A Study on

"Working conditions of the

employees
DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE
REQUIREMENTS FOR THE AWARD OF THE
DEGREE OF

OF
BANGALORE UNIVERSITY
By

RAJANI

CH

Reg No: 12XEC24059

Under

the

Guidence of

Mr.PRAKASH

BORAH

EAST POINT COLLEGE OF HIGHER EDUCATION

#147, Bidrehalli, virgonagar.p.o, Bangalore - 560049

To whom ever it may concern

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

Date-25th February
Mr. Prasanna
Place- Bangalore

H.R. Executive

EAST POINT COLLEGE OF

HIGHER EDUCATION

Affiliated to

Bangalore University (Managed by

M.G.Charitable Trust)
(NO.147,Bidrehalli,Virgonagar (po),Bangalore -560049 PH:08028473777)

CERTIFICATE

This is to certify that the project working

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

INTERNAL GUIDE
PRINCIPAL

HOD

EAST POINT COLLEGE OF

HIGHER EDUCATION

Affiliated to
Bangalore University (Managed by
M.G.Charitable Trust)
(NO.147, Bidrehalli, Virgonagar (po), Bangalore -560049 PH: 08028473777)

CERTIFICATE

BY THE GUIDE

CERTIFIED THAT THIS DISSERTATION IS BASED

ON AN ORIGINAL PROJECT STUDY CONDUCTED
BY
BY MIS. RAJANI CH REG. NO; 12XEC24059
UNDER MY GUIDANCE. HE/SHE
HAS ATTENDED
THE REQUIRED GUIDANCE SESSIONS
HELD.
THIS PROJECT REPORT HAS NOT FORMED A
BASIS FOR THE AWARD OF
ANY DEGREE /
DIPLOMA
OF
ANY
UNIVERSITY
OR
INSTITUTION.
DATE: 25th FEBRUARY

PLACE: BANGALORE
THE GUIDE

NAME SIGNATURE OF

EAST POINT COLLEGE OF

HIGHER EDUCATION

Affiliated to
Bangalore University (Managed by
M.G.Charitable Trust)
(NO.147,Bidrehalli, Virgonagar (po),Bangalore -560049 PH:08028473777)

DECLARATION
I do Here by Declare that the Study
Entitled working conditions of the employees
At IFB Industries in Bangalore. Submitted to
Bangalore University in partial fulfillment of the
Requirements for the award of the Degree of
Bachelor of Business Management is a record
of confide and independent project work
carried out by myself under the guidance and

supervision of Mr/Ms. Prakash Borah Lecturer

Department of Management studies and that this
report does not from part of any previous
dissertations or reports previously submitted to
this University or any other University for the
award of any degree/diploma.
NAME:
RAJANI CH
REG NO:
12XEC24059

EAST POINT COLLEGE OF

HIGHER EDUCATION

Affiliated to
Bangalore University (Managed by
M.G.Charitable Trust)
( NO.147,Bidrehalli, Virgonagar (po),Bangalore -560049 PH:08028473777)

ACKNOWLEDGEMENT
I utilize the opportunity to express my heartfelt thanks to sri.
S. m.venkatpathi ,chairman, East Point Group of Institutions,
Bangalore, for providing me an opportunity to study in this
esteemed organization.
My special words of thanks to Dr.Roopa T. N,Principal of East
Point College of Higher Education , Prof.S. Gopalakrishanan,
Vice principal , Department of Management Sciences and
Prof.Chaya Devi H.B HOD Of Management Science who

have helped a lot in completing my project through

their
constant encouragement .
I sincerely thank my Guide Mr./Ms. Prakash Borh who
guidance has helped me in completing my project. i would
also like extend my gratitude to my external guide
Mr./Ms.Prasanna whose advise & suggestion
helps me in every stage of my project.
I thank all other Faculty members of department of
management studies for their continuous support in carrying
out all my project
activities.
I offer my humble and grateful thanks to my beloved
parents who are the never ending source of inspiration to
me.

PLACE: Bangalore
DATE:
12XCC24059

NAME: RAJANI C H
REGISTER NUMBER:

LIST OF CONTENTS
CHAPTE
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Chapter :
1

INTRODUCTION

overview

PARTICULARS

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Chapter :
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Chapter :
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Chapter :
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Chapter :
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Chapter :
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Chapter :
7
Chapter :
8

ABOUT INDUSTRY
Brief History
ABOUT SUBJECT
Definition of the terms Used
Importence & otheraspects of the subject or study
RESEARCH STUDY
Title of the study
Statement of the Problem
Objectives Of the study
Scope of the study
Semping
Methodologuy
Plan of Analysis;
Limitations of the study
COMPANY PROPFILE
Inception
Type
Nature
Board of Directors
Organisation Charts
DATA ANALTSIS AND INTERPRETATION
FINDINGS AND RECOMMENDATIONS:
CONCLUSION:
APPENDICES AND ANNEXURE :
BIBLOGRAPHY:

THE

HUMAN RESOURCE

MANAGEMENT

INTRODUCTION;
As we enter a new millennium one could be forgiven for
thinking that with all the attendant media type and the

huge growth in public interest, managing information

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

development and motivation of employees at all levels is

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

IMPORTANCE OF HUMAN RESOURCE

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

Maintaining the dignity of the employee as a

human being;;
Providing maximum opportunites for personel
development.

Providing healthy relationship between different work

groups so that work is effectively performed.
Improving the employees working skills and capacity.
Correcting the error of wrong pposting and proper
reallocation work.
c)significance

for individual enterprise

it helps the organisation in accomplishing its goals

by.
Creating right attitude among the employees through
effective motivation.
Utilizing effectively the available human resource and.
Securing willing co-operation of the employees for
acheveing goals of the enterprise and fulfilling there
own social and other psychological needs of
recognition , love, affective, belongingness , esteem and
self- actualization.
Dynamic and growth- oriented organisation do require
effective management of people in a fast changing
environment . organisation flourishes on through the
efforts and competence of their human resource.
Employee capabilities must consciously be acquired,
sharp and used. Any organisation will have proper
human resource management.
To improve the capabilities of individual.

To develop team spirit of an individual and the

department.
To obtain necessary co-operation from the
employees to provide organisation effectiveness.
Deffinition of human resource management.

Human resource management is concerned with

the people who work in the organisation to achieve
the objectives of the organisation .it concerns with
acquisition of appropriate human resource, developing
their skills and competencies, motivating them for the
best performances and ensuring their continued
commitment to the organisation. Human resource
management refers to activity and function design
and implemented to maximize for organizational as
well as employees effectiveness.
Scope of human resource management;
Tha scope of human resource management is vast. all
the major activates in the working life of employee
form the time to his entry into the organisation until
he leaves, retire come under the purview of human
resource management,
The most important activites undertaken are as
follows;
Planning job design, job analysis, procurement,
retirement,selection, induction, placement , training and
development.
Compensation, rewards, benefits , retrial benefits,
medical and healthcare .
Motivation motivational aids bonus, incentives, profit
sharing non- monetary benefits are esteem satisfaction,

career development, growth, decision making, delegation

of authority and power, promotion etc.
Employee relations - grievance handling participation ,
collective bargaining and other aspects of cordial
relations, conducive to mutual understanding and
trust.
Employee evaluation and performance improvement,
human resource audit and human resource accounting.
Objectives of human resource management;

The objectives of human resource are;

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

BRIEF HISTORY

TEAR EVENTS 1974 - The Company was incorporated on 12 th

September, in West Bengal.
-The companys object is to manufacture fine blanking tools, press
tools and fine blanked components used in a wide range of
precision engineering industries.
-The company was promoted by Bijon Nag, an engineer by
profession.
-The company entered into a technical-cum-financial collaboration
agreement with Heinrich Schmid, Rappers will Switzerland.
Under this agreement, the collaborators were to furnish technical
knowhow, lay-out, design engineering services, drew ings, etc.
1986 - The company proposed to moder
nize its existing plant.
1987 The company Undertook to set up a second blanking unit
at Bangalore.

1988 The company set up a new division, viz., Project and

construction division to take up projects abroad as well as India.
-from the 1st july , the company took on lease two tea estates in
Dooars, west Bengal. Expansion paints of tea gardens were being
implemented.
-The company set up a joint venture company in India called RHW
India pvt, ltd,. With P.A. Rentrop, Hubert and Wagner GmbH & Co,
KG, West Germany, for the manufacture of automatic seat
adjustment mechanism. The company participated to the extent
of 60% and RHW 40% in the equity capital of this new company.

- The company was one of the promoters of IFB Agro Industries

Ltd., IFB Securities Ltd. And
IFB Leasing and Finance, ltd.
-RHW India Pvt, Ltd. Became Subsidiary of the company and the
name was consequently changed to RHW India Ltd.
-The company has set up a company called European Fine
Blanking Ltd., at Wareham in North,
U.K. With its European partners for the manufacture of the
Blanking Tools and components for the UK and Other European
Markets.
The company participated to the extent of 71% and Its European
Partners 29% in the equity capital of the subsidiary company.
1996 Balance Rs.25 of B Portion of debenture was to be
redeemed at par on 9th December.
2000 IFB has launched its new fully automatic washing machine,
Senator, in the Kerala market.

2002 IFB Industries ltd has informed that the Board of Directors
of the company at meeting held on June 20, 2002 have approved
the Scheme of reduction in the share Capital of the Company
subject to the Shareholders At the ensuing Annual General
Meeting and Confirmation by the Honble High Court at Kolkata
and sanctions of any other authority if necessary.
2008 IFB Industries it has informed that Board of Directors of the
company at its meeting held on October 31, 2008 has inducted
Mr. Bikranjit Nag in the Board and appointed him as Joint.
Executive Chairman and Managing Director of the company.

Working conditions of employee

Meaning & Definition of the terms Used

Data show that health and social services play an important role
in employment growth, according to the Second Biennial Report
on SSGI, employment in the health and social services sector
grew much faster than in other sectors of the economy, 21.4
million people who were employed in health and social services in
2009 and the health and social services sector generates around
5% of the total economic output in the EU-27.
From 2000 to 2009 total employment in in the health and social
service sector in the EU registered a 4.2 million increase.
Also, in terms of employment, among Services of General
Interest, health and social services are the largest sector,
representing 33% of SGI and employing 20,5 million employees.
Due to demographic reasons and change in family patterns
increasing numbers of people will need health care or social care
for increasing amounts of time: this is a key driver of the growing

demand for social services, which can be an opportunity for the

creation of new jobs.
Exploiting the employment potential of the personal and
household services
An Action Plan for the EU Health Workforce
Both working documents confirmed the Commissions view that
the sector has significant growth potential. Yet, they also
presented the fact that the sector faces major challenges such as
insufficient new recruits to replace those retiring and retention
problems due to difficult working conditions.
Also the Social Investment Package, issued in February 2013
confirmed the existence of job creation potential in the sector.
However, opportunities for job creation in the social services
sector are significant but a European policy

Framework has still to be developed in order to fully exploit the

employment potential.
OUR WORK
Working conditions of the staff working in the disability sector in
particular and in the social care sector in general are a great
concern for EASPD. Enhanced working condition can improve the
quality of the services and also unlock the job creation potential
of the social services sector.
Here a list of documents on working conditions in the sector
published in the last years:

Some reflections on the issue are included in the report of

the Informal Network of Social Services Providers Seminar
Impact of EU legislation on social services

In 2010 we published a policy paper on employment in the

care sector

In 2012 we published a reflection paper on employment in

the social and health sector, together with Social Services Europe

In 2014, we published a briefing paper on the job creation

potential of the Social Services Sector, the current barriers and
recommendations to the European Commission.
We believe that social dialogue at national and European level
might help enhancing the quality of work in the sector. This issue
was the main focus of the project PESSIS that did a mapping
exercise on social dialogue in the social services sector 11
European countries.
Importance & other aspects of the subject or study
Company Attributes

Job Work/Life Balance

Salary/Benefits

Job Security/Advancement

Management and job culture.

Working conditions
If you own a company in the Netherlands you must ensure a
healthy and safe work place for all your personnel, including
temporary personnel. If you outsource work, for example to a
subcontractor, you must also ensure a healthy and safe work
place for the subcontractor's workers. A healthy and safe work
place includes:
Work place and equipment
Physical and psychological stress
Substances, radiation and contagion
You are obliged to record details of the occupational hazards
and corresponding countermeasures in a risk inventory and
evaluation

Working conditions catalogue

The Dutch government's target conditions can be found in the Working
Conditions Act (Arbowet), the Working Conditions Decree (Arbobesluit), the
Working Conditions Regulation (Arboregeling) and the Working Conditions
Policy Rules (Arbobeleidsregels). Employers and employees use a working
conditions catalogue (Arbocatalogus) to agree on how they are going to
achieve the government's target conditions. A working conditions catalogue
can apply to one company or to an entire sector. You will find practical
suggestions and instruments for developing an occupational health and
safety catalogue.
Sector pamphlets on occupational hazards
The SZW Inspectorate (Inspectie SZW) checks whether the working
condition-s legislation is applied. To help you, the inspectorate publishes
pamphlets on the main occupational hazards in specific sectors. You can read
what requirements apply to you as an employer in your sector and what
precisely the SZW Inspectorate looks for during an inspection. Most
pamphlets are in india, but some of them are translated in English.
Working conditions certificates
A working conditions certificate is mandatory for a number of products,
activities and systems, such as:

Lifts, cranes and pressure vessels

Diving work, working with explosives and shooting commercial
fireworks
Working conditions services and asbestos assessment companies

Working at home and working flextime

Do your employees often work at home or from, for example, an Internet
caf, station or flexible work location? In that case, you are less or not
responsible for working conditions. You must, however, provide information
and support.

 Title of the study

With the increasing demands of todays business

Environment. The ifb company are take placing more pressure

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

Statement of the problem

the study focuses on the complete review of HR activates of

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

Objectives of the study

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

Scope of the study

There are five areas such as,

 health facility
general welfare programmes
economic welfare
labour welfare programmes
medical care
pention
drinking water
canteen facility
rest rooms
lighting facility

Sampling (Simple random sampling)

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

Methodology on working conditions

The working condition on descriptive research it describes data of

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

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

And growth of an employees.

Limitations of the study

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

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

TYPE

The IFB Group

1.
2.
3.
4.
5.
6.

From Precision to Perfection

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

To maximise shareholder's value and growth by

manufacturing and marketing top quality products.

To be the best in the eyes of our customers, employees,

business partners and shareholders.

To be in every home valued at Rs. 15 lakh + and achieve our

target of Rs. 4,000 crore turnover by 201617.

For our Customers: To offer them the best product to buy,

an innovative product that constantly outperforms peers and
outstanding service that makes every customer smile.

For our Employees: To provide them with an environment

in which every individual learns, grows and prospers.

For our Business Partners: To enable them to consider

IFBs products and services as their first choice.

For our Investors: The Company should be acknowledged

as the one with the highest degree of corporate transparency;
that delivers on the promises given to its shareholders.

IFB Industries Ltd.

IFB Industries Ltd. comprises two divisions: Fine Blanking and
Home Appliances.
The Fine Blanking Division, originally known as Indian Fine
Blanks Ltd, started operations in India in 1974 in
collaboration with Heinrich Schmid AG of Switzerland. Its
initial products ranged from fine blanked components and
tools to related machines like straighteners, decoilers, strip
loaders etc. Its engineering divisions are today located in
Kolkata and Bangalore.

The Home Appliances Division was started in 1991 with the

vision to revolutionise the way Indians live. Over two
decades, we have grown in strength to become a word
synonymous with home solutions. Through a constant evolution of
the very best Washing Machines, 100% Clothes Dryers, Dishwashers,
Microwave Ovens, Air Conditioners, Refrigerators, Cooker Hoods and Modular
Kitchens, we have helped usher in a lifestyle of convenience and freedom. Today,

millions of Indian households use IFB products, making us one of the most
trusted home appliances brands in the country. Our service network of 250
franchises and 2,200 service engineers ensures we deliver exceptional service
across the country.

IFB Automotive Pvt. Ltd.

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

IFB Agro Industries Ltd.

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

IFB Travel Systems Ltd.

IFB Travel Systems Ltd. is the travel division of the IFB Group.
Apart from our existing three million customer base, we also have
56 direct offices, 314 service franchisee outlets and 6,500 dealers
in India alone. Our travel division was established in 1991 and
presently we have offices in Kolkata, Bangalore, Goa and Delhi. Of
these, the first two are IATA accredited. We shall soon open offices
in Kerala and Chennai.

At present, we provide service support to private companies

across India. We are also joining the elite club of Online Travel
Agents (OTA) with the launch of our online travel portal. The
portal will have features to service direct customers (B2C), other
businesses (B2B) and corporate companies with our
comprehensive Corporate Booking Tool (CBT). This will help us
service our existing customer base even better and also expand
our network to other parts of India. The product range includes air
tickets, hotels, cars, buses, transfers, holidays, cruises etc.
Our goal is to establish ourselves as an internationally recognised
top-of-the-line provider of travel. This motivates us to offer new
and better product ranges in all segments of the travel industry.

NATURE

BOARD OF DIRECTORS

Name/Title

Current Board Membership

Bijon Nag, 72Executive Chairman

IFB Agro Industries Ltd., Maruti Insurance Broking Pvt Ltd.,

Anjali Foundation, IFB Automotive Pvt Ltd., IFB Industries
Ltd.

Managing Director

IFB Industries Ltd., IFB Agro Industries Ltd., Travel Systems

Ltd., IFB Automotive Pvt Ltd., Thai Automotive &
Appliances Ltd.

Probir Chatterjee, 60Chief Financial Officer &

IFB Industries Ltd., Travel Systems Ltd.

Bikramjit Nag, 41Joint Executive Chairman &

Executive Director

Sudam Maitra,Director & Deputy Managing

Director

SKH Metals Ltd., Nippon Thermostat Co., Ltd., Maruti

Centre For Excellence, The Indian Value Engineering
Society, Inergy Automotive Systems Manufacturing India
Pvt Ltd., SAE India, IFB Industries Ltd.

R. Muralidhar, 67Independent Director

IFB Industries Ltd.

Radharaman
Bhattacharya, 80Independent Director

IFB Industries Ltd.

Rathindra Nath Mitra, 68Independent

Director

IFB Industries Ltd.

Tridibesh Dinesh
Mukherjee, 73Independent Director

IFB Industries Ltd., Tractors India Pvt Ltd., Bharat Forge

Ltd., West Bengal Industrial Development Corp. Ltd., Tata
Advanced Materials Ltd., TIL Ltd., Rane (Madras) Ltd.

Sudip Ranjan Banerjee, 55Independent

Director

Kesoram Industries Ltd., PremjiInvest, IFB Industries Ltd.

All Executives

Bijon NagExecutive Chairman

Bikramjit NagJoint Executive Chairman & Managing Director

Probir ChatterjeeChief Financial Officer & Executive Director

B. M. ShetyeVice President-Research & Development
Susanta DasHead-Personnel & Administration
Soumitra GoswamiDeputy General Manager-Accounts & Finance

K. NagSenior Vice President-Corporate Affairs

Sudam MaitraDirector & Deputy Managing Director
R. MuralidharIndependent Director
Radharaman BhattacharyaIndependent Director
Rathindra Nath MitraIndependent Director
Tridibesh Dinesh MukherjeeIndependent Director
Sudip Ranjan BanerjeeIndependent Director
Indroneel GohoHead-Home Appliances Division Sales & Marketing

Uma Shankar Ghosh DastidarHead-Taxation

Goutam Ray ChowdhurySecretary & Chief Compliance Officer

Dipak MitraPresident-Legal

 ORGANIZATION CHART

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

TABEL - 1

No of
Respondents

Frequency
1
2
3
4
5
No
Comments

1
4
13
33
17

Percentag
e
1
6
19
47
24

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

Inference:
It is inferred that the majority of the respondents are satisfied with there sBU
as a place to work and the rest respondents are not satisfied.

GRAPH : 1

NA = Not applicable/No Comments; 3% 1 = Extremely Dissatisfied; 1% 2 = Dissatisfied; 6%

5 = Extremely Satisfied; 24%
3 = Neither satisfied nor dissatisfied; 19%

4 = satisfied; 47%

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

TABEL - 2

No of
Respondents

Frequency
1
2
3
4
5
No
Comments

1
5
6
22
33

Percentag
e
1
7
9
31
48
4

Interpretation:

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

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

GRAPH : 2
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

4% 1% 7%

9%

48%
31%

Q3. I have the materials and equipments that I need to do my work right ?

TABEL - 3

No of
Respondents

Frequency
1
2
3
4
5
No
Comments

3
4
16
26
20

Percentag
e
4
6
23
37
29
1

Interpretation:
From the above table and chart it is clear that, 29 percent of the employees
say they have the materials and equipments that they need for doing work,
37% say they agree that they have the materials and equipments, 23
percent say they nether agree nor disagree, 6 percent of te employees say
they disagree and strongly disagree and the rest say no comments.

Inference:
It is inferred that the majority of the respondents have the materials and the
equipments needed for doing the work right and some of the respondents
say they dont have the materials and the equipments to do the work right.

GRAPH : 3
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

1% 4% 6%
29%
23%

37%

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

TABEL - 4

No of
Respondents

Frequency
1
2
3
4
5
No
Comments

2
3
16
21
24

Percentag
e
3
4
23
30
34
6

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

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

GRAPH : 4
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

6%

3% 4%
23%

34%

30%

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

TABEL 5

No of
Respondents

Frequency
1
2
3
4
5

4
8
20
16
12

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

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

GRAPH : 5
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

14%

6%

11%

17%
29%
23%

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

TABEL 6

No of
Respondents

Frequency
1
2
3
4
5

3
1
18
21
26

No
Comments
Interpretation:
From the above data it is said 38% of the employees feel that some one at
work seems to care them as a person 30% of the employees agree, 1% say
they disagree,4% say they strongly disagree and the 26% say they neither
agree disagree.

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

GRAPH : 6
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

1% 4%
1%

38%

30%

26%

Q7. There is someone at work who encourages my development ?

TABEL 7

No of
Respondents

Frequency
1
2
3
4
5

4
7
18
22
19

No
Comments

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

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

GRAPH : 7
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

6%
27%

10%

26%
31%

Q8. At work, my opinion seems to count.

TABEL 8

No of
Respondents

Frequency
1
2
3
4
5

1
4
16
29
19

No
Comments
Interpretation:
Form the above chart is can be interpreted that 27% of the respondents
strongly agree that their opinion seem to count and 42% agree to it and 1%
of the employees disagree and strongly disagree that at work, their opinion
seems to count and 23% say they neither agree nor disagree.

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

GRAPH : 8
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

1%1% 6%
27%

23%

42%

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

TABEL 9

No of
Respondents

Frequency
1
2
3
4
5

0
10
13
24
22

No
Comments
Interpretation:
It can be interpreted that31% of the employee they strongly agree that the
mission purpose of akzonobel make them feel them that their job is
important, 35% of them agree, 14% say they disagree, 19% they neither
agree nor disagree.

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

GRAPH : 9
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

1%

14%

31%
19%

35%

Q10. My associates (fellow employees) are committed to doing

quality work ?

TABEL 10

No of
Respondents

Frequency
1
2
3
4
5

2
7
16
30
14

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

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

GRAPH : 10
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

20%

1% 3%

10%

23%

43%

Q11. I have a Best friend at work?.

TABEL 11

No of
Respondents

Frequency
1
2
3
4
5

4
6
18
18
18

No
Comments
Interpretation:
From the above chart it is interpreted that 23% of the respondents say they
strongly agree that they have best friend at work, 25% of them say agree,
9% say they disagree, 6% say they strongly disagree that have a best
friend at work 265 say they neither agree nor disagree.

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

GRAPH : 11
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

9%

6%

9%

25%
26%

25%

Q12. In the last six

my progress.?

months, someone at work talked to me about

TABEL 12

No of
Respondents

Frequency
1
2
3
4
5

11
7
16
12
19

No
Comments

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

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

GRAPH : 12
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

7%

16%

27%

10%

17%

23%

Q13. In the last year, I have had

grow.?

opportunities at work to learn and

TABEL 13

No of
Respondents

Frequency
1
2
3
4
5

2
10
17
16
18

No
Comments
Interpretation:
It can be interpreted from the above chart that 26% of the employees say
they strongly agree that they had opportunities at work to learn and grow,
23% agree for the same, and 14% , 3% say they disagree and strongly
disagree that had opportunities at work to learn and grow , and the rest 24%
say that they neither agree nor disagree.

Inference:

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

GRAPH : 13
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

10%

3%

14%

26%
24%

23%

Q14. I will recommend ifb to others

career?.

looking

for a

meaningful

TABEL 14

No of
Respondents

Frequency
1
2
3
4
5

6
3
12
28
21

No
Comments

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

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

GRAPH : 14
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

9%
30%

4%
17%

40%

Q15. Two Years from

my ifb/company.?

now , I see

myself continuing to

work for

TABEL 15

No of
Respondents

Frequency
1
2
3
4
5

7
5
13
20
20

No
Comments
Interpretation:
From the above chart it is interpreted that 28% of the employees strongly
agree and 29% of the employees agree that two years from now they see
themselves continuing to work for their sBU/ company, 7%, 10% of them
say they disagree and strongly disagree that two years from now see
themselves continuing to work for their sBU/company.

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

GRAPH : 15
1 = Strongly disagree or totally
2 = dissatisfied or mostiy failse
3 = neither satisfied nor disagree or true half of the time and not true the rest of the time
4 = Agree or mostly true
5 = Strongly agree or almost always true
Na = Not Applicable/don't

7%

10%
7%

28%
19%

29%

SUMMARY OF THE FINDINGS AND RECOMMENDATIONS

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

 Some of the employees say they are not recognized

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

 Many of the respondents say there should be more

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

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

The organization climate has focused more on the perception of

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

Working conditions Survey Questionnaire

Dear sir/madam
I am Rajani , a 6th semester student pursuing BBM (specializing in
HR Management) from east point college of Higher Education,
Bangalore I am currently with IFB Company doing a dissertation
as a part of my curriculum the topic mutually agreed upon is
understanding the working condition
A ifb/Departmental condition refers to the workplace that is likely
to influence work motivation, work effectiveness etc .of people
who work in the particular ifb/Department , this is normally
measured by collecting feedback on the perceptions and feelings
of people. These perceptions are assessed on a number of
variable or dimensions that constitute the condition of the
climate of the Business Unit/Department Please spare a few
minutes (normally takes <8 minutes) and fill up this
questionnaire. Would appreciate your frank and free responses to
this questionnaire. You are not required to write your name (it is
optional). However, some details about your ifb/Dept., grade etc.
are needed to profile the climate with respect to these variables.
Youre working conditions climate in vogue @ IFB and arrive a
plan for improvement wherever necessitated.
Thank you for your time and support in advance.
Best Regards,
RAJANI C.H

About You:
Name (Optional):
ifb/Department:
Functional Area:
Production
Finance /IT
Quality

Front-line-sales & Mktg

Sales & Mktg

Support

Others

Number of Years with ifb (Please tick the appropriate option)

Less than 2 years
years

2 or less than 4 years

6 or less than 8 years

4 or less than 6

8 or more years

Your Grade in the Organization

C

A+

Do not know

Please Answer The Questions Using The Following Scale

5 = strongly agree or almost true
4 = Agree or mostly true
3 = neither agree nor disagree or true half of the time and not
true the
rest of the time
2 = Disagree or mostly false

1 = strongly disagree or totally false

NA = Not Applicable/dont know /cannot comment.

(Please indicate your rating in the spare provided against

each question)
How satisfied are you with your ifb as a place to work
I know what is expected of me at work.
I have the materials and equipments that I need to do my
work right
At work do I have the opportunity to do what I do best
every day.
In the last sevsn days , I have received recognition or
praise for doing good work.
M supervisor, or someone at work seems to care about me
as a person.
There is someone at work who encourages my development.
At work, my opinion seems to count.
The mission purpose of ifb make me feel my job is
important.
My associates (fellow employees) are committed to doing
quality work.
I have a best friend at work.

In the last 6 months, someone at work talked to me about

my progress.
In the last year , I have had opportunities at work to learn
and grow.
I will recommend
career.

ifb to others looking for a meaningful

Two years from now, l see myself continuing to work for

my ifb company.
I am clear about the long term goals of the company.
I see a clear plan towards achieving the long term goals of
my business.
I believe that my business delivers to its full potential.
I am satisfied with my ifb/ depart as a place to work.

List of books ,
Employee welfare and social security-pallavi
Dinesh.N

Dev priya dey

Business research methods-HR . Appannaiah
Ramanath . HR