INTERNSHIP REPORT ON THIRU AROORAN SUGARS LIMITED AT (UNIT-2)PENNADAM PROJECT REPORT Submitted by S.ANANDARAJ Register No: 720811631003 in partial fulfillment of the requirements of Anna University, Chennai for the award of the degree of MASTER OF BUSINESS ADMINISTRATION HINDUSTHAN INSTITUTE OF TECHNOLOGY OTHAKKAL ANDAPAM
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INTERNSHIP REPORT ON THIRU AROORAN SUGARS
LIMITED AT
(UNIT-2)PENNADAM
PROJECT REPORT
Submitted by
S.ANANDARAJ
Register No: 720811631003
in partial fulfillment of the requirements of Anna University, Chennai
for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
HINDUSTHAN INSTITUTE OF TECHNOLOGY
OTHAKKAL ANDAPAM
COIMBATORE –641 032
AUGUST-2012
HINDUSTHAN INSTITUTE OF TECHNOLOGY
OTHAKKALMANDAPAM, COIMBATORE –641 032
Department of Management Studies
PROJECT WORK
AUGUST-2012.
This is to certify that the project entitled
INTERNSHIP REPORT ON THIRU AROORAN SUGARS LIMITED AT
The main aim of the production department is to produce the goods economically to the entire satisfaction of the stake holders. The production manager is the head of the department. The production capacity of the mills is 2500 TCD.
INDIAN GOVERNMENT ON SUGAR INDUSTRY:
The following policy initiatives are taken to boost the industry.
Government declared the new policy on august 20,1998 with regards to licences for new factories, which shows that there will be no sugar factory in a radius of 15km.Setting up of Indian institute of sugar technology at Kanpur is meant for improving efficiency in the industry.In the year 1982,the sugar development fund was setup with a view to avail loans for modernization of the industry.
PRODUCTION OF SUGAR FROM SUGARCANE:
For sugar cane, the process of refining is carried out in following steps.
Pressing of sugarcane to extract the juice.Boiling the juice until it begins to thicken and sugar begins to crystallize.Spinning the crystals in a centrifuge to remove the syrup,producing raw water.Shipping the raw sugar to a refinery where it is washed and filtered to remove remaining non-sugar ingredients and color.Crystallizing,drying and packaging the refined sugar.
WEIGHMENT OF CANE:
Sugarcane which comes to factory in Dunlop cart and Lorries, after weighing in the weigh bridge, is dumped in to carrier by over head cranes through feeder table. from the cane carrier, the cane is conveyed through a set of kicker,leveller and fibroses and in to very small pieces .
MILLING:
Juice extraction is taking place in rollers or crushers. The cane passes through the pour
mill crushers, each contains rollers. They crush the cane and give the juice and biogases. The
extracted juice from first 2 mills is sent to fixed type DSM screen. Large amount of juice
extracted from the first mill itself. After the water sprinkled over the biogases from the third mill,
so that the residual juice can be diluted and easily extracted by further milling. The bagasse
which come out the last mill contain up to 50% moisture is burnt in the furnace of boiler to
produce the needed electricity for the factory and after utilization of steam to drive the mill. The
exhaust steam coming out from mill and power turbine as is utilised for process heating.
PAN CRYSTALLIZATION PROCESS:
After concentration of the juice in the multiple effect evaporators, the subsequent process is to turn the liquor in to crystal form.This is done in a vacuum pan. Two types of pans are used. They are
Batch pan Continuous pan
Batch pan:
Two types of pans are available in batch depending upon the design of the pan.
Coil pan Calandria pan
The heating surface in caldaria pans is build up of vertical tubes made of stainless steels which are shorter in length and larger in diameter than in the case of multiple effect evaporators. The caldarial height of the pan varies between 7-10 feet preferably 10 feet to prevent entrainment losses
In this pan, there are 5 floors and the following process is carried out.
Concentration of syrupNucleationFinishing the strike with a thick light massecuite
The rate of crystallisation depends on viscosity,super saturation and purity of the mother liquor.
1.6 MARKETING DEPARTMENT:
The marketing manager manages this department with two executives. one for domestic sales and another foreign sales. The function can be clarified as follows.
Order Processing System
Responsibility: Export-in-change:
Receipt of customer order and update order register
Review the order with contract
Purchase sections
Low quotations
Order
Material purchase
1.7 STORES DEPARTMENT
Introduction:
Ours is a country of some resources and it is the primary responsibility of each sugar
mills. Whether, it is public sector or private sector to answer optimum utilization resources.
Types of boiler - water table
Types of furnace - House show and speed stocker and dam
Grade:
Working Steam Pressure - 21 Kegs/sq.cm
Steam temperature - 320 degree
Boilers efficient operation are made with the help of instruments like,
1. Pressure guage
2. Draft guage
3. Matters for temperature steam flow and water flow.
Meaning of materials:
Material is a system which ensures required quality of material of the required quality at
the right time and place with minimum investment of capital.
Objectives
Stores management plays vital role in the operation of any organization because, most of
the working capital is located up in stores inform of inventories, raw materials, work in progress
and finished goods. The stores department is in constant touch with other department for
effectively carrying out different activities of the company. The most important purpose reserved
by the stores is to provide uninterrupted service to the manufacturing divisions. The effective
store keeping prevents to the manufacturing divisions. The effective store keeping prevents
damage and theft of various items stores. Location of store depends upon the nature of the
industry, material to be stores, the method of production.
Incoming Inward Goods
In this section purchased materials are received.
Procedure
When a consignment is received the packages on case should be thoroughly inspected in
quantity and quality for any indication of damages by external and internal authority. Delivery
role on Chelan or the invoice should be recorded.
.Thiru arooran sugar mills stores management function will be done by the store keeper:
Duties and Responsibilities
1. Receive consumable and standard times, tools and other items through [G] section.
2. Inspect, accept and store.
3. To provide adequate and proper storage space.
4. To meet the demands of consuming departments, by proper issues and amount for the
consumption.
5. To initiate purchasing cycle as the appropriate time in order to avoid stock out.
TYPES OF MATERIALS IN THE STORE
There are several types of materials in the store. It is classified are as follows:
1. Electrical
2. Automobiles
3. Miscellaneous
4. Lubricants
5. Chemicals
6. Cleaning material
7. Bearing
8. Parking
9. Building materials
10. Rubber and timber
11. Paint
12. Consumable
13. Hardware
14. Spare monitor
15. Laboratory materials
16. Tools and plants
17. Pipe line
18. Spares
19. Medicines
20. Pesticides
21. Canteen provision
22. Canteen utensils
ABC Analysis
In any sugar mill, if the annual consumption of various items is worked out in items of
rupees values, it is noticed that only a small percentage in terms accounts for major portion of the
total consumption in rupees obviously these items are more important from the point of view or
inventory control and call for a higher degree of control. Hence these are classified as ‘An’
items. As against items, there are items, which are large in number but account. For only a very
small portion the total consumption in terms of values. There are termed as ‘c’ items of medium
importance. There are typically a percentage of items which roughly account for equal
percentage of consumption values. Based on ABC analysis an average pattern of percentage of
items and percentage of their respective rupee values many work out follows:
Item Percentage of item Percentage of rupee value
A
B
C
10
20
70
70
20
10
However this is only guideline, and individual sugar mills may have pattern similar to no
slightly different from this. Before we get ready for the actual method of classification, following
aspects need to be clarified.
Method of classification
To be able to classify the items in three classes A, B, and C we must now two limiting values
V a/b V b/c so that:
An item which consumed more above V b/b would be considered as high values items
and would be classified as items.
An item with consumption below V b/c would be considered as low value item, and
would be classified as items.
1.8 FINANCE DEPARTMENT
Finance is a life blood of business that keeps it surviving. The mills avails two types of loans for its needs:
Secured loans Un secured loans
Recommendations for fertilizer & loans. Loan providing for the government Rs.100000.
The chi accountant carries out finance functions with an assistant. The accounting procedures are fully computerized.
The study reveals that the current ratio of the Thiru arooran sugars ltd. was below than standard level in all year. Hence the company has to improve its liquidity position.
The net profit ratio of the concern showed a fluctuating trend M.R.K Co-op sugar mill Ltd. Is profit making power was solved down. It shows the inefficiency of the management.
The net profit to capital employed ratio is decreased from 2006-2007 to 2010-2011.hence the concern shows a down trend.
The capital turnover ratio of the concern shoved a high trend.
The compare with five years statement which items sources of funds current liabilities current assets increased (or) decreased and profit (or) loss income and balance sheet.
The net sale shows an uptrend as a compared to base year.
The share holder fund positions shows on up trend as compared to base year.
Compare with years to years income and expense and fax etc.
The solvency position of Thiru arooran sugars Ltd. Has to improve this position.
BALANCE SHEET OF THE THIRU AROORAN
SUGARS LTD. (UNIT-2 PENNADAM).
1.9 PERSONEL DEPARTEMENT:
Personal Department deals with attracting, motivating, training and utilizing
an effective workforce to accomplish the firm’s objectives.
Deputy management representative is the head of the personnel department. He is responsible for providing good working conditions and more welfare facilities.
Guest House:
The guest house consists of one A.C. room and five fully furnished ordinary rooms.
GOVERNMENT REGULATION:
The government regulated the rooms prescribed by the commissioner of sugar with regard to staffing pattern as below.
S.NO DEPARTMENT REGULAR WORKERS
SEASONAL WORKERS
TOTAL.NO.OF EMPLOYEES
1. Engineering 100 117 217
2. Manufacturing 14 78 92
3. Administration 56 7 63
4. Account 19 _ 19
5. Cane 79 28 104
Total 265 230 495
The present strength pattern at thiru arooran sugars ltd
Follows.
S.NO DEPARTMENT TOTAL.NO.OF EMPLOYEES
1. Engineering 162
2. Manufacturing 55
3. Administration 172
4. Supervisor 42
5. Chief &Deputy 6
TOTAL 437
TWO ASPECTS OF UTILIZATION
Man power utilization is concerned with the efficient use of the organization’s existing resources as its present level of development.
Optimum utilization of manpower requires two things.
Employees must be placed on jobs in such a way that the organization’s total man power resources are most effectively allocated.
The second aspect of manpower utilization involves achieving optimum productivity from the workforce after work has been allocated.
ANNUAL LEAVE WITH WAGES:
After 240 days work during a calendar year, leave entitlement with wages in the next calendar year will be 1 day for every 15 days of work for young persons. Days of LAY-OFF as maternity leave should be treated as earned leave would accrue during this period. Carry forward of annual leave up to 30 days in the case of a child be allowed.
MAN POWER RECRUITMENT:
Recruitment relates to that aspect of personnel administration which involves locating &attracting man power with a view to selecting from it qualified, Individuals for job vacancies. The process of recruitment begins with the receipt of the requisition from the department which wants to be filled up. The workman may be recruitment at the gate from the employment exchange.
The major sources of recruitment for difference type of personnel are:
Employment Exchange
Consultants are private employments agencies
Advertisements in periodical, newspapers, Radio & television
Deputation
Universities, management institute & College
Word Mouth
Trade Union,
Recruitment procedure in the Co-Operative sugar Mill as
Follows.
Commissioner of sugar recruit the employees from employment exchange those who already register their names for seeking various types of jobs.
The recruit the employees by advertisement in at least one leading daily newspaper.
The recruit the runs land owner’s sons and daughter those who are eligible for the job. Qualified persons only eligible for getting this opportunity.
Taking of surplus employee from the other mills is one of the recruitment procedure practiced in Co-operative Sugar Mill.
Medical Coverage T.B cancer, Leprosy Kidney, Transplantation Heart By-pass surgery for workers and staff.
EducationWe are running Nursery School for employees Children.
Staff Educational TourEvery year conducting educational tour for 100 employees providing transport, lodging &D.A. for RS.20/per Head tour Stopped from 1998 Years onward due to financial loss.
Provision of TeaProviding 1 tea to all workers & divisional office staff at the cost of Rs.1.50 per tea. One more tea issued with bun for night staff.
Rest House Facilities
Providing Temporary rest room to workers (one room only)
TowelWe are providing one towel to all employees for every 3 months.
SoapWe are providing one soap to all
2 sets of uniforms issued once in 2 years to all
Uniform employees. Officers
Staff –safari Rs.375 per set. Workers –pant &shirt Rs.250 per.
Stitching Charges (Deputy &chief)
Safari: Rs.350 per set.Pant & Shirt: Rs. 150 per set.Each Rs.45 washing allowance per.
Shoes One pair of shoe is issued to all employees once in a year.Officers:Staff:Rs.450Workers-Rs.300
Textbook
Free text book and note books are issued to our employee’s children up to +2 std every year.
1.10 MAINTENANCE DEPARTMENT
Maintenance manager is head of the department. This department is responsible for
maintaining the machines in a good condition, fitters, technicians and electricians are working
under his control.
The total amounts of expenditure spent for the breakdown in all the
departments constitute of amount per year approximately.
1. Break Down Maintenance:
Receipts of communication regarding break down
Allot fitters /electricians for the maintenance
Trial run and over to production
Update history card for break down detail
Based on nature of breakdown, review
Preventive maintenance schedule and updating
Concerned departments inform and breakdown of processing machinery or equipment
checks the details of breakdown and decides whether the job can be done inside or with
assistance of external agential.
2. Preventive Maintenance:
In order to ensure the availability and suitability of processing
machineries, equipment, laboratory equipment and utilities used. It is carried out in pm
records .all the processing machineries and equipment are used and cleaned by workers in all
departments with continuous frequency equipment cleaning. The spare parts after their expiry
dates will be changed or replaced.
3. Calibration:
Calibration means inspecting of machines. The machines are checked
regarding whether the proper flow of current is available in the machine or not.
4. Safety process:
The environment, safety and health monitoring program
in the factory.
5. Maintenance records:
Break down hours-trend chart
Maintenance cost-bar chart
Avg. time to rectify –trend chart
Breakdown power consumption-bar chart master file
Service provided and suppliers
External agency contract
Preventive maintenance records
Periodical reports
6. Electricity:
The power requirement of the plant will be 500 KWH. Total power and steam
will be obtained from its sister concerns Thiru arooran Sugars ltd.(cogeneration plant) or the
boiler and turbo generator from distillery plant itself.
Compensation to employees:
Compensation to employees includes payments made in cash or kind by a
company to or on behalf of all its employees.
This data field is a sum total of the following items:
Salaries, bonus, contribution to provident fund and gratuities
Staff welfare and training expenses
ESOP
VRS
Arrears paid, reimbursements and other expenses on employees
This data field includes monetary value of perquisites provided to employees.
CHAPTER II
INTRODUCTION OF THE STUDY
Sugar industry is one of the major industries in India. It ranks second among the agro
based industries and play an important role in the economic life of India. The sugar industry
offers direct employment to over five lakhs workers. It provides subsistence to 34 million sugar
cane farmers and their families who comprise 7.5% of the nation’s rural population.
India is the fourth major producing country of sugarcane in the world, next to Russia,
Brazil and crab.
The Co-operative sector occupies an important place in the Indian sugar industry, out of the 15000(App.) tones of sugar produced in India at about 9000 tones were from the Co-operative sectors
2.1 NEED OF THE STUDY
This study helps to know the various functions performed by different departments in Thiru
arooran sugars ltd. This study will help us to large extent to understand the logic behind
organization effectiveness and also helps to know the kinds of technology adopted by the
company. This study shows a clear picture about the management and the organization.
2.2 OBJECTIVES OF THE STUDY
To study the employee satisfaction.
To analyze the opinion on welfare facility.
To find the perception on their job.
2.3 RESEARCH METHODOLOGY
INTRODUCTION
Research methodology is a way to systematically solve the research problem. It may be
understood as a science of studying how research companies defining and redefine problem
formulating hypothesis or suggested solution, collection organizing evaluating data, making
deductions and reaching conclusion and at last carefully testing the conclusion to determine
whether they fill the formulating hypothesis and informal investing.
RESEARCH METHODS AND TECHNIQUE
In this research, a questionnaire was designed to collect primary data from respondents. The
questionnaires were given to the respondents and they were asked to fill them up. Necessary help
was rendered whenever they found it difficult to answer
RESEARCH PROCESS
a) RESEARCH PROBLEM
The problem is to evaluate the measures provided by the employees towards their satisfaction
and to analyze and offer constructive suggestion for improving them.
b) DATA COLLECTION
Questionnaires method was used to collect the data from respondents. The Questionnaires was
framed in order to get full information covering
SAMPLE DESIGN
a) SIZE OF THE SAMPLE
A sample of 54 Employees was taken for study.
b) SAMPLING PROCEDURES
In this study convenience sampling method was used for selecting the respondents. In this method of sampling, samples were selected based on the convenience of both the researcher and the respondent.
STATISTICAL ANALYSIS
TOOL FOR ANALYSIS
The data collected was analyzed using tools like Simple percentage analysis.
SIMPLE PERCENTAGE ANALYSIS
Simple Percentage Analysis is used by the research for analysis and interpreting the collected data.
Number of response
Simple Percentage Analysis = --------------------------------------------- X 100
Total. No. of respondent
2.4 LIMITATIONS OF THE STUDY
The responses given by the respondents may not be true.
The respondents may be careless in responding to the questionnaire.
The respondents may be illiterate.
REVIEW OF LITERATURE:
M.Saranya(2008) has conducted a study on job satisfaction in THIRU AROORAN
SUGARS LTD at pennadam. She has found out that the improvement in safety
programmes increase the job satisfaction of the employees.
S.Gomathi (2010) has conducted a study on job satisfaction in AROORAN SUGARS
LTD at pennadam. She suggests that the company should improve the welfare facilities to
satisfy the needs of the employees
TABLE-5.1
AGE OF THE RESPONDENTS
AGE
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Below 40 years 20 37%
41 to 50 30 56%
Above 50 years 4 7%
Total 54 100%
INFERENCE:
Majority 56% of respondents are between 41 to 50 years.
37% of respondents belong to the age group of below 40.
Only 7% of respondents are below 40 years.
CHART-5.A
Below 40 years 41 to 50 Above 500
10
20
30
40
50
60
37
56
7
TABLE -5.2
GENDER OF THE RESPONDENTS
GENDERNO. OF
RESPONDENTS
% OF
RESPONDENTS
Male 48 88.8%
Female 6 11.2%
Total 54 100%
INFERENCE:
Majority 88.8% of respondents are male employees.
Only 11.2% of respondents are female employees.
CHART-5.B
Male Female0
102030405060708090
100
88.8
11.2
TABLE-5.3
MARITAL STATUS OF THE RESPONDENTS
MARITAL STATUSNO. OF
RESPONDENTS
% OF
RESPONDENTS
Married 54 100%
Unmarried 0 0%
Total 54 100%
INFERENCE:
It could be inferred from the above table that 100% of the respondents are married.
CHART-5.C
Married Unmarried
100%
0%
MARITIAL STATUS OF THE RESPONDENTS
TABLE-5.4
MONTHLY INCOME OF RESPONDENTS
INCOME NO. OF % OF
RESPONDENTS RESPONDENTS
Below 10000 20 37%
10000-15000 17 31%
15000-20000 6 11%
Above 20000 11 21%
Total 54 100%
INFERENCE:
Majority 37% of respondent’s monthly income is between 10,000-15,000.
31% of respondent’s monthly income is below 10,000.
11% of respondents monthly income is above 15000-20000
21% of respondents monthly income is above 20000
CHART-5.D
Bellow 10000 10000-15000 15000-20000 Above 200000
5
10
15
20
25
30
35
40
3731
11
21
TABLE – 5.5EDUCATION QUALIFICATION OF THE RESPONDENTS
EDUCATION NO. OF % OF
RESPONDENTS RESPONDENTS
Below SSLC 28 51.8%
Diploma 12 22.2%
Degree 5 9%
Others 9 17%
Total 54 100%
INFERENCE:
Majority 51.8% of respondent’s education qualification is below SSLC.
About 22.2% of the respondents are diploma.
17% of the respondents have undergone other courses
Only 9% of respondent’s degree holders.
CHART-5.E
Below 10th Diploma Degree Other0
10
20
30
40
50
60
51.8
22.2
917
TABLE – 5.6
WORKING EXPERIENCE
WORKING EXPERIENCENO. OF
RESPONDENTS
% OF
RESPONDENTS
Below 10 years 32 60%
10-20 years 15 28%
20-30 years 4 6.5%
Above 30 years 3 5.5%
Total 54 100%
INFERENCE:
Majority 59% of respondents have a work experience in below 10 years.
27.7% of respondents have an experience between 10-20 years.
7.4% of respondents have an experience between 20-30 years.
5.5% of respondents have an experience between above 30 years
CHART-5.F
Below 10 years 10 to 20 years 20 to 30 years Above 30 years0
10
20
30
40
50
60
70
60
28
6.5 5.5
TABLE– 5.7
JOB SATISFACTION OF RESPONDENTS
JOB SATISFACTION NO. OF % OF
RESPONDENTS RESPONDENTS
Satisfied 29 54%
Moderately satisfied 14 25%
Dissatisfied 11 21%
Total 54 100%
INFERENCE:
o 54% of respondents are satisfied with the present job.
o 25% of respondents are moderately satisfied &
o Amere21% of respondents are dissatisfied.
CHART-5.G
Satisfied Neutral Dissatisfied0
10
20
30
40
50
60
54
25 21
TABLE-5.8
EMPLOYEE’S OPINION ABOUT THEIR
WORKINGCONDITION
OPINIONNO. OF
RESPONDENTS
% OF
RESPONDENTS
Very good 16 56%
Good 20 14%
Average 15 20%
Poor 2 5%
Need improvement 1 5%
Total 54 100%
INFERENCE:
56% of respondents feel that their working condition is very good.
14% of respondents are feeling good.
20% of respondents are feeling average.
5% of respondents are feeling Poor.
Only5%ofrespondents are feeling need improvement.
CHART-5.H
Very good Good Aaverage Poor Improvement0
10
20
30
40
50
60
TABLE-5.9
EMPLOYEE’S RELATIONSHIP WITH SUPERVISOR
RELATIONSHIP NO. OF % OF
RESPONDENTS RESPONDENTS
Cordial 32 59%
Moderate 15 29%
Not cordial 7 12%
Total 54 100%
INFERENCE:
59.2% of respondents feel that they have a Cordial relationship with their supervisor.
27.7% of respondents feel that their supervisor relationship is Moderate &
Only 12% feel that the relationship is not cordial.
CHART-5.I
Cordial Moderate Not cordial0
10
20
30
40
50
60
70
59
29
12
TABLE -5.10
EMPLOYEE’S OPINION ABOUT PROMOTIONAL
OPPORTUNITIES
PROMOTIONNO. OF
RESPONDENTS
% OF
RESPONDENTS
Very good 11 20%
Good 8 15%
Average 22 41%
Poor 13 24%
Total 54 100%
INFERENCE:
40% of respondents feel that their promotional opportunities are Average.
24% of respondents are feeling Poor.
Only 20% of respondents are feeling good.
CHART-5.J
Very good Good Average Poor0
5
10
15
20
25
30
35
40
45
2015
41
24
TABLE– 5.10
OPINION ABOUT EMPLOYEE’S RESPONSIBILITY FOR
THEIR JOB
RESPONSIBILITY
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Yes 28 51.8%
No 26 48.2%
Total 54 100%
INFERENCE:
o Majority 51.8% of respondent’s opinion that they are given enough responsibilities in
their job.
o 48.1% of respondent’s opinion that they do not have responsibilities.
CHART-5.K
Yes No46
47
48
49
50
51
52
53
51.8
48.2
TABLE – 5.12
OPINION ABOUT CO-WORKERS
CO-WORKERS
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Good 17 31.5%
Cordial 15 28%
Co-operative 20 37%
Not Co-operative 2 13.7%
Total 54 100%
INFERENCE:
Majority 37% of respondents feel that their co-workers are co-operative.
31% opinion that co-workers are good.
27.7% of respondents feel that they have Cordial relationship with their co-worker &
Only13.7% of respondent’s opinion that co-workers are not co-operative.
CHART-5.L
Good Cordial Co-operative Not co-operative05
10152025303540
31.5 2837
13.5
TABLE–5.13
EMPLOYEE’S SATISFACTION REGARDING WORKING HOURS
HOURS
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Yes 30 55.5%
No 24 44.5%
Total 54 100%
INFERENCE:
Majority 55.5% of respondents are satisfied with their working hours.
44.5% of respondents are not satisfied with the same.
CHART-5.M
Yes No0
10
20
30
40
50
60
55.5
44.5
TABLE –5.14
SATISFACTION REGARDING ACCIDENT COMPENSATION
ACCIDENT
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Yes 52 96.2%
No 2 3.8%
Total 54 100%
INFERENCE:
Majority 96.2% of respondents are satisfied with the accident compensation paid to the
employees.
About 3.8% of respondents are not satisfied with accident compensation.
CHART-5.N
Yes No0
20
40
60
80
100
120
96.2
3.8
TABLE-5.15
OPINION ABOUT AVAILABILITY OF WELFARE MEASURES
WELFARE NO.OF RESPONDENTS % OF RESPONDENTS
Yes 38 70.3%
No 16 30.7%
Total 54 100%
INFERENCE:
Majority of 70.3% of respondents are satisfied with their welfare measures.
30.7% of respondents are not satisfied with their welfare measures
CHART-5.O
yes No0
10
20
30
40
50
60
70
80
70
30
TABLE–5.16
EMPLOYEE’S OPINION ABOUT THEIR PAY PACKAGE
PACKAGE
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Good 25 46
Satisfactory 15 27%
Adequate 9 15%
Not Adequate 5 12%
Total 54 100%
INFERENCE:
Majority 46% of respondents opinion that the pay package is good
27% of respondent’s opinion that pay is satisfactory.
Only 12% of respondents are not satisfied with their pay package.
CHART-5.P
Good Satisfactory Adequate Not adequate0
5
10
15
20
25
30
35
40
45
50
46
27
15 12
TABLE –5.17
SATISFACTION REGARDING FOOD SERVED IN CANTEEN
CANTEEN
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Yes 42 77.7%
No 12 22.3%
Total 54 100%
INFERENCE:
o Majority 77.7% of respondents are satisfied with food provided in their canteen.
o 22.3% of respondents are not satisfied regarding the same.
CHART-5.Q
Yes No0
10
20
30
40
50
60
70
80
90
77.7
22.3
TABLE–5.18
EMPLOYEE’S OPINION ABOUT THE SUGGESTION SCHEMES
SCHEMES
NO. OF
RESPONDENTS % OF RESPONDENTS
Yes 35 64%
No 19 36%
Total 54 100%
INFERENCE:.
64% of respondents opinion that their organization have suggestion schemes &
36% of respondents feel that suggestion scheme is not available properly.
CHART-5.R
Yes No0
10
20
30
40
50
60
70
64
36
TABLE –5.19
SATISFACTION REGARDING REST ROOM FACILITY
ROOM FACILITY NO. OF RESPONDENTS % OF RESPONDENTS
Satisfied 50 92.5%
Not satisfied 4 7.5%
Total 54 100%
INFERENCE:
o About 92.5% of respondents are satisfied with the rest room facilities &
o 7.5% of respondents are not satisfied regarding the same.
CHART-5.S
Satisfied Dissatisfied0
10
20
30
40
50
60
70
80
90
100
92.5
7.5
TABLE –5.20
SATISFACTION REGARDING JOB SECURITY
SECURITY
NO. OF
RESPONDENTS
% OF
RESPONDENTS
Highly Satisfied 18 33%
Satisfied 22 40%
Moderate 10 18%
Dissatisfied 2 4.5%
Highly Dissatisfied 2 4.5%
Total 54 100%
INFERENCE:
40% of respondents are moderately satisfied with the job security.
Another 33% of respondents are highly satisfied.
18% of respondents are found to be moderate.
Only 4.5% of respondents are dissatisfied & highly dissatisfied with the job security.