Final Sabar Dairy Report

PART – 1 TRANING REPORT
EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 1

CHAPTER – I

INTRODUCTION OF ORGANIZATION
History:
In 1990, the 'UNISEF' Team visited the Sabarkantha district & they tries to improve milk
industry Sabarkantha for this objective they select Himatnagar for establishing milk
processing unit. This is their recommendation to start the dairy on Co-operative bases to
improve milk industry in Sabarkantha district.
“The Sabarkantha District Co-operative Milk Producers Union Ltd, Himatnagar" was
also known as Sabar dairy in Gujarat. Sabar dairy was established before forty years that
means 27th November 1964.
Sabar dairy was registered with the name of "The Sabarkantha District Co-operative Milk
Producer's Union Ltd., Himatnagar" and also gets the certificate of ISO-9001 – 2008,
ISO – 14000 and ISO – 22000.
In Gujarat Sabar dairy is one of the leading milk producing unit.
The Sabarkantha Districtive Milk Producers Union Limited, Himatnagar “is a milk
processing unit in the Sabarkantha district. It is also known as SABAR Dairy. The main
objective of sabar dairy is to collect milk from sabarkantha district and manufacture
different types of milk products and to customers at a lowest price. Sabar dairy produces
the different milk base products but those all products marketed by GCMMF (Gujarat
Co-operative Milk Marketing Federation Limited, Anand), In short all major activities
regarding marketing are done on the priority of the GCMMF.
The milk union could not expand its activities for the first seven years due to inadequate
financial resources. In the year 1971 under OPERATION FLOOD PROGRAMME of
Indian dairy corporation. A government of India undertaking a dairy project was

sanctioned for handling 1-50 lakhs liters of milk per day. The total cost of dairy plant was
Rs 2.52 crores which was received from Indian Dairy Corporation through government of
Gujarat.
The milk union acquired 40 acres land near by National Highway No. 8 village Boria,
which is 6 kilometers away from Himatnagar. The foundation stone of SABAR DAIRY
PROJECT was laid by the pioneer of “Indian White Revolution” Dr. Kurien, Chairman,
National dairy development board and Indian Dairy Corporation on 11-06-1971. The
reception and pasteurization of milk was started on 12-05-1973. The condensing and
spray drying plant was commissioned in the year 1974.
Looking to the Potentialities of the milk collection, dairy plant was expanded so as to
handle 4 lacks liters of milk per day under OPERATION FLOOD – II PROGRAMME of
Indian Dairy Corporation. National Dairy Development Board carried out the expansion
project was Rs. 7-13 crores.
The company has achieved the following national level awards and State level
Awards during different years:
• The national productivity Award for years 1987-88(2nd rank), 1989-90(1st), and
1990-91 (1st) and for years1997-98, 1999-2000 (certificate of merit).
• The Vikas Ratna award for year 1995(1st)
• The National safety council awards for years 1992 and 2001 (1st rank)
• The Gujarat safety council Awards for years 1996(1st ) and 2000(certificate of
merit)

GENERAL INFORMATION:
Board of Directors
• Shri Shamalbhai .B. Patel Chairman

• Shri Jashubhai .S. Patel Vice Chairman
• Shri Jethabhai .P. Patel Director
• Shri Khemabhai .H. Patel Director
• Shri Govindbhai .P. Patel Director
• Shri Ramabhai .J. Patel Director
• Shri Bhikhabhai .K. Patel Director
• Shri Bahercharbhai .S. Patel Director
• Shri Vipulbhai .R. Patel Director
• Shri Bhogilal .R. Patel Director
• Shri Shubhashbhai .N. Patel Director
• Shri Kantibhai. S. Patel Director
• Shri Bikhusinh .C. Parmar Director
• Shri Jayantibhai .B. Patel Director
• Shri Jeshingbhai .R. Patel Director
• Shri M .C. Shah Director
• Shri R .S. Sodhi Director
• Shri Amichandbhai .H. Patel Director
• Shri Babubhai .M. Patel Managing Director

Bankers:
• The Sabarkantha District co-operative Bank.

• State Bank of India (Himatnagar)
• H.D.F.C Bank (Himatnagar)
Auditors:
Sp. Auditor
Milk Audit Office
Himatnagar
Location:
SABAR DAIRY
Sub Post: Boria, Himatnagar
383006
Telephone Phone:
(02772) 226051 to 226060

ORGANIZATIONAL STRUCTURE:
PLANT LAYOUT
Security Garden
Room
Parking
Get Out Get In

Main Office
S.K District Center Conference Hall Education &

Co-operative Veterinary Office
Canteen
Sabar
Staff Office Time Keeping
Animal Food Ladies Room Guest Room
Office
Spray & Butter Plant
Ghee & Cream Shrikhand Milk Packing

Department Department Department

Hierarchy of the Organization
Chairman
Vice Chairman
Director
Managing Director
General Manager
Deputy General Manager
Assistant General Manager
Senior Manager
Manager
Deputy Manager
Assistant Manager
Senior Manager
Senior Superintendent
Superintendent
Assistant Superintendent
Officer

Senior Clerk
Clerk
Workers
Operator Attend tent Wireman Technician Electrician
Peon
Sweeper

CHAPTER – II

DEPARTMENTAL STUDY
Sabar Dairy has four main Departments are as under:
1. Production Department
2. Human Resource Department
3. Marketing Department
4. Finance Department

PRODUCTION DEPARTMENT

Production is any process or procedure designed to transform a set of input
elements into a specified set of output element.
Pictorial Model
Input
Labour Energy Materials
Plant & Facilities Process
Products & Services

Output
PRODUCTS:
• Amul Spray Powder

• Amul Butter
• Amul Instant Milk Food
• Masti Dahi
• Amul Pure Ghee
• Amul Malai Paneer
• Amul Srikhand
• Amul Shakti Milk
• Amul Butter Milk
• Amul Skimmed Milk Powder
• Amul Chhas
• Amul Sweet Lessees
• Amul Gold Milk
• Amul Mava

• Amul Rassgulla
ORGANIZATION CHART
Production Manager
Engineer
Machinery Refinery
Operator in Charge
Assistant Helpers
Workers Workers

HUMAN RESOURCE DEPARTMENT

INTRODUCTION
Sabar Dairy is an organization with an attitude for continuous improvement,

achievement and inner strength. People are the biggest asset of our organization.
We have created a culture to support individual development through education,
training and participatory decision-making. Out of total Sabar Dairy employs
majority of personnel is technically qualified.
"To create a sense of belonging and develop a culture that makes its employees
business leaders, to create team spirit, enhance productivity and to strive for
growth with integrity and efficiency”. .
Personnel policies of the company are based on the belief that, success of the
group is primarily dependent on its people and that employee development is
good, both for the employee and the business and therefore the group.
Present Manpower Status:

There are more than 1023 employees in Sabar Dairy.
Male : 971
Female: 53
Source of Manpower:
• By Appointment

Recruitment and Selection Procedure:
• By Advertisement and Employment Exchange
Recruitment Process:
Get the manpower requiting from the HODs, of the

different divisions and dept.
Requiting list will be send to Managers of different

Department by HODs of different department.
After list will be checked by Managers, it will be

send to H.R Manager.
H.R Manager will check it out and after clearance

list will be send to Managing Director.
Managing Director will send to Board of Director.
Boards of Directors will finalized the list of

requiting and send to Government.
Government will send one committee to check it

out, after the approval of government. The
organization can recruit the employees.

Sourcing the CVs, screen them and getting shortlist
by the concern of H.R Manager.
Calling the shortlist candidates for the interview.
Finalize the selected candidates, confirm the date of

joining.
Follow up with the selected candidates for joining.
Join candidates. Complete the joining formalities on

the day of joining and issue the appointment letter.

APPLICATION FORM
(1) Name (in block letters start with Surname):
(2) Present Mailing Address:
(3) Permanent Home Address:
(4) Date of Birth: (5) Age: (6) Height ft
(7) Weight: kgs. (8) Place of Birth:
(9) Native Place: (10) Religion:
(11) Caste: (12) Sub – Caste:
(13) If scheduled caste, with Name:
(14) Matrimonial status: Married / Unmarried

(Tick One)
(15) If married number of children
(16) Language known able to able to able to

(First write mother speak speak speak
Tongue)
1.
2.
3.

4.
(17) Father’s / Guardian full name:
(18) His occupation and mailing address:
(19) Have you any Physical handicaps?
If yes, explain:
ACCADEMIC BACKGROUND
(Please: start from S.S.C / S.S.L.C / equivalent onwards)
Degree diploma Special Name of the Year of passing Class / Rank if

credit – record subject College/University any % of marks
taken

Training, short term courses seminars completed / attended
Nature of course / Sponsoring / authority From To Results

training organization
Other technical / professional qualifications if any?

EMPLOYMENT DATA
1. (If you are previously employed, please give details as per following
Details) (for last five years)
Name of employer Position From To Total Salary Rs. Reason for

held leaving
2. Are you presently employed? : Yes / No
If yes, name of employer, : M/s.

Position held, salary drawing
Per month, may please be furnished : Position
: Salary Rs. Per month
3. Why do you want to leave your

Present Job :
4. If you are selected for the post :

Applied, are you prepared to sign
For a three years service contract
With this union?
If no, please state reasons:
5. Have you employed past in this :
Union? :

If yes, in which post and what :
Period
Reason for leaving :
6. Have you applied before in this :

Union for employment? If yes
When and what results?
7. Any of your relatives / friends is :

Working in this union?
If yes, specify the details as
Follows.
Name Designation Relationship
8. Did you hold any office or :

Position in any of the school
Or college activities, if so name
Them here.
9. If selected what total salary : Rs.

You except per month
10. When can you join from the

Date of appointment order : on and from

11. Are you a member of employees
Provident fund scheme 1952
If yes, give name of organization
Which you are/were a member and
Account no.
12. Have you ever been arrested, tried : Yes / No
for any criminal, civil offences?
If yes, give details.
13. Give names of two well placed persons who know you personally,
But not your relatives
1. Name and address :

Tel. number
2. Name and address :

Tel. number
DECLERATION
I hereby solemnly declare that all the information furnished above by me is true to the
best of my knowledge and belief. I understand that any mis- statement / facts
provided well be proved the result will be immediate dismissel from service if
employed.
Signature:
Date:

Place:
Training and Development Policy:
• Framed targeted policy to impact training to all categories of employees

as per requirement.
Promotion and Development Policies:
• Promotions as per rules and regulation. Job is transferable to other

departments or subsidiaries or owned by milk union.
Performance Appraisal System:
• Employee’s performance evaluation carried by you head of the

departments every year and submitted to managing director.
• Performance appraisal is an objective assessment of an

individual’s performance against well-defined benchmark.

Objectives:
1. To effect promotions based on competence and performance.

2. To assess the training and development needs of employees.
3. To decide upon a pay raise where regular pay scales have not been fixed.
4. To let the employees know where they stand insofar as their performance
is concerned.
5. To improve communication.
6. Performance appraisal can be used to determined whether HR programmes
such as selection, training, and transfers have been effective or not.

ANNUAL PERFORMANCE APPRAISAL FORM FOR GENERAL STAFF
Name: Code No. :
Designation: Final Rating:
Department:
Section:
INSTRUCTION FOR FILLING THE REPORT:
1. To be hand written only.

2. Please do not appraise any person who has worked under for less than 3 (three) months.
3. Base your judgment on the entire period covered and not only on isolated
incidents.
4. Appraise each factor independently, irrespective of the ratings of other factors.
5. Please score out the factors not applicable to the employees.
6. Marks to be allocated to different ratings are:
EXCELLENT : 3 FAIR : 1
GOOD :2 POOR : 0
7. For the overall rating, the scale is :
EXCELLENT: 3 FAIR: 1
GOOD :2 POOR: 0

8. Annual PER shall reach to Managing Director within prescribed dates only.
9. In case the countersigning officer differs with the assessment made by the
Appraising officer, in respect of any factor, he shall indicate his assessment for the
factor under remarks column against that factor, and also initial it without correcting
the rating given by the appraising officer.

NAME: CODE NO. :
PART: 1
Sr. Factors Excellent Good Fair Poor

No. Remarks
1. Job Knowledge:
Consider how much does one know about
the requirements.
2. Work Quality:
Regardless of quality how does ones
volume of work compare with what one
should be expected to accomplish.
3. Work Quality:
Regardless of quantity how does ones
accuracy, regularity, through and neat
results, with minimum of non conformity.
4. Dependability:
Ones compliance with instructions and to
what extent one can be relied upon to do
the right thing with minimum of
supervision.
5. Record Maintenance:
Ones diligence and desire to keep records
neat and up to date.
6. Initiative:
Ones ability to go ahead without being
told every detail and to think and act
constructively.
7. Attitude:
Ability to get the co-operation from
superiors as well as sub ordinates along
with the peers.
8. Punctuality:
How one strictly adheres to the working
hours.
9. Integrity:
• Honesty
• Straightforwardness
• Trustworthiness
• Loyalty
10. TOTAL :
Please tick in the box against each applicable factor.

NB. One may use last page of Appraisal Form if necessary
PART: II
a) Potential for higher assignment

General remarks by the appraising officer:
• Ones advancing to higher position of responsibility
• Training needs
· Where and why?
· Is ones suitable for present job?
· If not…. Where one can be?
• Implementing training concepts in the work place so far.
b) Areas where advancement of the appraisee is possible:
• Chilling Centers
• Veterinary Centers
• Sales
• Accounts
• Human Resources Development
• Garage
• Engineering
• Production
• Quality assurance
• Farmers Organization – HO
• Purchase
• Audit
• Stores (E/F/C/S)
• Veterinary – Head Office
c) State the period by when one is likely to be ready for higher responsibility.
d) Any other relevant information one desires to submit.
e) Participation in TQM activity.
Signature of appraising Officer Signature of Countersigning Signature of Approving

Officer: Officer:
Name: Name: Name:

Date: Date: Date:
Designation: Designation: Designation:
Identified Week Area: Identified Week Area: Identified Week Area:
Suggested steps for improvement: Suggested steps for Suggested steps for
improvement: improvement:

Wages and Salary Structure:
• As per pay scales salary and wages are paid category wise. Payment
through SABAR DAIRY branch of SK Dist Cooperation Bank ltd.
Employees Welfare Facilities:
• Uniform to all the Categories

• Medical assistance by the qualified
• Medical officer of the union
• Subsidized canteen service
• Staff quarters facility
• Workers amenity and transportation to the school children.
• Quarter facility
• Cold water
• Change room and Locker facility
Union and its relation:
• Management recognized employees union keeping friendly relations. No

thread to the smooth working of the institution.

Time Keeping System:
• System of punching card and clock system is for both, arrangement

officers and workers in the company.
• Three shifts:
1. In the morning - 8:00 am to 4:00 pm

2. In the afternoon - 4:00 pm to 12:00pm
3. In the night - 12:00 pm to 8:00 am
Units Work under SABAR DAIRY
• Sabar dairy Himatnagar.

• Cattle feed factory, hajipur and himatnagar.
• Dhansura chilling center.
• Khedbhrama chilling center.
• Shamalagi chilling center.
• Idar chilling center.
• Prantij chilling center.
• Bayad chilling center.

ORGANIZATION CHART
Managing Director
Manager
Deputy Manager
Welfare Officer Time keeping officer
Department Officer
Senior Manager
Officer
Typist

MARKETING DEPARTMENT

• Marketing of Amul’s Product is done by G.C.M.M.F Ltd.
• Marketing department does their job under GCMMF.
• The marketing to the sabar dairy is one under the brand name of
AMUL.
Sabarkantha District Co-operative Milk Procedure’s Union ltd. Is closely

connected Gujarat Co-operative Milk Marketing Federation Limited, Anand so
they marketing of all these products are done under the control of GCMMF.
This unit is only distributing the product according to federation. We can
confidently say that the marketing activity of GCMMF is better.
Price is the exchange value of product and service. Pricing decision is a very
crucial as price of the product offers the demand of the product. At the time of
pricing decision following points are kept in mind.
• Demand of the product

• Quality of product
• Price if the competitors
• Price of raw materials
• Excise duty
• Consumer satisfaction
• Manufacturing cost
• Commission retailer or distributor

Sabar dairy are successfully marketing one lakh litters of milk in pouch by
packing in NCR area on contract basis at Softa near Palwal town of Haryana
state. We are marketing milk in towns like Agra, Mathura, Aligrah and
Ghaziabad of North India. We have got this achievement within a span of an
year. We have also planed to enter into contract of packing of milk with one
more dairy plant to two lacks litters per day at Hapur, District – Ghaziabad in
Uttar Pradesh.
Sabar Dairy is planning to purchase 10 to 15 acres of land at a cost of Rs 15

crores near by Delhi to establish our own Dairy Plant at an estimated cost of Rs
35 crores.
All the Advertising promotional activity held by the GCMMF. Sabar Dairy also
advertises the product by Pamphlets, paintings, wording and walls for the
purpose of GCMMF.
Strategies for future growth and development:
Initially there was no competitor. But this is not the case presently. Nowadays there are
so many competitors in the loose market of milk, mathur dairy, vimal dairy so many
.that’s why Policy used by sabar dairy should be improved.

Quality policy
Sabar dairy continuously
Strive………
To uplift the socioeconomic status of members, producers and

Employees.
To satisfy need and expectation of the
Consumer. By…
Providing zero defect products.
Clean milk products.
Acceptance of the international standards for food safety.
Up gradation of eco friendly technology and involvement devotion
And dedication for our work force.
To be …
A global leader in the field of dairy industries.

ORGANIZATION CHART
GCMMF
General Manager
Regional Sales Manager
Salesman
Sales Representative
Junior Sales Representative

FINANCE DEPARTMENT

• Has main duty to utilize scare resource efficiently and also to
Manage the resources.
ANNUAL TURN OVER:
Table: 1
YEARS ANNUAL TURN OVER IN CRORES

2003-04 497.81
2004-05 503.28
2005-06 601.15
2006-07 677.98
2007-08 795.61
2008-09 1034
Graph: 1
ANNUAL TURN OVER IN CRORES
1200
1000
CRORES
800
ANNUAL TURN OVER IN
600
CRORES
400
200
0
2003- 2004- 2005- 2006- 2007- 2008-
04 05 06 07 08 09
YEARS

ORGANISATION CHART
Managing Director
Finance Manager
Deputy Manager
Account Officer
Senior Manager
Assistant Officer
Cashier
Clerk

Part 2: Research Report

Chapter I - Introduction

EMPLOYEES JOB SATISFACTION
The concept of job satisfaction for the first time in 1935 gained currency through the
publication of a monograph by Hoppock:-
• Hoppock in his monograph has defined job satisfaction as “any combination
of psychological, physiological and environmental circumstances that cause a
person truthfully saying ‘ I am satisfied with the Job’. Job satisfaction is a
person’s attitude towards the job. Positive attitude towards the job are
equivalent to job satisfaction whereas negative are equivalent to job
dissatisfaction.
Job satisfaction is simply people fill about their jobs and the different aspects of their
jobs. It is extent to which people like to satisfaction and dis satisfaction.
Employee satisfaction and retention have always been important issues, after all high
levels of absenteeism and staff turnover can affect your bottom line, as temps, and
recruitment and retaining take their toll. But few practices (in fact, few organizations)
have made job satisfaction a top priority, perhaps because they have failed to understand
the significant opportunity that lies in front of them. Satisfied employees tend to be more
productive, creative and committed to their employers.
Organization that can create work environment that attract, motivate and retain hard
working individuals will be better positioned to succeed in a competitive health care
environment that demands quality and cost-efficiency. What’s more physicians may ever
discover that by creating a positive workplace for their employees, they’ve increased their
own job satisfaction as well.

CHAPTER II

PART – A DESIGN OF THE STUDY

OBJECTIVE OF THE STUDY
• To Measure the employees job satisfaction in the organization.

• Parameters that Motivates Employees to work.
• Factors responsible for Training, safety, health, working condition and Job
Security.
METHODOLOGY:
• This study covers primary as well as secondary data. Using the questionnaire
collects the primary data. It covers the information of Sabar Dairy in which
Considered 250 male and female respondents in between 24-55 age groups.
SOURCE OF DATA:
• The Over view of the Sabar Dairy is taken from the Annual Report &
Internet. Primary data
Collected from developing the questionnaire.
• By using the data of 315 male and female respondents of 24-55 age groups.
• Selected randomly.
• And prepare the data by using different tables & graphs.

Population Survey:
• Population survey means aggregation of the employees from which the

survey is actually conducted.
• The aggregate of the entire element sharing same common set of

characteristics, which comprises the universe for the purpose of the
marketing research problem.
• Here the total population is 1023 employees where 52 are females and 971
are males in the unit.
SAMPLING METHOD:
• The procedure by which i select a small part from whole population

and conclude regarding the whole population.
Sampling Technique:
• Sample units are selected according to the non probability sampling

relies on the personal judgment.
• Here under non probability sampling technique, convenience sampling

method is used for the collection of the data.

• The selection of sampling unit is left primarily to the interviewer.
Respondents are selected because they happen to be in the right place
at right time.
SCALING METHOD:
• Here I have used the Likert scale which is widely used under rating scale. It
requires the respondents to indicate a agreement or disagreement with each of
a series of statements about the stimulus objects.
TOOLS FOR DATA COLLECTION:
Primary Data:
• Primary data are originated by the researcher for the purpose of the
investigation at hand. It is collected for the first time for the survey by the
researcher. It is more reliable and natural data because it is collected by the
purpose directly.
• Here in Sabar Dairy I have collected primary data from the employees where
they are working.

Secondary Data:
• Secondary data are statistics not gathered for the immediate study at hand but
for some other purpose. It is data which is collected from the internet, annual
report and literature of the dairy.
ANALYSIS:
• Analysis is done on the basis of the important question taken from the
Questionnaire and the tool is used like Percentage method and Chi-Square
method.

PART-B: LIMITATION

LIMITATION OF STUDY
• The respondents may not clearly mention their view.
• The study is done in Sabar Dairy.
• Our respondents are limited so; the perfect data may not collect by us.
• Bias of the respondents.
• Inexperience in part of interviewer.

CHAPTER – III:
A PROFILE OF THE RESPONDENTS

Profile of Respondents:
In the following table we describe split up of demographic attributes of the

respondents.
Table: 2
Demographic attributes Categories frequency

Male 279
Gender
Female 36
24-30 years 68
Age group 31-40 years 159
41 & above years 88
10th 62
12th 113
QUALIFICATION Diploma 01
Graduate(B.com, B.S.C,
B.B.A, B.Tech and B.A ) 105
Others(M.A, 9th and 10th fail) 34
Senior Officer 25
Assistant Superintendent 30
DESIGNATION Dairy Assistant 30
Supporting staff 130
Worker 100

CHAPTER – IV

Overall Analysis of JOB
SATISFCTION of Employees
ANALYSIS

On the questionnaire I prepared on which the respondent provided there views as well as
on the information I got from them during the personal interview following results are
occurred on which there is a brief analysis done.
• AGE WISE DISTRIBUTION
Table: 3

Age
Valid Cumulative
Frequency Percent Percent Percent
Valid 20-25 12 3.8 3.8 3.8
26-30 57 18.1 18.1 21.9
31-35 85 27.0 27.0 48.9
36-40 79 25.1 25.1 74.0
41-45 47 14.9 14.9 88.9
46-50 27 8.6 8.6 97.5
51-55 8 2.5 2.5 100.0
Total 315 100.0 100.0
• DESIGNATION WISE DISTRIBUTION
Table: 4

Designation
Valid Cumulative
Valid Officer 22 7.0 7.0 7.0
Assistant
30 9.5 9.5 16.5
Supretidentent
Dairy assistant 30 9.5 9.5 26.0
Supporting Staff 129 41.0 41.0 67.0
Worker 104 33.0 33.0 100.0
Total 315 100.0 100.0
• EDUCATION WISE DISTRIBUTION

Table: 5

Education
Valid Cumulative
Valid 10th Pass 59 18.7 18.7 18.7
12th pass 112 35.6 35.6 54.3
Diploma 2 .6 .6 54.9
Graduate 101 32.1 32.1 87.0
Other 41 13.0 13.0 100.0
Total 315 100.0 100.0

CHAPTER – IV (A):
OBJECTIVE: I
Objective I:
• To Measure the employees job satisfaction in the organization.

Question: 1
Since how long you have been working with this organization.
Table: 6
Since how long you are working with this organization.

Cumulative
Frequency Percent Valid Percent Percent
Valid 1-5 66 21.0 21.0 21.0
6-10 158 50.2 50.2 71.1
11 & above 91 28.9 28.9 100.0
Total 315 100.0 100.0

INTERPRETATION:
As per the survey done, from the Table we can easily find out that employees
fall in 6-10 years of experience are more the frequency is 158 out of 315
Respondent and than 11 & above years have frequency is 91 out of 315 and 1-5
years of experience is only 66 frequency out of 315. So 6-10 years of experience
have nearly 50.2 % fall in the survey done.

Question: 2
The contribution and help received from your co-workers in your job:
Table: 7
Contribution & help receive from your co-workers

Cumulative
Valid Extremely Satisfied 38 12.1 12.1 12.1
Satisfied 103 32.7 32.7 44.8
Neutral 106 33.7 33.7 78.4
Dissatisfied 58 18.4 18.4 96.8
Extremely Dissatisfied 10 3.2 3.2 100.0
Total 315 100.0 100.0

INTERPRETATION:
Here employees are 32.7% satisfied with their co-workers in way of their help and
Contribution, so we can say that co-relation between co-workers in the organization is
quite good not that much good but we can say in this big organization is good. There
some employees who are 18.4% dissatisfied from their co-workers and there are only
10% who are extremely dissatisfied. So here we can say that employees are not enjoying
working with their co-workers.

Question: 3
The support and fair treatment you receive from your boss:
Table: 8
Support & Fair Treatment you receive from your Boss

Cumulative
Satisfied 108 34.3 34.3 44.1
Neutral 117 37.1 37.1 81.3
Extremely
4 1.3 1.3 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From table we can easily found out that here employees are mostly satisfied with their
Boss in their department, 44.1% are employees are happy and only 18.8% are not
satisfied with their Boss. So here we can say that in this organization the Boss are
accepted by their employees in terms of their knowledge, skills, experience, and behavior
and working under them.

Question: 4
The amount of pay and fringe benefits you receive:
Table: 9
Pay & Fringe Benefit you receive

Valid Cumulative
Satisfied 100 31.7 31.7 39.4
Neutral 87 27.6 27.6 67.0
Extremely
36 11.4 11.4 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From the graph, we can say that the survey done of 315 employees from that 100
employees are satisfied with their pay and fringe benefit they receive, so nearly it is 31%
employees are satisfied and 7.6% employees are extremely satisfied. 21.6% employees
are dissatisfied and 11.4% employees are extremely dissatisfied with their pay. So here
we can say that there is no vast difference between satisfactions and dissatisfactions in
pay and fringe between employees. So here the organizations have to think on this matter
to increase some amount of pay.

Question: 5
How satisfied are you with your service here?
Table: 10
How satisfied are you with your service here

Cumulative
Extremely Satisfied 39 12.4 12.4 12.4
Satisfied 132 41.9 41.9 54.3
Valid Neutral 93 29.5 29.5 83.8
Extremely
13 4.1 4.1 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here in comparison of above question employees are happy working here, 41.9%
employees are satisfied working with this organization and 12.4% are extremely satisfied
working here, but 16.1 % employees are dissatisfied working with this organization, the
reason may be of pay, safety or working condition etc.

Question:6
The amount of praise for good performance you receive in your
Organization:
Table: 11
Praise for good performance you receive in you organization

Cumulative
Satisfied 48 15.2 15.2 26.0
Neutral 79 25.1 25.1 51.1
Extremely
74 23.5 23.5 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From the graph and table here we can clearly seen that employees are not satisfied with
the praise receive from their performance. Here 25.4% are employees are dissatisfied,
23.5% are extremely dissatisfied with their praise they receive. So here we can say that
the organization is weak in give praise amount of performance to their employees. Only
25% employees are satisfied and extremely satisfied, so organization has to think some
new praise amount for performance.

Question:7
Are you satisfied with the retirement and other non-medical
Benefits?
Table: 12
Satisfied with the retirement and other non medical benefits

Cumulative
Satisfied 98 31.1 31.1 37.5
Neutral 117 37.1 37.1 74.6
Extremely
25 7.9 7.9 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here 37.1% employees are neutral for the benefits they receive for retirement and other
medical, here employees are 31.1% satisfied with the benefits and 6.3% are extremely
satisfied so as comparison we can find that employees are quite happy with the benefits
they receive and 25.4% employees are dissatisfied and extremely dissatisfied with the
benefits. So here it can be seen employees are not that much satisfied as well as
dissatisfied with the benefits they receive in time of retirement and other non medical
facilities.

Question:8
How satisfied are you with the allotment of work in your
Department?
Table: 13
Satisfied are you with the alloment with the work

Cumulative
Satisfied 118 37.5 37.5 51.1
Neutral 100 31.7 31.7 82.9
Extremely
13 4.1 4.1 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From the table we can say that this organization have better allotment of work to their
employees, 50% of the respondent are satisfied and extremely satisfied with work assign
to them and 17.1% are dissatisfied and extremely dissatisfied. So this is the plus point for
the organization that the employees are happy with work assign to them. So organizations
can growth more in future.

Question: 9
Are you satisfied with your compensation plan?
Table: 14
Satisfied with your compensation plan

Cumulative
Satisfied 135 42.9 42.9 60.6
Neutral 88 27.9 27.9 88.6
Extremely
10 3.2 3.2 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
This factor plays an important role for the employees for the satisfaction of job because
compensation plan contain many benefits for the employee, form the table we can see
that this organization care fore the employees in terms of compensation plan. Out of 315
employees 191 employees are satisfied and extremely satisfied with the compensation
plan it is nearly 60.7%. Only 11.5% are not satisfied with the compensation plan.

Question: 10
Your satisfaction level about the company and administrative
Policies:
Table: 15
Satisfaction level about the company and administrative policies.

Frequenc Valid Cumulative
y Percent Percent Percent
Valid Extremely
42 13.3 13.3 13.3
Satisfied
Satisfied 52 16.5 16.5 29.8
Neutral 99 31.4 31.4 61.3
Extremely
42 13.3 13.3 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here a company administrative policy is not accepted by the employees. As per the
survey 38.7% respondents are dissatisfied and extremely dissatisfied with the policy. So
organization have to think of their policy, find out where they have to make changes and
make as soon as possible.

Question: 11
. How satisfied are you with the current HR policies?
Table: 16
Satisfied with the current HR policies

Cumulative
Satisfied 102 32.4 32.4 38.4
Neutral 105 33.3 33.3 71.7
Extremely
21 6.7 6.7 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
As above question we have seen that employees are not satisfied with the administrative
policy but here form the table it can be seen that employees are satisfied with the current
HR policy. 32.4% employees are satisfied and 6% employees are extremely satisfied
with the current HR policy. 21.6% employees are dissatisfied and 6.7% employees are
extremely dissatisfied with HR policy. Because we have seen that employees are mostly
10th and 12th pass as well as 9th and 10th fail.

CHAPTER – IV (B):
OBJECTIVE: II

Objective: II
• Parameters that Motivates Employees to work.

Question: 1
Are you satisfied with the reward for your performance?
Table: 17
Satisfied with the reward for your performance

Cumulative
Satisfied 32 10.2 10.2 18.1
Neutral 62 19.7 19.7 37.8
Dissatisfied 110 34.9 34.9 72.7
Extremely
86 27.3 27.3 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here from the table, we can say that the reward given by organization for performance to
employees. The employees are not satisfied with the reward, 34.9% employees are
dissatisfied and 27.3% are extremely dissatisfied with the reward they are getting now.
Only 18% employees are satisfied and extremely satisfied. So here the percentage is
quite low of satisfied against the dissatisfaction.

Question: 2
How satisfied are you with the chances of promotion in your
Department?
Table: 18
Satisfied are you with the chances of Promotion

Valid Cumulative
Satisfied 89 28.3 28.3 47.3
Neutral 81 25.7 25.7 73.0
Extremely
31 9.8 9.8 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
This factor also plays an important role in motivating the employees, so here from the
table it can be seen that 28.3% employees are satisfied and 19% are extremely satisfied.
Here 17.1% employees are dissatisfied and 9.8% employees are extremely dissatisfied
with the chances of promotion.

Question: 3
How satisfied are you with the allowances given by your
Organization?
Table: 19
Satisfied are you with the allowances you receive in the organization
Cumulative
Satisfied 83 26.3 26.4 36.6
Neutral 88 27.9 28.0 64.6
Extremely
37 11.7 11.8 100.0
Dissatisfied
Total 314 99.7 100.0
Total 315 100.0

INTERPRETATION:
As per the table it can be say that employees are happy with the allowances they receive
from the organization. 26.3% are satisfied and 10.2% are extremely satisfied and 23.5%
employees are dissatisfied and 11.7% are extremely dissatisfied with the allowances they
receive.

Question: 4
Are you satisfied with your achievable goals and standards for your
Positions?
Table: 20
Satisfied with your achievable goals and standards for your positions
Cumulative
Satisfied 93 29.5 29.5 43.8
Neutral 96 30.5 30.5 74.3
Extremely
17 5.4 5.4 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here also there is no vast difference between neutral and satisfaction, only 1% difference
can be seen in both, neutral it is 30.5% and satisfied it is 29.5%. Nearly 9 to 10% there
is difference between dissatisfaction and neutral and satisfaction employees. Employees
are getting motivation from their achievable goals and standard of their position.

Question: 5
Are you satisfied with the reward for your loyalty?
Table: 21
Satisfied with the reward for your loyalty

Cumulative
Satisfied 80 25.4 25.4 41.9
Neutral 84 26.7 26.7 68.6
Extremely
24 7.6 7.6 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here employees accepted reward for their loyalty, 25.4% are satisfied and 16.5% are
extremely satisfied and there is no vast difference in satisfaction level and dissatisfaction
level, 23.8% are dissatisfied and 7.6% are extremely dissatisfied with the reward for
their loyalty.

CHAPTER – IV (C):
OBJECTIVE: III

Objective: III
• Factors responsible for Training, safety, health, working

condition and Job Security.

Question: 1
How satisfied are you with the personal development, training and quality
improvement programme in this organization?
Table: 22
Satisfied are you with the personal development, training and quality
improvement programme
Cumulative
Satisfied 89 28.3 28.3 49.8
Neutral 102 32.4 32.4 82.2
Extremely
12 3.8 3.8 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
As shown in Graph we can say that 32.4% employees are neutral with personal
development, training and quality improvement, 28.3% are satisfied and 21.6% are
extremely satisfied. Only 14% are dissatisfied and 3.8% are extremely dissatisfied. So
here we can say that employees are satisfied with personal development and training.

Question: 2
Are you satisfied with your safety in the organization?
Table: 23
Satisfied with your safety

Cumulative
Satisfied 107 34.0 34.0 73.3
Neutral 54 17.1 17.1 90.5
Extremely
9 2.9 2.9 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here employees are extremely satisfied with the safety in the organization. 39.4%
employees are extremely satisfied and 34% employees are satisfied. So here we can say
that the employees are taken care by the organization. There are some employees who are
dissatisfied, only 6.7% are dissatisfied and 2.9% are extremely dissatisfied with the
safety in the organization. Out of 315 employees 213 are satisfied and extremely satisfied
with the safety in the organization nearly it is 73% employees are satisfied with the
safety. It is excellent for the organization only 9.8% employees are dissatisfied.

Question: 3
Are you satisfied with clean facility and up to date condition:
Table: 24
Satisfied with clean facility

Valid Cumulative
Satisfied 79 25.1 25.1 40.3
Neutral 80 25.4 25.4 65.7
Extremely
41 13.0 13.0 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From the table it can be seen that here there is no vast difference in terms of clean
facility, so this is big issue for the organization because employees are more concern of
clean facility. Only 25% employees are satisfied and 15.2% are extremely satisfied with
clean facility. As far from dissatisfied is a concern 21.3% employee are dissatisfied and
13% employees are extremely dissatisfied with the clean facility.

Question: 4
Are you satisfied with the facilities provided by the organization?
Table: 25
Satisfied with the facilities

Valid Cumulative
Satisfied 92 29.2 29.2 41.9
Neutral 85 27.0 27.0 68.9
Extremely
31 9.8 9.8 99.7
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
Here employees are satisfied with the facilities in the organization. 29.2% are satisfied
with the facilities concerned and only 12% are extremely satisfied. Here dissatisfaction
level is more than the extremely satisfied level, 21% employees are dissatisfied with the
facilities.

Question: 5
How satisfied are you when it comes to job security in your organization?
Table: 26
job Security in your organization

Cumulative
Satisfied 81 25.7 25.7 40.3
Neutral 147 46.7 46.7 87.0
Extremely
9 2.9 2.9 100.0
Dissatisfied
Total 315 100.0 100.0

INTERPRETATION:
From the graph we can say that employees are neutral about the job security. 46.7% are
neutral with the job security. Only 25% employees are satisfied with the job security.

CHI – SQUARE TEST:
(1) Cross Tabulation between age and pay and fringe
benefit employees receive.
Table: 27
Age * Pay & Fringe Benefit you receive

Extremely Extremely
Satisfied Satisfied Neutral Dissatisfied Dissatisfied Total
Age 20-25 2 5 1 2 2 12
26-30 3 20 14 10 10 57
31-35 8 27 24 18 8 85
36-40 6 22 25 23 3 79
41-45 3 16 12 9 7 47
46-50 1 9 7 5 5 27
51-55 1 1Chi-Square
4 Tests 1 1 8
Total 24 100 87 68 Asymp. Sig.
36 315
Value df (2-sided)
Pearson Chi-Square 20.142a 24 .689
Likelihood Ratio 21.316 24 .620
Linear-by-Linear
.332 1 .565
Association
N of Valid Cases 315
a. 14 cells (40.0%) have expected count less than 5. The
minimum expected count is .61.
INTERPRETATION:
Here cross tabulation is done of age and pay & fringe benefit you receive in the
organization. Here from the graph it can be seen that 27 employees are satisfied fall
within the age of 31 to 35.
22 employees are satisfied within the age of 36 to 40. Here 25 employees are dissatisfied
within the age of 31 to 35.
Here chi square value is 20.142.

(2). Cross Tabulation between age and chances of promotion.
Table: 28
Age * Satisfied are you with the chances of Promotion

Extremely Extremely
Age 20-25 1 3 2 3 3 12
26-30 13 18 7 14 5 57
31-35 18 19 28 16 4 85
36-40 15 26 18 12 8 79
41-45 6 13 16 5 7 47
46-50 7 7 7 3 3 27
51-55 0 3 3 1 1 8
Total 60 89 81 54 31 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
.013 1 .909
Association

INTERPRETATION:
Here as per the table the number of respondent are more in age group of 36 – 40 is 85 out
of that 26 employees are satisfied with the chances of promotion, age group of 31 – 35
number of employees are more in neutral is 28, there is no vast difference in extremely
dissatisfied but there is some difference in dissatisfied, age group of 31 – 35 is 16 and
other have not much difference. So here we can say that satisfaction level is high in one
age group but dissatisfaction level is not that much high in age group.
Chi – square value is 25.696.
(3) Cross tabulation between age and reward for performance.

Table: 29

Age * satisfied with the reward for your performance
satisfied with the reward for your performance
Extremely Extremely
Age 20-25 0 0 3 4 5 12
26-30 7 8 14 15 13 57
31-35 4 9 15 36 21 85
36-40 7 8 17 27 20 79
41-45 2 4 7 19 15 47
46-50 4 2 6 6 9 27
51-55 1 1 0 3 3 8
Total 25 32 62 110 86 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
.282 1 .596
Association

INTERPRETATION:
From the Graph it can be seen clearly that there is no difference in extremely satisfied
and satisfied but here we can say that age between of 31 to 35 employees are more
dissatisfied with the reward for performance given by organization, 36 employees are
dissatisfied than in age between of 36 to 40, 27 employees are dissatisfied as well as in
extremely dissatisfied also age between 31 to 35 are high. So here we can say that age
between 31 to 40 are not satisfied with the promotion level in the organization.
(4) Cross Tabulation between Designation and pay and fringe you receive.

Table: 30
Designation * Pay & Fringe Benefit you receive

Extremely Extremely
Designation Officer 0 15 6 0 1 22
Assistant
0 19 9 2 0 30
Supretidentent
Dairy assistant 3 18 3 2 4 30
Supporting Staff 11 27 43 33 15 129
Worker 10 21 26 31 16 104
Total 24 100 87 68 36 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
20.134 1 .000
Association
minimum expected count is 1.68.

INTERPRETATION:
Here from the table we can say that supporting staff is satisfied and extremely satisfied
with the pay and fringe benefit they receive but dissatisfaction level is high in supporting
staff so here clearly we can say that is nearly 50% both sides this is not good thing for
organization. Assistant superintendents are satisfied but they are not extremely satisfied,
they are not dissatisfied with the pay and fringe benefit, so here clearly seen from the
table that others are satisfied but only supporting staff is dissatisfied with the pay and
fringe benefit.
(5) Cross Tabulation between designation and reward for your performance.

Table: 31
Designation * satisfied with the reward for your performance

satisfied with the reward for your performance
Extremely Satisfie Dissatisfie Extremely
Satisfied d Neutral d Dissatisfied Total
Assistant
0 4 7 15 4 30
Supretidentent
Worker 13 8 23 27 33 104
Total 25 32 62 110 86 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
4.169 1 .041
Association

INTERPRETATION:
Here the condition is not good for the organization, non post employees are satisfied with
the chances of promotion so it is bad for the organization, and here supporting staff is
dissatisfied as well as extremely dissatisfied so we can say paper work staff is not happy
with the reward for the performance, workers are also not satisfied with the reward of
performance. In supporting staff 77 employees are dissatisfied as well as extremely
dissatisfied and in workers 60 employees are as same as supporting staff.
(6) Cross Tabulation between designation and chances of promotion.

Table: 32
Designation * Satisfied are you with the chances of Promotion

Extremely Extremely
Assistant
0 10 11 6 3 30
Supretidentent
Worker 29 17 35 15 8 104
Total 60 89 81 54 31 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
25.868 1 .000
Association

INTERPRETATION:
Here we can say that condition is better for organization as well as employees, here
officer and assistant supridentent are not extremely satisfied but they are some what
satisfied, supporting staff and workers are extremely satisfied as well as satisfied with
chances of promotion, 82 employees of supporting staff are extremely satisfied as well as
satisfied with chances of promotion. Dissatisfaction level is low in this part so it is good
for the organization.
(7) Cross Tabulation between education and pay and fringe benefit.

Table: 33
Education * Pay & Fringe Benefit you receive

Extremely Extremely
Education 10th Pass 6 22 15 10 6 59
12th pass 7 21 33 32 19 112
Diploma 0 2 0 0 0 2
Graduate 9 43 28 14 7 101
Other 2 12 11 12 4 41
Total 24 100 87 68 36 315
Chi-Square Tests
Asymp. Sig.
Value df (2-sided)
Linear-by-Linear
1.758 1 .185
Association

INTERPRETATION:
From the table we can say that graduate is more satisfied with the pay and fringe benefit
received by them, here as 12th pass are dissatisfied with the pay and fringe benefit, other
have equal in all they are 50% satisfied and 50% dissatisfied.

(8) Cross tabulation between how long you are working in this organization
and pay and fringe benefit.
Table: 34
Since how long you are working with this organization. * Pay & Fringe Benefit you receive
Extremely Extremely
Since how long you 1-5 6 26 16 12 6 66
are working with this 6-10 12 35 54 41 16 158
11 &
organization. 6 39 17 15 14 91
above
Total 24 100 87 68 36 315
Chi-Square Tests
Value df Asymp. Sig. (2-sided)

a
Pearson Chi-Square 19.656 8 .012
Linear-by-Linear Association .219 1 .640
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 5.03.

INTERPRETATION:
Here we can say that employees having experience between 6 to 10 years are not that much
satisfied with the pay and fringe benefit. 54 employees are neutral, 41 are dissatisfied and 35
are satisfied, so employees are mixed satisfied. Here 11 & above years of experience are
mostly satisfied, nearly 39 employees are satisfied.
(9) Cross tabulation between since how long you are working and chances of promotion.

Table: 35
Since how long you are working with this organization. * Satisfied are you with the chances
of Promotion
Extremely Satisfie Dissatisfie Extremely
Satisfied d Neutral d Dissatisfied Total
Since how long you 1-5 12 15 18 13 8 66
are working with this 6-10 31 50 42 24 11 158
11 &
organization. 17 24 21 17 12 91
above
Total 60 89 81 54 31 315
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
a
Pearson Chi-Square 5.328 8 .722
a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 6.50.

INTERPRETATION:
From the table it can be seen experience between 6 to 10 employees are satisfied with the
chances of promotion, so we can say that 11 & above years of experience employees are
not satisfied with the promotion.
(10) Cross Tabulation between how long you are working and training, personal

Development and quality improvement.
Table: 36
Since how long you are working with this organization. * Satisfied are you with the
personal development, training and quality improvement programme
Satisfied are you with the personal development, training
and quality improvement programme
Extremely
Extremely Dissatisfie Dissatisfie
Satisfied Satisfied Neutral d d Total
Since how long 1-5 8 18 30 7 3 66
you are working 6-10 37 49 48 19 5 158
11 &
with this
23 22 24 18 4 91
above
organization.
Total 68 89 102 44 12 315
Chi-Square Tests
Asymp. Sig. (2-
Value df sided)
a. 2 cells (13.3%) have expected count less than 5. The minimum expected count
is 2.51.

INTERPRETATION:
Here employees are satisfied with the training and personal development but not all
employees are satisfied only those employees who are having the experience of 6 to 10
years as well as neutral too.

CHAPTER - V

FINDINGS:
As I have gone through many interviews and meeting with employees and through there
reply in questionnaire, I came to know the following things.
Let’s first go through the positive replies and side of the organization, which can help to
grow the business as well as which are good in terms of policy for the betterment of
employees and organization both.
• Thing that can be taken into consideration as a positive aspect is the structure,
organization structure of the company, a pure and transparent structure,
where you can feel and understand the power of your job and job profile.
• The other thing is the working pattern and work allotment, from our visit to
organization we came to know that organization has set a bench mark in its
pattern of work and work allotment. Right person at right place. So these are
the thing that organization can feel proud of and help to keep a long
relationship with its employees.
• Plus point of organization is its working environment, the working style as

well as the work culture is so impressive that more than 70% of employees
loves this kind of culture. So on this part there is no issue that working
culture is the most important thing that is attracting employees to be loyal
with the current organization.

While interviewing the employees and from there reply in questionnaire, and also from
our survey we came to know that, the following are the points where the organization
lacking in as follows:
• As per our survey I came to know that, there is also need of proper HR, as we
know communication is the base on which an organization stands, at same
time there is a lack of communication in many matters, which can also be
considered as a cause of the issue.

SUGGESTIONS
As we all knows loyalty of employees is based on satisfaction, job engagement, job

involvement and personal development of employees. So steps increasing that all things
will give us a positive result, and we can make our employees loyal towards our
organization.
The following points can provide a good help in retaining our employees.
• Increase Salary.
• Give more chances of Promotion.
• Proper compensation plan.
• Improve the recruitment policies.
• Flexible HR policies.
• Better training programme and refresher training.
• Increase Performance Reward.

CONCLUSION
From the survey, it can be conclude that employees are satisfied in some parameters. We
will see in which parameters employees are satisfied and dissatisfied.
• Employees are satisfied in parameters like as follows:
1. 31.7% employees are satisfied with the pay and fringe benefit they
receive.
2. 37.5 % employees are satisfied with the allotment of work in the
organization.
3. 42.9% employees are satisfied with the compensation plan.
4. 32.4% employees are satisfied with the H.R policy.
5. 28.3% employees are satisfied with the Promotion.
6. 26.3% employees are satisfied with the allowances they receive from the
organization.
7. 28.3% employees are satisfied with the Personal development, Training
and Quality improvement.
8. 39.4% employees are extremely satisfied with the Safety facilities
provided by the organization.
9. 20.2% employees are satisfied with the facilities in the organization.
• Employees are dissatisfied in parameters under as follows:
1. 25.4% employees are dissatisfied with the praise they receive for the
good performance.
2. 25.4% also employees are dissatisfied with the company administrative
policies.
3. 34.9% employees are dissatisfied with the reward for which they receive
for the performance.
So as per above information we can say that employees are satisfied in many parameters
as compared to the dissatisfaction level. Here can be said that organization is providing
most employees satisfaction facilities as they can do. As there are some parameters in
which employees are dissatisfied but in this big organization this dissatisfaction can be
cover. So in the end employees are happy with their job.

ANNEXURES

1. BIBLOGRAPHY
A. Books
• Naresh.K.Malhotra, Marketing Research, Fifth Edition, Pearson
education.
• K.Aswathappa, Human Resource Managemen,Fifth Edition, Tata
Mc Graw-Hill Publishing Co. Ltd.
• Robin and Sanghi, Organizational Behavior, 13th edition.
B. Reports
• 44TH Annual Report of Sabar Dairy 2007 – 08
C. Websites
• www.sabardairy.com

2. QUESTIONNAIRE
Name:
Gender:
Age:
Designation:
Education: 10th Pass:
12th Pass:
Diploma:
Graduate:
Other:
1. Since how long you have been working with this organization.
 1-5 years
 5 – 10 years
 10 & above
JOB SATISFACTION AND MOTIVATION:
2. The contribution and help received from your co-workers in your job:
 Extremely Satisfied

 Satisfied
 Neutral
 Dissatisfied
 Extremely Dissatisfied
3. The support and fair treatment you receive from your boss:
 Satisfied
 Neutral
 Dissatisfied
4. The amount of pay and fringe benefits you receive:
 Satisfied
 Neutral
 Dissatisfied
5. How secure thing look for you in the future in this organization:
 Satisfied
 Neutral

 Dissatisfied
6. How satisfied are you with your service here?
 Satisfied
 Neutral
 Dissatisfied
7. How satisfied are you with the chances of promotion in your

Department?
 Satisfied
 Neutral
 Dissatisfied
8. The amount of praise for good performance you receive in your

Organization:
 Satisfied
 Neutral
 Dissatisfied

9. Are you satisfied with the retirement and other non-medical

Benefits?
 Satisfied
 Neutral
 Dissatisfied
10. How satisfied are you with the allotment of work in your
Department?
 Satisfied
 Neutral
 Dissatisfied
11. How satisfied are you with the personal development, training and quality
improvement programme in this organization?

 Satisfied
 Neutral
 Dissatisfied
12. How satisfied are you with the allowances given by your
Department?
 Satisfied
 Neutral
 Dissatisfied
13. How satisfied are you when it comes to job security in your organization?
 Satisfied
 Neutral
 Dissatisfied
14. Are you satisfied with your compensation plan?

 Satisfied
 Neutral
 Dissatisfied
COMPANY AND ADMINISTRATIVE POLICIES:
15. Your satisfaction level about the company and administrative

Policies:
 Satisfied
 Neutral
 Dissatisfied
16. How satisfied are you with the current HR policies?
 Satisfied
 Neutral
 Dissatisfied

SAFTEY, FACILITIES AND WORKING CONDITION:
17. Are you satisfied with your safety in the organization?
 Satisfied
 Neutral
 Dissatisfied
18. Are you satisfied with clean facility and up to date condition:
a. Extremely Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Extremely Dissatisfied

19. Are you satisfied with the facilities provided by the organization?
a. Extremely Satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Extremely Dissatisfied
ACHIEVEMENT
20. Are you satisfied with your achievable goals and standards for your
Positions?
 Satisfied
 Neutral
 Dissatisfied
PERFORMANCE REWARD
21. Are you satisfied with the reward for your loyalty?
 Satisfied

 Neutral
 Dissatisfied
22. Are you satisfied with the reward for your performance?
 Satisfied
 Neutral
 Dissatisfied
23. Any suggestion would you like to give to the organization?
• _______________________________________________________________


Final Sabar Dairy Report

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Final Sabar Dairy Report

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PART – 1 TRANING REPORT

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 1

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 2

In Gujarat Sabar dairy is one of the leading milk producing unit.

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 3

• The Vikas Ratna award for year 1995(1st)

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 4

• Shri Shamalbhai .B. Patel Chairman

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 5

• The Sabarkantha District co-operative Bank.

(02772) 226051 to 226060

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 6

Get Out Get In

S.K District Center Conference Hall Education &

Spray & Butter Plant

Ghee & Cream Shrikhand Milk Packing

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 7

Deputy General Manager

Assistant General Manager

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 8

Operator Attend tent Wireman Technician Electrician

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 9

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 10

Sabar Dairy has four main Departments are as under:

2. Human Resource Department

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 11

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 12

Plant & Facilities Process

Products & Services

• Amul Spray Powder

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 13

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 14

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 15

Sabar Dairy is an organization with an attitude for continuous improvement,

Present Manpower Status:

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 16

• By Advertisement and Employment Exchange

Get the manpower requiting from the HODs, of the

Requiting list will be send to Managers of different

After list will be checked by Managers, it will be

H.R Manager will check it out and after clearance

Managing Director will send to Board of Director.

Boards of Directors will finalized the list of

Government will send one committee to check it

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 17

Calling the shortlist candidates for the interview.

Finalize the selected candidates, confirm the date of

Follow up with the selected candidates for joining.

Join candidates. Complete the joining formalities on

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 18

(1) Name (in block letters start with Surname):

(2) Present Mailing Address:

(3) Permanent Home Address:

(4) Date of Birth: (5) Age: (6) Height ft

(7) Weight: kgs. (8) Place of Birth:

(9) Native Place: (10) Religion:

(11) Caste: (12) Sub – Caste:

(13) If scheduled caste, with Name:

(14) Matrimonial status: Married / Unmarried

(15) If married number of children

(16) Language known able to able to able to

EMPLOYEES SATISFACTION IN SABAR DAIRY/VMPIM,KHERVA/Batch 08-10 19

(18) His occupation and mailing address: