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INTERNSHIP TRAINING REPORT
A Study conducted at
KALPA ELECTRICAL PVT LTD
Submitted in partial fulfillment of the requirements
For the award of the degree of Master of Business STUDIES
Bangalore University
Submitted by
JYOTHI.N.R
REG NO. 10TUMBS006
Under the Guidance of
Mr.B.C.SANJEEVAIAH
Coordinator & chairman
Department of commerce
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STUDENT DECLARATION
I hereby declare that the internship project report titled An organized study
At KALPA ELECTRICAL PVT LTD is an original work done by me, submitted in partial
fulfillment for the award of the degree of master of business studies to Bangalore University.
This has not been submitted in part or full towards any other degree of anyother Institute orUniversity
PLACE : BANGALORE JYOTHI.N.R
DATE:
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CERTIFICATE OF THE GUIDE
This is to certify that the Project Work titled
A STUDY ON EMPLOYEE SATISFACTION at
KALPA ELECTRIKAL PVT LIMITED
Is a bonafide work of
Ms.JYOTHI N.R.
Register No: 10TUMBS006
Carried out in partial fulfillment for the award of degree of MBS
Of Bangalore University under my guidance. This project work is original
and not submitted earlier for the award of Degree of Business Management
Associate ship of Bangalore University.
Signature of the Guide
Place : Bangalore
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ACKNOWLEDMENT
The satisfaction and euphoria that accompany the successful completion of any task
would be incomplete without the mention of the people who made it possible, whose constant
guidance and encouragement crown all the efforts with success.
I wish to express a sense of gratitude and love to my family members, friends and
faculty members of school of business studies for the moral support, strength, help and for
everything that they gave me which went a long way for completion my project.
The project work embodied in the project has been carried on under the Mr. KIRAN.K.M.
I would like to express my indebtedness for their encouragement and able guidance. In spite of
their pre-occupation with several assignments.
PLACE : Bangalore JYOTHI.N.R
DATE: 10TUMBS006
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CONTENTS
SL.NO. TITLE PAGE NO.
1
2
3
4
5
6
7
INTRODUCTION
COMPANY PROFILE
DATA ANALYSIS &
INTERPRETATION
FINDINGS SUGGESTION &
CONCLUSION
ANNEXURE
BIBLOGRAPHY
9
19
23
50
74
78
84
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CHAPTER 1
INTRODUCTION
Like every other industrial sector in India, the Indian Electrical/Electronics Industry too is
slowly emerging from out of its "protective cover". For far too long has Indian Industry
remained shackled and consequently inward looking. Over the past fifty years there was no
exposure to global players and competition, with the result that the Industry grew up in a
sheltered environment, dependent on the Government for everything, from licenses
to protection to tariffs. Each one of these interventions was aimed at securing protection
foroneself and ensuring growth of ones own organization at the cost of industry and the nation
at large. Lack of global competition encouraged a "cost plus" approach, where every
conceivable cost increase was passed on to the customer. There was thus no motivation to
reduce cost. With deli censing, decontrol and deregulation, Indian Industry has
suddenly been exposed to global competition. Since last decade, India has witnessed
what global players have achieved and what they are capable of achieving. We are
becoming aware of competition on our turf. In
th is scenar io , every company complains o f increased compet i t ion , lower
ord er books andshrinking margins. The Indian Electrical/Electronics Industry is of
course further besieged by the fac t th at th ere i s a de art h of b usi ness on a cco unt
of lack o f inv es tment in the po wer infrastructure. Many organizations in this industry
are looking overseas to develop the export markets owing to reduced demand at home. At the
ou tse t , i t must be s ta ted that the reduced domest ic dema nd is a t bes t a
te mp or ar y phenomenon. The power sector in India is bound to grow and this will
undoubtedly boost demand from the Utilities, quite apart from the industrial demand which
will continue to grow with increased indust rial output. The poor financia l hea lth o f the
SEBs is however a damper tha t cannot be wished away in the short term. This will
continue to plague corporate in the Electri cal Industry, until the SEB restructuring
and unbundling brin gs a turnaround in the medium term.
In India, the entire range of circuit breakers from bulk oil, minimum oil, air blast, vacuum to
SF6 are manufactured to standard specification for the benefit of customers, the ranges of
products produced cover the entire voltage range for 240V to 800KV, switchgear and control
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gear, MCBs, air circuit breakers, switches, rewire able fuses and HRC fuses with their
respective fuse bases, holders and starters. The industry is competitive in the field of design andengineering as the skill sets available in the country are relatively less expensive.
The only constant that we know is that, this world is changing. Change had come to Indian
industry like a sweeping tornado transforming the industrial environment and giving
indigenous industry some very tough standards to measure up to. In this testing situation, only
the fittest have the wherewithal to survive. Only the best will thrive.
KALPA ELECTRICALS Pvt. Ltd. has not only survived but has grown in confidence,
capabilities, range and were scope is a testimony to the inherent strength of its foundation as a
company that once set out to revolutionized India with value.
The difference is in the collective outlook of people trained to look upon every challenge as
a platform from which to take giant leaps in quality and performance. To build on core
capabilities of power and upgrade them to world standards.
The Installed Generating Capacity in the country which was only 1,358 MW at the
time of Independence has reached a l evel of 1,27,673 MW, comprising 83,982 MW
thermal, 33,600MW hydro, 3,900 MW nuclear and 6191 MW from wind and other
renewable energy sources.
"Quality must go beyond standard tests and procedures. It must be equated with self respect and personal
pride."
With long years of innovative application behind it , KALPA ELECTRICALS Pvt.
Ltd. finds itself completely capable of delivering a range of custom products that
meet and exceed global standards at very competitive prices.
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COMPANY
PROFILE
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This QUALITY MANUAL is prepared as per ISO 9001: 2008 Document.
This QUALITY MANUAL is prepared by Management Representative & Technical Director,
Reviewed by Director Marketing and Approved by Managing Director & and controlled.
The specimen signatures are as below:
1. Management Representative & Director Technical : Mr. H. Nagaraja2. Director Marketing : Mr. S. Rajakumar3. Managing Director : Mr. S. Ramesha
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BOARD OF
DIRECTORS
MANAGINGDIRECTOR
DIR. TECHNICAL
- Design & Development
- Production & Assembly
- Inward Inspection
- Calibration
- Purchase Specifications
-Customer Support
-Quality Assurance
-Expansion Planning
-Training
-MR Functions
-R & D activities
HRD ADM.MANAGER
ADMIN. STAFF
PUR.MANAGER
STORE
PROD.MAN
SUPERVISORS
OPERATORS
HELPERS
DIR.MARKETING
CUST.INT.
SALES
ADVT
ACCOUNTS
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SCOPE & APPLICATION
KALPA ELECTRIKAL PVT. LTD. demonstrates its ability to consistently provide product
that meets customer and applicable statutory and regulatory requirements as per ISO
9001:2008 document.It also aims to enhance customer satisfaction through the effective
application of the system, including processes for continual improvement and the assurance of
conformity to customer and applicable statutory and regulatory requirements.
The Scope ofKALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and
Service of KALPA brand instrument Transformers, Power and Control Transformers
and Chokes / Reactors and Testing Equipment.
Application ( Exclusions )
KALPA ELECTRIKAL PVT. LTD. meets all requirements of Quality Management
Systems as per ISO 9001: 2008 Document. Hence no exclusions.
Normative Reference
KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard i.e.
Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008 Quality
Management Requirements and ISO 9004 Quality Management and Quality System Elements
while preparing this QUALITY MANUAL.
Terms and Definitions
KALPA ELECTRIKAL PVT. LTD. has adopted the Terms and Definitions based on ISO
9000 document.
These are used throughout the QUALITY MANUAL.
Also an abbreviation list is prepared for Department and activities for Documentation
Numbering Examples of Terms and Definitions.
Applicable: Related to this quality management system or any referenced standard.
Appropriate: Reasonable.
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Documented: Written.
Product: End result of a process.Shall: Must.
Suitable: Reasonable for intended Purpose.
Quality Policy: Overall intentions and directions of KEPL With regards to Quality as formally
expressed by Management.
Top Management: Top Management consist of MD & Directors.
Suppliers: Vendors, Traders and Sub Contractors who provide products or material or service.
Requirements: Needs and Expectation of the customer or standards.
Process: Result of a set of interrelated or interacting activities which transforms inputs into
outputs.
Tender: Offer made by supplier in response to an invitation to satisfy a contract award to
provide a product.
Contract: Agreed requirements between supplier and customer transmitted by any means.
Quality Management System
General Requirements
KALPA ELECTRIKAL PVT. LTD. has established, documented, implemented and
maintained the Quality Management Systems and continually improve its effectiveness in
accordance with requirements of ISO 9001:2008 Document.
KEPL has determined the processes needed for the Quality Management System and their
Application throughout the organization. It has determined the sequence and interaction of
these processes.
KEPL has determined criteria and methods needed to control these processes and are effective.
KEPL has ensured the availability of resources and information necessary to support the
operation and exercise control of these processes.
KEPL monitors, measures, analyze and improve these processes where applicable.
KEPL implements actions necessary to achieve planned results and continual improvement of
these processes.
KEPL has determined following processes which are outsourced.
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-
-
Heat treatment, plating, machining & welding operations, painting, moulds,calibration, training & consultancy.
- Initial identification is done by Marketing, Purchase and Production Departmentsduring contract review.
- Purchase Dept shall identify the processes which are not available at KEPL and with itssupplier base and shall interact with other concerned departments to determine the
extent of control required for the process out sourced.
- List of outsourced processes is maintained.- Control of outsourced processes is done as per Quality plan, process qualification
documents, inward inspection, supplier inspection reports and supplier visit where
necessary.
Management Commitment
Top Management has provided evidence of its commitments to the development and
implementation of the QMS and continually improving its effectiveness by
a) Communicating the importance of its commitment to the development andimplementation of the QMS.
b) Establishing the Quality Policy and Objectives.c) Conducting the Management Reviews.d) Ensuring the availability of resources.
Customer Focus
Top Management has ensured that customer requirements are determined and are met with aim
of enhancing the Customer satisfaction.
Quality Policy
KEPL are committed to design, manufacture and supply products to customers duly meeting
their Quality, Cost Effective and Delivery requirements with emphasis on Continual
Improvement of the Quality Management System and Long term relationship to achieve Total
Customer Satisfaction.
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Quality Objectives
- To enhance customer satisfaction by monitoring and analyzing customer feedback.- To enhance in-house process performance by monitoring and control of rework and
rejections.
- To increase supplier performance by monitoring supplier rating.- To enhance product conformance by monitoring and control of product rejections and
customer complaints.
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PRODUCT PROFILE
Kalpa manufactures and markets a wide range of products for a wide range of industries. The
Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and Service
of KALPA brand instrument Transformers, Power and Control Transformers and Chokes /
Reactors and Testing Equipment.
I. LOW VOLTAGE CURRENT & VOLTAGE TRANSFORMERS
1) Rectangle Current Transformer
2) Tape Insulated Wound Primary Current Transformer
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3) Tape Insulated Current Transformer
4) Ring Type Current Transformer
5) Resin Cast Wound Primary Current Transformer
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6) Resin Cast Bar Type Current Transformer
7) 3 Phase Voltage Transformer
8) Interposing Current Transformer
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12) Split Core Current Transformer
II. CONTROL POWER TRANSFORMERS & REACTORS
1) Single Phase Control Transformer
2) Single Phase Power Transformer
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3) Single Phase Control Transformer With Connectors
4) 3 Phase Control Transformer
5) 3 Phase Power Transformer
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6) 3 Phase Control Transformer With Enclosure
7) 3 Phase Reacter
8) 3 Phase Epoxy Cast Resin Power Transformer
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9) 3 Phase Epoxy Cast Resin Power Transformer With Enclosure
III. EPOXY CAST RESIN CT & VT
1) 11KV Current Transformer
2) 11KV Bar Type Current Transformer
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3) 22KV Current Transformer
4) 22KV Voltage Transformer
5) 33KV Current Transformer
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6) 33KV Voltage Transformer
7) 22KV Bus Duct Current Transformer
8) NGT
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9) 3 Phase 11KV VT With Built In Fuse
10) Draw Out Voltage Transformer
IV. OIL COOLED OUTDOOR CT & VT1) 11 KV Current Transformer
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2) 11KV Voltage Transformer
3) 33KV Current Transformer
4) 33KV Voltage Transformer
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5) 33KV 3 Phase Voltage Transformer
Provision of Resources
KEPL has determined, provided and maintained the resources needed to implement QMS and
enhance customer satisfaction by meeting customer requirements.
Human Resources
General
KEPL has ensured competence of personnel performing work affecting conformity to product
requirements on the basis of their education, training, skills and experience.
Competence, Training and Awareness
KEPL has determined the necessary competence for personnel performing work affecting
product requirements. KEPL has maintained records of education, training, skills and
experience and has identified the training needs and provided as per training calendar.
Effectiveness of training is evaluated and reports are maintained. Further it ensures that
personnel are aware of the relevance and importance of their activities and how they contribute
to the achievement of Quality objectives.
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Infrastructure
KEPL has determined, provided, and maintained the infrastructure needed to achieve
conformity to product requirements. Infrastructure such as building, work space and associated
utilities, process equipment both hardware and software. KEPL also provides supporting
services like communication through collection of information through phone. Supporting
services such as transport, communication or information systems ensured.
Work Environment
KEPL ensures proper lighting, noise, temperature, humidity, weather, airflow and maintains
cleanliness, hygiene, pollution and housekeeping to achieve conformity to product
requirements.
First Aid and fire extinguishers are provided and monitored. Protective equipment like goggle,
hand gloves, shoes and uniform are provided. Welfare activities like ESI, Health insurance are
provided.
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Purpose:To establish a Procedure for determination of requirements related to the product,
review of requirements related to the product and ensure customer communication.
Scope: This Procedure is applicable to all customer related activities.
Responsibility: Director Marketing is responsible for implementing, maintaining and
propose changes to this Procedure.
Procedure:
- Receive the enquiry from customer.- Prepare proposal & quotation based on enquiry and after verification of its ability to
execute the order and communicate terms and conditions including the requirements
for delivery and post delivery activities.
- Resolve the issues with respect to the requirements not stated by the customer butnecessary for specified or intended use, where known.
- Also resolve the issues related to statutory and regulatory requirements related to theproduct.
- Maintain the review records of requirement through check list, proposal & quotation &purchase order.
- Address the following in the review customer related concerns, technical concerns,management concerns and terms & conditions.
- Verify the purchase order with respect to enquiry, quotation, price, requirements,quality, and delivery schedule & acceptance criteria.
- In case of variation, decide whether to request for an amendment to the purchase order.- Send Purchase order acceptance to the customer wherever purchase orders are
accepted.
- Consider repeat orders as an acceptance to previous enquiry / quotation / drawing.- Communicate effectively with customer with respect to product information, enquiries,
contracts order handling, amendments, customer feedback and customer complaints.
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3. Design and Development
Purpose:The Purpose of this process is to control design & development of new / existing
products / validation of prototypes in order to ensure that the specified customer requirements
are met.
Scope:This is applicable all existing and new products and new developments.
Responsibility: Head Design and Development is responsible for implementing,
maintaining and proposing changes to this Procedure.
Procedure:
Design & Development Inputs
- Receive design inputs from marketing like Work order, Customer Purchase order /Letter of intent, Minutes of meeting with Management / Customer / dealer if any,
Customer drawings, Proposal drawings if any, Contract review, Specification,
Statutory and regulatory requirements.
- Head design & development co-ordinates for analyzing the adequacy of all designinputs as per customer requirement including the quality objectives.
- Incomplete, ambiguous or conflicting design inputs are resolved with the customer.- Design inputs also includes customer / supplier catalogues / brochures, Software for
design and calculations.
- Finalized design inputs are approved by Head design & development.
4. Production
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Purpose:To establish a Procedure to ensure that the production processes are carried out
under controlled conditions and identified, traceable and preserved including the customer
property for effective implementation of Quality Management System.
Scope:The Procedure is applicable to all production processes.
Responsibility: Head Production is responsible for implementing, maintaining and
proposing changes to this Procedure.
Procedure:
- The processes involved are described through process flow chart.- The Marketing department issues the schedule / work order, based on this production plan
is prepared and reviewed.
- While planning the availability of raw material, components, bought out parts are ensured.- Work instructions where necessary are displayed / provided.- Drawings / sketches/ specifications / process sheets / test methods are provided where
required.
- Master list of equipments, Jigs & fixtures, tools, consumables & accessories aremaintained.
- The products are identified by suitable method and tag and status is ensured.- Production records are maintained and monitored as per sequence.- Assembly is carried after completion of all components and receipt of bought parts.- In process inspection is carried out during the manufacturing process and records are
maintained where necessary including assemble alignments.
- The products after manufacturing are preserved to prevent damages and deterioration. Thepreservation includes identification, handling, packaging, storage and protection.
-
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- The equipments are subjected to necessary preventive maintenance such as daily, weeklyand monthly and records are maintained.
- Break down maintenance is carried out as and when break down occurs and necessaryrecords are maintained indicating machine no, machine name, nature of break down, date &time, root cause, corrective action taken, date & time of completion and its effectiveness.
SWOT ANALYSIS OF KALPA ELECTRIKAL PVT. LTD.
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STRENGTH:
One of the market leaders. Low cost production. Large pool of good facilities near by corporate office, hence good
managerial control over plants.
All India network for domestic sales. Technical & experienced man power. Improved infrastructure. Well planned layout striking balance between industrial production and
personal and environmental safety.
Automated and highly sophisticated machines. Capacity to meet higher demand. Consistent business track record increasing turnover every year
consistently.
Effective performance appraisal system. Transparence policies and procedures. Diversified product range keeps the company stable. Abundant availability of raw materials.
SWOT ANALYSIS
OPPORTUNITIES
STRENTH
THREATS WEAKNESS
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WEAKNESS:
High oriented cause due to excessive labor force. Low turnover resulting in low profits. Defective marketing strategy lacks effective advertising and publicity. Needs updating with times in terms of plant and machinery. Due to lack of direct sales, debts with many dealers turning bad. Unskilled labor coupled with excess labor hampers profitability. Too high job security. Too many procedures in the system.
OPPORTUNITIES:
Capacity to meet higher demand and attain optimum utilization of existingresources.
Due to advance technology further scope for right sizing the organizationby recruiting and retaining people on the right jobs with efficient work
knowledge and experience.
Scope for expansion of domestic sales on existing depot network. Research and development facilities for new product. New markets are opening.
THREATS:
High cost of research and development of new products. Competition is high in the markets. Obsolescence of product technology. Government interference may reduce growth potential. To protect the financial interest of the company.
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DATA ANALYSISAND
INTERPRETATION
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ANALYSIS
1 Table showing age group of the respondents.
AGE GROUP NO OF
RESPONDENT
PERCENTAGE
BELOW 20 YEARS 7 14
20 TO 40 YEARS 38 76
ABOVE 40 YEARS 5 10
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that out of 50 respondents 14% of
respondents belong to the group of below 20 years, 76% of respondents belong to
age group of 20 to 40years and remaining 10% of respondents are 40years and
above.
INFERENCE:
Majority of respondents belong to age group of 20-40 years.
CHART 1
14%
76%
10%
PERCENTAGE
BELOW 20 YEARS
20 TO 40 YEARS
ABOVE 40 YEARS
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ANALYSIS
2 Table showing the gender of the respondents.
GENDER NO OF
RESPONDENTS
PERCENTAGE
MALE 38 76
FEMALE 12 24
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 76% of the respondents are male
employees and 24% of respondents are female workers at the company.
INFERENCE:
Majority of the respondents are male workers at company.
CHART 2
76%
24%
PERCENTAGE
MALE
FEMALE
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ANALYSIS
3 Table showing the respondents classification on the basis of educational
qualification.
QUALIFICATION NO OF
RESPONDENTS
PERCENTAGE
SSLC 3 6
HIGHER
SECONDARY
10 20
GRADUATE 37 74
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 6% of the respondents are sslc, 20% of
respondents are higher secondary and 74% of respondents are graduate.
INFERENCE:
Majority of respondents are Graduate.
CHART 3
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ANALYSIS
4 Table showing marital status of the employees.
MARITAL
STATUS
NO OF RESPONDENT PERCENTAGE
MARRIED 15 30
UNMARRIED 35 70
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 30% of the respondents are married and
70% of respondents are unmarried.
INFERENCE:
Majority of respondents are unmarried.
CHART 4
30%
70%
PERCENTAGE
MARRIED
UNMARRIED
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ANALYSIS
5 Table showing the experience of the respondents.
YEARS OF
EXPERIENCE
NO OF
RESPONDENTS
PERCENTAGE
LESS THAN 5
YEARS
32 64
5YEARS TO
10YEARS
13 26
10 YEARS AND
ABOVE
5 10
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 64% of the respondents have an
experience of less than 5 years, 26% of the respondents have an experience of
5years-10years and 10% of respondents have an experience of 10 years and more.
INFERENCE:
Majority of respondents have an experience of less than 5 years.
CHART 5
64%
26%
10%
PERCENTAGE
LESS THAN 5 YEARS
5YEARS TO 10YEARS
10 YEARS AND ABOVE
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ANALYSIS
6 Table showing the income of the respondents.
INCOME NO OF
RESPONDENTS
PERCENTAGE
BELOW 8000RS 12 24
8000RS-15000RS 30 60
15000RS AND
ABOVE
8 16
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 24% of the respondents receive an
income of Rs 8000, 60% of the respondents receive an income between Rs 8000
to 15000 and 16% of respondents receive an income of Rs15000 and more.
INFERENCE:
Majority of respondents receive an income between Rs8000 to Rs15000.
CHART 6
24%
60%
16%
PERCENTAGE
BELOW 8000RS
8000RS-15000RS
15000RS AND ABOVE
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ANALYSIS
7 Table showing whether the employees are satisfied with the timing of the shift
in the company.
OPTION NO OF
RESPONDENT
PERCENTAGE
YES 36 72
NO 14 28
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 72% of the respondents are satisfied and
28% of respondents are not satisfied with the timing of the shift in the company.
INFERENCE:
Majority of respondents are satisfied with the timing of the shift in the company.
CHART 7
72%
28%
PERCENTAGE
YES
NO
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ANALYSIS
8 Table showing the opinion of the respondents regarding supervision in their
company.
OPTIONS NO OF RESPONDENTS PERCENTAGE
NORMAL 12 24
STRICT 35 70
VERY STRICT 3 6
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 24% of the respondents feels the
supervision at company is normal, 70% of respondents feel the supervision
pattern is strict and 6% of respondent feels the supervision at company is very
strict.
INFERENCE:
Majority of respondents feel that the supervision at company is strict.
CHART 8
24%
70%
6%
PERCENTAGE
NORMAL
STRICT
VERY STRICT
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ANALYSIS
9 Table showing the incentives preferred by the respondents.
INCENTIVES NO OF
RESPONDENTS
PERCENTAGE
COMMISSION 30 60
ALLOWANCE 4 8
BONUS 16 32
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 60% of respondents prefer incentives in
the form of commission, 8% of respondents prefer allowance and 32% of
respondents prefer bonus.
INFERENCE:
Majority of respondents prefer commission in the company.
CHART 9
60%
8%
32%
PERCENTAGE
COMMISSION
ALLOWANCEBONUS
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ANALYSIS
10 Table showing whether the respondents are satisfied with the pay package.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
YES 23 46
NO 27 54
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 46% of respondents are satisfied with
their pay package whereas 54% of respondents are not satisfied with their pay
package.
INFERENCE:
Majority of respondents are not satisfied with their pay package.
CHART 10
46%54%
PERCENTAGE
YES
NO
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ANALYSIS
11 Table showing the opinions of respondents regarding their job.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
CHALLENGING 38 76
MONOTONOUS 8 16
STRESSFUL 4 8
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 76% of respondents feel that their job is
challenging, 16% of respondents feel that their job is monotonous and 8% of
respondents feel that the job is stressful.
INFERENCE:
Majority of respondents feel that their job is challenging.
CHART 11
76%
16%
8%
PERCENTAGE
CHALLENGING
MONOTONOUSSTRESSFUL
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ANALYSIS
13 Table showing whether company is concerned with the long term welfare of
the company.
OPTIONS NO OF RESPONDENTS PERCENTAGE
AGREE 23 46
DISAGREE 10 20
NEITHER
AGREE NOR
DISAGREE
17 34
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 46% of respondents agree that the
company is concerned with there long term welfare, while 20% disagree and 34%
neither agree nor disagree.
INFERENCE:
Majority of respondents agree that the company is concerned for their long term
welfare.
CHART 13
46%
20%
34%
PERCENTAGE
AGREE
DISAGREE
NEITHER AGREE NORDISAGREE
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ANALYSIS
14 Table showing whether the respondents are satisfied with the training
provided for their current job.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
AGREE 21 42
DISAGREE 14 28
NEITHER AGREE
NOR DISAGREE
15 30
TOTAL 50 100
INTERPRETATION:
It is interpreted that 42% respondents agree that they are satisfied with their
current job training, while 28% dont and rest 30% neither agree nor disagree.
INFERENCE:
Majority of respondents are satisfied with the current job training.
CHART 14
42%
28%
30%
PERCENTAGE
AGREE
DISAGREE
NEITHER AGREE NORDISAGREE
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ANALYSIS
15 Table showing importance on the performance of top management.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
IMPORTANT 33 66
UNIMPORTANT 11 22
NEITHER
IMPORTANT NOR
UNIMPORTANT
6 12
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 66% of respondents feel that
performance of top management is important, while 22% dont feel so and the
rest 12% neither feel it important nor unimportant.
INFERENCE:
Majority of respondents feel that the performance of the top management is
important.
CHART 15
66%
22%
12%
PERCENTAGE
IMPORTANT
UNIMPORTANT
NEITHERIMPORTANT NORUNIMPORTANT
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ANALYSIS
16 Table showing importance of fair treatment to all employees.
OPTIONS NO OF RESPONDENTS PERCENTAGE
IMPORTANT 33 66
UNIMPORTANT 11 22
NEITHER
IMPORTANT
NOR
UNIMPORTANT
6 12
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 66% of respondents feel that fair
treatment to all employees is important, while 22% dont feel so and the rest 12%
neither feel it important nor unimportant.
INFERENCE:
Majority of respondents feel that fair treatment to employee is of most important.
CHART 16
66%
22%
12%
PERCENTAGE
IMPORTANT
UNIMPORTANT
NEITHERIMPORTANT NORUNIMPORTANT
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ANALYSIS
17 Table showing opinion (rate) on dealing with employees problems fairly.
OPTIONS NO OF RESPONDENTS PERCENTAGE
EXCELLENT 8 16
GOOD 21 42
FAIR 10 20
POOR 11 22
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 42% of respondents rate company good
in dealing with employees problem fairly, while 20% rate fair, 22% rate poor and
16% rate excellent.
INFERENCE:
Majority of respondents rate that the company will have good on dealing
employees problems freely.
CHART 17
16%
42%20%
22%
PERCENTAGE
EXCELLENT
GOOD
FAIR
POOR
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ANALYSIS
18 Table showing opinion (rate) on the companys business prospects in next 5
years.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
EXCELLENT 8 16
GOOD 32 64
POOR 10 20
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 64% of respondents feels good on the
company business prospects in next 5 years, while 16% good on feels excellent
and the rest 20% feels it poor.
INFERENCE:
Majority of respondents rate that the company will have good on business
prospects in next 5 years.
CHART 18
16%
64%
20%
PERCENTAGE
EXCELLENT
GOOD
POOR
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ANALYSIS
19 Table showing whether the respondents are satisfied with the companys
grievance redressal.
OPTIONS NO OF RESPONDENTS PERCENTAGE
Yes 46 92
No 4 8
total 50 100
INTERPRETATION:
From the above table it is interpreted that 92% of respondents are satisfied with
the companys grievance redressal procedure whereas 8% of respondents are not
satisfied with it.
INFERENCE:
Majority of respondents are satisfied with the companys grievance redressal
procedure.
CHART 19
92%
8%
PERCENTAGE
Yes
No
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ANALYSIS
20 Table showing the opinions of the respondents regarding employer-employee
relationship.
OPTIONS NO OF RESPONDENTS PERCENTAGE
Highly satisfied 12 24
Satisfied 30 60
Dissatisfied 8 16
Highly dissatisfied NIL NIL
Total 50 100
INTERPRETATION:
From the above table it is interpreted that 24% of respondents are highly satisfied
with the work environment, 60% of respondents are satisfied, 16% of
respondents are dissatisfied and none of the respondents are highly dissatisfied.
INFERENCE:
Majority of respondents are satisfied with the employer-employee relationship.
CHART 20
24%
60%
16%0%
PERCENTAGE
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
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ANALYSIS
21 Table showing whether the respondents are allowed to participate in
decision making in their level of operation.
OPTIONS NO OF RESPONDENTS PERCENTAGE
Yes 20 40
No 30 60
total 50 100
INTERPRETATION:
From the above table it is interpreted that 40% of respondent are allowed to
participate in decision making in their level of operation whereas 60% of
respondents are not allowed to take any such decision.
INFERENCE:
Only few of respondents are allowed to participate in decision making in their
level of operation.
CHART 21
40%
60%
PERCENTAGE
Yes
No
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ANALYSIS
22 Tables showing the opinion of respondents about peer-group relationship.
OPTIONS NO OF
RESPONDENTS
PERCENTAGE
ENCOURAGING &
COOPERATIVE
37 74
DISCOURAGING &
NON SUPPORTIVE
8 16
NON INTERACTIVE 5 10
TOTAL 50 100
INTERPRETATION:
From the above table it is interpreted that 74% of respondents feel that peers are
encouraging and cooperative, 16% of respondents feel they are discouraging and
non-supportive whereas 10% of respondents feel they are non-interactive.
INFERENCE:
Majority of the respondents feel that peer-group members in the company are
encouraging and co-operative.
CHART 22
74%
16%
10%
PERCENTAGE
ENCOURAGING &COOPERATIVE
DISCOURAGING &NON SUPPORTIVE
NON INTERACTIVE
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ANALYSIS
23 Table showing the overall satisfaction of respondents regarding their job.
OPTIONS NO OF RESPONDENTS PERCENTAGE
Highly satisfied 12 24
Satisfied 38 76
Dissatisfied NIL NIL
Highly dissatisfied NIL NIL
Total 50 100
INTERPRETATION:
From the above table it is interpreted that 24% of respondents are highly satisfied,
76% of respondents are satisfied, and none of the respondents are dissatisfied
with their job.
INFERENCE:
Majority of respondents are satisfied with their job.
CHART 23
24%
76%
0%0%
PERCENTAGE
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied
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FINDINGS,
SUGGESTIONS &CONCLUSION
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FINDINGS:
1) Majority of the respondents possess work experience of less than 5years.
2) Majority of the respondents are satisfied with the timings of the shifts ofthe company.
3) Study reveals that majority of respondents belong to the age group of20-40 years.
4) It is observed that supervision is strict.5) Majority of respondent prefer commission in the form of incentives.6) Only few respondents are satisfied with their pay package and are not
allowed to take part in decision making.
7) Study reveals that majority of respondents feel that their job ischallenging.
8) Study reveals that majority of respondents are satisfied with the workenvironment.
9) Study reveals that majority of the respondents feels that company thinksfor long term welfare of the employees.
10) Majority of respondents believes that the performance of topmanagement is important.
11) It is observed that many respondents feel that treating employeesfairly and equally is of prime importance.
12) Majority of respondents feels that the company will have goodbusiness prospects in next 5 years.
13) The most advantageous findings so that the company is doing goodis dealing with employees problems.
14) It is observed that there were mix opinions on satisfaction regardingjob training for current job.
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15) It is observed that majority of respondents are satisfied with thecompanys grievance redressal.
16) Majority of respondents are satisfied with their employers.17) Study reveals that majority of respondents feel that their
peer-group relationship is encouraging and co-operative.
18) Majority of respondents are satisfied with their jobs on an overallbasis.
19) There is significant relationship between type of job and gender.
SUGGESTIONS:
1) The company can still improve its organizations climate.2) The company can improve the supervision pattern as majority of
respondents feel that supervision is strict.
3) The company can provide better pay package to the respondents.4) The company can allow the respondents to participate in decision
making.
5) The management can provide with food allowance, loan facility,marriage gifts and May Day gifts to the employees as many employees
preferred these.
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SUMMARY AND CONCLUSION:
In todays competitive world of business, it is very difficult to introduce the
product, place it, position it and sell it, but all mentioned depends upon the ability
of the company to bring out a good product, place it in the market and sell it.
Employees play a very important role in selling the product. Any organization
development is based on the employees efficiency and attitude towards the
organizational goals. Thus, satisfaction of employees will help an organization
to attain its goals and the company must take steps to determine the level of
satisfaction of its employees. The research design adopted for this study was
descriptive method. Questionnaire was the main instrument used in the research.
The statistical tools used for the study was percentage analysis and chi-squared
test. The analysis reveals that employees are satisfied with the organization on
an overall basis. However, it is necessary for the company to look into facts like
involvement of employees in decision making, improving supervision and pay
package. Thus, the study would be useful for the organization in framing its HR
policies in future.
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ANNEXURES
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AN ORGANISATION STUDY AT
KALPA ELECTRIKAL PVT. LTD.
QUESTIONNAIRE:
Respected Sir/Madam,
I, JYOTHI N.R, student of MBS, Bangalore University, Bangalore, have
taken up a project titled ORGANISATION STUDY at KALPA
ELECTRIKAL PVT. LTD., Bangalore.
This study through questionnaire is purely for academic purpose, hence I kindly
request you to cooperate in this regard. I would be thankful to you, if you spare
few minutes to fill this questionnaire with keen interest. Your opinion will be
used only for academic purpose and will be kept confidential.
1)Name:.
2) Age: Below 20 years 20-40 years Above 40years
3) Gender: Male Female
4) Qualifications: SSLC Higher secondary Graduate
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5) Marital status: Married Unmarried
6) Years of experience: Less than 5 years 5 to 10 years 10 years and above
7) Income [monthly]: Below Rs 8000 Rs 8000 to Rs 15000 Rs 15000 & above
8) Are you satisfied with the time of the shift? Yes No
9) How according to you is the supervision of the company? Normal Strict Very strict
10) What incentives you would prefer if offered by company? Commission Allowance Bonus
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11) Are you satisfied with the pay package provided by company? Yes No
12) Whats your opinion regarding the job you preformed? Challenging Monotonous Stressful
13) Whats your opinion on work environment provided by company? Highly satisfied Dissatisfied Highly dissatisfied
14) The company is concerned for long term welfare of employees? Agree Disagree Neither agree nor disagree
15) You are satisfied with the training provided for current job? Agree Disagree Neither agree nor disagree
16) What is the importance of the performance of top management? Important Unimportant Neither important nor unimportant
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17) Essential of the fair treatment to all employees? Important Unimportant Neither important nor unimportant
18) How do you rate company on dealing with employees problemfairly?
Excellent Good Fair Poor
19) How do you rate your companys business prospects in next 5 years? Excellent Good Fair Poor
20) Are you satisfied with the company Grievances redressal procedure? Yes No
21) How is the employer-employee relationship in your company? Highly satisfied Satisfied Dissatisfied Highly dissatisfied
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22) Does employee participation in decision making process isfollowed?
Yes No
23) How is the peer-group relationship in your company? Encouraging and cooperative Discouraging and non-supportive Non-interactive
24) Are you overall satisfied with the job? Yes No
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RESEARCH
METHODOLOGY
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RESEARCH METHODOLOGY
esearch means a search for knowledge. It is defined as the objective
and formal process of system obtaining, analyzing and interpreting
data for actionable decision making.
1.RESEARCH DESIGN:
A research design is the arrangement of conditions for collection and analysis of
data in a matter that aims to combine relevance to the research purpose with
economy in procedure. It is the conceptual structure within which it is conducted.
It constitutes the blue print for the collection, measurement and analysis of data.
The research design used to analyze the data in the study was DESCRIPTIVE
DATA DESIGN. Descriptive research studies are those studies which are
concerned with describing the characteristics of a particular individual or a group
.In this study, the information provided by the respondents has been analyzed the
study the level of employee satisfaction in the organisation.
2. DATA COLLECTION:
Data collection is more of an art than science. The accuracy of collected data is of
great significance for drawing correct and valid conclusions from the
investigations.
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Primary dataPrimary data are those which are called a fresh and for the first
time and therefore, it is first hand information. For the purpose of the study data
has been collected from the respondents through a structured questionnaire.
Secondary data - Secondary data means data which are already available i.e. they
refer to data which has already been collected for the first time from companies
record, websites and books.
3. RESEARCH INSTRUMENT:
Research study adopted in the study is questionnaire which was helpful in
deriving the response of the respondents. A questionnaire consists of a number of
questions printed or typed in a definite order or on a form or a set of forms. Quite
often questionnaire is considered as the heart of a survey operation. Hence it
should be carefully structured.
4. SAMPLING PLAN:
SAMPLE UNIVERSE: The sample universe of the study was the employees of
the company.
Sample frame: The group of units which forms the basis of sampling process is
known as sampling units. A list containing all sampling units is known assampling frame. The sample frame of the study was the employees of the
company.
SAMPLE METHOD: In the sample method convenient sampling method was
adopted. This sampling method involves purposive or deliberate selection of
particular units of the universe for constituting a sample, which represent
universe. In other word the researcher select the easiest population members.
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From which to obtain information. The researcher uses his or her judgment to
select population members who are good prospects for accurate information.
SAMPLE UNIT: The elementary unit or the group or cluster of sample frame
may form the basis of sampling process, in which case they are called as sampling
units. Each employee selected for the survey and to whom the questionnaire was
distributed forms the sample unit.
SAMPLE SIZE: Size of the sample refers to the number of sampling units
selected from the universe for investigation. The sample size of 50 workers has
been taken.
Statistical tools used for the analysis of the data:
Data collected by the issue of questionnaire has been analyzed using following
statistical tools. The statistical tools used for the analysis of data are:
SIMPLE PERCENTAGE METHOD: This method shoes the entire population in
terms of percentage. It reveals the number of belonging in a particular category or
the number of people preferring a particular thing etcin terms of percentage.
The formula used to compute percentage analysis is:
Percentage of the respondents = No of respondents100
Total respondents
Here percentage method is used to find the employees level of satisfaction.
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BIBLIOGRAPHY
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BOOKS
HUMAN RESOURCE MANAGEMENT,P.Subba Rao & Ashwathappa.
RESEARCH METHODOLOGY,Kothari.C.R.
ORGANIZATIONAL BEHAVIOUR,K.Ashwathappa.
MANAGEMENT AND BEHAVIORAL PROCESS,R.K.Sharma.
WEBSITES
www.google.com
www.kalpaelectrikal.com
http://www.google.com/http://www.google.com/http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/http://www.google.com/