A

Summer Internship Report

On
A STUDY OF EMPLOYEES JOB SATISFACTION
UNDERGOAN AT

In a Partial Fulfillment of the Degree of

Master in Business Administration
(M.B.A.)
under
Gujarat Technological University
UNDER THE GUIDANCE OF
Faculty Guide Company Guide
Miss. Urvi Suchk Mr. Mitesh Unadkat Mr.Nipul Zala
Submitted by
Bhola Meru D.
Batch : 2012-14, Enrollment No.:128170592002
MBA SEMESTER III
N.J. Sonecha Management and Technical Institute Chanduvav
MBA PROGRAMME
Affiliated to Gujarat Technological University
Ahmedabad
2013-14

1
 Institutes Certificate

Certified that this Summer intership Project Report TitledA STUDY OF

MPLOYEES JOB SATISFACTION is the bonafide work of Mr./ Bho l a Me ru D
(Enrollment No.128170592002),who carriedout the research under my
supervision. I also certify further, that to the best of my knowledge the work reported
herein does not form part of any other project report or dissertation on the basis of
which a degree or award was conferred on an earlier occasion on this or any other
candidate.

Faculty Signature of the

Guide
(Name and Designation of Guide)

2
Company Certificate

3
 DECLARATION

I Bhola Meru D. here by declare that the project report on Summer Training Project
entitled A Study Of Employees Job Satisfaction in Gujarat sidhee cement limited
Is a result of my own work and my indebtedness to other work publications,
references, if any, have been duly acknowledged.

DATE:

PLACE: N.J. Sonecha Management and Technical Institute

Chanduvav

Bhola Meru D.
MBA (SEM-II)

4
 PREFACE

Since, there is waste different between theatrical knowledge as well as practical

knowledge. This tanning helps the individual to know what he or she gained theatrical

knowledge.

Myself, Bhola Meru student of MBA got this opportunity to learn things practically that I

learn theoretically. It helps me to develop my skills and talent.

I have got the opportunity to have the practical training at

Gujarat Sidhee Cement Limited

Located at sidheegram,

Veraval-Kodinar high way,

Pin-code 362276

Dist.: - Junagadh.

Gujarat

5
 ACKNOWLEDGMENT

I am very glad to present this project report, first of all I would like to express to
indebtedness to Mr.Pradip Mehta for his in valuable cooperation and encouragement
throughout the making of my project report.

Also not to forget the authorities of Gujarat Sidhee Sement Limited without
whose cooperation this report perhaps is impossible. Who gave me their kind
cooperation during the visit and gave me all the information needed to make this report.

All I would like to express my gratitude to the general manager of Gujarat Sidhee
Cement Limited for providing me to permission and arrangement for the training.

Last but not the least I am thankful to all those who directly and indirectly co-
operate and supported me for making this report a success.

Yours Sincerely

Mr.Bhola Meru

6
 INDEX

Sr. No Particulars Page No.

Part I General Information 1
1. Industry Overview 2

1.1 History 3

1.2 Growth and Development 4

1.3 Performance of GSCL 5

1.4 Market players in the industry 6

2. Company Overview 7

2.1 Basic information of GSCL 8

2.2 History 12

2.3 Growth and Development 17

2.4 Performance and other key 18

performing data

2.6 Departmental overview 19 to61

2.7 SWOT and PESTEL 62

Analysis

2.8 Job Satisfaction 64

Part II Research Work 69

3. Introduction of the study 70

3.2 Review of literature 71

3.3 Statement of problem 73

3.4 Objectives of the study 74

7
4. Research Methodology 75
4.1 Hypothesis [If applicable] 77

4.2 Research design 78

4.3 Sampling Method 78

4.4 Sampling Size 78

5. Analysis and interpretation of data 80to97

6. Results and findings 98

7. Limitations of the study 99

8. Suggestion And Recommendation 100

9. Conclusion 101

10. Scope for further research 102

11. Bibliography 103

12 Annexures 104to106

8
9
10
 HISTORY OF CEMENT INDUSTRY

The cement industry is literally the building block of a nation. A countrys cement
output is one of the primary indicator of its level of economical development.
In India, manufacturing of cement was first started in Madras in 1904.First three
companies were started in 1912-1913 and real beginning was started. When the plans
started there were 21 factories with an annual capacity of 328 million tonnes. After 1949
the cement industry had a complete interference of govt. the production, distribution and
price of cement and this hampered the growth of industry. It was only in 1977 that govt.
announces 12% post tax return on net worth, which was fair enough, and retention price
would be fixed to ensure it.
The real impetus was provided when partial decontrol was announced in 1982.
Through this policy all existing cement industry units were required to give up 66.67% of
their installed capacity as levy at controlled price. The most important objective of
decontrol was to eliminate black-marketing and bring down the price in the free market.
It was in follow through that the industry was fully controlled in 1989. In the last decade
of 90s cement capacity increased by more than twice. The industry was de-licensed in
1991, which augmented its production in the very first year.
In India, the per capita cement consumption is abysmally low at 99 kgs as
against a world average of 225 kgs and Asian average 200 kgs. These figures indicate
good potential for growth of industry.

11
 CEMENT PRODUCATION AND GROWTH

Domestic demand plays a major role in the fast growth of cement industry in
India. In fact the domestic demand of cement has surpassed the economic growth rate
of India. The cement consumption is expected to rise more than 22% by 2009-10 from
2007-08. In cement consumption, the state of Maharashtra leads the table with 12.18%
consumption, followed by Uttar Pradesh. In terms of cement production, Andhra
Pradesh leads the list with 14.72% of production, while Rajasthan remains at second
position.

The production of cement in India grew at a rate of 9.1% during 2006-07 against
the total production of 147.8 MT in the previous fiscal year. During April to October
2008-09, the production of cement in India was 101.04 MT comparing to 95.05 MT
during the same period in the previous year. During October 2009, the total cement
production in India was 12.37 MT compared to a production of 11.61 MT in the same
month in the previous year. The cement companies are also increasing their
productions due to the high market demand. The cement companies have seen a net
profit growth rate of 85%. With this huge success, the cement industry in India has
contributed almost 8% to India's economic development.
Technology Up-gradation

Cement industry in India is currently going through a technological change as a

lot of up gradation and assimilation is taking place. Currently, almost 93% of the total
capacity is based entirely on the modern dry process, which is considered as more
environment-friendly. Only the rest 7% uses old wet and semi-dry process technology.
There is also a huge scope of waste heat recovery in the cement plants, which lead to
reduction in the emission level and hence improves the environment.

12
 PERFORMANCE OF GUJARAT
SIDHEE CEMENT LTD

Years 2007 2008 2009 2010 2011

Production 19 22 24 27 27
(In million
tons)

13
 MAJOR PLAYERS IN CEMENT INDUSTRY

There are a number of players prevailing in the cement industry in India.

However, there are around 20 big names that account for more than 70% of the total
cement production in India. The total installed capacity is distributed over around 129
plants, owned by 54 major companies across the nation.

Following are some of the major names in the Indian cement industry:

COMPANY INSTALLED CAPACITY PRODUCTION

ACC 18640 17902

SIDHEE 14860 15094

ULTRA TECH. 17000 13707

GRASIM 14115 14649

INDIA CEMENT 8810 8434

JK CEMENTS 6680 6174

JAYPEE GROUP 6531 6316

CENTURY 6300 6636

MADRAS CEMENTS 5470 4550

14
15
 BASIC INFORMATION OF GUJARAT SIDHEE CEMENTS LIMITED.

1. Name & Address of Company: Gujarat Sidhee Cement Limited.

(A unit of Mehta Group)

2. Address : Sidheegram
off Veraval Kodinar Highway
pin 362276
Dist: Junagadh (Gujarat)

3. Registered office & works : P.O. Sidheegram,

off .Veraval Kodinar Highway,
Tal: Sutrapada,Dist :Junagadh,
Gujarat-362276

4. Corporate office : Agrima Business Centre,

N.K.Mehta International House,
178,BackbayReclamation,
Mumbai- 400020.

5. Telephone no : (02876)308200.

16
6. Fax no : +91 02876286540.

7. E- mail : [email protected].
8. websites : www.mehtagroup.com

Vission and Mission

:

Vision:

To be the most admired and competitive company in our industry.

Utilize resources in most efficient way.

Be versatile to adopt changes.

Mission;

Create Value for all

Inspired employees
Delighted customers
Energised society
Loyal shareholders

17
 BOARD OF DIRECTORS

MR.M.N.Mehta : Chairman
Mr.Jay Mehta : Executive Vice Chairman.
Mr.Sanat Mehta : Nominee of the Mehta International LTD.
Mr.G.C.Murmu : Nominee of GIIC LTD.
Mr.M.S.Gilotra : Managing Director.
Mr.P.K.Behl : Nominee of LIC.

Director (Legal)& Company secretary.

Mr.A.M.Fadia.

Bankers
State Bank Of India
State Bank Of Bikaner & Jaipur.
Union Bank Of India.

Auditors
M|S.Manubhai & Co.
Chartered Accounts
Ahmedabad.

18
 ORGANIZATION STRUCTURE

M. D.

Director Director Sr. V.P.

System &
Audit

G.M.(A/c) G.M. (I.T.)

Joint President Joint President

Works Mines & Geology

Chief G. M. G. M. D.G.M. G. M.
Security Geology Mines Personnel Commu.
Officer

Liasoning Land
Dept

19
G.M. D.G.M. G.M. G. M. D.G.M. G. M.
R&D Commun. B.C.T Power & Civil Mech.
Plant
 GUJARAT SIDHEE CEMENT LIMITED

To build a better world to live in.

HISTORY OF MEHTA GROUP

1900 1930
Development of industries in Uganda : tea plantation, ginnery, sugarcane
plantation and sugar factory.

1900 1940
Having established in East Africa in beginning of India, Textile mill
and grinning factory setup in Porbandar (Gujarat) in trading company in Mumbai.

1950 -1960
Cement plant (Saurashtra Cement Ltd) established in 1956

This decade represents a great turning point in the history of the group.

Expulsion of Asians by Idi Amin in 1972.

20
 Consultancy wing in India and plastics unit set up in Canada.
Expansion of group of in terms of size, value and geographical spread.
1979 Recalled to Uganda

80s & 90s

Active period for Agrima consultancy wing consultacy to Ethipia, Cameron,
Sudan, Burundi, Nigeria and in Asia to Nepal, Srilanka and Myanmar.
Rehabilitation of all Ugandan companies.
2nd cement plant put up Gujarat sidhee cement limited, formely Cement
Corporation of Gujarat limited

90s - 00s
Successful foray into the field of finance and banking with the establishment of
Tran Africa Assurance Company Limited.

Hathi Cement Ltd established in 1956

This decade represents a great turning point in the history of the group.

Expulsion of Asians by Idi Amin in 1972.

Consultantcy wing in India and plastics unit set up in Canada.
Expansion of group of in terms of size, value and geographical spread.
1979 Recalled to Uganda

21
 The founder of GSCL

Shri Nanjibhai Kalidas Mehta

The founder Mr. Nanjibhai Kalidas Mehta. Left this native land at age 13 in a
country vessel bound for of Africa. He carried with him a spirit of adventure.

Determination to succeed and little more than his dreams. The year was 1900
and the unit of currency used to trade with the local tribes was cowries shells.

Todays the Mehta group controls assets in excess of us $400 Million and his
over 15000 employees world wide. It is multi national, multi activity enterprise with a
global presence spanning four countries: Asia, Europe, North America, and Africa.

22
About the Mehta Group

The Mehta group is a multi-activity enterprise with a global presence spanning

four continents Asia, Europe, North America and Africa.

In India, the Mehta group is operating two cement manufacturing units viz.
Saurashtra Cement Limited, situated at Ranavav, neat the Porbandar and Gujarat
Sidhee Cement Limited, situated near Veraval, Dist. Junagadh.

After 1987 company was not smoothly running, and incurred a continuous loss
for four years. On account of this government thought for privatisation and it was given
in the hands of Mehta Group. And from that time Mehta group manages it. Hence,
GSCL is now making profit and it is going in the direction of growth and expansion as
well as tremendous success.

The group

Aged thirteen and armed with little more than dreams, a spirit of adventure and a
determination to succeed, the founder, Nanji Kalidas Mehta left his native land in a

23
country vessel, bound for the distant shores of Africa. The year was 1900 and the unit of
currency used for trading with the local tribes was cowries sheels.
About Sidhee Cement

GSCL was originally set up as a joint venture between the Gujarat Industrial
Investment Corporation and the Mehta group. GSCL plant is located at sidheegram in
sutrapada taluka, Junagadh district, and Gujarat state, India.

GSCLs plant uses the latest Dry Process pre-calcinations technology

comparable to international standards. The state-of-the art plant makes use of
machinery, which is sourced, from reputed international companies. The plant,
operating at over 100% capacity, is also one of Indias cost effective cement producers.

GSCL is another group company, marketing cement under the brand name of
SIDHEE. GSCL is and ISO 9001-2000, ISO 14001 certified manufacturing company
opc 53 Grade cement, 43 Grade cement and ppc types of cement. Which complies with
world-class quality standard. GSCL become the first Indian cement company to get 53
Grade license. The company is recognize export house and has won the Indian cement
industrys prestigious national productivity awards thrice in succession.

24
 Cement Production and Growth

Domestic demand plays a major role in the fast growth of cement industry in
India. In fact the domestic demand of cement has surpassed the economic growth rate of
India. The cement consumption is expected to rise more than 22% by 2009-10 from
2007-08. In cement consumption, the state of Maharashtra leads the table with 12.18%
consumption, followed by Uttar Pradesh. In terms of cement production, Andhra Pradesh
leads the list with 14.72% of production, while Rajasthan remains at second position.

The production of cement in India grew at a rate of 9.1% during 2006-07 against
the total production of 147.8 MT in the previous fiscal year. During April to October
2008-09, the production of cement in India was 101.04 MT comparing to 95.05 MT
during the same period in the previous year. During October 2009, the total cement
production in India was 12.37 MT compared to a production of 11.61 MT in the same
month in the previous year. The cement companies are also increasing their productions
due to the high market demand. The cement companies have seen a net profit growth rate
of 85%. With this huge success, the cement industry in India has contributed almost 8%
to India's economic development.

Technology Up-gradation

Cement industry in India is currently going through a technological change as a lot

of up gradation and assimilation is taking place. Currently, almost 93% of the total
capacity is based entirely on the modern dry process, which is considered as more
environment-friendly. Only the rest 7% uses old wet and semi-dry process technology.
There is also a huge scope of waste heat recovery in the cement plants, which lead to
reduction in the emission level and hence improves the environment.

25
 LAST FIVE YEAR PERFORMANCE

PARTICULAR 2007-08 2008-09 2010 2011 2012

(18MONTHS)
Sales 2606 6268 5705 6235 7077
Operating Profit 799 2247 2239 1954 2122
Cash Profit 714 2168 2163 1922 2100
Profit before Tax 519 1842 ** 2712 ** 1970 ** 1803
Profit after Tax 468 1503 1769 1402 1218
Gross Block 3827 5177 5928 7654 8939
Net Worth 2172 3484 4655 5669 6468
Debt 1127 865 330 289 166
Cash EPS (Rs.) 5.28 14.29 14.26 12.62 13.78
EPS (Rs.) 3.46 10.09 11.61 9.21 7.99
Dividend (%) 90 * 165 175 110 120
Capacity - Million 13.30 16.30 18.50 22 22
Tones
Production - Million 12.80 22.63 16.86 17.75 18.83
Tones

26
27
Production Department

28
 INTRODUCTION

Production is the main course of action for all the industrial units. All other
activities revolve around this activity. We can say that Production activity is nothing but
the step conversion of one form of material into another either chemically or
mechanically. The end product of the production activity is the creation of goods or
services for the satisfaction of human wants. The production activity is process by which
the goods are produced or utility enhanced.

According to E Buffa,

Production is the process by which goods or services are created.

This department is situated in the CCR Building. The whole process is

computerized, where process operating persons closely monitor the whole plant
operation through visual display. Computerized process control system with the field
instrumentation ensures the steady and smooth operation of unit. The whole
process is displayed on the computer and any change of problem in the process is
easily identified so that necessary step can be taken immediately.

29
 PRODUCTION PLANNING & CONTROL

Production Planning and control are 2 important aspect of production. Production

planning is prerequisite of production control. Production control cannot be imaged
without production planning.

Production planning is the function of management to look ahead,anticipate

difficulties and take steps to remove obstacles before they are materialized. Where n
unit is constantly evaluated and compare with the standards set in advance.

At GSCL Production planning is jointly done with dispatch department on the

basic of order and dispatch for the next month provider by dispatch department
production department plans production and its operations. And on the basic of
production planning, department and strict control on the production activity and
continuously evaluated the performance through tar as it is totally computerized plant.

30
 RAW-MATERIAL & ITS PROCUREMENT

Raw material is very important for any kind of production, so it is the

responsibility of the production department that to take cake of raw material. The
raw material which used in cement manufacturing is as follow:-

Lime stone: -

It is one of the ingredients of cement. As the company is situated at the place

which has very rich resources of limestone. All the requirements of lime stones are
transported from mines to the plant with the help of tractors and trucks.

Gypsum: -

It is the waste products of chemical plants. Gypsum is added to the clinker and
grinded from cement. Gypsum is added in cement in order to increase the settlement
time. Gypsum is added to clinker in the ratio of 95:5. Gypsum is obtain from chemical
plant in Gujarat and also imported from Indonesia.

Silica: -

Silica is added to cement in order to make cement strong. It is generally

produced from the mines.

Red clay: -

It is also a raw material which is used to produce cement it is obtained from

Nageshwari which is near to Una.

31
 PLANT LAYOUT OF CEMENT

When a new plant is created the question of placement is machinery at different

places. Location of stores, inspection, cabins, maintenance wings, cranes and other
handling equipment receive a priority consideration. This is because the efficiency of
production flow depends largely on how the various machines production facilities will,
any employees amenities are located in the plant.

A good lay out is one which allows materials rapidly and directly for processing.
This reduces transports handing, clerical and other cost down as per unit, space
requirement are increase and it reduce idle machines and idle time of
men.

There are four types of layout. The production process of Sidhee cement
Ltd. is organized in product layout form. In this type the machines are arranged
in sequence as required by the particular product. In this layout one product goes
through all machines lined up.

The production process of GSCL involves producing of only one element.

I.e. cement the raw material goes through different process with step in order to get
converted into cement. As GSCL practices continuous flow of production and the
process is arranged the based on the product to be achieved. It is organized in a
product layout from which facilities the production of cement in systematic manner.

Clinker then reaches the cement formation unit through conveyor belts and
is stored in a hopper. Gypsum is also stored in separate hopper near by it. About
5% of cement is added to 95% of clinker and its further grinded to ultimately lead
to a formation of cement. The cement produced is stored in the silos so as to
initiate the process of the packing.

32
PROCESS DIAGRAM

33
 CEMENT FORMATION

Trolleys

Stackers/Recamier

Hopper House

Roller Mill

Silo (Blending)

Pyro Heating

Kiln (Clinker Formation)

Cement Formation

Types of Cements:
1. PPC (posolymic port line cement)
2. OPC (osmoposolona port line cement)

PPC:-
Fly ash is additionally about 10% to 20%.
It increases its workability.
It is not produced in the company.
It is mainly used with plaster due to increased workability.

OPC: -
There are three brands or qualities of cement produced under this category.
1. Grade-33
2. Grade-43
3. Grade-53
Company makes grade-53 cement generally. It is the quality normally sold by the
company.

Grade-53 means that if 1 meter cube of piece of cement is kept in water for 28
days and after that it should be able to bear 53 mega Pascal pressure and should not
crumble up according to standard British norms.

Grade-33 and grad-43 is normally manufactured in the NORTH INDAN units

of Rajasthan, Punjab and Himachal Pradesh as NORTH ESTERN unit of West
Bengal.

34
Gujarat GSCL manufactures only grade-53 cement normally. Grade-53 cement
possesses highest strength among all qualities of cements manufactured in India.

OPC is used with RCC (reinforce cement concrete)

It provides higher strength to RCC as compared to others.

MATERIAL HANDLING SYSTEM

The material handling involves movements of materials from one place to

another for the purpose of processing. They are moved either manually or mechanically.
The job tackled by material handling equipment includes lifting, moving, dropping,
positioning, holding, releasing, stacking etc.

FACTORS AFFECTING MATERIAL HANDLING

1. Types of the product & production system

2. Plant layout
3. Production planning and control
4. Packaging
5. Material handling equipment

Material handling equipments used at ACL:-

Pipelines
Pneumatic Conveyor
Aeropol Vertical Conveyer
Bucket elevator
Tractors
Tankers
Trucks

35
HUMAN RESOURCE DEPARTMENT

36
 INTRODUCTION

A Human Resource Management can be defining as H.R.M is Managerial

function which concurred with hiring, motivation, directing and maintaining the people in
the organization. It is known as Human Resource Management.

Human Resource Management (H.R.M) is also known as personal management.

Without H.R.M a company cannot achieve their goal easily. All the
company has H.R.M department.

Highlight on Human Resource Management

1) It is managerial and top level function.

2) It is concerned with employees, both as individuals as well as a group.

3) It is try to develop employee skill and better performance.

4) Personnel Management is a continuous process.

5) Without H.R.M a company cannot achieve their goal easily.

Gujarat Sidhee Cement Ltd has H.R.M department having an experienced Vice
President.

37
 OBJECTIVE OF HRM

SOCIATEL OBJECTIVE:

This refers to be ethically and socially responsible to the needs and challenges of
the society while minimizing the negative impact of such demands upon the
organization.

ORGANIZATIONAL OBJETIVE:

This refers to recognize the role of HRM in bringing about organizational

effectiveness. HRM is not an end in itself. I am only a means to assist the origination
with its primary objectives.

FUNCTIONAL OBJECTIVE:

It refers to maintain the department contribution at a level appropriate to the

organizations needs. Resource are wasted when HRM if it her more or less
sophisticated to suit the organizations demand.

PERSONAL OBJECTIVE:

It refers to assist the employees in achieving their personal goals, at least in so

far as these goals the individuals contribution to the organization. Personal
objective if the employees must be met if worker are to be 1maintained, retained and
motivated.

38
 ORGANISATION STRUCTURE

From the following organizational chart, it is clear that, the organization is of line and
staff type.

39
 PERSONNEL POLICY

To select proper personnel on need bases and its effectiveness utilization in

achieving goals.

To safeguard the interest of labor and management by searching the highest

level of mutual understanding

To advice and assist for high moral and better human values by sustaining and
improving the conditions which has been established so that employees may
stick their jobs a longer period.

To maintain harmonious relation between workman and management

To enable employees to enjoy a life through active participation in the

recreation activities.

To fulfill legal compliance in time and maintain good relation with government
authorities, other agencies and local bodies to enrich companies vision and mission

40
 HUMAN RESOURCE PLANNING

Human resource may be termed as the total knowledge, skills, creative abilities,
talents and aptitudes of an organization's work force, as well as the values, attitudes
and benefits of an individual involved. Sidhee cement plans out future requirement on
the basis of budget allotted. After the annual budget, and the part of it allotted to human
resources, it calculates all the plus minus of manpower
and recruits people on the basis of that. Thus it's a process properly planned and
laid out.

41
 RECRUITMENT, SELECTION & INDUCTION

Recruitment:-

Recruitment means the process to discover the sources of men power to meet
the requirements of the staffing schedule and to employ effective measure for attracting
that manpower in adequate number to facilitate effective selection of an
efficient workforce.

Employee is the asset of the company so it is to get skillful person for the proper
management of man, machine, money & material. . In Sidhee cement ltd.
Generally use the external sources of recruitment, the source is the follow:-

Advertisement in news paper, magazines, internet

Campus interview
Placement consultants
Internal transfer

The Recruitment may be on:-

At management and administration level

At staff level
At worker level

42
Selection process:-

Generally the following procedure is taken into consideration while selection the
member..

Induction:

Once the candidate is selected, he has to go for the probation (induction)

perform, which is generally for one year. The employee has to fill various forms
regarding PE, EST, etc and is provided with Induction kit, containing the information as
above. He is also being given the general idea a responded to his duties, work,
responsibilities, for which he has been selected.

43
 TRAINING & DEVELOPMENT

Training is short term process utilization systematic & organized procedures

by which non managerial personal learn technical knowledge & skill for definite purpose.

Development is a long term educational process utilizing a systematic &

organized procedure by which managerial personal learns conceptual & theoretical
knowledge for general purpose.

Training programs are the best service provide by company to their workers
thought training one can efficient or master in any particular work a person can do
his work without any treat & decrease west of material that increase defiantly
companies profit. So its benefit can get both are employee as well as company &
society for development company also gives training.

44
 PROMOTION & TRANSFER POLICY

PROMOTION POLICY:-

"Promotion" is reference to the more authority, salary, and more responsibility. In

Gujarat Sidhee Cement Ltd., they use only performance basis promotion. So,
employees are promoted on the basis of their skill, performance and their achievement
level.

TRANSFER POLICY:-

"Transfer reference to the transfer of person in other department, or another site

with same authority, responsibility, and same salary. In Gujarat Sidhee Cement Ltd., the
workers are shifted internally in shift A to B, B to C, and C to A

45
 PERFORMANCE APPRAISAL

An organizations goals can be achieved only when people put in their best efforts. In
simple terms, performance appraisal may be understood as the assessment of an
individuals performance being measured against such factors as job knowledge,
quality and quantity of output, initiative, leadership abilities, supervision, dependability,
co-operation, judgment, versatility, health and the like.

The six criteria for assessing performance are:

Quality

Quantity

Timeliness

Cost effectiveness

Need for supervision

Interpersonal impact

These criteria relate to past performance and behavior of an employee. The first four
qualities, quantity, timeliness and cost effectiveness are objective in nature. The last two
need for supervision and interpersonal impact are subjective. Objective measures are
quantifiable and are therefore highly useful in measuring
the performance of an employee.

In GSCL, the performance of the employee is evaluated every year by the

senior authorities under the producer of performance appraisal. Under this producer
reviewers are required to fill the particular form in which the necessary
criteria for evaluating the employee are given. After that the form is reviewed by
the reviewing authorities and departmental head. The review form is sent to the3
manager of personnel departmental who discuss the performance review with
reviewing authority and necessary steps are taken accordingly.
Purpose of performance appraisal at GSCL:

Evaluation of performance of work assigned.

Plan for training & development need.
Determined suitability for promotion or transfer.

46
 WAGE & SALARY ADMINISTRATION

Wage and salary are most use full to give motivation to the employee. Wage and
salary means the monitory reward paid to the employee on behalf of his work.

In Gujarat Sidhee Cement Ltd. they pays salary to Employees and Wages to
labors And other allowances are paid. The amount of wage & salary paid depends on
grades.

A Grade / Management Category are..

Basic salary + house Rent Allowance + 10% provident Fund + Medical

Allowance + Vehicle Allowance + Bonus + D.A.

OVERTIME PAYMENT:-

Overtime payment is admissible toward wage board workers only. The overtime
payment is made on the basis of overtime memo received from the department
head.

EXTRA DUTY INTIMATION:-

If In accident case worker may lose his efficiency of performing the present job. In
such cases company make transfer of the employee and if he is not able to work at
all the units, the unit pays a reward to employee. On the event of death of a workman
the wages and other dues shall be paid to the nominee as declared under
the provident fund Act.1952.

47
 WORKING OF EMPLOYEES STATE
INSURANCE SCHEME

Basically this scheme is applicable to those who have their payment with
less than 1600. In ACL, the basic payment starts from Rs. 1800 so ESI scheme is
not applicable here, but to replace it, company provides many other beneficial schemes
to its employees. This scheme is applicable to the person who has sufferers from
injuries in the accident. Company gives the medical expenditure to
injure due to accident which has occurred due to technical fault or any other reasons.

If the injured requires a long wage for the time being with salary for example, if
there is a very serious accident and a person cannot continue with his
present job, then also he has been transferred in some other department.

The same type of incident took place before 3 years at GSCL. One of the
person is worker in packaging department was very seriously injured in an accident
during the working hours, and he lost his hands and the company provided his
transferred of job and also he is working in the same unit with better facilities due
to this scheme acquired by the company

48
 PROVIDENT FUND POLICY

The Gujarat Sidhee Cement Ltd. Has to follow Provident fund Act 1952.Provident
fund will be deducted from salary of employee at a rate of 12%.

DETAILS ARE AS UNDER

Employees contribution @ 12% will be deposited in provident fund

account.
Employers contribution @ 12 will be deposited in two different accounts
as follows.

De ducting 8.33%goes to pension account.

And 3.67% goe s to P .F. Account.

49
 TRADE UNION & COLLECTIVE BARGAINING

TRADE UNION:-

According to Section 2(b) of Trade Union Act of 1926.

Gujarat Sidhee Cement Ltd. has no formal trade union. There is one active labour
union known as "Gujarat Sidhee Cement Karmachari Sangh". It is only the
union which fights for the rights of workers & solves the disputes.

COLLECTIVE BARGAINING:-

Collective bargaining is negotiation between an employer and a group of workers

to reach an agreement on working condition. It is also considered as one of the
remedial measure to set industrial dispute.

There is no formal collective bargaining in Gujarat Sidhee Cement Ltd. If there

were any problem arise it is solved by management and labour unions by meeting
and the decisions making.

50
 PERSONNEL RECORDS

The oldest and most basic personnel function is employee recordkeeping.

This function involves recording, maintaining, and retrieving employer lasted Information
for a variety of purposes. Records which must be maintained include
application forms, health and medical records, employment history (jobs held,
promotions, transfers, and lay-offs), seniority lists, earnings and hours of work,
absences, turnover, tardiness, and other employee data, such as

1. Name of the employee

2. Employee number
3. Designation
4. Department
5. Permanent & local address
6. Application form
7. Interview letter
8. Appointment letter
9. Medical fitness certificate, qualification and experience
10. Background and other personnel

Purpose of marinating personnel records:

To supply the information required by government agencies.

To conduct research in the field of industrial relation.
To enable personnel manager to propose training & development
programs.

51
 EMPLOYEE WELFARE

The profitability and productivity of any organization depends upon the industrial
relation, who means the extent of relation between administers and employees of the
unit.

The management of GSCL wishes to inside employee to his organization and

also they provide many benefits to the employees which are as under.

GSCL possesses good industrial relations. All the employees are quite satisfied
with wage rate and other facilities offered by the organization. The unit
provides the beneficial activities to each of the employees and his family member
as mentioned.

A. Medical Facilities:

The unit has its own medical venture established in colony and when any family
member or employee himself is sick, goes to hospital and gets the necessary treatment.

In case of accident, the company pays the full expenditure, incurred for the
treatment of workers. The accident was occurred within the organization, while
performing duty then the workers will get salary too for the days of rest advised by
the doctors.

B. Leave facility:

a. Festival Leave: All the employees and staff gets four days as a festival leave
which contains 3 paid holidays (26 Jan, 15 Aug, 2 Oct) and one other day.

b. Sick Leave: The unit grants 12 days as a sick leave to the employees. He can
take leave for 12 days and time during a year.

c. Privilege Leave: Privilege leave is meant for workers only. It increases after
working continuously 209 days.

d.Casual Leave: ACL procure 7 days as a casual leave.

e. Officers and administrative staff enjoy 30 P.L., 12 S.H., 4 L.T.C. and 3 paid
holidays.
C. Various Allowances.

a. Night Allowance

b. Heavy Duty Allowance

c. Canteen Facilities

52
 d. Educational facilities

e. Entertainment Facility

f. Transportation Facility:

Apart from there, the main facilities which are provided by the company are as
follows.

Banking Facilities

Post Office

There is one temple called Sidhee Mandir which is being visited by

people of all corners of Gujarat.

Uniform, shoes and allowances like washing, pressing etc is provided to its
workers.

As well as the company gives a birth card cum gift to the employees. They
thought that through this formality the relation can be a formal and good
between the managers and employees.

Helmet is also provided to the employees which is compulsory.

Loan for purchasing vehicle is also given. It also provides vehicle

allowances.

One co operative society is also there, under which department stores are
provide material at very reasonable rate to each of its employee.

53
MARKETING DEPARTMENT

54
 INTRODUCTION

A company can stand in the market only if it has skilful marketing policies,
only marketing can attract customer to its product. At present marketing become an
important part partial of all the gigantic organization.

We can define marketing as marketing means to create a customer.

In simple words marketing is the process of planning and executing the

conception, pricing, promotion and distribution of ideas, good and a service that creates
exchange that satisfy individuals and organization objectives.

Need for marketing of cement:-

Some of the factors like competition create awareness of product to consumer

market penetration to achieve the goal for selling in particular segment
to establish good image of brand of product to consumer etc are driving force behind
cement marketing.

Essential for cement marketing:-

Focus on brand name

Effective differentiation & public relation
Strong distribution network

GSCL. has created marketing department in Gujarat, Maharashtra, etc... As well as in

foreign countries. The head office of marketing department is at Mumbai which work
after the marketing of all regions.

55
ORGANIZATION CHART OF MARKETING DEPARTMENT

Vice President
(Marketing)

Assistant
Vice
President

Deputy
General
Manager

Regional Sales Regional Sales

manager Manager (Gujarat)
(Maharastra)

Bhavna Ahmeda Vadoda

Rajkot Surat
gar bad ra

56
 MARKET SEGMENTATION

A company, which decides to operate from some part of market normally, cannot
serve all the customers in market. To maximum utilization of available market &
resources to the sales the company adopts the market segmentation policy.

GSCL adopts market segmentation on following basis.

Trade segment
Builder
Government Segment
Institutional

57
 TRANSPORT FACILITY

In G.S.C.L. the transportation of cement bag is done by two ways

(1) One is roadways (name of the road)

Arpita Roadways
Jayraj Roadways
Parth Roadways.

(2) Other is sea ways (name of the ship)

GSCL Kiri
GSCL Shakti
GSCL Vaibhav
GSCL Shikar
GSCL Gaurav

58
 4 PS OF MARKETING MIX

Under Marketing Mix there is price mix, product mix, promotion mix &
place mix. They are..

PRICE MIX

Price is the only element of marketing mix that processes revenue. It is most
crucial decision to set up the price... Sidhee cement Ltd. follows two types of pricing
policy:-

o Cost oriented pricing

o Competition oriented pricing

PRODUCT MIX

Elements of Product mix of GSCL:

(A) Product Item: A single product. Here cement is only a product

o Ordinary Portland cement
o Pozolona Portland cement

PROMOTION MIX

GSCL adopts various types of sales promotion tools like discounts, gifts, and
some other incentives and sometimes company send their dealers and distributors on
tour.

PLACE MIX

Place mix of Sidhee cement Ltd. has national & also international
market export goods in another market

Sidhee cements Limited has widely international marketing major overseas markets
as follow: -

o U.k. countries
o U.S.A. countries
o Asian countries
Thus this was all about marketing mix.

59
 DISTRIBUTION CHANNEL

It is marketing activities in which movement or flow of goods or services are

thereof from primary producers to ultimate. Sidhee cement Ltd. Has developed well
balanced of distribution in all states. There is one sales officer and under him sales
distributors are there. The distribution network of Sidhee cement Ltd. in western region
is follow:-

60
 ADVERTISING

Advertising is a communication advertising create awareness in mind of

consumer, although advertising is primarily a private enterprise marketing tools, it is
used in all countries of world organization obtain their advertising in different way. In
small companies someone handles advertising in sales department who works with
advertising agency. Advertising stimulates willingness of purchase of product. In other
word it makes ready to purchase goods.

This unit had adopted competitive advertisement policy. They have got controlled
advertisement target for different region.

Sidhee cement ltd. has is producing cement in todays context there is cut
through competition in market so Sidhee cement Ltd. has to private agency named
TRIKAYA. This agency looks after all function regarding the advertising.

Sidhee cement Ltd. give advertisement throw the following media.

Television
News paper
Wall painting
Printed media
Outdoor media
Audio visual media

61
FINANCIAL DEPARTMENT

62
 INTRODUCTION

Financial management means rising of adequate fund at the minimum cost and
using them effective in business. This is most important department for any enterprise
finance is the main point, which all the activities are done.

Finance department where all arrangement & transaction related with cash &
credit is done, so that the objective of the unit may satisfy as possible.

Money is the life blood of modern business. Money is required to purchase

expensive machinery, and for day to day expenses on raw materials, labor,
operational, and administrative needs of business.

Sidhee cement Ltd. has efficient planning for financial. It is done by top level
management. Financial is collected various sources of finance company has separate
financial department and account officer. Sometimes decision is formed at head office
Mumbai.

63
 FINANCIAL PLANNING

Financial planning means planning of finance. In the planning finance is not

only done for spending the money but also for finding and evaluating source of finance.
In financial planning need of finance is decided on the basis of post expenditure and
reports.

Finance department of Sidhee cement Ltd. explain financial planning as

systematic arrangement of financial resources of the company in order to reach the
current and future financial requirement. It consists of budgetary control, profitability,
planning, sales cash budgeting.

1).Source of fund:-

Paid up capital
Share application money
Employee stock option outstanding
Secured loan
Differed text liabilities

2).Application of funds :-

Fixed assets
Current assets
Investment
Misc. expenditure s

3) Dividend policy :-

The first issue share was made by the company in the 1985 86 which is Rs 10
per share. Company has been increasing dividend almost every year. This year the
board has recommended total dividend of 120 % (Rs. 2.40 per share). Including
60% (Rs. 1.20 per share) paid as dividend. As future policy for payment of dividend.

64
 CAPITAL STRUCTURE

Capital structure is an important managerial function as it directly effects and the

risk and return of shareholder the dividers policy of the organization should take
consider while composition the capital structure, in Sidhee cement Ltd. board
of director and financial executives decides financial structure.

Capital structure means what kind of combination of capitals the company

wants to adopt. It means whether the company wants to adopt equity with preference
share or equity with debentures or the combination of all.

The capital structure is made of debt and equity securities which comprises a
firms finance of its assets. It is permanent financing of firm respected by long term debt
plus preferred stock plus net worth.

Dividend Payment date:

Within, The seven working days from the date of Annual General Meeting.

65
 WORKING CAPITAL MANAGEMENT

The term working capital is commonly used for the capital requires for day to day
working is a business concern such as for purchasing raw material for meeting day to
day expenditure on salary, wages, rents, advertising.etc but there are much
disagreement amount various financial authorities as to exact meaning of
term working capital.
Various experts define working capital as below.

1)Working capital means current assets. According to Mead, Mylott & field.

2) The sum of current assets is the working capital of a business. According

to, J.S.Mill.

And also working capital = current assets current liabilities.

Sidhee cement Ltd. use two types of working capital.

Long te rm working ca pita l.
S hort te rm working ca pita l.

1) They collect long term working capital by following sources.

Issue of shares
Issue of debenture
Retained profit, etc

2) And they collect short term working capital by following sources.

Bank credit.
Customers credit,
Normal trade credit, etc

The goal of working capital management is to manage the firms current assets and
liabilities in such a way that a satisfactory level of working capital is maintained. It
consists of three main aspects.
Management receivable
Management of investors
Management of cash & bank balance

66
BALANCE SHEET OF SIDHEE CEMENTA LTD MARCH 31, 2012

67
68
69
 SWOT ANALYSIS

Strength:

Lower energy cost due to imported calorific value coal and use of non
conventional fuels.

Lower transportation cast due to increased transport through sea router fro bulk
shipping.

Very high brand identity.

Excellent innovation engineering and technological skill useful for operating

excellence.

Very less dependent on government for coal and power.

Weakness:

No national geographic coverage as in case of competition.

Very limited fragmentation of plant, which avoid is presence in very sub regional
Markets
70
Opportunity:

Higher agriculture production may result into higher purchasing power,

which will increase demand.

Stability of Government may result into higher FDI inflow, which will
give rise to MNCs entry in India, which would require operations in
India. Thus large infrastructure projects and related requirements of

housing and accommodation will boost cement sales.

New product usage of RMC (Ready Mix Concrete) would the demand.

Threats:

Threats from the economic cycles. I.e. Recession or growth.

Change in Government policies in term of coal, diesel, raw material and
transport.

Exchange rate fluctuation having direct effect on bottom line as well as

on export.

Capacity expansion by the competition that will lead to the surplus of the
cement.

71
72
 INTRODUCTION

The term Job Satisfaction was brought to limelight by Huppock in 1935.

According to him, job satisfaction is a combination of psychological and environmental
factors that makes a person to feel, I am Happy at my job.

It has also been defined as the state of feeling where the employees feel
contented with their duties and responsibility. It is an important dimension of morale. It is
the situation when people are:

Induced to do work efficiently and effectively

Convinced to remain in the enterprise

Prepared to act efficiently during contingencies

Prepared to welcome the changes without resistance

Interested in promoting the image of the organization

More happy and satisfied with their job, employees will certainly reward better by
performing their duties well. While the industrial morale is a collective phenomenon, job
satisfaction is a distributive one towards works. It is a general attitude of a worker to
his/her job.

73
There are some other factors that affect the satisfaction level of the employees they
are..

74
SUPERVISION

The feelings of workers towards his supervisors are usually similar to his feeling
towards the company. Bad supervision results in absenteeism and labor turnover.
Good supervision results in higher production and good industrial relations.

CO-WORKERS
The workers derive satisfaction when the co-workers are helpful, friendly and
cooperative.

PAY
Studies also show that most of the workers felt staisfied when they are paid more
adequately to the work performed by them.

MARITAL STATUS
Marital status has an important role in deciding the job satisfaction. Most of the
studies have revealed that the married person finds dissatisfaction in his job than
his unmarried counterpart.

WORKING CONDITION
The result of various studies shows that working condition is an important factor.
Good working atmosphere and pleasant surroundings help increasing the production of
industry. Working conditions are more important to women workers
than men workers.

75
76
77
78
 REVIEW OF LITERATURE

G upta & J os hi (2008), conclude d in the ir s tudy tha t J ob s a tis fa ction is a nimportant
technique used to motivate the employees to work harder. It had often said that, "A
HAPPY EMPLOYEE IS A PRODUCTIVE EMPLPOYEE." Job satisfaction is very
important because most of the people spend a major of their life at their work place.

Kha n (2006), re ve a ls in his s tudy ha t Hoppa ck brought J ob s a tis fa ction tolimelight.

He observed Job satisfaction in the combination of psychological & environmental
circumstances that cause person to fully say, "I am satisfied with my job"

Ve lna mpy (2008), in his s tudy "J ob Attitude a nd Employe e s P e rforma nce ofPublic
Sector Organizations in Jaffna District, Sri Lanka" concluded that job satisfaction does
have impact on future performance through the job involvement, but higher performance
also makes people feel more satisfied and committed. It is a cycle of event that is
clearly in keeping with the development perspective. Attitudes such as satisfaction and
involvement are important to the employees to have high levels of performance. The
results of the study revealed that attitudes namely satisfaction and involvement, and
performance are significantly correlated.

Brown, Forde, et. al. (2008), in their study "Changes in HRM and job satisfaction,
1998 2004: evidence from the Workplace Employment Relations Survey" examined
that their significant increases in satisfaction with the sense of achievement from work
between 1998 and 2004; a number of other measures of job quality are found to have
increased over this period as well. It also finds a decline in the incidence of many formal
human resource management practices. The paper reports a weak association between
formal human resource management practices and satisfaction with sense of
achievement. Improvements in perceptions of job security, the climate of employment
relations and managerial responsiveness are the most important factors in explaining
the rise in satisfaction with sense of
achievement between 1998 and 2004. We infer that the rise in satisfaction with sense of
achievement is due in large part to the existence of falling unemployment during the
period under study, which has driven employers to make improvements in the quality of
work.

J a in, J a be e n, ET. a l. (2007), in the ir s tudy "J ob S a tis fa ction a s Re la te d to

Organizational Climate and Occupational Stress: A Case Study of Indian Oil" concluded
that that there is no significant difference between managers and engineers in terms of
their job satisfaction both the groups appeared almost equally satisfied with their jobs.
When the managers and engineers were compared on organizational climate, it was
found that both the groups differed significantly. Managers scored significantly high on
organizational climate scale than the engineers indicating that the managers are more
satisfied due to the empowerment given to them.

79
 S ha hu & G ole (2008), in the ir s tudy "Effe ct of J ob s a tis fa ction onPerformance: An
Empirical Study" concluded that the companies that are lagging behind in certain areas
of job satisfaction & job stress need to be developed so that their employees show good
performance level, as it is provided that performance level lowers wit high satisfaction
scores. The awareness program pertaining to stress & satisfaction is to be taken up in
the industries to make them aware of the benefits of knowledge of stress and its
relationship with satisfaction and achievement of goal of industries.

J ob S a tis fa ction is in regard to one's feeling or state-of-mind regarding the nature of

their work. Job Satisfaction can be influenced by a variety of factors,eg, the quality of
one's relationship with their supervisions, the quality of the physical environment in
which they work, degree of their fulfillment in their work etc.

80
 RESEARCH PROBLEM

Research really begins when the researcher experiences some difficulty, i.e., a
problem demanding a solution within the subject are of his discipline.

The sources from which one may be able to identify research problems or
develop problems awareness are:

Review of literature.

Academic experience.

Daily experience.

Exposure to field situations.

Consultations.

Brain storming.

Research.

Intuition.

My research problem is A STUDY OF EMPLOYEES JOB SATISFACTION OF

EMPLOYEES IN GUJARAT SIDHEE CEMENT. I select this topic after go through the
following
sources.

81
 OBJECTIVE OF THE STUDY

The objective of the study is as follows

1. PRIMARY OBJECTIVE

For the study on Job Satisfaction among the employees of Gujarat

Sidhee Cement ltd.

2. SECONDARY OBJECTIVE

For knowing the employees attitude towards companys policies and

procedures.

For knowing the interpersonal relationship existing between the

employees of G.S.C.L.

For evaluating the satisfaction of the employees regarding the working condition
& employees satisfaction towards Pay and Benefits at Sidhee.

For offering valuable suggestions to improve the satisfaction of the

employees of Gujarat Sidhee Cement ltd.

82
83
 INTRODUCTION

A research is a method of discovering truth through the

critical thinking. It is careful investigation or inquiry through search for the new
facts in branch of knowledge and systematic efforts to get new knowledge. A
research specifies the information required to address the issues like design of the
method for collection of information, manage and implement the data collection
method and analyze the results and communicates the findings and other
implications.

A research involves the use of surveys, tests and various

statistical studies to analyze the behaviour of the entities related to the business.
Circumstances, wants, desires, and general motivation are keys to understand the
various behavioural patterns of the respondents.

84
 HYPOTHESIS

Defining the hypothesis:

Ho
Employees in the company are not satisfied with the present situations &
other facilities

H1
Employees in the company are satisfied with the present situations & other
Facilities

85
 RESEARCH DESIGN

for the researcher to enable them to keep track of his actions and to know
whether they were moving in the right direction in order to achieve his goal. The design
has a specific presentation of the various steps in the process of the research..

Research design simply means a search for facts answer to questions and solutions
to problems. A research design is a purposeful scheme of action proposed to be
covered out in a sequence during the process of research focusing on the problem to be
tackled. It is a guideline

Sampling Method Convenience Sampling (non-random

sampling method)
Sample size 100 employees

Research instrument Questionnaire

Data collection Primary and Secondary

86
 COLLECTION METHEOD

Whatever information data is gathered mainly they are received from two sources
primary and secondary data.

Primary Data:

Most of the information was gathered from primary data. Questions were asked to the
employees and they gave the relevant information.

Other information was also received from Mr. Amit Joshi who is the ISO co-
ordinate and HOD of personal department Mr. B.L. Parmar.

Here questionnaire method is used for survey of the data.

Secondary Data:

Some information received from the secondary data. There are two types of
secondary data.

Internal Sources: External Sources:

Annual report of GSCL Website

2011-2012 Library books

Other sources

87
88
 1. Time duration of respondent working in this organization

PARTICULAR RESPOND
Less than 1 year 10
1-2 years 15
3-5 years 35
More than 5 years 40
TOTAL 100

RESPOND
120

100

80

60

40 RESPOND

20

0
Less than 1 1-2 years 3-5 years More than TOTAL
year 5 years

INTERPRETATION:

For the research study I had taken the sample of 100 who are working in the
organization from which 10% of respondent are working for less than 1 year & 15% of
respondent are working since 1-2 years & 35% of the respondent has duration between
3-5 years & 40% of respondent are working for more than 5 years.

89
2.Satisfaction level of Employees towards the flow of communication.

PARTICULAR RESPOND
Excellent 15
Good 35
Fair 23
Poor 27
TOTAL 100

RESPOND
100

80

60
RESPOND
40

20

0
Excellent Good Fair Poor TOTAL

INTERPRETATION:

From the above chart it is clearly evident that 15% of the respondents feels that there is
a excellent flow of communication in organization & 35% respondents respond as good
& 23% of respondent respond as fair & 27% respond as a poor flow of communication
in Gujarat Sidhee cement ltd.

90
 3. Employees satisfaction towards Salary/pay scale that has been offered in
GSCL

PARTICULAR RESPOND
Strongly agree 23
Agree 35
Neither Agree nor Disagree 32
Disagree 10

RESPOND

35
30
25
20
15
RESPOND
10
5
0
Strongly Agree Neither Disagree
agree Agree nor
Disagree

INTERPRETATION:

From the above chart it is clearly evident that 23% of the respondents are highly
satisfied with the pay scale in organization & 35% respondents are satisfied & 32%
of respondent respond as neither satisfied nor dissatisfied & 10% respond as
dissatisfied by the pay scale in Gujarat Sidhee cement ltd.

91
4. Inter/intra department co-operation in GSCL

PARTICULAR RESPOND
Excellent 32
Good 43
Fair 12
Poor 13
TOTAL 100

RESPOND
Excellent Good Fair Poor TOTAL

16%

50% 21%

6%
7%

INTERPRETATION:

From the above chart it is clear that 32% of the respondents feels that there is a
excellent inter & intra department relationship in organization & 43% respondents
respond as good & 12% of respondent respond as fair & 13% respond as a poor inter &
intra department relationship in the organization (G.S.C.L.)

92
5. Satisfaction level towards the Grievance handling system

PARTICULAR RESPOND
Always 18
Sometimes 45
Rare 22
Never 15

RESPOND

Never Always
15% 18%

Rare
22%
Sometimes
45%

INTERPRETATION:

From the above chart it is clear that 18% of the respondents feels that employees
conflict are always solved & 45% respondents respond as sometime & 22% of
respondent respond as rarely solved & 15% respond as never their conflict are
solved by management in Gujarat Sidhee cement ltd.

93
6. Employees satisfaction towards coaching/feedback from superior

PARTICULAR RESPOND
Yes 27
Sometimes 47
Never 14
No Experience 12

RESPOND

50

40
Axis Title

30

20

10

0
Yes Sometimes Never No
Experience
RESPOND 27 47 14 12

INTERPRETATION:

From the above chart it is clear that 27% of the respondents feel that there is good
feedback from superior & 47% respondents respond as sometimes & 14% of
respondent respond as never & 12% respond as no such experience from superior
regarding coaching/ feedback in Gujarat Sidhee cement ltd.

94
7. Suitable environment for work in GSCL

PARTICULAR RESPOND
Satisfied 40
Average 33
Dissatisfied 27

RESPOND

Dissatisfied
Satisfied
27%
40%

Average
33%

INTERPRETATION:

From the above chart it is clear that 40% of the respondents respond as they are
satisfied with the working environment in organization & 32% respondents respond as
average & 27% of respondent respond as dissatisfied with the working
environment in Gujarat Sidhee cement ltd

95
8. Observed or experienced any of the forms of discrimination in the
Company

PARTICULAR RESPOND
Racial Discrimination 27
Gender Discrimination 25
Age Discrimination 35
None 13

RESPOND
RESPOND

35
27 25
13

Racial Gender Age None

Discrimination Discrimination Discrimination

INTERPRETATION:

From the above chart it is clear that 27% of the respondents feel that there is racial
discrimination & 25% respondents respond as there is gender discrimination &
35% of respondent respond as age discrimination & 13% respond as there is no
such type of discrimination in Gujarat Sidhee cement ltd.

96
9. Workers participation in organizational decision making process

PARTICULAR RESPOND
Yes 23
Sometimes 30
Never 47

RESPOND
RESPOND

47
30
23

Yes Sometimes Never

INTERPRETATION:

From the above chart it is clear that 23% of the respondents feel that there is workers
participation in decision making & 30% respondents respond as there are
sometimes involved in decision making & 47% of respondents respond as they are
never involved in decision making process in Gujarat Sidhee cement ltd.

97
10. Career development opportunity for advancement within the organization

PARTICULAR RESPOND
Satisfied 27
Average 48
Dissatisfied 25

RESPOND
RESPOND

48
27 25

Satisfied Average Dissatisfied

INTERPRETATION:

From the above chart it is clear that 27% of the respondents feel that they are
satisfied with the career development opportunity provided in organization & 48%
respondents respond as average & 25% of respondent respond as they are not
satisfied with the career development opportunity provided in organization.

98
11. Welfare facility provided by your organization

PARTICULAR RESPOND
Excellent 25
Good 43
Fair 20
Poor 12

RESPOND
RESPOND

43
25
20
12

Excellent
Good
Fair
Poor

INTERPRETATION:

From the above chart it is clear that 25% of the respondents feels that there is a
excellent welfare facility in organization & 43% respondents respond as good & 20% of
respondent respond as fair & 12% respond as a poor welfare facility provided by
Gujarat Sidhee cement ltd.

99
12. Level of empowerment in the organization

PARTICULAR RESPOND
Excellent 18
Good 37
Fair 14
Poor 31

40 37
35 31
30
25
20 18
14
15
10
5
0
Excellent Good Fair Poor

RESPOND

INTERPRETATION:

From the above chart it is clear that 18% of the respondents feels that there is a
excellent level of empowerment in the organization & 37% respondents respond
as good & 14% of respondent respond as fair & 31% respond as a poor level of
empowerment in Gujarat Sidhee cement ltd.

100
13 Level of team work an employee is finding in organizational culture

PARTICULAR RESULT

Excellent 26
Good 44
Fair 16
Poor 14

44
45
40
35
26
30
25
16
20 14
15
10
5
0
Excellent Good Fair Poor

RESULT

INTERPRETATION:

From the above chart it is clear that 26% of the respondents feels that there is a
excellent Level of team work in organizational culture & 44% respondents respond
as good & 16% of respondent respond as fair & 14% respond as a poor Level of
team work in Gujarat Sidhee cement ltd.

101
14. Employees work-life balance in organizational culture

PARTICULAR RESULT

Excellent 14
Good 39
Fair 27
Poor 20

RESULT
RESULT

39

27
20
14

Excellent Good Fair Poor

INTERPRETATION:

From the above chart it is clear that 14% of the respondents feels that there is a
excellent work-life balance in organizational culture & 39% respondents respond
as good & 27% of respondent respond as fair & 20% respond as a poor work-life
balance in Gujarat Sidhee cement ltd.

102
 SUMMARY OF QUESTIONARY

PARTICULAR EXCELLENT GOOD FAIR POOR

Time duration of respondent 10 15 35 40

working in this organization
Satisfaction level of Employees 15 35 23 27
towards theflow of communication.
Employees satisfaction towards 23 35 32 10
Salary/pay scale that has been
offered in GSCL
Inter/intra department co-operation 32 43 12 13
in GSCL
Satisfaction level towards the 18 45 22 15
Grievance handling system
Employees satisfaction towards 27 47 14 12
coaching/feedback from superior
Suitable environment for work in 40 33 27
GSCL
Observed or experienced any of 27 25 35 13
the forms of discrimination in the
Company
Workers participation in 23 30 47
organizational decision making
process
Career development opportunity 27 48 25
for advancement within the
organization
Welfare facility provided by your 25 43 20 12
organization
Level of empowerment in the 18 37 14 31
organization
Level of team work an employee is 26 44 16 14
finding in organizational culture
Employees work-life balance in
organizational culture 14 39 27 20
Total 325 519 349 207

103
Defining the hypothesis:

Ho
Employees in the company are not satisfied with the present situations &
other facilities

H1
Employees in the company are satisfied with the present situations & other
Facilities

The test:

Summary of the questionnaire for applying the hypothesis:

Particular Observed Value

Excellent 325
Good 519
Fair 349
Poor 207

CALCULATION OF CHI-SQUARE:

TABULATED VALUE:

Total no. of items is 04

So degree of freedom is = (no. of items - 01)

= (04 01) = 03

Level of significance is 5% so the chi-square tabulated value for degree of freedom

03 & level of significance of 5% is 7.815

104
 CALCULATED VALUE

VALUE OBESRVED EXPECTED (O (O E) * (O E) *

(O) (E) E) (O E) (O E) /
E

1 325 350 -25 625 1.78

2 519 350 169 28561 81.60
3 349 350 -1 1 0.002
4 207 350 -143 20449 58.42
1400 141.802

EXPECTED VALUE = TOTAL OF OBSERVED VALUE / NO OF ITEMS

= 1400/ 04

= 350

CHI SQUARE = (O - E) * (O E) / E

= 141.80

The chi- square calculated value 132.83 is greater than chi- square tabulated value
7.815.

So we reject Null hypothesis

This indicates the present situations & other facilities are satisfactory

105
 RESEARCH FINDING

I. In Sidhee Cement Ltd. it is observed that most of the workers are satisfied
with their jobs and the organization as a whole.

II. Employees relationship is quite good with the organization and its
management.

III. In this research I find that the employees are very much satisfied with the
management and their job.

IV. Majority of the respondents are having very good relationship with fellow
workers supervisors and staffs of other department.

V. Majority of the respondents is satisfied with working environment health,

security, safety, welfare measures and leaves and holidays facilities

106
 LIMITATION OF STUDY

The main limitation of the study is..

The numbers of employees are more in Gujarat Sidhee cement & study is done
only by taking the sample of 100.

Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.

The result would be varying according to the individuals as well as time

107
 SUGGESTIONS AND RECOMMENDATON

In my research I observed that some employees said that they are not often
allowed to meet management to solve their problems. So it is suggested that the
management should call a general meeting with the workers at every month. The
company should also provide some entertainment to the workers.

The company should increase man power for smooth functioning.

It is better the management should recognize the needs of employees and

encourages employees special talents

108
 CONCLUSION

After completing my training successfully in the Gujarat Sidhee cement Ltd, I

come to the conclusion that the Gujarat Sidhee cement Ltd. is very effectively and
efficiently developed and is progressing day to day.

In the survey conducted on the job satisfaction of employees in the Gujarat

Sidhee cement Ltd., the level of job satisfaction is found very high that shows that there
are no or less problems regarding the work to the workers working the company.

In nutshell, we can sum up that Gujarat Sidhee cement limited is really well
developed and well organized. I wish the company a bright and prosperous future.

109
 SCOPE OF THE STUDY

This study emphasis in the following scope:

To identify the employees level of satisfaction upon that job.

This study is helpful to that organization for conducting further research.

It is helpful to identify the employees level of satisfaction towards welfare

measure.

This study is helpful to the organization for identifying the area of dissatisfa
ction of job of the employees.

This study helps to make a managerial decision to the company

110
 BIBLIOGRAPHY

.,Aswathappa k (2003)Human Recourse & Management,

Khan N.V. (2006)Personal management,

Gupta Shashi K. & Joshi Rosy(2008) Human Resource Management,

Rao Subba. P.(2005) Essential of HRM & Industrial Relationships,

T.,Velnampy "Job Attitude and Employees Performance of Public Sector

Organizations in Jaffna District, Sri Lanka", GITAM Journal of Management, Vol.
6, Issue-2, April-June 2008,

Past summer Training Report

Annual General Report of GSCL

www.google.com

www.mhetagroup.com

111
 ANNEXURE
Sidhee Cement Ltd.Morasa

NAME :
DESIGNATION:
AGE:
EXPERIENCE :

Q.1 Time duration of respondent working in this organization

Less than 1 year 1-2 years

3-5 years More than 5 years

Q. 2.Satisfaction level of Employees towards the flow of communication.

Excellentr Good

Fair Poor

Q.3.Employees satisfaction towards Salary/pay scale that has been offered in

GSCL

Strongly agree Agree

Neither Agree nor Disagree

Disagree

Q.4. Inter/intra department co-operation in GSCL

Excellentr Good

Fair Poor

Q.5. Satisfaction level towards the Grievance handling system

Always Sometimes

112
 Rare Never

Q.6. Employees satisfaction towards coaching/feedback from superior

Yes Sometimes

Never No Experience

Q.7. Suitable environment for work in GSCL

Satisfied Average Dissatisfied

Q.8. Observed or experienced any of the forms of discrimination in the

Company

Racial Discrimination Gender Discrimination

Age Discrimination None

Q.9. Workers participation in organizational decision making process

Yes Sometimes Never

Q.10. Career development opportunity for advancement within the organization

Satisfied Average Dissatisfied

Q.11. Welfare facility provided by your organization

Excellentr Good

Fair Poor

Q.12. Level of empowerment in the organization

Excellentr Good

Fair Poor

113
Q.13. Level of team work an employee is finding in organizational culture

Excellentr Good

Fair Poor

Q.14 Employees work-life balance in organizational culture

Excellentr Good

Fair Poor

114