Final Copy 1

TATA DOCOMO

EXECUTIVE SUMMARY

The Study conducted on job description with an Title “Study on effectiveness of job

description on employees Performance in D.K.S.S.K Factory” The organisation structure and

the job titles which are used in the company are studied for comparison with employees

duties and responsibilities and their effectiveness in productivity of the employees.. Job

Description plays an important role in an organisation, as it guides the organisation in

defining the work to be performed by the people. Whenever the recruitment, selection and

appraisal is conducted, the Job Description acts as an important resource for guiding newly

hired employees in what they are specifically expected to do.

Job description is a structured document which contains the elements like job title, short

description of job title, expected background to job and responsibilities of job and main

activities of job.

At the same time it was important for the company to define the new job titles to replace the

existing posts. It had involved much of research work to find out the titles. Some of the

industrial practices were taken as reference and some of the journals from software, articles

and lots of search on internets were also made to find suitable titles. Innovative titles for the

company and to anylyse the effective job description in factory in different department.

GLOBAL BUSINESS SCHOOL

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TATA DOCOMO

Objectives of Study:

To study job description format of employees in various department. Of D.K.S.S.K.N

N Factory.

To study the organization structure working style and the corporate culture followed

To focus the study in the areas of Job Description as a HR Tool

To study how job description helps to do the employees to improve the

productivity & performances

Helping the organisation in forming the new job titles and giving them a valuable

input in terms of recommendations

Need of the Study

This study clear that whether Job descriptions at D.K.S.S.K.N Factory provide an

opportunity to clearly communicate the company direction and where the

employee fits inside of the big picture of factory in various department.

This study shows how Job descriptions set clear expectations for what the

company expects from people

Whether the company is recruiting new employees or posting jobs for internal

applicants, job descriptions tell the candidate exactly what it want in your selected

person.


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To visualize Well-written job descriptions help organization employees, who

must work with the person hired, understand the boundaries of the person's

responsibilities.

Limitations of the Study:

The major limitations of the study was time. Within very short span of time the amount of

work that has to be carried out was very vast. And most our work was inclusive of the

confidential documents which were not supposed to be put in the project.

Research Methodology:

Data Source : Primary Data (Field Survey)

Secondary data-Internet,

Area of Research : D.K.S.S.K.N Factory

Research approach : Survey method

Research Instrument : Questionnaire

Sample Plan : Personal Interview

Sample Unit : Department wise employees

Sampling Method : Convenience sampling

Sample size : 100


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TATA DOCOMO

IN TRODUCTION

The Study conducted on job description with an Title “ Study on effectiveness job

description on employees Performance in D.K.S.S.K Factory” The organisation structure

and the job titles which are used in the company are studied for comparison with employees

duties and responsibilities and their effectiveness in productivity of the employees. Job

Description plays an important role in an organisation, as it guides the organisation in

defining the work to be performed by the people. Whenever the recruitment, selection and

appraisal is conducted, the Job Description acts as an important resource for guiding newly

hired employees in what they are specifically expected to do.

Job description is a structured document which contains the elements like job title, short

description of job title, expected background to job and responsibilities of job and main

activities of job.

At the same time it was important for the company to define the new job titles to replace the

existing posts. It had involved much of research work to find out the titles. Some of the

industrial practices were taken as reference and some of the journals from software, articles

and lots of search on internets were also made to find suitable titles. Innovative titles for the

company and to anylyse the effective job description in factory in different department

Effective Job Description a Means to Good Business:


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Effectively developed, job descriptions are communication tools that are significant

in organization's success. Poorly written job descriptions, on the other hand, add to

workplace confusion, hurt communication, and make people feel as if they don't know what

is expected from them.

Job descriptions are written statements that describe the duties, responsibilities,

required qualifications, and reporting relationships of a particular job. Job descriptions are

based on objective information obtained through job analysis, an understanding of the

competencies and skills required to accomplish needed tasks, and the needs of the

organization to produce work. Job descriptions clearly identify and spell out the

responsibilities of a specific job. Job descriptions also include information about working

conditions, tools, equipment used, knowledge and skills needed, and relationships with other

positions.

Job descriptions provide an opportunity to clearly communicate the company direction

and where the employee fits inside of the big picture.

Whether it is a small business or a large, multi-site organization, well-written job

descriptions will help to align employee direction. Alignment of the people the organisation

employ with its goals, vision, and mission spells success for your organization. As a leader,

organisation assure the interfunctioning of all the different positions and roles needed to get

the job done for the customer.

Job descriptions set clear expectations for what the company expects from people.


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According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do

and What To Do About It," this is the first place to look if people aren't doing what the

company want them to do. He says the organisation need to make certain that they clearly

understand its expectations. This understanding starts with the job description.

Job descriptions help to cover all your legal bases.

As an example, for compliance with the Indians with Disabilities Act (ADA), the company

should make certain the description of the physical requirements of the job is accurate.



person.

Clear job descriptions can help to select preferred candidates and address the issues and

questions of those people who were not selected.

Well-written job descriptions help organization employees, who must work with the

person hired, understand the boundaries of the person's responsibilities.

People who have been involved in the hiring process are more likely to support the success of

the new employee or promoted co-worker. Developing job descriptions is an easy way to

involve people in your organization's success.


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That said, for an effective organization in this decade, job descriptions can slow te

organization working down. They can strangle the organisation success and put people back

into the organizational chart boxes where it has been asking them to break out of for years.

In addition to the updating of regular goals and objectives suggested above, job descriptions

are an integral part of the performance management and evaluation system. They are used to

determine salary increases and bonus eligibility. They are a job reference for determining

how an employee spends her time at work. They provide a measurable focus for energy and

attention.


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LITERATURE REVIEW

4.2 Theoretical Background for Job Description:

Job Description is an important document which is basically descriptive in nature and

contains statement of job analysis. It serves to identify a job for consideration by other job

analysts. It tells us what it should be done, why it should it be done and were it should be

done.

A job description is a written statement of what the worker has to actually does, how

he or she does it, and the job’s working conditions are. The information to write a job

specification includes the knowledge, abilities and skills required to perform the job

satisfactorily.

There is no standard format for writing a job description. However, most descriptions contain

sections that cover

1. Job Identification

2. Job Summary

3. Responsibilities and Duties

4. Authority of incumbent

5. Standard of Performance

6. Working Conditions

7. Job Specifications

1. Job Identification:


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It contains the information like Job Title which specifies the name of the job such as

supervisor of data processing operations, marketing manager or inventory control clerk. Date

is the date the job description was actually written, and prepared by indicates who wrote it.

2. Job Summary:

The job summary should describe the general nature of the job, and includes only its major

functions or activities. It includes the general statement which gives the flexibility in

assigning the duties.

3. Responsibilities and Duties:

It presents the list of job’s major responsibilities and duties. Duties include establishing the

goals, executing plans and procedures and some strategies.

4. Authority of incumbent:

It also defines the limits of job holders authority, decision authority, direct supervision of

other personnel and budgetary limitations.

5. Standard of Performance:

Some job descriptions contain a standard of performance section. This lists the standards the

employees is expected to achieve under each of job description’s main duties and

responsibilities. Each duty listed in the job description, should result in a usable set of

performance standards.


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6. Working Conditions:

The job description may also list the working conditions involved on the job. These might

include things like noise level, hazardous conditions or heat etc.,

7. Job Specifications:

The job specification takes the job description and answers the question, what human traits

and experience are required to do this well. It shows what kind of person to recruit and for

what qualities that person should be tested. The job specification may b a section of the job

description or the separate document entirely.

4.3 Major Steps of Job Description:

Job analysts have to write the job description after consulting the worker and the

supervisor. After writing the preliminary draft, the job analyst has to get further comments

and criticism from the worker and supervisor before preparing the final draft. The following

modes may be used in writing job description

1. Get the questionnaire filled in by the immediate supervisor of the employee.

2. Job analysts has to complete the job description form by the observing the actual work

being done by the employee and

3. All the information pertaining to the job should be secured from the worker.

Uses of Job Description

Job description has several uses such as:


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(i) Preliminary drafts can be used as a basis of productive group. Discussion,

particularly if the process starts at the executive level.

(ii) It aids in the development of job specification, which are useful in planning

recruitment, in training and in hiring people with required skills.

(iii) It can be used to orient new employees towards basic responsibilities and duties.

(iv) It is a basic document used in developing performance standards.

(v) It can be used for job evaluation, a wage and salary administration technique.

A job description enables the manager to frame suitable questions to be asked during an

interview. It is particularly helpful when the application form is used as a tool for eliminating

the unfit personnel. According to Zerga. Who analyzed 401 articles on job description about

30 years ago, a job description helps us in:


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i) Job grading and classification;

ii) Transfers and promotions;

iii) Adjustments of grievances;

iv) Defining and outlining promotional steps;

v) Establishing a common understanding of a job between employers and

employees;

vi) Investigating accidents;

vii) Indicating faulty work procedures or duplication of papers;

viii) Maintaining, operating and adjusting machinery;

ix) Time and motion studies;

x) Defining the limits of authority;

xi) Indicating case of personal merit;

xii) Facilitating job placement:

xiii) Studies of health and fatigue

xiv) Scientific guidance

xv) Determining jobs suitable for occupational therapy

xvi) Providing hiring specifications: and

xvii) Providing performance indicators.

Job description helps top executives, especially when they jointly discuss one another's

responsibilities, Overlapping or confusion can then be pointed out: questions can be raised

about the major thrust of each position, and problems of structure can be identified. A job


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description becomes a vehicle for organizational change and improvement.

Some companies have more than one job description for each job; a detailed version may

be used in training and in evaluating a job, while a shorter version may be used in planning

and hiring of management.

Components or contents of Job Description: A job description contains the following data:

(i) Job identification, or Organisational Position which includes the Job title, alternative

title, department, division, plants and code number of the job, The job title identifies and

designates the job properly, The department. Division. etc,. Indicate the name of the

department where it is situated - whether it is the maintenance department, mechanical shop.

etc, The location gives the name of the place, The portion of job description gives answer to

two important questions: to what higher level job is this job accountable; and who is

supervised directly'!

(ii) Job summary serves two important purposes, First it provides a short definition

which is useful as an additional identification information when a job title is not adequate.

Second it serves as a summary to orient the reader towards an understanding of detailed

information, which follows. It gives the reader a "quick capsule explanation" of the content

of a job usually in one or two sentences, 27

(iii) Job duties and responsibilies give a comprehensive listing of the duties together

with some indication of the frequency of occurrence or percentage of time devoted to each

major duty. It is regarded as the heart 'of a job, It tells us what needs to be done'! how it

should be done'! And why it should be done'! It also describes the responsibilities related to

the custody of money, the supervision of workers and the training of subordinates.

(iv) Relation to other jobs : This helps to locate the job in the organization by indicating


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the job immediately below or above it in the job hierarchy. It also gives an idea of the

vertical relationships of work flow and procedures.

(v) Supervision : Under it is given the number of persons to be supervised along with

their job titles. and the extent of supervision involved.- general, intermediate or close

supervision.

vi) Machine, tools and equipment define each major type or trade name of the

machines and tools and the raw materials used,

(vii) Working conditions usually give us information about the environment in which u

job holder must work. These include cold. heat, dust, wetness, moisture. Fumes , odour, oily,

conditions. etc. obtaining inside the organization.

(viii) Hazard s gives us the nature of risks to life and limb, their possibilities of

occurrence, etc.

Developing job Descriptions or Guidelines for Writing a Job Description:

Opinions differ on how to write job descriptions. Some experts are of the view that these

should be written in detail and in terms of work flow, other!! Fee that these should be written

in terms of goals or results to he achieved. in other words as performance : standards (or what

is popularity known as "management by objectives"). The prevalent thinking is that job

descriptions should be written in terms or duties and responsibilities i.e. in terms of functions

of functions performed.

Job descriptions arc written by Personnel Department or its representatives.

Although there is no set way of writing a job description, the following pattern is fairly

typical, and used by many companies”


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i) A paragraph is allocated to each major task or responsibility,

ii) Paragraphs are numbered and arranged in a logical order, task sequence of

importance

iii) Sentences are begun with an active verb, e.g. “types letters," "interviews the

candidates," "collects, sorts out. routes and distributes mail"

iv) Accuracy and simplicity are emphasized rather than an elegant style.

v) 'Brevity is usually considered to bl.' important but is largely conditioned by the

type of the job being analyzed and the need for accuracy,

vi) Examples of work performed are often quoted and are useful in making the job

description explicit.

vii) Job descriptions. Particularly when they arc used as buses for training often

incorporate details of the faults which may be encountered in operator tasks

and safety check points.

viii) Statements of opinion, such as “dangerous situations are encountered,” should be

abided.

ix) When job description are written for supervisory jobs, the main factors (such as

meaning cost control etc.) are identified and listed. Each factor is then broken

down into a series of elements which a note on the supervisor’s responsibilities.

The British Institute of Management Publication adds four more guidelines’

i) Give a letter, concise and readily under stable picture of the whole job.

ii) Describe in sufficient detail each of the main duties and responsibilities; .

iii) Indicate the extent of direction received and supervision given,


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iv) Ensure that a new employee understands the job if he reads the job description

Limitations of job Description :

In any use of job descriptions. it should be remembered that these descriptions are not

perfect reflections of the job, "The object of a job description is to differentiate it from other

jobs and set its outer " limits,"

Further, executives tend to carry work patterns with them into new jobs thus modifying

the job drastically.

'To avoid such problems_ care must be exercised in writing a job description to make it

as accurate as possible, and at the managerial or professional levels, it should be reviewed

and discussed after the job, jobs tend to be dynamic, not static. and a job description can

quickly go out of date, Therefore. Jobs should be constantly revised and kept up-to-date, and

the personnel and the other departmental heads should be apprised of changes,

Both supervisors and subordinates should understand,) the uses to which a job

description would be put so that appropriate information is recorded by them. The relevant

parties should agree that a jab description fairly reflects the job; otherwise job evaluation

and job performance review would seem to unfair.

NEED OF THE STUDY


SOUMYA.T.SHINTRE

TATA DOCOMO

This study clear that whether Job descriptions at D.K.S.S.K.N Factory provide an

opportunity to clearly communicate the company direction and where the

employee fits inside of the big picture of factory in various department.

This study shows how Job descriptions set clear expectations for what the

company expects from people



person.

To visualize Well-written job descriptions help organization employees, who

must work with the person hired, understand the boundaries of the person's

responsibilities.


SOUMYA.T.SHINTRE

TATA DOCOMO

LIMITATIONS OF THE STUDY:

The major limitations of the study was time. Within very short span of time the amount of

work that has to be carried out was very vast. And most our work was inclusive of the

confidential documents which were not supposed to be put in the project.

OBJECTIVES OF STUDY:

To study job description format of employees in various department. Of

D.K.S.S.K.N Factory.

To study the organization structure working style and the corporate culture followed

To focus the study in the areas of Job Description as a HR Tool

To study how job description helps to do the employees to improve the

productivity & performances

Helping the organisation in forming the new job titles and giving them a valuable

input in terms of recommendations


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TATA DOCOMO

INDUSTRY PROFILE

India has been known as the original home of sugar and sugarcane. Indian mythology

supports the above fact as it contains legends showing the origin of sugarcane.

India is the second largest producer of sugarcane next to Brazil. Presently, about 4

million hectares of land is under sugarcane with an average yield of 70 tones per hectare.

India is the largest single producer of sugar including traditional cane sugar sweeteners,

khandsari, and Gur equivalent to 26 million tones. Even in respect of white crystal Sugar,

India has ranked No. 1 position in 7 out of last 10 years.

Traditional sweeteners Gur & Khandsari are consumed mostly by the rural population

in India. In the early 1930’s nearly 2/3 rd of sugarcane production was utilized for production

of alternate sweeteners. Gur & khandsari. With better standard of living and higher incomes,

the sweetener demand has shifted to white sugar. Currently, about 1/3rd sugarcane production

is utilized by the Gur & khandsari sectors. Being in the small scale sector, these two sectors

are completely free from controls and taxes which are applicable to the sugar sector.


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The advent of modern sugar processing industry in India began in 1930 with grant of

tariff protection to the Indian sugar industry. The number of sugar mills increased from 30 in

the year 1930 -31 to 135 in the year 1935-36 and the production during the same period

increased from 1.20 lakhs tones to 9.34 lakhs tones under the dynamic leadership of the

private sector.

The era of planning for industrial development began in 1950-51 and Government lay

down; targets of sugar production and consumption, licensed and installed capacity,

sugarcane production during each of the Five Year Plan periods. The targets and

achievements during various plan periods are given below.


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GROWTH OF INSTALLED CAPACITY OVER THE YEARS:

Year No. of factories in operation Installed capacity (L/tones) Actual sugar production

(L/tones)

1950-51 139 16.7 11.0

1955-56(I) 143 17.8 18.9

1960-61(II) 174 24.5 30.2

1965-66(III) 200 32.3 35.4

1973-74(IV) 229 43.1 39.5

1978-79(V) 299 59.1 58.4

1985-86(VI) 339 72.7 70.2

1990-91(VII) 377 98.5 120.5

1995-96(VIII) 415 127.6 164.3

1999-2000 423 161.8 182.0

2000-2001 437 168.2 185.1

2001-2002 433 176.8 185.3

2002-2003 453 180.0 201.0

2003-2004(E) 461 185.0 170.0

2004-2005

2005-2006

190

200

205.0

220

192.0

210.0


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E-Estimated

The small size new units licensed by the government were supported with a scheme

of announced on 25th November, 1975 known as Sampth committee Incentive. It provides r

percentage of free sale quota to both new sugar factories and expansion in existing in existing

units. This I to a mushrooming growth of relatively small sized sugar units in the county.

Under the policy of licensing, Government initially permitted small sized new

units of 1250 capacity only and later on increased the minimum economic size of plant to

2500 TCD. Similarly capacity expansions initially allowed up to 3500 TCD only were

subsequently raised to 1 TCD and finally these expansion limits were withdrawn in 1990.

As a result, the industry has grown horizontally with an all India per unit

average capacity of 500 TCD. As against this, this has been consolidation and move towards

larger per unit capacity I over the world, as would be evident from the following table

Statement Showing Distribution Of Sugar Mills With Cane Crushing Capacity And

Sugar Production Per Unit In Various Countries


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Country No. of units Average cane crushing

per day (tones)

Average cane crushing

per unit (tones)

Thailand 45 10307 140540

Australia 28 9216 183321

Brazil 213 9168 64018

South Africa 13 6877 137769

Mexico 67 4749 71015

Colombia 10 4590 214900

Cuba 156 4229 45538

Hawaii 9 4111 44111

Mauritius 16 3195 42970

India 430

*Based on 1998-99

2527 35000

Source: High Power Committee

Government enacted the Sugar Development Fund Act & Rules which provide for levy of.

Per qtl. Of sugar known as Sugar Development Fund (SDF). The SDF is utilized for granting

term loans to sugar mills for modernization and grants of research projects in the sugar r

besides creation of buffer stocks as and when required to ensure price stability. A number of


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I are in the process of expanding their capacities and modernizing their plant with the

assistance: from SDF.

Government delicensed sugar sector in August, 1998. It is now open to

entrepreneurs to set up r mills without a license but at a distance of 15 kms away from the

existing factory. Sugar unit’s r free to expand their capacity and also put up higher capacity

new units. This should help to consolidate and expand their capacities wherever cane

potential exists

PRESENT POSITION

I Indian Sugar industry am the second largest agro-processing industry in the country.

No. of sugar factories established 507

Total Capital Employed Rs. 50,000 Crores

Total Annual Turnover Rs. 25,000 Crores

Total Payment to Cane growers Rs. 18,000 Crores

Contribution to Central & State Exchequers Rs. 17,000 Crores + 800 Crores

Direct Employment: Rural Educated 5.00 Lakhs

Farmers / Families involved in Sugarcane (7.5% of

Rural Population)

45 Million


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In global sugar economy, the Indian sugar industry has achieved a number of milestones.

Largest Sugar Producer in 7 out of 10 years.

Second Largest Area under Cane/Cane Production.

Amongst the cost-effective industries with its field cost (Sugar cane) being the second

lowest, despite small land-holdings and low productivity

Fourth efficient processor of sugar despite low capacity of its sugar plants as

compared to very large-size plants in other parts of the world.


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POLICY:-

The present policy of partial decontrol 10% of production by each unit is

supplied for public distribution system i.e. as levy sugar at Govt. notified prices admittedly

below 20% of the actual cost of production. The levy sugar is I to the public irrespective of

their economic status. The balance 90% is sold in the free market against monthly\issued by

the Government. This policy has been continuing since 1967-68 except for brief periods of

de-control me during the years of surplus production and accumulated sugar stocks.

Government announces the Statutory Minimum Price (SMP) for sugarcane every year based

on recommendations of the Commission for Agricultural Costs and Prices (CACP). In the

year 3-04, Government announced Rs. 73.00 per quintal linked to a basic recovery of 8.5%.

For every 1% increase in recovery, the grower gets a premium of Rs.0.85./qtl. In actual

practice, the sugar pays much higher prices than SMP


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COMPANY PROFILE

The farmers in this are were very eager to have sugar factory. Most of the villages in

Chikkodi, Raibag, and Athani Taluk have fertile land and are situated near by Krishna River.

The founder Shree Chidanand B. Kore and chief promoter Shree shantappa Y. Mirgi felt it

necessary to start the factory in this area and the factory was registered by the support of

shareholders on 5th March 1969.

The factory is located 10 Kms away from Chikodi town in Belgaum District.

INDUSTRIAL LICENSE NUMBER

1) The Factory was got industrial license number for its original project as

1-25/N-250/CC dated 16/10/1970.

2) For the fist phase expansion factory got industrial license number LI-450 (82) dated

05/07/1982 for the 2000 TCD.

3) For the second phase of expansion factory industrial license number as LI-408(92)

dated August 1992 for the 3500 TCD.

COST OF THE PROJECTS

a) The factory spent Rs. 337.00 lakhs as its original project.

b) For the first phase of expansion the factory incurred cost of Rs. 349.00 lakhs

c) For the second phase of expansion the factory spent of Rs. 2700.00 lakhs.


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FACTORY STRUCTURE

Shree DKSSKN. as one of the best working co-operative sugar factories in our state

commencing it first production during the year 1974-75 with an initial capacity of 1250

TCD. It had expanded its capacity in 2 phases during 1984-85 and during 1994-95. The

present crushing capacity is 3500 TCD; through crushing capacity are 3500 TCD and daily

crushing on an average 4500 TCD.

AIMS & OBJECTIVES OF THE COMPANY

The object of the society is to encourage proper development of Agricultural

Industrial amongst members on Co-operative lives by promotions of principal and methods

of co-operative and joint forming methods so as to secure best merits of modern large scale

agriculture production to the owners of lands and for this purpose.

a) To encourage self help, thrift and co-operate amongst members.

b) To acquire lands either by way of purchase or otherwise for cultivation of Sugar-cane and

other cost and for erection of building, go downs staff quarters etc and for installation of

machinery’s.

c) To manufacture Sugar Jogger and their by products out of Sugar-cane grown and

supplied by members of the society and other and to sell the same to the best advantage.

d) To undertake such other activities as are identical and conductive to the development of

the society etc.

e) To acquire and install machinery for the utilization of by products and buy raw materials

and sell finished products is the course of utilizing and marketing the by products.


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f) To organize the internal working system of the company as per McKinney’s 7s

framework.

ADMINISTRATION DEPARTMENT

The most of work of the department is future planning as a standardization of time

and work and dealing with other companies.

The work of administration department is conceptual decision taking with the

permission of Chairman, Director, M.D, and Senior Manager.

ENGINEERING AND QUALITY CONTROL DEPARTMENT

In DKSSKN the engineering department looks after mechanical, civil construction,

improving production method. Quality control department checks the quality incoming raw

material, work in progress and finished goods. Simplifying of work and power generation

and also deals with good working condition, maintenance of go down, installation of

machinery etc.

CANE DEPARTMENT

In DKSSK cane department deals with registration of Sugar Cane with growers, good

quality maintenance, developing high yields varieties and also term loans and subsides to the

farmers who are growing sugar cane for this company and now giving seeds of sugar cane to

grow variety sugar cane and this department has consultant to consult sugar cane and I/P.

STORES DEPARTMENT


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This department deals with storage of raw materials and issues the same to those who

require it stores necessary materials for production, codification for materials and issuing

them whenever required and it consists 110 employees.

ACCOUNTS/FINANCE DEPARTMENT

The DKSSKN Chikkodi Sugar Company’s growth in terms of turnover and

profitability besides investment in the block of assets and working capital has been

satisfactory over a period of time. Unless proper accounting of the various transitions of the

company taking place out systematically, the real control on the various functional areas of

the company will be lost to the management.

All the transactions of the company will be accounted on accrual basis only except

where deviations are permitted by the management through its accounting policies.

MAIN FUNCTIONS ARE AS FOLLOWS

Registration and scrutiny of sale orders pertaining to equipment and spare parts.

Preparation and submission of invoice to customers for payment

Accounting of sales and sales realization.

Receipt of cash, cheque and bank drafts etc and issue of official receipts for the same.

Follow up or watch of transfer or receipt of funds to and from regions or district

offices.

Operation of bank accounts.

Maintenance of journal, expense ledger, and general ledger.


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Preparation of trail balance, profit and loss account, and balance sheet.

DKSSK HAS A SOME DEVELOPMENTAL PROGRAMMES FOR

CANE

The unit is undertaking cane development programmers which will be a part will be a part of

its activities they are

1) Loans are provided to formers to take up new variety of cane activities.

2) Subsidies are provided to farmers.

3) Pressmud and by products is supplied to farmer on fertilizers free to work.

PROCESS DEPARTMENT

Process department is given integral part of the organization. It looks after work of

different process of sugarcane into the consumer sugar.

PROCESS OF CANE

Cane will be crushed in five mills. Juice will be transferred to boiling stations. In the

boiling station for the purpose of purification Sulphur and lime powder will be added

proportionality.

BY –PRODUCT OBTAINED AND USED FOR

The following by products are obtained from the process


SOUMYA.T.SHINTRE

TATA DOCOMO

1) Molasses: Molasses is used in alcohol industry as chief raw material and for feeds

manufacturing.

2) Pressmud: Presumed is used for fertilizers.

3) Begasse: Begasse is used in paper factory for manufacturing paper and cardboard and

used for boilers for fairing purposes.

It is also used as fuel for producing Electricity. It is used for running High pressure

boilers.

PURCHASE DEPARTMENT

Purchasing procedure vary considerably according to the needs of the organization and

authority delegated to purchase managers the success of organization is based on

effective inventory management system and UN interrupted production schedule. This is

achieved with adequate purchasing function.


SOUMYA.T.SHINTRE

TATA DOCOMO

OBJECTIVES

1) To receive purchase requisition from the stores department production centers or any other authorized sources.

2) To invite quotations from a number of suppliers.

3) To make arrangements for the purchase of appropriate quantities at any given times.

4) To ensure the purchase of the correct quality under trade or brand name by sample, description.

5) To follow up the orders placed.

6) To receive incoming suppliers, verity quantity test and inspect them.

7) To arrange for the storage and issue of materials.

SOCIAL AND WELFARE ACTIVITY

It also known as personal department which deals with the workers or employees. In

this department the main role is its sets the wage rate of workers, total house of work. It also

attends to the problems of the workers and also solvers turn.

The following are the facilities given to the employee or workers.

1) Half an hour’s rest interval.

2) Canteen facilities.

3) Weekly holiday (Every Sunday)

4) 15 days holiday in a year.

5) 12 days casual leave in a year

6) 12 days sick leave in a year


SOUMYA.T.SHINTRE

TATA DOCOMO

7) Medical treatment

8) Provident fund

9) Employees pension

10) Death come retirement relief fund.

11) Sport and recreation facilities etc.

POLLUTION CONTROL PROGRAMMED

To arrest fly ashes and dust emerged out of boilers the factory has installed a machine

called dust controller. Further the factory has installed efficient treatment plant to neutralize

the efficient by using lime.


SOUMYA.T.SHINTRE

TATA DOCOMO

SWOT ANALYSIS

STRENGTHS:

Well established since long time.

Strong network from all aspects-location, transport, and infrastructure.

Good financial supports whenever needed are provided by both State and Central Governments

Located in the heart of the city

Concept of Multi joint-products

New power plant which is constructing now is needed for future growth.

WEAKNESS:

Absent of motivating incentives.

Lot of training required for all levels of employees.

Company employees lacking in skills, ability, and knowledge.

OPPORTUNITIES:

They can obtain training

Frame proper policies and procedures

Restructuring of man power

Re-engineering.

THREATS:


SOUMYA.T.SHINTRE

TATA DOCOMO

Other units

Competition

Decrease in Sugar growth.

Diversified resources such as raw materials due to many sub unit initialization.

MC KINSEY 7S MODEL

The 7-S model of Mc Kinsey is a Value Based Management (VBM) model that

describes how one can holistically and effectively organize a company. Together these

factors determine the way in which a corporation operates.

The first three elements are strategy, Structure and system are considered as hardware

of success, the meet four elements are style, staff, skills, and shared values/super ordinate

goals are the software of any company.

According to the 7’s Model


SOUMYA.T.SHINTRE

Structure

Systems

Strategy

Shared

ValuesSkills

Staff

Style

TATA DOCOMO

1) STRATEGY

The way in which a business aims to improve its position in relation to its

competition is embodies in its strategy or the way of doing something in an organization.

In DKSSK, introduce new technologies and products strategies importance in

time with national objective to improve quality reliability of products there by attaining the

international standards.

2) SYSTEM

System refers to how the production system, distribution, information system

and security system is maintained in its company.

a. Production System

The process of production consisting of input of sugar cane and output of the sugar.

b. Distribution System

The distribution system of the precuts produced is in the following way:

Direct sales are made with in the state and outside the state.

Indirect sales are made outside the country and the depot sales are also made.

The producers are also sold directly to the consumers or sold to the wholesales.

c. Information system

Structure of information system


SOUMYA.T.SHINTRE

TATA DOCOMO

d. Security System

The DKSSKN has strict Security system.


SOUMYA.T.SHINTRE

CHAIRMAN

MANAGING

SENIOR GENERAL

HEAD OF THE DEPARTMENT

SECTION

TATA DOCOMO

In the maintenance of accounts after the record have been closed, the records are

kept in the room and closed the room is opened only with permission of higher authority. If

the visitors went to inter they have to take prior permission with the authority and after

entering they are not suppose to go any dept other then the department from whom they took

the permission.

3) STRUCTURE

The general admission of the company is carried out by the following departments

and these are downwards communication in the company. The information flows from the

top level of management to the lower levels.


SOUMYA.T.SHINTRE

TATA DOCOMO

ORGANIZATION CHART

.


SOUMYA.T.SHINTRE

Go down Sectio

n

Computer

Sales GM (Dis

t)

Engineerin

g

Store (Keeper

)

Medical Office SPDT

Chief A/C

Office

HRO/P

Production

Chief Chemi

s

Dist Chemis

Co- Gen Salary Cane

A/cSales wage

Safety

Welfare

Legal Section

Board of Management

Board of Director

Secretary

Est sectio

n

Meeting Section

Inward & Out Ward Section

Share

Section

TATA DOCOMO

4) STYLE :

The style which is portrayed to outside world is derived from the style and behaviors

exhibits inside organization. The internal style of the organization effects new staff feels

thinks and does their jobs. Therefore an organization is reflection of its structure.

5) SHARED VALUES/ SUPER ORDINATE GOALS.

Shared values is refers to company policies. In Chikkodi Sugar Company limited the following policies are maintained.

Quality policy

Environment policy

T.P.M. Policy [ Total productivity management]

Quality Policy

Quality leading to customer satisfaction shall be the top priority, this shall be

achieved by complying to the requirements of the quality management system and

continuously improve its effectiveness

Environment Policy

The DKSSKN is committed to comply with the requirement of relevant environment

regulation and the standards by implementing environment management system and

continually improve its effectiveness.

Total productive Management policy

The DKSSKN is committed in maximizing limited is committed in maximizing

overall plants effectiveness to make Chikkodi Sugar Company a World class company

through total productive manufactured by

Promoting automates maintenance culture.


SOUMYA.T.SHINTRE

TATA DOCOMO

Involving all employees and building culture.

Minimizing the losses and reduced the cost

6) STAFF

Good hard working citizen play essential role in the development of nation. The

employee is responsible for the success or failure of company.

The company has totally 1000 workers are working is the company.

They are divided as follows

No. Of workers

1) Permanent worker 330

2) Seasonal workers 279

3) Consolidated worker 60

4) Daily wage worker 150

819

Company is paying salary of 60,00,000 per month to its workers.

7) SKILLS


SOUMYA.T.SHINTRE

TATA DOCOMO

Skills here refer to how the training will be given to the employees and employees.

The training will be given in 2 months they are

a) On the job

This is one of the oldest method, under this method, the individual place is on the regular job

and taught the skill necessary to perform that job on the job training has the advantage of

giving first hand knowledge and experience under the actual working conditions. This

training is given to employees.

b) Off the job

In this methods trainee is separated from the job situations and his attention is focused upon

learning the material related to his future job performance. There is an opportunity for

freedom of expression for the trainees.


SOUMYA.T.SHINTRE

TATA DOCOMO

PRODUCT PROFILE

PROCUREMENT

The factory obtains the sugarcane, which is required from more then 1000 farmers

and by the company farms and others raw materials which are required for the operation is

taken from the vendor there vendors will be evaluated on the basis of price and quality and

then the required raw materials will be taken for the efficient vendors.

The transport of sugar came from farmers to the factory will be engaged throng

Lorries which will be taken through bidding at the time of harvesting and also farmers

themselves supply by their own bullock carts or by tractors.

CANE WEIGHMENT

There are 12 outlaying weigh bridges situated round about Chikkodi for delivering

the sugarcane from the farmers.

Double check has been provided over the weighment of cane transported from

outstations.

OPERATION

The sugarcane which is carried by Lorries or other will be directly fed to the machine

where the initial process starts. At the starting point these are knives which cut sugar care.

After this in the next step there is sharp cutter which cuts the sugarcane bunches into

very small piece. Then it will go to trade marbs (a series of rollers used for crushing purpose)

for crushing. Then the juice produced will be going to further next process and there Bagsse

will be left out. Then they add flocculent [used for mud setting] milk sanitation etc and then

after it will go through pans and Mesquite for this Mesquite they will add sodium Hydro

Sulphite (to bleach the mesquite) and it will be separated out end the molasses will be send to

distillery and they white sugar will be bagged.


SOUMYA.T.SHINTRE

TATA DOCOMO

BY PRODUCTS OF SUGAR MANUFACTURER

The chief by products of sugar manufacturing are

1. Bagsse

Bagsse is the by product of sugar left behind after cursing of sugarcane. It is used as a

fuel in the sugar factory boiler. Excess Bagsse finds use as raw materials in paper

manufacturing industry.

2. Molasses

Molasses is a by product of sugar refining chiefly used for alcohol production. The

entire molasses output is routed to the distillers unit which is maintained by the organization.

3. Pressmud

Pressmud is the by product generated by cane juice filtration during sugar

manufacture, currently. Pressmud is used as a fertilizer in sugarcane cultivation.


SOUMYA.T.SHINTRE

TATA DOCOMO


SOUMYA.T.SHINTRE

FLOW CHAR OF SUGAR MANUFACTURING

Bagging

Molasses

Dispatching

Boiler to mane cite

Surplus syrup to vacuum pans

Dry chaff fed into boilers as fuel

Weighted cane – Hauled to crushing yard

Cane unloaded on to the carrier

Cane cut into pieces

Crushed in successive mills

Juice treated with lime and surplus & heated

Subsider

Clear juice

Filter cake used as manure

Sucm

Clear juice

Evaporates

Concentrated Syrup

Centrifugal

Power Alcohol

Sugar

Portable Alcohol

TATA DOCOMO

THE FOLLOWING STATEMENT SHOWING YEARLY SUGAR-CANE CRUSHED, PRODUCTION, AND AVERAGE.


SOUMYA.T.SHINTRE

Year Crushedsugar-cane(in Tones)

Production (in Quintal)

Average

1974 – 751975 – 761976 – 771977 – 781978 – 791979 – 801980 – 811981 – 821982 – 831983 – 841984 – 851985 – 861986 – 871987 – 881988 – 891989 – 901990 – 911991 – 921992 – 931993 – 941994 – 951995 – 961996 – 971997 – 981998 – 991999 – 002000 – 012001 – 022002 – 032003 – 042004 – 052005 – 062006 – 07

98077160014220490230480242339139225182601249800225635113834224702305305377224485928407550469226522048468922409158405230544627637165396649638040833457890709720041734954805047421461815447863447703448

9060414966721208821596121876913336016775823204024225810720021433427288735657942983530511444588349088840578634292319326444103584600335792549762738170740086614749604005660312395310650311614105604002

10.8211.0910.4710.6710.0810.4410.8810.8710.5510.3210.1311.0810.4811.1011.1411.0510.5611.5611.0412.5212.1710.8310.1711.5811.2811.0111.7011.8011.9010.2011.9111.0909.09

TATA DOCOMO

SHREE D.K.S.S.K.N.-CHIKODI,

Taluka – chikodi, dist.- Belgaum

NAME of the Organization : Shree D.K.S.S.K.N.-Chikodi.

Location : Nanadi Village.

Tal.-Chikodi, Dist.- Belgaum

Karnataka.

Redg. Office : Chikodi.

Ph. No. – 08338-276931 To 35

Fax : 08338 – 276105

E-Mail – [email protected]

Construction : Building Layout, Garden & Light

Facilities.

Capacity : 5500 tones sugar cane crashing / day.

20.7 M. W. Power Generation.

30 K.L.P.D. Restrified Spirit.

Turnover : 450 to 500 Crores / Anum.

Employees : 775.

Major Customers : All registered sugar traders.

K.P.T.C.L.


SOUMYA.T.SHINTRE

mailto:[email protected]

TATA DOCOMO

All registered excise contractors.

Competitors : Halsiddhanath S.S.K.N.

Shree Datta S.S.K.N. (Pvt Ltd.)

Ugar Sugar Workers.

Shree Guru Datta, Takali (Kolhapur).

Total Department in D.K.S.S.K.N Factory:

1) General Administrative department

2) Accounting Section

3) Sales Department

4) Agricultural Department

5) Mechanical Department

6) Manufacturing Section


SOUMYA.T.SHINTRE

TATA DOCOMO

Total 117 Designation have made in DKSSKN Factory as Described below:

S.No QTY DESIGNATION

Administrative Department

1 1 Managing Director

2 1 chief account officer

3 1 marketing manager

4 1 Labour Welfare Officer

5 1 Cashier

6. 1 Cane Head Clerk

7. 1 Steno

8. 1 Sr. Asst. accountant

9. 1 Sales Manager

10. 4 Gen Asst

11. 1 Asst store Keeper

12. 1 Security officer

13. 43 Clerk

14. 1 computer operator

15. 4 Typist

16. 2 Phone Attender

17. 1 Store Helper

18. 14 Peon

19. 09 Watchman


SOUMYA.T.SHINTRE

TATA DOCOMO

20. 1 Jamadar

Agricultural Department.

21. 2 Cane development officer

22. 1 A.C.D.O. Farm Manager

23. 1 cane yard Supervisor

24. 1 Cane Inspector

25. 4 Field man

26. 41 Field Assitant

27 2 Civil Overseer

28 3 Civil Maistry

29 2 Mason

30 1 Carpenter

31 1 Sanitory Inspector

32 1 Swanger

33 1 Sweeper

CANE YARD SECTION

34. 2 CANE Yard supervisor

35. 9 Weighnment clerk

36. 2 w. s. writer

37. 6 Purji Writer

38. 2 D.C.P.S.W

39. 2 Seasonal work


SOUMYA.T.SHINTRE

TATA DOCOMO

40 2 W.B. Attend

41 7 C.F. Mukadam

42. 24 Slip Boy

MECHANICAL SECTION :

43. 1 Project Co-ordinater

44. 3 Asst Engineer

45. 8 Boiler Att. I-class

46. 4 Boiling House Fitter-I

47. 1 Head Fitter(B.H)

48. 4 Mill Fitter-I

49. 1 Workshop Fitter-I

50. 1 Instrimment Mechanic

51. 1 Turner-I

52. 4 Fitter-II

53. 1 Mill Fitter-II

54. 3 Electrician

55. 1 Pattern Maker

56. 1 Motor Winder

57. 1 Workshop Fitter-I

58. 3 Mill Turbine Operator

59. 2 workshop Fitter –II

60. 1 Machinist


SOUMYA.T.SHINTRE

TATA DOCOMO

61. 2 Wireman-I

62. 2 Wireman-2

63. 1 S.B. attender

64. 7 Khalashi

65. 3 Electrical Helper

66. 1 Welder-III

67. 19 Fitter Helper

68. 2 Turner Helper-III

69. 1 TurbineAttender

70. 2 J.P Att

71. 1 Tinssmith

72. 1 Blacksmith

73. 13 Boiler Attender-II class

74. 2 Boiling Fitter-II

75. 1 Boiling h. fitter-I

76. 1 wire man-II

77. 1 Wireman-I

78. 1 Machnist

79. 1 Workshop Fitter

80. 1 Oilman

81 2 Cane Un.Operater

82. 2 Cane Carrier Oper.


SOUMYA.T.SHINTRE

TATA DOCOMO

83. 1 Feeding Table Oper

84. 1 RBC Attender

85. 1 Water Level Attender

86. 1 Air Comp. Attender

87. 9 Pumpman.

88. 1 Instr.Helper

90. 2 Mill Majadoor

91. 3 Boiler Majadoor

92 1 Sweeper

93. 1 Fitter Helper

94. 1 Mill Fitter

95. 1 Wireman-I

96. 1 Wireman-II

97. 1 Wireman-III

98. 2 Wireman Helper

99. 2 Welder

100 3 Khalashi

101. 1 S.B Attender

102. 1 Winder Helper

103. 1 Turbine Operater

MANUFACTURING DEPARTMENT:-

104. 1 Chief Chemist


SOUMYA.T.SHINTRE

TATA DOCOMO

105. 4 Mfg. Chemist

106. 1 Env Engineer

107. 3 Lab Chemist

108. 4 Pan Incharge

109. 2 Panman

110. 1 Asst Panman

111. 2 Juise Sup/Mfg Asst

112. 4 Evaporate Operater

113. 2 Centrfugal Mate

114. 2 Vaccum Filter Attn

115. 1 Juice Heater Attn

116. 5 Centrifugal Operater

117. 1 Melter Mazdoor


SOUMYA.T.SHINTRE

TATA DOCOMO

SAMPLE & SAMPLING TECHNIQUES

When the filed of enquiry is large, a small representation of the larger whole is taken. The

selected respondents are called the sample and the selection process is

called "Sampling Technique". In this study the total shop floor workers of the company that

is 100 employees are treated as sample.


SOUMYA.T.SHINTRE

TATA DOCOMO

DATA COLLECTION METHOD:

The information necessary for this survey is collected by trapping primary and secondary

sources.

Primary Sources.

Questionnaire

Personal Interaction

Secondary sources

Previous reports on employee satisfaction

Related information from internet.

Books and publication

Research Design:

In research design of this project the study was conducted using survey method. I took all the

100 employees as sample and took their responses using the research instrument as

questionnaire; the questionnaire was personally given to each other.


SOUMYA.T.SHINTRE

TATA DOCOMO

Research Methodology:

Data Source : Primary Data (Field Survey)

Secondary data-Internet,

Area of Research : D.K.S.S.K.N Factory

Research approach : Survey method

Research Instrument : Questionnaire

Sample Plan : Personal Interview

Sample Unit : Department wise employees

Sampling Method : Convenience sampling

Sample size : 100

Measuring tool:

A tool is an aid with which necessary and relevant information can be fetched systematically

to the subject matter.

The personal interaction method was the tool of data collection. The schedule contains

several Question resulting to different aspects of the problems under analysis. Open and

closed - ended questions were used for the interview.


SOUMYA.T.SHINTRE

TATA DOCOMO

Requirements & Projected Benefits to the Organization

Sample of Some Job description formats

In JOB CHART AND RESPONSIBILITIES OF TECHANICAL PERSONNEL ASSISTANT

ENGINEER (MECHANICAL)

Assistant engineer shall be responsibility to manage men and machinery during his

shift during crushing season of the factory and represent himself as incharge of chief

engineer. He should be responsible to and work under the supersion and control of chief

engineer and assist him to achieve the objectives and targets prescribed by the management.

During off season he should look after overhauling and maintenance of the machinery which

are assigned to him. His duties and functions shall as under :

1) he should manage and supervise subordinate staff assigned to his shift or to

lookafter overhauling.

2) He should assist chief engineer in maintaining machinery and installations in

proper condition and overhauling thereof.

3) He should assist chief engineer in compliance of statutory requirements entrusted

and concerned to him.

4) He should assist chief engineer in installation ,execution and maintenance of new

machinery units machinery proposed by him.

5) He should advise to chief Engr . about safety measures to be taken.


SOUMYA.T.SHINTRE

TATA DOCOMO

6) He should assist chief engr. In preparing requirement ,materials actually required

for overhauling ,maintenance and operations so as to avoid unuseful and

unnecessary purchased

7) he should examine quality and quantities of materials purchased and report to

chief engineer.

8) He should manage men and machinery entrusted to him in such a way that

breakdown and stoppages are minimized.

9) He should look after proper house keeping and cleanliness and arrange collection

of scrap and discarded materials in scrap yard .

10) He should supervise work of surbordinate staff and bring to the notice of chief

egg. Acts & omission on their part required to be punished.

11) He should encourage subordinate staff provided to him to extracts their

maximum efficiency.

He should try to reduce over time and ensure maximum productivity with minimum

inventory .

12) He should indent spares actually required and make judicious use their of .

13) He should assist chief egg. to reduce store inventory .

14) He should submit report of machinery breakdowns accident and dangerous

occurrences so as to take further necessary action in the matter .

15) During crushing season he should maintain proper log book of each machinery

and should not leave his duty unless details are


SOUMYA.T.SHINTRE

TATA DOCOMO

16) In case of breakdown he should not leave his duty unless the details. Are

explained to chief Engr. And his permission is obtained .

17) He shall be obedient and faithful to the chief Engr. And carry out duties

and responsibilities entrusted by him.

18) He should put forth useful suggestion to the Mg. director in the best

interest of the factory .

JOB CHART & RESPONSIBILITIES OF TEHCNICAL PERSONNELS.

Manufacturing chemist shall be responsible to management and machinery of

manufacturing department and production process operations during his shift in

crushing season of the factory & in charge of chief chemist . he should be

responsible to & work under supervision and control of chief chemist & assist him

to achieve the objectives and targets prescribed by the management .during the off

season he should look after overhauling& matinee of the machineries which are

assigned to him. His duties and functions shall be as under:-

1) He should manage & supervision subordinate staff assigned to his shift or to

look after overhauling .

2) He should assist the chief chemist in maintaining machinery & installations

concerned to Mug department in proper condition & overhauling there off.


SOUMYA.T.SHINTRE

TATA DOCOMO

3) He should ensure efficient productions process operations avoiding

leakages ,losses with the minimum use of power , stem & timely use of

chemicals & also to maintain quality of the product .

4) He should ensure proper quality control of sugar &other by products &proper

handling & storage there off.

5) He should indent spares gunny bags chemicals actually required & supervision

their judicious use thereof the should assist chief chemist in maintaining

proper gunny bags account &to reduce store inventory.

6) During crushing season he should maintain proper log book of each

processing unit & should not leave his duty unless details are explained to

the reliever charge is handed over to him.

7) He should supervise the go down staff , supervise the staking dispatched and

prepare their records and reports there on.

8) He should submit reporter of breakdowns , accidents and dangerous occurrence

so as to take further actions in the matters.


SOUMYA.T.SHINTRE

TATA DOCOMO

9) He should incase of breakdowns stiopges he should not leave his duties

unless details are explained to chief chemist his permission is obtained . he

should obedient & faithful to the chief chemist and carry out duties and

responsibilities entrusted by him.

10) He should assist chief chemist in compliance of statutory requirements

entrusted & concerned to him. He should also assist him in compliance of all

control excise rules & formalities and submission of reports.

11) He should assist chief chemist in proper functioning of productions process

operations & installation & execution & maintained of new unites machineries

proposed .

12) He should assist chief chemist in preparing requirements of materials &

chemical actually required for overhauling maintenance and process operations

so as to avoid unused full and unnecessary purchases.

13) He should examine quality & quantity of materials purchased and repots to the

chief chemist .


SOUMYA.T.SHINTRE

TATA DOCOMO

14) He should manage men 7machinary entrusted to him in such way that

breakdowns and stoppages are minimized and overtime also be minimized.

15) He should during off season supervise the overhauling and painting of

machinery and various unites of productions.

16) He should look after proper house keeping & cleanliness and arranged

collections of scrap and discharged materials in scrap yard .

17) He should supervise work of subordinate staff and bring to the notice of chief

chemist acts and omissions on their parts required to be punished.

18) He should encourage subordinate staff to extracts their maximum efficiency and

skill.

19) He should try to reduce over time and ensure maximum production with

minimum inventory .

20) He should put forth useful suggestions to the managing director in the best

interest of the factory.


SOUMYA.T.SHINTRE

TATA DOCOMO

He should carryout such other duties & functions as may be entrusted by the higher

authorities or management from time to time and maintain proper co ordination with


SOUMYA.T.SHINTRE

TATA DOCOMO

ANALYSIS AND INTERPRETATION

1. I am aged between

Frequency Percent Valid

Percent

Cumulative

Percent

Valid 18yrs - 25yrs 5 5.0 5.0 5.0

25yrs - 35yrs 15 15.0 15.0 20.0

35yrs - 45yrs 40 40.0 40.0 60.0

Above 45yrs 40 40.0 40.0 100.0

Total 100 100.0 100.0

Interpretation:

According to this survey 40% of the employees are in aged between 35 to 45 and above 45

years followed by within 25 to 35 and 18 to 25 years from this data we observed that

employees working in seniors which they are working from long time.

2. My experience in this factory is


SOUMYA.T.SHINTRE

TATA DOCOMO

Frequency Percent Valid

Percent

Cumulative

Percent

Valid 0 to 5 years 6 6.0 6.0 6.0

1 to 10 years 26 26.0 26.0 32.0

1 to 15 years 40 40.0 40.0 72.0

1 to 30 years 28 28.0 28.0 100.0

Total 100 100.0 100.0

Interpretation:

From this observation we can find out that employees in D.K.S.S.K.N factor having 10 to 15

years experience with 40%, followed by 27% of above fifteen experience from this we can

find out that how this experienced performing And how the job description will affect them

for doing their work.


SOUMYA.T.SHINTRE

TATA DOCOMO

3. Which department you belong to?

Frequency Percent Valid PercentCumulative

Percent

ValidAdministrative

Department19 19.0 19.0 19.0

Mechanical

Department27 27.0 27.0 46.0

Manufacturing

Department18 18.0 18.0 64.0

Seasonal Employee

section36 36.0 36.0 100.0

Total 100 100.0 100.0

Interpretation:

We have served employees from 36 employees from the seasonal employees where

productivity depends on employee performance . if good job description formats helps the

employees, followed by we have taken employees from mechanical Department and

Manufacturing Department


SOUMYA.T.SHINTRE

TATA DOCOMO

4. Do you know your Job title?

Frequency PercentValid

Percent

Cumulative

Percent

Valid Yes 67 67.0 67.0 67.0

No 33 33.0 33.0 100.0

Total 100 100.0 100.0

Interpretation:

According to this observation 67% employees are known about the Job Title which work

they are doing. And it shows employees are aware of job description and their duties and

responsibilities, but 33% of employees of un aware of their job title.

5. Do you have supervisor?


SOUMYA.T.SHINTRE

TATA DOCOMO


Percent

Cumulative

Percent

Valid Yes 74 74.0 74.0 74.0

No 26 26.0 26.0 100.0

Total 100 100.0 100.0

Interpretation:

From this observation we find out that 74% of the people have the supervisor which

shows that supervisor plays very important role in assigning duties and responsibilities to

the employees so here we can conclude the supervisor can help the employees to their

work effectively.

6. If yes, did he explained about your Duties and responsibilities?


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TATA DOCOMO

Frequency Percent Valid Percent Cumulative Percent

Valid Yes 65 65.0 65.0 65.0

No 35 35.0 35.0 100.0

Total 100 100.0 100.0

Interpretation:

65% of the employees says that their supervisors tells clearly about the deities s and

responsibilities so its clears that supervisors assign the job to their subordinates , by

making the job description clear.


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7. Are you aware of Job description of your work?


Percent

Cumulative

Percent

Valid Yes 57 57.0 57.0 57.0

No 43 43.0 43.0 100.0

Total 100 100.0 100.0

Interpretation:

57% of the employees are aware of the what exactly Job description means, what it contains,

so this will help them to do job effectively as per the requirement of the company. So 43%

ground level employee are un aware of the Job description so there is necessary to explain

the uses of job description and how its helps to improve the their performance.


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8. If yes, Job description helps us in


Percent

Cumulative

Percent

Valid To get clear about duties and responsibilities 11 11.0 11.0 11.0

It sets clear expectations for what company expect from us 9 9.0 9.0 20.0

It gives overall summary about our work 18 18.0 18.0 38.0

It also clears what are the limitations of work 62 62.0 62.0 100.0

Total 100 100.0 100.0

Interpretation:

From this data we can do the analysis of our main objectives 62 % Supervisor says that

says that job description helps them in To Get clear about duties and responsibilities & It

sets clear expectations for what company expect from us and It gives overall summary

about our work so from this we can conclude that good job description format will help the

employees to their work effectively and it will also increase the performance.

9. Are you Supervisor for any group of employees?


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Valid Yes 43 43.0 43.0 43.0

No 57 57.0 57.0 100.0

Total 100 100.0 100.0

Interpretation:

In the sample of 100 employees 43 employees are working as supervisor for group of

employees they have the responsibilities to give proper job description & well written job

description affect the employee work done.

10. If yes, Job description helps us in


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FrequencyPercentValid

Percent

Cumulative

Percent

Vali

dTo assign the particular work for employees 5 5.0 5.0 5.0

It helps us in job analysis and to select correct eligible 7 7.0 7.0 12.0

It helps to know the Authority of employees 11 11.0 11.0 23.0

Above all 77 77.0 77.0 100.0

Total 100 100.0 100.0

Interpretation:

According to 77% of the supervisor says job description help them to give correct authority

to the employees & it also help them to assign the specific job to employees where employee

get confirmation what exact work he has to do in the factory..


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11. D.K.S.S.K.N factory has very good Job Description format for all Designation which

helps employees to do work effectively


Valid Yes 81 81.0 81.0 81.0

No 19 19.0 19.0 100.0

Total 100 100.0 100.0

Interpretation:

From this observation we conclude that 81% of employees are agree that D.K.S.S.K.N

Factory has very good Job Description format for all Designation which helps employees to

do work Effectively from this we says that lob description plays very important role in

employee performance.

FINDINGS


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According to this survey 40% of the employees are in aged between 35 to 45 and

above 45 years followed by within 25 to 35 and 18 to 25 years from this data we

observed that employees working in seniors which they are working from long time.

From this observation we can find out that employees in D.K.S.S.K.NN factor having

10 to 15 years experience with 40%, followed by 27% of above fifteen experience

from this we can find out that how this experienced performing And how the job

description will affect them for doing their work.

We have surveyed employees from 36 employees from the seasonal employees

where productivity depends on employee performance . if good job description

formats helps the employees, followed by we have taken employees from mechanical

Department and Manufacturing Department

According to this observation 67% employees are known about the Job Title which

work they are doing. And it shows employees are aware of job description and their

duties and responsibilities, but 33% of employees of un aware of their job title.

from this observation we find out that 74% of the people have the supervisor which

shows that supervisor plays very important role in assigning duties and


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TATA DOCOMO

responsibilities to the employees so here we can conclude that supervisor can help

the employees to their work effectively

65% of the employees says that their supervisors tells clearly about the duties and

responsibilities so its clears that supervisors assign the job to their subordinates , by

making the job description clear.

57% of the employees are aware of the what exactly Job description means , what it

contains, so this will help them to do job effectively as per the requirement of the

company. So 43% ground level employee are un aware of the Job description so

there is necessary to explain the uses of job description and how its helps to

improve the their performance

From this data we can do the analyses of our main objectives 62 % Supervisor says

that says that job description helps them in To Get clear about duties and

responsibilities & It sets clear expectations for what company expect from us and

It gives overall summary about our work so from this we can conclude that good job

description format will help the employees to their work effectively and it will also

increase the performance.


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TATA DOCOMO

In the sample of 100 employees 43 employees are working as supervisor for group of

employees they have the responsibilities to give proper job description & well

written job description affect the employee work done.

From this observation we conclude that 81% of employees are agree that

D.K.S.S.K.N Factory has very good Job Description format for all Designation

which helps employees to do work Effectively from this we says that lob description

plays very important role in employee performance.

RECOMMONDATIONS


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TATA DOCOMO

From this survey I have observed that some points discussed below, where there is

need of improvements in the job descriptions formats so that will lead to good

performance of employee

. From the survey we observed that 35% of the Employee they are unaware of job

description and their uses. So supervisor has to give advice about the job description

uses and their contents.

Another point of need of improvement in job description formats according to

changing need of work.

. Ground Level workers has to be trained about their duties and responsibilities by

giving training & appraising their performance.

From the survey I had observed that above 40% of the Employees are working as

supervisor so they should tell their subordinate about the job description uses and

how they will affect the performance

Lastly I want suggest the HR department to do the overall survey of all designation

and requirement of the work from the employees. After analyzing the requirement


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TATA DOCOMO

there is necessary of improvement s in job description formats to improve the work

performance.

Mentioning the conditions of work in job description document the will help in

knowing willingness of the employee whether will he be able to work with such

conditions or not in an organisation. If he accepts then it becomes easier to set his

mind accordingly and work towards it.

Performance standards should be mentioned. As it acts as a guide line for the

employees work. It also enhances their working abilities and efficiency. They get

better at each stage of their working and effectiveness can be increased.

Activities and Responsibilities are two different faces of a coin. There is some inter

link between the two but the document of job description should define it clearly the

activities and responsibilities attached to

CONCLUSION


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From this Project we can conclude that Job description plays very important role in the

organization where the employees can work effectively with good job description where the

we have the clear determination of what exactly employees has to work in the organization.

Here in D.K.S.S.K.N sugar factory they have good job description formats but there has to

change in the Job Description according to changing Environment.

From the Survey we observed that some of the employees they are not aware of job

description so there is necessary of giving training about the job description and help them

to do their work

The practical knowledge what I gained in this two months on the topic of Job

Description has helped me to know how in the organisation usually the Job Description is

done. For writing any job description it always requires very strong background of the

terminology which are used in the industry. And also requires the knowledge of the type of

the job that is been carried out in the organisation.

Job description is an integral part of the performance management and evaluation

system. They are used to determine salary increases and bonus eligibility. They are a job

reference for determining how an employee spends his/her time at work. They provide a

measurable focus for energy and attention.


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The one satisfaction what I had with my project was that it gave me the good

foundation for preparation of Job Description and also helped me to get in depth knowledge

about it. Though the limitations were there in the study but these helped me in understanding

them and overcoming these limitations in my next coming projects..

Over all working in D.K.S.S.K.N FACTORY on such a topic gave me good

experience and exposure. And at the same time got a chance to learn the working style of

SUGAR Factory’s and their culture.

Hiring the right team, or "getting the right people on the bus," is critical for the company’s

future success.


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TATA DOCOMO

Questionnaire

Dear Sir/Madam,

I am pleased to introduce myself as MBA student of PES&T’s Belgaum Institute of

Management Studies, MBA, Belgaum. As a part of curriculum I have undertaken study on,

“Effectiveness of Job Description on employee performance”. The information provided by

you will be strictly kept confidential and used for academic purpose only.

Name: ____________________________

Address:___________________________

___________________________

Contact No: _______________________

Email ID: __________________________

1. I am aged between:

18 yrs – 25 yrs ( )

25 yrs – 35 yrs ( )

35 yrs – 45 yrs ( )

Above 45 yrs ( )

2. My Experience in this factory is

0 to 5 years

1 to 10 years

1 to 15 years

1 to 30 years

3. Which department you are belongs to?


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Administrative Department

Mechanical Department

Manufacturing Department

Seasonal Employee section.

4. Do you know your Job Title? If yes go to next question

A) Yes B) No

5. My job title is………………………………………………..

6. Do you have supervisor?

A) Yes B) No

7. If yes, did he explained about your Duties and responsibilities?

A) Yes B) No

8. Do You Aware of Job description of your work?

A) Yes B) No

9. If Yes, Job description helps us in

To Get clear about duties and responsibilities

It sets clear expectations for what company expect from us

It gives overall summary about our work

I also Clears what are limitations of work

Above all


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10. Are you Supervisor for any group of employees?

A) Yes B) No

11. if yes, Job description helps us in

To assign the particular work for Employees

It Helps us in job analysis and to select correct eligible persons

It helps in to know the Authority of employees

Above All

12.D.K.S.S.K.N Factory has very good Job Description format for all Designation which

helps employees to do work Effectively

A) Yes B) No

13.Overall Job description Improve the employee performance because

…………………………………………………………………………………………………

…………………………………………………………………………………………………

…………………………………………………………………………………………………

…………………………………………………………………………………………………

…………………………………………………………………………………………………

………………………………………………………………….

THANK YOU

DATA CODE SHEET


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Q1 Q2 Q3 Q4 Q6 Q7 Q8 Q9 Q10 Q11 Q123 2 2 1 1 1 1 1 1 2 13 3 3 2 2 2 2 3 2 4 24 1 1 1 1 1 1 2 2 3 13 4 4 1 1 1 2 4 1 4 11 3 2 1 1 2 1 3 2 1 14 3 3 2 2 1 1 1 1 4 12 2 3 1 1 2 1 4 1 4 14 4 2 1 2 1 2 3 2 2 24 3 2 1 1 1 1 2 2 4 13 2 1 2 1 1 1 4 2 4 14 4 3 2 2 2 2 3 1 1 12 3 2 1 1 1 1 3 2 4 14 3 2 1 1 1 1 1 2 4 11 2 1 1 1 1 2 3 1 4 14 3 3 2 2 1 1 2 1 3 24 1 2 1 2 2 1 4 2 4 12 4 2 2 1 1 2 3 2 3 14 3 2 1 1 2 1 1 2 4 14 3 3 2 2 1 1 4 1 4 13 3 3 2 1 1 1 2 2 1 12 4 4 1 1 1 2 4 2 4 14 2 1 1 1 1 1 3 1 4 11 3 3 1 2 1 1 3 1 4 14 3 2 1 1 2 1 2 2 3 13 4 4 1 1 1 1 4 1 2 12 1 1 1 1 1 1 3 1 4 14 3 4 1 1 1 2 1 1 3 21 3 2 1 1 1 1 4 2 4 13 3 3 2 1 2 2 4 2 3 14 2 4 1 1 1 1 2 1 4 14 4 2 1 1 2 1 4 2 4 12 4 4 1 1 1 1 1 1 4 14 2 3 1 1 1 1 3 2 3 14 3 1 2 1 1 1 3 1 4 12 3 3 1 1 1 1 2 1 4 22 3 3 1 1 1 2 4 1 2 12 2 2 1 2 1 1 4 1 4 12 4 2 1 1 2 1 2 2 4 14 3 1 2 1 1 2 4 1 4 13 3 3 1 1 1 1 3 1 3 23 2 4 1 1 1 1 4 2 4 14 4 2 1 1 1 1 1 1 3 21 3 2 2 1 2 1 4 1 4 14 2 1 1 2 1 2 3 2 4 1


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3 3 3 1 1 1 1 4 1 2 13 3 2 1 1 1 1 3 1 4 13 2 4 2 2 1 1 4 1 3 14 4 2 1 1 1 2 2 2 4 23 3 4 1 2 2 1 4 1 4 14 3 2 2 1 1 1 1 2 1 12 1 4 1 1 1 1 4 2 4 13 4 1 1 1 1 1 3 1 4 24 4 3 1 1 1 1 4 2 4 13 2 3 1 1 1 1 4 2 4 13 4 4 1 1 1 2 4 1 2 13 2 4 1 1 2 2 1 1 4 23 4 1 1 2 1 1 4 1 4 13 4 4 2 1 1 2 4 2 4 12 1 4 1 1 1 2 4 2 4 14 4 4 2 1 1 1 4 1 4 23 4 4 1 1 2 2 3 2 1 13 2 1 1 1 1 1 4 1 4 14 4 4 1 1 1 2 4 2 4 13 2 1 1 1 1 2 4 1 4 13 4 4 2 1 2 1 3 1 4 13 4 1 1 1 1 2 4 1 3 22 1 4 1 2 1 2 4 1 4 13 4 2 1 1 1 1 4 2 4 13 2 4 2 2 2 2 4 1 4 13 3 2 1 1 1 1 4 1 4 24 3 2 1 1 1 1 4 1 4 14 2 4 1 1 1 2 1 2 4 13 2 4 2 2 1 2 4 2 4 13 2 1 1 1 1 1 4 2 4 24 4 4 1 2 1 2 4 2 4 14 3 4 1 1 2 2 4 2 4 13 3 2 2 2 1 2 4 2 4 14 2 4 1 1 2 2 4 2 4 23 4 1 2 1 2 1 4 2 2 13 3 4 1 1 2 2 4 2 4 13 2 2 2 2 2 1 4 2 4 12 3 4 1 2 2 2 4 2 4 24 3 1 1 1 2 1 4 2 4 14 3 4 1 1 2 2 4 2 4 14 4 4 1 2 2 2 1 2 4 24 2 4 1 1 2 1 4 2 4 13 4 1 1 2 1 2 4 2 4 14 3 4 2 1 2 2 4 2 4 14 2 4 2 2 2 1 4 2 4 2


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2 4 3 2 1 2 2 4 2 4 14 2 4 2 2 1 2 4 2 4 14 4 1 2 1 2 2 4 1 4 13 3 4 2 1 2 1 4 2 4 13 2 2 2 2 1 2 4 2 4 13 3 2 2 1 2 2 4 1 4 13 3 4 2 1 2 1 4 2 4 14 3 2 2 1 1 2 4 2 4 14 3 3 1 1 2 2 4 2 4 23 3 4 2 2 2 2 4 2 4 13 2 1 1 1 1 1 4 1 4 1


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BIBILOGRAPHY

1. Essentials of Human Resource Management and Industrial Relations by

P. Subba Rao

2. Marketing Research by Tull and Hawkins

3. 1) Motivation to work by Hertzberg Frederick

2) Applied Human Relations by Jack Hollran

4. Oxford Dictionary

WEBSITES

http://www.google.com/

E-mail: [email protected]


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Final Copy 1

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