From the above table, it is depicted that 80% of the respondents in the organization expressed that their overtime allowances are not satisfactory followed by the rest of the respondents i.e., 20% are satisfied 80 70 60 50 40 %of Respondents 30 20 10 0 Satisfied Not satisfied Interpretation: Maximum numbers of employees are not satisfied with the over time allowance given by the organization. HRIHE, HASSAN Page 65
  66. 66. A Study on Employee Job Satisfaction HAMUL Chapter-6 Findings & Suggestions FINDINGS  Majority of the employees are satisfied with present job HRIHE, HASSAN Page 66
  67. 67. A Study on Employee Job Satisfaction HAMUL  Employees are satisfied with Good pay as the key Motivating Factor for work efficiency.  Employees are satisfied with Salary offerings at HAMUL.  Majority of the employees don’t have other sources of income.  Majority of the employees are placed by direct appointment at HAMUL.  Majority of employees are satisfied with employment conditions prevailing in Organization.  Majority of employees are satisfied with Promotion and Transfer policy.  Employees are satisfied with Physical working conditions at HAMUL.  Employees have a Good chemistry between work groups i.e. between different classes of work designation.  Employees are satisfied with working hours at HAMUL.  There is a mixture of opinions for Conflicts being resolved at HAMUL, with maximum poll towards dissatisfaction.  Maximum Employees are satisfied with existing canteen facilities. Which providing good foods with quality to employees.  As part of Intra mural facility, they prefer medical facility to accident compensation.  Employees feel that they require housing accommodations more, than educational and transportation facility.  Most of the employees feel that salary is not sufficient and salary offerings play a key role in employee satisfaction, in turn industrial growth. HRIHE, HASSAN Page 67
  68. 68. A Study on Employee Job Satisfaction HAMUL SUGGESTIONS  Provision of reasonable wages plays an important role in improving the standard of living. This single factor is important for a worker than any other. So, the company must provide adequate wages to the workers.  Systematic planning reduces hurdles at workplace and it ensures smooth flow of work methods. So, the present method of planning the work would be maintained as before to attain the goals very effectively.  The mutual cooperation between employees at work place is very important to carry out the work at right time, so, the organization should take of providing scope for communication with other departments.  Adequate canteen facilities would be necessary to maintain the health and safety of the employees. So, the canteen facilities must be improved and the management must vary in this regard.  Attractive schemes from HAMUL would activate employees and increase individualistic work efficiency.  Extra and intra mural facilities are also the boosting factors for efficient work source.  Overtime allowances are sometimes resourceful factors for organizational value and its hike factors.  7S frame work is most expected frequency for an efficient organization. HRIHE, HASSAN Page 68
  69. 69. A Study on Employee Job Satisfaction HAMUL Chapter- 7 Conclusion HRIHE, HASSAN Page 69
  70. 70. A Study on Employee Job Satisfaction HAMUL Conclusion Findings and suggestion are based on the survey conducted and these points are to be looked into and steps are to be taken in this regard for higher growth. From the analysis I conclude that the job provides the opportunity to the employees to exercise his/her skills at work place. Number of the employees accepted that at times there is a considerable flexibility in co-coordinating with work and they are satisfied with the existing inter personal communication. In KMF Ltd Hassan they follow the systematic planning and review process to evaluate the performance of employee. From analysis it was also observed that was there is a scope for the improvement of working conditions in KMF Ltd. Salary package would hike so that it can be in par with market rate. Finally I would like to conclude that the employees of KMF Ltd Hassan, are satisfied with their work and organization. HRIHE, HASSAN Page 70
  71. 71. A Study on Employee Job Satisfaction HAMUL ANNEXURE HRIHE, HASSAN Page 71
  72. 72. A Study on Employee Job Satisfaction HAMUL QUESTIONNAIRE Dear Sir/ Madam, I am Indrakumar K.P, IV semester M.B.A, student of HRIHE, HASSAN, doing my project work entitled “Employee Job Satisfaction at KMF HASSAN”. So I request you to give me your valuable feedback on questionnaire. The information will be kept confidential and used for academic purpose only. THANKING YOU, Indrakumar K.P 1) Name: 2) Age: 3) Marital Status: Married [ ] Bachelor [ ] 4) Qualification: 5) Designation: 6) Are you satisfied with your present job? a) Yes [ ] b) No [ ] c) Can’t Say [ ] 7) What motivates you to work more? Efficiently/ Happily a) Good Pay [ ] b) Promotion [ ] c) Less supervision [ ] d) Good Working Conditions [ ] HRIHE, HASSAN Page 72
  73. 73. A Study on Employee Job Satisfaction HAMUL 8) Do you feel that salary being offered at “HAMUL” is sufficient to lead a satisfied life? a) Yes [ ] b) No [ ] c) No comments [ ] 9) Do you have any other sources of income? a) Yes [ ] b) No [ ] c) If Yes Specify ……………………………… 10) Since when you have been holding this position? ……………… Years. 11) How did you get into present position? a) Promotion [ ] b) Direct Appointment [ ] c) Transfer [ ] 12) If by promotion after how many years did you get it? …………………… Years. 13) Are you satisfied with employment conditions prevailing in your Organization? a) Yes [ ] b) No [ ] c) If Not why ……………………………… HRIHE, HASSAN Page 73
  74. 74. A Study on Employee Job Satisfaction HAMUL 14)Do you feel satisfied with your Organization Promotional & Transfer Policy? a) Yes [ ] b) No [ ] c) If Not why ……………………………… 15)Do you feel satisfied with the Physical Working Conditions? a) Yes [ ] b) No [ ] c) If Not why ……………………………… 16)Are you satisfied with relationship existing with subordinates and superiors? a) Yes [ ] b) No [ ] c) If Not why ……………………………… 17) Is your working Hours satisfactory? a) Yes [ ] b) No [ ] c) If Not why ……………………………… 18)Are you satisfied with the way in which conflicts are resolved in your company? a) Always [ ] b) Quite often [ ] c) Sometimes [ ] d) Rarely [ ] e) Never [ ] 19) you feel the satisfied with canteen facilities? a) Yes [ ] b) No [ ] HRIHE, HASSAN Page 74
  75. 75. A Study on Employee Job Satisfaction HAMUL 20)Are you satisfied with the welfare measures? a) Intra mural facilities i) Medical facilities [ ] ii) Compensation for accidents [ ] b) Extra mural facilities i) Educational facilities for children [ ] ii) Transportation [ ] iii) Housing Accommodation [ ] 21) Is the bonus provided by organization adequate? a) Yes [ ] b) No [ ] 22)Are you satisfied with social security measures viz.., a) Provident fund [ ] b) Pension [ ] c) Gratuity [ ] 23) Does your company offer any safety measures? a) Yes [ ] b) No [ ] 24)Does your company pay over time allowances? a) Yes [ ] b) No [ ] Bibliography HRIHE, HASSAN Page 75
  76. 76. A Study on Employee Job Satisfaction HAMUL Following books were used as reference to carry out this project report. 1) C.R Kothari - A text book of BRM 2) R. Pannerselvam – A text book of BRM Web Assistance www.google.in www.kmf.org www.wikipedia.com HRIHE, HASSAN Page 76
  77. 77. A Study on Employee Job Satisfaction HAMUL HRIHE, HASSAN Page 77

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