A study on employee job satisfaction h r final project

A Study on Employee Job Satisfaction HAMUL

CHAPTER-1

INTRODUCTION
AND
DESIGN OF THE STUDY

INTRODUCTION

HRIHE, HASSAN Page 1


“A Study on Level of employee Job satisfaction in with reference to HAMUL”

Objectives of the study:
 To measure the employees job satisfaction level in HAMUL.
 To study the employees perception towards organization.
 To study the attitude of the employees towards their Work.
 To identify the factors that motivates the employees.
 To give suggestions for the growth & perspective of the company.

Scope of the study:
 Job Satisfaction is an important output that employees work for Organization.
 It comprises of extrinsic and intrinsic factors and helps Maintain an able and
willing work forces.
 It is an interesting and significant area for conducting research.
 The study made on the topic of Job Satisfaction will reveal the factor of feelings
of employees
 This report is useful to the management of the company to know the satisfaction
levels of employees and they can take measures to increase productivity.
 This report may be useful to the management students for reading, and may be
useful in preparing their report on the job satisfaction” In business concerns,
public organization etc.

Problem of the study:



The selected topic was “A STUDY OF JOB SATISFACTION”

 It is said that satisfied employee is a productive employee, any kind of grievance
relating to organizational or personal to a greater extent influence on the job.
 So every organization is giving higher priority to keep their employees with satisfaction
by providing several facilities which improves satisfaction and which reduces
dissatisfaction.
 Job Satisfaction is considered as a key issue by the entrepreneur where efforts are
taken and programs are initiated.
 If an employee is not satisfied with the job there are chances for absenteeism, low
turnover, lower productivity. committing of mistakes, diverting energy for different
types of conflicts keeping this thing in view all organizations are trying to identify the
areas where satisfaction to be improved to get out of the above dangers
 In this connection a survey was conducted on behalf of HAMUL to identify the level of
satisfaction in terms of strongly agree to strongly disagree on various job related
factors.

Research Methodology:

Data Sources:


Primary Data:
The Primary data was collected from the respondents by administering a structured
questionnaire and also through observation, interview & discussion with management.

Secondary Data:
Apart from Primary data collected, the data collected through text books, the records of
HAMUL, Journals from Library, Academic Reports, and Internet is used for the study.

Sampling

Sample Population:
There are totally 415 employees working in the organization.

Sample Size:
Out of the total strength the sample taken amongst workers .i.e., 40 respondents.

Sampling Area:
The research was conducted at HAMUL, HASSAN

Sample Method:
The research was made by the survey in accordance to the convenience of the
employees. So the sample type is convenient sampling.

Tools Used for analysis:

Contact Instrument:



A structured closed - end Questionnaire is used and the type of questions are
dichotomous and likert scale.

Contact Method:
The research was conducted by using contact instruments like Questionnaire, interview
and observation. The information was collected from both plant workers as well as from
management staff.

Data Analysis Techniques:
The data is analyzed through simple analysis technique. The data tool is percentage
method.
Percentage method is used in making comparison between two or sense of Data. This
method is used to describe relationship.
Percentage of Respondents = No. of Respondents/ Total no. of Respondents X 100

Limitations of the study:

• The study is conducted only in HASSAN.
• Due to the limitation of the time the research could not be made more detailed.
• Due to confidentiality of some information accurate response was not revealed
by some of the respondents.
• Some of the replies of the respondents may be biased.
• Respondents had marked the answers in questionnaires which may be socially
incorrect irrespective of their actual feelings.

INDUSTRY PROFILE



India is called the “country of villages” where it covers nearly 70% of its total area. In this
relation we can say that Indian economy is base on rural activities and their development.
Therefore we have to give prime importance to the rural activities.
A dairy is a place for handling milk and milk products. Technology refers to the application of
scientific knowledge for practical purposes. Dairy technology has been defined as that branch
of dairy science which deals with the processing of milk and the milk products on an industrial
scale. In developed dairying countries such as the USA the year 1850 is seen as the dividing
line between farm and factory scale production. Various factors distribute to this change in
these countries such as the concentration of the population in cities where the jobs are plentiful,
rapid industrialization, improvement of transportation facilities, development of machines etc.,
The rural areas are identified for the production, urban areas are for the processing of the milk.

ORIGIN OF DAIRYING IN INDIA

Around 1500 BC to 2000 BC the Aryans were first to domesticate cattle. Use them for tilling
their land obtain milk to be consumed as food. Again it were Aryans who priced the milk of a



cow more than its meat, forbade its slaughter, created legends about it and even worshipped it.
Hindus even to this day consider cow as sacred. Besides it were only the East (India/China)
which domesticated buffalo as milch animal succeeded so well that today, more than half the
total production of milk in India is obtained from buffalo.

Most of the farmers have one milk animal, they sell the milk through local milk contractors or
middlemen. These traders have always exploited the poor and uneducated milk producers. It
was in the late forties, when integrated approach for dairy development based on farmers
owned milk co-operative was first adopted at Anand. The system includes milk procurement
productions and marketing through farmer co-operatives. In India, the market milk technology
may be considered to have commenced in1950 with the functioning of the Central Dairy of
Aarey Milk Colony and milk product technology in 1956 with the establishment of AMUL
dairy, Anand. The system of collective ownership, operation and control of milk trade by
farmers came to be known as ANAND PATTERN. Anand pattern has given them an
opportunity to have access to the modern technology.

The premises institution NDDB and IDC for application of the Anand pattern throughout the
country. The whole project under which replication was envisioned, is named as “operation
flood”. The success of Anand pattern depends as establishing a strong co operative
infrastructure at the grass root level, making economically viable to strengthen.

Dairy industry offers employment opportunity to the people so as to help the farmers to get fair
price of milk. The farmers are provided with medical facilities to their cattle. Milk is becoming
an alternative life line in our rural economy. With the advent of white revolution that is
“SKHEERA KRANTI” in the same pattern of Denmark and Holland.

Export of dairy products plays an important role in our foreign trade. It increases the foreign
exchange and national income of our country and also economic development of our country

History of Indian milk market industry:



• Organized milk handling was made in India with the establishment of Military Dairy
Farms
• Handling of milk in co operative milk unions established all over the country on a small
scale in early stages.
• Long distance refrigerated rail-transport of milk from Anand to Bombay since 1945.
• Pasteurization and bottling of milk on a large scale for organized distributed was started
at:

Aarey - 1950
Calautta - 1958
Delhi - 1959
Mumbai - 1961
Madras - 1963

• Establishment of milk plants under the 3 year plans for dairy development all over
India. They were taken up the dual object of increasing the national level of milk
consumption and ensuring better returns to the primary milk producer.

Now India is one of the richest milk producing country in the world. In 1999 it produced milk
up to 770 lakhs tons and the milk valued up to 75000 crores and 13% of total production in the
world is produced by India itself.

Dairy Industry In Karnataka



Background
In June 1974, an integrated project was launched in Karnataka to restructure and reorganize
the dairy industry on the co operative principle and to lay foundation for a new direction in
dairy development. Work on the first ever, World bank aided dairy development project was
initiated in 1975. Initially the project covered 8 southern districts of Karnataka and Karnataka
Dairy development corporation was set up to implement the project. Dairy developmental
activities was set up with dairy co operative societies at grass root level, milk unions at the
middle level and dairy development corporation at state level as an apex body with the
responsibility of implementing Rs.51 crores project. After the closure of operation flood II the
dairy development activities which continued under operation flood III ended on 1996. The
post operation flood works are financed by NDDB under different terms and conditions.
Scope of the union
As at the end of March 2009, a network of 972 Dairy Co operative Societies(DCS) have been
organized and are spread over 166 taluks of the total 175 taluks in all the 27 districts of
Karnataka. Unions are formed by federating societies in earmarked geographical area.

The Brand ' ' is the household name for Pure and Fresh milk and milk products.
KMF has 13 Milk Unions throughout the State which procure milk from Primary Dairy
Cooperative Societies (DCS) and distribute milk to the consumers in various
Towns/Cities/Rural markets in Karnataka.

Bangalore Belgaum
Dakshina Kannada Gulbarga Shimoga
Bijapur
Mysore Bellary
Mandya Dharwar
Tumkur Kolar
Hassan
The Corporate Office of the Karnataka Milk Federation is located on Dr.M.H.Marigowda Road
in Bangalore. The Federation has a Board consisting representatives of Milk Producers and the
Government nominees. The day to day functions of the Federation is managed by a group of
professional managers headed by the Managing Director



Karnataka Cooperative Milk Producers' Federation Limited (KMF) is the Apex Body in
Karnataka representing Dairy Farmers' Co-operatives. It is the second largest dairy co-
operative amongst the dairy cooperatives in the country. In South India it stands first in terms
of procurement as well as sales. One of the core functions of the Federation is marketing of
Milk and Milk Products.

Mother Dairy, Bangalore, a Unit of KMF, is set up by NDDB on 7.12.1984. The Dairy which
has expanded from 4LLPD to capacity of 7.00 LLPD has a unique nature of homogenizing the
milk and selling to its consumers through 50 Automatic Bulk Vending Booths, 83 Shoppe’s
and 70 FRP tanks. The Dairy also caters Milk in sachets and Milk Products through its 289
retailers. The average sale of milk per day is 2.60 Lakh liters during the year 2008-09. The
entire requirement of milk is procured from Kolar Milk Union. The Dairy produces Butter,
Ghee, Curds, Ice Cream & Skim Milk Powder. The activities of all the Departments at Mother
Dairy are being carried out through an on-line computer system.



World Bank Study – Observations: The World Bank, in its study on the effect
of Co-operative dairying in Karnataka, has pointed out that:
• The villages with Dairy Co-operative Societies are much better off than
those without.
• The families with dairy cattle are economically better than those without
dairy cattle.
• Women who had no control on the household income have better control
in terms of Milk Money
• A single commodity “MILK” has acted as a catalyst in the change in the
Socio-Economic impact of the rural economy.
• There is a positive impact on those at the lower end of the economic ladder
both in terms of landholding and caste.

PERSPECTIVE PLAN 2010:
After the closure of OF-III project. Government of Karnataka and NDDB
signed an MOU during February 2000, for further strengthening the Dairy
Development Activities in Karnataka with an outlay of Rs.250 Crores.
Consequent to the announcement of new lending terms and conditions by NDDB
through an evolution of an action plan - Perspective 2010 to enable the dairy
cooperatives to face the challenges of the increased demand for milk and milk
products by focusing efforts in the four major thrust areas of Strengthening the
Cooperatives. Enhancing Productivity, Managing Quality and building a
National Information Network, plans are under implementation. The 4 Milk
Unions viz., Dharwad, Tumkur, Bijapur and Gulbarga that were having
accumulated losses were included for rehabilitation programme under

COMPANY PROFILE



Hassan Co-operative Milk Producers' Societies Union Ltd

The Union was registered on 30th March 1977 with the operational jurisdiction extended to 3
Districts namely Hassan, Kodagu &Chikkamagalur.
The Dairy was setup under the Operation Flood II & III and has a processing capacity of
1,20,000 Litres of milk per day. The Union also has a Dairy at Kudige with a capacity of
50,000 litres per day which is the first Dairy in Karnataka State started during January 1955.
The Union has three Chilling Centres at Birur(20,000 LPD), Holenarasipur(20,000 LPD) and
Channarayapatna(1,00,000 LPD) with total chilling capacity of 1,40,000 litres per day
respectively. The Union also produces Ghee, Peda, Curds, Khova and Butter Milk. The Union
procures on an average 3,86,462 litres of milk and sells 1,09,578 litres per day. There are 5
Bulk Milk Coolers & 46 Automatic Milk Collection Units in the Union.
Hassan Dairy was established under the world bank aid with an initial handling capacity of
60,000 KGPD and was being managed by the then Karnataka dairy development corporation.



In the year 1987 with an idea of bringing all milk allied activities such as milk procurement,
milk processing and milk marketing the Hassan dairy and the Kudige dairy (the first
commission dairy plant) were handed over to Hassan Co operative Milk Producers Societies
Union. The integrated system of monitoring the milk procurement, processing and marketing
activities by milk producers themselves was established.

MISSION STATEMENT
Hassan milk union aims to render the best services at normal cost to its members to increase
milk production and produce good quality milk by paying remunerative price through out the
year, there by improving their economic and social condition while ensuring high quality milk
and milk products to the delighted level of the consumers at competitive price.

VISION STATEMENT
The union thrives hard to adopt the modern and eco friendly technologies to produce milk and
milk products of international standards to make our presence prominent in the global market.
Quality policy
HAMUL is the committed to the upliftment of its producers surplus member by
supporting them to produce surplus milk of good quality and continually satisfy
customer expectations an timely delivery of good quality milk and milk products
meeting to legal standards by developing an healthy relationships with the
suppliers and motivating the work force to adhere to good manufacturing
practices

AIMS AND OBJECTIVES
Hassan co operative milk producers societies union is completely an autonomous body
consisting of representatives from milk producers as policy makers
• To produce continuous and remunerative market for the surplus milk in the rural areas.
• To supply quality milk to customers in the urban areas at a competitive price.
• To provide the technical inputs necessary to produce good quality milk and to facilitate
increase in milk yield.



• To provide self employment to rural folk and to make them economically self
sustainable by which the migration of rural folk to urban areas is minimized.
• To prevent the role of the middle men in the milk business and to increase their returns.
• To establish a bridge between rural and urban folk and to play a vital role in changing
he social and economic status of the rural folk.

ROLE OF DAIRY CO OPERATIVE SOCIETY
The dairy co operatives are organized in rural areas for the milk producers keeping in view the
domestic principles and values. These societies educate, guide, support the milk producers in
dairy development activities.

FUNCTIONING OF DAIRY CO OPERATIVES
The dairy co operative function all through the year in two shifts, this will provide continuous
market for the surplus milk produced and the payment for the milk supplied will be distributed
to the producers on the predetermined day. And provides employment to the rural folk.

Input activities include:
• Veterinary services like regular vaccination
• Artificial insemination services
• Supply of balanced cattle feed and fodder slips
• Training facilities

GROWTH OF THE UNION
The milk union which was established in the year 1977 with 100 functional dairy co operatives
collecting 10,300Kgs of milk per day is procuring on an average 3,86,482 Kgs per day from
1122 co operatives as on date with the increase in milk production the Hassan dairy with the
initial capacity of 60,000 KGPD was expanded to 12,0,000 KGPD during 1996.

ACTIVITIES OF HASSAN MILK UNION



1. Organization of dairy co operative societies: As at the end of March 2010, 1197
societies have been registered. Out of functional societies, 330 women societies are
functioning.
2. Membership Enrolment: As on 30th March 2010, 1,73,396 members have been enrolled
of which 71,046 are small farmer, 48,866 are marginal farmers, 22,199 are agriculture
laborers and 31,285 are other farmers.
3. Milk procurement activities: The present average milk procurement from 1122 milk
societies is 3,86,462 Kgs/day at the end of March 2010.

PRODUCT PROFILE



Types of milk and milk products marketing by HAMUL

Nandini Toned Milk

Karnataka’s most favorite milk, Nandini Toned Milk is a Fresh and pure milk
containing 3.0% fat and 8.5% SNF. Available in 500ml and 1 liter packs. Better to use within a
day from the date of pack. Maximum Retail Price is Rs. 13/- per liter.

Nandini Homogenized Toned Milk



Nandini Homogenized Milk is pure milk containing 3% Fat and 8.5% SNF. This is
homogenized and pasteurized. Consistent right through, it gives you more cups of tea or coffee
and is easily digestible. Available in 500 ml packets

Nandini Full Cream Milk

Nandini Full Cream Milk, Contains 6% Fat and 9% SNF. A rich, creamier and tastier
milk, ideal for preparing home-made sweets and savories- available in 500ml and 1 liter packs.
MRP Rs. 15/- per liter

Nandini Curd



Nandini Curd made from pure milk. It’s thick and delicious giving you all the goodness
of homemade curds. Available in 200 grams and 500 grams packs. Nandini butter is rich
smooth and delicious. Nandini Butter is made out of fresh pasteurized cream. Rich taste,
smooth texture and the rich purity of cow’s milk, makes any preparation a delicious treat.
Available in 100 grams, 200grams and 500grams cartons both salted and unsalted.

Nandini Ghee

A taste of purity, Nandini Ghee made from pure butter. It is fresh and pure with a
delicious flavor. Hygienically manufactured and packed in a special pack to retain the
goodness of pure ghee, having Shelf life of 6 months at ambient temperatures. Available in
200ml, 500ml, 1000ml, sachets and also in 5lts tins and 15.0 kg tins.

Nandini Butter



Nandini spiced buttermilk is a refreshing health drink. It is made from quality curds and
is blended with fresh green chillies, green coriander leaves, asafetida and fresh ginger. Nandini
spiced butter promotes health and easy digestion. It is available in 200ml packs and is priced at
most competitive rates, so that it is affordable to all sections of people.

Nandini Butter Milk

Nandini butter milk is Rich, smooth and delicious. Available in 100 grams (salted), 200
grams and 500 grams cartons both salted and unsalted.

Nandini Peda



No matter what you are celebrating! Made from pure milk, Nandini ‘Peda’ is a delicious
treat for the family. It is maintained at room temperature, for approximately 7 days. Available
in 250grams pack containing 10 pieces each.



ORGANIZATION STRUCTURE

Board of Directors- Chairman

Managing Director- CEO

Personnel
Assistance Administrat Finance Procureme Marketing Purchase MIS (3)
Department ion (15) (23) nt and input (25) (3)
Sr. staff (1) (69)



Personnel Department

Administration

Deputy Manager

Training/ Domestic Legal Cell Establishment
Enquiry (Personnel)

Administrative officer
Assistant Manager Officer in charge

Office superintendent

Support staff



It plays a crucial role in an organization which is always referred as the strength of the
organization.

Recruitment:
Recruitment is made as per the cader strength approved by Registrar of co operatives. And the
said cader strength is within the preview of co operative act and rules. Reservation policies of
the government are being followed for recruitments.

Whenever Union goes for recruitment the necessary steps are being taken as per the guidelines
stated in its Bye law and proper advertisement will be given in the State News papers for the
posts required and all the processes are made as per Govt. Norms and Suitable candidates will
be called either for written test or interview or both.

Training:

HAMUL is having training facilities for its employees at various reputed training
centers and for new employees, they will be facilitated with one month on the job training at
their respective areas.

CTI (Central training institute), a unit of KMF, Bangalore, is one of the best training centers
having its own facilities with residential facilities providing training to skilled and unskilled
employees as well. Management development program to middle level management officers of
the milk union on various subjects related to dairy, marketing, administration and procurement
and input.

In addition to this, HAMUL deputes its officers and personnel for different technical and non
technical training in the following training centers:

1. SRDTC(Southern regional demonstration and training center) for both technical and
non technical training.

2. Mansinh institute of training, Mahsana, Gujrat, only for technical training.

3. Vaikunt Mehta institute, Pune. For management development programmes.

4. Institute of rural management, Anand.

5. Regional institute of co operative management, BANG



6. CII- Confederation of Indian industries, institute for quality- for food industrial
platforms are created.

Orientation programme:

The new employees are given 3 to 4 days orientation training program at CTI, Bangalore, a
unit of KMF. This particular training is given to the newly recruited employees irrespective of
their cader.

Employee promotion:

It is clearly stated in the cadre and strength document which is approved by registrar of co-
operative societies. The employee promotion is dependent on the merit and seniority basis. It is
the mandatory method followed. To decide on this, the employee education, obedience,
carrying of the job and attendance are taken into consideration.

Record maintenance:



HAMUL is having well establishment section under the administration department which
maintains and updates records and other details of each employee with individual record book
and file.

Statutory facilities:

Leave:

Casual leave of 15 days per year and for new entrants 1 day per month for one year is
followed.

Employees of the HAMUL are eligible for 30 days earned leave in each year during their
service and also once in 2 year block period they will be given the option facility for
surrender of leave of one month and to avail the encashment facility. The accumulation of
leave days at present is restricted to 240 days.

HPL(Half pay leave) facilities are available.

If any accident takes place during the working hours the special leave is given:

• Special leave: the rabies leave is given for the infected dog bite. And also the blood
donation leave for 1 day is given.

• Maternity leave: on condition, with payment.

• Extra-ordinary leave: depending on the service or any major health issues.

Conveyance Allowance:



The Hassan Milk Union is providing conveyance allowance to its employees who are having
two wheeler vehicles and and commuter charges for those who are dependent on public
transport per month is fixed.

Uniform:

Uniform will be provided to the employees who are working in the factory and this facility is
extended to only up to the cader of Technical Officers.

Transfer:

The transfer facilities are given. It is in the hands of Managing Director. If the transfer is on the
request, employee is not entitled for cash benefits but if it is not on request, he is entitled for
cash benefits.

Retirement:

The retirement age is 60 years. But on health grounds there is a consideration. And the 3
months prior notice is a must before leaving the job anytime before the retirement.

Retirement benefits:



A salary of 15 days per year of completed years of service, 3.5 lakh ceiling is applicable and all
the gratuity announcements are according to government notifications. Provident fund is as per
the government norms. 12.5% toward provident fund contribution per all the employees.

Medical facilities: These facilities for self and dependents. At present each members will
get reimbursement amount up to Rs 50,000 for impatient treatment

Canteen facilities: Good canteen facilities are provided for employees.

Production Department:

The dairy works in 3 shifts to receive milk in the morning and evening shifts.

The milk received from DCS in cans will be tested for quality and weight is recorded. The
payment will be made based on the quality and the quantity. The milk received in tankers will
be weighed and tested and pumped into chiller and stored in insulator storage tank. The local
market needed quantity will be pasteurized and stored in insulated HMST for packing toned
milk, double toned milk and standardized homogenized milk. Apart from this, union also
produces ghee, peda, flavored milk, curds and butter milk.

The excess fat in the milk will be separated in the form of cream and issued for butter making.
The cream breaks into butter and butter milk where butter is issued for ghee making and butter
milk is tested for fat/COB (clout on boiling) and it will be reprocessed or will be drained out.
Based on the market demand, butter is drawn for ghee production and same will be packed as
per requirement.

Power



The KPTCL supplies the power upto 325 kilo watts per month. In case of shortage in supply
diesel generator is used.

Marketing Department:

Marketing should be considered as the core business function in this competitive world as it
establishes, develops, and commercializes long term customer relationships and helps in
meeting organizational goals.

Pricing is a federal policy and KMF decides the marketing price of the milk end the milk
products.

KMF has adopted pricing mainly on four categories namely:

• Double Toned Milk – Rs 14/100ml

• Toned Milk – Rs 16/1000ml

• Standardized (homogenized) Milk – Rs 18/1000ml

• Full Cream Milk – Rs 20/1000ml

As HAMUL is procuring 4 lakhs milk per day and its local market requirement is 1.2 lakhs
kgs/day. As such the excess milk is being sent to sister unions and Interstate federations and
balance if any will be sent for conversion into butter and SNP.

CHANNELS OF DISTRIBUTION



The network of distribution of milk was formed to be very systematic and has made distinct
role in the successful marketing of milk.

The processed and pasteurized milk is first packed and stored and then distributed to the target
customers.

Processing and manufacturing

Storage

Dealers or Retailers

Consumer

Procurement Department:



The milk co operative societies will be organized in villages where there is excess milk
production. The extention staff of the union will visit the villages and conducts the survey
about the village population, animal population and the availability of the surplus milk and
report to the office for consideration. The office will issue necessary instructions to organize
the societies.

Then the first Gramasabha meeting will be conducted and select the promoters to promote the
Dairy cooperative in the village and with the permission of Registrar of Cooperative with the
recommendation of Milk union the Village Chief promoter will permitted to collect the share
capital and with all fulfillment of required norms then proposal will be sent to registrar of co
operative department for registration. On registration, milk co operative society will be
commissioned and starts procuring milk from the producers. The milk procured will be
transported through trucks to near by chilling centers and dairy where milk is processed
further. The society will be provided with veterinary services, AH services, feed and fader
services, training and extention services.

The village dairy Cooperatives will receives payments for the milk supplied to Union once in a
week and the same will be distributed among its produce members every week and day is fixed
which is convenient to the concerned village.



Stores/ Purchase Department:

Purchase

Purchase/stores Officer

Sub staff

HAMUL is having a separate purchase department and purchases are made based on the
requirements of various department and purchases are made as per the relation laid out.

HAMUL is having a full pledged stores which supplies materials to various based on the
indents or requirements and the people who are working in the stores are very well worked in
inventory management. Both purchase and store departments are working under the
supervision of manager dairy.



The activity takes place in stores:

Requisition letter: First the manager of concerned department depending upon the need for
the goods sends a requisition letter to the manager dairy and then once approved the same
reaches the stores in charge, the purchase section places an order.

Purchase order: But for the goods regular nature depending upon the stock level , the
stores in charge takes up the responsibility to place order and have the materials ready when
ever required. Here in the co operative sector as per the transparency act if the goods and
where the capital expenditure is involved, the enquire letters are sent the suppliers and who
ever quotes the least and also with quality gets the order.

And the same purchase order copy goes to

1. the supplier

2. the store in charge

3. Accounts section

4. concerned user section

Purchase order also includes

1. Mode of payment after and before supply

2. Terms and conditions(taxes)

3. Delivery period

4. Mode of dispatch

Invoice:



Against the purchase order the concerned supplier gives the invoice. Once the invoice is
received the cross checking of materials as per the specifications purchase order is done. The
concerned department communicated about the goods and the concerned person gives a user
section remark on the quality of the product. Hence the goods received note is sent to
concerned user section.

MIS:

Management Information System

Assistant Manager

System Officer

Support Staff



The main activity of the MIS department in the organization is to act as the information source
for all the levels of management for the decision making in different situation. Hence to say the
integration of information from all the departments for the decision making for all the three
levels which exist in the organization:

1. Top level

2. Middle level

3. Lower level

The information collected from the dairy and various chilling units on on-line and information
collected from Marketing on every day will be processed and send to KMF every day and also
monthly procurement and input wing and the data related to artificial insemination and
progress achieved in Fodder and Feeds division are collected and necessary information will be
prepared and sent to various department as well will be submitted to CEO and other section
heads to enable them to take necessary action and also with the help of these data MIS
department will prepare the annual Targets to the Dept of Procurement and Input and
Marketing.

Also, All these data is given to the MIS department and the integration on monthly basis is
taken up and the report as sent to the managing director and same place before the monthly
meetings held of all the milk unions.

FINANCE DEPARTMENT:


Source of finance to start KMF (previously known as KDDC) and its units is from World bank
channels through agreement between NDDB under Tripartite agreement between NDDB, KMF
and Government of Karnataka.

Now, source of funds are share capital and realization from sale proceeds of milk and milk
products. As on 31.03.2010 the paid up capital was 795.29 lakhs and 206.16 lakhs loan was
taken for operating.

STRENGTHS:

• Procurement and Input( P&I) network

• Goodwill- Brand network

• ISO 9001:2000 certified dairy

• Ambience of Union area is most suitable for Dairying.

• Weather Facility

• Geographical Area

WEAKNESSES:

• Advertisement execution in its early stage

• Early stages of automation and computerization

• Competition

• Problematic distribution

OPPORTUNITIES:



• Enter rural market

• Exports-by developing tetra pack technology

• Abundant area availability for milk procurement

THREATS:

• Entry of big players

• Government policies

• Stringent food hygiene policies

ACHIEVEMENTS:

Hassan milk union is procuring milk from all the 13 taluks of three districts and selling quality
milk in all the taluks and small towns.
The union and all the dairy co operatives are being managed by the democratically elected
boards from among the milk producers.
The technical input to dairy co operatives and the dairy plants are managed by well trained,
committed professionals and technical team.
91% of the milk co operative societies are operating under profit
The union has successfully implemented the animal induction program for SC ST and OBC
since 1996 with the financial assistance from central and state governments and rendered direct
loans to the beneficiaries at lower interest rates.
254 women dairy co operatives (as on May 2009) have been organized since 1997 under
support training and education program(STEP)
The union has also implemented mini dairy scheme and bring entrepreneurial environment in
the rural area.
The union has set up Artificial insemination facilities for dairy co operatives.
The union has rendered emergency veterinary services round the clock.
Fertility camps are being conducted once in three months by inviting experts in the field.
The union supplies quality fodder slips and seeds through the year and facilitates the
availability of green fodder.
The union is insuring the life of milk producers and dairy co operative staff with the co
ordination from Life insurance corporation and National insurance company since 1997-1998
under “samajika suraksha yojana”.



The union has launched the “YESHASHVINI” program to the milk producers wherein the
milk producers are provided with the best available medical facility at free of cost.
The union has successfully implemented the Total energy management program and Total
quality management program (quality excellence from cow to consumer) since 2001
respectively.
Quality awareness programs are being conducted regularly for school children, house wives
and consumers.
The union has got ISO 9001:2000 certification from TUV India, Mumbai.
The union has got Energy Conservation Award.

BUYING IN HASSAN CO-OPERATIVE MILK PRODUCTS SOCIETIES
UNION LIMITED: (HCMPSUL)



The HASSAN Co-operative Milk Producer’s society has 643 societies. These societies
are located in nook of every village so that it is convenient to the farmers to sell their milk to
HCMPSUL. There is non-stop buying of milk throughout the year.

Milk collected will be (stored in suitable silo) first tested by using ‘Lacto meter’ to see
the proportion of water in milk, then they are stored in cans and sent to the nearest chilling
center because the non pasteurized milk life is 5 to 6 hours where during direct transmission
milk sometimes become COB (Clotting on Boiling) which is rejected from processing of milk.
Chilling centers are opened in the place, which is far from the processing plant. These chilling
centers test the milk of each village by using Acid Alcohol test and estimate the presence of Fat
and SNF (Solid not FAT) to distribute prices to the societies. Then the tested milk from every
village is stored in milk silo. If in case they receive any COB milk they there only take out the
butter from the milk and send butter for further processing, & not the COB milk. The
HCMPSUL tankers and transporting vehicles visit twice a day to procure milk from these
societies on the basis of fat and SNF who will in turn pay to its members.

The present standard of milk before sending to the further process of milk to
HCMPSUL is the standard fixed to 26 reading in lacto meter and 8.5% solid not fat. If it is
above the standard they will be marked with increase in degree.

HCMPSUL procures more or less 86000 liters per day, 70000 liters on a year’s
average. Where nearly 40000 liters of milk is consumed liquid milk in a HCMPSUL
jurisdiction area remaining is processed as milk products.



Chapter-4
LITERATURE REVIEW

METHODOLOGY OF LITERATURE REVIEW

The review of literature is conducted to analyze various factors for job satisfaction at
KMF Ltd HASSAN. The books and articles of various authors are referred to find out the kind
of methods which are suited for rating in job satisfaction level.



The research has searched many books on job satisfaction to collect the literature about
the Job Satisfaction. To analyze the effectiveness of the Job Satisfaction level in KMF Ltd
HASSAN. The information collected was confined to the journals published about the human
resource management.

The review of literature helped the research to conduct the survey in better and
extensive manner. It should also help the research for finding and getting deeper into the topic.
For this purpose the abstracting and indexing journals and published biographies and
unpublished biographies are first to go.

Introduction to Human Resource Management:

Modern organizational setting is characterized by constant changes relating to
environmental factors and human resources. As regards environmental factors, we find changes
in the operating organizational structure, the networking procedures, customs or norms and the
economic, political and social patterns in which organizations exist. Moreover, there is
constant change in human resources. New individuals are being employed with their new ideas
and expectations while the existing workforce is constantly changing vis-à-vis ideas, attitudes
and values.

Although the change may provide solution to some problems, it may create several
new ones. There is an urgent need to understand these problems, anticipate them and to find
solutions to them. The responsibility to find out solutions to these problems lies with every
manager who has to be prepared to deal with different changes effectively through educational
and developmental programmes. Obviously, every manager is responsible for management of
human resources – of course with the advice and help of personnel department. Management of
human resources is the essence of being a manager who has to get things done through others.
Specifically, his task relates to leading, mobilizing and directing the efforts of people without
which he can be a technician but not a manager. Thus, every manager has to develop and
maintain his competence in managing human resources which have assumed utmost
significance in modern organizations.



Definition:

Human resource management is management functions that helps manager's recruit,
select, train and develop members for an organization. It focuses on the people in
organizations.

Components of human resource are skills knowledge value Creative ability.

Human resource management:

While managing the human resources one has to perform tasks like

a. Employing the people

b. Developing the resources

c. Utilizing the resources and compensating their services in tune with the job and
organizational requirements

Human resource refers to the knowledge skills abilities talents aptitude, values and beliefs
of an organization’s workforce. Knowledge skills, creative abilities and talents play an
important role in deciding the efficiency and effectiveness of an organizations workforce.

Human resource development improves the utilization value of an organization. The
difference in the level of performance of two organizations also depends on utilization value of
human resources.

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:

The importance of HRM can be discussed under three standard points:

1. Social significance: Management of personnel enhances their dignity by satisfying
their social needs. This is done by:

i. Providing suitable and most productive employment, which brings
them psychological satisfaction.



ii. Making maximum utilization of the resource in an effective manner
and paying the employees a reasonable compensation in proportion
to the contribution made by him.

2. Professional significance: By providing healthy working environment it promotes
teamwork in the employees. This is done by:

i. Marinating the dignity of the employee as a human being.

ii. Providing maximum opportunities for personal dept.

3. Significance for individual enterprise : It can help the organization in accomplishing
its goal by:

i. Creating right attitude among employees through effective motivation.

ii. Securing willing communication operation for achieving goals fulfilling
their own social and other psychological needs like love, affection, esteem
etc.

Scope of HRM:

The scope of HRM is indeed vast. All major activities in the working life of a worker
from the time of his or her entry into an organization until he or She leaves – come under the
purview of HRM. Specifically, the activities included are- HR planning, job analysis and
design, recruitment and selection, orientation and placement, training and development,
performance appraisal and job evaluation, employee remuneration, motivation communication,
welfare, safety and health, industrial relations and the like.

For the sake of convenience all these functions into seven sections as shown in the
figure.

Scope of HRM:



Nature of
HRM

Prospects Employe
of HRM e Hiring

Human
Resource
Managem Employee
Industria ent and
l Executive
Remunerat
Relations ion

Employee Employe
Maintena e
nce Motivati
on

HRM Functions:

Human Resource Management must perform certain functions. These functions have

been stated while outlining the scope of HRM.



Supporting functions:

1. Training and Development

2. Appraisal

3. Placement

4. Compensation

5. Assessment

6. Employee relation

7. Selection

8. Benefits

9. HR Planning

10. Union management

Introduction to Job Satisfaction
The term Job satisfaction is of almost significance from the standpoint of employee
morale. It refers to employees’ general attitude towards his work.

Lock defines work Satisfaction as a pleasurable or positive emotional state resulting
from the appraisal of one’s work or work experience’. The extent that a person’s work fulfils



his dominant need and is consistent with his expectations and values, the work will be
satisfying.

DETERMINANTS OF JOB SATISFACTION:

According to ABRAHAM A there are two types of variables that determine the work
Satisfaction of an individual,

They are 1 .Organization Variables and
2. Personal Variables

1. Organization Variables:
(a) Occupational level:
The higher the level of the work, the greater the satisfaction of the individual this is
because higher level work carry greater prestige and self control. People at higher level work
find most of their needs satisfied than when they are in lower level ones.

(b) Work Content:
The extent to which work provides the individual with interesting tasks, opportunities
for learning, and the chance to accept responsibility will increase work satisfaction.

(c) Considerable Leadership:
People like to be treated with consideration. Hence considerable leadership results in
higher work satisfaction than inconsiderable leadership.

(d) Pay & Promotional Opportunities:
All the other things being equal these variables are positively related to work
satisfaction.

(e) Interaction in the Work Group:
Work Satisfaction will result if interaction is most satisfying i. e, when



1. It results in recognition that other person’s attitudes are similar to Ones own.
2. It facilitates the achievement of goals.

2. Personal Variables:
For some people, it appears most jobs will be dissatisfying irrespective of the
organizational conditions involved, where as for others, most work will satisfying, personal
variables like age, educational level, sex etc., are responsible for this difference.

a) Age:
Generally there is a positive relation between the two variables upto the pre-retirement
years and then there is a sharp decrease in satisfaction. An individual aspires for better and
more prestigious work in later years of his life. Finding hi channels for advancement blocked
his satisfaction declines.

b) Educational Level:
The higher the education, the higher the reference group which the individual looks for
guidance to educate his job rewards,

c) Role Perception:
Different individuals hold different perceptions about their role that is the kind of
activities and behaviors. They should engage in performing their job successfully.
The more accurate the role perception of an individual the greater is satisfaction.

d) Gender:
There is yet no consistent evidence as to whether women are most satisfied with their jobs
than men, holding such factors as work and occupational constant. One might predict this to be
the case, considering the generally lower occupational aspirations of women.



Chapter-5

Data Analysis & Interpretation



TABLE-1

1) Table showing Employee job satisfaction at work

Responses No of Respondents % of respondents

Yes 36 90

No 02 5

Can’t say 02 5

Total 40 100

90
80
70
60
50
%of
40
Respondents
30
20
10
0
Yes No cant say

Interpretation:

Maximum numbers of respondents are satisfied with their work. Only few members are not
satisfied. So it clearly shows that employees of HAMUL are highly satisfied with their present
job.

TABLE-2



2) Factors that influence employees’ motivation.

Responses Respondents satisfied % of Respondents

Good pay 21 52.5

Promotion 04 10

Less Supervision 05 12.5

Good Working 10 25
conditions
Total 40 100%

60
50
40
30
20 %of Respondents
10
0
Good pay Promotion Less Good
supervision working
condition

Interpretation:

Maximum number of employees are given priorities to pay. So it clearly shows that the
HAMUL employees are highly motivated by good pay for do their work.

TABLE-3



3) Table showing employees response to salary being offered at HAMUL

Yes 34 85
No 3 7.5
No Comments 3 7.5
Total 40 100

Concept: An attempt is made to know their satisfaction towards salary offerings.

Analysis: From the above table, it is clear that employees are satisfied with the salary
allowances and offers provided by the organization, with maximum of 85% saying yes, 7.5%
each with no satisfaction and no comment response.

90
80
70
60
50
40 %of Respondents
30
20
10
0
Yes No No comments

Interpretation:

Maximum numbers of respondents are satisfied with Salary offering at HAMUL. This
clearly shows that HAMUL is giving good salaries to their employees.



TABLE-4

4) Table showing other sources of Income of employees

Yes 6 15
No 34 85
Can’t say -- 0
Total 40 100%

Concept: An attempt is made to know Employee’s other sources of income.

Analysis: From the above table, it is clear that 15% of employees are having other sources
of income, rest 85% are dependent on HAMUL income.

90
80
70
60
50
40 %of Respondents
30
20
10
0
Yes No Cant say

Interpretation:

Maximum numbers of respondents are HAMUL Salary dependent.

TABLE-5


5) Table showing the way employees came to the present position:

Promotion 18 45
Direct Appointment 21 52.5
Transfer 1 2.5
Total 40 100%

Concept: An attempt is made to know the way employee’s came to present position.

Analysis: From the above table, it is clear that employees were placed in the company
through i.e. 45% of the employees through promotion, 52.5% of the employees through Direct
Appointment, and 2.5% of the employees through Transfer.

60
50

40
30
%of Respondents
20
10
0
pormotion Direct transfer
appointment

Interpretation:

Maximum numbers of Employees were placed through Direct Appointment. So this
shows that maximum numbers of employees of HAMUL are got in to present position through
direct appointment.



TABLE-6

6) Table showing employees satisfaction towards employment conditions
prevailing in organization

Yes 38 95
No 2 5
Total 40 100

Concept: An attempt is made to know the level of employment conditions prevailing in the
organization.

Analysis: From the above table, it is clear that the employment conditions prevailing in the
company from the respondent’s i.e. 95% of the respondents are highly satisfied with
employment conditions, 5% of respondents are not satisfied.

100

80

60
% of respondents
40

20

0
Yes No

Interpretation:

Maximum numbers of respondents are satisfied with their employment conditions. This
suggests HAMUL has good infrastructure & this motivates employees to work better.

TABLE-7



7) Table showing employees response to Organizational promotion &
Transfer policies:

Yes 37 92.5
No 3 7.5
Total 40 100
Concept: An attempt is made to study the promotion & transfer policies prevailing in the
organization.

Analysis: From the above table, it is clear that the promotion & Transfer policies prevailing
in the company from the respondent’s i.e. 92.5% of the respondents are highly satisfied, 7.5%
of respondents are not satisfied.

100

80

60
%of Respondents
40

20

0
Yes No

Interpretation:

Maximum numbers of respondents are satisfied with Transfer & Promotional Policies.
So it shows that maximum number HAMUL employees are satisfied with their promotion &
transfer policy.

TABLE-8



8) Table showing employees response towards physical working conditions:

Yes 39 97.5
No 1 2.5
Total 40 100
Concept: An attempt is made to study the physical working conditions prevailing the
organization.

Analysis: From the above table, it is clear that the Physical working conditions prevailing in
the company from the respondent’s i.e. 97.5% of the respondents are highly satisfied, 2.5% of
respondents are not satisfied.

100

80

60
% of Respondents
40

20

0
Yes No

Interpretation:

Maximum numbers of respondents are satisfied with Physical working conditions. This
suggests that maximum numbers of employees in the organization are comfortable with their
physical working conditions.

TABLE-9



9) Table showing employee level of satisfaction towards Relation existing b/w
Subordinates & Superiors:

Yes 39 97.5
No 1 2.5
Total 40 100
Concept: An attempt is made to know the level of employee’s relation existing with their
Sub ordinates and Superiors.

Analysis: From the above table, it is clear that the Relation existing b/w Subordinates &
Superiors prevailing in the company from the respondent’s i.e. 97.5% of the respondents are
highly satisfied, 2.5% of respondents are not satisfied.

100

80

60
%of Respondents
40

20

0
Yes No

Interpretation:

Maximum numbers of respondents are satisfied with Relation existing b/w
Subordinates & Superiors. This shows that in HAMUL, their will be good relationship exists
between the subordinates & superiors .

TABLE-10



10) Table showing employees response towards Working Hours

Yes 39 97.5
No 1 2.5
Total 40 100

Concept:An attempt is made to know the level of employee’s satisfaction towards working
hours.

Analysis:From the above table, it is clear that the working hours prevailing in the company
from the respondent’s i.e. 97.5% of the respondents are highly satisfied, 2.5% of respondents
are not satisfied

100

80

60
%of Respondents
40

20

0
Yes No
.

Interpretation:

Maximum numbers of respondents are satisfied with working hours. This suggest
thatthe working hours in the HAMUL is sufficient to do the work & most of the employees
satisfied with working hours.

TABLE-11


11) Table showing the employees satisfaction towards conflict resolution:

Always 12 30
Quite often 3 7.5
Some times 5 12.5
Rarely 6 15
Never 14 35
Total 40 100%
Concept: An attempt has been made to know the satisfaction towards conflict resolution.

Analysis: From the above table, it is clear that conflict resolution was shown from the
majority of the respondent’s i.e. 30% of the respondents feel that they are always satisfied,
7.5% feel quite often and 12.5% feel satisfied at sometimes and 15% are rarely satisfied and
35% are never satisfied with conflict resolution.

35
30
25
20
15
% of Rsepondents
10
5
0
Always Quite Some Rarely Never
often times

Interpretation:

Maximum numbers of respondents are not at all satisfied with the way conflicts are
resolved. This shows that maximum no. of employees are unhappy with the way of resolving
the conflict at HAMUL.

TABLE-12



12) Table showing employees satisfaction towards Canteen facilities:

Yes 35 87.5
No 5 12.5
Total 40 100
Concept: An attempt is made to know the level of employee’s satisfaction towards canteen
facilities.

Analysis: From the above table, it is clear that canteen facilities prevailing in the company
from the respondent’s i.e. 87.5% of the respondents are highly satisfied, 12.5% of respondents
are not satisfied.

90
80
70
60
50
40 %of Respondents
30
20
10
0
Yes No

Interpretation:

Maximum numbers of respondents are satisfied with the canteen facilities. This shows
that the canteen facilities avail at HAMUL is sufficient to employees .Good & tasty foods are
provided by the canteen.

TABLE-13A



13)Table showing the employees satisfaction towards welfare measures:

a) Table showing satisfaction level of intra mural activities

Measures % of satisfied % of
Medical facilities 36 90
Compensation 4 10
Total 40 100%
Concept: An attempt has been made to know the satisfaction level of intra mural activities.

Analysis: The facilities provided inside the organization must be such that they will be
satisfied of their job. From the above table, it is evident that 90% of the respondents are
satisfied with medical facilities and 10% of respondents are satisfied with compensation given
by organization at the time of accidents.

90
80
70
60
50
40
% of Respondents
30
20
10
0
Medical Compensation
facilities for accidents

Interpretation: Maximum numbers of employees are not satisfied with the compensation
for accidents but are willing for medical facilities.

TABLE-13B



b) Table showing employee satisfaction level towards extra mural activities

Measures % of satisfied %of
Educational 5 12.5
Transportation 8 20
Housing 27 67.5
Total 40 100

Concept: An attempt has been made to know the satisfaction level of extra mural activities.

Analysis: Not only the inside organization facilities but outside facilities must also be
provided. From the above table, it is evident that 67.5% of the respondents are satisfied with
housing accommodation, 12.5% of respondents with education facilities have great
dissatisfaction and with transportation facilities have 20% fair satisfaction.

70
60
50
40
30
%of Respondents
20
10
0
educational Housing
facilities Accomodation

Interpretation:

Maximum numbers of employees are not satisfied with the Educational facilities.

TABLE-14

14) Table showing employees satisfaction level towards bonus schemes:



Yes 37 92.5

No 3 7.5

Total 40 100

Concept: An attempt is made to know the satisfaction level of employee’s towards provision
of bonus.

Analysis: Provision of bonus will gives more encouragement to employees for better
utilization of their skills. From the above table, ‘it is clear that 92.5% of the respondents are
satisfied with the present bonus facilities and the 7.5% of them belongs to unsatisfied category

100

80

60
%age
40

20

0
Yes No

Interpretation:

Maximum numbers of employees are satisfied with the provision of bonus.

TABLE-15

15) Table showing employee satisfaction towards social security measures



Measures No of satisfied % of dissatisfied

Provident fund 30 75

Pension 3 7.5

Gratuity 7 17.5

Total 40 100

Concept: An attempt has been made to know the satisfaction towards social security
measures.

Analysis: Job security will be provided through the s measures. From the above table, it is
depicted that most of the satisfied responses belongs to Provident fund, 7.5% say yes to
pension plans and 17.5% say yes to Gratuity.

80
70
60
50
40
%of Respondents
30
20
10
0
Provident fund Pension Gratuity

Interpretation:

Maximum numbers of employees are satisfied with PF schemes.

TABLE-16

16) Table showing the employee satisfaction towards safety measures



Responses No of Respondents % of Respondents

Satisfied satisfied 37 92.5

Not satisfied 3 7.5

Total 40 100%

Concept: An attempt has been made to know the satisfaction towards safety measures.

Analysis: Satisfaction of safety measures gives a feeling to employees that they are out of
danger. From the above table, it clear that 92.5% of the employees expressed their satisfaction
with the existing safety measures in the organization.

100

80

60
%of Respondents
40

20

0
Satisfied Not satisfied

Interpretation:

Maximum numbers of employees are satisfied with the safety measures taken by the
organization.

TABLE-17

17) Table showing employee satisfaction towards overtime allowances



Responses No of Respondents % of Respondents
Satisfied 8 20
Not satisfied 32 80
Total 40 100%

Concept: An attempt has been made to know the satisfaction towards overtime allowance.

Analysis: Over time allowances must be provided to employees and it indirectly increases
productivity. From the above table, it is depicted that 80% of the respondents in the
organization expressed that their overtime allowances are not satisfactory followed by the rest
of the respondents i.e., 20% are satisfied

80
70
60
50
40
%of Respondents
30
20
10
0
Satisfied Not satisfied

Interpretation:

Maximum numbers of employees are not satisfied with the over time allowance given
by the organization.



Chapter-6

Findings & Suggestions

FINDINGS

 Majority of the employees are satisfied with present job



 Employees are satisfied with Good pay as the key Motivating Factor for work
efficiency.

 Employees are satisfied with Salary offerings at HAMUL.

 Majority of the employees don’t have other sources of income.

 Majority of the employees are placed by direct appointment at HAMUL.

 Majority of employees are satisfied with employment conditions prevailing in
Organization.

 Majority of employees are satisfied with Promotion and Transfer policy.

 Employees are satisfied with Physical working conditions at HAMUL.

 Employees have a Good chemistry between work groups i.e. between different classes
of work designation.

 Employees are satisfied with working hours at HAMUL.

 There is a mixture of opinions for Conflicts being resolved at HAMUL, with maximum
poll towards dissatisfaction.

 Maximum Employees are satisfied with existing canteen facilities. Which providing
good foods with quality to employees.

 As part of Intra mural facility, they prefer medical facility to accident compensation.

 Employees feel that they require housing accommodations more, than educational and
transportation facility.

 Most of the employees feel that salary is not sufficient and salary offerings play a key
role in employee satisfaction, in turn industrial growth.



SUGGESTIONS

 Provision of reasonable wages plays an important role in improving the standard of
living. This single factor is important for a worker than any other. So, the company
must provide adequate wages to the workers.

 Systematic planning reduces hurdles at workplace and it ensures smooth flow of work
methods. So, the present method of planning the work would be maintained as before to
attain the goals very effectively.

 The mutual cooperation between employees at work place is very important to carry out
the work at right time, so, the organization should take of providing scope for
communication with other departments.

 Adequate canteen facilities would be necessary to maintain the health and safety of the
employees. So, the canteen facilities must be improved and the management must vary
in this regard.

 Attractive schemes from HAMUL would activate employees and increase
individualistic work efficiency.

 Extra and intra mural facilities are also the boosting factors for efficient work source.

 Overtime allowances are sometimes resourceful factors for organizational value and its
hike factors.

 7S frame work is most expected frequency for an efficient organization.



Chapter- 7

Conclusion



Conclusion

Findings and suggestion are based on the survey conducted and these points are to be
looked into and steps are to be taken in this regard for higher growth.

From the analysis I conclude that the job provides the opportunity to the employees to
exercise his/her skills at work place. Number of the employees accepted that at times there is a
considerable flexibility in co-coordinating with work and they are satisfied with the existing
inter personal communication. In KMF Ltd Hassan they follow the systematic planning and
review process to evaluate the performance of employee.

From analysis it was also observed that was there is a scope for the improvement of
working conditions in KMF Ltd. Salary package would hike so that it can be in par with
market rate.

Finally I would like to conclude that the employees of KMF Ltd Hassan, are satisfied
with their work and organization.



ANNEXURE



QUESTIONNAIRE

Dear Sir/ Madam,

I am Indrakumar K.P, IV semester M.B.A, student of HRIHE, HASSAN, doing my project
work entitled “Employee Job Satisfaction at KMF HASSAN”.

So I request you to give me your valuable feedback on questionnaire. The information will be
kept confidential and used for academic purpose only.

THANKING YOU,

Indrakumar K.P

1) Name:

2) Age:

3) Marital Status: Married [ ] Bachelor [ ]

4) Qualification:

5) Designation:

6) Are you satisfied with your present job?

a) Yes [ ] b) No [ ] c) Can’t Say [ ]

7) What motivates you to work more? Efficiently/ Happily

a) Good Pay [ ]

b) Promotion [ ]

c) Less supervision [ ]

d) Good Working Conditions [ ]



8) Do you feel that salary being offered at “HAMUL” is sufficient to lead
a satisfied life?

a) Yes [ ] b) No [ ] c) No comments [ ]

9) Do you have any other sources of income?

a) Yes [ ] b) No [ ]

c) If Yes Specify ………………………………

10) Since when you have been holding this position?

……………… Years.

11) How did you get into present position?

a) Promotion [ ]

b) Direct Appointment [ ]

c) Transfer [ ]

12) If by promotion after how many years did you get it?

…………………… Years.

13) Are you satisfied with employment conditions prevailing in your
Organization?

a) Yes [ ] b) No [ ]

c) If Not why ………………………………



14)Do you feel satisfied with your Organization Promotional & Transfer
Policy?

a) Yes [ ] b) No [ ]

c) If Not why ………………………………

15)Do you feel satisfied with the Physical Working Conditions?

a) Yes [ ] b) No [ ]

c) If Not why ………………………………

16)Are you satisfied with relationship existing with subordinates and
superiors?

a) Yes [ ] b) No [ ]

c) If Not why ………………………………

17) Is your working Hours satisfactory?

a) Yes [ ] b) No [ ]

c) If Not why ………………………………

18)Are you satisfied with the way in which conflicts are resolved in your
company?

a) Always [ ] b) Quite often [ ]

c) Sometimes [ ] d) Rarely [ ] e) Never [ ]

19) you feel the satisfied with canteen facilities?

a) Yes [ ] b) No [ ]



20)Are you satisfied with the welfare measures?

a) Intra mural facilities

i) Medical facilities [ ]

ii) Compensation for accidents [ ]

b) Extra mural facilities

i) Educational facilities for children [ ]

ii) Transportation [ ]

iii) Housing Accommodation [ ]

21) Is the bonus provided by organization adequate?

a) Yes [ ] b) No [ ]

22)Are you satisfied with social security measures viz..,

a) Provident fund [ ]

b) Pension [ ]

c) Gratuity [ ]

23) Does your company offer any safety measures?

a) Yes [ ] b) No [ ]

24)Does your company pay over time allowances?

a) Yes [ ] b) No [ ]

Bibliography



Following books were used as reference to carry out this project report.

1) C.R Kothari - A text book of BRM

2) R. Pannerselvam – A text book of BRM

Web Assistance

www.google.in

www.kmf.org

www.wikipedia.com


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A study on employee job satisfaction h r final project