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CHAPTER - 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT:
Getting things done through the people is called management. Here human
resource means people resources without people there is no organization, and
without organization there is no economic growth. So people are the makers of an
organization and play a vital role in success of organization. The companies
effectiveness purely depends on its people. If the people knowledge, skills and
abilities are high, the success of that organization is a foregone conclusion
otherwise downfall of the company, is guarantied sooner or later.
Human resource management is necessary to achieve an effective utilization
of human resource in the achievement of organizational goals. To establish and
maintain a desirable working relationship among all the members of the
organization. HRM treats the people as human beings having economic, social and
psychological needs enabling those people to acquired required capabilities to
make successful organization. To motivating then to contribute their resources
continuously for running the organization successfully. to generate maximum
individual / group development within an organization.
MEANING OF HRM
In simple sense, human resource management means employing
people, developing their resources utilizing, maintaining and compensating their
service in true with the job and organizational requisition, with a view to contribute
to the goals of the organizational, individual and the society.
HRM can be defined as managing the function of employing,
developing and compensation human resource resulting in the creation and
development of human relation with a view contribute proportionately to the
organizational, individual and social goals.
DEFINITION OF HRM
According to FLIPPO human resource management mean planning,
organizing, directing and controlling of the procurement, development,
compensation, maintains and reproduction of human resource to the end, that
individuals organizational and societal objective are accomplished.
SCOPE OF HRM
In order to conduct a smooth flow of an organization firstly the
organization should know
How to attract the employees?
How to retain them? And that is not to close.
How to motivate them?
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IMPORTANCE OF HRM
HRM play an important role in every organization. People with required
skills to make an organization are termed as human resources and managing the
resources through proper planning, recruitment and selection and training
development for members in an organization is termed as human resource
management.
A nation with availability of physical resources, natural resources and
financial resources will not benefit the nation unless human resources make use of
them. In is intact said that all developments comes from the human mind. Lack of
organization of human resources is largely responsible for the backwardness of the
nation.
EFFECTIVE
HRM
AS
SIGNIFICANT
VALUES
IN
AN
ORGANIZATION
HRM helps to improve employees working skills and capacity.
HRM helps knowledge creation by sharing and utilization in the
organization called knowledge management.
HRM helps to bring about harmonious relationship among different work
group.
It provides maximum opportunity for personnel development.
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CHARACTERISTICS OF HRM
HRM is concerned with the development of human resources. That is
knowledge, capability, skills, potentialities and attaining and achieving
employees, including job satisfaction.
HRM is common in all types of organizations as it applies to the
employees in all types of organization in the world.
HRM is a continuous and never ending process.
HRM helps at attaining the goals of organization individual and society.
Individual employees goals consists of job satisfaction, job security, high
salary, attractive fringe
benefits,
challenging
work, recognition,
FUNCTIONS OF HRM
Human resource management functions is part of a management plan.
1. MANAGERIAL FUNCTION:A) PLANNING:Page | 4
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MANAGEMENT DEVELOPMENT:MEANING OF MANAGEMENT:Getting things done through the people is called management. Management
used to refer to the process of managing the activities of an enterprise. In short, it is
used to a process, function or activity.
PRINCIPLES OF MANAGAMENT:
Henry farol suggested 14 principles of management as explained:
Division of work
Authority and responsibility
Discipline
Unity of command
Unity of direction
Subordination of individual interest to general interest
Centralization
Remuneration
Scalar chain
Order
Equity
Stability of tenure of personnel
Initiative
Esprit de corps
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The following are some of the important on-the-job and off-the-job techniques of
management development:
ON-THE-JOB TECHNIQUES
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1. COACHING:
In coaching the trainee is placed under a particular supervisor who acts as an
instructor and teaches job knowledge and skills to the trainee. He tells him
what he want him to do, how it can be done and follows up while it is being
done and correct errors.
One of the important limitations of this technique is that the individual
cannot develop much beyond the limits of is own bosss abilities.
2. JOB ROTATION:
The transferring of executives from job to job and from department to
department in a systematic manner is called job rotation. When a manager is
posted to a new job as a part of such a programme, it is not merely an
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OFF-THE-JOB TECHNIQUES
Because of the fact that on-the-job techniques have their own limitations, these offthe-job techniques are considered important to fill those gaps. The following are
some of important off-the-job techniques:
6. SENSITIVITY TRAINING:
The main objectives of sensivity training are the development of awareness
of and sensivity of behavioral patterns of one selfs and others. This
development results in the i) increased openness with others, ii) grater
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CHAPTER 2
RESEARCH DESIGN
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SCOPE OF STUDY:-
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RESEARCH DESIGN:-
The design of the study is the edifice for conducting the study. It is print of
conducting study and activities to be under taken. In fact the design of the study
and activities to be under taken.
If act the design of the study is the conceptual structure with in the research
conducted. If constitutes the blue print for collection, measurement and analysis
of data.
The design of the research has been selected as analytical and exploratory as
data has been records of the company and formal interviews with the readers. It
helps to do the details study of the subject.
This project study is based on the data collected from both primary as well as
secondary data.
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PRIMARY DATA:-
Primary data study has been collected from the employees and staff with the
help of questionnaire.
SECONDARY DATA:-
Secondary data has been collected through articles published in the internet and
by referring some human resource management books.
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Bar Diagram
Pie Diagram
CHAPTER SCHEME
CHAPTER-1 INTERDUCTION
Provides details of the topic under study and presents a short theoretical
back drop for the study.
CHAPTER-2 RESEARCH DESIGN
Gives details about the statement of the problem, the scope of the study,
its objectives, the sample studied, the tools and techniques, used for
data collection, operational definitions, limitations of the study etc
CHAPTER-3 COMPANY PROFILE
This chapter gives the details about the company for which the study
has been conducted and about its various products.
CHAPTER-4ANALYSIS AND DATA INTERPRETATION
Include the analysis of the data collected in the survey. Relevant
inferences are drawn from the analysis and are presented in the chapter.
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APPENDIX :
ANNEXURES
BIBLIOGRAPHY
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CHAPTER-3
INDUSTRY PROFILE
INDUSTRY PROFILE
(Background of the industry)
The early days of civilization shows is that mankind was aware of the
importance of cleanliness and hygienic. The great path Indoor valley civilization
is testimony for this. The roam were known to be consider able-users for the
soaps. During the period of roman enterprise stale wine was collected as a
source of ammonium carbonate for cleaning purpose. The mankind knew about
soap 2000 years back that is in 70 AD when Mr. Piliny and Leader accidentally
discovered soap when Roasted meet area flowed in ashes. It was in 1831 AD.
That for the first time detergent was discovered by MR. Fremy when he supplanted
alive oil and almond oil , the consumption of soap in the world in 1884 AD was
said to be 2 lakhs tones PA and it was in this year Mr. W.H. Lever entered the fill
Soap is a Lamp like product, had foaming and cleaning character. Sopa is a part of
our daily live. Since then in 1972 AD at first commercial batch of soap was made
and marketed Mysore Sandal Bristo Soap was then taken to London.
India is a vast country having a population more than 100 corers. House hold
Penetration of soap is 98% people belonging of different income levels use
different brands. Which fall under different segments but all income levels us
soaps, making it the second largest category, in India and detergents being number
one. Rural demand is growing at on increasing Rate compare to Urban because
rural consumers in India constitute about 60-70% of the population.
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Hence, although soap is good all round detergent, during the middle ages
soaps were made in various countries such as ital, France and England etc. Soap
Industry in India. Northwest soap company established the first soap industry in
1987 at Meerut following the Swedish movement in 1905 onwards few more
factories movement in 1905 onwards few more factories were setup.
Soap Industries in India began with Messers godrej, setting up their money
Turing unit during 1918 at Mumbai and Messers Government- Soap factory in
Bangalore. During the year 1930. M/s Tata Oil Mills coy setup, Hindustan lever
limited setup their manufacturing unit at Mumbai and Calcutta. The industry
continued to flourish very well unit 1967-1968. When the industry stagnated due
to informal price control. The industry soon recovered and experienced a sharp up
swing during 1974.
Before these world war 1st Soap Requirement of India
was meet by import from the west. Especially from United kingdom. The big
companies like Leve Brother introduced soap and the use become more common
even in villages. The soap supplied was of good qualify and low price.
Second world war given stimulus to indigenous soap industry. By 1994, the
capacity established was 1,26,000 tons and actual output was 1,16,000 tons.
Today the production capacity is around 6 lakhs tons.
In India, the per capital consumption of soap is 500 GM compared to 1200
GM in countries life Brazil. In care of detergent the per capital consumption is
160kg in India compared to urban Europe. 15.5kg in urban (to 15.5kg) Europe and
18.5 kg in Australia.
In India, The organized sector 88 units are manufacturing soaps with an
installed capacity of 7,05,563 ( 46 units only) tons per year. Production of soap in
this sector was of the order of 3,53,232 tons during 1994-95 and 3,88,087 tons
during 1995-96. There are 33 units in the organized sector for manufacturing of
detergents with an installed capacity of 5,109,020 (22 units only) tones PA
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The origin of sandalwood and its oil in Karnataka, which is used in making of
Mysore sandal soaps, is well known as Fragrant Ambassador of India &
Sandalwood oil is in fact known as Liquid Gold.
This situation gave rise to start of an industry, which produces value added
products i.e. of Sandalwood oil. His Highness Maharaja of Mysore created this
situation as an opportunity by sowing the seed of the Government Sandalwood Oil
Factory, which is the present KS&DL. The project was shaped with the
engineering skills and expertise of the top level. Late Sir M.Visvesvaraya, the great
Engineer was the man behind the project.
Todays famous Mysore sandal soaps credit goes to late Sri Sosale
Garalapuri Shastri who incorporated the process of soap making using Sandalwood
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This factory started at a moderate scale in year 1916. The first product was
washing soap in addition to the toilet soap in the year 1918. The toilet soap of the
company was made up of sandal wood oil.
In 1950 Government decided to expand the factory in two stages. The first stage of
expansion was done to increase the output to 700 tons per year and was completed
in the year 1952 in the old premises.
The next stage of expansion was implemented in 1954 to meet growing demand for
Mysore sandal soap and for this purpose Government of India sanctioned license to
manufacture 1500 tons of Soaps and 75 tons of glycerin per year. The expansion
project worth of Rs.21 lakhs includes the shifting of the factory to a newly laid
industrial suburban of Bangalore.
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The industry has 2 more divisions one at Shimoga and another at Mysore
where sandal wood oil is extracted. The Mysore division functioning from 1970
and only during 1984 manufacturing of perfumed and premiere quality Agarbathies
at Mysore division was started. Right from the first log of sandalwood that rolled
into the boiler room in 1916, the company has been single minded pursuit of
excellence. The project took shape with the engineering skills and expertise of toplevel team under the leadership of Sir. M.Visvesvaraya, Prof. Waterson and
Dr.Subrough. Like this soap factory was started as a small unit and now it has
grown up to a giant size.
RENAMING: On 1st October 1980, the Government Soap Factory was renamed as Karnataka
Soaps and Detergent Limited The Company was registered as a public limited
company. Today Company produces varieties of products in the toilet soaps,
detergent, Agarbathies and Cosmetics.
Structure
It is the like the Skelton of the company edifice company structure ryes to
the relatively more durable company arrangement & relationships it prescribes
the formal relationships among various positions and activities. Major functions of
the structure are to reduce external uncertainty through. The control mechanism to
undertake a wide variety of activities.
In KS&DL company activities are group into different units. Each major
function of the enterprise is grouped into different department. This can also be
studied as a separate function, specialization of department promotes the
excellence in performance. It leads to improve planning and control of key
functions and ensure economy.
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NTERNAL AUDIT
Bill and cash section: This section handed by the manager (accounts) and has
working under him, which includes assistant accounts officer, supervisor, assistant
cashier etc.
The main functions of this section are:
Passing of bills
Releasing of advances
Transfer of funds
Distribution of cash
Records of receipts
Payroll wings
COSTING SECTION:
It is headed by deputy managers and got three supervisors, two senior accountants,
three junior accountants; the section is backbone of the company for all statistical
information and reports.
The most important functions are.
Proportional of product wise cost sheet
Preparation of production and Sales report
Labor accounting
Preparation of Annual budgeting
Sources of finance:
Corporation Bank
Syndicate Bank
Canara Bank
State Bank of Mysore
IDBI
ICICI
IFCI
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CHAIRMAN
MANAGING DIRECTOR
SENIOR MANAGER
Deputy Manager
Supervisor
(Accounts)
Senior Assistant
Junior Assistant
Deputy Manager
(Costing)
Supervisor
Deputy Manager
Deputy Manager
Accounts Officer
(Cost Accountant)
Senior Assistant
(Cash Selection)
Senior Assistant
Supervisor
Junior Assistant
Senior Assistant
Junior Assistant
Junior Assistant
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VISION STATEMENT: Keeping pace with globalization, global trends and the states policy for using
technology in every aspect of governance.
Ensuring global presence of Mysore Sandal products while leveraging its unique
strengths to take advantage of the current technology scenario by intelligent and
selective diversification.
Secure all assistance and prime status from Government of India, all technology
alliances.
Further, ensure Karnatakas pre-eminent status as a proponent and provider of
technology services to the world, nation, other states public and private sectors.
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The carving on the cover is the sharabha, the trademark of KS & DL.
The sharabha is a mythological creation from the puranas which has a body of a
lion and head of elephant, which embodies the combined virtues of wisdom and
strength. It is adopted as an official emblem of KS& DL to symbolize the
philosophy of the company.
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The sharabha thus symbolized a power that removes imperfections and impurities.
The maharaja of Mysore as his official emblem adopted it. And soon took its pride
of place as the symbol of the Government Soap Factory of quality that reflects a
standard of excellence of Karnataka Soaps and Detergent Limited.
SLOGAN: -
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Incorporated Name
Address
Constitution
1918
-
Management
Govt.of Karnataka
nominates/appoints Board of Directors. Chairman & MD
Renamed
1980
Trademark
Plant
- At Bangalore - Soap Plant, Detergent Plant, and Fatty
Acid Plant - At Mysore -Sandal wood Oil, Agarbathies - At shimoga - Duty Paid
Godown
SWOT ANALYSIS
STRENGTHS
No synthetic base.
Strong presence and distribution in south and west.
Perhaps, the only soap that contains pure sandal oil.
ISO and ISI approval Holder Company.
Most preferred fragrance.
Worlds largest producer of sandal oil.
WEAKNESS
The weaknesses of K S & D L are;
Perceived as summer soap.
Perceived as expensive rather than value for money soap.
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OPPORTUNITIES
The opportunities of KS&DL are;
Traditional belief is that sandal oil is good for health.
Skin care is gaining importance among customers as soap tribute.
Back to natural trend.
THREATS
The main threats for KS&DL are;
Competition from the other brands of sandal soaps in the market.
Growing popularity of other competitive brands.
Threat due to globalization, privatization, liberalization.
POLICY OF KS&DL: Seek purchase of goods and services from environment responsible suppliers.
Communicate its environment policy and best practices to all its employees
implications.
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BIRDS EYE VIEW OF KS&DL: 1918 Government Soap Factory was started by Maharaja of Mysore
Mysore Sandal Soap was introduced into the market for the first time.
and the
1950 - The factory output rose to 500 M.Tons with the following
modifications.
1. Renovating the whole premises.
2. Installing new boiler soap building plant and drying Chamber.
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Management
2003 The entire carried forward loss of Rs.98 Crores wiped out
and in
May BIFR, declared the company to be out of its Purview. The Company is
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Certificate.
2009
2010
PRODUCT PROFILE
PRODUCTS OF COMPANY
KSDLs product range include Toilet soaps, Incense sticks, coming in different And
a distinct fragrance in sandal Rose etc. and also includes Talcum Powder,
Detergent Cake & Detergent Powders.
TOILET SOAPS
KSDL offers a variety of toilet soaps of different fragrances. They create lather and
last for long.
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INCENSE STICKS
KSDL offers
quality incense sticks that
apart form spreading fragrance delivers peace and tranquility. They create an
atmosphere of solace when used.
TALCUM POWDER
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DETERGENTS
Based on quality, safety, and performance, KSDL offers detergents that apart from
whitening the cloth, provides a mild and soothing fragrance to it.
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UNITS OF GRAMS
75 GMS
75 GMS
125 GMS
75 GMS
75 GMS
100 GMS
100 GMS
150 GMS
150 GMS
150 GMS
150 GMS
150 GMS
150 GMS
17 GMS
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OTHERS
SBT
SJR
06 IN 01
GOLD SIXER
DETERGENTS
Name Of The Product
Mysore detergent powder
Units In Grams
1000 GMS
500 GMS
125 GMS
250 GMS
TALCUM POWDERS
Name Of Theproduct
Units In Grams
AGARBATHIES
Name Of The Product
Mysore Sandal Premium
Mysore Sandal Regular
Mysore Rose
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PRESENT STATUS OF THE COMPANY: The company is mainly dependent on southern market. The product
availability in retail outlets particularly for Mysore sandal soap is almost
comparable to any other similar industries products in the premium segment in the
south. Whereas in other parts like Eastern & Northern markets penetration of our
product is relatively poor, this depends on the companys distribution structure,
stockiest and field personnel strength.
With increased trust on distribution, the company does not foresee any
problems to achieve the projected sales through the redistribution package.
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CHAPTER-4
ANALYSIS AND INTERPRETATIONS
TABLE: 1
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Employees
No. of
Percentage
Employees
1.
Below 30
30
60%
years
2.
30-40 years
10
20%
3.
40-50 years
16%
4.
50 and above
4%
TOTAL
50
100%
ANALYSIS:
From the above table it is clear that 60% of the employees belong
to below 30 years of age category, 20% of the employees belong
to 30-40 years of age category, 16% of the employees belong to
40-50 years of age category and 4% of the employees belong to
50 years and above category.
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70%
60%
60%
50%
40%
Series 3
30%
20%
20%
16%
10%
4%
0%
Below 30 years
30-40 years
40-50 years
above 50 years
INTERPRETATION;From the above graph it can be interpreted that the most of the
respondents belong to below 30 years group.
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Sl. No.
particulars
No. of
Percentage
Employees
1.
Graduation
29
58%
2.
Post-
10
20%
Graduation
3.
Diploma
16%
4.
Any Other
6%
50
100%
Specify
Total
ANALYSIS:
From the above table it is clear that 58% of the employees are
graduates, 20 % of the respondents are post-graduates 16 % of
the respondents are diploma holders and 6% of the respondents
have qualification which do not come under purview of the above
mentioned qualification.
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GRAPH-2
GRAPH SHOWING QUALIFICATION OF THE
EMPLOYEES
70%
60%
58%
50%
40%
Series 3
30%
20%
20%
16%
10%
6%
0%
Graduation
Post Graduation
Diploma
Any other
Page | 55
Sl. No.
Experience
No. of
Percentage
Employees
1.
Below 5
0%
Years
2.
5-20 years
40
80%
3.
Above 20
10
20%
50
100%
years
Total
ANALYSIS:
From the above table it is clear that 10% of the respondents falls
under the experience group of below 5 year, 80% of the
respondents belonging to experience ranging from 5-20 years ,
20% employees belong to experience group above 20 years.
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90%
80%
70%
60%
50%
Series 3
40%
30%
20%
10%
0%
Below 5 Years
5-20 years
Above 20 years
INTERPRETATION;From the above graph it can be interpreted that the most of the
respondents have 5-20 years of experience.
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Sl. No
particulars
No of
Percentage
Employees
1.
Good
16%
2.
Very Good
29
58%
3.
Satisfied
10
20%
4.
Not satisfied
6%
50
100%
TOTAL
ANALYSIS:
From the above table it is clear that 16% of the employees said
that they are good with the present management, 58% of the
employees said that they are very good, 20 % of the respondents
said that they are satisfied while only 6% of the employees said
that they are not satisfied with the present management.
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GRAPH-4
GRAPH SHOWING THE OPINION ABOUT
PRESENT MANAGEMENT
present management
58%
60%
50%
40%
present management
30%
20%
20%
16%
6%
10%
0%
good
Very Good
satisfied
not satisfied
INTERPRETATION;From the above graph it can be interpreted that the most of the
employees satisfied with the Present Management, satisfactorily
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Table-5
TABLE SHOWING WORKING CONDITION OF
EMPLOYEES
Sl. No
Employees
No of
Percentage
Employees
1.
Excellent
16%
2.
Very Good
29
58%
3.
Good
10
20%
4.
Average
6%
50
100%
TOTAL
ANLYSIS:
From the above table it is clear that 16% of the employees said
that they are excellent with the working condition, 58% of the
employees said that they are very good, 20 % of the respondents
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GRAPH-5
TABLE SHOWING WORKING CONDITION OF
EMPLOYEEs
Page | 61
Working Condition
58%
60%
50%
40%
Working Condition
30%
20%
20%
16%
6%
10%
0%
Excellent
Very Good
Good
Average
INTERPRETATION;From the above graph it can be interpreted that the most of the
employees satisfied with the working condition, satisfactorily
working motivate the employees to contribute there best to the
organization.
TABLE-6
Page | 62
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table It indicates that 80% of the respondents in
the company are having the opportunity to grow in present job.
20% of the respondents disagreed to this.
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80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO
Page | 64
Sl.
Employees
No. of Employees
Percentage
1.
Yes
50
100%
2.
No
00
00%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is clear that 100% of the employees opine
that they are happy with the Company conduct management
development program.
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100%
90%
80%
70%
60%
100%
50%
40%
30%
20%
10%
0%
0%
YES
NO
Page | 66
TABLE-8
TABLE SHOWING METHOD CONDUCTED TO MANGEMENT
DEVELOPMENT PROGRAM
Sl. No.
1.
PARTICULAR No. of
Percentage
Employees
On the job
20
40%
30
60%
00
00%
50
100%
training
2.
3.
Any other
specify
Total
ANALYSIS:
From the above table it is clear 40% of the employees satisfied
with the on the job training and 60% of the employees satisfied
with off the job training..
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70%
60%
50%
40%
Series 3
30%
20%
10%
0%
On the job training
INTERPRETATION;From the above graph it can be interpreted that the most of the
respondents have off the job training method .
Page | 68
Sl. No
ON THE JOB
No of
Percentage
TRAING
Employees
1.
COACHING
29
58%
2.
JOB
16%
ROTATION
3.
VESTIBULE
10
20%
4.
ANY OTHER
6%
50
100%
SPECIFY
TOTAL
ANALYSIS:
From the above table it is clear that 58% of the employees said
that coaching method are adopted under on the job training, 16%
of the employees said that job rotation method are adopted, 20 %
of the respondents said that vestibule training method are good
while only 6% of the employees said that any other specify
method are adopted under on the job training,
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GRAPH-9
GRAPH SHOWING METHODS ARE ADOPTED UNDER ON
THE JOB TRAINING
50%
40%
ON THE JOB TRAINING
30%
20%
16%
20%
6%
10%
0%
COACHING
JOB ROTATION
VESTIBULE
INTERPRETATION;From the above graph it can be interpreted that the most of the
employees satisfied with the on the job training, satisfactorily
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TABLE-10
TABLE SHOWING METHOD ARE ADOPTED UNDER OFF THE
JOB TRAINING
Sl. No
No of
Percentage
TRAINING
Employees
1.
Role method
6%
2.
Incident
10
20%
16%
29
58%
50
100%
method
3.
Basket
method
4.
TOTAL
ANALYSIS:
From the above table it is clear that 6% of the employees said
that role method are adopted under off the job training, 20% of
the employees said that incident method are adopted, 16 % of
the respondents said that basket method are adopted, while only
Page | 71
GRAPH-10
GRAPH SHOWING METHOD ARE ADOPTED UNDER OFF
THE JOB TRAINING
50%
40%
30%
20%
16%
20%
6%
10%
0%
Role method
Incident method
Basket method
Page | 72
INTERPRETATION;From the above graph it can be interpreted that the most of the
employees satisfied with the off the job training, satisfactorily
working motivate the employees to contribute there best to the
organization.
TABLE-11
TABLE SHOWING COMPANY REGULARLY CIRCULATE
INFORMATION
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
Page | 73
Page | 74
GRAPH-11
GRAPH SHOWING COMPANY REGULARLY CIRCULATE
INFORMATION
80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO
Page | 75
TABLE-12
TABLE SHOWING INFORMATION WILL BE
CIRCULATED
Sl. No.
particular
No. of
Percentage
Employees
1.
Circular
0%
2.
Notice board
40
80%
3.
manager
10
20%
50
100%
Total
ANALYSIS:
From the above table it is clear that 0% of the respondents falls
under circular information, 80% of the respondents belonging to
information will be circulated on notice board, 20% of information
will be circulated on manager.
Page | 76
GRAPH-12
GRAPH SHOWING INFORMATION WILL BE
CIRCULATED
80%
70%
60%
50%
40%
30%
20%
10%
0%
Circular
Notice board
manager
INTERPRETATION;From the above graph it can be interpreted that the most of the
respondents information will be circulated on notice board.
Page | 77
TABLE-13
TABLE SHOWING MANAGEMENT DEVELOPMENT PROGRAM
CONDUCTED BASED ON H R MANAGER REPORT
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 80% of the respondents in
the company are having the Management development program
conducted based on H R manager report. 20% of the respondents
disagreed to this.
Page | 78
GRAPH-13
GRAPH SHOWING MANAGEMENT DEVELOPMENT
PROGRAM CONDUCTED BASED ON H R MANAGER REPORT
80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO
Page | 79
TABLE-14
TABLE SHOWING WORKING RELATIONSHIP WITH
THE SUPERVISOR
Sl.
Employees
No. of Employees
Percentage
1.
GOOD
32
64%
2.
NOT GOOD
18
36%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 64% of the employees said
that the working relationship with the supervisor is good while 36
% of the employees disagreed to this.
Page | 80
Percentage
NOT GOOD
GOOD; 64%
Page | 81
TABLE-15
TABLE SHOWING PROMOTION POLICY OF
ORGANISATION
Sl.
Employees
No. of Employees
Percentage
1.
satisfied
22
44%
2.
Good
18
36%
3.
Not Good
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is clear that 44% of the employees opined
that they are satisfied with exciting motivation policy by the
company.
36%
of
the
employees
are
says
good.20%
of
Page | 82
Percentage
good
good; 36%
by
the
company.
36
TABLE-16
TABLE SHOWING NATURE OF WORK
Sl.
Employees
No. of Employees
Percentage
1.
YES
27
54%
2.
NO
23
46%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is analysed that 54% of the respondents
said that they like the nature of work while
46% of the
Page | 84
54%
52%
50%
48%
YES; 54%
46%
44%
NO; 46%
42%
YES
NO
Page | 85
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Above 4
20
40%
2.
2-3
15
30%
3.
3-4
10
20%
4.
Below 2
10%
50
100%
TOTA
L
ANALYSIS:
From the above table It analysed that 40% of employees have
attended above 4 training program, 30% of employees are
attended 2-3 training program 20% of employees are attended 34 training program 10% of employees are attended below 2
training program.
Page | 86
40%
40%
35%
30%
30%
25%
20%
20%
15%
10%
10%
5%
0%
above 4
two-three
three-four
below 2
Page | 87
TABLE-18
TABLE SHOWING SATISFACTION LEVEL OF
MANAGEMENT DEVELOPMENT IN K.S &D.L
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Satisfied
15
30%
2.
Very good
10
20%
3.
Bad
20
40%
4.
Good
10%
50
100%
TOTA
L
ANALYSIS:
From the above table it analysed that the satisfaction level of
employees towards the MDP in ks &dl is 15 number of employees
are satisfied, 10 number of employees are very good 20 number
of employees says bad and 5 number of employees says good.
Page | 88
Percentage
good; 10%
satisfied; 30%
bad; 40%
very good; 20%
TABLE-19
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Very high
16
32%
2.
High
15
30%
3.
Moderate
12
24%
4.
Very low
14%
50
100%
TOTA
L
ANALYSIS:
From the above table it analysed that the beneficial level of
employees it is clear 16 number of employees are very high, 15
number of employees are high,12 number of employees
says
Page | 90
GRAPH-19
GRAPH SHOWING THE BENEFICAL LEVEL OF
MANAGEMENT DEVELPOMENT TO THE EMPLOYEES
Percentage
moderate; 24%
high; 30%
Page | 91
think
TABLE-20
TABLE SHOWING SAFETY AND SOCIAL
BENEFITS MEASURES
Sl.
Employees
No. of Employees
Percentage
1.
YES
30
60%
2.
NO
20
40%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 60% of the employees said
that they are satisfied with the safety and social benefits
measures of the company while 40% of the employees said that
they are not satisfied with the safety measures of the company.
Page | 92
GRAPH-20
GRAPH SHOWING SAFETY AND SOCIAL
BENEFITS MEASURES
60%
50%
40%
30%
YES; 60%
20%
NO; 40%
10%
0%
YES
NO
TABLE-21
TABLE SHOWING THE BENEFITS GIVEN TO
EMPLOYEES AFTER ATTENDING THE MANAGEMENT
DEVELOPMENT PROGRAM
Sl.
Particular
No.
No. of
Percentage
Employees
1.
Good
17
34%
2.
Improvement in
15
30%
12
24%
12%
50
100%
skills
3.
Improvement in
working
relationship
4.
change of attitude
and self confidence
TOTA
L
Page | 94
ANALYSIS:
From the above table it is examine that the benefits given to the
employees after attending the management program,34% of the
employees says good, 30% of the employees says improvement
improvement in skills, 24% of employees state that improvement
in working relationship, 12% of employees states change of
attitude and self confidents.
GRAPH-21
GRAPH SHOWING THE BENEFITS GIVEN TO
EMPLOYEES AFTER ATTENDING THE MANAGEMENT
DEVELOPMENT PROGRAM
Page | 95
; 34%
35%
30%
25%
20%
15%
10%
5%
0%
; 30%
Column2
Im
pr
ov
em
en
ti
n
go
od
wo
rk
in
g
re
la
tio
ns
hi
p
Improvement in skills
to
the
employees after
attending the
management
TABLE-22
TABLE SHOWING COMMNICATION STRUCTURE AND
PATTERNS
Page | 96
Sl.
Employees
No. of Employees
Percentage
1.
YES
30
60%
2.
NO
20
40%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it can be analysed that 60% of the
employees said that they are satisfied with the Communication
structure and Patterns of the company while 40% of the
employees said that they are not satisfied with the
Communication structure and Patterns.
GRAPH-22
Page | 97
60%
50%
40%
30%
YES; 60%
20%
NO; 40%
10%
0%
YES
NO
Page | 98
SUMMARY OF FINDINGS:The study was conducted at KS&DL to make an original analysis of the training
program me being provided by the company.
A questionnaire the data collected was tabulated and them analyzed on evaluation
of this primary data collected from the respondents the following findings are
recorded.
The most of the respondents belongs to above 30 years groups that is 60%.
76% of the employees are male.
58%of the respondents are graduates.
100% of the employees are married.
The most of the respondents have 11-20 years of experience. That is 80%.
Most of the respondents satisfied with the working condition.
80% of the respondents company having the training facility, 20% of the
respondents disagreed to this.
76% of the respondents are happy with the recognition and rewards benefit
provided by the company.
Page | 99
Page | 100
SUGGESTIONS
Management should provided better development facilities for other jobs in
the organization. So that the employees can be shifted to another job and get
rid of monotony.
Working condition should be improved in some departments as the workers
feel that temperature in their health and causes strain and fatigue.
Get together should arrange frequently so as to have a better relationship
between supervisor and workers.
Family planning schemes should be introduced and an additional increment
can be given whom under goes this scheme.
Should be more individual interactive.
All the related matters are to be discusses and made clear to the employees.
Development program me should be planned and well organized.
Training real can be identified by interview, group conferences,
Questionnaire surveys, and checklists, leave benefit compulsory provided at yearly
once.
Terms and conditions of appointment are clearly explained to every
prospective employee well in advance.
Well decision is important to growth and success of the company.
Page | 101
Page | 102
ANNEXTURE
QUESTIONNAIRE
I MURALI S of B.E.L. First Grade College is
affiliated to Bangalore University as a partial fulfillment of the
B.B.M course of study. I am doing a project on A STUDY ON
MANAGEMENT
DEVELOPMENT
PROGRAM in KS&DL
Yeshwanthpur. So please kindly fill the questionnaire given opinion
about your company.
1. GENERAL INFORMATIONS:
NAME:
AGE:
GENDER:
MARITAL STATUS:
Page | 103
Below 5 Years
(c) Good
(d) Average
(b) No
(b) No
Page | 104
Yes
(b) No
Page | 105
(b) No
(b) Good
(b) not
good
(b) No
(b) 2-3
(d) above 4
(b) good
(c) bad
(b) No
19. To what extant did it help you to do a better job for your
organization.
(a) very high
(b) high
(c) moderate
20. Are you satisfied with the safety and social benefits taken by
the management
(a)Yes
22.
Give
your
suggestion
to
motivate
employees
of
an
organization?
----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Page | 108
BIBLIOGRAPHY
AUTHOR
BOOKS FOR
PUBLISHED
REFERENCE
BY
PERSONAL AND
HIMALAYA
FIFTH
HUMAN RESOURCE
PUBLISHNG
EDITION
2.SHASHI .K GUPTA
DEVELOPMENT
HUMAN RESOURCE
HOUSE
KALAYANI
SECOND
MANAGEMENT
PUBLISHERS
EDITION
3.C.B MAMORIA
HUMAN RESOURCE
HIMALAYA
FOURTH
MANAGEMENT
PUBLISHNG
EDITION
1.SUBBA RAO
EDITION
HOUSE
INTERNET
http. www.mysoresandal/profile
www.ks & dl.com
MYSORESANDAL @VSNL.COM
Page | 109
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