jyothi report

7/27/2019 Jyothi Report

1/78

INTERNSHIP TRAINING REPORT

A Study conducted at

KALPA ELECTRICAL PVT LTD

Submitted in partial fulfillment of the requirements

For the award of the degree of Master of Business STUDIES

Bangalore University

Submitted by

JYOTHI.N.R

REG NO. 10TUMBS006

Under the Guidance of

Mr.B.C.SANJEEVAIAH

Coordinator & chairman

Department of commerce


2/78

BANGALORE UNIVERSITY 10TUMBS006 | 2

STUDENT DECLARATION

I hereby declare that the internship project report titled An organized study

At KALPA ELECTRICAL PVT LTD is an original work done by me, submitted in partial

fulfillment for the award of the degree of master of business studies to Bangalore University.

This has not been submitted in part or full towards any other degree of anyother Institute orUniversity

PLACE : BANGALORE JYOTHI.N.R

DATE:


3/78


CERTIFICATE OF THE GUIDE

This is to certify that the Project Work titled

A STUDY ON EMPLOYEE SATISFACTION at

KALPA ELECTRIKAL PVT LIMITED

Is a bonafide work of

Ms.JYOTHI N.R.

Register No: 10TUMBS006

Carried out in partial fulfillment for the award of degree of MBS

Of Bangalore University under my guidance. This project work is original

and not submitted earlier for the award of Degree of Business Management

Associate ship of Bangalore University.

Signature of the Guide

Place : Bangalore


4/78


ACKNOWLEDMENT

The satisfaction and euphoria that accompany the successful completion of any task

would be incomplete without the mention of the people who made it possible, whose constant

guidance and encouragement crown all the efforts with success.

I wish to express a sense of gratitude and love to my family members, friends and

faculty members of school of business studies for the moral support, strength, help and for

everything that they gave me which went a long way for completion my project.

The project work embodied in the project has been carried on under the Mr. KIRAN.K.M.

I would like to express my indebtedness for their encouragement and able guidance. In spite of

their pre-occupation with several assignments.

PLACE : Bangalore JYOTHI.N.R

DATE: 10TUMBS006


5/78


CONTENTS

SL.NO. TITLE PAGE NO.

1

2

3

4

5

6

7

INTRODUCTION

COMPANY PROFILE

DATA ANALYSIS &

INTERPRETATION

FINDINGS SUGGESTION &

CONCLUSION

ANNEXURE

BIBLOGRAPHY

9

19

23

50

74

78

84


6/78


CHAPTER 1

INTRODUCTION

Like every other industrial sector in India, the Indian Electrical/Electronics Industry too is

slowly emerging from out of its "protective cover". For far too long has Indian Industry

remained shackled and consequently inward looking. Over the past fifty years there was no

exposure to global players and competition, with the result that the Industry grew up in a

sheltered environment, dependent on the Government for everything, from licenses

to protection to tariffs. Each one of these interventions was aimed at securing protection

foroneself and ensuring growth of ones own organization at the cost of industry and the nation

at large. Lack of global competition encouraged a "cost plus" approach, where every

conceivable cost increase was passed on to the customer. There was thus no motivation to

reduce cost. With deli censing, decontrol and deregulation, Indian Industry has

suddenly been exposed to global competition. Since last decade, India has witnessed

what global players have achieved and what they are capable of achieving. We are

becoming aware of competition on our turf. In

th is scenar io , every company complains o f increased compet i t ion , lower

ord er books andshrinking margins. The Indian Electrical/Electronics Industry is of

course further besieged by the fac t th at th ere i s a de art h of b usi ness on a cco unt

of lack o f inv es tment in the po wer infrastructure. Many organizations in this industry

are looking overseas to develop the export markets owing to reduced demand at home. At the

ou tse t , i t must be s ta ted that the reduced domest ic dema nd is a t bes t a

te mp or ar y phenomenon. The power sector in India is bound to grow and this will

undoubtedly boost demand from the Utilities, quite apart from the industrial demand which

will continue to grow with increased indust rial output. The poor financia l hea lth o f the

SEBs is however a damper tha t cannot be wished away in the short term. This will

continue to plague corporate in the Electri cal Industry, until the SEB restructuring

and unbundling brin gs a turnaround in the medium term.

In India, the entire range of circuit breakers from bulk oil, minimum oil, air blast, vacuum to

SF6 are manufactured to standard specification for the benefit of customers, the ranges of

products produced cover the entire voltage range for 240V to 800KV, switchgear and control
http://www.allelectricalproducts.com/indian-electrical-industry.htmlhttp://www.allelectricalproducts.com/indian-electrical-industry.html


7/78


gear, MCBs, air circuit breakers, switches, rewire able fuses and HRC fuses with their

respective fuse bases, holders and starters. The industry is competitive in the field of design andengineering as the skill sets available in the country are relatively less expensive.

The only constant that we know is that, this world is changing. Change had come to Indian

industry like a sweeping tornado transforming the industrial environment and giving

indigenous industry some very tough standards to measure up to. In this testing situation, only

the fittest have the wherewithal to survive. Only the best will thrive.

KALPA ELECTRICALS Pvt. Ltd. has not only survived but has grown in confidence,

capabilities, range and were scope is a testimony to the inherent strength of its foundation as a

company that once set out to revolutionized India with value.

The difference is in the collective outlook of people trained to look upon every challenge as

a platform from which to take giant leaps in quality and performance. To build on core

capabilities of power and upgrade them to world standards.

The Installed Generating Capacity in the country which was only 1,358 MW at the

time of Independence has reached a l evel of 1,27,673 MW, comprising 83,982 MW

thermal, 33,600MW hydro, 3,900 MW nuclear and 6191 MW from wind and other

renewable energy sources.

"Quality must go beyond standard tests and procedures. It must be equated with self respect and personal

pride."

With long years of innovative application behind it , KALPA ELECTRICALS Pvt.

Ltd. finds itself completely capable of delivering a range of custom products that

meet and exceed global standards at very competitive prices.


8/78



9/78



10/78


COMPANY

PROFILE


11/78


12/78


This QUALITY MANUAL is prepared as per ISO 9001: 2008 Document.

This QUALITY MANUAL is prepared by Management Representative & Technical Director,

Reviewed by Director Marketing and Approved by Managing Director & and controlled.

The specimen signatures are as below:

1. Management Representative & Director Technical : Mr. H. Nagaraja2. Director Marketing : Mr. S. Rajakumar3. Managing Director : Mr. S. Ramesha


13/78


BOARD OF

DIRECTORS

MANAGINGDIRECTOR

DIR. TECHNICAL

- Design & Development

- Production & Assembly

- Inward Inspection

- Calibration

- Purchase Specifications

-Customer Support

-Quality Assurance

-Expansion Planning

-Training

-MR Functions

-R & D activities

HRD ADM.MANAGER

ADMIN. STAFF

PUR.MANAGER

STORE

PROD.MAN

SUPERVISORS

OPERATORS

HELPERS

DIR.MARKETING

CUST.INT.

SALES

ADVT

ACCOUNTS


14/78


SCOPE & APPLICATION

KALPA ELECTRIKAL PVT. LTD. demonstrates its ability to consistently provide product

that meets customer and applicable statutory and regulatory requirements as per ISO

9001:2008 document.It also aims to enhance customer satisfaction through the effective

application of the system, including processes for continual improvement and the assurance of

conformity to customer and applicable statutory and regulatory requirements.

The Scope ofKALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and

Service of KALPA brand instrument Transformers, Power and Control Transformers

and Chokes / Reactors and Testing Equipment.

Application ( Exclusions )

KALPA ELECTRIKAL PVT. LTD. meets all requirements of Quality Management

Systems as per ISO 9001: 2008 Document. Hence no exclusions.

Normative Reference

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard i.e.

Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008 Quality

Management Requirements and ISO 9004 Quality Management and Quality System Elements

while preparing this QUALITY MANUAL.

Terms and Definitions

KALPA ELECTRIKAL PVT. LTD. has adopted the Terms and Definitions based on ISO

9000 document.

These are used throughout the QUALITY MANUAL.

Also an abbreviation list is prepared for Department and activities for Documentation

Numbering Examples of Terms and Definitions.

Applicable: Related to this quality management system or any referenced standard.

Appropriate: Reasonable.


15/78


Documented: Written.

Product: End result of a process.Shall: Must.

Suitable: Reasonable for intended Purpose.

Quality Policy: Overall intentions and directions of KEPL With regards to Quality as formally

expressed by Management.

Top Management: Top Management consist of MD & Directors.

Suppliers: Vendors, Traders and Sub Contractors who provide products or material or service.

Requirements: Needs and Expectation of the customer or standards.

Process: Result of a set of interrelated or interacting activities which transforms inputs into

outputs.

Tender: Offer made by supplier in response to an invitation to satisfy a contract award to

provide a product.

Contract: Agreed requirements between supplier and customer transmitted by any means.

Quality Management System

General Requirements

KALPA ELECTRIKAL PVT. LTD. has established, documented, implemented and

maintained the Quality Management Systems and continually improve its effectiveness in

accordance with requirements of ISO 9001:2008 Document.

KEPL has determined the processes needed for the Quality Management System and their

Application throughout the organization. It has determined the sequence and interaction of

these processes.

KEPL has determined criteria and methods needed to control these processes and are effective.

KEPL has ensured the availability of resources and information necessary to support the

operation and exercise control of these processes.

KEPL monitors, measures, analyze and improve these processes where applicable.

KEPL implements actions necessary to achieve planned results and continual improvement of

these processes.

KEPL has determined following processes which are outsourced.


16/78


-

-

Heat treatment, plating, machining & welding operations, painting, moulds,calibration, training & consultancy.

- Initial identification is done by Marketing, Purchase and Production Departmentsduring contract review.

- Purchase Dept shall identify the processes which are not available at KEPL and with itssupplier base and shall interact with other concerned departments to determine the

extent of control required for the process out sourced.

- List of outsourced processes is maintained.- Control of outsourced processes is done as per Quality plan, process qualification

documents, inward inspection, supplier inspection reports and supplier visit where

necessary.

Management Commitment

Top Management has provided evidence of its commitments to the development and

implementation of the QMS and continually improving its effectiveness by

a) Communicating the importance of its commitment to the development andimplementation of the QMS.

b) Establishing the Quality Policy and Objectives.c) Conducting the Management Reviews.d) Ensuring the availability of resources.

Customer Focus

Top Management has ensured that customer requirements are determined and are met with aim

of enhancing the Customer satisfaction.

Quality Policy

KEPL are committed to design, manufacture and supply products to customers duly meeting

their Quality, Cost Effective and Delivery requirements with emphasis on Continual

Improvement of the Quality Management System and Long term relationship to achieve Total

Customer Satisfaction.


17/78


Quality Objectives

- To enhance customer satisfaction by monitoring and analyzing customer feedback.- To enhance in-house process performance by monitoring and control of rework and

rejections.

- To increase supplier performance by monitoring supplier rating.- To enhance product conformance by monitoring and control of product rejections and

customer complaints.


18/78


PRODUCT PROFILE

Kalpa manufactures and markets a wide range of products for a wide range of industries. The

Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and Service

of KALPA brand instrument Transformers, Power and Control Transformers and Chokes /

Reactors and Testing Equipment.

I. LOW VOLTAGE CURRENT & VOLTAGE TRANSFORMERS

1) Rectangle Current Transformer

2) Tape Insulated Wound Primary Current Transformer


19/78


3) Tape Insulated Current Transformer

4) Ring Type Current Transformer

5) Resin Cast Wound Primary Current Transformer


20/78


6) Resin Cast Bar Type Current Transformer

7) 3 Phase Voltage Transformer

8) Interposing Current Transformer


21/78


22/78


12) Split Core Current Transformer

II. CONTROL POWER TRANSFORMERS & REACTORS

1) Single Phase Control Transformer

2) Single Phase Power Transformer


23/78


3) Single Phase Control Transformer With Connectors

4) 3 Phase Control Transformer

5) 3 Phase Power Transformer


24/78


6) 3 Phase Control Transformer With Enclosure

7) 3 Phase Reacter

8) 3 Phase Epoxy Cast Resin Power Transformer


25/78


9) 3 Phase Epoxy Cast Resin Power Transformer With Enclosure

III. EPOXY CAST RESIN CT & VT

1) 11KV Current Transformer

2) 11KV Bar Type Current Transformer


26/78



4) 22KV Voltage Transformer



27/78



7) 22KV Bus Duct Current Transformer

8) NGT


28/78


9) 3 Phase 11KV VT With Built In Fuse

10) Draw Out Voltage Transformer

IV. OIL COOLED OUTDOOR CT & VT1) 11 KV Current Transformer


29/78






30/78


5) 33KV 3 Phase Voltage Transformer

Provision of Resources

KEPL has determined, provided and maintained the resources needed to implement QMS and

enhance customer satisfaction by meeting customer requirements.

Human Resources

General

KEPL has ensured competence of personnel performing work affecting conformity to product

requirements on the basis of their education, training, skills and experience.

Competence, Training and Awareness

KEPL has determined the necessary competence for personnel performing work affecting

product requirements. KEPL has maintained records of education, training, skills and

experience and has identified the training needs and provided as per training calendar.

Effectiveness of training is evaluated and reports are maintained. Further it ensures that

personnel are aware of the relevance and importance of their activities and how they contribute

to the achievement of Quality objectives.


31/78


Infrastructure

KEPL has determined, provided, and maintained the infrastructure needed to achieve

conformity to product requirements. Infrastructure such as building, work space and associated

utilities, process equipment both hardware and software. KEPL also provides supporting

services like communication through collection of information through phone. Supporting

services such as transport, communication or information systems ensured.

Work Environment

KEPL ensures proper lighting, noise, temperature, humidity, weather, airflow and maintains

cleanliness, hygiene, pollution and housekeeping to achieve conformity to product

requirements.

First Aid and fire extinguishers are provided and monitored. Protective equipment like goggle,

hand gloves, shoes and uniform are provided. Welfare activities like ESI, Health insurance are

provided.


32/78


33/78


Purpose:To establish a Procedure for determination of requirements related to the product,

review of requirements related to the product and ensure customer communication.

Scope: This Procedure is applicable to all customer related activities.

Responsibility: Director Marketing is responsible for implementing, maintaining and

propose changes to this Procedure.

Procedure:

- Receive the enquiry from customer.- Prepare proposal & quotation based on enquiry and after verification of its ability to

execute the order and communicate terms and conditions including the requirements

for delivery and post delivery activities.

- Resolve the issues with respect to the requirements not stated by the customer butnecessary for specified or intended use, where known.

- Also resolve the issues related to statutory and regulatory requirements related to theproduct.

- Maintain the review records of requirement through check list, proposal & quotation &purchase order.

- Address the following in the review customer related concerns, technical concerns,management concerns and terms & conditions.

- Verify the purchase order with respect to enquiry, quotation, price, requirements,quality, and delivery schedule & acceptance criteria.

- In case of variation, decide whether to request for an amendment to the purchase order.- Send Purchase order acceptance to the customer wherever purchase orders are

accepted.

- Consider repeat orders as an acceptance to previous enquiry / quotation / drawing.- Communicate effectively with customer with respect to product information, enquiries,

contracts order handling, amendments, customer feedback and customer complaints.


34/78


3. Design and Development

Purpose:The Purpose of this process is to control design & development of new / existing

products / validation of prototypes in order to ensure that the specified customer requirements

are met.

Scope:This is applicable all existing and new products and new developments.

Responsibility: Head Design and Development is responsible for implementing,

maintaining and proposing changes to this Procedure.

Procedure:

Design & Development Inputs

- Receive design inputs from marketing like Work order, Customer Purchase order /Letter of intent, Minutes of meeting with Management / Customer / dealer if any,

Customer drawings, Proposal drawings if any, Contract review, Specification,

Statutory and regulatory requirements.

- Head design & development co-ordinates for analyzing the adequacy of all designinputs as per customer requirement including the quality objectives.

- Incomplete, ambiguous or conflicting design inputs are resolved with the customer.- Design inputs also includes customer / supplier catalogues / brochures, Software for

design and calculations.

- Finalized design inputs are approved by Head design & development.

4. Production


35/78


Purpose:To establish a Procedure to ensure that the production processes are carried out

under controlled conditions and identified, traceable and preserved including the customer

property for effective implementation of Quality Management System.

Scope:The Procedure is applicable to all production processes.

Responsibility: Head Production is responsible for implementing, maintaining and

proposing changes to this Procedure.

Procedure:

- The processes involved are described through process flow chart.- The Marketing department issues the schedule / work order, based on this production plan

is prepared and reviewed.

- While planning the availability of raw material, components, bought out parts are ensured.- Work instructions where necessary are displayed / provided.- Drawings / sketches/ specifications / process sheets / test methods are provided where

required.

- Master list of equipments, Jigs & fixtures, tools, consumables & accessories aremaintained.

- The products are identified by suitable method and tag and status is ensured.- Production records are maintained and monitored as per sequence.- Assembly is carried after completion of all components and receipt of bought parts.- In process inspection is carried out during the manufacturing process and records are

maintained where necessary including assemble alignments.

- The products after manufacturing are preserved to prevent damages and deterioration. Thepreservation includes identification, handling, packaging, storage and protection.

-


36/78


- The equipments are subjected to necessary preventive maintenance such as daily, weeklyand monthly and records are maintained.

- Break down maintenance is carried out as and when break down occurs and necessaryrecords are maintained indicating machine no, machine name, nature of break down, date &time, root cause, corrective action taken, date & time of completion and its effectiveness.

SWOT ANALYSIS OF KALPA ELECTRIKAL PVT. LTD.


37/78


STRENGTH:

One of the market leaders. Low cost production. Large pool of good facilities near by corporate office, hence good

managerial control over plants.

All India network for domestic sales. Technical & experienced man power. Improved infrastructure. Well planned layout striking balance between industrial production and

personal and environmental safety.

Automated and highly sophisticated machines. Capacity to meet higher demand. Consistent business track record increasing turnover every year

consistently.

Effective performance appraisal system. Transparence policies and procedures. Diversified product range keeps the company stable. Abundant availability of raw materials.

SWOT ANALYSIS

OPPORTUNITIES

STRENTH

THREATS WEAKNESS


38/78


WEAKNESS:

High oriented cause due to excessive labor force. Low turnover resulting in low profits. Defective marketing strategy lacks effective advertising and publicity. Needs updating with times in terms of plant and machinery. Due to lack of direct sales, debts with many dealers turning bad. Unskilled labor coupled with excess labor hampers profitability. Too high job security. Too many procedures in the system.

OPPORTUNITIES:

Capacity to meet higher demand and attain optimum utilization of existingresources.

Due to advance technology further scope for right sizing the organizationby recruiting and retaining people on the right jobs with efficient work

knowledge and experience.

Scope for expansion of domestic sales on existing depot network. Research and development facilities for new product. New markets are opening.

THREATS:

High cost of research and development of new products. Competition is high in the markets. Obsolescence of product technology. Government interference may reduce growth potential. To protect the financial interest of the company.


39/78


DATA ANALYSISAND

INTERPRETATION


40/78


ANALYSIS

1 Table showing age group of the respondents.

AGE GROUP NO OF

RESPONDENT

PERCENTAGE

BELOW 20 YEARS 7 14

20 TO 40 YEARS 38 76

ABOVE 40 YEARS 5 10

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that out of 50 respondents 14% of

respondents belong to the group of below 20 years, 76% of respondents belong to

age group of 20 to 40years and remaining 10% of respondents are 40years and

above.

INFERENCE:

Majority of respondents belong to age group of 20-40 years.

CHART 1

14%

76%

10%

PERCENTAGE

BELOW 20 YEARS

20 TO 40 YEARS

ABOVE 40 YEARS


41/78


ANALYSIS

2 Table showing the gender of the respondents.

GENDER NO OF

RESPONDENTS

PERCENTAGE

MALE 38 76

FEMALE 12 24

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 76% of the respondents are male

employees and 24% of respondents are female workers at the company.

INFERENCE:

Majority of the respondents are male workers at company.

CHART 2

76%

24%

PERCENTAGE

MALE

FEMALE


42/78


ANALYSIS

3 Table showing the respondents classification on the basis of educational

qualification.

QUALIFICATION NO OF

RESPONDENTS

PERCENTAGE

SSLC 3 6

HIGHER

SECONDARY

10 20

GRADUATE 37 74

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 6% of the respondents are sslc, 20% of

respondents are higher secondary and 74% of respondents are graduate.

INFERENCE:

Majority of respondents are Graduate.

CHART 3


43/78


ANALYSIS

4 Table showing marital status of the employees.

MARITAL

STATUS

NO OF RESPONDENT PERCENTAGE

MARRIED 15 30

UNMARRIED 35 70

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 30% of the respondents are married and

70% of respondents are unmarried.

INFERENCE:

Majority of respondents are unmarried.

CHART 4

30%

70%

PERCENTAGE

MARRIED

UNMARRIED


44/78


ANALYSIS

5 Table showing the experience of the respondents.

YEARS OF

EXPERIENCE

NO OF

RESPONDENTS

PERCENTAGE

LESS THAN 5

YEARS

32 64

5YEARS TO

10YEARS

13 26

10 YEARS AND

ABOVE

5 10

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 64% of the respondents have an

experience of less than 5 years, 26% of the respondents have an experience of

5years-10years and 10% of respondents have an experience of 10 years and more.

INFERENCE:

Majority of respondents have an experience of less than 5 years.

CHART 5

64%

26%

10%

PERCENTAGE

LESS THAN 5 YEARS

5YEARS TO 10YEARS

10 YEARS AND ABOVE


45/78


ANALYSIS

6 Table showing the income of the respondents.

INCOME NO OF

RESPONDENTS

PERCENTAGE

BELOW 8000RS 12 24

8000RS-15000RS 30 60

15000RS AND

ABOVE

8 16

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of the respondents receive an

income of Rs 8000, 60% of the respondents receive an income between Rs 8000

to 15000 and 16% of respondents receive an income of Rs15000 and more.

INFERENCE:

Majority of respondents receive an income between Rs8000 to Rs15000.

CHART 6

24%

60%

16%

PERCENTAGE

BELOW 8000RS

8000RS-15000RS

15000RS AND ABOVE


46/78


ANALYSIS

7 Table showing whether the employees are satisfied with the timing of the shift

in the company.

OPTION NO OF

RESPONDENT

PERCENTAGE

YES 36 72

NO 14 28

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 72% of the respondents are satisfied and

28% of respondents are not satisfied with the timing of the shift in the company.

INFERENCE:

Majority of respondents are satisfied with the timing of the shift in the company.

CHART 7

72%

28%

PERCENTAGE

YES

NO


47/78


ANALYSIS

8 Table showing the opinion of the respondents regarding supervision in their

company.

OPTIONS NO OF RESPONDENTS PERCENTAGE

NORMAL 12 24

STRICT 35 70

VERY STRICT 3 6

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of the respondents feels the

supervision at company is normal, 70% of respondents feel the supervision

pattern is strict and 6% of respondent feels the supervision at company is very

strict.

INFERENCE:

Majority of respondents feel that the supervision at company is strict.

CHART 8

24%

70%

6%

PERCENTAGE

NORMAL

STRICT

VERY STRICT


48/78


ANALYSIS

9 Table showing the incentives preferred by the respondents.

INCENTIVES NO OF

RESPONDENTS

PERCENTAGE

COMMISSION 30 60

ALLOWANCE 4 8

BONUS 16 32

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 60% of respondents prefer incentives in

the form of commission, 8% of respondents prefer allowance and 32% of

respondents prefer bonus.

INFERENCE:

Majority of respondents prefer commission in the company.

CHART 9

60%

8%

32%

PERCENTAGE

COMMISSION

ALLOWANCEBONUS


49/78


ANALYSIS

10 Table showing whether the respondents are satisfied with the pay package.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

YES 23 46

NO 27 54

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 46% of respondents are satisfied with

their pay package whereas 54% of respondents are not satisfied with their pay

package.

INFERENCE:

Majority of respondents are not satisfied with their pay package.

CHART 10

46%54%

PERCENTAGE

YES

NO


50/78


ANALYSIS

11 Table showing the opinions of respondents regarding their job.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

CHALLENGING 38 76

MONOTONOUS 8 16

STRESSFUL 4 8

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 76% of respondents feel that their job is

challenging, 16% of respondents feel that their job is monotonous and 8% of

respondents feel that the job is stressful.

INFERENCE:

Majority of respondents feel that their job is challenging.

CHART 11

76%

16%

8%

PERCENTAGE

CHALLENGING

MONOTONOUSSTRESSFUL


51/78


52/78


ANALYSIS

13 Table showing whether company is concerned with the long term welfare of

the company.


AGREE 23 46

DISAGREE 10 20

NEITHER

AGREE NOR

DISAGREE

17 34

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 46% of respondents agree that the

company is concerned with there long term welfare, while 20% disagree and 34%

neither agree nor disagree.

INFERENCE:

Majority of respondents agree that the company is concerned for their long term

welfare.

CHART 13

46%

20%

34%

PERCENTAGE

AGREE

DISAGREE

NEITHER AGREE NORDISAGREE


53/78


ANALYSIS

14 Table showing whether the respondents are satisfied with the training

provided for their current job.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

AGREE 21 42

DISAGREE 14 28

NEITHER AGREE

NOR DISAGREE

15 30

TOTAL 50 100

INTERPRETATION:

It is interpreted that 42% respondents agree that they are satisfied with their

current job training, while 28% dont and rest 30% neither agree nor disagree.

INFERENCE:

Majority of respondents are satisfied with the current job training.

CHART 14

42%

28%

30%

PERCENTAGE

AGREE

DISAGREE

NEITHER AGREE NORDISAGREE


54/78


ANALYSIS

15 Table showing importance on the performance of top management.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

IMPORTANT 33 66

UNIMPORTANT 11 22

NEITHER

IMPORTANT NOR

UNIMPORTANT

6 12

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 66% of respondents feel that

performance of top management is important, while 22% dont feel so and the

rest 12% neither feel it important nor unimportant.

INFERENCE:

Majority of respondents feel that the performance of the top management is

important.

CHART 15

66%

22%

12%

PERCENTAGE

IMPORTANT

UNIMPORTANT

NEITHERIMPORTANT NORUNIMPORTANT


55/78


ANALYSIS

16 Table showing importance of fair treatment to all employees.


IMPORTANT 33 66

UNIMPORTANT 11 22

NEITHER

IMPORTANT

NOR

UNIMPORTANT

6 12

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 66% of respondents feel that fair

treatment to all employees is important, while 22% dont feel so and the rest 12%

neither feel it important nor unimportant.

INFERENCE:

Majority of respondents feel that fair treatment to employee is of most important.

CHART 16

66%

22%

12%

PERCENTAGE

IMPORTANT

UNIMPORTANT

NEITHERIMPORTANT NORUNIMPORTANT


56/78


ANALYSIS

17 Table showing opinion (rate) on dealing with employees problems fairly.


EXCELLENT 8 16

GOOD 21 42

FAIR 10 20

POOR 11 22

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 42% of respondents rate company good

in dealing with employees problem fairly, while 20% rate fair, 22% rate poor and

16% rate excellent.

INFERENCE:

Majority of respondents rate that the company will have good on dealing

employees problems freely.

CHART 17

16%

42%20%

22%

PERCENTAGE

EXCELLENT

GOOD

FAIR

POOR


57/78


ANALYSIS

18 Table showing opinion (rate) on the companys business prospects in next 5

years.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

EXCELLENT 8 16

GOOD 32 64

POOR 10 20

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 64% of respondents feels good on the

company business prospects in next 5 years, while 16% good on feels excellent

and the rest 20% feels it poor.

INFERENCE:

Majority of respondents rate that the company will have good on business

prospects in next 5 years.

CHART 18

16%

64%

20%

PERCENTAGE

EXCELLENT

GOOD

POOR


58/78


ANALYSIS

19 Table showing whether the respondents are satisfied with the companys

grievance redressal.


Yes 46 92

No 4 8

total 50 100

INTERPRETATION:

From the above table it is interpreted that 92% of respondents are satisfied with

the companys grievance redressal procedure whereas 8% of respondents are not

satisfied with it.

INFERENCE:

Majority of respondents are satisfied with the companys grievance redressal

procedure.

CHART 19

92%

8%

PERCENTAGE

Yes

No


59/78


ANALYSIS

20 Table showing the opinions of the respondents regarding employer-employee

relationship.


Highly satisfied 12 24

Satisfied 30 60

Dissatisfied 8 16

Highly dissatisfied NIL NIL

Total 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of respondents are highly satisfied

with the work environment, 60% of respondents are satisfied, 16% of

respondents are dissatisfied and none of the respondents are highly dissatisfied.

INFERENCE:

Majority of respondents are satisfied with the employer-employee relationship.

CHART 20

24%

60%

16%0%

PERCENTAGE

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied


60/78


ANALYSIS

21 Table showing whether the respondents are allowed to participate in

decision making in their level of operation.


Yes 20 40

No 30 60

total 50 100

INTERPRETATION:

From the above table it is interpreted that 40% of respondent are allowed to

participate in decision making in their level of operation whereas 60% of

respondents are not allowed to take any such decision.

INFERENCE:

Only few of respondents are allowed to participate in decision making in their

level of operation.

CHART 21

40%

60%

PERCENTAGE

Yes

No


61/78


ANALYSIS

22 Tables showing the opinion of respondents about peer-group relationship.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

ENCOURAGING &

COOPERATIVE

37 74

DISCOURAGING &

NON SUPPORTIVE

8 16

NON INTERACTIVE 5 10

TOTAL 50 100

INTERPRETATION:

From the above table it is interpreted that 74% of respondents feel that peers are

encouraging and cooperative, 16% of respondents feel they are discouraging and

non-supportive whereas 10% of respondents feel they are non-interactive.

INFERENCE:

Majority of the respondents feel that peer-group members in the company are

encouraging and co-operative.

CHART 22

74%

16%

10%

PERCENTAGE

ENCOURAGING &COOPERATIVE

DISCOURAGING &NON SUPPORTIVE

NON INTERACTIVE


62/78


ANALYSIS

23 Table showing the overall satisfaction of respondents regarding their job.


Highly satisfied 12 24

Satisfied 38 76

Dissatisfied NIL NIL

Highly dissatisfied NIL NIL

Total 50 100

INTERPRETATION:

From the above table it is interpreted that 24% of respondents are highly satisfied,

76% of respondents are satisfied, and none of the respondents are dissatisfied

with their job.

INFERENCE:

Majority of respondents are satisfied with their job.

CHART 23

24%

76%

0%0%

PERCENTAGE

Highly satisfied

Satisfied

Dissatisfied

Highly dissatisfied


63/78


FINDINGS,

SUGGESTIONS &CONCLUSION


64/78


FINDINGS:

1) Majority of the respondents possess work experience of less than 5years.

2) Majority of the respondents are satisfied with the timings of the shifts ofthe company.

3) Study reveals that majority of respondents belong to the age group of20-40 years.

4) It is observed that supervision is strict.5) Majority of respondent prefer commission in the form of incentives.6) Only few respondents are satisfied with their pay package and are not

allowed to take part in decision making.

7) Study reveals that majority of respondents feel that their job ischallenging.

8) Study reveals that majority of respondents are satisfied with the workenvironment.

9) Study reveals that majority of the respondents feels that company thinksfor long term welfare of the employees.

10) Majority of respondents believes that the performance of topmanagement is important.

11) It is observed that many respondents feel that treating employeesfairly and equally is of prime importance.

12) Majority of respondents feels that the company will have goodbusiness prospects in next 5 years.

13) The most advantageous findings so that the company is doing goodis dealing with employees problems.

14) It is observed that there were mix opinions on satisfaction regardingjob training for current job.


65/78


15) It is observed that majority of respondents are satisfied with thecompanys grievance redressal.

16) Majority of respondents are satisfied with their employers.17) Study reveals that majority of respondents feel that their

peer-group relationship is encouraging and co-operative.

18) Majority of respondents are satisfied with their jobs on an overallbasis.

19) There is significant relationship between type of job and gender.

SUGGESTIONS:

1) The company can still improve its organizations climate.2) The company can improve the supervision pattern as majority of

respondents feel that supervision is strict.

3) The company can provide better pay package to the respondents.4) The company can allow the respondents to participate in decision

making.

5) The management can provide with food allowance, loan facility,marriage gifts and May Day gifts to the employees as many employees

preferred these.


66/78


SUMMARY AND CONCLUSION:

In todays competitive world of business, it is very difficult to introduce the

product, place it, position it and sell it, but all mentioned depends upon the ability

of the company to bring out a good product, place it in the market and sell it.

Employees play a very important role in selling the product. Any organization

development is based on the employees efficiency and attitude towards the

organizational goals. Thus, satisfaction of employees will help an organization

to attain its goals and the company must take steps to determine the level of

satisfaction of its employees. The research design adopted for this study was

descriptive method. Questionnaire was the main instrument used in the research.

The statistical tools used for the study was percentage analysis and chi-squared

test. The analysis reveals that employees are satisfied with the organization on

an overall basis. However, it is necessary for the company to look into facts like

involvement of employees in decision making, improving supervision and pay

package. Thus, the study would be useful for the organization in framing its HR

policies in future.


67/78


ANNEXURES


68/78


AN ORGANISATION STUDY AT

KALPA ELECTRIKAL PVT. LTD.

QUESTIONNAIRE:

Respected Sir/Madam,

I, JYOTHI N.R, student of MBS, Bangalore University, Bangalore, have

taken up a project titled ORGANISATION STUDY at KALPA

ELECTRIKAL PVT. LTD., Bangalore.

This study through questionnaire is purely for academic purpose, hence I kindly

request you to cooperate in this regard. I would be thankful to you, if you spare

few minutes to fill this questionnaire with keen interest. Your opinion will be

used only for academic purpose and will be kept confidential.

1)Name:.

2) Age: Below 20 years 20-40 years Above 40years

3) Gender: Male Female

4) Qualifications: SSLC Higher secondary Graduate


69/78


5) Marital status: Married Unmarried

6) Years of experience: Less than 5 years 5 to 10 years 10 years and above

7) Income [monthly]: Below Rs 8000 Rs 8000 to Rs 15000 Rs 15000 & above

8) Are you satisfied with the time of the shift? Yes No

9) How according to you is the supervision of the company? Normal Strict Very strict

10) What incentives you would prefer if offered by company? Commission Allowance Bonus


70/78


11) Are you satisfied with the pay package provided by company? Yes No

12) Whats your opinion regarding the job you preformed? Challenging Monotonous Stressful

13) Whats your opinion on work environment provided by company? Highly satisfied Dissatisfied Highly dissatisfied

14) The company is concerned for long term welfare of employees? Agree Disagree Neither agree nor disagree

15) You are satisfied with the training provided for current job? Agree Disagree Neither agree nor disagree

16) What is the importance of the performance of top management? Important Unimportant Neither important nor unimportant


71/78


17) Essential of the fair treatment to all employees? Important Unimportant Neither important nor unimportant

18) How do you rate company on dealing with employees problemfairly?

Excellent Good Fair Poor

19) How do you rate your companys business prospects in next 5 years? Excellent Good Fair Poor

20) Are you satisfied with the company Grievances redressal procedure? Yes No

21) How is the employer-employee relationship in your company? Highly satisfied Satisfied Dissatisfied Highly dissatisfied


72/78


22) Does employee participation in decision making process isfollowed?

Yes No

23) How is the peer-group relationship in your company? Encouraging and cooperative Discouraging and non-supportive Non-interactive

24) Are you overall satisfied with the job? Yes No


73/78


RESEARCH

METHODOLOGY


74/78


RESEARCH METHODOLOGY

esearch means a search for knowledge. It is defined as the objective

and formal process of system obtaining, analyzing and interpreting

data for actionable decision making.

1.RESEARCH DESIGN:

A research design is the arrangement of conditions for collection and analysis of

data in a matter that aims to combine relevance to the research purpose with

economy in procedure. It is the conceptual structure within which it is conducted.

It constitutes the blue print for the collection, measurement and analysis of data.

The research design used to analyze the data in the study was DESCRIPTIVE

DATA DESIGN. Descriptive research studies are those studies which are

concerned with describing the characteristics of a particular individual or a group

.In this study, the information provided by the respondents has been analyzed the

study the level of employee satisfaction in the organisation.

2. DATA COLLECTION:

Data collection is more of an art than science. The accuracy of collected data is of

great significance for drawing correct and valid conclusions from the

investigations.


75/78


Primary dataPrimary data are those which are called a fresh and for the first

time and therefore, it is first hand information. For the purpose of the study data

has been collected from the respondents through a structured questionnaire.

Secondary data - Secondary data means data which are already available i.e. they

refer to data which has already been collected for the first time from companies

record, websites and books.

3. RESEARCH INSTRUMENT:

Research study adopted in the study is questionnaire which was helpful in

deriving the response of the respondents. A questionnaire consists of a number of

questions printed or typed in a definite order or on a form or a set of forms. Quite

often questionnaire is considered as the heart of a survey operation. Hence it

should be carefully structured.

4. SAMPLING PLAN:

SAMPLE UNIVERSE: The sample universe of the study was the employees of

the company.

Sample frame: The group of units which forms the basis of sampling process is

known as sampling units. A list containing all sampling units is known assampling frame. The sample frame of the study was the employees of the

company.

SAMPLE METHOD: In the sample method convenient sampling method was

adopted. This sampling method involves purposive or deliberate selection of

particular units of the universe for constituting a sample, which represent

universe. In other word the researcher select the easiest population members.


76/78


From which to obtain information. The researcher uses his or her judgment to

select population members who are good prospects for accurate information.

SAMPLE UNIT: The elementary unit or the group or cluster of sample frame

may form the basis of sampling process, in which case they are called as sampling

units. Each employee selected for the survey and to whom the questionnaire was

distributed forms the sample unit.

SAMPLE SIZE: Size of the sample refers to the number of sampling units

selected from the universe for investigation. The sample size of 50 workers has

been taken.

Statistical tools used for the analysis of the data:

Data collected by the issue of questionnaire has been analyzed using following

statistical tools. The statistical tools used for the analysis of data are:

SIMPLE PERCENTAGE METHOD: This method shoes the entire population in

terms of percentage. It reveals the number of belonging in a particular category or

the number of people preferring a particular thing etcin terms of percentage.

The formula used to compute percentage analysis is:

Percentage of the respondents = No of respondents100

Total respondents

Here percentage method is used to find the employees level of satisfaction.


77/78


BIBLIOGRAPHY


78/78

BOOKS

HUMAN RESOURCE MANAGEMENT,P.Subba Rao & Ashwathappa.

RESEARCH METHODOLOGY,Kothari.C.R.

ORGANIZATIONAL BEHAVIOUR,K.Ashwathappa.

MANAGEMENT AND BEHAVIORAL PROCESS,R.K.Sharma.

WEBSITES

www.google.com

www.kalpaelectrikal.com
http://www.google.com/http://www.google.com/http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/http://www.google.com/

jyothi report

Documents