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Cotton\man-made fiber textile industry is the single largest organized industry in the country employing nearly 12 lakh workers. Out of the 1837 cotton\man-made mills are in the public sector, 154 mills in the co-operative sector and 1491 mills are in private sector. Many people worked as producers of woolen cotton clothes. They cleaned, spun, dyed and wove the row materials into cloth and this work was done in their own homes. This type production has become known by the general term domestic (cottage) industry. Weaving process was done in the family itself, clothe merchant would come to the cottage and brought raw materials and they took away finished goods
As soon as the new wool is arrived, washed to clean out all the dirt and natural oil, after this it was dyed with color and carded. This was the process of combing the wool between two parallel pads of nail, until all the fibers where laying the same way. Next the spinner took the carded thread was wound on to the bobbin.
The spun yarn was then taken to the loom to be woven. In the weaver’s cottage, the loom was often to be found on an upper floor. There were large windows in the room to let plenty of days light. However with the advent of the industrial revolution all the
process of manufacturing yarn and the subsequent production of cloth underwent a dramatic change. The industrial revolution brought about the widespread replacement of manual labor by machines. Goods that were traditionally been make in the homes or in the small workshop began to be manufactured in eh factories. Productivity and technical efficiency grew dramatically, in part through the systematic and practical knowledge of the manufacturing process. The production of yarn too shifted from the household to factories where a large number of men and women were employed to produce yarn on large scale. The process was automated and became more efficient. One process, which underwent a drastic change, was spinning. Spinning is the process of creating yarn or thread, rope, cable etc… from various rows of fiber materials.
Global trade in textile and apparels is expected to increase form US$ 356 billion to US$ 600 billion by 2010. The way forward for the textile mill sector is through transforming the sector from a resource intensive to knowledge, highly innovative sector with high added value to knowledge, highly innovative sector with high added value products and services. It can only ensure sustainable growth and fobs in the future. It would also help to secure a competitive advantage, which would be based on the be4st new products and process in the world.
The industry has made tremendous efforts in the last few years to invest in new productive assets, to streamline operations and to intensify their innovation activities needed in technological innovations that could enable the industry to achieve a transformation investment in this transition from a resource intensive to knowledge intensive sector. The demand form textile s in the world is around $18 billion which increased by 6.5%in 2005. China is the leading textile exporter of the world’s total exports of US$ 400 billion in 2002, followed by India, Hong Kong and Korea etc… NATIONAL TEXTILE CORPORATION National textile corporations an Indian government undertaking company. NTC CAME INTO EXISTENCE IN 1968 UNDER THE CONTROL OF INDIAN MINISTRY OF Textiles. The head office of NTC is situated in Delhi which has branches all over India. Mr. Ramachandra Pillai is the present chairman and managing director of ntc.
Now NIC has 50 working mills in India including 6 in Kerala. These mills are not directly controlled by Delhi office. There are regional head offices which controls number of mills in a particular region. The Cannanore Spinning and Weaving Mills comes under southern region (Bangalore and Coimbathore). Financial matters are controlled by Bangalore office an technical and marketing comes under Coimbatore office. When CS AND WM faced financial crises
the Indian Government referred the company to sick textile company
The introduction of NTC led to many developments in Indian textile industry. The company could start number of mills all over India. But the NTC could not carry the mills profitability for long years. When NTC faced huge financial crisis the Indian Government referred the company to sick textile company
The introduction of NTC led to man developments in Indian textile industry. The company could start number of mills all over India. But the NTC could not carry the mills profitability for long years. When NTC faced he financial crises in 1988, it was referred to the Board of Industrial and Financial Reconstruction (BIFR) under the sick Industrial companies Act. In 2002 BIFR decided to wind up the NTC mills, but such mills find the financial resources for the first time. Company sold debentures, around 60,000 workers left the company by getting attractive benefits.
At last NTC got a new life; the company earned some money by the way of selling the property of unprofitable mills and decided to continue 22 mills of 120. Later the company decided to make 2 mills in India a ‘model miss’ which includes the Canannore Spinning and Weaving Mill. Due to financial loss and unsuitable industrial situation, private sector and government took steps to
winding up the mills; out of 28, the six mills of NT5C including two in Cannanore.
With the sincere effort from the part of the chairman and Managing Director Mr. Ramachandra Pillai. NTC could bring revolutionary innovations in Indian Textile industry.
Purchase Procedures in National Textile Corporation
Centralized purchase is made by the entrie mills in NTC, major functions of purchase section are: Call for tenders after getting full specifications
Tabulate the tenders placed before the purchase committee
Arrange for purchase committee meeting negotiation will be at the discretion of the committee
Put up draft proceedings of the purchase committee meeting for approval by chairman cum Managing Director through the committee members
To give suggestions to solve the problems To understand overall functions of the organization Worker awareness about company’s policies. Most of the respondents were very busy.Communicate committee decisions to unit mills/suppliers Surplus is available in any mill. to arrange inter mill transfer. COMPANY PROFILE . So they could not co-operate with me for filling questionnaires. Limitations of the study • • • • the study is based on secondary data and it has its own limitatinsm which will be reflected in the st5udy Due to short span of time it was difficult to conduct and extensive study. Objective of the study • • • • • to know the level of worker sat5isfaction to find out the problems faced by the workers. Some workers were refused to give correct information.
being a Govt undertaking financial assistance is received and hence the mill is running without much problems. the holding company of CS&WM is the NTC situated in New Delhi.000 spindles. APKK&M is the abbreviation of Andhra Pradesh. NTC (APPKK&M) NTC Ltd has an authorized capital of Rs. APKK&M is the subsidiary under which the mill functions. Keyyath Damodharan in 1948 with about 20. All the mills under APKK$M including CS&WM have to report to his head office regarding all financial matters.Cannanore spinning and weaving were originally started by the private ownership of Sri. 600 Crore and paid capital of 54o. THE PRODUCTION CAPACITY OF THE MILL WAS INCREASED TO 24. Karnataka. NTC (pondichery). NTC (Bihar and Orissa). The registered office of APKK&M IS SITUATED IN Bangalore. The mill is unit of subsidiary of NTC.16 crore which is fully owned by the Govt of India. Kerala and Mahe. NTC (Assam). It has at present nine subsidiary corporations namely NTC (MP). The govt again incurred loss for many years. NTC (UP). NTC (TN). NTC (West Bengal).000 spindle capacity the company earned profit during this time and there were no problem till 1970 thereafter the company incurred heavy losses due to various reasons and hence the management was undertaken by the Govt of India The mill was nationalized under the Nationalization Act with effect form 1st April 1974 and is placed under National Textile corporation (BTC). .
Land Area Statement Area of colony compound Area of mill compound : : 4.21 acre 8.59 acre ADDRESS Cannanore Spinning and Weaving Unit of NTC (APKK&M) Ltd.32 acre Pump house : 0.02 acre Road : 0. .04 acre Total Area : 12.
Sri Jayachandran is the General Manager of the CS&WM. APKK&M is the abbreviations of Andhra Pradesh. including CS&WM. Karnataka. National Textile Corporation’s Subsidiary The mill is unit of the subsdidiary of the NTC. APKK&M is the subsidiary under which these mills function. have to report ot these head office regarding all official matters. All the mills under APKK&M. Kerala and Mahe.Kakkad Kannur Pin 670 005 Kerala India. Sri Ramachandra is the present chairman and Managing Director of the APPDD&M subsidiary. The registered office of the APDD&M IS LOCATED IN Bangalore (Karnataka). PRESENT POSITION OF THE COMPANY .
The revival package scheme was introduced and the process now going on. One cone in pv/psf counts. It also is planning to become computerized in the near future. Introduction of new machines and new workload are included in the revival scheme with and object to make the mill self sustaining without taking any financial help from the government. A new building construction work is taking place and most modern machineries and equipment will be available in the new factory building. RAW MATERIAL . The whole plan is currently going on. which could enable to bring up the quality and quantity of products. 60 psf. The following counts are produced 45s pv (55 is to 45). After revival this mill too will be automated and work force will be reduced with most of the workers being relieved PRODUCT PROFILE The mill is a spinning unit and final product is yarn. The management is hopeful that the plan would be implemented as soon as possible.
PRESENT POSITION The revived scheme was introduced and the process is going on introduction of new machines. PSF is one of the raw materials used in production of cone arms.The company using polyester staple fiber (PSF) and viscose staple fiber (VSF). In India. PSF is supplied in the unit of one bale is about 375kg. Their quality is quiet satisfactory. Gasim industries Ltd. it is also planning to become computerized in the fourth coming future . new uilding with a worth of 90 cores and new workload are included in the revival scheme with and objective to make the mill self sustaining without taking any financial help from the Govt. the production of polyester is the monopoly o two major companies that is. reliance India Ltd and indroma (Indonesian company) the main suppliers of PSF FOR CANNANORE SPINING AND WEAVING MILL IS indroma. is only suppliers of VSF in India. It is regenerated cellulose fiber which is similar to natural cotton fiber in respect its property. It is a synthetic fiber and petroleum product also a coal tar derivative’s is natural polyester may be from pulp. VSF is supplied in the unit of bale and one bale is about 250 Kg.
HRM is concerned with people’s dimension in organization. train and develop members for an organization. DEFENITION .THEORETICAL ASPECT Human Resource Management Human resource management is management functions that help manager’s recruit. select.
in or in connection with the work of an establishment and gets his wages directly or indirectly form the employer. the owner or occupier of the factory including the agency of such owner or occupier and where a person has been named as a manager of the factory. directing and controlling of the procurement. organizational and socials objectives are accomplished.“Human resource management is the planning. development. compensation. EMPLOYER Employer means in relation to an establishment which is a factory. organizing. JOB SATISACTION . maintenance and separation of human resources to the end that individual.” EMPLOYEE Employee means any person who is employed for wages in any kind of work. manual or otherwise.
while a person who is dissatisfied with his/her job holds negative attitudes about the job. When people speak of employee attitudes. A satisfied employee proves to be an asset for the origin. On the contrary of an employee is satisfied with his jo hi will perform his duties with his whole hearted efforts. . negative attitudes towards the work develops in his mind. Many factors affect job satisfaction like salaries. family problems and efficiency of the employee to do his work. more often than not they mean job satisfaction. his interests in th4e work and human relations in the industries etc. Thus it is clear that job satisfaction of an employee is the result of many attitudes and factors. wants to satisfy his economic. When an employee does not feel satisfy with his job. designation and working condition. social and psychological needs. The term fob satisfaction refers to an individual general attitude towards his/her job. Definition According to E. the environment.A Locke “job satisfaction in a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experience”..When an employee joins and enterprise and performs his duties. A person with a high level of job satisfaction holds positive attitudes about the job. This way he finds himself unable in concentrating to his work. In this case he tries to change the job.
Worker satisfaction is an important factor that influences this smooth funning of an organization. So job satisfaction is a part of life satisfaction. JOB SATISFACTION AND WORK BEHAVIOUR Job satisfaction is an integral component of organizational health and an important element in industrial relations. . Job satisfaction is a composition of psychological and environment condition providing satisfaction with his present job.According to Dale Yorder “Job satisfaction is regarding as the composite of attitudes of Indic dual employee towards their jobs and relationship they create” WORKER A worker is a person who works in an organization with specific objectives of earning for his lively hood along with improvement of the organization. The level of job satisfaction seems to have some relation with various aspects of his work behavior it is generally assumed that satisfied workers are more productive. It influences group behavior and ultimate performance of the worker for achieving the organizational goals.
personality Organizational condition. supervision. Typically factors that would be includes are the nature of the work. The single global rating method is nothing more than asking individuals to respond to one question such as “considering all things how satisfied are you with your job?” Respondent then reply by circling a number between one and five that corresponds to the answer from ‘highly satisfied to highly dissatisfy’. and a “summation score” make up of a number of job facets. present pay. summation of job facets is like. promotion opportunity and relation with co-workers. work group. The other approach ie. it identifies key elements in a job and asks for the workers feeling about each. They are Personnel factors: age sex.FACTORS INFLUENCING JOB SATISFACTION There are number of factors that influence job satisfaction. These factors are rated on a . seniority. working MEASSURING JOB SATISFACTION Two most widely used approaches are “single global rating”. factors: supervision.
How Worker can Express Dissatisfaction .standardized scale and then added up t create an overall job satisfaction score. EFFECTS OF JOB SATISFACTION ON WORKER’S PERFORMANCE SATISFACTION AND PRODUTIVITY When satisfaction and productivity data are gathered for the organization as a whole. organization with more satisfied worker tent to be more effective than organizations with fewer satisfied worker. So while we might not be able to say that a happy worker is more productive it might be true that happy organization is more productive. rather than at individual. It may be that the reason we haven’t got strong support for the satisfaction-causesproductivity this is that studies have focused on individuals rather than on the organizations and that individual level measures of individual productivity don’t take into consideration all the interactions and complexity in the work process.
including suggesting Improvements. Passively. Exit.1. 2. Passively allowing conditions to worsen including chronic absenteeism or lateness reduced effort and increased error rate. but optimistically waiting or conditions to improve including speaking up for the organization and its management to “DO THE RIGHT THING”. Loyalty. . including looking for a new job as well as resigning. 3. Neglect. 4. Actively and constructively attempt to improve condition. Behavior directed toward leaving the organization. discussing prolmes with superios and some forms of union activities. Voice.
Training and development is any attempt to improve current or future worker performance by increasing worker’s ability to perform through learning. abilities and knowledge to a worker. It is an indication of general level of satisfaction in the company Communication is multi-directional workers attitude towards management will be improved training needs may be established TRAINING Training and development refers to the imparting specific skills. 2. 4. usually by changing the worker’s attitudes or increasing his/her skills and knowledge. The needs for training and development are determined by the workers performance deficiency computed as .Advantages of Worker Satisfaction Studies 1. 3. follows.
actual performance. they differ from worker to worker and depend upon the nature of job. WAGES AND SALARIES Wages represent hourly rates to pay and salary refers to the monthly rates of pay. RESEARCH METHODOLOGY . seniority and merit. irrespective of the number of hours put in by a worker.Training and development need = standard performance. Data Collection The reliability of managerial decision depends on the quality of data. The data are collected from the field under the control and supervision of an investigator is known as primary data. Data can be classified into primary and secondary data. Wages and salaries are subjected to annual increment. The quality of data can be expressed in terms or its representative feature of the reality which can be ensured by the usage of a fitting data collection method. Secondary data are collected from sources which have been already created.
This project report is related to know the worker satisfaction among the workers of canannore spinning and weaving miss. Research involves collection of data from primary and secondary sources and expresses them in quantitative terms. Methodology refers to the various methods used by the research starting room data collection and various techniques and tools for a interpretation an arriving at an inference. especially the relationship of the dependent variables with the independent variable. Research provides an analytical frame work for the subject matter for investigation.Research is an art of scientific investigation i. In simple words research can be defined as and by investigation in search for truth. it is a systematic and scientific search for information on a specific topic. was conducted at internal environment of company. Research must be clear in his mind as to what he is looking for. Research methodology is a way to science of study how research is done scientifically. Research is defined as “careful critical enquiry or examination in seeking facts or principles diligent investigation in order to ascertain something”. the main aim of research is to find out the truth which is hidden and which has not been discount as get. The purpose of research is to discover answer to questions through the application of scientific procedures.e. for certainties. for facts. . It establishes relationship between different variables. kakkad.
There are several techniques used for data collection. Sampling is simply the process of learning about population on the basis of drawn from it. we used is simple random sampling methods. Primary data is that which collected for the first time for the purpose of t enquiry in hand. RANDOM SAMPLING . It is done by the investigator himself. RESEARCH INTSTRUMENT For the study I choose questionnaires as the instrument of research. Te main sources are primary and secondary data. SAMPLING PROCEDURE A many various types of sampling methods. It consists set of questions presented to respondent for their answers. Secondary data refers to data which has been already collected and compiled by other persons and the investigator uses. Under this method a small group of the universe is taken as the representative of the whole mass and the result are drawn.
A random sample is one where each item in the universe has an equal opportunity being selected. It also known as probability sambling. Thus simple random sampling is based on the concept of probability. SIMPLE RANDOM SAMPLING The simple random sampling assigns equal probability to each unit of the population. The use of probability is sampling theory makers it reliable to draw value difference about population. SAMPLE SIZE Size of the sample referees to the number of items to b4e selected from the unit to from a sample. The sample size consists of 50 workers from among all production departments. The quality of questions included and their order can . The random sampling can be answered in terms of probabilities. QUESTIONNAIR DESIGN The need for primary data requires that a questionnaire be developed.
SOURCES OF DATA Primary data Primary data’s are original observation collected by the research or his agents for the first time for any investigation and used by to team in the statistical analysis. the first stage consists of data about the industry and the second stages consist of information about the level of satisfaction of worker in various department of the industry. Data collection process is canalized to different stages. DATA COLLELCTION The collection of data refers to a purposive gathering of information relevant to the subject matter of the study from the units under investigation.favor a survey to a large extent. Primary data has been collected mainly through 1. In order to collect a primary data we use questionnaires. Questionnaire .
The obtained relates currently happening in the organization. It has been collected with the hip of company prospect. SECONDARY DATA Secondary data refers to data which has been already collected and compiled by other persons and the investigator use it. Departments 1 2 3 4 5 Finance Department Marketing Department Personnel department Production department Personnel department .2. 3. Observation: information this method implies to the what collection is of information by way researchers own observation. Interview: under this I collected data personally by asking questions pertaining to the enquiry from persons whom the information is t be obtained (workers). journals and websites. This study needed to have a personal visit to the different departments of the company.
The company value the potential of its employees as its value most valuable and is fully committed towards developing them in keeping with organizational goals. Health and safety 9. 1. employee executive remuneration 8. 3. Industrial relation . Recruitment and selection 4. Orientation and placement 5. and individual aspirations Human resource objectives The important objective of any organization mainly includes. Training and development 6. Human resource planning 2. Job analysis and design. priorities.PERSONNEL DEPARTMENT IN DETAIL Personnel department is one of the important department s of every company or business organization. Motivation and communication 10. Performance appraisal and job evaluation 7.
Per month. 2. RECRUITMENT AND TRAINING Currently no recruitment is taking place in CS&WM from time to time training program is conducted.Main Areas of Administration 1. the employee contribute 10% of their wages to PF or salary with 10% contribution by the employer. Apprentice training is held as per the apprentice act. The employees are eligible for EP services with a ceiling of RS. 1/17 personable salary personable service 3. PF CONTRIBUTION All employees are covered under PF and ESI Act. A promotion worker or staff is on seniority or merit. ESI CONTRIBUTION .6500. The pension is worked out as per the following formula.
blow room and carding wages are paid on the basis of piece rate system and all other production process time rate system is obtained. For mixing. 4. WAGES ADMINISTRATION There are 2 types of wage payment followed in CS&WM according to the production stages.75% OF EMPLOYERS CONTRIBUTION 1. leave are provided if necessary funeral benefit are also provided if any one dies during the period of the service. RETAIREMENT BENEFIT At the time of retirement all these benefits are provided -gratuity -provident fund -pension . sick benefit. 6. 5. GRATUITY Gratuity is calculated under the formula Per month salary 15 days 26 days (monthly salary well is calculated only for 26 days) The present ceiling limit of total amount of gratuity payable is 3050 lakhs. accidental ben3efit.75% OF EMPLOYEES CONTRIBUTION Medical benefit.4.
then the management spend him and after further enquiries termination is held as per standing orders. There is a procedure in CS&WM. First the absentee is admitted fro counseling. notice is sent then even after the continuous show call notice is sent.-leave with wage if any 7. There are2 categories of workers in CS&WM and they can be classified into the following Workers Skilled unskilled Jobbers spinning Fitters Mastri doting boy . Thereafter. AMNISTRATIVE ACTIONS If a worker takes long leave the management does not terminate him suddenly.
The data’s are graphically represented as follows. Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No. Respondents 6 30 10 4 50 of % of respondents 12 60 20 8 100 .TABLE 1 PRESENT REMUNERATION By analyzing the information’s collected trough questionnaire and interview.
Respondents 6 29 11 4 50 of % of respondents 12 58 22 8 100 .Table 2 PROMOTION MEASURES Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
TABLE 3 WELFARE MEASURES Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No. Respondents 8 30 10 2 50 of % of respondents 16 60 20 4 100 .
TABLE 4 .
INCENTIVES AND OTHER BENEFITS Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No. Respondents 2 20 18 10 50 of % of respondents 4 40 36 20 100 .BONUS.
Respondents 10 30 10 0 50 of % of respondents 20 60 20 0 100 .TABLE 5 FACILITIES Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
TABLE 6 GRIEVIANVE REDRESSAL MECHANISM Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No. Respondents 2 41 4 3 50 of % of respondents 4 82 8 6 100 .
TABLE 7 .
Respondents 10 34 6 0 50 of % of respondents 20 68 12 0 100 .LEISURE TIME Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
Respondents 5 30 10 5 50 of % of respondents 10 60 20 10 100 .TABLE 8 SAFETY MEASURES Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
Respondents 8 32 10 0 50 of % of respondents 16 64 20 0 100 .TABLE 9 WORKER AND MANAGEMENT RELATION Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
Respondents 4 26 12 8 50 of % of respondents 8 52 24 16 100 .TABLE 10 WORKER AND CO-WORKERS RELATION Level of satisfaction Highly satisfied Satisfied Dissatisfied Highly dissatisfied Total No.
• It is found than more than 80% of the employees are happy with the remuneration provided by the organization Above 60% of the employees are happy with the promotional measures Almost 76% of the employees are happy with the welfare scheme of the organization But only 44% of the employees are happy with the bonus. incentives and other benefits Interestingly it is found that 80% of the employees are happy with the facilities provided by the company The other facts found was that 86% of the employees are happy with the grievance redresal mechanism of the organization • • • • • • 82% of the employees are happy with the leisure time provided by the company .
For maintaining a good relationship between management and workers. . The management should conduct periodical meetings with the trade3 union and this meeting should be made aware all the workers. 5. The management should practice measures to improve the existing welfare facilities. 3. so they can take bilateral decision 4. The company should provide mask for preventing the presence of cotton particles in the work environment. 2.Suggestions 1. Management has to encourage participation of the workers in the decision making process and their by keep them motivated and keep in touch with them. there should have a proper communication so the authority should take immediate action to reduce the communication gap between workers and management and to improve the communication.
the company should enhance team work and a good corporation 7. 9. . 8. The management has to encourage the workers in extracurricular activities.6. The management should motivate the workers to involve production to achieve the ultimate goals of the organization. The management should appreciate the workers for their performance and also they should conduct counseling for their workers.
for maintaining a harmonious relation among workers and for the stable growth existence of the organization.CONCLUSION The main strength of any company is a good inter personnel relationship among its human resource.. This relationship has been given a sharp edge because of wide spread labour unrest and union unrest So it becomes very important to retain and motivate the workers by providing good working environment without any conflicts and by providing good welfare facilities. . wage etc. That is the relationship between the management and th5e workers. workers and workers and the relationship between the management and the trade union.
communication.So we can say that the management and workers relationship play a vital role in the success of an organization. In the case of textile industry where labor are the back born of the total production function. . the company should provide good work environment. proper maintain a good industrial to peace and democracy. programmes etc. impart workers participation.