Tulasi Granites is a private organization established in 1993-94 located in Bagalkot district, Karnataka. It extracts granite blocks from its quarries and exports them internationally, gaining national awards for export excellence. The company employs around 200 people across its 40 acre facility, producing 1500 cubic meters of granite annually with a turnover of 14 crores. It faces competition from other local granite quarries.
Ethical stalking by Mark Williams. UpliftLive 2024
Employee satisfaction @ tulasi granites mba project report
1. EXECUTIVE SUMMARY
TULASI granites, a private organization is very well known in the field of
granites in the international market. It was set up in the year 1993-94 and is located at
hanamsagar road which is 3 km away from ILKAL in Bagalkot district, Karnataka it is
mainly concerned with extraction of granite blocks from its queries and exports of
granites blocks
Granites have optimum quality and of Rajashree Granites. Because of its quality,
ILKAL city called as pink city in the international market the company to its credit has
received number of national awards for export of granites blocks the company has its
head office at Ilkal.
TULASI granites a private organization has its total area of acres by providing
employment to around 200 employees. It consists of line and staff organization, line
people consists of thinkers and staff people are operators staff section chalk out plans of
officers operations to be performed and issues necessary instructions to the line section
which implements instructions to the best of its capacity the co has its registered office at
ILKAL.
INDUSTRIAL PROFILE
Granites is one of the commodities, which are having its own name in the
international market. TULASI is the Granites factory that was started in the year 1994-95
with manpower of 25. It has total area of 40 acres by providing employment to around
200 employees, The production is 1500 Cubic Meter per annum with the turnover of
Rs.14Crores
There are number of Granites Company’s throughout India which are situated in
various states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the
government in earning the tax as well as exporters name in the international market.
Today in the international market the need for Granites have gone up
Following are some of the Granites Factories with Profile
Factories Year of Initial No of Production Turnover
establishment investment employees per annual
Saka Granites 1992 35 Lakhs 30 30000sqft 55 Lakhs
Sapthgiri Granites 1990 25 Lakhs 20 36000sqft 65 Lakhs
Industries
Deepak Granites 2000 40 Lakhs 25 30000sqft 50 Lakhs
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2. COMPANY PROFILE
Name of the company : TULASI GRANITES
Address : Hanamsagar road, ILKAL.
Tq : Hunagund
Dist : Bagalkot
St : Karnataka
Type of Unit : Private Company
Year of Establishment : 1994-95
Total Area Covered : 40 acres
Number of Employees : 60
Approximate production p.a : 120 c.m per month
Approximate Sales p.a : 1400 cubic meters
Competitors : GEM Granites and local Granite Quarries
OBJECTIVES OF THE STUDY: -
1] To find out the level employee satisfaction in the co.
2] To identify problem of the workers which affects their performance
3] To find out the deficiencies in co. policies affecting the employee which in turn
affects the co. profitability.
4] To find out the attitude of the workers towards management of the firm and to
recommended suggestions to the co. So that the employee’ enhanced and the
employees are motivated.
SCOPE OF THE STUDY
A study was conducted at TULASI GRANITES to known the satisfaction level of
the employees regarding training programme. The questionnaire for this survey was framed
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3. considering those factors where corrective action can be taken at .The study is limited to the
permanent employees
METHODOLOGY
In every research, we have to follow some methodology. The data collection done in
Tulasi Granites, for the purpose of my study on employee satisfaction by using the following
methods.
Source of information
Data collection method
Research instruction technique
FINDINGS
1. 38% are working in Tulisi Granite is Highest
2. 42% are joined as a worker in Tulisi Granite is highest
3. 46% are give first preference to job function in Tulisi Granite is highest
4. 84% are saying that satisfied with job in Tulisi Granite is highest
5. 52% are saying work experience in Tulasi Granite is highest
6. 50% are saying Medical in Tulasi Granite is highest
7. 38% are saying good sale in Tulasi Granite is highest
8. 44% are saying safeguard in Tulasi Granite is highest
9. 38% are saying Fulfillment in Tulasi Granite is highest
10. 82% are saying Yes in Tulasi Granite is highest
11. 96% are saying Yes means clear communication, in Tulasi Granite is highest
12. 48% are saying Motivation in Tulasi Granite is highest
13. 100% are saying satisfied with appraisal system in Tulasi Granite
14. 40% are saying Minimum role in Tulasi Granite is highest
15. 60% are Married in Tulasi Granite is highest
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4. INTRODUCTION
TULASI Granites is headed by Mr. RAMANUJAN DARAK, a pioneer in the granite field
who was honoured by the awards
Independence for his contribution in field of Mining & Marketing of Granites.
Production range of TULASI granites includes Rough Dimension Block, Polished, Flamed,
Honed and Cut to size structural slab, monuments memorials and mausoleum for different
countries in exclusive design. GME group also produces modular tiles, vanities and counter
tops; table tops sculptured pieces in different colors of natural granites stones
Several prestigious in the world have used granite stones from TULASI granites. The
organization is managed and run by highly qualified professionals and skilled engineers.
Of all the factors of production - Capital, land, labour; labour or man is undoubtly the
crucial factor that makes or mars an organization.
Employees are now a days seen as business partners of the organization. They empower the
organization to succeed. At the threshold of this transformation, human assets need to be
chosen carefully, developed, nurtured, utilized and their competencies multiplied.
High employee satisfaction levels can reduce turnover and attrition rate in the
industries.
People are the key to success in the new economy. Companies are attaching greater
importance to human performance today than ever before. And while corporations have
presumably always valued their employees, in today's fast-moving new economy, people
have gained even greater stature and are now seen as possibly the most important factor in a
company's success or failure.
Companies are giving due importance to recognize and the extraordinary efforts related to
retain the people in industry, some are making efforts to attract and retain top talent, represent
fundamental shifts in employer-employee relationships. And no where has this been truer
than in the high-tech sector, with its insatiable demand for knowledge workers.
But the focus on human performance now stretches across all industries and all levels,
from the front lines of customer service to the highest executive ranks. Almost industries are
putting their best efforts to the keep employees happy and engaged.
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5. One reason CEOs have begun investing in human performance improvement is that
they now have quantifiable proof of a sizable return. HR is fast changing from an internal
service department to a strategic partner in improving a company's competitive position. In
this era of competition, if internal customers, i.e. employees are not happy then the
organization will be out of competitive market.
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6. LITERATURE REVIEW
PROJECT PROBLEM
Definition:
Employee satisfaction is the terminology used to describe whether employees are happy and
contented and fulfilling their desires and needs at work. Many measures purport that
employee satisfaction is a factor in employee motivation, employee goal achievement, and
positive employee morale in the workplace.
Employee satisfaction, while generally a positive in your organization, can also be a downer
if mediocre employees stay because they are satisfied with your work environment.
INTRODUCTION
‘‘EMPLOYEE SATISFACTION ‘‘‘is the problem undertaken in TULASI
GRANITES, which forms one of the basic objectives of every business house regardless of
the size. It is believed that employees are the live assets of an organization. This statement
holds true for the mere reason that employees are supposed to be the “BACKBONE’’ of the
business.
Abilities, talents, aptitude and potentials for effectively activating every human
resource development strategy must be guided by the golden rule:
“GIVE LOVE AND GET LOVE’’
If there is cent percent satisfaction of the employees that is not possible, then it
leads to sincerity and dedication to the work, which makes the organization to prosper in
business and economy as a whole.
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7. IMPORTANCE OF HUMAN RESOURCE
Manpower may be thought of as, “The total knowledge, skill, creative abilities, talents
and aptitudes of an organizations workforce as well as value, attitudes and benefits of the
individual involved.” It is the most valuable asset of an organization. Human resources are
utilized to the maximum possible extent in order to achieve individual and organizational
goals.
BENEFITS OF EMPLOYEE SATISFACTION
1) It helps to improve recruitment. As the job becomes more attractive, more efficient
employees can be recruited.
2) It helps to win over employee’s loyalty and increase their morale.
3) Right organizational environment and climate will be created.
4) It helps to build up stable labor force to reduce labor turnover and absenteeism.
5) It helps to the development of team spirit among workers
6) It helps to earn goodwill and enhance public image.
Labour welfare helps to improve industrial relations and peace.
Meaning and Definition:
Locke gives a comprehensive definition of Employee Satisfaction
“A pleasurable positive emotional state resulting from appraisal of ones perception of how
well their job provides those things which are viewed as important. It is generally recognized
in the organizational Behavior field that employee's satisfaction is the most important and
frequently studied attitude".
Definitions of the concepts:
To understand the concept clearly, it is better to understand the literal
meaning of them. Therefore to understand the term "Employee Satisfaction" it is very much
important to know the words "Employee" And "Satisfaction" separately.
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8. Employee: According to the Oxford Dictionary the meaning of the
"Employee is a Person employed for Wages".
A person who works for another, in return, for financial or other compensation.
According to Employees State Insurance Act, 1948, An Employee is defined as the
one who is directly employed by the principal employee or whose services are temporarily
lent to by another with whom the employee has a contract of service. The act also says that
employee also includes any person employed for the wages or any
work connected with the administration of the factory or establishment or any department or
branch there of or with the purchase of raw materials for or the distribution of scales of the
products of the factory or establishment. The act also covers any person engaged as in
apprentice, not being an apprentice under the
Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does not
include any member of the Indian Naval, Military or Air-forces".
Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means
"atonement or compensation or a situation where the expectations have been met".
According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.
Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having
gratified an appetite or motive".
Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical,
mental & emotional well being of an individual.
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9. The ILO at its Asian Regional Conference defined “Labours welfare as a term which
is understood to include such services, facilities and Amenities and may be established or in
the vicinity in them with amenities conducive to good health & high morale.
The Oxford dictionary defines labours welfare as “efforts to make life worth living for
workmen”.
Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,
enjoyment of health, prosperity etc.
Need for Labour welfare in India
The need for labours welfare was strongly felt by the committee of the royal commitment
to industrial work among the factory work and also the harsh treatment receives from the
employees since the developing country like India. This need was emphasized by the
constitution of India in the chapter on the directive principle of state policy in the following
articles.
Importance of Employee Satisfaction:
1. Tracking the attitudes and opinions of employees can identify problems areas and
solutions related to management and leadership, corporate policy, recruitment, benefits,
diversity, training, and professional development.
2. A comprehensive employee satisfaction study can be the key to a more motivated and
loyal workforce.
3. The first step is to understand exactly which issues have the greatest impact on
employee satisfaction.
4. The findings of the employee satisfaction survey will tell you exactly bow much more
important one issue is over another so that you can focus your performance improvement
initiatives appropriately.
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10. 5. In analyzing the data, we can define and refine issues that need addressed, such as
overall job satisfaction, professional fulfillment, employee motivation and commitment,
likelihood to stay with the organization, pay level, corporate goals and
Objectives.
6. Survey results can be segmented by employee position, length of employment,
full-time vs. part-time, etc.
FACTORS AFFECTING EMPLOYEE SATISFACTION.
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
7. Company policy and administration
8. Supervision
9. Relationship with supervisor
10. Work conditions
11. Salary
12. Relationship with peers
13. Personal life
14. Relationship with subordinates
15. Status
16. Security
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11. THEORIES OF EMPLOYEE SATISFACTION.
DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY
David McClelland is most noted for describing three types of motivational need, which he
identified in his 1988 book, Human Motivation:
• Achievement motivation (n-ach),
• Authority or power motivation (n-pow),
• Affiliation motivation (n-affil).
Davidic McClelland’s needs-based motivational model
These needs are found to varying degrees in all workers and managers, and this mix of
motivational needs characterizes a person's or manager's style and behavior, both in terms of
being motivated and in the management and motivation others.
The need for achievement (n-ach)
The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of
realistic but challenging goals, and advancement in the job. There is a strong need for
feedback as to achievement and progress, and a need for a sense of
accomplishment.
ABRAHAM MASLOW’S HIERARCHY OF
NEED MOTIVATIONAL.MODEL
Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and
the Hierarchy of Needs theory remains valid today for understanding human motivation,
management training, and personal development. Indeed, Maslow's ideas surrounding the
Hierarchy of Needs concerning the responsibility of employers to provide a workplace
environment that encourages and enables employees to fulfill their own unique potential
(self-actualization) are today more relevant than ever. Abraham Maslow's book Motivation
and Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs,
and Maslow extended his ideas in other work, notably his later book Toward a Psychology of
being, a significant
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12. and relevant commentary, which has been revised in recent times by Richard Lowry, who is
in his own right a leading academic in the field of motivational psychology.
Abraham Maslow was born in New York in 1908 and died in 1970, although various
publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at
the University of Wisconsin formed the basis of his motivational research, initially studying
rhesus monkeys. Maslow later moved to New York's Brooklyn College.
Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to
Maslow; later versions with added motivational stages are not so clearly attributable.
Maslow's Hierarchy of Needs has been extended through interpretation of Maslow's work by
other people, and these augmented models and diagrams are shown as the adapted seven and
eight-stage Hierarchy of Needs models
below. There is some uncertainty as to how and when these additional three stages (six,
seventh and eighth - 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by
whom, to The Hierarchy of Needs model, and many people consider Maslow's 'original five-
stage Hierarchy Of Needs model to be the definitive
(and perfectly adequate) concept.
Maslow's hierarchy of needs
Each of us is motivated by needs. Our most basic needs are inborn, having evolved
over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how
these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each
need In turn, starting with the first, which deals with the most obvious needs for survival
itself.
Only when the lower order needs of physical and emotional well being are satisfied
are we concerned with the higher order needs of Influence and personal development.
Conversely, the things that satisfy our lower order needs are swept away, we are no longer
concerned about the maintenance of our higher order needs. Maslow's original Hierarchy of
Needs model was developed between1943-1954.
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13. FREDERICK HERTZBERG MOTIVATIONALTHEORY
Frederick Hertzberg’s motivation and hygiene factors
Frederick Hertzberg’s book 'The Motivation to Work', written with research
colleagues B Mausner and B Snyderman in 1959, first established his theories about
motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and
accountants, has become one of the most replicated studies in the field of workplace
psychology.
Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly
always arose from different factors, and were not simply opposing reactions to the same
factors, as had always previously been (and still now by the unenlightened) believed.
He showed that certain factors truly motivate ('motivators'), whereas others tend to
lead to dissatisfaction ('hygiene factors').
According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and the
other as a human being to grow psychologically.
He illustrated this also through Biblical example: Adam after his Expulsion from Eden
having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham,
capable and achieving great things through self-development - the 'motivational' needs.
Hertzberg's research proved that people will strive to achieve hygiene needs because
they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is
temporary.
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14. NEEDS FOR TRAINING:
The company provides the training to all employees irrespective of their qualification
skill experience and levels of job.
The training is needed for the following purpose:
Job requirements employees selected for a job might lack the qualifications required
to perform a job effectively. New and inexperienced employee required detailed
instruction for effective performance on the job. Remedial training should be given to
such people to match the needs of the organization. New employees need to be provided
orientation training to make them familiar with the job and organisation.
Technicalogy changes: it is changing very fast. Now automation and
mechanization are being increasingly applied in office. And service sector
increasing use of fast changing technique requires training in to new technology.
Organisation viability: in order to survive and grow an organisation must
continually adopt itself to the changing environment. Existing employees need
refresher training to keep them a breast of new knowledge.
BENEFITS OF TRAINING TO EMPLOYEES:
Training is useful to employees in the following ways:-
1] Self Confidence
2] Higher Earnings
3] Safety
4] Adaptability
5] Promotion
6} New Skills
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15. PERFORMANCE APPRAISAL
Appraising performance of individuals, groups and organization has become a
common Patrice. The co has it’s own appraisal method. The employers has to evaluate
officer has to appraise the performance of their subordinates
In this the performance appraise is done in a systematic and planned manner. The
term performance refers to the degree of accomplishments of the job or ultimate result, on
the other hand the term appraisal refer on the evaluation of or assessment of work being
done in terms of quality, quantity, honest and working capacity, etc.
Content of the performance Appraisal:-
It depends upon the nature and level of job. It is not uniform for all types of jobs.
1] Regularity of attendance
2] Leadership style
3] Ability to work with others
4] Initiative
5] Technical skill
6] Judgment skills
7] Area of work interest.
OBJECTIVES OF THE COURSE
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16. • To discuss the importance of the Managerial Leadership and High Performing Teams.
• Understanding the significance of Managerial Leadership and their impact on
Organization.
• To provide the participants an opportunity for sharing the practical experience on the
subject.
• To create an opportunity to gain an insight into the process of team building.
CONTENTS OF THE PROGRAM
• Managerial Leadership: New roles and Skills
• Managerial Decision-Making and Term Problem Solving
• Managerial Leadership: Trait and Approaches
• Team Leadership
• Teamwork
• Teambuilding strategies
• Conflict Management
• Employee empowerment
• Leading and Managing Change
• Performance Appraisal
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17. The statistically significant factors that affect Employee satisfaction
Bavendam Research identified six factors, that influence job satisfaction.
When these six factors were high, job satisfaction was high. When the six factors were low,
job satisfaction was low. These factors are similar to what we have found in all organizations.
Employee Satisfaction is influenced
Opportunity
Stress
Leadership
Work
Standards
Fair
Rewards
Adequate
Authorit
y
1. Opportunity
Employees are more satisfied when they have challenging opportunities at work. This
includes chances to participate in interesting projects; jobs with a satisfying degree of
challenge and opportunities for increased responsibility. Important; this is not simply
“promotional opportunity”. As organizations have become flatter, promotions can be rare.
People have found challenge through projects team leadership, special assignments as well as
promotions.
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18. Actions:
Promote from within when possible.
Reward promising employees with roles on interesting projects.
Divide jobs into levels of increasing leadership and responsibility.
It may be possible to crate job titles that demonstrate increasing levels of expertise, which are
not limiting by a viability of positions they simply demonstrate achievement.
2. Stress
When negative stress is continuously high, job satisfaction is low. Jobs are more stressful if
they interfere with employees’ personal lives or are a continuing source of worry or concern.
Actions:
Promote a balance of work and personal lives. Make sure that senior managers
model this behavior.
Distribute work evenly (fairly) within work teams.
Review work procedures to remove unnecessary “red tape” or bureaucracy.
Manage the number of interruptions while trying to do their jobs.
Some organizations utilize exercise or “fun” breaks at work.
3. Leadership
Employees are more satisfied when their managers are good leaders. This includes
motivating employees to do a good job, striving for excellence or just taking action.
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19. Actions:
Make sure your managers are well trained. Leadership combines attitudes and
behavior. It can be learned.
People respond to managers who inspire them to achieve meaningful goals and
they can trust.
4. Work standards
Employees are more satisfied when their entire workgroup takes pried in the quality of its
work.
Actions:
Encourage communication between employees and customers. Quality gains
importance when employees see impact on customers.
Develop meaningful measures of quality. Celebrate achievements in quality.
Trap:
Be cautions of slick “packaged” campaigns that are perceived as superficial and patronizing.
5. Fair Rewards
Employees are more satisfied, when they feel they are reward fairly for the work they do.
Consider employees responsibilities, the effort they have put forth, the work they have done
well and the demands of their jobs.
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20. Actions:
Make sure rewards are for genuine contributions to the organization.
Be consistent in your reward policies.
If your wages sure competitive, then make sure that employees know this.
Reward can include a variety of benefits and rewards other than money.
As an added benefit, employees who are reward fairly, experience less stress.
6. Adequate Authority
Employees are more satisfied when they have adequate freedom and authority to do their
jobs.
Actions:
When reasonable:
Let employees make decisions.
Allow employees to have input on decisions that will affect them.
Establish work goals but let employees determine how they will achieve those goals.
Later reviews may identify innovative “best practices.”
Ask, “If there were just one or two decisions that you could make, which ones would
make the biggest difference in your job?”
In creasing job satisfaction is important for its humanitarian value and for its financial benefit
(due to its effect on employee behavior). As early as 1918, Edward Thorndike explored the
relationship between work and satisfaction in the Journal of Applied Psychology.
Bavendam Research has included measures of job satisfaction in all our employee surveys.
Clear patterns have emerged.
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21. Employees with higher job satisfaction:
Believe that the organization will be satisfying in the long run
Care about the quality of their work
Are more committed to the organization
Have higher retention rates, and are more productive.
One thing that makes humans unique is ability to focus energy. Whether to heat a home
or to cut steel with a laser, focusing energy where it has needed, produces significant results.
As a manager, you need to know what is important problem is more likely to produce
measurable benefits to the organization.
The actual cases unique to your organization can only uncovered through a
proper analysis. Bavendam research Inc. has developed a survey process that identifies
underlying cases of the factors such as:
Retention/turnover
Productivity
Teamwork
Communication
Job satisfaction
and much more.
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22. Limitations:
i. The study is restricted to employees at Tulasi Granite
ii. Employees were hesitant and tried to avoid answering questions.
iii. The findings are purely base on the information that has been collected through
questionnaire and the Tulasi Granite.
BENEFITS OF TRAINING
How Training Benefits the Organization
Leads to improved profitability and/or more positive attitudes towards profits
orientation.
Improves the job knowledge and skills at all levels of the organization.
Improves the morale of the workforce.
Helps people identify with organizations goals.
Helps create a better corporate image.
Fosters authenticity, openness and trust.
Improves the relationship between boss and subordinate.
Helps prepare guidelines for work.
Aids in understanding and carrying out organizational policies.
Provides information for future needs in all areas of the organization.
Organization gets more effective in decision-making and problem solving.
Aids in developing leadership skill, motivation, loyalty, better attitudes and other
aspects the successful workers and managers usually display.
Helps keep costs down in many areas, e.g. production, personnel, administration etc.
Develops a sense of responsibility to the organization for being competent and
knowledgeable.
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23. Reduces outside consulting costs by utilizing competent internal consulting.
Stimulates preventive management as opposed to putting out fires.
Helps the individual in making better and effective problem solving, which in Turn
ultimately should Benefit the Organization
Through training and development, motivational variables of recognition,
achievement, growth, responsibility and advancement are internalized and advancement
are internalized and operationalised.
Aids in encouraging and achieving self-development and self-confidence.
Provides information for improving leadership knowledge, communication skills and
attitudes.
Provides the trainee an avenue for growth and a say in his/her own future.
Helps a person develop speaking and listening skills; also writing skills when
exercises are required.
Benefits in personnel and Human Relation, Intra and Inter-group
Relations and policy Implementation.
Improves communication between groups and individuals.
Aids in orientation for new employees and those taking new jobs through transfer or
promotion.
Provides information on equal opportunity and affirmative action.
Provides information on other governmental laws and administrative policies.
Improves inter-personal skills.
Makes organization policies, rules and regulations viable.
Improves morale.
Builds cohesiveness in groups.
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24. Provides a good climate for learning growth, and co-ordination.
Makes the organization a better place to work and live.
Training Objectives.
Generally line managers ask the personnel manager to formulate the trading policies. The
personnel manager formulates the following training objectives in keeping with the
company’s goals and objectives.
To proves the employee, both new and old to meet the present as well as the changing
requirements of the job and the organization.
To impart the new entrants the basic knowledge and skills they need for an intelligent
performance of a definite job.
To assist employees to function more effectively in their present positions by
exposing them to the latest concepts, higher-level tasks, information and techniques and
developing the skills they will need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more
responsible positions.
To broaden the minds of senior managers by providing them with opportunities for an
interchange of experiences within and outside with a view to correcting narrowness of
outlook that may arise from over-specialization.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
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25. TRAINING METHODS
As a result of research in the field of training, a number of programmes are available.
Some of these are new methods, while others are improvements over the traditional methods.
The training programmes commonly used to train operative and supervisory personnel are
discussed below. These programmes are classified into on-the-job and off-the-job training
programmes
On The-Job Training Methods
This type of training, also known as job instruction training, is the most commonly used
method. Under this method, the individual is placed on a regular job and taught the skills
necessary to perform that job. The trainee learns under the supervision and guidance of a
qualified worker or instructor. On-the-job training has the advantage of giving first hand
knowledge and experience under the actual working conditions. While the trainee learns how
to perform a job, he is also a regular worker rendering the services for which he is paid. The
problem of transfer of trainee is also minimized as the person learns on-the-job. The
emphasis is placed on rendering services in the most effective manner rather than learning
how to perform the job. On-the-job training methods include job rotation, coaching, job
instruction or training through step-by-step and committee assignments.
Job Rotation: This type of training involves the movement of the trainee from one job to
another. The trainee receives job knowledge and gains experience from his supervisor or
trainer in each of the different job assignments. Though this method of training is common in
training managers for general management positions, trainees can also be rotated from job to
job in workshop jobs. This method gives an opportunity to the trainee to understand the
problems of employees on other jobs and respect them.
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26. Coaching: The trainee is placed under a particular supervisor who functions as a coach in
training the individual. The supervisor provides feedback to the trainee on his performance
and offers him some suggestions for improvement. Often the trainee shares some of the
duties and responsibilities of the coach and relieves him of his burden. A limitation of this
method of training is that the trainee may not have the freedom or opportunity to express his
own ideas.
Job Instruction: This method is also known as training through step by step. Under this
method, the trainer explains to the trainee the way of doing the jobs, job knowledge and skills
and allows him to do the job. The trainer appraises the performance of the trainee, provides
feedback information and corrects the trainee.
Committee Assignments: Under the committee assignment, a group of trainees are
given and asked to solve an actual organizational problem. The trainees solve the problem
jointly. It develops teamwork.
Off-the-Job methods
Under this method of training, the trainee is separated from the job situation and his
attention is focused upon learning the material related to his future job performance. Since
the trainee is not distracted by job requirements, he can place his entire concentration on
learning the job rather than spending his time in performing it. There is an opportunity for
freedom of expression for the trainees. Companies have started using multimedia technology
in training, Off-the-job training methods are as follows:
BABASAB PATIL 26
27. Vestibule Training: In this method, actual work conditions are simulated in a classroom.
Material, files and equipment, which are used in actual job performance, are also used in
training. This type of training is commonly used for training personnel for clerical and semi-
skilled jobs. The duration of this training ranges from days to a few weeks. Theory can be
related to practice in this method.
Role Playing: It is defined as a method of human interaction that involves realistic
behaviour in imaginary situations. This method of training involves action, doing and
practice. The participants play the role of certain characters such as the production manager,
mechanical engineer, superintendents, maintenance engineers, quality control inspectors,
foremen, workers and the like. This method is mostly used for developing inter-personal
interactions and relations.
Lecture Method: The lecture is a traditional and direct method of instruction. The instructor
organizes the material and gives it to a group of trainees in the form of a talk. To be effective,
the lecture must motivate and create interest among the trainees. An advantage of the lecture
method is that it is direct and can be used for a large group of trainees. Thus, costs and time
involved are reduced. The major limitation of the lecture method is that it does not provide
for transfer of training effectively.
Conference or Discussion: It is a method in training the clerical, professional and
supervisory personnel. This method involves a group of people who pose ideas, examine and
share facts, ideas and data, test assumptions and draw conclusions, all of which contribute to
the improvement of job performance. Discussion has the distinct advantage over the lecture
method, in that the discussion involves two-way communication and hence feedback is
BABASAB PATIL 27
28. provided. The participants feel free to speak in small groups. The success of this method
depends on the leadership qualities of the person who leads the group.
Programmed Instruction: In recent years, this method has become popular. The subject
matter to be learned is presented in a series of carefully planned sequential units. These units
are arranged from simple to more complex levels of instruction. The trainee goes through
these units by answering questions or filling the blanks. This method is expensive and time
consuming.
How to make Training Effective
Determine training needs through job description, performance appraisal forms and
potential appraisal discussions.
Prepare a training calendar in discussion with managers.
Training programmes should be well-defined specific objectives.
Nominate the employees for training based on a need for training.
Trainers should be qualified and experienced, and preferable internal.
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29. RECENT DEVELOPMENTS IN TRAINING
Employee Self Initiative
Employees have realized that change is the order of the day and they have started playing
the role of a change agent. Consequently, employees identify their own training needs, select
appropriate training programme organized by various organizations and undergo the training
programmes. Thus, employees in recent times started taking proactive measures on their own.
On-Line Training
Companies started providing on-line training. Trainees can undergo training by staying at the
place of their work. Participants complete course work from wherever they have access to
computer and Internet. Different types of media are used for on-line training.
TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION
Employee satisfaction surveys can cover as many or as few topics as are required by your
organization. Some of these topics include:
• Job satisfaction
• The company as a place to work
• Organization direction, strategy and goals
• Employee morale
• Organizational relationships
• Supervision
• Management
• Leadership
• Culture, values and behaviours
• Company image
• Benefits
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30. • Compensation and rewards/incentives
• Recognition and promotion
• Training and development
• Career opportunities
• Quality products and services
• Internal/external communications
• Organizational change
• Any other topics of interest to managers
Discrepancy Theories Two-Factor Theory
•Motivators
–responsibility
–challenge
–job control
•Hygiene factors
–pay
–benefits
–coworkers
Employee satisfaction has two components
1.Hygeiene issues
2.Motivation issues
The hygiene issues are:
1.Company and Administration Policy:They should be updated and accessible to all the
employees so that the employees are aware of all policies of the organization.
2.Supervision: The supervisor should have the good leadership qualities and should give
positive feedback at regular interval.
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31. 3.Salary: Employees want to be paid according to their competence and hard work.
4.Interpersonal Relations: It is the relation with the superior ,peer and subordinate .The
employees should be given time for socialization .i.e. during lunch, tea break,etc.
5.Working conditions:The working environment should be good so that the employees will
have sense of pride in working for the organization and should be provided with the
necessary facilities and adequate space work efficiently.
The motivation issues are :
1.Work: The work should make employees believe that the work they are doing is important.
2.Achievement: All employees want to do a good job and make use of their talent .
3.Recognition:Employees should be rewarded for high performance by bonus or at least
praising their efforts.
4.Responsibilty:Employees should be given enough freedom or power to carry out their
task .They should have ownership of work and be given challenging work.
5.Advancement:Loyalty and performance should be rewarded by providing opportunities for
career development .
The absence of hygiene issues is a source of dissatisfaction. While increase in the motivation
factors ,will increase in employee satisfaction .the hygiene issues should be dealt first and
then the motivation issues should be given considerations .Bigger pay checks rarely equate
with higher job satisfaction .
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32. EMPOLYEE STRENGHT
With the manager employee strnght of five people at the inception, our present workforce is
4000 consisting of dedicated people. We are proud to say that since 1976 in a long span of
34years of organization history. There has not been a single instance of labor unrest. This is due
to the strong employer employee relationship and various welfare measure adopted by the
company such as provident found, gratuity scheme, medical reimbursement, pension scheme,
educational benefits maternity benefit etc
They have introduce various novel schemes like payment to drivers based on
mileage driven by them even the hamals and drivers of the organization are extended the benefit
of ESI/PF etc
A part from directed employment, we have introduce a self employment
scheme for local entrepreneurs by appointing them as agents of company .we have found that in
small places local people will be in a better position to cater to customer without adding
overheads to the company .it is estimated that at least 10000 people are benefited by way of
direct / indirect employment from our Organisation
EMPOLYEE AND EMPLOYER RELATIONSHIP
It is a process of an effective motivation of individuals in given situation in order to achieve
a balance of objectives which will yield grater human satisfaction and help accomplished
company goals
As we observed there is no trade union because of good relation between employee and
employer if any conflict they are solved by the management
Apart form direct employment their has introduced a self employment scheme for local
transports or agent of the company. It is estimated that more than 5000 people are benefited by
the way of direct or indirect employment in the organization
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33. INDUSTRIAL PROFILE
Granites is one of the commodities, which are having its own name in the international
market. TULASI is the Granites factory that was started in the year 1994-95 with manpower
of 25. It has total area of 40 acres by providing employment to around 200 employees, The
production is 1500 Cubic Meter per annum with the turnover of Rs.14Crores
There are number of Granites Company’s throughout India which are situated in various
states like Rajasthan, Karnataka, Gujarat etc. these are one of the sources to the government
in earning the tax as well as exporters name in the international market.
Today in the international market the need for Granites have gone up
Following are some of the Granites Factories with Profile
Factories Year of Initial No of Production Turnover
establishment investment employees per annual
Saka Granites 1992 35 Lakhs 30 30000sqft 55 Lakhs
Sapthgiri 1990 25 Lakhs 20 36000sqft 65 Lakhs
Granites
Industries
Deepak 2000 40 Lakhs 25 30000sqft 50 Lakhs
Granites
How Granite Slabs are Created
Granite is more than just a pretty face. The stone is second only to diamonds in hardness,
which accounts for the effectiveness of diamonds in facilitating the quarrying of the natural
stone. It is granite's toughness and durability that make it such a desirable countertop
material. It won't break or crack, and it is virtually scratch and stain resistant.
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34. Cutting granite at the quarry
Once the granite is removed from the earth, it needs to be cut to size accordingly. This is
typically done with wire saws that are often treated with a varying range of abrasives from
sand to aluminum oxide to diamond, along with water which acts as a coolant. Other types of
cutting devices are often used in tandem, or in the absence of, these wire saws. Water jet
cutting, for example, uses a focused, high-pressure stream to cut stone along specified cutting
lines. Once it has been established that the granite blocks are to be used for countertops and
tile, they are cut and polished into the familiar forms for these purposes. The granite tile and
slabs are calibrated to ensure that the thickness of the granite is uniform and gauged to make
sure that they are square; tiles are beveled to produce their smooth edges. Once this part of
the process is completed, they are ready for your project.
There are four operations that are involved in the processing of granite. They are:
• Dressing
• Cutting/Sawing
• Surface Grinding and Polishing
• Edge-Cutting-Trimming.
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35. Dressing Granite
Stone dressing: once a block of granite has been broken down to the appropriate size
required, the sides have to be roughly smoothed off before polishing can begin. Stone
dressing was usually carried out at stone-cutting and polishing works, rather than at the
quarry itself.
Originally, rough dressing was done with a blocking hammer or a dressing pick, with
puncheons and chisels for finer work. A more efficient dressing tool was the bush hammer, or
patent axe.
Cutting/Sawing
Cutting of granite blocks into slabs was once a laborious process taking months, using an iron
saw with sand and water as an abrasive. With the invention of chilled iron shot (small pellets
of iron) and the use of steel saws, the cutting time was reduced to days. The dressing process
left a relatively smooth surface which could then be polished.
During the 1960s, endless wire loop saws superseded the old frame saws thus diamond tipped
circular saws have also been used for many years since it leaves a surface sufficiently smooth
as to require no further polishing before dressing.
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36. The rough blocks arriving at the stone yard from the quarry are irregular in size and shape is
inspected to identify the most efficient way to cut them into slab form while minimizing
wastage.
Once the initial inspection is complete, the block is primarily sawed into slab form by means
of large circular diamond-tipped blades, wire or monoblade saws which cut one slab at a time
or by a frame saw with multiple blades that cut each block – depending upon its size – in a
single operation into a number of slabs.
With this operation the thickness of the block can be varied to suit the finished stone it is
being cut for, and it is only when the block is opened in this way that any internal defects can
be discovered. It is important to remember that stone is a natural product and that colour and
veining (figuring) may also vary throughout a block or from block to block and result in some
slabs being rejected.
The next phase – secondary sawing – consists of cutting the slabs into dimensioned ashlar.
The machines used are usually computerised bridge saws with circular diamond blades
ranging in diameter from 600-1200mm and can also have tilting heads to provide angled cuts.
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37. The resulting ashlar is coded ready for palleting or sent to the mason workshop for other
masonry work such as broaching, droving or stugging to take place. In the second of these
options slabs can also be cut to sizes and shapes that can be moulded by hand or, equally
common today, by means of lathes profiling and water jetting machines (these machines are
mostly controlled by computers).
The stone that passes through the lathes, profiling and water jetting machines can either be
returned to the secondary saws to be jointed or moved to the banker area for the masons to
carry out further work such as returning moulding, sunk mouldings or to cut out moulded
brackets in a cornice course. Following the completion of work to each stone it is checked for
quality and any defects before being polished, palleted and ‘shrink-wrapped’ ready for
delivery to site.
The banker area is where time-served masons and apprentices using traditional tools such as
mells (mallets), teeth tools, chisels, etc. carry out work that cannot be undertaken by
machines.
Nowadays most of their chisels have tungsten instead of steel tips and – instead of employing
the blacksmith of former years – are sharpened by use of grinding wheels. The masons may
now also use compressed air tools and angle grinders along with drilling and coring
machines.
Surface Grinding/Polishing
Dressing of stone left a roughly flat but uneven surface; polishing produces a smooth, even
shiny surface. For thousands of years the only way to polish stone was to rub one against
another, using sand and water as an abrasive. Polishing machines were introduced in the early
nineteenth century. Flat iron rings were turned by hand over a dressed surface, using sand and
water as an abrasive. Steam power for turning the iron rings was introduced in 1830s.
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38. In the 1880s the Jenny Lind polishing machine was introduced (the machine so called from
its humming noise, which was likened to the Swedish singer of that name).
This had a steel ring - shooting ring - which rotated over the dressed stone surface, iron shot
and water were used as an abrasive. Finer polishing stages used carborundum then emery.
With modern saws leaving smoother finishes, the shooting process is unnecessary, and
carborundum polishing can begin immediately. A modern version of the Jenny Lind, the
Seaton polisher, has four small rotating solid carborundum heads and is often fully automatic.
A building’s architectural expression can be greatly enhanced by the choice of surface finish
and in the case of natural stone a variety of considerations apply, including the function, type,
and hardness of the material as well as the aesthetic effect desired. Greater awareness of the
range of light and shade effects possible on different stone types and of the techniques
available to draw out the unique qualities of each has increased demand for manually dressed
stone, and this traditional process has become easier and quicker with new types of
BABASAB PATIL 38
39. compressed air tools and machines.
COMPANY PROFILE
Name of the company : TULASI GRANITES
Address : Hanamsagar road, ILKAL.
Tq : Hunagund
Dist : Bagalkot
St : Karnataka
Type of Unit : Private Company
Year of Establishment : 1994-95
Total Area Covered : 40 acres
Number of Employees : 60
Approximate production p.a : 120 c.m per month
Approximate Sales p.a : 1400 cubic meters
Competitors : GEM Granites and local Granite Quarries
ORGANISATION CHART
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40. OWNER
GENERAL MANAGER
PERSONAL PRODUCTION MINING SECURITY STORES PUBLIC
ACCOUNTS
MANAGER MANAGER MANAGER OFFICER MANAGER RELATION
MINING ASSISTANT
ASSISTANT MANAGER
MINING
FOREMAN CLERKS
MINING STAFF
MATE
BABASAB PATIL 40
41. MANUFACTURING
The mine is situated in HANAMSAGAR ROAD and adapoor which 60 km away from
Ilkal the granite were getting in this place is pink granite to approach the deposited in the
earth roadways will be made after that top soil will be removed with the excavator still we get
the hard sheet rock. Then we will observe the height and the width of the sheet (granite) next
we will observe whether the sheet is free is free or not. If it is not free we will put the jet
burner or wire caw to get the free face them. By observing natural joints resent in the sheet
we will put the vertical holes to the desired height or depth the holes will be drilled with
jackhammer instrument the spacing between the holes is to 30cms putting the holes. The
holes will be located with proper quality of explosive (gun powder) and it will be blasted.
After this we will observe the blasted sheet is horizontally free is there or not if it is not free
we will put the horizontal holes to required depth and we will blast it. This is one process of
the taking primary block put of mainsheet rock.
After getting the primary block the color grain size and other defects will be checked
after checking the quality once again closer holes will be drilled on the all sides of the blocks
to get a regular shade or desired size the drilled hole on the block will be hammered with the
help of chiseled roads to take out the unnecessary part of the bock this process is called
dressing of the block this process has been done by the gagmen’s known the block is ready
for the sale.
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42. PRODUCTION
Production deals with the relationship between the input and output. The process
includes the blasting of raw rocks and making from into the fine blocks, which are ready to
export, and polishing purpose.
The company is mainly producing pink granites blocks are stored in the stockyard
The raw materials, which are left after making the blocks, are stored in a unwanted place and
this place is called as dump yard the distance between the dump yard and the production
place should be 0.5 km to 2km. Quality is the main motto of this organization.
Production process is carried on high technology cranes etc were these machines cost
around 30 lacks to 60 lacks.
The approximate production of the blocks daily is 15 to 25 cubic meters.
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43. POLISHING UNIT
If there are orders of granite tiles the company has its own polishing
factory. Total polishing factory costs 60Lakhs.
The polished granites tiles are packed in a systematic manner to care the
breakage of tiles. Then these are ready for export to foreign countries.
There are no of workers working in the polishing factory. The workers are
divided on their work done, cutting men is separate one, whole has experience in
cutting the blocks the polishing worker is been appointed separately for polishing the
granite tiles.
The polishing process required high technique machineries for cutting and
polishing. The kerosene is required in the cutting and sizing the granite tiles.
BABASAB PATIL 43
44. Quality Control
While manufacturing a job, at each stage the quality of work is checked by the
foremen of officer till the complication of job to ensure quality is mentioned to the desired
standards. Even after complication of job its quality is checked by the above 2 persons. Even
the receipt of raw materials, spares & stores is been quality checked by deem of officials by
inspecting the items relieved at stores. In case of any Discrepancies in the manufactured item
or materials supplied it will be rejected, their by ensuring highest quality standards.
MARKETING
The company is mainly producing pink granites and has international market. A monthly
export is to 350 cubic meters of granites, as it is a 100% exported unit approved by the govt.
The co. has only 5% of production to sell in the local i.e., within the country, and remaining
95% of the production is exported to foreign countries.
The buyers are from Singapore, Malaysia, Italy, Taiwan, China, USA, etc., and other foreign
countries visit the company and order the granite tiles or blocks.
The co. has wide marketing throughout the world so the ILKAL city is called pink city in the
international market.
Many of the granite tiles are used in the foreign countries for the purpose of decorating the
houses, offices, hotels, tombs and other purposes etc.
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45. TRANSPORTATION
The sized blocks and granites tiles are transported to the far away places
through Lorries. The sized blocks and tiles are exported to the foreign countries
through ship, up to the ship or port the transport is made through Lorries.
Lorries till KARWAR carry transport of slabs and polished tiles and then the
shipment is done to different countries by ship. The transport of blocks is done
through the permit. This is obtained from the concerned authorities.
The co. has provided traveling facility to carry the workers from different
village to the company through lorries the employees have also the traveling facility
through the buses it has also provided the vehicles to the officers from their places.
The co. bears the transportation cost and traveling cost, where the workers are
allowed free services to the co and from co. to their places.
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46. DEPARTMENTS
The company has its own departments, which are carried out by the department heads,
the following are the departments:
MINING DEPARTMENT: -
When the Geologist report is good then the management will appoint a
manager who is a manager, a mining engineer, who is having the certificate of
managing issued by the Dept. of mining safety only such persons are eligible to hold
the job of mining manager.
He in term takes the charge of the quarry and virtue of the experience and
quantity of production required by the company. The management persons who are
qualified and capable of holding to carry out the mining operatins will appoint him.
The following are the list of person required for the mining:-
A) Manager.
B) Assistant Manager.
C) Mining Fore man.
D) Mining mate.
E) Blaster.
F) Mechanical & Electrical Engineer.
The above said people are required running the quarry. They are qualified and have
experience in granite mining with good reputation for honest and good-working
capability will consider.
The mining people will be operating mine under the instruction of mines
manager and engineers running the mechanical and electrical machineries.
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47. Machineries used for production purpose:-
1] Excavators: This is the machine that is used for lifting of the material with the help of
bucket. The materials can be lifted up to 30 feet of the department of earth. They are also
called as backhoe.
2] DRILLING MACHINE:- This is the machine, which is used for the purpose of loosing the
rocks. This is also called as jackhammer.
3] AIR COMPRESSOR: - This is the machine, which is used to supply the power to the
drilling machine, without are compressor the drilling cannot work.
4] DUMPERS: It is the machine, which is used to transport the waste materials the working
place up to weight of 20-25 tones.
Equipment or machineries used in mines
1] Excavators:
Types No of machines
Ex 200 2
Ex 300 7
Pc 200 1
Ck170 1
Ck300 2
Pc 650 1
Vh261 2
2] Dumpers: -
HM 1025 21
3] Wheel loaders and cranes
BABASAB PATIL 47
48. HM 2071 Ii 3
Caterpillar 2
Delmacts 1
Escort crane 2
TATA 32 crane 3
4] Compressors: -
XA 320 5
UT-6 1
IR 600 5
IR 650 12
IR 250 2
IR 375 1
XA 11 1
5] Drilling Machines: -
Commando 5
Slot liner 2
Time Splitter 1 (breaking the rock)
6] Jet burner 4
Jet hammer 250 watt 1
7] Miscellaneous machines
Mobile work shop van 1
Mobile service van 1
Diesel tanker 2
Diesel distributor 2
Gem set data 1
Welding set 9
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49. Explosives used in the mines:-
Class-I Low explosives.
Gunpowder used for production
Class-II Clary explosive (epilating sticks) used for the purpose of waste blast.
Class-III DIVISION III -Electric detonators. There are used for the detonating of
Explosives.
Division II –Detonating cards is also used for the waste blast.
GEOLOGY DEPARTMENT: -
Before any mines or quarries are start first the geologist will survey the area by virtue
of his experience and suggest to the management which part of area is containing good
quality of materials and its existence area wise and depth wise.
⇒SURVEY DEPARTMENT: -
After the geologist survey of land containing rocks survey department carries out the
next process. This is the Dept. Were the place used for granite-digging purpose are
surveyed. The surveyor is the person who survey the land used for production purpose.
⇒MECHANICAL DEPARTMENT: -
This is the Dept were the repairs of machineries are carried out. Such as Hitachi’s,
Excavators, Air Compressor’s, tipper’s, Dumper’s jackhammers and other machines, etc.
ELETRILCAL DEPARTMENT: -
In this electric al works are carried out. Electrical engineer is the head of the Dept.
The worker’s are known as Electrician’s. The Electrical work of machines, such as Hitachi's’
Excavator's’ Air compressor's’ Tippers, Dumper’s, Jackhammer’s, etc are made.
BABASAB PATIL 49
50. PURCHASE DEPARTMENT
This is also one of the important departments in this department they
purchase the materials, which requires for production and also for the the materials.
It receives the requisition letter from the store department to know what type of
materials is required. After receiving this letter they make enquiry and then place the order.
“Purchasing refers to the act of buying an item by price”.
Purchasing means procurement of goods and services from some out side agencies.
The object of purchasing is to supply materials, semi finished goods etc. to the production
department.
The object of purchasing is procurement of materials of the right type, right quality, and in
right quantity and at a right time. Effective management and control over the use of materials
and equipment so as to avoid waste, duplication
FINANCE DEPARTMENT
Accounting is the art of recording, classifying and summarizing in a significant manner and
in terms of money, transactions and events that are in part at least, of financial character
and interpreting the result there off.
Introduction:
Financial department is a vital department of a organization. Finance is a concerned with
providing and using cash and credit for carrying on business correctly.
Finance is regarded as the lifeblood of a business enterprise this is because on the modern
economy finance is one of the basic needs of all of kinds of economic activities. it is the
matter key, which provided access to all source to be employed in the manufacturing and
mechanizing activities. The finance department should decide when, where and how to
achieve funds to meet the firms, investment needs.
BABASAB PATIL 50
51. The control issue before the finance department is to determine the proportion of equity and
debt the mix of equity and debt is known as the capital structure being one of the best-run co-
operative mills in India.
Functions of finance department:
∗ It prepares and maintain journal books, cash and bank, books ledger a/c and a trial
balance.
∗ To prepare trading account
∗ To prepare profit and loss account
∗ To prepare balance sheet
∗ Maintenance of account is undertaken
∗ Rate fixing
∗ Suppliers bill paying
∗ Cash and bank balance
∗ It makes calculation and decision regarding the funds of the company.
Finance dept deals with the financial activities of the company. It consists of different
section.
• Inventory section
• Costing section
• Bills section
• Companies account
• Sales Tax account
• Employees account
• Trust account
SCOPE OF THE STUDY
BABASAB PATIL 51
52. A study was conducted at TULASI GRANITES to known the satisfaction level of
the employees regarding training programme. The questionnaire for this survey was framed
considering those factors where corrective action can be taken at .The study is limited to the
permanent employees
PERSONNEL DEPARTMENT
Employees are “The Back bone Of Every Company’’ They Are Responsible For
Every Company Profitability. The satisfaction of employees in every aspect will lead to
achievement of the goals of the company; otherwise the co. faces problems, which affects the
growth of the co. The first and foremast responsibility of every so is to see the well being of
each employee. As a part of the project. I have taken up EMPLOYEE SATISFACTION as
the aspect of my study.
MEDICAL FACILITY:-
Every company or industry has its own medical facilities provided to the workers in
the company like wise the GM Exports also has medical facilities provided to the
workers. .
The medical facilities are provided to the workers, if following conditions is
there:
• If there is any injury during the blasting process
• If there is any accident by the vehicle while working in the company
• If there are any injuries while working in the machinery repairs.
• If there is any injury while working in the dept of the quarry
• If there is any injury working in the electrical department.
The medical facility is provided to workers is at the cost of the free services the
workers don’t incurs the cost.
HOLIDAYS
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53. Every worker or employees require the leaves, which may be official or personal.
The co. is also providing the leaves facility to the employee working in the company. There
are 12 casual leaves and 15 sick leaves provided by the co. to the employees for every year
for every 200 working days, the company has provided one day leave for every 20 days.
More leaves are provided if the employees or workers are suffering from the diseases
like fever, malaria, typhoid, and other diseases. If they provide medical certificate to the co.
the company has the authority to deduct the absent salary from their monthly salary.
The company provides the finance facility for the employee who is sick for long days.
The medical leaves are provided to the workers or employee on their sickness.
According to the survey conducted, it was found that some of the workers have
complaints about the facilities like quality of food, medicines in first aid box, providing the
workers with transport facilities and granting of long at right time. Some of the workers are
unhappy with the wage paid to them. They felt that ways are paid, less according to their
service render and it is not possible to the workers to lead a decent life. Some of the workers
also felt that the co. should provide them with quarters to stay.
Responsibilities:
The function of the department is to primarily provide the company with personal
procedures and services. It is thus linked with all the department of the company. And is the
mean to promote understanding between the management and employee.
The personal department is mainly responsible to create a cordial sphere in the
industry between the management and the workers.
SAFE GUARDS TO THE WORKERS:
BABASAB PATIL 53
54. All who are working in the query are responsible for the jobs assigned to them. The
company is providing the safe guards to the workers while they are working in the quarry the
following are the safety materials provided to the workers.
• HELMETS: - These are used for the purpose of safeguarding from the
blasting and sunrays while working in the quarry.]
• EAR MUFF: - These are used for the purpose of protection from the noise
that takes place during the production time.
• MINING SHOES: - These are used from protecting from heat and hard
stones during the production time.
• SAFETY GOGGELS: - These are use to protect from sunrays, dust
particles that takes place during the production.
• SAFETY ROPES: - These are used to protect the workers from the depth
point during the productions.
• INSULATED HAND GLOVES: - These are used to protect the hands
while drilling and blasting the rocks
• DRESSES: - The dress materials are provided to the workers working in
the co. To safe guard the body. Every year the co. Provides two pairs of
dress to the workers.
Selection procedure of the employees:
The co. select the employees required for the concerned jobs through the selection
procedure. The procedure is as follows:
1] Job analysis:
It refers to the study if job in terms of duties, responsibilities, risks and other factors
associated with each kindle of job. It is the basis for the selecting the right candidate
to the right job. It is essential to finalize the job analysis, job description, job
satisfaction and employee satisfaction before proceeding to the next step.
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55. 2] Recruitment:
It refers to the process of searching fork prospective employee and stimulating them to
apply for jobs to the co. Selection of right no andjk kind of candidate depends upon
affective requirements.
3] Application form:
It is also known as application blank it is widely accepted techniques for securing
information from the prospective candidates. The co. asks the applicant to apply on
white paper giving particular about his name, date of birth, mailing address,
education, qualification, experience, etc.
Contents of Application Form:
a] Personal background information,
b] Education attainment,
c] Work experience,
d] Salary accepted.
4] Tests:
The following are the tests conducted. They are as follows:
Aptitude test: This test is conducted to known the ability of the candidate to learn a job, it
giving adequate training candidate may be having some specific aptitudes such as
mechanicals, clerical, managerial, etc.
Personality test: Personality is some total of mental, moral and physical trades are qualities.
This test will help the experts to known the qualities like emotions, reactions, mental
maturity, self/confidence, optimists decisions making, capacity, sociability, patients,
intensive, honesty and integrity.
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56. Medical Test: This test it conducted to assess the physical health standards of the prospective
employee. Beside medical testis conducted to see that the candidate’s are not
suffering from any infections diseases.
Employment test: This test appears more suitable while selecting the typist’s stenographers,
computer operators, mechanical engineer’s electrical engineers etc. This test is
intended to know the practical knowledge and profanely of the candidate in
performing the job.
5] FINAL INTERVIEW:-
The Candidate’s who are successful in all the above tests will be called for final
interview. Interview means face- to –face encounter with the purpose of recruitment.
committee consists of some persons from the concerned department and from the
human resources dept. these expert go on asking different questions on different
topics. Based on the satisfactory answer the candidates are finally considered for the
employment.
HUMAN RESOURCE SYSTEM IS A CENTRAL SUB SYSTEM;
It refers in the organization is not only unique sub system, but also a principal and
central sub system and it operates Material control all other sub system.
upon the
sub system
Human
Financial Marketing
resource sub
sub system sub system
system
Technical
BABASAB PATIL sub system 56
57. Whatever in the environment affects the organization like economic, social, cultural,
legal, political, historic, competitors, consumers etc, as a whole also affects the personal
system? The resources systems receive inputs from the organizational performance that form
of objectives and it results in individual and organizational performance that may be viewed
as individual and organizations operate under the same cultural, economic, social, legal,
political and other constraints
INDUCTION
Induction of an employee refers to the function of introducing the new employee to
the job, job location surroundings, organization and various employees.
In order to provide necessary information to the new employees different method
have been adopted, they are as follows:
1] Lecture method
2] Handbook method
3] Film method
4] Other methods
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58. In the process of induction, the information is given to the new employees,
• About the company
About the departments
It is compared to as ‘‘new bride coming to the in-law’s house for the first
time’’
WORKERS PARTICIPATION IN MANAGEMENT:
It is a development of recent growth. The term participation implies ‘‘Mental,
emotional and psychological involvement in shaping the specific destiny’’. There fore
workers participation in mgt. Means active association of workers in total decision-making
tack of the mgt.
Workers participation in the mgt. Means the involvement of workers in the mgt. To
make the correct decision-making and to make increase in the production capacity. It
provides the workers to take morel salary and they full fill their problems faced in the
company.
If there is a correct decision or accurate decision, the mgt. Follows the suggestion
given by the workers. This helps the workers to increase their knowledge.
EFFECTIVENESS OF TRAINING AT TULASI GRANITES
TRAINING:
Training is the process by which the aptitudes, skills and abilities of employees to
perform specific jobs are increased.
According to G.A.Cole, Training is learning activity, which is directed towards
the acquisition of specific knowledge and skills for the purpose of definite job or
occupation or task.
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59. According to P. Subba Rao, Training is short-term educational process and
utilizing a systematic and organized procedure by which employees gain specific
knowledge for specific job or occupation
Training is the process of increasing the knowledge and skill for doing a particular
job, it is an organised procedure by which people learn the knowledge and skill for
definite purpose. Training is aimed at improving the behavior and performance of person.
In other words, training improves changes, modules employees’ knowledge, skill,
behavior, aptitude and attitude towards the requirement of the job to the organization.
Thus training bridge the gap between job requirement ad employees satisfaction.
SECURITY DEPARTMENT.
Roles:
o To Regulate in and out movement of men & materials in the company
premises.
o To bring to the notice of the management any incidentactivity this may Result
in loss to the company and prevent the same.
o To organize transportation of gold to Bangalore.
o Security Department prevents losses of all types of resources and thus needs to
be integral part of key management function.
o It helps productivities of all departments.
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60. o The developed countries have realized that security has a direct bearing on
profitability.
Security department prevent theft by the following means
o Canalize movement of employees by restricting movements through gates.
o Allow movement of workers by proper identification by using punching
machines.
o Physically search employees while going out and selective search some times
of employees going in.
o Maintaining records of movement of employees and stor
OBJECTIVES OF THE STUDY: -
1] To find out the level old employee satisfaction in the co.
2] To identity problem of the workers which affects their performance
3] To find out the deficiencies in co. policies affecting the employee which in turn affects
the co. profitability.
4] To find out the attitude of the workers towards management of the co. To
recommended suggestions to the co. So that the employee’s morale is enhanced and
the employees are motivated.
IMPORTANT OBJECTIVES: -
1] To create better understanding between labour and management, which helps in the
increase of the production.
2] To increase the morale and disciplines of the workers.
3] To improve production in terms of quantity and quality.
4] This helps the company to make the workers more responsible and creative.
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61. 5] Improve the co. relation and helps co. reduce the labor turn over and also labor absences.
6] It also helps to satisfy the psychological urge of the self-expression.
The workers are allowed to give their suggestion in respected of production
management, working conditions and other aspects of the company. If there is good
suggestion given by the workers then the management implements it. This helps to improve
the relationship between the mgt and the workers.
The helps the company. Growth in terms of quality, quantity, marketability and other
etc.
SCOPE OF THE STUDY
A study was conducted at TULASI GRANITES to known the satisfaction level of
the employees regarding training programme. The questionnaire for this survey was framed
considering those factors where corrective action can be taken at .The study is limited to the
permanent employees
METHODOLOGY
In every research, we have to follow some methodology. The data collection done in
Gem Granites, for the purpose of my study on employee satisfaction by using the following
methods.
SOURCE OF INFORMATION
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62. Primary data is the main source of information for the study. Primary is the fresh
information that involves the researcher to collect the necessary information about the
employees regarding employee satisfaction.
DATA COLLECTION METHOD
The data collection method followed in the survey method. Survey is the
systematic gathering of data from the respondents. This is widely used because of its extreme
flexibility.
SAMPLE & SAMPLING TECHNIQUES
When the filed of enquiry is large, a small representation of the larger whole is taken. The
selected respondents are called the sample and the selection process is
called "Sampling Technique". In this study the total shop floor workers of the company that
is 100 employees are treated as sample.
Data Collection Method:
The information necessary for this survey is collected by trapping primary and secondary
sources.
Primary Sources.
• Questionnaire
• Personal Interaction
Secondary sources
• Previous reports on employee satisfaction
• Related information from internet.
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63. • Books and publication
Research Design:
In research design of this project the study was conducted using survey method. I took all the
100 employees as sample and took their responses using the research instrument as
questionnaire; the questionnaire was personally given to each other.
Data analysis:
Data analysis was made based on questionnaire. Graphs have been used to know the level of
satisfaction of the employees towards welfare measures. This analysis is helpful in
recommending improvements in welfare measures.
Measuring tool:
A tool is an aid with which necessary and relevant information can be fetched systematically
to the subject matter.
The interview method was the tool of data collection. The schedule contains several Question
resulting to different aspects of the problems under analysis. Open and closed - ended
questions were used for the interview.
ANALYSIS AND INTERPRITATIONS
1. Form how many day's you are working in Tulasi Granite
Frequency Percent Valid Cumulativ
Percent e Percent
Valid 1 Year 3 6.0 6.0 6.0
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64. 2 Year 19 38.0 38.0 44.0
3 Year 11 22.0 22.0 66.0
4 Year 17 34.0 34.0 100.0
Total 50 100.0 100.0
.
Form how many day's you are working in Tulasi Granite
20
10
Frequency
0
1 Year 2 Year 3 Year 4 Year
Form how many day's you are working in Tulasi Granite
INTERPRITATION:.
According to survey in Tulasi Granite know that out of 50 respondents are says that
6% are working in 1 Years, 38% are working in 2 Years, 22% are working in 3 Years and
34% are working in 4 Years. Hence 38% are working in Tulisi Granite is Highest.
2. While at joining time which was your post
Frequenc Percent Valid Cumulati
y Percent ve Percent
Valid Assistant 5 10.0 10.0 10.0
Superviso 14 28.0 28.0 38.0
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65. r
Worker 21 42.0 42.0 80.0
Manager 10 20.0 20.0 100.0
Total 50 100.0 100.0
While at joining time which was your post
30
20
10
Frequency
0
Assistant Supervisor Worker Manager
While at joining time which was your post
INTERPRITATION:.
According to survey in Tulasi Granite know that out of 50 respondents are says that
10% are Joined as Assistant, 28% are joined as supervisor, 42% are joined as worker and
20% are joined as Manager. Hence 42% are joined as a worker in Tulisi Granite is highest.
3. According to you whom to give the first preference from the following
Frequency Percent Valid Cumulativ
Percent e Percent
Valid Salary 10 20.0 20.0 20.0
Working 10 20.0 20.0 40.0
Codition
Job 23 46.0 46.0 86.0
Fuction
any Other 7 14.0 14.0 100.0
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66. Total 50 100.0 100.0
According to you whom to give the first preference from the follow
30
20
10
Frequency
0
Salary Working Codition Job Fuction any Other
According to you whom to give the first preference from the following
INTERPRITATION:.
According to survey in Tulasi Granite know that out of 50 respondents are says that
20% are give first preference to the salary, 20% are give first preference to working
condition, 46% are give first preference to job function and 14% are give first preference to
any other. Hence 46% are give first preference to job function in Tulisi Granite is highest
1. Are you satisfied with your job
Frequenc Percent Valid Cumulati
y Percent ve Percent
Valid Yes 42 84.0 84.0 84.0
No 8 16.0 16.0 100.0
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67. Total 50 100.0 100.0
Are you satisfied with your job
50
40
30
20
Frequency
10
0
Yes No
Are you satisfied with your job
INTERPRITATION:.
According to survey in Tulasi Granite know that out of 50 respondents are says that
84% are saying satisfied with job, and 16% are saying dissatisfied. Hence 84% are saying
that satisfied with job in Tulisi Granite is highest
2. What are selection criteria for all the levels of management
Frequenc Percent Valid Cumulati
y Percent ve Percent
Valid Work 26 52.0 52.0 52.0
Experienc
e
Knowledg 16 32.0 32.0 84.0
e
Age 5 10.0 10.0 94.0
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