A STUDY ON

DISTRIBUTION NETWORK

With reference to
FOODS FATS AND FERTILISERS LIMITED TADEPALLIGUDEM

A Project Report Submitted to Andhra University in partial fulfillment for the award degree of

of

MASTER OF BUSINESS ADMINISTRATION

Submitted by PRASAD MEENAKSHI (reg no:110285802028)

Under the Guidance of

Mr N.SHYAM KRISHNA, (HEAD OF DEPT).

DEPARTMENT OF BUSINESS ADMINISTRATION RAMANA INSTITUTE OF TECHNOLOGY PEDA TADEPALLI (Affiliated to ANDHRA UNIVERSITY, VISAKHAPATNAM) Tadepalli Gudem, West Godavari.Dist. 2010-2012

CERTIFICATE

This is to certify that this Project work entitled STUDY ON JOB SATISFACTION IN OF FOODS,FATS

A AND

FERTILIZERS LIMITED,TADEPALLIGUDEM " is a bonafied work done and submitted by PRASAD MEENAKSHI in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION, RAMANA INSTITUTE OF TECHNOLOGY, PEDA TADEPALLI is a record of bonafied work carried out by him under my guidance.

(GOPALA KRISHNA)

Dy. General Manager, H R department

ACKNOWLEDGEMENT
The satisfaction that accompanies the successful completion of any work would be incomplete without naming the people, who made it possible, whose constant guidance and encouragement made this work perfectly. My Sincere thanks to our Honorable Secretary Sri. S.S.V. RAMAN GARU for providing favorable environment and support in developing this project, Principal of Sri K. TULASI RAM. I express my deep gratitude to Mr. N.SHYAM KRISHNA, (HEAD OF DEPT) for guiding me to complete this project and for his valuable guidance to analyze and review my project at every stage and I extend my thanks to other faculties for their cooperation during my course. I express my deep gratitude to sri GOPALA KRISHNA (GM), (HR& ADMIN) , FOODS, FATS & FERTILISERS for giving permission to carry out my project in this reputed organization. Finally I would like to express my sincere thanks to my friends who helped me all the way to complete this project

(PRASAD .M) (Reg no: 110285802028)

CHAPTER

TITLE

PAGE No. 1-10

CHAPTER: 1
INTRODUCTION NEED FOR THE STUDY OBJECTIVES THE STUDY SAMPLING AND METHODOLOGY LIMITATIONS OF THE STUDY

CHAPTER: 2
INDUSTRIAL PROFILE

11-28

CHAPTER: 3
COMPANY PROFILE

29-47

CHAPTER: 4
THEORITICAL FRAME WORK

48-70

CHAPTER: 5
DATA ANALYSIS & INTERPRETATION

71-90

CHAPTER: 6
FINDINGS SUGGESTIONS CONCLUSION

91-93

ANNEXURE:
4

94-100

 QUESTIONNAIRE BIBILOGRAPHY

CHAPTER-1
INTRODUCTION

INTRODUCTION

Human resource management (HRM) is the procurement, allocation, utilization and motivation of human resource in business. HRM is the process of brining people and organizations together so that the goals of each are met. It tries to secure the best from people by winning their whole-hearted co-operation. HRM is responsible for the people dimension of the organization. It is a pervasive force, action-oriented, individually integrative in nature and is comprehensive function. HRM mainly covers three aspects such as personal aspect, welfare aspect and industrial aspect. With appropriate HR policies and practices an organization can hire, develop and utilize best brains in the market place, realize its professed goals and deliver results better than others. It helps an organization to realize the irrespective goals thus at enterprise level, at the individual level, at the society level and at the national level this is going to evolve thus opportunities, productivity, rewards, recruitment and selection, training and development, safety and welfare. From the organizational stand point, good HR practices help in attracting and retaining talent, train people for challenging roles, develop their skills and competencies increase productivity and profits enhance standard of living. HR can be source of competitive advantage, when the talent people working in the company are valuable, rare, difficult imitate and well organized to deliver efficient and effective results. Strategic HRM is the
6

linking of HRM with the key goals and objectives with a view to improve business performance and develop organizational cultures that foster innovation and flexibility. In the India context, the term Vegetable Oils is almost synonymous with Edible Oils and land is not used as cooking media . However it is important to keep this distinction in mind not all Vegetable Oils are Edible. Some Including castor oil are mostly non-edible and some of the edible oils like Ground Nut and Coconut are finding increasing industrial application as in cosmetic, soap making etc., By virtue if theyre high nutritive content, Edible oils from a major source of nutrition. The body as a vehicle for carrying vitamins requires the fatty acids in Edible Oils; provide oil cakes, which are by product of the oil extraction process, are important source of animal nutrition. These can be processed into Edible flavor, which are rich in proteins. Oil seeds occupy an important position as the agriculture map pf and rank second after food grains as a farm commodity crop. India accounts for a tenth of the world output of Vegetable Oils and Fats. It is the largest produces of Ground Nut, rapeseed, mustard and sesame, second in respect of castor seeds, third in coconut, fourth in cotton seed and fifth in line seed. Our country has highly developed oil based industry. Providing gainful employment to nearly 15 million persons besides another half a million engaged in milling and processing units. It is essential a food-oil industry accounting for four fifths of the total supply of Vegetable Oils. Soap pints and varnish industries from the bulk of non-food applications.
7

In spite of their national importance production of food grains has been suffering a negative growth rate all these years. Only during the first plan period, the targets set for production were realized after this no impressive achievement was recorded. The main contributory factors are twofold, first only marginal land, in rain fed areas is being used for their cultivation resulting inevitable in low productivity, and second agriculture in India is still subject to the vagaries of monsoon, which makes for erratic production. It is little wonder therefore that the annual rate; of growth of oil-seeds production for the decade 1965-1976 was mere 1.2 percent while that of oil seed productivity, an equally dismal one percent. Viewed in the global context, India has the dubious distinction of having the highest acreage under oil seeds and recording the highest output, and yet showing the lowest yield, at 736 kg. Indias yield per hectare is lower than that of Nigeria (1616.38kg.) U.S.A. (91474.58kg.) and China (1148.55kg.). The following table would give picture of Indias placing in the world settings. For the year 1980-814, target for oil-seeds production had been fixed at 11 million tones, actual production however lagged behind, with provisional estimates. Placed at 10.2 million tones, production of live major oil seeds viz/ groundnut, rare seed mustard, sesame, line seed and castor seed and is estimated to be around 90 lakes tones, which is about 13 percent higher than the previous years production. Production estimates of groundnut at 57 lake tones however show decline of 70,000 tones. At 2 lack tones castor seed
8

production has also registered a decrease of 30,000 tones rapeseed, sesame and line seed and line seed have however, registered increased over the previous years production levels. The central government therefore took various measures to increase production of oil seeds. A centrally sponsored scheme for an intensive oil seed development programmed was operated in 14 states with a coverage target 40.6 lakhs hectors under a liberalized pattern of central assistance. However actual coverage was only 36 lakh hectares and the short fall was attributed to serve. Brought conditions in several states during the khariff seasons. Short falls in production persisted in the oil year 1981-82 as well. As a result, domestic industry could not meet the consumption needs respect of edible oils. The total edible and supplies from indigenous sources were estimated at about 30 lakh tones in 1981-82 (which however higher than the previous years levels of 25 lakes tones). The gap of 10 Lakh tones had to be filled only through imports. Consequently, the state-trading corporation was asked to import a million tones of Edible Oils during the oil year 1981-82. The allotment of imported Edible Oils was also pruned in a bid of ensure more supplies through fair price shops. The trend of imports in expected to continue in year to come despite the best efforts of the union agriculture ministry to raise oil seed output. The genera-based international trade center has projected import of 13 million tones of Vegetable Oils in 1985. As for the export, it is anticipated that India would export 15 lakh Tones of oil equivalent of hand picked-selected groundnut, other nuts and castor oil by 1985.

The composition of our exports is expected to undergo change palm oil and products (palm oil and FBD palm oil) will in further account for an increasing share of Indian exports soybean oil and rapeseed oil will continue to be imported through their combined share may fall to about one third of the total imports refined rapeseeds oil could be the cheap oil for the liquid market while soybean oil is expected to the vanaspathi industry. Regarding production of oils, an increase in the production of solvent extracted oils such as rice bran oil tree oils in lightly to occur the ITC reports says that the country could make significant investments in view of its resource for this oil and the demand for Edible Oils. The report has also forecast a rise in the de oiling of ground nuts cake and other sun cakes the country could also produce 4.5 lakhs of tones seed oil per year.

10

OBJECTIVES OF THE STUDY

The objectives of the study are: To study and analyze the employee job satisfaction of Foods, Fats & Fertilizers Ltd., To understand various strategies of Foods, Fats & Fertilizers Ltd., which fulfill the needs & satisfaction of the employees. To identify the different problems of employees.

11

NEED FOR THE STUDY To know the satisfactory level of employees in the FOODS, FATS & FERTILISERS LIMITED. To gain optimum utilization of human resources by measuring their satisfactory levels with expected level of satisfaction. In Human Resource Management employee is to be treated as an asset of the organization, along with that a satisfaction of the employee regarding Training and Development by the organization affects the morale of the employee and productivity of the organization. In such situation the expectations of the employee, where are described in job description, should not be ignored.
12

METHODOLOGY OF THE STUDY Research Methodology: 1.Sampling 2.Questionnaire Sampling: A survey of 100 respondents out of 982 employees in Foods, Fats & Fertilizers Ltd., By the way of random method was conducted. Questionnaire Designs: To study the view on the job satisfaction of Foods, Fats & Fertilizers Ltd., Research used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas.

13

Pilot Study: A pilot study is considered our checking whether the retailer understands and interprets the questions correctly or not. After the pilot study some modifications were made on the questionnaire to improve effectiveness of the research. Data Collection: After identification the research objectives the next step is to identify the methodology for data collection.

Data Sources: For the successful completion of the project, the study is in need for both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in FOODA,FATS & FERTILIZERS LTD., in that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. The secondary data has been collected from journals of the company and other reports of the company. Through: News papers Websites
Books

14

LIMITATIONS OF THE STUDY The study has its own Limitation: It is limited to sample of 50 respondents from a large number of populations in Organization with in a time frame of few days. The duration of project was limited for only two months. The study is only on academic point of view. The study is based on primary and secondary data. Respondents may not be in a position to respond in favor of the questionnaire.

15

CHAPTER-2
INDUSTRY PROFILE

16

INDUSTRY PROFILE Industry refers to the people or companies engaged in a particular kind of commercial enterprise. Industry is described it as the manufacturing of a good or service with in a category. Industry is the secondary sector in economies also coming under the private sector. Industry has been divided in to 4 major sectors: Primary sector Secondary sector Territory sector Quaternary sector Primary sector: Mainly includes raw material extraction industries such as mining and farming. It is mainly conversion of natural resources in to primary products that are used as raw material by other industries.
17

Secondary sector: It invovles refining, construction and manufacturing. This sector creates a finished and useable product. The sector is divided in to primary light and heavy industry. Territory sector: It deals with services (such as law and medicine) and distribution of manufactured goods when contrasted to the wealth producing sectors like secondary and primary sectors. Territory sector is wealth consuming sector. Quaternary sector: Knowledge industry focusing on technological research, design and development such as computer programming and bio chemistry. It is a comparatively new division. Industry profile: Industry profile which gives full information about particular industry which is useful for research

Edible oil industry: Edible oils are a major source of nutrition for the people in the country. Oil cakes which are by products of the oil extraction process are an important source of animal nutrition. Meaning: A liquid fat that is capable of being eaten as a food or food accessories. Origin:
18

The oil industry began over five thousand years ago. Oil industries measures oil production in the unit of Barrels. 1Barrels = 42 tones. After the Indian independence, the oil industry in India was a very small one in size and oil was produced mainly from Assam and the total amount of oil production was not more than 2,50,000 tones per year. The solvent extraction industry was born in 1974. The industry has properly established it self by the end of the 60s and is growing rapidly today. The solvent industry plays a vital role in the recovery of vegetable oils etc In the Indian context where fats of animal origin such as fish oil are seldom used as cooking media. India ranks high among the oil seeds producing countries in the world. Oil seeds occupy an important position as the agriculture map and produce form commodity crop. India accounts for a tenth of the world output of vegetable oils and fats. It is the largest producer of groundnut, rapeseed, mustard and sesame, sunflower seed, soybeans. Second in respect of castor seed, third in respect of coconut, fourth in respect of cotton seed and fifth in linseed.

Edible oil: Per capita consumption India 7.5 ltr / year International 16 ltr / year Edible oil capacity - 30,368,000
19

Edible oil production -6,250,000 Edible oil utilization Vanaspathi: Vanaspathi capacity -2,720,000 Vanaspathi production-9, 90,000 Vanaspathi utilization -36% The term vegetable oils is used as synonym for edible oils how ever it needs to be remembered that there on the one hand vegetable oil such as castor oils which are non-edible and on the other hand edible like groundnut and coconut oil which are finding increasing industrial applications as in cosmetics, soap marketing etc The cultivation of oil seeds in India is spread over various states with a distinct regional pattern covering about 19 to 20 million hectares, which accounts for about 11percent of the total land under cultivation in the company. The oil industry began over five thousand years ago. These oils account for a significant fraction of worldwide edible oil production. All are used as fuel oils. Peanut oil: Peanut oil also called as groundnut oil clear oil used for dressing salads and due to its high smoke point, especially used for frying. Rapeseed oil: Rape seed oil includes or including canola oil one of the most widely used cooking oils. -21%

20

Coconut oil: Coconut oil is mainly used for cooking purposes. A past from this they are also used in cosmetics as well as baking, as they contain high unsaturated fats coconut oil is extracted from coconuts or the dried kernels or meat of a coconut, which is also known as copra during the expelling processing virgin coconut oil is expelled as crude coconut oil cannot be consumed directly. The oil needs to be refined by applying the processes of heating filtering the difference between virgin coconut oil and refined coconut oil is that the latter does not have the taste or aroma of a coconut. Corn oil: Corn oil a common cooking oil with little odor or taste. Cotton seed oil: Cotton seed oil used in manufacturing potato chips and other snack foods. This oil is one of the vegetable oil that is extracted from the seeds of cotton plant, mainly gossypium and hirsutum the oil seeds are firstly cleaned, dehulfed, the further expelled so as to expel the oil contact from the seeds. Rice bran Oil: Rice bran oil is the oil extracted from the geem &inner husk of rice. It is notable for its mid flavor, making it suitable for high temperature cooking method such as stir frying and deep frying. It is popular alas a cooking oil several Asian countries, including Japan and china. Olive Oil:
21

Olive oil is the oil that is extracted from the olive plant and is product mainly in the Mediterranean countries. This oil is mainly used for cooking soaps, cosmetics, and pharmaceutical purposes.

Oil industries in Andhra Pradesh: Ambika oil industries Anagha oil industries Anush oil industries Bhagyanagara oil industries Hind oil industries Mahesh oil industries Pawan oil industries Navanit oil industries Kedia solvent oil industries - Hyderabad - Hyderabad - Hyderabad -Hyderabad -Hyderabad - Hyderabad -Hyderabad -Hyderabad -Hyderabad

Alimchand topandas oil industries -Hyderabad Oil industry in India: The oil is produced by the oil industry in India provides more than 35 percent of the energy that is primarily consumed by the people of India. Some of the major companies in the oil industry are: Oil India ltd Reliance oil industries
22

Types of oils commonly in use in India: In India consumer oil preferences vary from region to region because preference is based on local cultivations. Region North East West South preferred oil mustard, rape mustard, rape groundnut groundnut, coconut

Invention of cooking oil: The Chinese and Japanese produced by cooking oil as early as 2000bc. Oil was invented by derrick Glasgow kiss wilson. Who earned his nick name by repeatedly stricking down various dinosorus with his forehead when hunting. Oil production in India: The oil is produced by the oil industry in industry in India provides more than 35percent of the energy that is primarily consumed by the people of India. This amount is expected to grow further with both economic and overall growth in terms of production as well as percentage. Oil production is 8, 78, 700 barrel per day.

Oil production in India 2003-2010 Year Oil Production Rank Percentage

23

2003 2004 2005 2006 2007 2008 2009 2010

7, 32,400 7, 32,400 7, 80,000 7, 85,000 7, 85,000 8, 80,500 8, 80,000 8, 78,000

25 25 23 22 23 23 23 23

0.00% 6.50% 0.64% 0.00% 12.17% 0.00% 0.20%

Oil processing: Preparation of seeds Extraction from seeds Degumming Bleching De oderization Hydrogenation

Product profile: Edible oil Glycerin Fatty acids Stearic acids Vanaspathi Edible oil:
24

 Tandual Palm delite Royal delite Sunflower oil Glycerin: Glycerin is a water-white, sweet tasting, hygroscopic liquid. This product is derived from sweet water during which is separated from crude fatty acids during splitting process of vegetable oils. Fatty acids: Manufactured from vegetable oils like palm fatty acid distillate, rice bran oil and rice brand acid oil. This product is used in various industrial applications like rubber chemicals, soap industry, grease industry etc Stearic acid: This product is derived from vegetable oils like palm fatty acid distillate, rice bran oil, rice bran acid oil and crude palm stearine. This product is used in various industrial applications like cosmetics, metallic stearates, rubber, metal polishing, plastics, water proofing cements, cement paints, tyre sector etc

Vanaspathi:
25

Vanaspathi is obtained by hydrogenation of edible oil. Vanaspathi is used as a suitable for ghee by some segments of sources and also for making sweets, snacks including biscuits, cakes etc Vanaspathi is also an Indian/ south asian slang for vanaspathi ghee a fully or partially hydrogenated vegetable cooking oil often used as a cheaper substitute for ghee. In Indian vanaspathi ghee is usually made from palm oil.

Past scenario: India contributes about 11-12% of the world oil seeds production export of oil meals, oil seeds (production export of oil) & minor oils has increased from 2.28 million tones in the financial year 2002-2003 to 8.36 million tones in the financial year 2006-2007. In trying to achieve this goal the oil seed scenario in the country has undergone a substantial charge during the past few years. In terms of value realization has gone up from RS 2,653 crores to RS 9,367 crores, India contributed for about 7.8% of world oil meal export. Present scenario: Market size 12MM tones per annum valued at RS 60,500 crores. India is fortunate in having a wide range of oilseeds crops grown in its different agro climate zones. Ground nut, mustered, sesame, sunflower, castor are the major traditionally cultivated oil seeds. Soya bean and sunflower have also assumed importance in recent years. Coconut is most important amongst the plantation crops.
26

MM= Million Metric Future perspectives: Future raw material availability for production, worldwide, is significant additional sources include expanded oil seed production, higher oil content varieties and substitution of higher oil content crops. Per capita consumption of edible oil is low. Increase productivity with better inputs and practices Increase area under oil seed crop Encourage winter oil seed crops Long term strategy is essential to given maximum encouragement to intensive cultivation of coconut and African oil palm African oil palm is very successful in Malaysia Erosion of self-reliance in edible oils and rising dependence on imports. Imports currently constitute 45% of aggregate consumption. Low depth liquidity in futures markets Each year and further year India oils edible oils have a high penetration of 90%in India. Each year and future or further year India consumers over 10 Million tones of edible oils. Government policies:

27

In January 1989 integrated oil seeds policy was announced by the government with emphasis a boosting output through improved technology and incentive price to the growers. At the same time the interest of the consumers are taught to be protected through the prescription of a price range for two major edible namely : Groundnut Raised Government policies are 3 major types of regulatory policy instruments are used in India for enhancing food safety mandatory product standards mandatory process standards; licensing and prohibitions and voluntary product and process standards. Prevention of food adulteration act 1954 Bureau of Indian standards AG mark The central organization for oil industry & trade was formed in 1952 as the APEX organization of the entire vegetable oil and oil seeds sector in India. To influence government policies and legislation having a bearing on the vegetable oil industry and trade. The edible oil policy of the post-WTO period introduced a large element of instability in to domestic production by completely exposting it to international price fluctuations. Oil seeds are falling at times of depressed international prices. Technical development: Rice bran oil is a unique vegetable oil. It is rich in natural antioxidants and unique nutraceuticals. A number of scientific studies conducted
28

in India & abroad have well documented the better cholesterol lowering properties of rice bran oil as compared to other conventional vegetable oils. In 1986, standards for refined rice bran oil were laid down under the India food laws and the oil was permitted to be sold as a direct cooking medium. The only technology available at the time was the chemical refining process which was used to refine all kinds of vegetable oils. The same process was used for refining of rice bran oil. Development of these pre-treatment technologies a\have really revolutionalised the rice bran oil processing in India. The technological developments have boosted the production of refined rice bran oil in the country. Technologies of stabilization are such as steam stabilization, chemical stabilization and extrusion technology were tried for this purpose. But none of the technologies became popular because of various technologies commercial reasons. Ultimately the search started for some alternative refining technologies which could economically refine crude rice bran oil with higher levels of free fatty acids. Five edible oil refinery plants at a total project cost of RS170Million, based on the technology. Gross domestic product: India is the fourth largest economy in the world and the fastest growing significant economy with an average Gdp of the 6% it has a population of 1.06 billion which is growing a rate of 1.66%. According to prejections from the national council of applied economic research per capita consumption of edible oils is likely to reach
29

13.95, 14.83 and 16.17 Kg by 2009-2010 if per capita income grows by 4%, 5%, and 6% respectively. The consumer classes are the rich, the consuming class, the climbers; the destitute classes exit in urban as well as rural households and consumption trends may differ significantly between similar income households in urban and rural areas.

Structure of the Indian consumer market: Consumer classes (annual income in RS) 2009 The rich (RS 2, 15,000 or more) 6.2 The consuming class (RS 45,000-2, 15,000) 90.9 The climbers (RS 22000-45000) 74.1 The aspirants (RS 16000-22000) 15.3 The destitute (less than RS-16000) 12.8
30

1996

2001

1.2 32.5 54.1 44.0 33.0

2.0 54.6 71.6 28.1 23.4

Total 199.3

164.8

179.7

The economy of India is the eleventh largest economy in the world by nominal GDP and the fourth largest by purchasing power parity. The country per capita GDP is $3,176 in 2009. Indias trade has reached a still relatively moderate share 24% of GDP in 2006, up from 6%in 1985.

Indias GDP growth rate year 1996-97 1997-98 1998-99 1999-00 2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 Population in billion 0.95 0.96 0.98 1.00 1.02 1.04 1.06 1.07 1.09 1.11 1.12 GDP growth rate 7.8 4.8 6.5 6.1 4.4 5.8 3.8 8.5 7.5 9.0 9.4 Sectorial real growth rate agriculture Industry Services 9.6 -2.4 6.2 0.3 -0.2 6.3 -7.2 10.0 0.0 6.0 2.7 7.1 4.3 3.7 4.8 6.4 2.7 7.1 7.4 9.8 7.0 10.9 7.2 9.4 8.4 10.0 5.7 7.2 7.4 8.5 9.6 9.8 11.0

2007-08 2008-09 2009-10

1.13 1.14 1.16

9.6 9.7 9.5

31

1.5 2.9 5.0

11.1 10.3 10.5

10.5 10.9 11.4

Employment: The paper examines economically our country has a highly developed oil based industry. Employment oriented programmes for production of edible oils on combination these programmes can generate more than 15 million additional employment opportunities with in five years, while creating more than fifty thousands crores of additional rural income, reducing Indias dependence on imported edible oils, establishing a national net work of rural plants, and reducing environmental pollution. India has approximately 50 million hectares of degraded wasteland that lie out side the areas demarcated as national forests. Development of these wastelands offers enormous potential both for economic development and sustainable employment generation. A combination of these programmes can be simultaneously launched in virtually all parts of the country. All of the programmes would create large numbers of jobs for landless rural families. Providing gainful employment to nearly 15 million persons besides another half a million engaged in milling and processing units. Employment potential is estimated that two hectares of cultivated waste land can generate an annual income of approximately RS 15000-25000 and year round employment for one person. If the programmes discussed below are extended over an additional four million hectares each year then year round employment can be created for 12.5 million persons with in five years. Imports and exports:
32

The edible oil imports have been drastically cut down in 1996-97 import totals is 3 lakh tones valued at RS 250 crores and during the next 2 years it is expected around the same level. The present import is significantly compared 19.45 lakh tones imported valued at RS 969 crore in 1997-98. According to the estimates made by the central coordination committee, the exports of oil mills, oil seeds and minor oils during the current year would be more than 3.3 lakh tones with a value of RS 1362 crores as against 30 lakh tones with the value of RS 1043 crores achieved during the year 1996-97. The export of oil mills, oil seeds and minor oil during the period April 1996 to Jan 1998 stood at over 24 lakh tones valued at more than RS 1000 crores. India is the worlds largest consumer of edible oils. India is a leading player in edible oils, being the worlds largest importer (A head of the EU and China) and the worlds third largest consumer (after China and the EU). According to disaggregated data of exports by principal commodities available for the period April-October 2006-07, the export growth was mainly driven by the products.

33

Year deficit 2002-03 -42069 2003-04 -65741 2004-05 -125725 2005-06 -203990 2005-06

Exports 255137 293367 375340 456418 324572

Growth rate 22.1 15.0 27.9 21.6

Imports 297206 359108 501065 660408 464866

Growth rate 21.2 20.8 39.5 31.8

Trade

28.70

140293.68 (Apr-Dec) 2006-07 408394.10 -189892.58 (Apr-Dec) 2007-08 432683.3 -198291.32 2008-09 5693460 -208363.74 2009-10 6710570 208969.76 2010-2011 209273.80 6912780

25.83

598286

27.54 29.36 30.12 32.13

599342 6384780 7565890 9273210

29.36 31.23 32.10 34.20 -

India has extended ban an exports of vegetable oils unit Sep 30 next year the government said on continuing its cautious approach in form trade to ensure smooth domestic supplier at modern prices.

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CHAPTER-3
COMPANY PROFILE

BRIEF HISTORY OF THE COMPANY

35

FOODS, FATS & FERTILIZERS LIMITED was incorporate on 10 date of May 1960. The main object of the company at time of incorporation was to set up plant were recovery of oils from rice bran. The company established its first solvent extraction plant in the year 1962 with a technology obtained from LURGI of Germany over of extension programmed covering the selection of the following as of date: 1. SOLVENT EXTRACTION PLANT-II 2. SOLVENT EXTRACTION PLANT-III 3. OIL REFINERY I TO IV 4. FAT SPLITTING PLANT 5. GLYCERINATION PLANT 1967 6. HYDEROGENATION PLANT 7. STEARIC ACID 8. PHYSICAL REDINERY 1986 9. CANNING DIVISION 1977 10. MATTED MILD FOOD PLANT 11. ANIMAL & POULTRY FOOD PLANT 12. WASTE OIL RECOVERY PLANT 1986 13. PALM OIL PLANT 1990 14. VANASPATHI PLANT 15. A.P.C.L 2001
36

1972 1983 1965 1967

1979 1980

1964 1966

1992

16. POWER PLANT

2005

COMPANY PRODUCTS: 11 Refined vegetable oil 11 Industrial oil for soap 11 Lubricant and grease 11 De oiled cakes and extractions 11 Fatty acid 11 Vanaspathi 11 Hydrogenated oils 11 Glycerin 11 Mango Pop and Manage bar 111 111 Bhaar High FFA oil

MANUFACTURE OF QUALITY PRODUCTS: 1) Bakers Pet (Bakery item) 2) FOODS, FATS & FERTILIZERS (Vanaspathi) 3) Tandul (Rice Bran Oil) 4) Mello (Margarine) 5) Surabhi (Vanaspathi) 6) Biscreme (Aerated Shortening) 7) Bakers Delight (Vanaspathi) 8) Bahaar (Mango Bar) The registered company is at Tadepalligudem West Godavari District, while corporate office at madras, Branch offices at
37

1. Hyderabad 2. Bombay 3. Kakinada 4. Baroda 5. Calcutta And department offices at Visakhapatnam, Vijayanagaram, Vijayawada, Calicut, Nagapatnam, Bangalore, Cochin, etc., to handle to Marketing of the company products thought out through network whole sellers, agents, and dealers. ADMINISTRATION & ORGANIZATION STRUCTURE OF THE INDUSTRY The Foods, Fats & Fertilizers Limited Industry are under the direct administrative control of the Board Directors under the companies act 1956 administered the Industry. The Foods Fats & Fertilizers Limited, Board of Directors consisting the following members. BOARD OF DIRECTORS: 1) Sri B.K.Goenka Chairman & M.D 2) G.S.Goenka (Whole time director) 3) S.B.Goenka (Whole time director0 4) Bharat Kumar Goenka (Whole time director) 5) O.P.Goenka 6) Sita Rama Goenka 7) Sushil Goenka ORGANIZATION STRUCTURE
38

The General Manager is the main Administrating and controlling head of the Foods Fats & Fertilizers Limited; on behalf of Board of Director under him there will be one Deputy (Finance and Administration ) Five heads of Departments representing the FOODS, FATS & FERTILIZER (FOODS, FATS &FERTILIZERS) Limited.

Man power particulars: CATEGORY Vice president General Manager Deputy General Manager Deputy Manager Junior officers Workmen Trainees Retainers Others Total NO.OF EMPLOYEES 1 8 24 38 94 486 229 19 83 982

Various

functional

departments

in

FOODS,

FATS

&

FERTILIZERS ltd:

39

FOOD FATS AND FERTILIZERS (Pvt) Ltd

Finance (Dpt)

Marketin g (Dpt)

Producti on (Dpt)

H.R (Dpt)

Raw material (Dpt)

Human resource department hierarchy:

40

Marketing department hierarchy:

41

The FOODS, FATS & FERTILIZERS ltd has a strong marketing network spread in all the country where it is existed. Various dealers and consignment agents are been appointed every year to increase the network and have a strong command over the market. The company has also increased the size of the basket of the products that are offered to the industrial customers by adding various new products.

Production department hierarchy:

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Capital sources: Sales include garments (inclusive of transportation) Rs 171.23 lacs.

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 Sales are stated at gross value inclusive of taxes and freight. Investment subsidy 20% of fixed capital investment subject to a selling of Rs2million. Power subsidy 25% rebate in power bills for a period of 3years subject to a limit of Rs 5million. Other receipts includes Rs 3.45 lacs being difference of sale value of mould Rs 14 lacs over its purchase value Rs 10.55 lacs made during the year. The amount shown in balance sheet, profit loss accounts are not strictly comparable with previous year due to demerger of the company in the previous year as the turnover and expenses of resulting company up to 30-09-2008 are included in the financial statements.

Bankers: State bank of India (Chennai) State bank of Hyderabad (Chennai) Andhra bank (Tadepalligudem) Central bank of India (Chennai) Industrial development bank of India (Chennai) Karur vysya bank ltd (tadepalligudem)

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FINANCIAL STRUCTURE Finance is very much needed to any business hence treated as heart to business. The company was in corporate in the year 1960. The original share capital subscribed as Rs.5 Lakhs. The present subscribed & shared capital is Rs.8 crores.

RECRUITMENT SELECTION AND TRAINING RECRUITMENT: Recruitment in foods, fats and fertilizers will be through following sources. 1) Paper advertisement 2) Data bank 3) Placement agencies

SELECTION POLICY AND PROCEDURE: Selection procedure is the process of choosing people obtaining and assessing information about the applicants with a view to matching these with the job requirements picking up the most suitable candidates.

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Elimination of the non-suitable candidates at successive stages of selection process makes the choices. The main objective is to select the Right person for the right job. The management forms an interview board consisting personal manager & functional head of the department where the vacancy exists the board take care about the selection of the right candied for the vacancy. Introduction: The selected person is introduced to the entire department personal and he will be given a brief introduction and history of the company, policies & procedures of the company. Promotion: Promotion is a policy of Food, Fats & Fertilizers Ltd is fully based on the services of the employees & performance of the employees. If an employee completes his targets then the employee may be eligible for the promotion. Probationer: Probationer is one who provisionally employed in a permanent vacancy and has not completed six months service and includes a permanent employee appointed as a probationer in a new post, at the end of the six months probationary service if found satisfied, he may be confirmed in the permanent vacancy. If however permanent employees employed as probationer in a new post he may at any time during such probationary be reverted to his original post. The company may at is discretion extend of probation for a further period of six months however the total such extensions shall not exceed six months.

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Training and Development: The modern management has to develop the organization through the human resource information systems. Employee training is the sub system of human resource development. Employee training is a specialized function and one of the significant and fundamental functions of the human resource development. Generally every employee shall be given training Besides this if at all, any department head found that the performance of employee is low, then, he reports to the personal department. Later the personal department conducts the training program. In this company the management conducts training classes.

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WAGE AND SALARY ADMINISTRATION WORKING CONDITIONS: Working Hours: The company follows the rules and regulations as per the factories act, 1948. The normal working hours are 8 hours for shift.

Shift System: The Foods, Fats & Fertilizers Ltd is having 3 shifts. They are: A Shift B Shift C Shift General Shift: Workers Office Staff Shift Rotation: The information about manufacturing process is continuous process each shift be sent to personnel department there is shift rotation in this organization.
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6 A.M. to 2 P.M. 2 P.M. To 10 P.M 10 P.M. To 6 A.M

8 A.M. 9.30 P.M

To to

5 P.M. 6 P.M

The foods, fats & fertilizers Ltd does not provide shift allowance. They provide tea to the workers during night shift.

WELFARE The labour welfare programs may be classified broadly into two principles on the basis of place of welfare work. They may be classified into intramural, extramural welfare programs. On the basis of law, the welfare programs may be classified into statutory and non-statutory welfare programs. Statutory welfare: Washing facilities (Section-42): In foods fats & fertilizers Ltd adequate washing facilities are provided for the use of employees. These facilities re provided separately for male & female employees. Disposal of Waste & effluents: Adequate ventilation is providing at every work place. In the FOODS, FTS & FERTILIZERS, management provides sufficient number of windows & ventilators provided in the workrooms with enough number of fans are provided by the FOODS, FATS & FERTILIZERS management. Lighting: Section (17): These facilities are provided in FOODS FATS & FERTILIZERS Ltd is very efficiency adequate lighting is provided when ever natural sun

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light is mainly super vision by plant maintenance department & also every work place in the company is provided with tube lights & mercury bulbs. Drinking water (section 18): In every factory effective arrangement shall be made to provide water at suitable points conveniently situated for all workers employed there in for sufficient supply of wholesome drinking water. The company provides few drinking water facilities at important point to the workers in the sufficient & convenient places. Canteen: Section (46): Every factory having more than 250 workers compulsory provide canteen. This org provide canteen. It is run on contract basics. The management provides building, canteen hall, and dining tables, and chairs, adequate number of ceiling fans & lights & subsidiaries.

Rest rooms &lunchrooms: The company provides adequate & suitable rest rooms for the use of the employees in each section and for workers. SAFETY ARRANGEMENTS: According to the fact at safety measures being implemented & is maintained as per the provisions the safety engineer looks after safety arrangements. Safety shoos gloves & proper dresses are provided to the workers, whenever necessary once in year by the management. Training classes on safety precautions are conducted to workers in local language. At

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every work spot and other main places safety quotations are displayed in regional as well as in English language to create safety awareness. NON-STATUTORY (OR) VOLUNTARY: Medical facilities: Employees of the company & their family members are covered by medical facilities. All the employees are covered by a separate medical attendance scheme, which is more beneficial, them E.S.I scheme E.S.I scheme is not made applicable to the employees. Housing facilities: Same of the industries both in public private sectors have provides housing facilities to their employees. The org is providing quarters only to the executors who are connected to production. Remaining employees shall be paid H.R.A. Education Facilities: In the company have setup two-degree colleges in the town. Co-operative Societies: In the company having the co-operative society by the name of Food Fats & Fertilizers Co-operative credit society run by the employees. Recreational facilities: The company provides recreational facilities to the workers they conduct cultural programs on imp occasions like founders day. Uniforms: The management provides the uniforms to all workers.

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Allowances: Medical allowance Fixed dearness allowance Variable dearness allowance House rental allowance Washing allowance Conveyance allowance Leave Facilities: The org is providing in the following kind of leaves to the workers. Types of Leave: Sick Leave Casual Leave Earned Leave Sick Leave: All employees are covered by the E.S.I scheme. Casual Leave: All employees of the company will be eligible for 12 days casual leave with full pay for every financial year 12 leaves per annum for payment permanent or employees. Earned Leave:

Staff employees of the company will be eligible 30 days. provided.

For apprentices 12 casual leaves, 15 medical leaves will be Workers: 20 working days, one earned leave
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Staff: 11 days (E.S.I loss of pay) one earned leaves

MANUFACTURING OF THE COMPANY The Food Fats & Fertilizers Limited is an industry, which in the main production of the industry is, produced oils from rice bran. The Oil manufacturing products are two types they are 1) Commercial Oil Commercial Oil is using in the various soap industry and another industries.
2) Edible Oil

Edible Oil is using in human copying and human being process. MAIN RAW MATERIAL OF THE INDUSTRY: Rice Bran Water Waste Grass (Packing Process)

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Rice Bran is available in the local areas to this industry. Such as available in nearest places to Akividu, Kaikaluru, Eluru, Tadepalligudem, and Juvvalapalemm rice mills etc., Water resources are available in the nearest Eluru Canal. Water grass in buying rice grass and by products to the rice industry. This is purchasing by agents and brokers, this way available in the local area. TECHNICAL ASPECTS OF THE PROJECTS PLANT CAPACITY: The capacity of the plant is about 150- tone output per a day.

OIL EXTRACTIONS: Every care will be taken by the promoters to adopt the latest technology in the oil extractions in order to obtain recoveries and also to minimize the corporation of losses of residual oil confront. This project is based actual experience of the promoters and general working conditions of the exciting plants in Andhra Pradesh at present.

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CHAPTER-4
THEORITICAL FRAMEWORK

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JOB SATISFACTION
The study was about job satisfaction. The reason behind the selection of this concept is, the satisfactory factors very much affect quality of work life and concentration at work in the organization. I feel it is better to find the factors that improve the satisfaction. So that it will be helpful to me for the academic point of view as well as the organization. For the vast majority of people in the past, work began at or before dawn and continued till dusk. They worked to survive but now the people work to improve. Today workers except more than support from providing a means of support. Many people except work to be meaningful so both the managers and workers are challenged to provide and find a high level of quality in work life. THEORETICAL FRAME WORK: The term job satisfaction was brought to lime light by Hoppock (1935). He reviewed 32 studies and job satisfaction conducted prior to 1933 and observed that job satisfaction is a combination of psychological,
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physiological and environmental circumstances that cause a person to say, I am satisfied with my job. Such a description indicates the variety of variables that influences the satisfaction of individual but tells us nothing about the nature of job satisfaction. Perhaps one way to defined job satisfaction may be to say that it is the End State of feeling. It emphasizes the fact that the feeling is experienced after a task is accomplished or an activity as taken place whether it is highly individual effort of writing a book or a collective endeavor of constructing a dam. In order to understand job satisfaction perhaps the first step should be to demarcate the boundaries among such terms as attitude, motivation and morale. These terms are often used for job satisfaction, perhaps not so rightly.

MEASUREMENT OF JOB SATISFACTION: Because of some problems measurement of job satisfaction has come to acquire the same fate as the measurement of the intelligence. Since there is now agreement on a specific definition, generally questionnaire are developed to measure satisfaction with various aspects work and the resultant behavior or score is called job satisfaction. Today, as intelligences is defined as what is measured by intelligence test; job satisfaction can also be defined as what is measured by job satisfaction questionnaire.

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Most studies of job satisfaction have been concerned with operational sign it rather than defining it. According to Locke 1969 such an approach describes that a certain relationship works but tells nothing as to why it works. This seems to be the case with job satisfaction. Researchers have been found to be more interested in choosing the unit of measurement from the several available but little by way of definition of job satisfaction has been attempted. In Indian contest one of the first few satisfaction measures developed by researchers is the S-D inventory by pestonjee (1973). The S-D inventory consists of interrogatory types of statements in Hindi, English and Guajarati. The items lead to yes-no types responses. There are 20 items in each of the following areas. These areas are representative item under each one of the areas are given below.
1. Job: Nature of work, hours of work, fellow workers, opportunities on

the job for promotion and advancement, overtime regulations, interest in work, physical environment, machines and tools etc.
2. Management:

Supervisory treatment, participation, reward and

punishment, praise and blame, leave policy, favoritism etc.

3. Social relations: Neighbors, friends and associates, attitudes towards

people in community, participation in social activities, caste barriers etc.

4. Personal

adjustments: Emotionalism, health, home and living

conditions, finances, relations with family members etc. Perhaps, a more reliable way to measure job satisfaction could be to use a more direct approach tapping overall satisfaction. The following three statements may be serve the purpose:
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1. I am satisfied with my job. 2. I love to come my job everybody. 3. All things being equal, I will choose may present job again. The way in which respondents could answer these statements could vary depending on the design of the study. They could be answered by simple yes-no or a point scale of agreement- disagreement. In a cross- cultural study on the relationship of personal characteristics and job satisfaction, Hoppock 1935 identified six factors that contributed to a job satisfaction among them. These are as follows. 1. The way individual reacts to unpleasant situations. 2. The facility with which he adjusts himself to the other person. 3. His relative status in the social and economic group, with which he is identified. 4. The relation between the nature of work abilities, interests and participation of the work. 5. Security 6. Loyalty FACTORS AFFECTING THE JOB SATISFACTION: How do you like job? The answer to this question is probably the way most people view quality of work life. The end result of the quality of the work life is the overall satisfaction one receives from the job. The factors affecting the job satisfaction can be derived into three main areas: 1. Internal Factors 2. External Factors 3. Individual Factors

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Internal Factors: The work Job variety Autonomy Goal determination Feed back and recognition External Factors: Achievement Role ambiguity and role conflict Opportunity Job security Social interaction Supervision Organization culture Work schedules Seniority, Compensation. Individual Factors: Commitment Expectation Job involvement Effort Influence of co-workers Comparisons Opinion of others Personal outlook Age
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Internal Factors: The work: The prime factors in the job satisfaction are the work itself. It is difficult, if not impossible, to have job satisfaction if you hate the work you are doing. However, sometimes people claim to hate their job when in fact they just hate doing the job for their current employer.

Job Variety: Job satisfaction generally increases as the number of skills used in performing a job increases. Additionally job satisfaction generally increases. These two factors, required skills and quantity of knowledge, combine to form job variety. The opposite of job variety is talk specialization. Autonomy: It refers to the level of control people have over their work. The freedom people have over the pace of their work and the methods they may employ to perform it, the more autonomy they have autonomy, or freedom, increases. So does job satisfaction the need for autonomy sometimes felt more strongly in people trying to full fill the higher needs on Maslows hierarchy of needs? These higher level needs would include the need for status and self esteem, self actualization, and knowledge. Goal determination: Goal determination refers to the freedom people have to establish their own work goals and to determine their own criteria can lead to increased job satisfaction. Freedom to determine goals may not increase job satisfaction. But in most cases having clearly, explicitly goals is better than having vogues ones.

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Feedback and Reorganization: In this context, recognition can be differentiated from feedback by frequency and significance. Recognition is received from a manager, and it is received less often but cries greater significance than the feedback.

External Factors: Achievement: - Achievement refers to a persons success on the job. The general belief is that high achievers on the job have high job satisfaction. Theirs are some like the behavioral managers, who believe that job satisfaction leads to high achievement. The reverse of this situation may be even more important. People who are unsuccessful on the job have little, if any job performance. Training, education, increased effort, or improved equipment may be the way to improve achievement and job satisfaction. Role Ambiguity and Role Conflict: - It is difficult for people to have high job satisfaction when they are unsure what their job entails. Nor knowing what your job is or what your place is in the organization is referred to as role ambiguity. Clarifying the tasks that define your job and your place in the organization (in terms of authority and responsibility) can reduce role Ambiguity. Reducing role ambiguity can lead to increased job satisfaction. Opportunity: - Many people may have more job satisfaction when they believe that their future prospects are good. These future prospects may mean the opportunity for advancement and growth with their current employer or the chance of finding work with another employer. If people fell they have
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fewer opportunities with their current employer that they would like, then their job satisfaction may be decrease. Note that we are dealing with peoples feelings here. If people feel they have fewer Opportunities they may in fact have chances for advancement. Not only must people think they have goods future prospects with their employer, they must think they have a fair chance of obtaining the future prospects. The same is generally true with opportunities with other companies. Job Security: - An example of Fredrick Herzbergs hygiene factors, job security may effect job satisfaction more when it is not present than when it is. When job security, the assurance of employment continuing in the future, is absent there may be less job satisfaction. When present, job security may be taken for granted. Job security itself is affected by intrinsic and extrinsic factors. Social Interactions: - Whether using anecdotal evidence or the work of Fredrick Herzbergs, Abraham Maslow, and others, we see the importance of social interactions at work. Sometimes work is the main source of social interactions for people. When the social interactions are not as desired, job satisfaction can desire. These social interactions are complex entitles, the value to the individual being affected by the quantity of interactions, physical and mental isolation and the quality of the interactions. As the quantity of social interaction increases, job satisfaction may increase. Supervision: Fredrick Hertzberg identifies the quality of supervision as a hygienic factor. This means that when the quality of supervision is poor, worker cab become dissatisfied. When the quality is good, the worker is not dissatisfied (this does not mean that he or she is satisfied, however). In other
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works, a bed boss might make you miserable, but even a great boss wont make you jump of bed in the morning because you cant wait to get to work for him or her. This may seem like a factor that you have little or no control over, but that may be the case. Sometimes managers do not manage because of they way they are but because of the way people force them to manage.

Organizational

Culture:

The

overall

organizational

culture

and

management style can increase or decrease job satisfaction. A manager may choose to use classical or behavioral style of management. A subordinate may force a manager to use a classical style or may allow the climate may be classical a behavior style. Or the organizations culture or climate may be classical or behavioral. In fact many organizations have a classical, bureaucratic, or authoritarian culture. Work Schedules: It is possible for work schedules to increase job satisfaction. Compressed workweeks and flextime (described earlier in this chapter) may increase job satisfaction by allowing for a better interface between someones personal life and work life. Job satisfaction can also be positively influenced by allowing a subordinates allowing workers to trade days with order workers. Seniority: - Seniority affects job satisfaction differently for different people. Sometimes satisfaction increases as people learn to perform more proficiently. For others, satisfaction decreases due to boredom or due to the realization that their goals and careers are not advancing as they had hoped. input into the work schedule or by allowing a subordinates input the work schedule or by

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Compensation: Ask most people why they work and they probably say that it is for the money. Of course, money is an important reason for working, but there are many reasons people work. Still, it is important to understand the special role money plays in the work. For instance, money can satisfy two needs on Maslows. Hierarchy the physiologic and status.

Individual factors: Commitment : The more carefully someone has researched, selected, and prepared for jobs, the more likely that person is to be satisfied with the job. If the actions of researching, selecting, and preparing for the job are highly visible to friends and family, then the person is ore likely to be satisfied with job, and less likely to admit to any dissatisfaction. The larger the commitment the person has made to a job, the bigger the mistake would appear to be if the person said he or she was wrong in selecting it. For a few people, this means that they may stay in an unsatisfying job, un-willing to look foolish or unable to admit to a mistake. Expectations: People believe that their jobs should fulfill certain needs. These beliefs, of expectations, concerning a jobs ability to fulfill may needs may be realistic or unrealistic. The people who expect work to fulfill needs may be realistic or unrealistic. People who expect work to fulfill all of their needs are probably being unrealistic. Using Maslows Hierarchy of needs as an example, it is reasonable for work to fulfill physiologic needs, and some or most of the safety needs, but only some of the belonging needs.

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Job Involvement: Job involvement refers to how important a persons job is in his or her life. The more involved a person is in his or her job, the more satisfaction he or she generally feels. It is possible, however, to become over involved in a job. Over involvement (becoming a workaholic) can be identified when work becomes as pervasive as to affect ones personal life negatively. At this point, one might need to determine whether work is part of the overall solution or part of the problem. Influence of Co-workers: The importance co-workers place on certain issues affects the importance an individual places on that issue; this influence of co-workers in turn affects job satisfaction. For instance, co-workers can influence your thinking if they constantly grumble about the state of the equipment. Comparisons: people make comparisons between their jobs and how satisfied they are with them and the jobs of friends, Relatives, and neighbors. A person who is a middle manager may fell quite satisfied if his or her family members and neighbors all have lower-status, lower paying jobs. These same middle managers might fell less satisfaction if his or her family and neighbors are CEOs and doctors. Here, each job has relative worth, rather then absolute worth. Opinions of Others: The opinions of others concerning your also affect your job satisfaction. If other people especially people whom you admire and respect, believe that you have a good job, then you will typically feel more satisfied than if the people around you think you have a lousy job. This also applies to the way society views entire professions. If society generally
66

regards your profession as valuable and of higher status then you will be more satisfied than if society feels your job is of low status and worth. Personal Outlook: A persons genera outlook on lives is another factor that influence job satisfaction. A person with high self-esteem, with confidence in his or her abilities, and with a positive outlook on life is more likely to have high job satisfaction than someone with a negative attitude. Age: Job satisfaction typically increases with age. Older workers have more work experience they understand better what needs work can and cannot satisfy, and overall they have a more realistic view of work and life. Younger workers have comparatively few or no job experiences with which to compare their current jobs. Because of this, they are more likely to substitute the opinions of other people, their own beliefs about other peoples jobs, and their own idealistic views of what work should be for their lack of experience. Job Satisfaction and personal Characteristics: When a person comes to work, brings with him total personality, his attitudes likes and dislikes, his personal characteristics and these, in turn, influence the satisfaction he derives from his work. As work is one of the necessary aspects of the total life experiences of individual, in becomes important to examine how his personal characteristics here after to such biological variables as age, marital status, education, length of service, income, etc. In the west a number of studies have been carried out on the relationship between job satisfaction and personal characteristics. In India such studies have mostly concerned them selves with the workers population.
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17 studies conducted between 1962 and 1998 on Indian samples were received to examine the relationship between job satisfaction and age, marital status, income, education, number of dependents and length of service. Age: The relationship between age and job satisfaction could be complex. Generally one would expect, as the person would grow older he would get grater satisfaction with his job particularly because of the experience and therefore, the ease with which he would be able to perform it. Studies by Gotha (41965), Sinha and Agarwal (1971) support such a relationship. Marital Status: Of the six studies except for two studies one which shows that married employees are more satisfaction (Sinha and Sharma). And other showing that single employee are more satisfied ( Rao, 1970 ) the other four studies show no relationship between marital status and job satisfaction. Education: Ten out of seventeen studies reviewed here concerned themselves with the relationship between education and job satisfaction. Except four studies that show positive relationship and the others show negative relationship, most studies show no relationship between job satisfaction and education. However, it is reasonable to assume that the more educated would be more frustrated in routine jobs. Number of dependents: Seven out of seventeen studies have dealt with the relationship between job satisfaction and number of dependents and all seven indicates no relationship between the two.

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Income: Income to the workers in today Indian condition, higher income should lead to higher job satisfaction. This contention is supported by seven studies. Years of experience: Two of the studies that have dealt with the relationship of job satisfaction and years of work experience show negative relation while three other three other provide just contrary findings. Remaining four show no relation between years of experience and job satisfaction. Human resource is considered to be most valuable asset of any organization. It is the sum-total if inherent abilities, acquired knowledge and skills represented by the talents and attitudes of the employed persons who impress executives. Supervisors and the rank and file employees. It may be noted here that human resource should be utilized maximum possible extend in order to achieve individual and organizational goals. The employees performance ultimately decides and attainment of goals. The employees performance is to a large extent influenced by motivation and job satisfaction. Application Of Concept In The Company Internal factors: 1. Job: Nature of work, hours of work, fellow workers, and opportunities on the job for promotion and advancement, overtime regulations, interest in work, physical environment, machines and tools etc are at the satisfaction level in FOODS, FATS & FERTILISERS LTD. 2. Management: Supervisory treatment, participation, reward and

punishment, praise and blame, leave policy, favoritism are perfect in FOODS, FATS & FERTILISERS LTD.
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3. Social relations: Neighbors, friends and associates, attitudes towards people in community, participation in social activities are very good in FOODS, FATS & FERTILISERS LTD. caste barriers very less in FOODS, FATS & FERTILISERS LTD. The work: The prime factor in job satisfaction is the work itself. It is difficult, if not impossible, to have job satisfaction if you hate the work you are doing. However, sometimes people claim to hate their job when in fact they just hate doing the job for their current employer. The work factor is considered satisfaction in the FOODS, FATS & FERTILISERS LTD. Job variety: Job satisfaction generally increases as the number of skills used in performing a job increases. Additionally, job satisfaction generally increases as the amount of knowledge needed to perform a job increases. These two factors, required skills and quantity of knowledge combine to form job variety. The opposite of job variety is task specialization. The task specialization is found rather the job variety in FOODS, FATS & FERTILISERS LTD. Autonomy Application in the company: autonomy refers to the level of control people have over their work. The more freedom people have over the pace of their work and the methods they may employ to perform it, the more autonomy they have autonomy, or freedom, increases, and so does job satisfaction. The need for autonomy, or freedom, increases. So does job satisfaction. The need for autonomy is sometimes felt more strongly in people trying to fulfill the higher needs on Maslows Hierarchy of needs. There higher-level needs
70

would include the need for status and self-esteem, self-actualization, and knowledge; Autonomy is given to the employees up to the need in FOODS, FATS & FERTILIZERS LTD. Goal determination: Application in the company: Goal determination refers to the freedom people have to establish their won work goals and to determine their own criteria for success. Increased freedom to determine goals and success criteria can lead to increased job satisfaction. Freedom to determine goals may not increase job satisfaction, but in most cases having clear, explicit goals is better than having vague ones. The superiors encourage their employees in the company towards the determination of goals and guide towards achievement of those in FOODS, FATS & FERTILIZERS LTD.

Feedback and Recognition: Application in the company: In this context, recognition can be differentiated from a manager, and it is received less often but carriers greater significance than feed back. The feedback and recognition is frequently given in the organization. External Factors: Achievement: Achievement refers to a persons success on the job. The general belief is that high achievers on the have high job satisfaction. There are some, like the behavioral managers, who believe that job satisfaction leads to high achievement. The reverse of this situation may be even more important. People who are unsuccessful on the job have little, if any. Job satisfaction. Therefore, the cure for low job satisfaction may be increase job performance.
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Application in the company: The employees their views regarding the training programs are not up to the extent. The achievements are supported by those elements, which makes an employee most familiar with the work. Role Ambiguity and Role Conflict: It is difficult for people to have high job satisfaction when they are unsure what their job entails. Nor knowing what your job is or what your place is in the organization is referred to as role ambiguity. Clarifying the tasks that define your job and your place in the organization (in terms of authority and responsibility) can reduce role ambiguity. Reducing role ambiguity can lead to increased job satisfaction. Application in the company: The superior guides every employee and he clarifies the role of the employee and minimizes the role ambiguity in FOODS, FATS & FERTILIZERS LTD. Opportunity: Many people may have more job satisfaction when they believe that future prospects age good. These future prospects may mean the opportunity for advancement and growth with their current employer or the chance of finding work with another employer. If people feel they have fewer opportunities with their current employer that they would like, then their job satisfaction may be decrease. Note that we are dealing with peoples feelings here. If people feel they have fewer opportunities, they may in fact have chance for advancement, but if they dont think they do, their job satisfaction suffers anyway. Not only must people think they have good future prospects with their employer, they must think hat they a fair chance of obtaining the future prospects. The same is generally true with opportunities with other companies.
72

Application in the company: In FOODS, FATS & FERTILISERS LTD the employee is given opportunity for his career development. The performance and superiority of an employee is taken into account and appropriate opportunities are given to the right persons. Job Security: An example of Frederic Herzbergs hygiene factors, job security may affect job satisfaction more when it is not present that when it is. When job security, the assurance of employment continuing in the future, is absent there may be less job satisfaction. When present, job security may be taken for granted. Job security itself is affected by intrinsic and extrinsic factors. Application in the company: Job security is provided to its employees, the assurance of job security affects the work. It makes the employee to work with dedication. Social Interactions: When the social interactions are not as described, job satisfaction can decrease. These social interactions are complex entitles, the value to the individual being affected by the quantity of interactions, physical and mental isolation and the quantity of the interactions. As the quantity of social interactions increases, job satisfaction may increase. Application in the companies: The working environment of FOODS, FATS & FERTILISERS LTD is having a very friendly nature. The social interactions are a part of its work life. Supervision: This means that when the quality of supervision is poor, a worker can become dissatisfied. When the quality is good, the worker is not dissatisfied (this does not mean that he or she is satisfied, but even a great boss wont make you jump of bed in the morning because you cant wait to get to work for him or her. This may seem like a factor that your have little or no control over, but that may not be the case. Sometimes managers do not
73

manage because of they way they are but because of the way people force them to manage. Application in the company: The FOODS, FATS & FERTILISERS LTD the supervision is good. The superior guides his subordinate and direct towards the accomplishment of the work. Organization culture: The overall organizational culture and management style can increase or decrease job satisfaction. A manager may choose to use a classical or behavior style of management. A subordinate may force a manager to use a classical style or may allow the manager to use a behavior style. Or the organizations culture or climate may be classical or behavioral. Application in the company: The FOODS, FATS & FERTILISERS LTD has the style of behavioral style. Work Schedules: It is possible for work schedules to increase job satisfaction. Compressed workweeks and flextime (described earlier in this chapter) may increase job satisfaction by allowing for a better interface between someones personal life and work life. Job satisfaction can also be positively influenced by allowing a subordinates input into the work schedule or by allowing workers to trade days with other workers. Application in the company: The work schedules in the FOODS, FATS & FERTILISERS LTD; are satisfactory level. The shift timings are very flexible.

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Seniority: Seniority affects job satisfaction differently for different people. Sometimes satisfaction increases as people learn to perform more proficiently. For others, satisfaction decreases due to boredom or due to the realization that their goals and careers are not advancing as they had hoped.

Application in the company: FOODS, FATS & FERTILISERS LTD; does not ignore the seniority; the promotions of the employees are mainly based on the seniority and performance of the employee. Compensation: Ask most people why they work and they probably say that it is for the money. Of course, money is an important reason for working, but there are many other reasons people work. Still, it is important to understand the special role money plays in the work. For instance, money can satisfy two needs on Maslows Hierarchy the physiologic and status. Application in the company: Compensation is the basic reason behind work. The satisfaction of work life is depending on the expected salary of the employee. In FOODS, FATS & FERTILISERS LTD, the structure of compensation does not meet the expectations of the employees.

Individual factors: Commitment: The more carefully someone has researched, selected and prepared for jobs, the more likely that person is to be satisfied with the job. If
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the actions of researching, selecting, and preparing for the job are highly visible to friends and family, then the person is ore likely to be satisfied with the job, and less likely to admit to any dissatisfaction. The commitment the person has made to a job, the bigger the mistake would appear to be if the person said he or she was wrong in selecting it. For a few people, this means that they may stay in an unsatisfying job, un-willing to look foolish or unable to admit to a mistake. Expectations: People believe their jobs should fulfill certain needs. These beliefs, or expectations, concerning a jobs ability to fulfill needs may be realistic or unrealistic. People who expect work to fulfill all of their needs are probably being unrealistic. Using Maslows hierarchy of needs as an example, it is reasonable for work to fulfill physiologic needs, and some or most of the safety needs, but only some of the belonging needs. Expecting fulfillment of the social aspects and the individual. Job Involvement: Job involvement refers to how important a persons job is in his or hr life? The more involved a person is in his or her job, the more satisfaction he or she generally feels. It is possible, however, to become over involved in a job. Over involvement (becoming a workaholic) can be identified when work becomes as pervasive as to affect ones personal life negatively. At this point, one might need to determine whether work is part of the overall solution or part of the problem. Effort/Reward Ration: People compare the rewards they receive from work to the effort they put into work partially to determine job satisfaction. If the ratio between the two is heavy on the effort side, then people generally feel
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less satisfied because they feel they are putting more into their work they are getting out of it. Influence of Co-workers: The importance co-workers place on certain issues affects the importance an individual places on those issues; this influence of co-workers in turn may affect job satisfaction. For instance, co-workers can influence your thinking if they constantly grumble about the state of the equipment. Comparisons: People make compassions between their job and how satisfied they are with them and the jobs of friends, Relatives, and neighbors. A person who is a middle manager may feel quite satisfied if his or her family members and neighbors all have lower-status, lower-paying jobs. This same middle manager might fell less satisfaction if his or her family and neighbors are CEOs and doctors. Here, each job has relative worth, rather than absolute worth. Opinions of others: The opinions of others concerning your job also affect your job satisfaction. If other people especially people whom you admire and respect, believe that you have a good job, then you will typically fell more satisfied than if the people around you think you have a lousy job. This also applies to the way society views entire professions. If society generally regards your profession as valuable and of higher status, then you will be more satisfied than if society feels you is of low status and worth. Personal Outlook: A persons general outlook on life another factor that influences job satisfaction. People with high self-esteem, with confidence in him or her abilities, and with a positive outlook on life in more likely to have high job satisfaction than with a negative attitude.
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Age: Job satisfaction typically increases with age. Older workers have more work experience, they understand better what needs work can and cannot satisfy, and overall they have a more realistic view of work and life. Younger workers have comparatively few or no job experiences with which to compare their current jobs. Because of this, they are more likely to substitute the own idealistic views of what work should be for their lack of experiences and can cause younger workers to fell less satisfaction than they would if they had their own experiences to drawn. Application in the company: The individual factors are not organizational factors but a part of organization. Every human being is having his own ideas about his work life. In FOODS, FATS & FERTILIZERS LTD., the company handles different kinds of people with different perceptions. The management successfully handles individual factors.

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CHAPTER-5

DATA ANALYSIS INTER-

PRETATION OF DATA

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STATISTICAL ANALYSIS OF DATA AND INTERPRETATION 1. I am very happy to identify myself as an employee of foods, fats and fertilizers to outsiders. Strongly agree 25% Agree 40% Neutral 0% Disagree 15% Strongly disagree 20%

40% 35% 30% 25% 20% 15% 10% 5% 0%

strangely agree

neutral

strongly disagree

Interpretation: From the above shown table we can state that majority of the employees (40 per-cents) are identifying themselves with company and feeling happy to
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present them with the company to outsiders. About one fourth (25 per-cent) of the employees are extremely happy in identifying themselves with the company and one fourth (20per-cent) of the employees are not feeling happy in identifying themselves with the company and minority of employees (15 per-cent) are not satisfied. 2. I am very satisfied with the level of job security in this company. Strongly agree 30% Agree 10% Neutral 5% Disagree 25% Strongly disagree 35%

35% 30% 25% 20% 15% 10% 5% 0% strangely agree agree neutral disagree strongly disagree

Interpretation: The graph shows that majority of the employees (35per-cent) are not feeling secured in the current job and more than one third of the employees (40 per-cent) feeling secure and one fourth of the employees are also not feeling secure with the current job which shows the mixed response from the employees.

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3. The relationship with my boss is good. Strongly agree 30% Agree 40% Neutral 10% Disagree 15% Strongly disagree 5%

40% 35% 30% 25% 20% 15% 10% 5% 0% strongly agree agree neutral disagree strongly disagree

Interpretation: From the above table we can state that majority of the employees are satisfied with their boss (70 per-cents) and minority of the respondents are feeling uncomfortable with their boss. So, majority of the employees are sharing good rapport with their boss which is a good sign for the industry.
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4.

The responsibilities in my job which has been provided by the manger are satisfactory Strongly agree 10% Agree 25% Neutral 5% Disagree 40% Strongly disagree 20%

4 0% 3 5% 3 0% 2 5% 2 0% 1 5% 1 0% 5% 0%

strong ly ag ree

ag ree

neutral

disag ree

strong ly disag ree

Interpretation: The graph indicates that most of the employees are not satisfied with the work provided by their managers (60 per-cent) and more than one third (35%) of the employees are satisfied with their responsibilities. Majority says the responsibilities allotted to them are not up to the mark and they are expecting more quality responsibilities form their superiors.

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5. All of my peers are very cooperative and helpful? Yes 75% No 25%

80% 70% 60% 50% 40% 30% 20% 10% 0%

75%

25%

yes

no

Interpretation: From the above table we can state that majority of the employees are sharing very good comfort level with their peers (75 per-cents) and minority of the respondents is unable to break the ice with their teammates. Most of the employees are feeling happy from this angle i.e. the support that they are getting from their colleagues which is a positive sign for the employees satisfaction.

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6. Are you satisfied with the job description provided by the company? Yes 40% No 60%

60% 60% 50% 40% 30% 20% 10% 0% yes no 40%

Interpretation: The job description which means the Tasks, duties and responsibilities of an employee is letting down the satisfaction level of the employees. Majority of the employees (60 per-cents) are not satisfied with the job description and 40 per-cents of the employees feel good with their job description. As in any company job description plays main role the company has to take proper strategy which makes the job description to look better when compared to former.

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7. Are you satisfied with the present working hours? Yes 60% No 40%

60% 50% 40% 30% 20% 10% 0%

Interpretation: The above table and graph indicates that satisfaction levels of the employees regarding timings of their work. Majority of the respondents 60 per-cent are satisfied with the timings and 40 per-cents of the employees are not satisfied with the timings.

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Anyhow in any industry the timings are based on shifts some employees feeling comfort with the shift timings and some employees are not feeling with the shift timings...

8. I am out & out satisfied with Hygienic factors Strangely agree 20% Strongly disagree 50%

Agree 10%

Neutral 5%

Disagree 15%

50% 40% 30% 20% 10% 0%

Interpretation: The graph indicates that most of the employees are not satisfied with the hygiene factors (65 per-cents) and minority of the employees is satisfied with the hygiene factors. Most of the employees are not satisfied with the pay scale system and rewarding or appraisal system of this industry. The rewarding

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system and pay scale are not matching with the expectations of the employees and the industry has to take more concentration on this part.

9. The criteria using for performance appraisal is effective. Strongly agree 15% Strongly disagree 25%

Agree 20%

Neutral 0%

Disagree 40%

40% 35% 30% 25% 20% 15% 10% 5% 0%

strongly agree

agree

neutral disagree strongly disagree

Interpretation: From the above table we can state that majority of the employees are not satisfied with the appraisal system and minority of the employees are satisfied with the appraisal system. Most of the respondents feel like the organization is not taken proper care on structuring the appraisal system which is most important for any industry.
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10.Rate your satisfaction level about the methods of conflict resolution in your organization? Highly satisfied 0% Satisfied Neutral Unsatisfied Highly un satisfied 20%

50%

5%

25%

50% 45% 40% 35% 30% 25% 20% 15% 10% 5% 0%

strongly agree

agree

neutral disagree strongly disagree

Interpretation:

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Majority of the respondents are very happy with the conflicts resolution in the industry and minority are disappointed with this aspect. The best part of the industry is conflict resolution i.e. whatever may be the size of problem is getting solved in no time which shows very great sign on the processing structure of the resolutions. 11.Suggestions and ideas given by me are getting preference. Strongly agree 10% Strongly disagree 15%

Agree

Neutral

Disagree

40%

5%

30%

40% 35% 30% 25% 20% 15% 10% 5% 0%

strongly agree

agree

neutral disagree strongly disagree

Interpretation:
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This question has got mixed response from the respondents i.e. 50 per-cent of the employees agree that their ideas getting preference and nearly 50 per-cent of the employees are raised objection on this matter So the organization has to take quick reaction on this matter.

12. Do you have union? If you satisfied with your union?

Highly Satisfied 20%

Satisfied 40%

Not Satisfied 40%

40% 35% 30% 25% 20% 15% 10% 5% 0%

H hly ig S fiedag atis ree

S fied atis

Not S fied atis

Interpretation:
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This question has got mixed response from the respondents i.e. 20percent of the employees are highly satisfied, 40per-cent satisfied, 40per-cent not satisfied with their union this matter. The answer shows that there is no perfect satisfaction about their union.

13. How do you feel about your work environment?

Healthy

Good

Moderate

Poor

33%

57%

10%

0%

Percentage

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Interpretation: From the above table we can state that majority of the employees are satisfied with the work environment and minority of the employees is not satisfied with the work environment.

14. Are you feeling bore to do same work since long time? S. No Responses No. of respondents Total % 1 2 3 4 Never Rare Sometimes Always 14 9 7 48 30 22 -

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Interpretation: 48% of employees are not bored by their jobs. 30% of employees rarely, 22% of employees sometimes feel bored by their jobs.

15. What is satisfactory level of welfare facilities provided by the company? Highly Satisfied 30%

Percentage
Satisfied 60%

Not Satisfied 10%

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Interpretation:- The graph shows that 30% of employees are highly satisfied,60% are satisfied and 10% are not satisfied regarding the welfare facilities in the company.

16. How are the incentives facilities in your organization?

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Highly Satisfied 5%

Satisfied 40%

Not Satisfied 55%

Interpretation: - From the above table we can state that majority of the employees are not satisfied with the incentive facilities of the organization..

17. Do you agree for transfer to another? Strongly Disagree 25% Strongly agree 5%

Disagree

Neutral
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agree

20%

30%

20%

Interpretation:The graph shows that 25% people has given their strong felling to not leave the organization, 20% are not agreeing to transfer to another ,30% are netural,20% are agreeing to transfer and 5%of people strongly agree to leave the organization.

18. Have you got better quality of work life than comparing with the previous? Is it highly satisfied /satisfied/not satisfied? Highly Satisfied 15%

Satisfied 50%

Not Satisfied 35%

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Interpretation: The graph shows that 15% of employees are highly satisfied, 50% are satisfied and 35% are not satisfied regarding their quality of work life.

19. Are you satisfied with the present communication channels? Highly Satisfied 10%

Satisfied 60%

Not Satisfied 30%

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Interpretation: From the above table we can state that majority of the employees are satisfied with the present communication channels and minority of the employees is not satisfied with the present communication channels.

20. To how much extend your skills has been utilized? Completely /partially/not utilized.

Highly Satisfied

Satisfied
99

Not Satisfied

65%

35%

0%

Interpretation: The graph shows that 65% of employees are highly satisfied, 35% of employees are satisfied with the extent their skill has been utilized

CHAPTER-6
FINDINGS AND SUGGESTIONS

FINDINGS
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Through the analysis the major problems of employees regarding the job satisfaction were found out. Most of the employees are not satisfied with their pay scale and it is not matching to their expectations or educational qualifications. Incentive system of the organization is not up to the mark. Welfare facilities of the company are not good. Psychological needs of the employee are ignored. Role of the trade union in conflict resolution is to be extended.

SUGGESTIONS
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Basing on the findings the foods, fats and fertilizers has been given suggestions in the following areas of the job satisfaction. Pay scale should be revised on the periodical basis & performance basis. Incentive system of company is to be improved in such way that it should fulfill the maximum needs of the employee. Canteen and drinking facilities should be maintained with hygienic conditions. Employees are given importance and are involved in decision making through this psychological needs of the employee are fulfilled. Trade unions should be in a position to solve the employees problems.

Conclusion
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The main customers to the any company are internal customers i.e. the employees; if the company gives preference to the internal customers then their will be impact of that company on the external customers since the internal customers are the boundary spanners of the company. So, for any company it is very important to know the satisfaction level of their internal customers (job satisfaction) which in turn will give good results in the outputs of the employees. The job satisfaction of the employees in the industry is mediocre so the company has to take necessary initiatives to lift the satisfaction level from mediocre to satisfactory.

ANNEXURE
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QUESTIONNAIRE PERSONAL DATA: 1. NAME 2. EMP CODE 3. AGE 4. SEX 5. DEPT 6. DESIG 7. EXP 8. NATURE OF THE JOB 9. SALARY 10.QUALIFICATION
1.

: : : : : : : : : :

I am very happy to identify myself as an employee of foods, fats and fertilizers to outsiders

a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

2. I am very satisfied with the level of job security in this company.

a) Highly satisfied b) Satisfied c) Neutral d) Unsatisfied e) Highly unsatisfied

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3. The relationship with one boss is good a) Strongly agree b) Agree c) Neutral d) Disagree e) Strongly Disagree
4. The responsibilities in my job which has been provided by the manger are satisfactory

a)Strongly agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

5. All of my peers are very cooperative and helpful?

a) Yes

b) no

6. Are you satisfied with the job description provided by the company ? a) Yes b) No

7. Are you satisfied with the present working hours? a) Yes b) No 8. I am out & out satisfied with Hygienic factors a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree

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9. The criteria using for performance appraisal is effective. a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree 10. Rate your satisfaction level about the methods of conflict resolution in your Organization? a) Highly satisfied b) Satisfied c) Neutral d) Unsatisfied e) Highly Unsatisfied 11. Suggestions and ideas given by me are getting preference. a) Strongly Agree b) Agree c) Neutral d) Disagree
e) Strongly Disagree

12. Do you have union? If you satisfied with your union? a) Highly satisfied b) Satisfied c) Neutral d) Unsatisfied
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13. How do you feel about your work environment? a) Healthy b) Good c) Moderate

14. Are you feeling bore to do same work since long time? a)Never b)Rare c)Sometimes d)Always 15. What is satisfactory level of welfare facilities provided by the company? a) Highly satisfied b) Satisfied c) Not satisfied

16. How are the incentives facilities in your organization? a) Highly satisfied b) Satisfied c) Not satisfied

17. Do you agree for transfer to another?

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a) Strongly Agree b) Agree c) Neutral d) Disagree e) Strongly Disagree. 18. Have you got better quality of work life than comparing with the previous? Is it highly satisfied /satisfied/not satisfied? a) Highly satisfied b) Satisfied c) Not satisfied 19. Are you satisfied with the present communication channels? a) Highly satisfied b) Satisfied c) Not satisfied 20. To how much extend your skills has been utilized? Completely /partially/not utilized. a) Highly satisfied b) Satisfied c) Not satisfied

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21. Any suggitions: 1._______________ 2._______________ 3._______________

BIBLIOGRPHY

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S.No.

Name of the Book

Author

1. 2. 3.

Human Resource Management Behavior of men at work Research and development

Mirza S. Saiyandain Keith Devis C.R.Kottari

4.

Books and Websites data.

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