A

Project Study Report

On

“EMPLOYEE SATISFACTION IN PUBLIC AND

PRIVATE COMPANY IN AND AROUND JHALAWAR”

Submitted in partial fulfillment for the Award of Degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted By: Submitted To:

Yuvraj Shrivastav Mrs. Aditi Diwedi

M.B.A. IV Sem. Lecturer of M.B.A.
(Faculty Guide)

2008-2010
Govt. Engineering College Jhalawar
 PREFECE
It is a matter of great satisfaction and privilege for me to place before the esteemed
reader this report aimed at comparative analysis of other Depository Participant with Govt.
Engineering College Jhalawar.

This project report is a concrete form of the knowledge, which is an acquired during the
Survey, which is a part of full time two year Management course, the Professional Graduates
gets the opportunity to apply his\her theoretical knowledge in the corporate world, in short it
emphasizes on “Learning by Doing.”

The Survey Report paves the way for the student for his\her successful entrance in the
corporate world. The experience is very valuable for the Professional Graduates and plays a
leading and important role in the carrier life of the student.

There is a vast difference between theory and practice. The practical training program is
designed with the purpose of bridging gap between theory and practice. As such I am fortunate
to have an opportunity to undergo my project on Survey OF Employee Satisfaction In Public
and Private Company in and around Jhalawar. IV Semester report was an exposure to
corporate functional environment. It was opportunity & great pleasure for me to be in Corporate
Environment and having interaction with concerned people.

This project is based on a brief study of one month of survey period. Efforts have been
made to present all authentic information as far as possible.

With the feedback which I gathered from the clients of depository’s services, I have tried
to provide some of the fruitful suggestions that would necessarily of utmost importance for the
organization.

I hope that the suggestion provided by me would prove to be useful source of

information for the Government Engineering College Jhalawar and would facilitate its growth.

YUVRAJ SHRIVASTAV
 ACKNOWLEDGEMENT

I express my sincere thanks to my project guide, Mrs. Aditi Diwedi Lecturer of M.B.A.
Department for guiding me right form the inception till the successful completion of the project.
I sincerely acknowledge her for extending her valuable guidance, support for literature, critical
reviews of project and the report and above all the moral support he/she/they had provided to
me with all stages of this project.

With a sense of great pleasure & satisfaction I present this report entitled as Under the
Survey of Employee Satisfaction In Public and Private Company in and around Jhalawar.
culmination of my efforts of last four weeks. Completion of this project, is no doubt, is a product
of invaluable support & contribution of a number of people.

I wish to express my gratitude to those who generously helped me in completing this

research work with their knowledge & expertise. A project of this nature calls for intellectual
nourishment, professional help & encouragement from various quarters.

My special thanks to all employees of Those Company Who gave support to provide the
Specific information about the companies. Who extended their precious cooperation & for the
patience they showed while entertaining my queries.

I am immensely thankful to all Management Department of that companies who took out
time from their busy schedule and enthusiastically responded to my queries and provided me
with all the valuable information.

I would also like to thank the supporting staff Mr. Sharad Maheshwari HOD of the
management Department, for their help and cooperation throughout our project.

YUVRAJ SHRIVASTAV
 EXECUTIVE SUMMARY

The compiled report signifies level of employee satisfaction in Companies which is shown
below. Most of the employees are satisfied with their companies.

• Companies has a very good image among its employees.

• Most of the employees know company’s strategy; they have confidence in its
leadership. Employees are satisfied with their company.

• Most of the Employees are getting appropriate recognition for their contribution.
Companies providing fair salary to its employees for their work and gave rewards for
their work and handling responsibilities for motivation.

• Organizations really have a very bright future because of its environment.

• Organizations are like a family where employees have to put share of responsibilities
and work in accordance with the organization goal.

• As far as employer-employee relationship is concerned working in below given

companies are very satisfactory. People always get chance to show their talents and
get recognized. Management is quit approachable.
 Contents Page no.

 Introduction to The Industry

a) Overview of Employment Sector
b) Employment Sector of India
 Introduction to the Employee Satisfaction

a) Overview of Employment Satisfaction

b) Vision and Mission

c) The Department
d) Placement and Summer Training
 Introduction of Organizations

 Research Methodology
a) Title of the Study
b) Objective of Study
c) Type of Research
d) Sample Size and method of selecting sample
e) Scope of Study
f) Limitation of Study
 Facts and Finding
 Analysis and Interpretation
 SWOT Analysis

 Conclusion
 Recommendation and Suggestions
 Appendix
 Bibliography
 SERVICE/EMPLOYMENT SECTOR

The tertiary sector of the economy (also known as the service sector or the
service industry) is one of the three economic sectors, the others being the secondary sector
(approximately manufacturing) and the primary sector (extraction such as mining, agriculture
and fishing). The general definition of the tertiary sector is producing a service instead of just
an end product, in the case of the secondary sector. Sometimes an additional sector, the
"quaternary sector", is defined for the sharing of information (which normally belongs to the
tertiary sector).

The tertiary sector of economy involves the provision of services to businesses as well
as final consumers. Services may involve the transport, distribution business and sale of goods
from producer to a consumer as may happen in good timing and or may involve the provision
of a service, such as in entertainment Goods may be transformed in the process of providing a
service, as happens in the restaurant industry or in equipment repair. However, the focus is on
people interacting with people and serving the customer rather than transforming physical
goods.

COMPONENTS

The service sector consists of the "soft" parts of the

economy such as insurance, government, tourism, banking, retail, education, andsocial
services. In soft-sector employment, people use time to deploy knowledge assets,
collaboration assets, and process-engagement to create productivity (effectiveness),
performance improvement potential (potential) and sustainability. The tertiary sector is the
most common workplace.

Typically the output of this sector is content (information), service, attention, advice,
experiences, and/or discussion (also known as "intangible goods"). Other examples of service
sector employment include:

 Franchising
 News media
 Education
 Hospitality industry (e.g. restaurants, hotels, casinos)
 Consulting
 Legal practice
 Healthcare/hospitals
 Waste disposal
 Real estate
 Personal services
 Business services

Service/Employment Sector of India

Service Sector in India today accounts for more than half of India's GDP. According to data for
the financial year 2006-2007, the share of services, industry, and agriculture in India's GDP is
55.1 per cent, 26.4 per cent, and 18.5 per cent respectively. The fact that the service sector
now accounts for more than half the GDP marks a watershed in the evolution of the Indian
economy and takes it closer to the fundamentals of a developed economy.

Services or the "tertiary sector" of the economy covers a wide gamut of activities like trading,
banking & finance, infotainment, real estate, transportation, security, management & technical
consultancy among several others. The various sectors that combine together to constitute
service industry in India are:

Trade
Hotels and Restaurants
Railways
Other Transport & Storage
Communication (Post, Telecom)
Banking
Insurance
Dwellings, Real Estate
Business Services
Public Administration; Defence
Personal Services
Community Services
Other Services

There was marked acceleration in services sector growth in the eighties and nineties,
especially in the nineties. While the share of services in India's GDP increased by 21 per cent
points in the 50 years between 1950 and 2000, nearly 40 per cent of that increase was
concentrated in the nineties. While almost all service sectors participated in this boom, growth
was fastest in communications, banking, hotels and restaurants, community services, trade
and business services. One of the reasons for the sudden growth in the services sector in
India in the nineties was the liberalisation in the regulatory framework that gave rise to
innovation and higher exports from the services sector.
The boom in the services sector has been relatively "jobless". The rise in services share
in GDP has not accompanied by proportionate increase in the sector's share of national
employment. Some economists have also cautioned that service sector growth must be
supported by proportionate growth of the industrial sector; otherwise the service sector grown
will not be sustainable. In the current economic scenario it looks that the boom in the services
sector is here to stay as India is fast emerging as global services hub.

India is fifteenth in services output. It provides employment to 23% of work force, and it is
growing fast, growth rate 7.5% in 1991–2000 up from 4.5% in 1951–80. It has the largest
share in the GDP, accounting for 55% in 2007 up from 15% in 1950.

Business services (information technology, information technology enabled services,

business process outsourcing) are among the fastest growing sectors contributing to one third
of the total output of services in 2000. The growth in the IT sector is attributed to increased
specialization, and an availability of a large pool of low cost, but highly skilled, educated and
fluent English-speaking workers, on the supply side, matched on the demand side by an
increased demand from foreign consumers interested in India's service exports, or those
looking to outsource their operations. The share of India's IT industry to the country's GDP
increased from 4.8 % in 2005-06 to 7% in 2008.[78][79] In 2009, seven Indian firms were listed
among the top 15 technology outsourcing companies in the world.[80] In March 2009, annual
revenues from outsourcing operations in India amounted to US$60 billion and this is expected
to increase to US$225 billion by 2020.

Organized retail such supermarkets accounts for 24% of the market as of 2008.
Regulations prevent most foreign investment in retailing. Moreover, over thirty regulations such
as "signboard licences" and "anti-hoarding measures" may have to be complied before a store
can open doors. There are taxes for moving goods to states, from states, and even within
states.

The main thrust to industrial growth has come from the services sector. Services contribute to
41 per cent of the GDP. Rapidly, the quality and complexity of the type of services being
marketed is on the rise to match worldwide standards. Whether it is financial
services, software services or accounting services, this sector is highly professional and
provides a major impetus to the Economy. Interestingly, this sector is populated with a range of
players who cater to a niche market.

India is fast becoming a major force in the Information Technology sector. According to
the National Association of Software and Service Companies (NASSCOM), over 185 Fortune
500 companies use Indian software services. The world's software giants such as Microsoft,
Hughes and Computer Associates who have made substantial investments in India are
increasingly tapping this potential. A number of multi-nationals have leveraged the relative cost
advantage and highly skilled manpower base available in India, and have established shared
services and call centers in India to cater to their worldwide needs.

The software industry was one of the fastest growing sectors in the last decade with a
compound annual growth rate exceeding 50 per cent. Software service exports increased from
US$ 4.02 billion in 1999-2000 to US$ 6.3 billion in 2000-01, thereby registering a growth of 57
per cent. India's success in the software sector can be largely attributed to the industry's ability
to cultivate superior knowledge through intensive R&D efforts and the expertise in applying the
knowledge in commercially viable technologies.
 Overview of Employee Satisfaction

INTRODUCTION:-

An Employee’s cognitive and affective evaluation of his or her job:-

 Overall
 Specific Components
 Pay
 Promotions
 Work Tasks
 Coworkers
 Supervisors
 Others

The most common purpose for surveying employees is satisfaction. Employee

satisfaction surveys deal with workplace issues, such as benefits, commitment to diversity, and
effective communications. The data from these surveys helps paint a portrait of employee
attitudes and opinions. These kinds of surveys are particularly useful after a company has
undergone some sort of change, such as a layoff, an acquisition, or a new department head.
They also help employers isolate the root causes of persistent problems, such as low
productivity or high expenses.

Employee satisfaction surveys help employers measure and understand their employees'
attitude, opinions, motivation, and general satisfaction with their work environment. Use
employee satisfaction surveys to inform employee decision making, benefits, work needs and
more.

Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and stay
loyal to the company. There are many factors in improving or maintaining high employee
satisfaction, which wise employers would do well to implement.
To measure employee satisfaction ,many companies will have mandatory surveys or face-to-
face meetings with employees to gain information. Both of these tactics have pros and con and
should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to
be honest without fear of repercussion. Interviews with company management can feel
intimidating, but if done correctly can let the worker know that their voice has been heard and
their concerns addressed by those in charge. Surveys and meetings can truly get to the center
of the data surrounding employee satisfaction, and can be great tools to identify specific
problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make
workers feel like part of a family or team. Holding office events, such as parties or group
outings, can help build close bonds among workers. Many companies also participate in team-
building retreats that are designed to have found success. strengthen the working relationship
of the employees in a non-work related setting. Camping trips, backpacking wars and guide
backpacking trips are versions of this type of team-building strategy, with which many
employers have found success.

Of course, few workers will not experience a boost in morale after receiving more money.
Raises and bonuses can seriously affect employee satisfaction, and should be given when
possible. Yet money cannot solve all morale issues, and if a company with widespread
problems for workers cannot improve their overall environment, a bonus may be quickly
forgotten as the daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have a
comfortable, clean break room with basic necessities such as running water. Keep facilities
such as bathrooms clean and stocked with supplies. While an air of professionalism is
necessary for most businesses, allowing workers to keep family photos or small trinkets on
their desk can make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will feel well cared for
by their employers.

The backbone of employee satisfaction is respect for workers and the job they perform. In
every interaction with management, employees should be treated with courtesy and interest.
An easy avenue for employees to discuss problems with upper management should be
maintained and carefully monitored. Even if management cannot meet all the demands of
employees, showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.

Employee satisfaction surveys help employers measure and understand their employees'
attitude, opinions, motivation, and satisfaction. Employee satisfaction is the terminology used
to describe whether employees are happy and contented and fulfilling their desires and needs
at work. Employee satisfaction is often measured by anonymous surveys administered
periodically that gauge employee satisfaction in areas such as management and teamwork.

Employee satisfaction surveys provide valuable data that can ultimately save your
company money. Our employee satisfaction surveys can:
>> Measure employee satisfaction levels
>> Track changes in employee satisfaction over time
>> Improve overall satisfaction and retention

Employees’ Satisfaction in the Industrial Organizations

Employee satisfaction is a process that involves how well employees are satisfied with their
assigned job roles and functions and affect how they perform in the workplace given the fact
that there are several factors that implies to their level of satisfaction at work for instance,
payment schemes which includes salary, cash bonuses, performance rewards and work
related benefits. The types of employee satisfaction can be categorized in two aspects, one
type involves non-monetary motivation received by the company and the other type involves
monetary based gifts and incentives.

This is according to their level of performance and how employees adopt initiative, skill and the
promising ability to do the job and get it done on time. For measuring employee satisfaction,
the company can utilize employee related surveys, interviews and questionnaire this will be in
lieu to job satisfaction scales and models as presented in various research investigation. For
example, application of the model and an associated measurement instrument of employees'
perceptions of job satisfaction has been developed and applied in certain organizations. The
model is structural equation model with unobservable latent variables that link employee
satisfaction to its determinants and, in turn, to its consequences such as employee
commitment and loyalty. The determinants of employee satisfaction, commitment and loyalty
are top management, company values, daily leadership, working and appointment conditions,
co-operation and people relations, and development of competencies. For execution, research
can examine the said model among 100 employees, and achieve good explanation of
employee satisfaction tenets. The need to calculate performance indices and importance
scores of job dimensions as such areas for improving employee performance and motivation
as well as productivity.

By setting up importance grids for leadership and competencies as estimated importance

define horizontal axis and the stated importance define vertical axis. The survey can
be administered to 20 managers and 80 employees in multinational corporations located in
Egypt in order to assess employee satisfaction with various aspects of work performance
appraisal system. Several employees may perceive certain aspects of appraisal system in a
global way, whereas managers differentiated among various components and saw the process
as distinct entities. Results can be discussed in terms of perspectives managers and
employees have within appraisal process.

Furthermore, employee understanding of the benefit package can increase significantly and
research is called to examine the processes through which flexible benefits impact worker
reactions and to examine the impact of flexible benefits on employee responses such as
attraction and retention. Portions of previous studies relating individual differences in employee
satisfaction and one study relating Management Communication Style to employee satisfaction
were replicated across four organizational contexts. The interface of superior-subordinate
relations and their impact on employee satisfaction were examined through perceptions of
employees with regard to Management Communication Style of upper management and the
task behaviors of their immediate superiors.

Thus, variability in employee satisfaction predictable from individual employee differences and
that predictable from superior-subordinate interface were found to have little overlap. It is
recommended that individual differences and superior-subordinate interface approaches to the
study of communication in organizational contexts be continued since there generate
independent predictions of unique variance. Employee satisfaction has become one of critical
issues in total quality management. Numerous studies investigate the antecedences and
consequences of the construct. It has been found that employee satisfaction drives productivity
and customer satisfaction. In order to better understand the drivers of employee satisfaction,
the authors investigate whether Kano's model of customer satisfaction applies to employee
satisfaction, to review the literature on Kano's model of customer satisfaction how it applies to
employee satisfaction and that an asymmetric relationship between the satisfaction with
factors and employee satisfaction confirming Kano's model in the context of employee
satisfaction, theoretical and managerial implications will be discussed.

Hackman-Oldham theory of job design regarded as suggestive evidence that enrichment can
cause substantial improvements in employee attitudes, but that these benefits may not lead to
greater productivity. It is argued that in order to explain the effect of enrichment on
performance, it is necessary to consider other factors besides the psychological states
produced by jobs which are seen to have certain characteristics. The employee satisfaction
model for business not only considers satisfaction levels but also degrees of importance in
deciding the improvement strategy. Employee satisfaction surveys and facilitated focus groups
help the employer identify areas of employee satisfaction and dissatisfaction. For accurate,
reliable results, employee satisfaction surveys or focus group questions need to be:

- developed by professionals who understand how to put questions together that obtain
unbiased information

- administered appropriately with care and consideration for the organization's culture
and communication

- analyzed by people who understand survey research and can provide effective
analysis

Some professional survey firms have developed databases of questions that have been
determined to be effective through years of employee or customer satisfaction surveys in
different organizations. If you take employee groups’ offsite to participate in surveys and focus
groups, you are sending a clear message that it is not “safe” to talk about employee
satisfaction in the company. The company cares about what you think and the employer is
providing the space and privacy necessary for your participation. Some fundamentals for
successful, trustworthy employee satisfaction surveys and focus groups exist in each instance
such as reviewing of five imperative factors, ignoring them and the company might obtain false
understanding of their employees' satisfaction. Results may skew positively or negatively
based on the skills of facilitators or survey producers and the employees participating.

What Causes of Employee’s Job Satisfaction?

 Genetic Predisposition
 Affective Disposition
 Life Satisfaction
 Discrepancy Theories
 Wants/Values/Expectations vs. Actual Rewards
 Our Outcomes vs. Others Outcomes
 Current Job vs. Alternative Jobs vs. Past Jobs

Genetic Predisposition

 We’re (dis)satisfied because we are genetically programmed to be.

 Research evidence
 Study of twins reared apart
 30% of variability in satisfaction accounted for by genetics (r = .55)
 Recommendation
 hire applicants with good “job satisfaction genes”

Life Satisfaction

 People happy with life are happy with work.

 Spillover effect between life and work
  Organizational implications regarding:
 flexible work hours
 work-family conflict
 on-site daycare
Relation Between Employee Satisfaction and Motivation

Satisfaction leads to motivation .This statement could easily understand

by the following theory of Abraham Maslow.

Maslow’s Hierarchy of Needs

If motivation is driven by the existence of unsatisfied needs, then

it is worthwhile for a manager to understand which needs are the more
important for individual employees. In this regard, Abraham Maslow
developed a model in which basic, low-level needs such as
physiological requirements and safety must be satisfied before higher-
level needs such as self-fulfillment are pursued. In this hierarchical
model, when a need is mostly satisfied it no longer motivates and the
next higher need takes its place. Maslow's hierarchy of needs is shown
in the following diagram:
ORGANIZED AND UNORGANIZED ENTERPRISES IN INDIA
With the advent of planned economy from 1951 and the subsequent industrial policy
followed by Government of India, both planners and Government earmarked a special role for
small-scale industries and medium scale industries in the Indian economy. Due protection was
accorded to both sectors, and particularly for small-scale industries from 1951 to 1991, till the
nation adopted a policy of liberalization and globalization. Certain products were reserved for
small-scale units for a long time, though this list of products is decreasing due to change in
industrial policies and climate.

OUEs always represented the model of socio-economic policies of Government of India

which emphasized judicious use of foreign exchange for import of capital good sand inputs;
labour intensive mode of production; employment generation; no concentration of diffusion of
economic power in the hands of few (as in the case of big houses); discouraging monopolistic
practices of production and marketing; and finally effective contribution to foreign exchange
earning of the nation with low import-intensive operations. It was also coupled with the policy of
de-concentration of industrial activities in few geographical centers.

It can be observed that by and large, OUEs in India met the expectations of the Government in
this respect. OUEs developed in a manner, which made it possible for them to achieve the
following objectives:
 High contribution to domestic production

 Significant export earnings

 Low investment requirements

 Operational flexibility

 Location wise mobility

 Low intensive imports

 Capacities to develop appropriate indigenous technology

 Import substitution

 Contribution towards defense production

 Technology — oriented industries

 Competitiveness in domestic and export markets

Organized and Unorganized Enterprises in and around Jhalawar

As under the title we take a standard criteria for the survey of Organized and Unorganized
enterprise is given by the Ministry of Small Scale industries vide its notification No. S.C.
1722(E) dated October 5,2006 . The enterprises is taken by us is listed below We have read
out these and take Suitable three OUE’s which is listed. We choose some special Enterprises
which was situated near the Jhalawar dist. or in Jhalawar.

We have selected Six out of these industries:

1. Food Processing 4. Media Sectors

2. Mining Industries 5. Insurance Sectors
3. Crushers Industries 6. Banking Sectors

We Select the Specific criteria for Each type of industries out of these.

The Criteria Which is selected is Given Below as:

(A ) Entreprises Engaged in the manufacturing or production, process ing or

preservation of goods as specified be low:

A Small enterprises is an enterprises where investment in plant and machinery [original

cost excluding land and building] and the item specified by the ministry of small scale
industries vide its notification No. S.C 1722(E) dated October 2006 is more than Rs.25lakh but
does no exceed Rs. 5 crore; and

A Small enterprises is an enterprises where investment in plant and machinery [original

cost excluding land and building] and the item specified by the ministry of small scale
industries vide its notification No. S.C 1722(E) dated October 2006 is more than Rs. 5 crore
but does not exceed Rs 10 crore.

(B) Enterprise engaged in providing or rendering of services and whose investments in

equipments ( original cost excluding land and building and furniture, fittings and other
items not directly related to the service rendered or as may be notified under the
MSMED Act,2006 are specified below.

(a) A Small enterprises is an enterprises where the investment in equipments is more than
lOlakh but does nor exceed Rs.2 crore; and
(b) A Medium enterprises is an enterprises where the investment in equipments is more than
2 crore but does nor exceed Rs.5 crore;

But now EU has started to standardize the concept. Its current definition
categorizes companies with Fewer than 50 employees as “Small” and those with
fewer than 250 as “medium”
 Companies Profiles
We categorize 15 companies in three segments Because We want to studied and find out
the differences among these industries. We take five companies in each segment. Those are
given below:

1) Food Processing Industries

2) Mining Industries

3) Crushers Industries

4) Media Sectors

5) Insurance Sectors

6) Banking Sectors

1. Food Processing Industries:-

 GOYAL PROTIENS LIMITED

 GOYAL VEGOIL LIMITED

 SHIV EDIBLES LIMITED

 SHIV AGREVO LIMITED

2. Mining Industries:-

 BANAS STONE

 SUZUKI STONES SLBS & TILES

 GOLDEN MINES

 GOLDEN STONES

 INAYAT STONES

 UMAR FARUKH STONES

3. Manufacturing & Processing Units (Crushers)

 M\S NIRAJ CRUSHERS

 NIRAJ SHREE CRUSHERS

 NAKODA CRUSHERS & ENGINEERING

  NAKODA CRUSHERS

 JAY AMBEY STONE CRUSHERS

4 . Media Sectors

 RAJASTHAN PATRIKA PVT. LTD.

 DENIK BHASKAR

5.Insurance Sectors

 SBI Life INSURANCE

 RELIANCE LIFE INSURANCE

 ICICI PRUDENTIAL LIFE INSURANCE

6.Banking Sectors

 ICICI BANK

 UNION BANK

 PANJAB NATIONAL BANK

 BANK OF BARODA
 (A) FOOD PROCESSING INDUSTRIES

1. GOYAL PROTIENS LIMITED GPL

A very progressive closely held public limited company, was estabilished in the year
1999 for the manufacturing of Edible Oil through solvent extraction and refinery process. The
solvent extraction plant and continuous edible oil Refinery of the company initially had as an
installed capacity of I5OMT and 3OMT per day respectively, which has been subsequently
expanded from time to time; the present capacity being 600TPD and I2OTPD respectively.

The Deep Jyoti brand of the company, available in wide range of consumer packs’ has a high
level of acceptance in the Hadoti region, with the support of which the company has been
performing magnificently.

The company has been achieving maximum capacity utilization in the sep and Refinery plants
due to continuous R&D done in-house by the technical experts of the group. Turnover of the
company during last 3 years (2005-06 & 2006-07) has been Rs 118 crores, Rs 170 crores and
Rs 270 crores respectively.

The company has been accredited a credit rating of B2 from SMERA, an external credit rating
agency for units the SME segment, during the month of sept.2007.

2. GOYAL VEGOILS LIMITED GVL

Goyal Vegoils Ltd., Kota, the youngest corporate entity of the Goyal Group and is also a
closely held public limited company established in the year 2003. the company comprises a
unit for solvent extraction plant. Oil refinery and mustard preparatory unit with an installed
capacity of 300 tonnes per day 30 tpd and 300 tpd respectively.

The company enjoys all the technological advances developed through in-house R&D
activities done by the Group, especially in respect of the originally extraction of highly
Nutritious pungent mustard oil with cold pressed chilling technology.

The Jyoti Kiran brand pungent Mustard Oil of the company has already gained great popularity
in the region, resulting in very encouraging demand in the initial years itself. The company
commenced commercial operations in January 2007 and turnover recorded in the first full year
of operations (FY2007-08) was Rs.155 crores.

3. SHIV EDIBLES

SHIV EDIBLES LIMITED., Ranpur Kota, the new corporate entity of the SHIV GROUP OF
INDUSTRIES and is also a closely held public limited company established in the year 2004.
The company comprises a unit for solvent extraction plant. Oil refinery and mustard
preparatory unit with an installed capacity of 400 tones per day 35 tpd and 400 tpd
respectively. The main object of the company is to make available the best quality products to
the consumers at reasonable prices. To achieve this company has established a Solvent
Extraction Unit along with an Oil Refinery at Kota, Rajasthan, India. In 2004, in its quest to
provide the best cooking oil, the company made massive investments in research and product
development and launched the famous brand of shiv brand oil.

The company enjoys all the technological advances developed through in-house R&D
activities done by the Group, especially in respect of the originally extraction of highly
Nutritious pungent mustard oil. The SHIV brand pungent SOYA Oil of the company has
already gained great popularity in the region, resulting in very encouraging demand in the
initial years itself. The investment in plant & machinery is Rs 10 crores. The company
commenced commercial operations in January 2008 and turnover recorded in the first full year
of operations (FY2008-09) was Rs.315 crores.

4. SHIVAGREVO LTD

SHIVA AGREVO LIMITED viii. Kalmanda Baran is famous edibles oil company was
estbilished in 1997. Mr. Vishnu kumar Saboo is Chairman of this company. They strive to
become Rajsthan’s No.1 packaged goods company in related businesses of Edible oils and
Soya based food products.

They constantly explore innovative methods of driving growth & profitability.They maintain
overall leadership position in the Edible Oils & Soya Foods Industries as far as possible Their
promise to the consumer is to provide him/her with value for money product at the lowest cost,
with utmost quality assurance. They continuously and thoroughly understand and fulfill the
needs of our consumers. Finally, as a leader in their business, They promise to set high
standards of conduct towards our company, customers & their state. Along with sustaining our
growth & profits, we aim to continue to create better value for their shareholders, employees &
customers.

The company has been achieving maximum capacity utilization in the sep and Refinery
plants due to continuous R&D done in-house by the technical experts of the group. The
company commenced commercial operations in April 2008 and turnover recorded in the first
full year of operations (FY2008-09)wasRs.150crores.
 (B) MINING INDUSTRIES

1. BANAS STONES PVT. LTD.

BANAS STONES is a manufacturer, supplier and exporter of Natural Stone. The

company was established in the year 2000 with the objective of meeting the growing demands
of natural stone in the domestic & international market. The company focused to establish its
own infrastructure and quarries for cost effective and good quality natural stone. Within a short
period of time, the company has grown as one of the largest quarry owners and producers of
Limestone and Sandstone in Rajasthan, India with professionally managed and eco-friendly
mining technology.

Banas Stones is one of the largest stone producers in India. We operate 17 sandstone
and 5 limestone quarries with a team of more than 750 highly motivated personnel including
experienced mining engineers, explosive experts and quality control inspectors. Equipped with
modern safety and productivity enhancing tools our quarries

are run in accordance with latest environment friendly mine management methods. This
ensures an uninterrupted supply of raw material.

The promoters of the company have vast experience in various business apart from
mining and processing of Natural Stone. They have the partners of the multi-billions business
groups for Royalty Collection, Toll Tax Collection, Sales Tax collection on behalf of different
Sate Governments as well as Central Government.

Apart from our mines we also have stone processing factories for cutting and finishing
the stone produced in our quarries. The products offered by us are mined at our quarries and
except for some specialized operations, processed at our own processing plants. This high
level of integration allows us to maintain the highest quality standards while at the same time
ensuring timely delivery and competitive pricing.

Banas Stones offer Natural Stones in slabs, tiles and cladding for flooring, paving and
other construction use. We also offer Pebbles, Cobbles, Wall Stone, Kerb Stone, Paving
Stone, Tumbled Stone, Lava Rock and Stone Artifacts for landscaping and other uses We are
dedicated to total customer satisfaction and assure you our best services at all times.

2. SUZUKI STONE SLABS AND TILES

SUZUKI STONE is one of the largest stone producers in Jhalawar. We operate

sandstone and limestone quarries with a team of more than 261 highly motivated personnel
including experienced mining engineers, explosive experts and quality control inspectors,.
Equipped with modern safety and productivity enhancing tools our quarries are run in
accordance with latest environment friendly mine management methods. This ensures an
uninterrupted supply of raw material.

Apart from our mines we also have stone processing factories for cutting and finishing
the stone produced in our quarries. The products offered by us are mined at our quarries and
except for some specialized operations, processed at our own processing plants. This high
level of integration allows us to maintain the highest quality standards while at the same time
ensuring timely delivery and competitive pricing.

We offer Natural Stones in slabs, tiles and cladding for flooring, paving and other
construction use. We are dedicated to total customer satisfaction and assure you our best
services at all times.

. We have the latest machines for processing the natural stones we extract from our
Quarries and also for finishing them with the highest quality standards accepted by the world
market, For this it is our Endeavour to always listen to our customers and work with them to
fulfill all their requirements and expectations they have of us.
According to Mr RAHUL JAIN (OWNER) The investment of the enterprise is about Rs. ‘1
crore. And according to the financial statement of the enterprise it’s turnover is nearby Rs 2
crores.

3. GOLDEN MINES

GOLDEN MINES is a Extractor, supplier of Natural Stone. The company was established in
the year 2005-06 with the objective of meeting the growing demands of natural stone in the
domestic market. The company focused to establish its own infrastructure and quarries for cost
effective and good quality natural stone. Within a short period of time, the company has grown
as one of the largest quarry owners and producers of Limestone in Jhalawar, rajasthan with
professionally managed and ecofriendly mining technology.

Golden Mines is one of the largest stone producers in Jhalawar. We operate limestone
quarries with a team of more than 214 highly motivated personnel including experienced
mining engineers, explosive experts and quality control inspectors. Equipped with modern
safety and productivity enhancing tools our quarries are run in accordance with latest
environment friendly mine management methods. This ensures an uninterrupted supply of raw
material.

The promoters of the company have vast experience in various businesses apart from mining
and processing of Natural Stone. Investment in the enterprise is 1.08 crores and the turnover
of the industry 2.86 crores.

4. GOLDEN STONES

Welcome to GOLDEN STONES, a industry catering to the regional Market for Indian Natural
Stones. The industry, which started, by Mr. Mohd Tosif since 2007 enjoys a distinct identity in
its sphere of operation. In fact, our main plant and quarry in Runji [Jhalawar] North India is one
of the largest capacity in Kota stone production in this region.

The industry is engaged in the activity of exploration & processing of natural stone like Kota
stone shaded in green & brown of which India is the largest producer in the world.

The industry have world-class state-of-art technology & equipment coupled with skilled
manpower and excellent resources is the core competency of the industry. Golden stones is
totally focused on providing quality products manufactured in the modernized plant of the
industry. The industry core strength lies in offering customers with the best services for over
number of years, through a dedicated team of qualified and experienced professionals
committed to quality and customer satisfaction.
Golden Mines is one of the largest stone producers in Jhalawar. We operate limestone
quarries with a team of more than 214 highly motivated personnel including experienced
mining engineers, explosive experts and quality control inspectors.

According to Mr MOHD. TOSIF (OWNER) The investment of the enterprise is about

Rs. 88 LAKH. The industry commenced commercial operations in January 2008 and turnover
recorded in the first full year of operations (FY2008-09) was Rs.2 crores.

5. INYAT STONE

The enterprise was established by Mr. KhaIiI Mohd in the year 2002 with the objective of
meeting the growing demands of natural stone in the regional market.

The enterprise focused to establish its own infrastructure and quarries for cost effective and
good quality natural stone. Within a short period of time, the enterprise has grown as one of
the largest quarry owners and producers of Limestone in Jhalawar, rajasthan with
professionally managed and eco-friendly mining technology.

Inyat stone is one of the largest stone producers in Jhalawar. We operate limestone quarries
with a team of more than 59 highly motivated personnel including experienced mining
engineers,and workers.. Equipped with modern safety and productivity enhancing tools our
quarries are run in accordance with latest environment friendly mine management methods.
This ensures an uninterrupted supply of raw material.

The promoters of the enterprise have vast experience in various business apart from mining
and processing of Natural Stone. Investment in the enterprise is Rs.71 lakh and the turnover of
the industry Rs.1 crores.
6. UMAR FARUK STONES

UMAR FARUKH STONE is one of the largest stone producers in Jhalawar. We operate
limestone quarries with a team of more than 190 highly motivated personnel including
experienced mining engineers, explosive experts and quality control inspectors,. Equipped with
modern safety and productivity enhancing tools our quarries are run in accordance with latest
environment friendly mine management methods. This ensures an uninterrupted supply of raw
material.

Apart from our mines we also have stone processing factories for cutting and finishing the
stone produced in our quarries. The products offered by us are mined at our quarries and
except for some specialized operations, processed at our own processing plants. This high
level of integration allows us to maintain the highest quality standards while at the same time
ensuring timely delivery and competitive pricing. We have the latest machines for processing
the natural stones we extract from our Quarries and also for finishing them with the highest
quality standards accepted by the world market, For this it is our Endeavour to always listen to
our customers and work with them to fulfill all their requirements and expectations they have
of us.

According to Mr MOULLA AHEMAD (OWNER) The investment of the enterprise is about Rs.
40 LAKH . And according to the financial statement of the enterprise it’s turnover is nearby
Rs.1 .08 crores.

(C) MANUFACTURING & PROCESSING UNITS (CRUSHERS)

1. MS NIRAJ CRUSHERS

The enterprise was established by Mr. Kunj Bihari Shekhawatia in the year 1985 .lt is the
oldest stone crusher in jhalawar. The enterprise focused to establish its own infrastructure and
quarries for cost effective and good quality of Crushed stone. Within a short period of time, the
enterprise has grown as one of the largest quarry owners and producers of Crushed stone in
Jhalawar, rajasthan with professionally managed and eco-friendly crushing technology.

Niraj crushers stone is one of the large crushing stone producers in Jhalawar. We operate the
machine quarries with a team of more than 19 highly motivated personnel including
experienced,and workers.. Equipped with modern safety and productivity enhancing tools our
quarries are run in accordance with latest environment friendly mine management methods.
This ensures an uninterrupted supply of raw material.

The promoters of the enterprise have vast experience in various business apart from and
processing of Sand Stone. Investment in the enterprise is Rs.30 lakh and the turnover of the
industry Rs.1 crores.

2. Niraj Shree Crusher

The enterprise was established by Mr. Prateek Shekhawatia in the year 2007 .It is the
Newest stone crusher in jhalawar of the M/s Niraj Crusher. The enterprise focused to establish
its own infrastructure and quarries for cost effective and good quality of Crushed stone. Within
a short period of time, the enterprise has grown as one of the largest quarry owners and
producers of Crushed stone in Jhalawar, rajasthan with professionally managed and eco-
friendly crushing technology.

Niraj crushers stone is one of the large crushing stone producers in Jhalawar. We operate the
machine quarries with a team of more than 17 highly motivated personnel including
experienced employs., and the worker is 167 Equipped with modern safety and productivity
enhancing tools our quarries are run in accordance with latest environment friendly mine
management methods. This ensures an uninterrupted supply of raw material.

The promoters of the enterprise have vast experience in various business apart from and
processing of Sand Stone. Investment in the enterprise is Rs.1 crore and the turnover of
the industry Rs.3 crores (FY-2008-09).

3.Nakoda Engineering & Crushers

Nakoda Engineering & crushers is one of the largest stone producers & Ceushers in Jhalawar.
We operate limestone And sand stone quarries with a team of more than 20 highly motivated
personnel including experienced mining engineers, explosive experts and quality control
inspectors,. Equipped with modern safety and productivity enhancing tools our quarries are run
in accordance with latest environment friendly mine management methods. This ensures an
uninterrupted supply of raw material.
Apart from our mines we also have stone processing factories for cutting and finishing the
stone produced in our quarries.The most of the sites of our empire is stone crushing.

The products offered by us are mined at our quarries and except for some specialized
operations, processed at our own processing plants. This high level of integration allows us to
maintain the highest quality standards while at the same time ensuring timely delivery and
competitive pricing.

We have the latest machines for processing the Sand stones we extract from our Quarries and
also for finishing them with the highest quality standards accepted by the local market, For this
it is our Endeavour to always listen to our customers and work with them to fulfill all their
requirements and expectations they have of us.

According to Mrs Shankntala Jam (OWNER) The investment of the enterprise is about Rs. 40
LAKH . And according to the financial statement of the enterprise it’s turnover is nearby Rs..1
crores..

4. Nakoda Crushers

Nakoda crushers is one of the largest stone producers & Ceushers in Jhalawar. We operate
limestone And sand stone quarries with a team of more than 20 highly motivated personnel
including experienced mining engineers, explosive experts and quality control inspectors,.
Equipped with modern safety and productivity enhancing tools our quarries are run in
accordance with latest environment friendly mine management methods. This ensures an
uninterrupted supply of raw material. Apart from our mines we also have stone processing
factories for cutting and finishing the stone produced in our quarries.The most of the sites of
our empire is stone crushing.

The products offered by us are mined at our quarries and except for some specialized
operations, processed at our own processing plants. This high level of integration allows us to
maintain the highest quality standards while at the same time ensuring timely delivery and
competitive pricing.

We have the latest machines for processing the Sand stones we extract from our Quarries and
also for finishing them with the highest quality standards accepted by the local market, For this
it is our Endeavour to always listen to our customers and work with them to fulfill all their
requirements and expectations they have of us.

According to Mrs Shankntala Jam (OWNER) The investment of the enterprise is about Rs.
42 LAKH . And according to the financial statement of the enterprise it’s turnover is nearby
Rs.85 Iakhs..

5. Jay Ambe Stone Crushers

The enterprise was established by Mr. Prakash C hand Patidar in the year 2008 it is the
Newest stone crusher in jhalawar.. The enterprise focused to establish its own infrastructure
and quarries for cost effective and good quality of Crushed stone. Within a short period of time,
the enterprise has grown as one of the largest quarry owners and producers of Crushed stone
in Jhalawar, rajasthan with professionally managed and eco-friendly crushing technology.

We operate the machine quarries with a team of more than 17 highly motivated personnel
including experienced employees, and the worker is 167 Equipped with modern safety and
productivity enhancing tools our quarries are run in accordance with latest environment friendly
mine management methods. This ensures an uninterrupted supply of raw material.

The promoters of the enterprise have vast experience in various business apart from and
processing of Sand Stone. Investment in the enterprise is Rs.30 lakhs and the turnover of the
industry (not defined).
 (D) PRINT MEDIA SECTORS

1. Rajasthan Patrika Pvt. Ltd.

The Flagship Company, Rajasthan Patrika. Rajasthan Patrika is well known company
for its value –based journalism for over 50 year now. Rajasthan Patrika is 8th largest com.
Newspaper in India with a readership of 11.5 million. It has 17 print centers in States, with
more than 50 editions. It has an army of 600 correspondents, reporters and stringers spread all
across the country.

It enjoys a vast network of 3,500 agents and 12000 Hawkers. Through PEPC WORLD
WIDE press vending machines it is available in 50 countries. It was in 5 Community
newspaper s in Asia considered by AMIC, UNESCO. Rajasthan Patrika enjoys the distinction
of both IFRA Asia Award for best printing and SOPA AWARD for best reporting in Asia, in the
same year.

It enjoys a massive response of over 1.2 million, qualified through a direct coupon
scheme. The land mark event of the group enjoys footballs of 1.1 to1.5millian; they have thrice
earned mention in Limca Book of record.

Objectives of Patrika:
1. To achieve market leadership by ensuring customer satisfaction through product and
service of world class excellence.
2. To achieve sustained competitive advantage through value edge and technological
leadership in product and servant through generation of adequate internal and provide the
best knowledge to customer.
3. To make its image in market by providing a better quality news.
4. To get support of the customer.
5. To adopt sound and ethical business practice, and to be responsible toward the society of
its country.
6. To become highly innovative and responsive to meet the challenges of the changing
Environment.
7. To encourage the development of ancillaries small Industries, rural and backward areas.
8. To provide the cheep and suitable product.
9. To work as transparent media so that image and trust of com. may be increased.

Goals:-
Towards the attainment of the corporate objectives the industrial strategic business unit
and groups should have short term goal which can be translated into quantitative operational
targets. These are more specific than objective in term of focus, time of achievement and
qualification. Goal should be significant, challenging specific and reasonable.

2. Dainik Bhaskar

Dainik Bhaskar is a Hindi-language daily newspaper of India published by D B Corp

Ltd. It was started in year 1958 from Bhopal, the capital city of Madhya Pradesh. Its current
national editor is Shravan Garg.

Dainik Bhaskar was first published in Bhopal and Gwalior of the central province. The
newspaper was launched in year 1956 to fulfill the need for a Hindi language daily, by the
name Subah Savere in Bhopal and Good Morning India in Gwalior in year 1957, it was
renamed as Bhaskar Samachar In 1958, it was renamed as Dainik Bhaskar which is now 1st in
India and 11th worldwide for the largest circulation of a daily newspaper.

(E) LIFE INSURANCE SECTORS

1. ICICI Prudential Life Insurance

ICICI Prudential Life Insurance Company is a joint venture between ICICI Bank, a premier
financial powerhouse and Prudential plc, a leading international financial services group
headquartered in the United Kingdom.

ICICI was established in 1955 to lend money for industrial development. Today, it has
diversified into retail banking and is the largest private bank in the country. Prudential plc was
established in 1848 and is presently the largest life insurance company in UK.

ICICI Prudential is currently the No. 1 private life insurer in the country. For the financial year
ended March 31, 2005, the company garnered Rs 1584 crore of new business premium for a
total sum assured of Rs 13,780 crore and wrote nearly 615,000 policies.

The Company recognizes that the driving force for gaining sustainable competitive advantage
in this business is superior customer experience and investment behind the brand. The
Company aims to achieve this by striving to provide world class service levels through
constant innovation in products, distribution channels and technology based delivery. The
Company has already taken significant steps to achieve this goal.

India's Number One private life insurer, ICICI Prudential Life Insurance Company is a joint
venture between ICICI Bank-one of India's foremost financial services companies-and
Prudential plc- a leading international financial services group headquartered in the United
Kingdom. Total capital infusion stands at Rs. 23.72 billion, with ICICI Bank holding a stake of
74% and Prudential plc holding 26%.

ICICI Prudential was the first life insurer in India to receive a National Insurer Financial
Strength rating of AAA (Ind) from Fitch ratings. For three years in a row, ICICI Prudential has
been voted as India's Most Trusted Private Life Insurer, by The Economic Times - AC Nielsen
ORG Marg survey of 'Most Trusted Brands'. As we grow our distribution, product range and
customer base, we continue to tirelessly uphold our commitment to deliver world-class
financial solutions to customers all over India. In Jhalawar ICICI Prudential Life Insurance
Company was established in year 2005 and yearly turnover of this company is 6 Crore.
2. SBI Life Insurance

SBI Life Insurance Company Limited is a joint venture between the State Bank of India
and BNP Paribas Assurance. SBI Life Insurance is registered with an authorized capital of Rs
2000 crores and a Paid-up capital of Rs 1000 Crores. SBI owns 74% of the total capital and
BNP Paribas Assurance the remaining 26%.

State Bank of India enjoys the largest banking franchise in India. Along with its 7 Associate
Banks, SBI Group has the unrivalled strength of over 14,500 branches across the country,
arguably the largest in the world.

BNP Paribas Assurance is the life and property & casualty insurance unit of BNP Paribas -
Euro Zone’s leading Bank. BNP Paribas, part of the world’s top 6 group of banks by market
value and a European leader in global banking and financial services, is one of the oldest
foreign banks with a presence in India dating back to 1860. BNP Paribas Assurance is the
fourth largest life insurance company in France, and a worldwide leader in Creditor insurance
products offering protection to over 50 million clients. BNP Paribas Assurance operates in 41
countries mainly through the banc assurance and partnership model.

SBI Life has a unique multi-distribution model encompassing Banc assurance, Agency and
GroupCorporate.

SBI Life extensively leverages the SBI Group as a platform for cross-selling insurance
products along with its numerous banking product packages such as housing loans and
personal loans. SBI’s access to over 100 million accounts across the country provides a
vibrant base for insurance penetration across every region and economic strata in the country
ensuring true financial inclusion.

Agency Channel, comprising of the most productive force of more than 63,000 Insurance
Advisors, offers door to door insurance solutions to customers.

SBI Life Insurance is the 3rd largest private life insurance company in the country, with total
premium income exceeding Rs. 1000 crore in 2005-06, and the first to declare a profit after just
5 years in operation. SBI Life is a joint venture of SBI, India's largest and most trusted bank for
200 years, and CARDIF, the insurance arm of BNP Paribas with global expertise.

CARDIF the life insurance unit of BNP Paribas ASSURANCE has operations in 36 countries
and over 35 million personal protection insurance clients worldwide. BNP Paribas ranks among
the world top 15 banks by market capitalization and is one of oldest foreign banks with a
presence in India dating back to 1860.SBI life insurance is one and only institute which has got
AAA grade of CRISIL. In Jhalawar SBI Life Insurance Company was established in year
2005 and yearly turnover of this company is 8 Crore.

3. Reliance Life Insurance

Reliance Life Insurance Company Limited is a part of Reliance Capital Ltd. of the
Reliance - Anil Dhirubhai Ambani Group. Reliance Capital is one of India’s leading private
sector financial services companies, and ranks among the top 3 private sector financial
services and banking companies, in terms of net worth. Reliance Capital has interests in asset
management and mutual funds, stock broking, life and general insurance, proprietary
investments, private equity and other activities in financial services.

Reliance Capital Limited (RCL) is a Non-Banking Financial Company (NBFC) registered with
the Reserve Bank of India under section 45-IA of the Reserve Bank of India Act, 1934.

Reliance Capital sees immense potential in the rapidly growing financial services sector in
India and aims to become a dominant player in this industry and offer fully integrated financial
services. Reliance Life Insurance is another steps forward for Reliance Capital Limited to offer
need based Life Insurance solutions to individuals and Corporate.

HISTORY

Reliance Capital Limited announced the launch of its life insurance business on
February 1, 2006. This was after obtaining the required regulatory approvals from the Registrar
Of Companies and the Insurance Regulatory and Development Authority.
It was in August 2005 that the ball was set rolling when Reliance Capital Limited, the financial
arm of Reliance – Anil Dhirubhai Ambani Group (ADAG) – announced the requisition of 100%
shareholding in AMP Sanmar Life Insurance Company Limited; and the formal transfer of
shares took place in October 2005. The company will issue all policy contracts under the
Reliance Life Insurance Company limited name. All the existing policy contracts also stand
transferred to the Reliance Life Insurance entity with all the original contractual terms and
commitments intact. In Jhalawar Reliance Life Insurance Company was established in
year 2008 and yearly turnover of this company is 2.5 Crore.
 Research Methodology
A Definition:-

A survey or experiment that provides as output a quantitative or numeric description of

some fraction of the population, called the sample.

Research methods are the methods or techniques employed by researcher in

conducting research operation .Research methodology is a scientific and systematic way to

solve research problems. A researcher has to design his methodology, i.e., in addition to the

knowledge of method and techniques, he has to apply the methodology as well. The

methodology may differ from problem to problem. Thus, the scope of RM is wider then

research methods. In a way, RM deal with the Research Method and take into consideration

the logic behind the method, we use.

Title of Study:-

“ Employee Satisfaction in Public and Private Company in and Around Jhalawar”

Objective of The Study:-

Our aim is to check how many industries under the small and medium scale have their
personal and HR activities. And so far if they have not the HR and perssonel department how
they manage the Enterprise.

We have to find the company which is work effectively and efficiently in todays drastic
changing environmental condition. We have to find out the differences in between the
industries for How they are different with each other what are the factor effecting the industries
what type of working condition is there and Which is the best industries in it.
 1. Food Processing Industries:-

 GOYAL PROTIENS LIMITED

 SHIV EDIBLES LIMITED

 SHIV AGREVO LIMITED

 GOYAL VEGOIL LIMITED

2. Mining Industries:-

 BANAS STONE

 SUZUKI STONES SLBS & TILES

 GOLDEN MINES

 INAYAT STONES

 GOLDEN STONES

 UMAR FARUKH STONES

3. Manufacturing & Processing Units (Crushers)

 M\S NIRAJ CRUSHERS

 NAKODA CRUSHERS & ENGINEERING

 NIRAJ SHREE CRUSHERS

 JAY AMBEY STONE CRUSHERS

 NAKODA CRUSHERS

4 . Media Sectors

 RAJASTHAN PATRIKA PVT. LTD.

 DENIK BHASKAR PVT.LTD.

5. Insurance Sectors

 SBI Life INSURANCE

 RELIANCE LIFE INSURANCE

 ICICI PRUDENTIAL LIFE INSURANCE

6 Banking Sectors

 ICICI BANK

 UNION BANK

Research Process

Different steps are to be followed in the research process and they are explained as
below:
1. Problem Solving

This is the basic step in the research process. It is well said, “a problem well defined is
half solved” here the problem is “to analyze the attitudes of the employees regarding the
various benefits provided to them by teva api india ltd.”

2. Research Design

Once the problem is defined the next step is the research design. research design is the
basic framework, which provides guidelines for the rest of the research process.

The research design for this project is descriptive research design as descriptive studies
attempt to obtain a complete and accurate description of this situation. so in this study full
description of the attitudes of the employees regarding the benefits provided to them will be
known so it is a descriptive study.
 Data Collection

Once the researcher has decided the research design, the next job is of data collection. For
data to be useful, our observation needs to be organized so that we can get some pattern and
come to logical conclusion. Statistical investigation requires systematic collection of data, so
that all relevant groups are represented in the data.

Statistical data can be classified into two categories.

1. Primary Data
2. Secondary Data

1. Primary Data: It is one which collected by the investigator him self for the purpose of a
specific enquiry or study. Such data is original in character and is generate by surveys conduct
by individual or research institution.

2. Secondary Data: when an investigator uses the data which has already been collected by
others, such data is called secondary data. The data is primary data for the agency that collect
it and becomes secondary data for someone else who uses this data for his own purpose. The
secondary data can be obtained from journals. Report, government publication, of professional
and research organization and so on.

Data collection method:

1. Observation method

2. Questionnaire method

In our survey we select the questionnaire method for gathering the specific information of the
external companies.

Questionnaire Method: The survey method is the technique of gathering data by asking
questions from people who are thought to have the desired information.
 INTRODUCTION TO SURVEY

RESEARCH DESIGN

WHY DO A SURVEY?

1. Uniqueness: gather information not available from other sources.

2. Probability Sampling: unbiased representation of population of interest.

3. Standardization of measurement: same information collected from every respondent.

4. Analysis needs: use survey data to compliment existing data from secondary sources.

MODES OF SURVEY ADMINISTRATION

 Personal (Face-to-Face)

 Telephone

 Mail

 Web

 Combination of Methods

HOW WE DECIDE ON THE MODE OF DATA COLLECTION?

Population
+
Characteristics Of The Sample
+
SW Types of Questions
+
Question Topic
 +
Response Rate
$$ Cost $$
+
Time
 Sampling

Sampling is that part of statistical practice concerned with the selection of individual
observations intended to yield some knowledge about a population of concern, especially for
the purposes of statistical inference.

Each observation measures one or more properties (weight, location, etc.) of an observable
entity enumerated to distinguish objects or individuals. Survey weights often need to be
applied to the data to adjust for the sample design. Results from probability theory and
statistical theory are employed to guide practice. In business, sampling is widely used for
gathering information about a population.

Sample Size:- It is the aggregate of all the element, usually defined prior to the selection of the
sample. The population is said to be completely defined if at least the following terms are
specified:

1 Elements
2. Sampling units
3. Extent
4. Time

Defining the sampling size:- The decision about the number of element to be chosen. i.e.,
number of observation in each sample (n) of the target population.

SeIectin the sample:-This is the final stage in the sampling process. A good deal of field work
and office work is introduced in the actual selection of the sample element.
 Sample Size

We categorize 44 employees in 22 companies in Six segments Because We want to studied

and find out the differences among these industries. Companies are given below:

1. Food Processing Industries

2. Mining Industries

3. Crushers Industries

4. Media Sectors

5. Insurance Sectors

6. Banking Sectors

3. Food Processing Industries:-

 GOYAL PROTIENS LIMITED

 SHIV EDIBLES LIMITED

 SHIV AGREVO LIMITED

 GOYAL VEGOIL LIMITED

4. Mining Industries:-

 BANAS STONE

 SUZUKI STONES SLBS & TILES

 GOLDEN MINES

 INAYAT STONES

 GOLDEN STONES

 UMAR FARUKH STONES

 3. Manufacturing & Processing Units (Crushers)

 M\S NIRAJ CRUSHERS

 NAKODA CRUSHERS & ENGINEERING

 NIRAJ SHREE CRUSHERS

 JAY AMBEY STONE CRUSHERS

 NAKODA CRUSHERS

4 . Media Sectors

 RAJASTHAN PATRIKA PVT. LTD.

 DENIK BHASKAR PVT.LTD.

5. Insurance Sectors

 SBI Life INSURANCE

 RELIANCE LIFE INSURANCE

 ICICI PRUDENTIAL LIFE INSURANCE

6 Banking Sectors

 ICICI BANK

 UNION BANK
 GRAPHICAL REPRESENTATION OF THE QUESTIONNAIRE

Q 1 No. Of Workers Work In These Industries.

 Food Industries

MiningIndustries
8, 8%
20, 21% Crusher
8, 8% Industries
15, 16% 20, 21% Print Media
25, 26% Sectors
Insurance Sectors

BankingSectors

Q 2 Overall I am very satisfied with my job at my company/organization?

Disagree Agree
 Strongly Agree Not Applicable

70%
satisfactionlevel
60%

50%

40%

30%
satisfaction level

20%

10%

0%
Disagree Agree Strongly Agree Not Applicable

S.No Perception Percentage

1 Disagree 10%
2 Agree 60%
3 Strongly Agree 20%
4 Not Applicable 10%
TOTAL 100%

Q 3. Are you satisfied with salary and Benefits?

 Disagree Agree

Strongly Agree Not Applicable

satisfactionlevel
10% 30%
10%- 11% 35%
11% 25%
10%- 12% 10%
12% 10%

To resize chart datarange, draglower right corner of range.

S.No Perception Percentage

1 Disagree 30%
2 Agree 35%
3 Strongly Agree 25%
4 Not Applicable 10%
TOTAL 100%

Q4. Are there any benefits you would like added to your company’s benefits package?

Yes No
 90%

80%

70%

60%

50%
Bid Level
40%

30%

20%

10%

0%
Yes No

S.No Perception Value Percentage

1 Yes 20 40%
2 No 24 60%
TOTAL 44 100%

Facts and Findings Of the Project

Through this Survey and Data interpretation we Reach to certain conclusion. These
conclusion are framed on the basis of this whole analysis which is done in this project. The
final conclusions are:
1. There is no Human resource Department in the Selected firms in Jhalawar and nearby
areas. All the task of HR manager is performed by Owner, co-owner and Manager of the
enterprise. IT is necessary to have an Organisation Structure For HR department. Because
there are many people works under their Top level of management. But there is no org.
structure so they had no HR department.

2. According to the survey if “Employee Satisfaction ”, we are to show some points here:-

 Overall Satisfaction
 Career Opportunities
 Commitment
 Communication
 Job Attitudes
 Coworkers
 Workload
 Supervision
 Turnover
 Hiring Practices / Advancement Opportunities
 Experience

The most popular responses to benefits (outside of compensation) that would

entice employees to stay in their jobs - in order of preference – are:
• Professional development
• Ability to work from home
• Additional week of vacation
• Flexible work schedule

SWOT ANALYSIS
The overall evaluation of a company’s strength, weaknesses, opportunities and threats is
called SWOT ANALYSIS.

COMPETITIVE ADVANTAGE

SWOT ANALYSIS:

Environmental Scan

Internal Analysis External Analysis

Strength Weaknesses Opportunities Threats

SWOT Matrix

Strength:-

• Professional development
• Ability to work from home
• Additional week of vacation
• Flexible work schedule

Weakness:-
• Not proper communication between employees.
• Wage Payment.

Opportunities:-
• Increase customer every day
• Increase Morale of Employees with new compensation or rewards.
• Different types of schemes used by both companies

Threats:-
• New coming players
• High competitions
• Total customer satisfaction

CONCLUSION
Employees are most pleased with “Life” in their individual units. Problems with communication
and support by management are fostering discontent. Grossly inadequate salaries compound
any problems and take a toll on morale.

 Drives individuals to accomplish goals.

 Helps organizations survive

 A continuous improvement and continual learning

 An effective orientation program (or lack of it) will make a significant difference in how
quickly an employee can become more productive. Focus should be on the employee
instead of paperwork.

 Merit must be measured and rewarded regularly if it is to be encouraged and sustained.

The survey results revealed improvement in employee satisfaction for the whole sample and
all subgroups and on all subscales.

Greatest improvement was evident in T& D and in Management, while the lowest in B & R.

Differences in employee’ perceptions, mainly due to education and grade levels, and to a
lesser extent to age and gender.

SUGGESTION AND RECOMMENDATIONS

SUGGETIONS:-

o Facilities: -
- Schooling for children
- Medical facility

o Technical training.

o Salary should be increase

o Company should provide some money and time to spend Socially.
o Company should arrange one Free holiday Trip in a year for enjoyment of employees.

o Discount the Room Rent

o Lucky Draw

o Employ reorganization Program

o Categorize Performance

o Promotion Plan

o Promotional strategy. (primary needs)

o International visits to the differentiated ones for training purposes.

o International holiday packages to the family of the most efficient ones. (social needs)

o Achievers conferences. (self actualization)

o Publications of experiences & interviews of the achievers in their journals/ magazines. (self
esteem)

o Arranging several occasions for the gathering of the seniors subordinates family meets.
(social needs)

o Raising healthy competitions among the employees through differentiation strategy. (social
needs)

o International placements to the finest ones. (self actualization)

o Providing the job security options to the fittest ones. (primary)

o Providing better insurance & medical facilities. (safety & security needs)

RECOMMENDATIONS:-
o Medical Facility should be available in the company area.

o Schooling facility for the employee’s children.

o Time to time Training should be provided by the company.

o Compensation
- Salary
- Benefits

o Opportunities for professional development

o Recognition
 APPENDIX

SAMPLE QUESTIONNAIRE
GOVERNMENT ENGINEERING COLLEGE, JHALAWAR

EMPLOYMEE SATISFACTION

Name of Company/Department: - _________________________________________________________

(Pvt.) (Govt.)
Address:- _____________________________________________________________________________
Years of Operation: - _____ Contact No. : - ___________ Website/E-Mail ID: - ___________________
No. of Employees:- ___________ Turnover of company/Department:- ________________
__________________________________________________________________________

Name of the Employee: - __________________________________ Working Year: - _________________

Gender:- Male [ ] Female [ ] Marital Status:- Married [ ] Unmarried [ ]
Age:- 20 – 30 Yr [ ] 30 – 40 Yr [ ] 40 – 50 Yr [ ] 50 – 60 Yr [ ]
Designation:- _______________________________ Contact No. :- _______________________
E-Mail ID :- ___________________________
__________________________________________________________________________

Q1. Are you satisfied with salary and Benefits?

Disagree Agree

Strongly Agree Not Applicable

Q2. Are there any benefits you would like added to your company’s benefits package?

Yes What would you like added? ________________________ No

Q3. My manager/ higher authority clearly define my job responsibilities?

Strongly Disagree Disagree Somewhat Agree

 Agree Strongly Agree Not Applicable

Q4. Your relations with your immediate manager/higher authority?

Strongly Disagree Disagree Somewhat Agree

Agree Strongly Agree Not Applicable

Q5. My manager/higher authority encourage high achievement by reducing the fear of failure?
Strongly Disagree Disagree Somewhat Agree

Agree Strongly Agree Not Applicable

Q6. I feel my department gets support and teamwork from other areas within the Company?
Strongly Disagree Disagree Somewhat Agree

Agree Strongly Agree Not Applicable

Q7. My manager/ higher authority provide me with continuous feedback to help me achieve?

Strongly Disagree Disagree Somewhat Agree

Agree Strongly Agree Not Applicable

Q8. Overall I am very satisfied with my job at my company/organization?

Disagree Agree

Strongly Agree Not Applicable

Q9. What can your company do to increase your satisfaction as an employee?

___________________________________________________________________________
___________________________________________________________________________
___________________________________________________________________________
_______________________________________________________________________

Thank you for taking the time to complete this questionnaire.

Place:- Date:-
Authorized Signature
 BIBLIOGRAPHY AND REFERENCES

Department:

Statistical Department:- District Planning Project

Employment Department

MAGAZINES: -

Business Today

Economic times

WEBSITE:

www.kvic.org.in

www.pmegp.in

www.scribd.com
www.gmail.com