EXECUTIVE SUMMARY

TULASI granites, a private organization is very well known in the field of

granites in the international market. It was set up in the year 1993-94 and is located at

hanamsagar road which is 3 km away from ILKAL in Bagalkot district, Karnataka it is

mainly concerned with extraction of granite blocks from its queries and exports of

granites blocks

Granites have optimum quality and of Rajashree Granites. Because of its quality,

ILKAL city called as pink city in the international market the company to its credit has

received number of national awards for export of granites blocks the company has its

head office at Ilkal.

TULASI granites a private organization has its total area of acres by providing

employment to around 200 employees. It consists of line and staff organization, line

people consists of thinkers and staff people are operators staff section chalk out plans of

officers operations to be performed and issues necessary instructions to the line section

which implements instructions to the best of its capacity the co has its registered office at

ILKAL.

INDUSTRIAL PROFILE

Granites is one of the commodities, which are having its own name in the

international market. TULASI is the Granites factory that was started in the year 1994-95

with manpower of 25. It has total area of 40 acres by providing employment to around

200 employees, The production is 1500 Cubic Meter per annum with the turnover of

Rs.14Crores

There are number of Granites Company’s throughout India which are situated in

various states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the

government in earning the tax as well as exporters name in the international market.

Today in the international market the need for Granites have gone up

Following are some of the Granites Factories with Profile

Factories Year of

establishment

Initial

investment

No of

employees

Production

per annual

Turnover

Saka Granites 1992 35 Lakhs 30 30000sqft 55 Lakhs

Sapthgiri Granites

Industries

1990 25 Lakhs 20 36000sqft 65 Lakhs

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Deepak Granites 2000 40 Lakhs 25 30000sqft 50 Lakhs

COMPANY PROFILE

Name of the company : TULASI GRANITES

Address : Hanamsagar road, ILKAL.

Tq : Hunagund

Dist : Bagalkot

St : Karnataka

Type of Unit : Private Company

Year of Establishment : 1994-95

Total Area Covered : 40 acres

Number of Employees : 60

Approximate production p.a : 120 c.m per month

Approximate Sales p.a : 1400 cubic meters

Competitors : GEM Granites and local Granite Quarries

OBJECTIVES OF THE STUDY: -

1] To find out the level employee satisfaction in the co.

2] To identify problem of the workers which affects their performance

3] To find out the deficiencies in co. policies affecting the employee which in turn

affects the co. profitability.

4] To find out the attitude of the workers towards management of the firm and to

recommended suggestions to the co. So that the employee’ enhanced and the

employees are motivated.

SCOPE OF THE STUDY

A study was conducted at TULASI GRANITES to known the satisfaction level of

the employees regarding training programme. The questionnaire for this survey was framed

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considering those factors where corrective action can be taken at .The study is limited to the

permanent employees

METHODOLOGY

In every research, we have to follow some methodology. The data collection done in

Tulasi Granites, for the purpose of my study on employee satisfaction by using the following

methods.

Source of information

Data collection method

Research instruction technique

FINDINGS

1. 38% are working in Tulisi Granite is Highest

2. 42% are joined as a worker in Tulisi Granite is highest

3. 46% are give first preference to job function in Tulisi Granite is highest

4. 84% are saying that satisfied with job in Tulisi Granite is highest

5. 52% are saying work experience in Tulasi Granite is highest

6. 50% are saying Medical in Tulasi Granite is highest

7. 38% are saying good sale in Tulasi Granite is highest

8. 44% are saying safeguard in Tulasi Granite is highest

9. 38% are saying Fulfillment in Tulasi Granite is highest

10. 82% are saying Yes in Tulasi Granite is highest

11. 96% are saying Yes means clear communication, in Tulasi Granite is highest

12. 48% are saying Motivation in Tulasi Granite is highest

13. 100% are saying satisfied with appraisal system in Tulasi Granite

14. 40% are saying Minimum role in Tulasi Granite is highest

15. 60% are Married in Tulasi Granite is highest

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INTRODUCTION

TULASI Granites is headed by Mr. RAMANUJAN DARAK, a pioneer in the granite field

who was honoured by the awards

Independence for his contribution in field of Mining & Marketing of Granites.

Production range of TULASI granites includes Rough Dimension Block, Polished, Flamed,

Honed and Cut to size structural slab, monuments memorials and mausoleum for different

countries in exclusive design. GME group also produces modular tiles, vanities and counter

tops; table tops sculptured pieces in different colors of natural granites stones

Several prestigious in the world have used granite stones from TULASI granites. The

organization is managed and run by highly qualified professionals and skilled engineers.

Of all the factors of production - Capital, land, labour; labour or man is undoubtly the

crucial factor that makes or mars an organization.

Employees are now a days seen as business partners of the organization. They empower the

organization to succeed. At the threshold of this transformation, human assets need to be

chosen carefully, developed, nurtured, utilized and their competencies multiplied.

High employee satisfaction levels can reduce turnover and attrition rate in the

industries.

People are the key to success in the new economy. Companies are attaching greater

importance to human performance today than ever before. And while corporations have

presumably always valued their employees, in today's fast-moving new economy, people

have gained even greater stature and are now seen as possibly the most important factor in a

company's success or failure.

Companies are giving due importance to recognize and the extraordinary efforts related to

retain the people in industry, some are making efforts to attract and retain top talent, represent

fundamental shifts in employer-employee relationships. And no where has this been truer

than in the high-tech sector, with its insatiable demand for knowledge workers.

But the focus on human performance now stretches across all industries and all levels,

from the front lines of customer service to the highest executive ranks. Almost industries are

putting their best efforts to the keep employees happy and engaged.

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One reason CEOs have begun investing in human performance improvement is that

they now have quantifiable proof of a sizable return. HR is fast changing from an internal

service department to a strategic partner in improving a company's competitive position. In

this era of competition, if internal customers, i.e. employees are not happy then the

organization will be out of competitive market.

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LITERATURE REVIEW

PROJECT PROBLEM

Definition:

Employee satisfaction is the terminology used to describe whether employees are happy and

contented and fulfilling their desires and needs at work. Many measures purport that

employee satisfaction is a factor in employee motivation, employee goal achievement, and

positive employee morale in the workplace.

Employee satisfaction, while generally a positive in your organization, can also be a downer

if mediocre employees stay because they are satisfied with your work environment.

INTRODUCTION

‘‘EMPLOYEE SATISFACTION ‘‘‘is the problem undertaken in TULASI

GRANITES, which forms one of the basic objectives of every business house regardless of

the size. It is believed that employees are the live assets of an organization. This statement

holds true for the mere reason that employees are supposed to be the “BACKBONE’’ of the

business.

Abilities, talents, aptitude and potentials for effectively activating every human

resource development strategy must be guided by the golden rule:

“GIVE LOVE AND GET LOVE’’

If there is cent percent satisfaction of the employees that is not possible, then it

leads to sincerity and dedication to the work, which makes the organization to prosper in

business and economy as a whole.

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IMPORTANCE OF HUMAN RESOURCE

Manpower may be thought of as, “The total knowledge, skill, creative abilities, talents

and aptitudes of an organizations workforce as well as value, attitudes and benefits of the

individual involved.” It is the most valuable asset of an organization. Human resources are

utilized to the maximum possible extent in order to achieve individual and organizational

goals.

BENEFITS OF EMPLOYEE SATISFACTION

1) It helps to improve recruitment. As the job becomes more attractive, more efficient

employees can be recruited.

2) It helps to win over employee’s loyalty and increase their morale.

3) Right organizational environment and climate will be created.

4) It helps to build up stable labor force to reduce labor turnover and absenteeism.

5) It helps to the development of team spirit among workers

6) It helps to earn goodwill and enhance public image.

Labour welfare helps to improve industrial relations and peace.

Meaning and Definition:

Locke gives a comprehensive definition of Employee Satisfaction

“A pleasurable positive emotional state resulting from appraisal of ones perception of how

well their job provides those things which are viewed as important. It is generally recognized

in the organizational Behavior field that employee's satisfaction is the most important and

frequently studied attitude".

Definitions of the concepts:

To understand the concept clearly, it is better to understand the literal

meaning of them. Therefore to understand the term "Employee Satisfaction" it is very much

important to know the words "Employee" And "Satisfaction" separately.

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Employee: According to the Oxford Dictionary the meaning of the

"Employee is a Person employed for Wages".

A person who works for another, in return, for financial or other compensation.

According to Employees State Insurance Act, 1948, An Employee is defined as the

one who is directly employed by the principal employee or whose services are temporarily

lent to by another with whom the employee has a contract of service. The act also says that

employee also includes any person employed for the wages or any

work connected with the administration of the factory or establishment or any department or

branch there of or with the purchase of raw materials for or the distribution of scales of the

products of the factory or establishment. The act also covers any person engaged as in

apprentice, not being an apprentice under the

Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does not

include any member of the Indian Naval, Military or Air-forces".

Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means

"atonement or compensation or a situation where the expectations have been met".

According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.

Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having

gratified an appetite or motive".

Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical,

mental & emotional well being of an individual.

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The ILO at its Asian Regional Conference defined “Labours welfare as a term which

is understood to include such services, facilities and Amenities and may be established or in

the vicinity in them with amenities conducive to good health & high morale.

The Oxford dictionary defines labours welfare as “efforts to make life worth living for

workmen”.

Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,

enjoyment of health, prosperity etc.

Need for Labour welfare in India

The need for labours welfare was strongly felt by the committee of the royal commitment

to industrial work among the factory work and also the harsh treatment receives from the

employees since the developing country like India. This need was emphasized by the

constitution of India in the chapter on the directive principle of state policy in the following

articles.

Importance of Employee Satisfaction:

1. Tracking the attitudes and opinions of employees can identify problems areas and

solutions related to management and leadership, corporate policy, recruitment, benefits,

diversity, training, and professional development.

2. A comprehensive employee satisfaction study can be the key to a more motivated and

loyal workforce.

3. The first step is to understand exactly which issues have the greatest impact on

employee satisfaction.

4. The findings of the employee satisfaction survey will tell you exactly bow much more

important one issue is over another so that you can focus your performance improvement

initiatives appropriately.

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5. In analyzing the data, we can define and refine issues that need addressed, such as

overall job satisfaction, professional fulfillment, employee motivation and commitment,

likelihood to stay with the organization, pay level, corporate goals and

Objectives.

6. Survey results can be segmented by employee position, length of employment,

full-time vs. part-time, etc.

FACTORS AFFECTING EMPLOYEE SATISFACTION.

1. Achievement

2. Recognition

3. Work itself

4. Responsibility

5. Advancement

6. Personal growth

7. Company policy and administration

8. Supervision

9. Relationship with supervisor

10. Work conditions

11. Salary

12. Relationship with peers

13. Personal life

14. Relationship with subordinates

15. Status

16. Security

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THEORIES OF EMPLOYEE SATISFACTION.

DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY

David McClelland is most noted for describing three types of motivational need, which he

identified in his 1988 book, Human Motivation:

Achievement motivation (n-ach),

Authority or power motivation (n-pow),

Affiliation motivation (n-affil).

Davidic McClelland’s needs-based motivational model

These needs are found to varying degrees in all workers and managers, and this mix of

motivational needs characterizes a person's or manager's style and behavior, both in terms of

being motivated and in the management and motivation others.

The need for achievement (n-ach)

The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of

realistic but challenging goals, and advancement in the job. There is a strong need for

feedback as to achievement and progress, and a need for a sense of

accomplishment.

ABRAHAM MASLOW’S HIERARCHY OF

NEED MOTIVATIONAL.MODEL

Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and

the Hierarchy of Needs theory remains valid today for understanding human motivation,

management training, and personal development. Indeed, Maslow's ideas surrounding the

Hierarchy of Needs concerning the responsibility of employers to provide a workplace

environment that encourages and enables employees to fulfill their own unique potential

(self-actualization) are today more relevant than ever. Abraham Maslow's book Motivation

and Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs,

and Maslow extended his ideas in other work, notably his later book Toward a Psychology of

being, a significant

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and relevant commentary, which has been revised in recent times by Richard Lowry, who is

in his own right a leading academic in the field of motivational psychology.

Abraham Maslow was born in New York in 1908 and died in 1970, although various

publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at

the University of Wisconsin formed the basis of his motivational research, initially studying

rhesus monkeys. Maslow later moved to New York's Brooklyn College.

Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to

Maslow; later versions with added motivational stages are not so clearly attributable.

Maslow's Hierarchy of Needs has been extended through interpretation of Maslow's work by

other people, and these augmented models and diagrams are shown as the adapted seven and

eight-stage Hierarchy of Needs models

below. There is some uncertainty as to how and when these additional three stages (six,

seventh and eighth - 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by

whom, to The Hierarchy of Needs model, and many people consider Maslow's 'original five-

stage Hierarchy Of Needs model to be the definitive

(and perfectly adequate) concept.

Maslow's hierarchy of needs

Each of us is motivated by needs. Our most basic needs are inborn, having evolved

over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how

these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each

need In turn, starting with the first, which deals with the most obvious needs for survival

itself.

Only when the lower order needs of physical and emotional well being are satisfied

are we concerned with the higher order needs of Influence and personal development.

Conversely, the things that satisfy our lower order needs are swept away, we are no longer

concerned about the maintenance of our higher order needs. Maslow's original Hierarchy of

Needs model was developed between1943-1954.

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FREDERICK HERTZBERG MOTIVATIONALTHEORY

Frederick Hertzberg’s motivation and hygiene factors

Frederick Hertzberg’s book 'The Motivation to Work', written with research

colleagues B Mausner and B Snyderman in 1959, first established his theories about

motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and

accountants, has become one of the most replicated studies in the field of workplace

psychology.

Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly

always arose from different factors, and were not simply opposing reactions to the same

factors, as had always previously been (and still now by the unenlightened) believed.

He showed that certain factors truly motivate ('motivators'), whereas others tend to

lead to dissatisfaction ('hygiene factors').

According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and the

other as a human being to grow psychologically.

He illustrated this also through Biblical example: Adam after his Expulsion from Eden

having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham,

capable and achieving great things through self-development - the 'motivational' needs.

Hertzberg's research proved that people will strive to achieve hygiene needs because

they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is

temporary.

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NEEDS FOR TRAINING:

The company provides the training to all employees irrespective of their qualification

skill experience and levels of job.

The training is needed for the following purpose:

Job requirements employees selected for a job might lack the qualifications

required to perform a job effectively. New and inexperienced employee required

detailed instruction for effective performance on the job. Remedial training should

be given to such people to match the needs of the organization. New employees

need to be provided orientation training to make them familiar with the job and

organisation.

Technicalogy changes: it is changing very fast. Now automation and

mechanization are being increasingly applied in office. And service sector

increasing use of fast changing technique requires training in to new technology.

Organisation viability: in order to survive and grow an organisation must

continually adopt itself to the changing environment. Existing employees need

refresher training to keep them a breast of new knowledge.

BENEFITS OF TRAINING TO EMPLOYEES:

Training is useful to employees in the following ways:-

1] Self Confidence

2] Higher Earnings

3] Safety

4] Adaptability

5] Promotion

6} New Skills

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PERFORMANCE APPRAISAL

Appraising performance of individuals, groups and organization has become a

common Patrice. The co has it’s own appraisal method. The employers has to evaluate

officer has to appraise the performance of their subordinates

In this the performance appraise is done in a systematic and planned manner. The

term performance refers to the degree of accomplishments of the job or ultimate result, on

the other hand the term appraisal refer on the evaluation of or assessment of work being

done in terms of quality, quantity, honest and working capacity, etc.

Content of the performance Appraisal:-

It depends upon the nature and level of job. It is not uniform for all types of jobs.

1] Regularity of attendance

2] Leadership style

3] Ability to work with others

4] Initiative

5] Technical skill

6] Judgment skills

7] Area of work interest.

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OBJECTIVES OF THE COURSE

To discuss the importance of the Managerial Leadership and High Performing Teams.

Understanding the significance of Managerial Leadership and their impact on

Organization.

To provide the participants an opportunity for sharing the practical experience on the

subject.

To create an opportunity to gain an insight into the process of team building.

CONTENTS OF THE PROGRAM

Managerial Leadership: New roles and Skills

Managerial Decision-Making and Term Problem Solving

Managerial Leadership: Trait and Approaches

Team Leadership

Teamwork

Teambuilding strategies

Conflict Management

Employee empowerment

Leading and Managing Change

Performance Appraisal

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Employee Satisfaction is influenced by :

Opportunity

Stress

Leadership

Fair Rewards

WorkStandards

AdequateAuthority

The statistically significant factors that affect Employee satisfaction

Bavendam Research identified six factors, that influence job satisfaction.

When these six factors were high, job satisfaction was high. When the six factors were low,

job satisfaction was low. These factors are similar to what we have found in all organizations.

1. Opportunity

Employees are more satisfied when they have challenging opportunities at work. This

includes chances to participate in interesting projects; jobs with a satisfying degree of

challenge and opportunities for increased responsibility. Important; this is not simply

“promotional opportunity”. As organizations have become flatter, promotions can be rare.

People have found challenge through projects team leadership, special assignments as well as

promotions.

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Actions:

Promote from within when possible.

Reward promising employees with roles on interesting projects.

Divide jobs into levels of increasing leadership and responsibility.

It may be possible to crate job titles that demonstrate increasing levels of expertise, which are

not limiting by a viability of positions they simply demonstrate achievement.

2. Stress

When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if

they interfere with employees’ personal lives or are a continuing source of worry or concern.

Actions:

Promote a balance of work and personal lives. Make sure that senior managers

model this behavior.

Distribute work evenly (fairly) within work teams.

Review work procedures to remove unnecessary “red tape” or bureaucracy.

Manage the number of interruptions while trying to do their jobs.

Some organizations utilize exercise or “fun” breaks at work.

3. Leadership

Employees are more satisfied when their managers are good leaders. This includes

motivating employees to do a good job, striving for excellence or just taking action.

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Actions:

Make sure your managers are well trained. Leadership combines attitudes and

behavior. It can be learned.

People respond to managers who inspire them to achieve meaningful goals and

they can trust.

4. Work standards

Employees are more satisfied when their entire workgroup takes pried in the quality of its

work.

Actions:

Encourage communication between employees and customers. Quality gains

importance when employees see impact on customers.

Develop meaningful measures of quality. Celebrate achievements in quality.

Trap:

Be cautions of slick “packaged” campaigns that are perceived as superficial and patronizing.

5. Fair Rewards

Employees are more satisfied, when they feel they are reward fairly for the work they do.

Consider employees responsibilities, the effort they have put forth, the work they have done

well and the demands of their jobs.

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Actions:

Make sure rewards are for genuine contributions to the organization.

Be consistent in your reward policies.

If your wages sure competitive, then make sure that employees know this.

Reward can include a variety of benefits and rewards other than money.

As an added benefit, employees who are reward fairly, experience less stress.

6. Adequate Authority

Employees are more satisfied when they have adequate freedom and authority to do their

jobs.

Actions:

When reasonable:

Let employees make decisions.

Allow employees to have input on decisions that will affect them.

Establish work goals but let employees determine how they will achieve those goals.

Later reviews may identify innovative “best practices.”

Ask, “If there were just one or two decisions that you could make, which ones would

make the biggest difference in your job?”

In creasing job satisfaction is important for its humanitarian value and for its financial benefit

(due to its effect on employee behavior). As early as 1918, Edward Thorndike explored the

relationship between work and satisfaction in the Journal of Applied Psychology.

Bavendam Research has included measures of job satisfaction in all our employee surveys.

Clear patterns have emerged.

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Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run

Care about the quality of their work

Are more committed to the organization

Have higher retention rates, and are more productive.

One thing that makes humans unique is ability to focus energy. Whether to heat a home

or to cut steel with a laser, focusing energy where it has needed, produces significant results.

As a manager, you need to know what is important problem is more likely to produce

measurable benefits to the organization.

The actual cases unique to your organization can only uncovered through a

proper analysis. Bavendam research Inc. has developed a survey process that identifies

underlying cases of the factors such as:

Retention/turnover

Productivity

Teamwork

Communication

Job satisfaction

and much more.

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Limitations:

i. The study is restricted to employees at Tulasi Granite

ii. Employees were hesitant and tried to avoid answering questions.

iii. The findings are purely base on the information that has been collected through

questionnaire and the Tulasi Granite.

BENEFITS OF TRAINING

How Training Benefits the Organization

Leads to improved profitability and/or more positive attitudes towards profits

orientation.

Improves the job knowledge and skills at all levels of the organization.

Improves the morale of the workforce.

Helps people identify with organizations goals.

Helps create a better corporate image.

Fosters authenticity, openness and trust.

Improves the relationship between boss and subordinate.

Helps prepare guidelines for work.

Aids in understanding and carrying out organizational policies.

Provides information for future needs in all areas of the organization.

Organization gets more effective in decision-making and problem solving.

Aids in developing leadership skill, motivation, loyalty, better attitudes and other

aspects the successful workers and managers usually display.

Helps keep costs down in many areas, e.g. production, personnel, administration etc.

Develops a sense of responsibility to the organization for being competent and

knowledgeable.

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Reduces outside consulting costs by utilizing competent internal consulting.

Stimulates preventive management as opposed to putting out fires.

Helps the individual in making better and effective problem solving, which in Turn

ultimately should Benefit the Organization

Through training and development, motivational variables of recognition,

achievement, growth, responsibility and advancement are internalized and advancement

are internalized and operationalised.

Aids in encouraging and achieving self-development and self-confidence.

Provides information for improving leadership knowledge, communication skills and

attitudes.

Provides the trainee an avenue for growth and a say in his/her own future.

Helps a person develop speaking and listening skills; also writing skills when

exercises are required.

Benefits in personnel and Human Relation, Intra and Inter-group

Relations and policy Implementation.

Improves communication between groups and individuals.

Aids in orientation for new employees and those taking new jobs through transfer or

promotion.

Provides information on equal opportunity and affirmative action.

Provides information on other governmental laws and administrative policies.

Improves inter-personal skills.

Makes organization policies, rules and regulations viable.

Improves morale.

Builds cohesiveness in groups.

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Provides a good climate for learning growth, and co-ordination.

Makes the organization a better place to work and live.

Training Objectives .

Generally line managers ask the personnel manager to formulate the trading policies. The

personnel manager formulates the following training objectives in keeping with the

company’s goals and objectives.

To proves the employee, both new and old to meet the present as well as the changing

requirements of the job and the organization.

To impart the new entrants the basic knowledge and skills they need for an intelligent

performance of a definite job.

To assist employees to function more effectively in their present positions by

exposing them to the latest concepts, higher-level tasks, information and techniques and

developing the skills they will need in their particular fields.

To build up a second line of competent officers and prepare them to occupy more

responsible positions.

To broaden the minds of senior managers by providing them with opportunities for an

interchange of experiences within and outside with a view to correcting narrowness of

outlook that may arise from over-specialization.

To develop the potentialities of people for the next level job.

To ensure smooth and efficient working of a department.

To ensure economical output of required quality.

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TRAINING METHODS

As a result of research in the field of training, a number of programmes are available.

Some of these are new methods, while others are improvements over the traditional methods.

The training programmes commonly used to train operative and supervisory personnel are

discussed below. These programmes are classified into on-the-job and off-the-job training

programmes

On The-Job Training Methods

This type of training, also known as job instruction training, is the most commonly used

method. Under this method, the individual is placed on a regular job and taught the skills

necessary to perform that job. The trainee learns under the supervision and guidance of a

qualified worker or instructor. On-the-job training has the advantage of giving first hand

knowledge and experience under the actual working conditions. While the trainee learns how

to perform a job, he is also a regular worker rendering the services for which he is paid. The

problem of transfer of trainee is also minimized as the person learns on-the-job. The

emphasis is placed on rendering services in the most effective manner rather than learning

how to perform the job. On-the-job training methods include job rotation, coaching, job

instruction or training through step-by-step and committee assignments.

Job Rotation: This type of training involves the movement of the trainee from one job to

another. The trainee receives job knowledge and gains experience from his supervisor or

trainer in each of the different job assignments. Though this method of training is common in

training managers for general management positions, trainees can also be rotated from job to

job in workshop jobs. This method gives an opportunity to the trainee to understand the

problems of employees on other jobs and respect them.

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Coaching: The trainee is placed under a particular supervisor who functions as a coach in

training the individual. The supervisor provides feedback to the trainee on his performance

and offers him some suggestions for improvement. Often the trainee shares some of the

duties and responsibilities of the coach and relieves him of his burden. A limitation of this

method of training is that the trainee may not have the freedom or opportunity to express his

own ideas.

Job Instruction: This method is also known as training through step by step. Under this

method, the trainer explains to the trainee the way of doing the jobs, job knowledge and skills

and allows him to do the job. The trainer appraises the performance of the trainee, provides

feedback information and corrects the trainee.

Committee Assignments: Under the committee assignment, a group of trainees are

given and asked to solve an actual organizational problem. The trainees solve the problem

jointly. It develops teamwork.

Off-the-Job methods

Under this method of training, the trainee is separated from the job situation and his

attention is focused upon learning the material related to his future job performance. Since

the trainee is not distracted by job requirements, he can place his entire concentration on

learning the job rather than spending his time in performing it. There is an opportunity for

freedom of expression for the trainees. Companies have started using multimedia technology

in training, Off-the-job training methods are as follows:

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Vestibule Training: In this method, actual work conditions are simulated in a classroom.

Material, files and equipment, which are used in actual job performance, are also used in

training. This type of training is commonly used for training personnel for clerical and semi-

skilled jobs. The duration of this training ranges from days to a few weeks. Theory can be

related to practice in this method.

Role Playing: It is defined as a method of human interaction that involves realistic

behaviour in imaginary situations. This method of training involves action, doing and

practice. The participants play the role of certain characters such as the production manager,

mechanical engineer, superintendents, maintenance engineers, quality control inspectors,

foremen, workers and the like. This method is mostly used for developing inter-personal

interactions and relations.

Lecture Method: The lecture is a traditional and direct method of instruction. The instructor

organizes the material and gives it to a group of trainees in the form of a talk. To be effective,

the lecture must motivate and create interest among the trainees. An advantage of the lecture

method is that it is direct and can be used for a large group of trainees. Thus, costs and time

involved are reduced. The major limitation of the lecture method is that it does not provide

for transfer of training effectively.

Conference or Discussion: It is a method in training the clerical, professional and

supervisory personnel. This method involves a group of people who pose ideas, examine and

share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to

the improvement of job performance. Discussion has the distinct advantage over the lecture

method, in that the discussion involves two-way communication and hence feedback is

BABASAB PATIL 27

provided. The participants feel free to speak in small groups. The success of this method

depends on the leadership qualities of the person who leads the group.

Programmed Instruction: In recent years, this method has become popular. The subject

matter to be learned is presented in a series of carefully planned sequential units. These units

are arranged from simple to more complex levels of instruction. The trainee goes through

these units by answering questions or filling the blanks. This method is expensive and time

consuming.

How to make Training Effective

Determine training needs through job description, performance appraisal forms and

potential appraisal discussions.

Prepare a training calendar in discussion with managers.

Training programmes should be well-defined specific objectives.

Nominate the employees for training based on a need for training.

Trainers should be qualified and experienced, and preferable internal.

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RECENT DEVELOPMENTS IN TRAINING

Employee Self Initiative

Employees have realized that change is the order of the day and they have started playing

the role of a change agent. Consequently, employees identify their own training needs, select

appropriate training programme organized by various organizations and undergo the training

programmes. Thus, employees in recent times started taking proactive measures on their own.

On-Line Training

Companies started providing on-line training. Trainees can undergo training by staying at the

place of their work. Participants complete course work from wherever they have access to

computer and Internet. Different types of media are used for on-line training.

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction surveys can cover as many or as few topics as are required by your

organization. Some of these topics include:

Job satisfaction

The company as a place to work

Organization direction, strategy and goals

Employee morale

Organizational relationships

Supervision

Management

Leadership

Culture, values and behaviours

Company image

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Benefits

Compensation and rewards/incentives

Recognition and promotion

Training and development

Career opportunities

Quality products and services

Internal/external communications

Organizational change

Any other topics of interest to managers

Discrepancy Theories Two-Factor Theory• Motivators

– responsibility

– challenge

– job control

• Hygiene factors

– pay

– benefits

– coworkers

Employee satisfaction has two components

1.Hygeiene issues

2.Motivation issues

The hygiene issues are:

1.Company and Administration Policy:They should be updated and accessible to all the

employees so that the employees are aware of all policies of the organization.

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2.Supervision: The supervisor should have the good leadership qualities and should give

positive feedback at regular interval.

3.Salary: Employees want to be paid according to their competence and hard work.

4.Interpersonal Relations: It is the relation with the superior ,peer and subordinate .The

employees should be given time for socialization .i.e. during lunch, tea break,etc.

5.Working conditions:The working environment should be good so that the employees will

have sense of pride in working for the organization and should be provided with the

necessary facilities and adequate space work efficiently.

The motivation issues are :

1.Work: The work should make employees believe that the work they are doing is important.

2.Achievement: All employees want to do a good job and make use of their talent .

3.Recognition:Employees should be rewarded for high performance by bonus or at least

praising their efforts.

4.Responsibilty:Employees should be given enough freedom or power to carry out their

task .They should have ownership of work and be given challenging work.

5.Advancement:Loyalty and performance should be rewarded by providing opportunities for

career development .

The absence of hygiene issues is a source of dissatisfaction. While increase in the motivation

factors ,will increase in employee satisfaction .the hygiene issues should be dealt first and

then the motivation issues should be given considerations .Bigger pay checks rarely equate

with higher job satisfaction .

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EMPOLYEE STRENGHT

With the manager employee strnght of five people at the inception, our present workforce is

4000 consisting of dedicated people. We are proud to say that since 1976 in a long span of

34years of organization history. There has not been a single instance of labor unrest. This is due

to the strong employer employee relationship and various welfare measure adopted by the

company such as provident found, gratuity scheme, medical reimbursement, pension scheme,

educational benefits maternity benefit etc

They have introduce various novel schemes like payment to drivers based on

mileage driven by them even the hamals and drivers of the organization are extended the benefit

of ESI/PF etc

A part from directed employment, we have introduce a self employment

scheme for local entrepreneurs by appointing them as agents of company .we have found that in

small places local people will be in a better position to cater to customer without adding

overheads to the company .it is estimated that at least 10000 people are benefited by way of

direct / indirect employment from our Organisation

EMPOLYEE AND EMPLOYER RELATIONSHIP

It is a process of an effective motivation of individuals in given situation in order to achieve

a balance of objectives which will yield grater human satisfaction and help accomplished

company goals

As we observed there is no trade union because of good relation between employee and

employer if any conflict they are solved by the management

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Apart form direct employment their has introduced a self employment scheme for local

transports or agent of the company. It is estimated that more than 5000 people are benefited by

the way of direct or indirect employment in the organization

INDUSTRIAL PROFILE

Granites is one of the commodities, which are having its own name in the international

market. TULASI is the Granites factory that was started in the year 1994-95 with manpower

of 25. It has total area of 40 acres by providing employment to around 200 employees, The

production is 1500 Cubic Meter per annum with the turnover of Rs.14Crores

There are number of Granites Company’s throughout India which are situated in various

states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the government

in earning the tax as well as exporters name in the international market.

Today in the international market the need for Granites have gone up

Following are some of the Granites Factories with Profile

Factories Year of

establishment

Initial

investment

No of

employees

Production

per annual

Turnover

Saka Granites 1992 35 Lakhs 30 30000sqft 55 Lakhs

Sapthgiri

Granites

Industries

1990 25 Lakhs 20 36000sqft 65 Lakhs

Deepak

Granites

2000 40 Lakhs 25 30000sqft 50 Lakhs

How Granite Slabs are Created

Granite is more than just a pretty face. The stone is second only to diamonds in hardness,

which accounts for the effectiveness of diamonds in facilitating the quarrying of the natural

BABASAB PATIL 33

stone. It is granite's toughness and durability that make it such a desirable countertop

material. It won't break or crack, and it is virtually scratch and stain resistant.

Cutting granite at the quarry

Once the granite is removed from the earth, it needs to be cut to size accordingly. This is

typically done with wire saws that are often treated with a varying range of abrasives from

sand to aluminum oxide to diamond, along with water which acts as a coolant. Other types of

cutting devices are often used in tandem, or in the absence of, these wire saws. Water jet

cutting, for example, uses a focused, high-pressure stream to cut stone along specified cutting

lines. Once it has been established that the granite blocks are to be used for countertops and

tile, they are cut and polished into the familiar forms for these purposes. The granite tile and

slabs are calibrated to ensure that the thickness of the granite is uniform and gauged to make

sure that they are square; tiles are beveled to produce their smooth edges. Once this part of

the process is completed, they are ready for your project.

There are four operations that are involved in the processing of granite. They are:

• Dressing

• Cutting/Sawing

• Surface Grinding and Polishing

• Edge-Cutting-Trimming.

Dressing Granite

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Stone dressing: once a block of granite has been broken down to the appropriate size

required, the sides have to be roughly smoothed off before polishing can begin. Stone

dressing was usually carried out at stone-cutting and polishing works, rather than at the

quarry itself.

Originally, rough dressing was done with a blocking hammer or a dressing pick, with

puncheons and chisels for finer work. A more efficient dressing tool was the bush hammer, or

patent axe.

Cutting/Sawing

Cutting of granite blocks into slabs was once a laborious process taking months, using an iron

saw with sand and water as an abrasive. With the invention of chilled iron shot (small pellets

of iron) and the use of steel saws, the cutting time was reduced to days. The dressing process

left a relatively smooth surface which could then be polished.

During the 1960s, endless wire loop saws superseded the old frame saws thus diamond tipped

circular saws have also been used for many years since it leaves a surface sufficiently smooth

as to require no further polishing before dressing.

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The rough blocks arriving at the stone yard from the quarry are irregular in size and shape is

inspected to identify the most efficient way to cut them into slab form while minimizing

wastage.

Once the initial inspection is complete, the block is primarily sawed into slab form by means

of large circular diamond-tipped blades, wire or monoblade saws which cut one slab at a time

or by a frame saw with multiple blades that cut each block – depending upon its size – in a

single operation into a number of slabs.

With this operation the thickness of the block can be varied to suit the finished stone it is

being cut for, and it is only when the block is opened in this way that any internal defects can

be discovered. It is important to remember that stone is a natural product and that colour and

veining (figuring) may also vary throughout a block or from block to block and result in some

slabs being rejected.

The next phase – secondary sawing – consists of cutting the slabs into dimensioned ashlar.

The machines used are usually computerised bridge saws with circular diamond blades

ranging in diameter from 600-1200mm and can also have tilting heads to provide angled cuts.

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The resulting ashlar is coded ready for palleting or sent to the mason workshop for other

masonry work such as broaching, droving or stugging to take place. In the second of these

options slabs can also be cut to sizes and shapes that can be moulded by hand or, equally

common today, by means of lathes profiling and water jetting machines (these machines are

mostly controlled by computers).

The stone that passes through the lathes, profiling and water jetting machines can either be

returned to the secondary saws to be jointed or moved to the banker area for the masons to

carry out further work such as returning moulding, sunk mouldings or to cut out moulded

brackets in a cornice course. Following the completion of work to each stone it is checked for

quality and any defects before being polished, palleted and ‘shrink-wrapped’ ready for

delivery to site.

The banker area is where time-served masons and apprentices using traditional tools such as

mells (mallets), teeth tools, chisels, etc. carry out work that cannot be undertaken by

machines.

Nowadays most of their chisels have tungsten instead of steel tips and – instead of employing

the blacksmith of former years – are sharpened by use of grinding wheels. The masons may

now also use compressed air tools and angle grinders along with drilling and coring

machines.

Surface Grinding/Polishing

Dressing of stone left a roughly flat but uneven surface; polishing produces a smooth, even

shiny surface. For thousands of years the only way to polish stone was to rub one against

another, using sand and water as an abrasive. Polishing machines were introduced in the early

nineteenth century. Flat iron rings were turned by hand over a dressed surface, using sand and

water as an abrasive. Steam power for turning the iron rings was introduced in 1830s.

In the 1880s the Jenny Lind polishing machine was introduced (the machine so called from

its humming noise, which was likened to the Swedish singer of that name).

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This had a steel ring - shooting ring - which rotated over the dressed stone surface, iron shot

and water were used as an abrasive. Finer polishing stages used carborundum then emery.

With modern saws leaving smoother finishes, the shooting process is unnecessary, and

carborundum polishing can begin immediately. A modern version of the Jenny Lind, the

Seaton polisher, has four small rotating solid carborundum heads and is often fully automatic.

A building’s architectural expression can be greatly enhanced by the choice of surface finish

and in the case of natural stone a variety of considerations apply, including the function, type,

and hardness of the material as well as the aesthetic effect desired. Greater awareness of the

range of light and shade effects possible on different stone types and of the techniques

available to draw out the unique qualities of each has increased demand for manually dressed

stone, and this traditional process has become easier and quicker with new types of

compressed air tools and machines.

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COMPANY PROFILE

Name of the company : TULASI GRANITES

Address : Hanamsagar road, ILKAL.

Tq : Hunagund

Dist : Bagalkot

St : Karnataka

Type of Unit : Private Company

Year of Establishment : 1994-95

Total Area Covered : 40 acres

Number of Employees : 60

Approximate production p.a : 120 c.m per month

Approximate Sales p.a : 1400 cubic meters

Competitors : GEM Granites and local Granite Quarries

BABASAB PATIL 39

ORGANISATION CHART

OWNER

GENERAL MANAGER

PERSONAL PRODUCTION MINING SECURITY STORES PUBLIC

ACCOUNTS

MANAGER MANAGER MANAGER OFFICER MANAGER RELATION

MINING ASSISTANT

ASSISTANT MANAGER

MINING

FOREMAN CLERKS

MINING STAFF

MATE

BABASAB PATIL 40

MANUFACTURING

The mine is situated in HANAMSAGAR ROAD and adapoor which 60 km away from

Ilkal the granite were getting in this place is pink granite to approach the deposited in the

earth roadways will be made after that top soil will be removed with the excavator still we get

the hard sheet rock. Then we will observe the height and the width of the sheet (granite) next

we will observe whether the sheet is free is free or not. If it is not free we will put the jet

burner or wire caw to get the free face them. By observing natural joints resent in the sheet

we will put the vertical holes to the desired height or depth the holes will be drilled with

jackhammer instrument the spacing between the holes is to 30cms putting the holes. The

holes will be located with proper quality of explosive (gun powder) and it will be blasted.

After this we will observe the blasted sheet is horizontally free is there or not if it is not free

we will put the horizontal holes to required depth and we will blast it. This is one process of

the taking primary block put of mainsheet rock.

After getting the primary block the color grain size and other defects will be checked

after checking the quality once again closer holes will be drilled on the all sides of the blocks

to get a regular shade or desired size the drilled hole on the block will be hammered with the

help of chiseled roads to take out the unnecessary part of the bock this process is called

dressing of the block this process has been done by the gagmen’s known the block is ready

for the sale.

BABASAB PATIL 41

PRODUCTION

Production deals with the relationship between the input and output. The process

includes the blasting of raw rocks and making from into the fine blocks, which are ready to

export, and polishing purpose.

The company is mainly producing pink granites blocks are stored in the stockyard

The raw materials, which are left after making the blocks, are stored in a unwanted place and

this place is called as dump yard the distance between the dump yard and the production

place should be 0.5 km to 2km. Quality is the main motto of this organization.

Production process is carried on high technology cranes etc were these machines cost

around 30 lacks to 60 lacks.

The approximate production of the blocks daily is 15 to 25 cubic meters.

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POLISHING UNIT

If there are orders of granite tiles the company has its own polishing

factory. Total polishing factory costs 60Lakhs.

The polished granites tiles are packed in a systematic manner to care the

breakage of tiles. Then these are ready for export to foreign countries.

There are no of workers working in the polishing factory. The workers are

divided on their work done, cutting men is separate one, whole has experience in

cutting the blocks the polishing worker is been appointed separately for polishing the

granite tiles.

The polishing process required high technique machineries for cutting and

polishing. The kerosene is required in the cutting and sizing the granite tiles.

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Quality Control

While manufacturing a job, at each stage the quality of work is checked by the

foremen of officer till the complication of job to ensure quality is mentioned to the desired

standards. Even after complication of job its quality is checked by the above 2 persons. Even

the receipt of raw materials, spares & stores is been quality checked by deem of officials by

inspecting the items relieved at stores. In case of any Discrepancies in the manufactured item

or materials supplied it will be rejected, their by ensuring highest quality standards.

MARKETING

The company is mainly producing pink granites and has international market. A monthly

export is to 350 cubic meters of granites, as it is a 100% exported unit approved by the govt.

The co. has only 5% of production to sell in the local i.e., within the country, and remaining

95% of the production is exported to foreign countries.

The buyers are from Singapore, Malaysia, Italy, Taiwan, China, USA, etc., and other foreign

countries visit the company and order the granite tiles or blocks.

The co. has wide marketing throughout the world so the ILKAL city is called pink city in the

international market.

Many of the granite tiles are used in the foreign countries for the purpose of decorating the

houses, offices, hotels, tombs and other purposes etc.

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TRANSPORTATION

The sized blocks and granites tiles are transported to the far away places

through Lorries. The sized blocks and tiles are exported to the foreign countries

through ship, up to the ship or port the transport is made through Lorries.

Lorries till KARWAR carry transport of slabs and polished tiles and then the

shipment is done to different countries by ship. The transport of blocks is done

through the permit. This is obtained from the concerned authorities.

The co. has provided traveling facility to carry the workers from different

village to the company through lorries the employees have also the traveling facility

through the buses it has also provided the vehicles to the officers from their places.

The co. bears the transportation cost and traveling cost, where the workers are

allowed free services to the co and from co. to their places.

BABASAB PATIL 45

DEPARTMENTS

The company has its own departments, which are carried out by the department heads,

the following are the departments:

MINING DEPARTMENT: -

When the Geologist report is good then the management will appoint a

manager who is a manager, a mining engineer, who is having the certificate of

managing issued by the Dept. of mining safety only such persons are eligible to hold

the job of mining manager.

He in term takes the charge of the quarry and virtue of the experience and

quantity of production required by the company. The management persons who are

qualified and capable of holding to carry out the mining operatins will appoint him.

The following are the list of person required for the mining:-

A) Manager.

B) Assistant Manager.

C) Mining Fore man.

D) Mining mate.

E) Blaster.

F) Mechanical & Electrical Engineer.

The above said people are required running the quarry. They are qualified and have

experience in granite mining with good reputation for honest and good-working

capability will consider.

The mining people will be operating mine under the instruction of mines

manager and engineers running the mechanical and electrical machineries.

BABASAB PATIL 46

Machineries used for production purpose:-

1] Excavators: This is the machine that is used for lifting of the material with the help of

bucket. The materials can be lifted up to 30 feet of the department of earth. They are also

called as backhoe.

2] DRILLING MACHINE:- This is the machine, which is used for the purpose of loosing the

rocks. This is also called as jackhammer.

3] AIR COMPRESSOR: - This is the machine, which is used to supply the power to the

drilling machine, without are compressor the drilling cannot work.

4] DUMPERS: It is the machine, which is used to transport the waste materials the working

place up to weight of 20-25 tones.

Equipment or machineries used in mines

1] Excavators:

Types No of machines

Ex 200 2

Ex 300 7

Pc 200 1

Ck170 1

Ck300 2

Pc 650 1

Vh261 2

2] Dumpers : -

BABASAB PATIL 47

HM 1025 21

3] Wheel loaders and cranes

HM 2071 Ii 3

Caterpillar 2

Delmacts 1

Escort crane 2

TATA 32 crane 3

4] Compressors: -

XA 320 5

UT-6 1

IR 600 5

IR 650 12

IR 250 2

IR 375 1

XA 11 1

5] Drilling Machines: -

Commando 5

Slot liner 2

Time Splitter 1 (breaking the rock)

6] Jet burner 4

Jet hammer 250 watt 1

7] Miscellaneous machines

BABASAB PATIL 48

Mobile work shop van 1

Mobile service van 1

Diesel tanker 2

Diesel distributor 2

Gem set data 1

Welding set 9

Explosives used in the mines:-

Class-I Low explosives.

Gunpowder used for production

Class-II Clary explosive (epilating sticks) used for the purpose of waste blast.

Class-III DIVISION III -Electric detonators. There are used for the detonating of

Explosives.

Division II –Detonating cards is also used for the waste blast.

GEOLOGY DEPARTMENT: -

Before any mines or quarries are start first the geologist will survey the area by virtue

of his experience and suggest to the management which part of area is containing good

quality of materials and its existence area wise and depth wise.

SURVEY DEPARTMENT: -

After the geologist survey of land containing rocks survey department carries out the

next process. This is the Dept. Were the place used for granite-digging purpose are

surveyed. The surveyor is the person who survey the land used for production purpose.

MECHANICAL DEPARTMENT: -

BABASAB PATIL 49

This is the Dept were the repairs of machineries are carried out. Such as Hitachi’s,

Excavators, Air Compressor’s, tipper’s, Dumper’s jackhammers and other machines, etc.

ELETRILCAL DEPARTMENT: -

In this electric al works are carried out. Electrical engineer is the head of the Dept.

The worker’s are known as Electrician’s. The Electrical work of machines, such as Hitachi's’

Excavator's’ Air compressor's’ Tippers, Dumper’s, Jackhammer’s, etc are made.

PURCHASE DEPARTMENT

This is also one of the important departments in this department they

purchase the materials, which requires for production and also for the the materials.

It receives the requisition letter from the store department to know what type of

materials is required. After receiving this letter they make enquiry and then place the order.

“Purchasing refers to the act of buying an item by price”.

Purchasing means procurement of goods and services from some out side agencies.

The object of purchasing is to supply materials, semi finished goods etc. to the production

department.

The object of purchasing is procurement of materials of the right type, right quality, and in

right quantity and at a right time. Effective management and control over the use of materials

and equipment so as to avoid waste, duplication

FINANCE DEPARTMENT

Accounting is the art of recording, classifying and summarizing in a significant manner and

in terms of money, transactions and events that are in part at least, of financial character

and interpreting the result there off.

BABASAB PATIL 50

Introduction:

Financial department is a vital department of a organization. Finance is a concerned with

providing and using cash and credit for carrying on business correctly.

Finance is regarded as the lifeblood of a business enterprise this is because on the modern

economy finance is one of the basic needs of all of kinds of economic activities. it is the

matter key, which provided access to all source to be employed in the manufacturing and

mechanizing activities. The finance department should decide when, where and how to

achieve funds to meet the firms, investment needs.

The control issue before the finance department is to determine the proportion of equity and

debt the mix of equity and debt is known as the capital structure being one of the best-run co-

operative mills in India.

Functions of finance department:

It prepares and maintain journal books, cash and bank, books ledger a/c and a trial

balance.

To prepare trading account

To prepare profit and loss account

To prepare balance sheet

Maintenance of account is undertaken

Rate fixing

Suppliers bill paying

Cash and bank balance

It makes calculation and decision regarding the funds of the company.

Finance dept deals with the financial activities of the company. It consists of different

section.

Inventory section

Costing section

Bills section

Companies account

BABASAB PATIL 51

Sales Tax account

Employees account

Trust account

SCOPE OF THE STUDY

A study was conducted at TULASI GRANITES to known the satisfaction level of

the employees regarding training programme. The questionnaire for this survey was framed

considering those factors where corrective action can be taken at .The study is limited to the

permanent employees

PERSONNEL DEPARTMENT

Employees are “The Back bone Of Every Company’’ They Are Responsible For

Every Company Profitability. The satisfaction of employees in every aspect will lead to

achievement of the goals of the company; otherwise the co. faces problems, which affects the

growth of the co. The first and foremast responsibility of every so is to see the well being of

each employee. As a part of the project. I have taken up EMPLOYEE SATISFACTION as

the aspect of my study.

MEDICAL FACILITY:-

Every company or industry has its own medical facilities provided to the workers in

the company like wise the GM Exports also has medical facilities provided to the

workers. .

The medical facilities are provided to the workers, if following conditions is

there:

If there is any injury during the blasting process

BABASAB PATIL 52

If there is any accident by the vehicle while working in the company

If there are any injuries while working in the machinery repairs.

If there is any injury while working in the dept of the quarry

If there is any injury working in the electrical department.

The medical facility is provided to workers is at the cost of the free services the

workers don’t incurs the cost.

HOLIDAYS

Every worker or employees require the leaves, which may be official or personal.

The co. is also providing the leaves facility to the employee working in the company. There

are 12 casual leaves and 15 sick leaves provided by the co. to the employees for every year

for every 200 working days, the company has provided one day leave for every 20 days.

More leaves are provided if the employees or workers are suffering from the diseases

like fever, malaria, typhoid, and other diseases. If they provide medical certificate to the co.

the company has the authority to deduct the absent salary from their monthly salary.

The company provides the finance facility for the employee who is sick for long days.

The medical leaves are provided to the workers or employee on their sickness.

According to the survey conducted, it was found that some of the workers have

complaints about the facilities like quality of food, medicines in first aid box, providing the

workers with transport facilities and granting of long at right time. Some of the workers are

unhappy with the wage paid to them. They felt that ways are paid, less according to their

service render and it is not possible to the workers to lead a decent life. Some of the workers

also felt that the co. should provide them with quarters to stay.

Responsibilities:

BABASAB PATIL 53

The function of the department is to primarily provide the company with personal

procedures and services. It is thus linked with all the department of the company. And is the

mean to promote understanding between the management and employee.

The personal department is mainly responsible to create a cordial sphere in the

industry between the management and the workers.

SAFE GUARDS TO THE WORKERS:

All who are working in the query are responsible for the jobs assigned to them. The

company is providing the safe guards to the workers while they are working in the quarry the

following are the safety materials provided to the workers.

HELMETS: - These are used for the purpose of safeguarding from the

blasting and sunrays while working in the quarry.]

EAR MUFF: - These are used for the purpose of protection from the noise

that takes place during the production time.

MINING SHOES: - These are used from protecting from heat and hard

stones during the production time.

SAFETY GOGGELS: - These are use to protect from sunrays, dust

particles that takes place during the production.

SAFETY ROPES: - These are used to protect the workers from the depth

point during the productions.

INSULATED HAND GLOVES: - These are used to protect the hands

while drilling and blasting the rocks

DRESSES: - The dress materials are provided to the workers working in

the co. To safe guard the body. Every year the co. Provides two pairs of

dress to the workers.

Selection procedure of the employees:

BABASAB PATIL 54

The co. select the employees required for the concerned jobs through the selection

procedure. The procedure is as follows:

1] Job analysis:

It refers to the study if job in terms of duties, responsibilities, risks and other factors

associated with each kindle of job. It is the basis for the selecting the right candidate

to the right job. It is essential to finalize the job analysis, job description, job

satisfaction and employee satisfaction before proceeding to the next step.

2] Recruitment:

It refers to the process of searching fork prospective employee and stimulating them to

apply for jobs to the co. Selection of right no andjk kind of candidate depends upon

affective requirements.

3] Application form:

It is also known as application blank it is widely accepted techniques for securing

information from the prospective candidates. The co. asks the applicant to apply on

white paper giving particular about his name, date of birth, mailing address,

education, qualification, experience, etc.

Contents of Application Form:

a] Personal background information,

b] Education attainment,

c] Work experience,

d] Salary accepted.

4] Tests:

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The following are the tests conducted. They are as follows:

Aptitude test: This test is conducted to known the ability of the candidate to learn a job, it

giving adequate training candidate may be having some specific aptitudes such as

mechanicals, clerical, managerial, etc.

Personality test: Personality is some total of mental, moral and physical trades are qualities.

This test will help the experts to known the qualities like emotions, reactions, mental

maturity, self/confidence, optimists decisions making, capacity, sociability, patients,

intensive, honesty and integrity.

Medical Test: This test it conducted to assess the physical health standards of the prospective

employee. Beside medical testis conducted to see that the candidate’s are not

suffering from any infections diseases.

Employment test: This test appears more suitable while selecting the typist’s stenographers,

computer operators, mechanical engineer’s electrical engineers etc. This test is

intended to know the practical knowledge and profanely of the candidate in

performing the job.

5] FINAL INTERVIEW:-

The Candidate’s who are successful in all the above tests will be called for final

interview. Interview means face- to –face encounter with the purpose of recruitment.

committee consists of some persons from the concerned department and from the

human resources dept. these expert go on asking different questions on different

topics. Based on the satisfactory answer the candidates are finally considered for the

employment.

HUMAN RESOURCE SYSTEM IS A CENTRAL SUB SYSTEM;

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It refers in the organization is not only unique sub system, but also a principal and

central sub system and it operates upon the control all other sub system.

Whatever in the environment affects the organization like economic, social, cultural,

legal, political, historic, competitors, consumers etc, as a whole also affects the personal

system? The resources systems receive inputs from the organizational performance that form

of objectives and it results in individual and organizational performance that may be viewed

as individual and organizations operate under the same cultural, economic, social, legal,

political and other constraints

INDUCTION

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Material sub system

Technical sub system

Financial sub system

Marketing sub system

Human resource sub

system

Induction of an employee refers to the function of introducing the new employee to

the job, job location surroundings, organization and various employees.

In order to provide necessary information to the new employees different method

have been adopted, they are as follows:

1] Lecture method

2] Handbook method

3] Film method

4] Other methods

In the process of induction, the information is given to the new employees,

About the company

About the departments

It is compared to as ‘‘new bride coming to the in-law’s house for the first

time’’

WORKERS PARTICIPATION IN MANAGEMENT:

It is a development of recent growth. The term participation implies ‘‘Mental,

emotional and psychological involvement in shaping the specific destiny’’. There fore

workers participation in mgt. Means active association of workers in total decision-making

tack of the mgt.

Workers participation in the mgt. Means the involvement of workers in the mgt. To

make the correct decision-making and to make increase in the production capacity. It

provides the workers to take morel salary and they full fill their problems faced in the

company.

If there is a correct decision or accurate decision, the mgt. Follows the suggestion

given by the workers. This helps the workers to increase their knowledge.

EFFECTIVENESS OF TRAINING AT TULASI GRANITES

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TRAINING:

Training is the process by which the aptitudes, skills and abilities of employees to

perform specific jobs are increased.

According to G.A.Cole, Training is learning activity, which is directed towards

the acquisition of specific knowledge and skills for the purpose of definite job or

occupation or task.

According to P. Subba Rao, Training is short-term educational process and

utilizing a systematic and organized procedure by which employees gain specific

knowledge for specific job or occupation

Training is the process of increasing the knowledge and skill for doing a particular

job, it is an organised procedure by which people learn the knowledge and skill for

definite purpose. Training is aimed at improving the behavior and performance of person.

In other words, training improves changes, modules employees’ knowledge, skill,

behavior, aptitude and attitude towards the requirement of the job to the organization.

Thus training bridge the gap between job requirement ad employees satisfaction.

SECURITY DEPARTMENT.

Roles:

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o To Regulate in and out movement of men & materials in the company

premises.

o To bring to the notice of the management any incident\activity this may Result

in loss to the company and prevent the same.

o To organize transportation of gold to Bangalore.

o Security Department prevents losses of all types of resources and thus needs to

be integral part of key management function.

o It helps productivities of all departments.

o The developed countries have realized that security has a direct bearing on

profitability.

Security department prevent theft by the following means

o Canalize movement of employees by restricting movements through gates.

o Allow movement of workers by proper identification by using punching

machines.

o Physically search employees while going out and selective search some times

of employees going in.

o Maintaining records of movement of employees and stor

OBJECTIVES OF THE STUDY: -

1] To find out the level old employee satisfaction in the co.

2] To identity problem of the workers which affects their performance

3] To find out the deficiencies in co. policies affecting the employee which in turn affects

the co. profitability.

4] To find out the attitude of the workers towards management of the co. To

recommended suggestions to the co. So that the employee’s morale is enhanced and

the employees are motivated.

IMPORTANT OBJECTIVES: -

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1] To create better understanding between labour and management, which helps in the

increase of the production.

2] To increase the morale and disciplines of the workers.

3] To improve production in terms of quantity and quality.

4] This helps the company to make the workers more responsible and creative.

5] Improve the co. relation and helps co. reduce the labor turn over and also labor absences.

6] It also helps to satisfy the psychological urge of the self-expression.

The workers are allowed to give their suggestion in respected of production

management, working conditions and other aspects of the company. If there is good

suggestion given by the workers then the management implements it. This helps to improve

the relationship between the mgt and the workers.

The helps the company. Growth in terms of quality, quantity, marketability and other

etc.

SCOPE OF THE STUDY

A study was conducted at TULASI GRANITES to known the satisfaction level of

the employees regarding training programme. The questionnaire for this survey was framed

considering those factors where corrective action can be taken at .The study is limited to the

permanent employees

METHODOLOGY

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In every research, we have to follow some methodology. The data collection done in

Gem Granites, for the purpose of my study on employee satisfaction by using the following

methods.

SOURCE OF INFORMATION

Primary data is the main source of information for the study. Primary is the fresh

information that involves the researcher to collect the necessary information about the

employees regarding employee satisfaction.

DATA COLLECTION METHOD

The data collection method followed in the survey method. Survey is the

systematic gathering of data from the respondents. This is widely used because of its extreme

flexibility.

SAMPLE & SAMPLING TECHNIQUES

When the filed of enquiry is large, a small representation of the larger whole is taken. The

selected respondents are called the sample and the selection process is

called "Sampling Technique". In this study the total shop floor workers of the company that

is 100 employees are treated as sample.

Data Collection Method:

The information necessary for this survey is collected by trapping primary and secondary

sources.

Primary Sources.

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Questionnaire

Personal Interaction

Secondary sources

Previous reports on employee satisfaction

Related information from internet.

Books and publication

Research Design:

In research design of this project the study was conducted using survey method. I took all the

100 employees as sample and took their responses using the research instrument as

questionnaire; the questionnaire was personally given to each other.

Data analysis:

Data analysis was made based on questionnaire. Graphs have been used to know the level of

satisfaction of the employees towards welfare measures. This analysis is helpful in

recommending improvements in welfare measures.

Measuring tool:

A tool is an aid with which necessary and relevant information can be fetched systematically

to the subject matter.

The interview method was the tool of data collection. The schedule contains several Question

resulting to different aspects of the problems under analysis. Open and closed - ended

questions were used for the interview.

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ANALYSIS AND INTERPRITATIONS

1. Form how many day's you are working in Tulasi Granite

Frequency Percent Valid Percent

Cumulative Percent

Valid 1 Year 3 6.0 6.0 6.02 Year 19 38.0 38.0 44.03 Year 11 22.0 22.0 66.04 Year 17 34.0 34.0 100.0

Total 50 100.0 100.0 .

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

6% are working in 1 Years, 38% are working in 2 Years, 22% are working in 3 Years and

34% are working in 4 Years. Hence 38% are working in Tulisi Granite is Highest.

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2. While at joining time which was your post

Frequency

Percent Valid Percent

Cumulative

Percent Valid Assistant 5 10.0 10.0 10.0

Supervisor

14 28.0 28.0 38.0

Worker 21 42.0 42.0 80.0Manager 10 20.0 20.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

10% are Joined as Assistant, 28% are joined as supervisor, 42% are joined as worker and

20% are joined as Manager. Hence 42% are joined as a worker in Tulisi Granite is highest.

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3. According to you whom to give the first preference from the following

Frequency Percent Valid Percent

Cumulative Percent

Valid Salary 10 20.0 20.0 20.0Working Codition

10 20.0 20.0 40.0

Job Fuction

23 46.0 46.0 86.0

any Other 7 14.0 14.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

20% are give first preference to the salary, 20% are give first preference to working

condition, 46% are give first preference to job function and 14% are give first preference to

any other. Hence 46% are give first preference to job function in Tulisi Granite is highest

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1. Are you satisfied with your job

Frequency

Percent Valid Percent

Cumulative

Percent Valid Yes 42 84.0 84.0 84.0

No 8 16.0 16.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

84% are saying satisfied with job, and 16% are saying dissatisfied. Hence 84% are saying

that satisfied with job in Tulisi Granite is highest

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2. What are selection criteria for all the levels of management

Frequency

Percent Valid Percent

Cumulative

Percent Valid Work

Experience

26 52.0 52.0 52.0

Knowledge

16 32.0 32.0 84.0

Age 5 10.0 10.0 94.0Education 3 6.0 6.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

52% are saying work experience, 32% are saying knowledge, 10% are age, and 6% are

saying education. Hence 52% are saying work experience in Tulasi Granite is highest

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3. What is the different Security and safty measures provided to the employee to increase the morale

Frequency Percent Valid Percent

Cumulative Percent

Valid health insurance

16 32.0 32.0 32.0

Medical 25 50.0 50.0 82.0Shoes 5 10.0 10.0 92.0Hand

Glows4 8.0 8.0 100.0

Total 50 100.0 100.0

What is the different Security and safty measures provided to the employee to increase the morale

Hand GlowsShoesMedicalhelth insurence

Fre

qu

en

cy

25

20

15

10

5

0

What is the different Security and safty measures provided to the employee to increase the morale

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

32% are saying health insurance, 50% are saying Medical Facilities, 10% are shoes, and 8%

are saying hand glows. Hence 50% are saying Medical in Tulasi Granite is highest

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4. Why you prefer Tulasi Granites

Frequency

Percent Valid Percent

Cumulative

Percent Valid It is a Big

Unit12 24.0 24.0 24.0

No.1 5 10.0 10.0 34.0Good Sale

19 38.0 38.0 72.0

Work Image

14 28.0 28.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

24% are saying it is a big unit, 10% are saying No.1, 38% are saying good sale, and 28% are

saying work image. Hence 38% are saying good sale in Tulasi Granite is highest

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5. What is Your suggestion to improve the facilities

Frequency

Percent Valid Percent

Cumulative

Percent Valid Water

Facility13 26.0 26.0 26.0

Ventilation

10 20.0 20.0 46.0

Safegard 22 44.0 44.0 90.0Mask 5 10.0 10.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

26% are saying water facility, 20% are saying ventilation, 44% are saying safeguard, and

10% are saying Mask. Hence 44% are saying safeguard in Tulasi Granite is highest

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6. What is the reason of satisfaction or dissatisfaction

Frequency

Percent Valid Percent

Cumulative

Percent Valid Motivatio

n18 36.0 36.0 36.0

Work Load

9 18.0 18.0 54.0

Fulfilment

19 38.0 38.0 92.0

Over Time

4 8.0 8.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

36% are saying motivation, 18% are saying work load, 38% are saying Fulfilment, and 8%

are saying Overtime. Hence 38% are saying Fulfillment in Tulasi Granite is highest

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7. Do you which that the management spends some amount on employee training or development.

Frequency

Percent Valid Percent

Cumulative

Percent Valid Yes 41 82.0 82.0 82.0

No 9 18.0 18.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

82% are saying Yes, and 18% are saying No,. Hence 82% are saying Yes in Tulasi Granite is

highest

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8. Do you have clear communication with your superior

Frequency

Percent Valid Percent

Cumulative

Percent Valid Yes 48 96.0 96.0 96.0

No 2 4.0 4.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

96% are saying Yes means clear communication, and 4% are saying No. means clear

communication, Hence 96% are saying Yes means clear communication, in Tulasi Granite

is highest

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9. What you expect from management

Frequency

Percent Valid Percent

Cumulative

Percent Valid Motivatio

n24 48.0 48.0 48.0

Self recognisat

ion

9 18.0 18.0 66.0

Co-operation

13 26.0 26.0 92.0

Train 4 8.0 8.0 100.0Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

48% are saying motivation, 18% are saying Self Recognisation, 26% are saying Co-

operation, and 8% are saying train. Hence 48% are saying Motivation in Tulasi Granite is

highest

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10. Are you satisfied with appraisal system of Tulasi Granites

Frequency

Percent Valid Percent

Cumulative

Percent Valid Yes 50 100.0 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

100% are saying satisfied with appraisal system in Tulasi Granite

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11. Your role at Tulasi Granite

Frequency

Percent Valid Percent

Cumulative

Percent ValidVital Role 19 38.0 38.0 38.0

Not up to mark

8 16.0 16.0 54.0

Minimum 20 40.0 40.0 94.0Nil 3 6.0 6.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

38% are saying Vital role , 16% are saying Not up to mark, 40% are saying Minimum, and

6% are saying Nil. Hence 40% are saying Minimum role in Tulasi Granite is highest

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12. What is your marital status

Frequency

Percent Valid Percent

Cumulative

Percent Valid Married 30 60.0 60.0 60.0

Unmarried

20 40.0 40.0 100.0

Total 50 100.0 100.0

INTERPRITATION:.

According to survey in Tulasi Granite know that out of 50 respondents are says that

60% are married , and 40% are Unmarried. Hence 60% are Married in Tulasi Granite is

highest

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FINDINGS

1. 38% are working in Tulisi Granite is Highest

2. 42% are joined as a worker in Tulisi Granite is highest

3. 46% are give first preference to job function in Tulisi Granite is highest

4. 84% are saying that satisfied with job in Tulisi Granite is highest

5. 52% are saying work experience in Tulasi Granite is highest

6. 50% are saying Medical in Tulasi Granite is highest

7. 38% are saying good sale in Tulasi Granite is highest

8. 44% are saying safeguard in Tulasi Granite is highest

9. 38% are saying Fulfillment in Tulasi Granite is highest

10. 82% are saying Yes in Tulasi Granite is highest

11. 96% are saying Yes means clear communication, in Tulasi Granite is highest

12. 48% are saying Motivation in Tulasi Granite is highest

13. 100% are saying satisfied with appraisal system in Tulasi Granite

14. 40% are saying Minimum role in Tulasi Granite is highest

15. 60% are Married in Tulasi Granite is highest

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SUGGESTIONS AND RECOMMENDATIONS

As the workers complained about the canteen facilities . which is far away from the company

. so the company should provide canteen facilities in their company only

The workers are also complained for loan facilities so the company should provide good loan

facilities to the workers which will be to the extent of needful

Clealiness should be mentained in the premises of the company . toilets & bathrooms must

be regularly cleaned

The company should provide housing facilities ton the workers they have to provide qarters .

that they will not migrate to any other places

CONCLUSION

The company started in 94-95 with only 20 manpower and has grown drastically with

fully high technique of machine power. The company is producing the granites which

is highly demanded in the market from them to till now all over the country. And they

are also exporting to the foreign countries

Many competitors have failed to compete with the TULASI granites due to

Quality . Service. Quantity of production etc. now the company has became one of the

leader in the field of granites .

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BIBLIOGRAPHY

Text Book References:

Subbarao, HRM

Websites

http://www.google.com

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ANNEXURE

QUESTIONNAIRE

Name: Post or Designation: Date of joining

Present working section

Working hours in a day

1. From how many day’s your are working in Tulasi Granite

a) 1 Year b) 2 Years

c) 3 Years d) 4 Years

2. _________while at joining time which was your post.

a) Assistant b) Supervisor

c) Worker d) Manager

3. According to you whom to give the first preference from the following

a) salary b) working condition

c) Job function d) Any other

4. Are you satisfied with your job

A. If yes: Scope

What you liked in Tulasi Granite

B. If No :

What is the reason behind it?

5. What are selection criteria for all the levels of management.

a) Work Experience b) Knowledge

c) Age d) Education

6. What is the different security & safety majors provided to the employee to increase the

Morale.

a) Health Insurance b) Helmet

c) Shoes d) Hand glows

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7. Why you prefer Tulasi Granite.

a) It is Big Unit b) No.1

c) Good Sale d) work image

8. What is your suggestion to improve the facilities

a) Water Facility b) Ventilation

c) Safeguard d) Mask

9. What is the reason of satisfaction or dissatisfaction.

a) Motivation b) work load

c) Fulfillment d)over time

10. Do you which that the management spends some amount on employee training or

development.

a)yes b)no

11. Do you have clear communication with your superior?

a)yes b)no

12. What you expect from management

a) Motivation b) Self Recognisation

c) Co-operation d) Train

13. Are you satisfied with appraisal system of Tulasi Granite

a)Yes b) No

14. Your role at Tulasi Granite.

a)Vital role b) Not up to mark

c) Minimum d) Nil

15. What is your marital status

a) Married

b) Unmarried

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