A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
Comprehensive Analysis of ETA Engineering's Organizational Culture in 2012: A...Motoor Mohammed Muzammil
In 2012, a comprehensive study was conducted to dissect the organizational culture of ETA Engineering. This research employed a range of robust statistical tools, including Chi-square test, Ranking Method, Percentage Ranking, and Weighted Average. The objective was to provide a deep, data-driven understanding of the cultural dynamics within the organization during this pivotal year.
Key Methodologies:
Chi-square Test: This statistical tool was applied to determine the association between different cultural attributes and their significance within the organizational framework. By analyzing observed and expected frequencies, it helped identify areas of notable deviation.
Ranking Method: A structured approach was used to assess and rank various cultural dimensions based on their perceived importance and impact. This method facilitated a systematic evaluation of cultural elements.
Percentage Ranking: This method provided a quantitative assessment of cultural factors, allowing for a clear understanding of their relative significance in influencing organizational dynamics.
Weighted Average: By assigning weights to different cultural indicators based on their relative importance, a comprehensive score was calculated. This method allowed for a nuanced evaluation of the overall cultural landscape.
Significance of the Study:
This study holds immense significance for ETA Engineering. It provided a detailed, data-backed insight into the organizational culture of the company in 2012. The findings serve as a valuable resource for strategic decision-making, enabling the organization to leverage its cultural strengths and address potential areas of improvement.
The rigorous application of statistical tools ensured that the conclusions drawn were robust and reliable, offering a solid foundation for any ensuing cultural interventions or initiatives.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
A project report submitted to Amrita Vishwa Vidyapeetham in partial fulfillment of the award of degree of Bachelor of Business Management
Topic : A STUDY ON JOB SATISFACTION OF EMPLOYEES AT PALM FIBRE (INDIA) PRIVATE LIMITED PATHIRAPALLY, ALAPPUZHA
Period : 1st June 2012 to 30th June 2012
Comprehensive Analysis of ETA Engineering's Organizational Culture in 2012: A...Motoor Mohammed Muzammil
In 2012, a comprehensive study was conducted to dissect the organizational culture of ETA Engineering. This research employed a range of robust statistical tools, including Chi-square test, Ranking Method, Percentage Ranking, and Weighted Average. The objective was to provide a deep, data-driven understanding of the cultural dynamics within the organization during this pivotal year.
Key Methodologies:
Chi-square Test: This statistical tool was applied to determine the association between different cultural attributes and their significance within the organizational framework. By analyzing observed and expected frequencies, it helped identify areas of notable deviation.
Ranking Method: A structured approach was used to assess and rank various cultural dimensions based on their perceived importance and impact. This method facilitated a systematic evaluation of cultural elements.
Percentage Ranking: This method provided a quantitative assessment of cultural factors, allowing for a clear understanding of their relative significance in influencing organizational dynamics.
Weighted Average: By assigning weights to different cultural indicators based on their relative importance, a comprehensive score was calculated. This method allowed for a nuanced evaluation of the overall cultural landscape.
Significance of the Study:
This study holds immense significance for ETA Engineering. It provided a detailed, data-backed insight into the organizational culture of the company in 2012. The findings serve as a valuable resource for strategic decision-making, enabling the organization to leverage its cultural strengths and address potential areas of improvement.
The rigorous application of statistical tools ensured that the conclusions drawn were robust and reliable, offering a solid foundation for any ensuing cultural interventions or initiatives.
The Field of Human Resource Management is developing very fast and every department of Human activity is realizing it’s important in the smooth functioning of the organization. Innovative techniques are developed to improve the culture at workplace so that the employees are motivated to give in their best to the organization as also to attain job satisfaction. Hence, it important implements the latest human resource practices in the organization.
The Latest Techniques in the field of Human Resource Development are Employees for Lease, Moon Lighting by Employees, Dual Career Group, Work Life Balance (flexi time & flexi work), Training & Development, Management Participation in Employees’ organization, Employee’s Proxy, Human Resources Accounting, Organizational Politics, Exit Policy & Practice, etc.
This project is about WORK LIFE BALANCE. A latest technique in the field of a human resource. To see how the organization is adopting the new trends in the HR field.
Project Report on Performance Appraisal System and Effectiveness in Flora Hot...PS NEEMISH
The study covers employees of Flora Hotel Cochin.
A survey was conducted for information about the performance appraisal
system that was used in the company.
The study focuses on type, effectiveness and employee attitude of the
appraisal system.
To help management plan future development and growth.
The sample size of 50 employees was selected at random from all
departments.
A Study on “Job Satisfaction of Employees” was conducted in Cube Engitech Consultant Pvt. Ltd. The Primary objective of this research was to find the level of satisfaction of employees in the organization. The study was done as a part of descriptive research. Convenience sampling technique was used for selecting the sample. The primary data was collected by the means of a questionnaire. The secondary data was poised from the company records and websites. A structured questionnaire was circulated within fifty employees and the data collected was based on the same. Chi-square test and Likert scale method was used to analyze the data. Supreme care has been taken from the beginning of the preparation of the questionnaire up to the analysis, findings and suggestions. The analysis conducted lead to the conclusion that majority of the employees are satisfied. Dissatisfaction with locus to some of the factors was also reported. It was also found that dissatisfaction among employees will adversely affect the work performance and productivity of the organization. Valuable suggestions and recommendations are also made to the company for the better prospects based on the results derived.
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
A Study on Employee Job Satisfaction at KMFProjects Kart
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. Visit http://www.projectskart.com/p/contact-us.html for more information.
A Study on Level of Employee Job Satisfaction in HAMULProjects Kart
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.
When we think about refreshment, the first thing that comes to our mind is coffee or tea. Most people prefer coffee and most prefer tea and these two drinks have become a part of a human being’s life.
Here we (I) have concentrated on coffee which is considered as a traditional drinks especially in south India. People here start their everyday life with a cup of coffee. Not only in south India but in all parts of the world people are so dependent and addicted to coffee that it acts as a daily schedule to every body every where. But this coffee is not grown in all parts of the world but is grown in very few places with right kind or weather, atmosphere and most important of all, the soil of that region.
world health, who, carcinogen, caffeine, cancer, health benefits, MBA mini projects, projectskart, short projects, summer internship project,
The sugar industry occupies a major portion in the (organization) industries of India. The sugar industries have rank second next to cotton and textile industries. The sugar industry started since 1830. China is the first producer of sugar in the world. It provides highest direct employment opportunities.
The sugar industry is one of the important Ago-based industry of the country India is the fourth major sugar production in the world. The first three is Russia, Brazil and Cuba. Sugar industry provides direct employment to nearly 3lakh persons this industry supports about 25 million agriculturists. It pay’s both to the central government and the state government about Rs.350 crores by way of different taxes. The capital employed in the industry is of the order of Rs.780 crores. There are about 414 mills producing sugar, which are spread all over the country.
When we think about refreshment, the first thing that comes to our mind is coffee or tea. Most people prefer coffee and most prefer tea and these two drinks have become a part of a human being’s life.
Here we (I) have concentrated on coffee which is considered as a traditional drinks especially in south India. People here start their everyday life with a cup of coffee. Not only in south India but in all parts of the world people are so dependent and addicted to coffee that it acts as a daily schedule to every body every where. But this coffee is not grown in all parts of the world but is grown in very few places with right kind or weather, atmosphere and most important of all, the soil of that region. It is usually grown in hill stations with adequate amount of rainfall and such places which are high above sea level. Therefore in India, Karnataka is such a place, especially South Karnataka which produces the highest amount of coffee in whole India. Most parts of Karnataka such as Chikmagalur district and many parts in Hassan District, and also Coorg.
A Study on Sugar Industry at Chamundeshwari SugarProjects Kart
The discovery of sugarcane from which sugar was produced had been known since thousands of years. It is thought to have originated in New Guinea, and was spread along routes to Southeast Asia and India. The process known for creation of sugar, by pressing out the juice and then boiling it into crystals, was developed in India around 500 BC.
Its cultivation was not introduced into Europe until the middle-ages, when it was brought to Spain by Arabs to thrive in a most favorable climate.
Study on Inventory Management at Reid & Taylor (India) LtdProjects Kart
Inventory is a list of goods and materials, or those goods and materials themselves, held available in stock by a business. Inventory management is primarily about specifying the size and placement of stocked goods. Inventory management is required at different locations within a facility or within multiple locations of a supply network to protect the regular and planned course of production against the random disturbance of running out of materials or goods. The scope of inventory management also concerns the fine lines between replenishment lead time, carrying costs of inventory, asset management, inventory forecasting, inventory valuation, inventory visibility, future inventory price forecasting, physical inventory, available physical space for inventory, quality management, replenishment, returns and defective goods and demand forecasting.
Study on Working Capital Management at PNBProjects Kart
The prime objective of any business is to maximize the value of the company and to maximize the wealth of its shareholders. Working capital management has its own role to play in attaining this goal. Working capital is the funds required for day to day working in a business concern. The working capital management involves deciding upon the amount and composition of current assets and how to finance those assets. There should be a proper trade off between risk and profitability in each decision relating to it. This project work has been undertaken to know the procedures involved in the working capital management in PUNJAB NATIONAL BANK. An attempt is made to study the factors contributing towards working capital and the sources on which the company is depending for funds. The research study was also conducted to derive working capital ratios, to know the performance and efficiency of working capital management and to know the kind of policy adopted in this part of the management. For analyzing the factors and conditions influencing working capital tables and graphs were drawn based on the study. pubjab national bank mba project, summer internship 2017, project reprot, punjab national bank pdf, risk, project report pdf, project report, customer satisfaction in punjab national bank
Study on Mutual Fund is the Better Investment PlanProjects Kart
Mutual funds have become a hot favorite of millions of people all over the world. The driving force of mutual fund is the ‘safety of the principal’ guaranteed, plus the added advantage of capital appreciation together with the income earned in the form of interest or dividend. People prefer Mutual Funds to bank deposits, life insurance and even bond because with a little money, they can get into the investment game. One can own string blue chips like ITC, TISCO, Reliance etc., through mutual funds. Thus, mutual funds act as a gateway to enter into big companies hitherto inaccessible to an ordinary investor with his small investment.
Study on Store Environment and Merchandising Mix at Big BazaarProjects Kart
Retailing consists of those business activities involved in the sale of goods and services to consumers for their personal, family, or household use. Retailing comprises of four elements customer orientation, coordinated effort, value-driven, and goal orientation. The word "Retail" originates from a French-Italian word. Retailer-someone who cuts off or sheds a small piece from something. Retailing is the set of activities that markets products or services to final consumers for their own personal or household use. It does this by organizing their availability on a relatively large scale and supplying them to customers on a relatively small scale. Retailer is a Person or Agent or Agency or Company or Organization who is instrumental in reaching the Goods or Merchandise or Services to the End User or Ultimate Consumer.
Initial Public Offers and Due DiligenceProjects Kart
This report, as the Title “Initial Public Offers and Due Diligence: The Role of a Investment Banker”, is an attempt to bring forth the importance of the process of Due Diligence and the significance of the vital role played by the Investment Banker in managing the issue of an Initial Public Offer (IPO).
When a Company issues an IPO, it means it is going public. The issue of an IPO introduces a great degree of transparency in a Company‟s operations. All the relevant and updated information pertaining to the company is laid down before the investors so that they may make an investment decision. Again, there are set procedures, rules, regulations and laws to be followed in laying down this information before the investors. A document called the Prospectus‟ must be prepared. The Prospectus captures all the necessary information that is to be made available to the investors. Apart from the Prospectus, there are various other company documents that need to be verified and summarized in order to present them before the investors.
Influence of ADR on Underlying Stock PricesProjects Kart
Globalization has opened the door for the investors to avail various investment avenues across the globe. American Depository Receipt (ADR) is one such opportunity to the investing community. The ADR is a proxy for the Indian shares to enable them to be traded in the American stock exchanges. Various studies conducted on Depository Receipts (DRs) have shown that the trading on the DR sin the foreign market has its influence in the home country’s stock in terms of price, volatility and volume. This interested me and this project is concerned about studying “Whether the price fluctuations of ADR affect the corresponding Indian share prices?”
After the liberalization of the economy in 1991, the corporatist started sourcing their capital from both domestic and foreign markets. The Indian shares cannot be directly listed in the American stock exchanges. ADRs have been very helpful in this purpose. So a custodian bank receives the shares as deposit and issues receipt to the market. These receipts are issued in appropriate ratio to the shares deposited with the depository. The market players in the stock exchanges trade these receipts.
Impact of ERP on Organizational Functions in Retail SectorProjects Kart
The business environment has changed more in the last five years than it did in the previous five decades. Winning in today’s business climate requires more than just providing high-quality, low-cost products to customers, when and how the customers want them. The ability to respond to new customer needs and seize market opportunities as they arise, without compromising on the profitability of the firm is critical for the success of any organization. Competitive pressures frequently force manufacturers to decrease prices in spite of the fact that their internal costs continue to rise. Enterprises are continuously striving to improve themselves in the areas of quality, time to market, customer satisfaction, performance and profitability. Making informed business decisions in this manner would enable organizations to accomplish their business growth and at the same time enable them to utilize the information to competitive advantage. To make it possible for the companies to execute this vision, there is a need for an infrastructure that will provide information across all functions and locations within the organization and this is the Enterprise Resource Planning (ERP) solution available in the market today.
The Impact of Creativity and Wow Factor in AdvertisingProjects Kart
The approach used in this report is a case study approach. It essentially deals with two aspects; creativity and WOW factor. These two terms have been defined and the impact they have in advertising has been studied. The objectives of doing such a study were to understand creativity, to define it and to find factors that elicit a WOW response from viewers.
Impact of Advertisements on Investors at HDFC Standard Life InsuranceProjects Kart
This project is managing study on “Impact of advertisement on Investors – A case study in HDFC Standard Life Insurance” The scope of study is regarding the advertisements and therefore the presence of HDFC SLIC with relation to in door advertisements and their advertisements & their effectiveness & out door advertisements, however the folks wish to watch them. to understand the notice within the public like better to watch the ads and medium.
Impact of Advertising on Customers in Tata MotorsProjects Kart
The consumer durable market in India has been very competitive in the recent years, with opening up of market for international players due to liberalization; the domestic players are facing a tough competition. So it‟s time for domestic companies to frame new strategies for their production and marketing activities. An evaluation of the effectiveness of the past activities of a company will enable the company in framing these new strategies. Such an effort has been made through this market research to know the http://www.projectskart.com/ on Customers in TATA MOTORS (A case study in AUTO MATRIX, HASSAN).
Recruitment and Selection at Aviva Life InsuranceProjects Kart
The MBA project titled “RECRUITMENT AND SELECTION” Undertaken in AVIVA life insurance.
AVIVA is a UK based insurance group. It has a long history dating back to 1834 and has a joint venture with DABUR groups. Aviva holds a 26 per cent stake in the joint venture and the Dabur group holds the balance 74 per cent share.
It is one of the leading providers of life and pensions products to Europe and has substantial businesses elsewhere around the world.
The project report is about recruitment and selection process that‟s an important part of any organization. Which is considered as a necessary asset of a company? In fact, recruitment and selection gives a home ground to the organization acumen that is needed for proper functioning of the organization.
Financial Freedom through Reverse MortgageProjects Kart
The world population structure shows that population worldwide is ageing owing to exaggerated longevity of older folks and small birth rates in developed and most developing countries. Visit www.projectskart.com for more information. In Asian nation alone, statistics show that variety of older as a proportion of population can show a 107% growth, from 113 million in 2016 and 179 million by 2026 severally.
Financial Analysis on Recession Period at M&M TractorsProjects Kart
Financial ANalysis (also stated as financial plan analysis or accounting analysis) refers to an assessment of the viability, stability and profitable of a business, sub-business or project. Visit www.projectskart.com for more information. It is performed by professionals World Health Organization prepare reports exploitation ratios that create use of data taken from monetary statements and different reports. These reports area unit typically given to prime management mutually of their bases in creating business selections.
Effective Supply Chain Management as a Strategic AdvantageProjects Kart
TSS was established in 1913 and since then it has been in Sirsi. The products have got their own brand image and also customers. Based on the service provided by TSS to its customers we can know how the organization considers its customers and its products to the customers. A study Effective supply chain management as a strategic advantage at TSS is undertaken for assessing the supply towards the customers and to understand the expectations of the customers towards arecanut and its products which will in turn help to take appropriate action by the management for removing the loop holes.
Brand Awareness of Spencer's and Comparative Analysis with Big BazaarProjects Kart
By 2004 the retail industry was growing rapidly in India, and Spencer's Retail decided to pursue an aggressive expansion strategy. The company had the customers, the products, and the employees to make it happen. It just needed an IT infrastructure that could support rapid growth. Visit http://www.projectskart.com/p/contact-us.html for more information. Current servers were at capacity, and the company needed to upgrade before adding new stores. Amit Mukerjee, Group CIO of the RPG Group, describes the challenge as part of the learning curve for retail development in India. ―Retailing is a new business in this country. As the business matures, the process matures, and IT systems must evolve accordingly. The company also needed an enterprise resource planning (ERP) solution to handle critical processes such as supply-chain management. It decided to implement mySAP ERP, now called SAP ERP, and realized the solution needed to run on high-performance servers. Spencer's Retail evaluated several possibilities, including servers from HP, IBM, and Sun Microsystems. It decided to build its IT infrastructure on Sun systems for several reasons. Sun SPARC Enterprise Servers had the performance and scalability needed to sustain its business, and they delivered higher performance at less cost. Sun's knowledge of the retail space in India, as well as its long history with RGP Enterprises, were also deciding factors.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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A study on employee job satisfaction h r final project
1. A Study on Employee Job Satisfaction HAMUL
CHAPTER-1
INTRODUCTION
AND
DESIGN OF THE STUDY
INTRODUCTION
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“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:
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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:
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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:
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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
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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
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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:
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• 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
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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
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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.
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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
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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.
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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.
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• 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
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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
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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
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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
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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
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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
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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.
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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)
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Personnel Department
Administration
Deputy Manager
Training/ Domestic Legal Cell Establishment
Enquiry (Personnel)
Administrative officer
Assistant Manager Officer in charge
Office superintendent
Support staff
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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
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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:
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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:
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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:
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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
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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
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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:
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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.
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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.
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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:
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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
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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:
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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:
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• 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”.
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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)
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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.
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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.
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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.
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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.
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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:
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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.
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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
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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
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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.
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Chapter-5
Data Analysis & Interpretation
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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
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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
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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.
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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
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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.
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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
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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
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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
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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
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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
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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
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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
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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
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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:
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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
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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
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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
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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.
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Chapter-6
Findings & Suggestions
FINDINGS
Majority of the employees are satisfied with present job
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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.
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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.
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Chapter- 7
Conclusion
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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.
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ANNEXURE
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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 [ ]
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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 ………………………………
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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 [ ]
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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
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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
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