A Study on"Working conditions of the employeesDISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE AWARD OF THE DEGREE OF OF BANGALORE UNIVERSITY By RAJANI C H Reg No: 12XEC24059 Under the Guidence of Mr.PRAKASH BORAH EAST POINT COLLEGE OF HIGHER EDUCATION #147, Bidrehalli, virgonagar.p.o, Bangalore - 560049

To whom ever it may concern This is to certify that Miss. RAJANI CH a student of BBM 6th sum, East Point College of Higher Education, Bangalore .she has done a project in our organization under the guidance e of Mr .Prasanna IFB Industries H.R Executive Bangalore. And has submitted the project about working conditions of the employees During her Project work with our organization, her conduct was very good. And I wish her a very bright future a head and she done a project since fifteen days actually its very good.

Date-25th February Mr. Prasanna Place- Bangalore H.R. Executive

EAST POINT COLLEGE OF HIGHER EDUCATION Affiliated to Bangalore University (Managed by M.G.Charitable Trust) (NO.147,Bidrehalli,Virgonagar (po),Bangalore -560049 PH:080-28473777)

CERTIFICATE

This is to certify that the project working conditions of the employees submitted by mis. Rajani ch Reg no: 12xec24059 is submitted to the Bangalore university in partial fulfillment of the requirements for the award of degree of bachelor of business management.This project is a Bonafide Record Under the guidance and supervision of Mr. prakash Borah and this Report does not form a part of degree ,diploma ,associate ship or other similar Title of any university or Institution.

INTERNAL GUIDE HODPRINCIPAL

EAST POINT COLLEGE OF HIGHER EDUCATION Affiliated to Bangalore University (Managed by M.G.Charitable Trust) (NO.147, Bidrehalli, Virgonagar (po), Bangalore -560049 PH: 080-28473777)

CERTIFICATE BY THE GUIDE

CERTIFIED THAT THIS DISSERTATION IS BASED ON AN ORIGINAL PROJECT STUDY CONDUCTED BY BY MIS. RAJANI CH REG. NO; 12XEC24059 UNDER MY GUIDANCE. HE/SHE HAS ATTENDED THE REQUIRED GUIDANCE SESSIONS HELD. THIS PROJECT REPORT HAS NOT FORMED A BASIS FOR THE AWARD OF ANY DEGREE / DIPLOMA OF ANY UNIVERSITY OR INSTITUTION.

DATE: 25th FEBRUARYPLACE: BANGALORE NAME SIGNATURE OF THE GUIDE

EAST POINT COLLEGE OF HIGHER EDUCATION Affiliated to Bangalore University (Managed by M.G.Charitable Trust) (NO.147,Bidrehalli, Virgonagar (po),Bangalore -560049 PH:080-28473777)

DECLARATION

I do Here by Declare that the Study Entitled working conditions of the employees At IFB Industries in Bangalore. Submitted to Bangalore University in partial fulfillment of the Requirements for the award of the Degree of Bachelor of Business Management is a record of confide and independent project work carried out by myself under the guidance and supervision of Mr/Ms. Prakash Borah Lecturer Department of Management studies and that this report does not from part of any previous dissertations or reports previously submitted to this University or any other University for the award of any degree/diploma. NAME: RAJANI CH REG NO: 12XEC24059

EAST POINT COLLEGE OF HIGHER EDUCATION Affiliated to Bangalore University (Managed by M.G.Charitable Trust) (NO.147,Bidrehalli, Virgonagar (po),Bangalore -560049 PH:080-28473777)ACKNOWLEDGEMENTI utilize the opportunity to express my heartfelt thanks to sri. S. m.venkatpathi ,chairman, East Point Group of Institutions, Bangalore, for providing me an opportunity to study in this esteemed organization.My special words of thanks to Dr.Roopa T. N,Principal of East Point College of Higher Education , Prof.S. Gopalakrishanan, Vice principal , Department of Management Sciences and Prof.Chaya Devi H.B HOD Of Management Science who have helped a lot in completing my project through their constant encouragement .I sincerely thank my Guide Mr./Ms. Prakash Borh who guidance has helped me in completing my project. i would also like extend my gratitude to my external guide Mr./Ms.Prasanna whose advise & suggestion helps me in every stage of my project.I thank all other Faculty members of department of management studies for their continuous support in carrying out all my project activities.I offer my humble and grateful thanks to my beloved parents who are the never ending source of inspiration to me.

PLACE: BangaloreNAME: RAJANI C HDATE:REGISTER NUMBER: 12XCC24059

LIST OF CONTENTS

CHAPTER PARTICULARSPAGE NO:

Chapter : 1INTRODUCTION

*overview

@ABOUT INDUSTRY

*Brief History

@ABOUT SUBJECT

*Definition of the terms Used

*Importence & otheraspects of the subject or study

Chapter : 2RESEARCH STUDY

*Title of the study

*Statement of the Problem

*Objectives Of the study

*Scope of the study

*Semping

*Methodologuy

*Plan of Analysis;

*Limitations of the study

Chapter : 3COMPANY PROPFILE

*Inception

*Type

*Nature

*Board of Directors

*Organisation Charts

Chapter : 4DATA ANALTSIS AND INTERPRETATION

Chapter : 5FINDINGS AND RECOMMENDATIONS:

Chapter : 6CONCLUSION:

Chapter : 7APPENDICES AND ANNEXURE :

Chapter : 8BIBLOGRAPHY:

THE HUMAN RESOURCE MANAGEMENTINTRODUCTION;As we enter a new millennium one could be forgiven for thinking that with all the attendant media type and the huge growth in public interest, managing information technologies resources was the biggest pre-occupation of organization and business, small or large, public or private, yet, walk into any one of these concerns and ask the managing director or the chief executive where their biggest problems and their largest challenging lie and they will invariably tell you that it rests with the management of their work force-the human resource that are usually the most expensive and the critical part of their activity.Above all, else of course, managing people is a dynamic, endless changing, complex and sometimes a downright frustrating business, but as writers such as handy, peaters, Maslow, and others have ventured in their more philosophical works of the 20th century, there is no substitute for adopting a rational and technically sound approach to managing people. Just as one would any other key organizational resource that is not to say that people can be depersonalized, indeed the complexity of human behavior and emotions is all the more compelling the reasons for a clear structure to surround way we tackle the issues of the harnessing this our most valuable and yet most perplexing resources. The management of human resources. In the work place is a matter of central concerns to all managers and not only to the human resource management professionals.The last area of management activity to be adequately addressed is the more efficient use of people. Highly successful top management managers have joined a procession of gurus in emphasizing that the effective

development and motivation of employees at all levels is the crucial factors which will give or deny the competitive edge.Overview; Indian managers run their organisation according to a pattern from the cultural, political and economic background, although both the eastern and western traits can be found in management behavior the diversity of Indian culture makes for a distinct style characterized by centralization of decision-making, vertical hierarchies confrontational management- employees relationship and dual discipline and control stragies. The Indian economy was for a long time protectionist, shielding firms from fierce competition. As a consequence, there has been no incentive for managers to invest in product improvement. The domestic market is captive reinforceing this, many strategiec and operative decision, such as planet location, production technology, pricing, staffing and industrial relations are determined by established state regulations.The introduction of economic reformes in 1991 has brought changes to india. Aimed at liberalizing the market. These reforms have openened up the country to foreign competation in the future, organisation will be forced to develop and progress if they are to survive.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT.The importance of human resource management can be discussed. After yodder, henemen and others .from three standpoints viz, social, professional and individual enterprise.a) Social significanceProper management of personnel enhances their dignity by satisfying their social needs.This is done by; Maintaining a balance between the job available and the jobseekers according to the qualifications and needs. Providing suitable and most productive employement. Which might bring them pshycological satisfaction. Making maximum utilization of the resource in an effective manner and paying the employee a reasonable componesation in proportion to the contribution made by him. Eliminating waste or improper use of human resources thought conservation of their own decisions that are in their interests. By helping people make their own decisions that are in their interests.b) Professional significance;By providing a healthy working environment it promotes teamwork in the employees. This is done by;Maintaining the dignity of the employee as a human being;;Providing maximum opportunites for personel development.

Providing healthy relationship between different work groups so that work is effectively performed.Improving the employees working skills and capacity.Correcting the error of wrong pposting and proper reallocation work.

c)significance for individual enterprise

it helps the organisation in accomplishing its goals by. Creating right attitude among the employees through effective motivation. Utilizing effectively the available human resource and. Securing willing co-operation of the employees for acheveing goals of the enterprise and fulfilling there own social and other psychological needs of recognition , love, affective, belongingness , esteem and self- actualization.

Dynamic and growth- oriented organisation do require effective management of people in a fast changing environment . organisation flourishes on through the efforts and competence of their human resource. Employee capabilities must consciously be acquired, sharp and used. Any organisation will have proper human resource management. To improve the capabilities of individual. To develop team spirit of an individual and the department. To obtain necessary co-operation from the employees to provide organisation effectiveness. Deffinition of human resource management.

Human resource management is concerned with the people who work in the organisation to achieve the objectives of the organisation .it concerns with acquisition of appropriate human resource, developing their skills and competencies, motivating them for the best performances and ensuring their continued commitment to the organisation. Human resource management refers to activity and function design and implemented to maximize for organizational as well as employees effectiveness. Scope of human resource management; Tha scope of human resource management is vast. all the major activates in the working life of employee form the time to his entry into the organisation until he leaves, retire come under the purview of human resource management, The most important activites undertaken are as follows; Planning job design, job analysis, procurement, retirement,selection, induction, placement , training and development. Compensation, rewards, benefits , retrial benefits, medical and healthcare .Motivation motivational aids bonus, incentives, profit sharing non- monetary benefits are esteem satisfaction, career development, growth, decision making, delegation of authority and power, promotion etc.Employee relations - grievance handling participation , collective bargaining and other aspects of cordial relations, conducive to mutual understanding and trust.Employee evaluation and performance improvement, human resource audit and human resource accounting.

Objectives of human resource management;

The objectives of human resource are; To provide, create, utilize and motivate employees to accomplish organizational goals. To secure integration of individuals and groups in securing organisationel effectiveness. To create opportunites , to provide facilities, necessary motivation to individuals and group for their growth of the organisation by training and development. Componesation. To provide attractive, equitable incentives, rewards, benefits, Social security measure to ensure retention of competent employees. To maintain high morale, encourage value system and create environment of trust , mutuality of interests.

BRIEF HISTORY

TEAR EVENTS 1974 - The Company was incorporated on 12th September, in West Bengal.-The companys object is to manufacture fine blanking tools, press tools and fine blanked components used in a wide range of precision engineering industries.-The company was promoted by Bijon Nag, an engineer by profession.-The company entered into a technical-cum-financial collaboration agreement with Heinrich Schmid, Rappers will Switzerland.Under this agreement, the collaborators were to furnish technical knowhow, lay-out, design engineering services, drew ings, etc.1986 - The company proposed to modernize its existing plant.1987 The company Undertook to set up a second blanking unit at Bangalore.1988 The company set up a new division, viz., Project and construction division to take up projects abroad as well as India.-from the 1st july , the company took on lease two tea estates in Dooars, west Bengal. Expansion paints of tea gardens were being implemented.-The company set up a joint venture company in India called RHW India pvt, ltd,. With P.A. Rentrop, Hubert and Wagner GmbH & Co, KG, West Germany, for the manufacture of automatic seat adjustment mechanism. The company participated to the extent of 60% and RHW 40% in the equity capital of this new company. - The company was one of the promoters of IFB Agro Industries Ltd., IFB Securities Ltd. And IFB Leasing and Finance, ltd.-RHW India Pvt, Ltd. Became Subsidiary of the company and the name was consequently changed to RHW India Ltd.-The company has set up a company called European Fine Blanking Ltd., at Wareham in North, U.K. With its European partners for the manufacture of the Blanking Tools and components for the UK and Other European Markets. The company participated to the extent of 71% and Its European Partners 29% in the equity capital of the subsidiary company.1996 Balance Rs.25 of B Portion of debenture was to be redeemed at par on 9th December.2000 IFB has launched its new fully automatic washing machine, Senator, in the Kerala market.2002 IFB Industries ltd has informed that the Board of Directors of the company at meeting held on June 20, 2002 have approved the Scheme of reduction in the share Capital of the Company subject to the Shareholders At the ensuing Annual General Meeting and Confirmation by the Honble High Court at Kolkata and sanctions of any other authority if necessary.2008 IFB Industries it has informed that Board of Directors of the company at its meeting held on October 31, 2008 has inducted Mr. Bikranjit Nag in the Board and appointed him as Joint. Executive Chairman and Managing Director of the company.

Working conditions of employeeMeaning & Definition of the terms Used

Data show that health and social services play an important role in employment growth, according to theSecond Biennial Report on SSGI, employment in the health and social services sector grew much faster than in other sectors of the economy, 21.4 million people who were employed in health and social services in 2009 and the health and social services sector generates around 5% of the total economic output in the EU-27.From 2000 to 2009 total employment in in the health and social service sector in the EU registered a 4.2 million increase.Also, in terms of employment, among Services of General Interest, health and social services are the largest sector, representing 33% of SGI and employing 20,5 million employees.Due to demographic reasons and change in family patterns increasing numbers of people will need health care or social care for increasing amounts of time: this is a key driver of the growing demand for social services, which can be an opportunity for the creation of new jobs.Exploiting the employment potential of the personal and household servicesAn Action Plan for the EU Health WorkforceBoth working documents confirmed the Commissions view that the sector has significant growth potential. Yet, they also presented the fact that the sector faces major challenges such as insufficient new recruits to replace those retiring and retention problems due to difficult working conditions.Also theSocial Investment Package, issued in February 2013 confirmed the existence of job creation potential in the sector. However, opportunities for job creation in the social services sector are significant but a European policy

Framework has still to be developed in order to fully exploit the employment potential. OUR WORKWorking conditions of the staff working in the disability sector in particular and in the social care sector in general are a great concern for EASPD. Enhanced working condition can improve the quality of the services and also unlock the job creation potential of the social services sector.Here a list of documents on working conditions in the sector published in the last years: Some reflections on the issue are included in thereportof the Informal Network of Social Services Providers Seminar Impact of EU legislation on social services In 2010 we published apolicy paperon employment in the care sector In 2012 we published areflection paperon employment in the social and health sector, together with Social Services Europe In 2014, we published abriefing paperonthe job creation potential of the Social Services Sector, the current barriers and recommendations to the European Commission.We believe that social dialogue at national and European level might help enhancing the quality of work in the sector. This issue was the main focus of the projectPESSISthat did a mapping exercise on social dialogue in the social services sector 11 European countries.Importance & other aspects of the subject or studyCompany Attributes Job Work/Life Balance Salary/Benefits Job Security/Advancement Management and job culture. Working conditionsIf you own a company in the Netherlands you must ensure a healthy and safe work place for all your personnel, including temporary personnel. If you outsource work, for example to a subcontractor, you must also ensure a healthy and safe work place for the subcontractor's workers. A healthy and safe work place includes: Work place and equipment Physical and psychological stress Substances, radiation and contagion You are obliged to record details of the occupational hazards and corresponding countermeasures in arisk inventory and evaluation Working conditions catalogueThe Dutch government's target conditions can be found in the Working Conditions Act (Arbowet), the Working Conditions Decree (Arbobesluit), the Working Conditions Regulation (Arboregeling) and the Working Conditions Policy Rules (Arbobeleidsregels). Employers and employees use a working conditions catalogue (Arbocatalogus) to agree on how they are going to achieve the government's target conditions. A working conditions catalogue can apply to one company or to an entire sector.You will find practical suggestions and instruments for developing an occupational health and safety catalogue. Sector pamphlets on occupational hazardsThe SZW Inspectorate (Inspectie SZW) checks whether the working condition-s legislation is applied. To help you, the inspectorate publishes pamphlets on the main occupational hazards in specific sectors. You can read what requirements apply to you as an employer in your sector and what precisely the SZW Inspectorate looks for during an inspection. Most pamphlets are in india, but some of them are translated inEnglish. Working conditions certificatesAworking conditions certificateis mandatory for a number of products, activities and systems, such as:

Lifts, cranes and pressure vessels Diving work, working with explosives and shooting commercial fireworks Working conditions services and asbestos assessment companies Working at home and working flextimeDo your employees often work at home or from, for example, an Internet caf, station or flexible work location? In that case, you are less or not responsible for working conditions. You must, however, provide information and support.

Title of the studyWith the increasing demands of todays business Environment. The ifb company are take placing more pressure on the working conditions functions to perform better, smarter, faster, and cheaper, and innovative mind and also creative mind for the purpose of manufacturing the washing machine with good quality products and with using technical equipments.Their employees working hours will be 9,30 am to 7,,00pm and payment is based on lum sum or per unit basis. Their working condition will be on contract basis that to material contract is used to scope of work ifb include raw materials such as; Rail ,rail parts, ballast Vehicle parts , fleet vehicles inventory parts Office supplies computers, furniture.In ifb company for new employees training it should be required. Because for them experience, commercial assistance, talented skills is very important. For producing the washing machine.The activates of HR are increasingly focused on managing the broader human capital capabilities required to achieve and . Sustain competitive Advantage (e,g. Succession planning, leadership, development)Organization helps in knowing how the employees feel about their jobs, their supervisors their peers, top management and many factors affects their indiudual productivity and collectively the ability of the organization to achieve their objectives

Statement of the problemthe study focuses on the complete review of HR activates of Working conditions of the employees all these factors are linked To the conditions of the employees, the influences on it and the Impact of this factor on an employees morale and employees Turnover, as part of a condition system the importance of Career management and retention strategies are also identified And its influences determined.

Objectives of the study The specific objectives of the study are. To find out the overall satisfaction of the employee Working conditions. To find out the HR effectiveness. To achieve goals of the organization towards employees. To provide wellbeing of employee and family. To provide health and safety working conditions. To reduce absentisem/turn over. To ensure working condition are of higher standards. Labour welfare provide social comfort to employee.

Scope of the study There are five areas such as, health facility general welfare programmes economic welfare labour welfare programmes medical care pention drinking water canteen facility rest rooms lighting facility

Sampling (Simple random sampling) The sampling technique used for the purpose of this research study is The target sample belonged to the lower level and middle level. The sample size of the study is 70. the sample is representative of population of lower, middle level Employees.

Methodology on working conditionsThe working condition on descriptive research it describes data of an Employees working condition. And employees attitude towards workness. And also describes how many employees in the organization. And also This research answer the questions who, what, where, when, and how.This research cannot be used to create a causal relationship, in Between the employees. Where one variable effects another.

PLAN OF ANALYSIS; The data collected with the help of the questionnaire is tabulated and Analyzed. Statistical tools like percentages, mean scores, pie charts and graphsWill be used for easy understanding of the data collected. Inference will be Made based on the analysis.The analysis of the results of the questionnaire helps us to gain an understanding About the perceptions, of employees views and satisfaction level of the Employees of the organization towards the system, it also helps in identifying Whether the organization promotes a good culture for effective performanceAnd growth of an employees.

Limitations of the study Due to time constraints there might be reduction in the Sample size. Findings on the study will be based on the assumptions that The company delivers the correct information. There may be scope for bias by the respondents. The outcome of the study depends entirely on the fairness Of information supplied by the respondents.

InceptionIFB Industries Limited originally known as Indian Fine Blanks Limited started their operations in India during 1974 in collaboration with Hienrich Schmid AG of Switzerland. The product range includes Fine Blanked components, tools and related machine tools like Straighteners, Decoilers, Strip loaders and others.The Engineering divisions are located at Kolkata & Bangalore. The Bangalore unit, apart from Fine Blanked components, manufactures motors for White goods as well as Automotive applications.

TYPE

The IFB GroupFrom Precision to PerfectionIFB celebrates over three decades of excellence, cutting edge technology and solutions that have touched people's lives. We strive to achieve perfection through constant innovation and bring you the best in quality and technology. The IFB Group comprises four independent companies-1. IFB Industries Ltd.2. -Fine Blanking Division3. -Home Appliance Division4. IFB Automotive Pvt. Ltd.5. IFB Agro Ltd.6. Travel Systems Ltd.

To maximise shareholder's value and growth by manufacturing and marketing top quality products. To be the best in the eyes of our customers, employees, business partners and shareholders. To be in every home valued at Rs. 15 lakh + and achieve our target of Rs. 4,000 crore turnover by 201617. For our Customers:To offer them the best product to buy, an innovative product that constantly outperforms peers and outstanding service that makes every customer smile. For our Employees:To provide them with an environment in which every individual learns, grows and prospers. For our Business Partners:To enable them to consider IFBs products and services as their first choice. For our Investors:The Company should be acknowledged as the one with the highest degree of corporate transparency; that delivers on the promises given to its shareholders.

IFB Industries Ltd. IFB Industries Ltd. comprises two divisions: Fine Blanking and Home Appliances. The Fine Blanking Division, originally known as Indian Fine Blanks Ltd, started operations in India in 1974 in collaboration with Heinrich Schmid AG of Switzerland. Its initial products ranged from fine blanked components and tools to related machines like straighteners, decoilers, strip loaders etc. Its engineering divisions are today located in Kolkata and Bangalore. The Home Appliances Division was started in 1991 with the vision to revolutionise the way Indians live. Over two decades, we have grown in strength to become a word synonymous with home solutions. Through a constant evolution of the very best Washing Machines, 100% Clothes Dryers, Dishwashers, Microwave Ovens, Air Conditioners, Refrigerators, Cooker Hoods and Modular Kitchens, we have helped usher in a lifestyle of convenience and freedom. Today, millions of Indian households use IFB products, making us one of the most trusted home appliances brands in the country. Our service network of 250 franchises and 2,200 service engineers ensures we deliver exceptional service across the country.

IFB Automotive Pvt. Ltd.IFB Automotive Pvt. Ltd. pioneered the manufacture of fine blanked automotive components, seating systems, door systems and automotive motors in India to meet the growing needs of the auto industry. The Company has built a reputation as a leading technology provider for safety critical and comfort related products in the automotive sector. With a state-of-the-art R&D division, IFB Automotive Pvt. Ltd. has the capacity to develop new products responding to the diverse needs of its domestic and international customers. Against a backdrop of tough global competition, IFB Automotive Pvt. Ltd. strives to meet the highest quality demands of national and international regulatory bodies as well as stringent customer specific requirements

IFB Agro Industries Ltd.IFB Agro Industries Ltd. has, over the years, carved a niche for itself in India and abroad for its various consumer-oriented products both for domestic and export markets such as packaged foods, fine spirits, dry ice, bottling etc. The corporate office is located at EM Bypass, Kolkata, West Bengal and is listed in the BSE & NSE indexes. The plant is located within 15 km of traditional farmland. It is certified by the US Food and Drug Administration (USFDA) and the European Union (EU).

IFB Travel Systems Ltd.IFB Travel Systems Ltd. is the travel division of the IFB Group. Apart from our existing three million customer base, we also have 56 direct offices, 314 service franchisee outlets and 6,500 dealers in India alone. Our travel division was established in 1991 and presently we have offices in Kolkata, Bangalore, Goa and Delhi. Of these, the first two are IATA accredited. We shall soon open offices in Kerala and Chennai.At present, we provide service support to private companies across India. We are also joining the elite club of Online Travel Agents (OTA) with the launch of our online travel portal. The portal will have features to service direct customers (B2C), other businesses (B2B) and corporate companies with our comprehensive Corporate Booking Tool (CBT). This will help us service our existing customer base even better and also expand our network to other parts of India. The product range includes air tickets, hotels, cars, buses, transfers, holidays, cruises etc.Our goal is to establish ourselves as an internationally recognised top-of-the-line provider of travel. This motivates us to offer new and better product ranges in all segments of the travel industry.

NATURE

BOARD OF DIRECTORSName/TitleCurrent Board Membership

Bijon Nag,72Executive ChairmanIFB Agro Industries Ltd., Maruti Insurance Broking Pvt Ltd., Anjali Foundation, IFB Automotive Pvt Ltd., IFB Industries Ltd.

Bikramjit Nag,41Joint Executive Chairman & Managing DirectorIFB Industries Ltd., IFB Agro Industries Ltd., Travel Systems Ltd., IFB Automotive Pvt Ltd., Thai Automotive & Appliances Ltd.

Probir Chatterjee,60Chief Financial Officer & Executive DirectorIFB Industries Ltd., Travel Systems Ltd.

Sudam Maitra,Director & Deputy Managing DirectorSKH Metals Ltd., Nippon Thermostat Co., Ltd., Maruti Centre For Excellence, The Indian Value Engineering Society, Inergy Automotive Systems Manufacturing India Pvt Ltd., SAE India, IFB Industries Ltd.

R. Muralidhar,67Independent DirectorIFB Industries Ltd.

Radharaman Bhattacharya,80Independent DirectorIFB Industries Ltd.

Rathindra Nath Mitra,68Independent DirectorIFB Industries Ltd.

Tridibesh Dinesh Mukherjee,73Independent DirectorIFB Industries Ltd., Tractors India Pvt Ltd., Bharat Forge Ltd., West Bengal Industrial Development Corp. Ltd., Tata Advanced Materials Ltd., TIL Ltd., Rane (Madras) Ltd.

Sudip Ranjan Banerjee,55Independent DirectorKesoram Industries Ltd., PremjiInvest, IFB Industries Ltd.

All Executives Bijon NagExecutive Chairman Bikramjit NagJoint Executive Chairman & Managing Director

Probir ChatterjeeChief Financial Officer & Executive Director B. M. ShetyeVice President-Research & Development

Susanta DasHead-Personnel & Administration Soumitra GoswamiDeputy General Manager-Accounts & Finance

K. NagSenior Vice President-Corporate Affairs Sudam MaitraDirector & Deputy Managing Director

R. MuralidharIndependent Director Radharaman BhattacharyaIndependent Director

Rathindra Nath MitraIndependent Director Tridibesh Dinesh MukherjeeIndependent Director

Sudip Ranjan BanerjeeIndependent Director Indroneel GohoHead-Home Appliances Division Sales & Marketing

Uma Shankar Ghosh DastidarHead-Taxation Goutam Ray ChowdhurySecretary & Chief Compliance Officer

Dipak MitraPresident-Legal

ORGANIZATION CHART

Q1. How satisfied are you with ifb as a Place to Work ?

TABEL - 1FrequencyNo of RespondentsPercentage

111

246

31319

43347

51724

No Comments23

Interpretation:From the above table and chart it is clear that, 24 percent of the employees are extremely satisfied with there sBU as a place to work, 47 percent of the employees are satisfied, 19 percent say that they are neither satisfied nor dissatisfied, the rest 7 percent are not satisfied.Inference: It is inferred that the majority of the respondents are satisfied with there sBU as a place to work and the rest respondents are not satisfied.

Q2. I Know What is expected of me at work ?

TABEL - 2FrequencyNo of RespondentsPercentage

111

257

369

42231

53348

No Comments4

Interpretation: From the above table and chart it is clear that, 48 percent of the employees Strongly agree that they know what is expected of them at work and the rest 31 percent of the employee agree, 9 percent say that they neither agree nor disagree, 7 percent say they dis agree and the rest say no comments.

Inference:It is inferred that the majority of the respondents know what is expected from them in their work place and some of the respondents doesnt know what is expected from them.

Q3. I have the materials and equipments that I need to do my work right ? TABEL - 3FrequencyNo of RespondentsPercentage

134

246

31623

42637

52029

No Comments1

Interpretation:From the above table and chart it is clear that, 29 percent of the employees say they have the materials and equipments that they need for doing work, 37% say they agree that they have the materials and equipments, 23 percent say they nether agree nor disagree, 6 percent of te employees say they disagree and strongly disagree and the rest say no comments.Inference:It is inferred that the majority of the respondents have the materials and the equipments needed for doing the work right and some of the respondents say they dont have the materials and the equipments to do the work right.

Q4. At work do I have the opportunity to do best every day ?

TABEL - 4FrequencyNo of RespondentsPercentage

123

234

31623

42130

52434

No Comments6

Interpretation:From the above table and chart it is clear that, 34 percent of the employees strongly agree that they have the opportunity to do what they do best every day and 30 percent agree to the same,23 percent say they neither agree nor disagree, 4 percent and 3 percent of the employees say the they disagree and strongly disagree.

Inference:From the above interpretation it is inferred that the majority of the respondents have the opportunity to do what they do best every day and some of them say they dont have the opportunity to do what they do best every day.

Q5. In the last seven days, I have received recognition or praise for doing good work.

TABEL 5FrequencyNo of Respondents

14

28

320

416

512

No Comments

Interpretation:From the above chart and table 27% and 23% of the employees say that strongly agree and just agree that they get recognition or praise for doing good work and 29% of them say they neither agree and the 6% and 14% say they disagree and strongly disagree and the rest say no comments.

Inference:From the above interpretation it is said 50% of the employees get recognition or praise for doing the good work and some say they dont get the recognition or praise for doing good work.

Q6. M supervisor, or someone at work, seems to care about me as a person.

TABEL 6 FrequencyNo of Respondents

13

21

318

421

526

No Comments

Interpretation:From the above data it is said 38% of the employees feel that some one at work seems to care them as a person 30% of the employees agree, 1% say they disagree,4% say they strongly disagree and the 26% say they neither agree disagree.

Inference:From the above interpretation it is inferred that the majority of the m fell that some one at work seems to care about them as a person and some say no one care for them as a person

Q7. There is someone at work who encourages my development ? TABEL 7FrequencyNo of Respondents

14

27

318

422

519

No Comments

Interpretation:From the above chart it is interpreted that 27% of the respondents feel that someone at work encourages their development and 31% of them agree to the same. And 26% disagree and 10% strongly disagree because they dont feel so and 26% neither agree nor disagree.

Inference:From the above interpretation it is inferred that 58% of the them feel that they are encouraged for their development and say they are not encouraged.

Q8. At work, my opinion seems to count.

TABEL 8FrequencyNo of Respondents

11

24

316

429

519

No Comments

Interpretation:Form the above chart is can be interpreted that 27% of the respondents strongly agree that their opinion seem to count and 42% agree to it and 1% of the employees disagree and strongly disagree that at work, their opinion seems to count and 23% say they neither agree nor disagree.

Inference:From the above interpretation it can inferred that majority of the m feel that at work, their opinion seems to count and say some say their opinion doesnt count.

Q9. The mission propose of ifb to make me feel my job is important?

TABEL 9FrequencyNo of Respondents

10

210

313

424

522

No Comments

Interpretation:It can be interpreted that31% of the employee they strongly agree that the mission purpose of akzonobel make them feel them that their job is important, 35% of them agree, 14% say they disagree, 19% they neither agree nor disagree.

Inference:From the above interpretation it can be inferred that the majority of the employees feel that the mission purpose of akzonobel make them feel that their job is important andsome say they disagree to it

Q10. My associates (fellow employees) are committed to doing quality work ? TABEL 10FrequencyNo of Respondents

12

27

316

430

514

No Comments

Interpretation:From the chart it can be interpreted that 20% of the employees strongly agree that their associates are committed to doing quality work, and 43% of the employees agree, 10% of the employees say they disagree and 3% of them they strongly disagree and the 23% of them say no comments.

Inference:From the above interpretations it is inferred that the majority of the employees feel that their associates are committed to doing quality work and some say no to that.

Q11. I have a Best friend at work?.

TABEL 11FrequencyNo of Respondents

14

26

318

418

518

No Comments

Interpretation:From the above chart it is interpreted that 23% of the respondents say they strongly agree that they have best friend at work, 25% of them say agree, 9% say they disagree, 6% say they strongly disagree that have a best friend at work 265 say they neither agree nor disagree.

Inference:From the above interpretation it can be concluded that 505 of the respondents feel that they have a best friend at work and some say they dont have.

Q12. In the last six months, someone at work talked to me about my progress.?

TABEL 12FrequencyNo of Respondents

111

27

316

412

519

No Comments

Interpretation:From the above chart it can be Interpreted that 27% of the employees say they strongly agree that some one at work talked to them about progress, 17% say they agree, 10% , 16% say they disagree and strongly disagree that some one at work talked to them about their progress. And 23% of them say they neither agree nor disagree.

Inference:From the above interpretation it is concluded that majority of them feel that some one at work talked to them about their progress and some they dont agree to it and the rest 23% neither agree nor disagree.

Q13. In the last year, I have had opportunities at work to learn and grow.?

TABEL 13FrequencyNo of Respondents

12

210

317

416

518

No Comments

Interpretation:It can be interpreted from the above chart that 26% of the employees say they strongly agree that they had opportunities at work to learn and grow, 23% agree for the same, and 14% , 3% say they disagree and strongly disagree that had opportunities at work to learn and grow , and the rest 24% say that they neither agree nor disagree.

Inference:It inferred from the above interpretation that half of the employees feel that they had the opportunities at work to learn and grow , and some say they had opportunity at work to learn and grow.

Q14. I will recommend ifb to others looking for a meaningful career?.

TABEL 14FrequencyNo of Respondents

16

23

312

428

521

No Comments

Interpretation:It can be interpreted that 30% of the employees strongly agree that they will recommend akzonobel to other looking for a meaningful career, 40% agree for the same, 4% , 9% disagree and strongly disagree that they will recommend akzonobel to others looking for a meaningful career.

Inference:From the above interpretation it can be inferred that majority of them say they will recommend akzonobel to others looking for a meaningful career and some say they dont.

Q15. Two Years from now , I see myself continuing to work for my ifb/company.?

TABEL 15FrequencyNo of Respondents

17

25

313

420

520

No Comments

Interpretation:From the above chart it is interpreted that 28% of the employees strongly agree and 29% of the employees agree that two years from now they see themselves continuing to work for their sBU/ company, 7%, 10% of them say they disagree and strongly disagree that two years from now see themselves continuing to work for their sBU/company.

Inference:From the above interpretation it can be inferred that majority of themwill continue tio work for their sBU/company and some say they wont.

SUMMARY OF THE FINDINGS AND RECOMMENDATIONSThe analysis of the questionnaire administered to a sample of 70 respondents has disclosed certain important findings. Based on the findings, suitable recommendations have been made. From the study it has been found that. Majority say there should be specific product training Program to technical service, sale consultants Some of the respondents say there should be more accountability and one rule for all. Most of the employees say that there is no frequent review of persons development career There is no proper co-operation, co-ordination between the departments. Majority of the employees say that there is no proper implementations of good manufacturing practices (GMP) and improvement in the existing operations (MFG) system. Some of the respondents say the working area/physical environment has to be improved. It is found that there is no proper work profile and training has to be given based on the technology and the business principles There is no IT support in most of the Departments There no value engineering and proactive approach on customers demands There is no down line communication regarding HSE and to frame time and promote time for HSE activates IT is found that there has to be improvement in safety and hygiene structural reframing

Some of the employees say they are not recognized for there work and they are not motivated. Horning of the skills among employees. Better quality utilization, Majority say quality standards to be improved to be more comparative in market There is no ERP system for planning etc. There is no development of new products and the cost has to be reduced and there should be improvement in 5s For seeing the situations planning should be proper. Right people not selected for the right job. Some say laboratory has to be well equipped. There is no wider vision on customers. Majority say there has to be more customer focused team and improvement in profit mind set and also improvement in productions quality, There is no proper job clarity and roles Majority of them say that canteen facility has to be improved there should be better budget for the better food. Transportation facilities has to be improved. Employees say marketing has to be improved and should be demand generated Most of the workers feel that they need training and development programs frequently to maintain as well as to improve their skills. Quality work will be greatly influenced by the style in which a management manages its people, its philosophies and its levels of involvement in day to day working.

Many of the respondents say there should be more focus on core objectives Majority say there has to be some hr policies to retain the talents. Respondents say there should be value based selling and number of differentials products in market. There are no aggressive generous remuneration packages and no periodical interactions meetings with employees. In this industry the employees working conditions will be material contract.

CONCLUSION

The Research Study Entitled The Study on Organization Climate focusing on Employee Engagement & HR Effectiveness highlights the benefits of the organization and the employees. In general the benefits of the organization climate include: employee engagement, communication, HR effectiveness, and Profitable organization.Specifically, the Benefits can be : more positive feeling towards ones self ( greater Self-esteem), more Positive towards one job ( improved job satisfaction and involvement), more positive feeling towards the organization (Stronger commitment to the organization goals ), improved physical and psychological health, greater growth and development of the individual as a productive member of the individual as a person and as a productive member of the organization, higher quality and quantity of the output of goods and services.Hackman and Suttle present six strategies which have frequently been used for improving Quality of work life in Organizational settings. These areThe development of careers path Work designOrganizational rewards systemDesign and maintenance of group and inter group relationshipManagerial practicesInternal and external strategies for change

The organization climate has focused more on the perception of the employees, the perception of the employee is required and should be valued and should be evaluated to retain the employee in the organization. In any organization employees have to be rewarded to retain the talent. And they have to be trained to improve the interpersonal skills; the company should be able to describe what quality of training the employee needs. Needs assessment can be used when organizations perceive and attach importance to training and developing of their employees.If the Industry is in to manufacturing it should focus more on Product, Quality, Cost and the important one the customer, it is always good to go for customer feedback regarding the product and to focus on different segments which are ignored. And marketing strategies has to be updated now and then to improve to create a demand market.As, there are many products coming up every now and then in the market. To be a good player and to stay long the company has to come out with the new products. The product has to be differentiated based on the segment.

Working conditions Survey QuestionnaireDear sir/madam I am Rajani , a 6th semester student pursuing BBM (specializing in HR Management) from east point college of Higher Education, Bangalore I am currently with IFB Company doing a dissertation as a part of my curriculum the topic mutually agreed upon is understanding the working conditionA ifb/Departmental condition refers to the workplace that is likely to influence work motivation, work effectiveness etc .of people who work in the particular ifb/Department , this is normally measured by collecting feedback on the perceptions and feelings of people. These perceptions are assessed on a number of variable or dimensions that constitute the condition of the climate of the Business Unit/Department Please spare a few minutes (normally takes