Professional Documents
Culture Documents
INTRODUCTION
Meaning:
Human Resource Management (HRM) is a management function that helps
mangers recruit, select, train and develops members for an organization. Obviously,
HRM is concern with the peoples dimension in organizations.
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and health, industrial relations (IR) and the like. For the sake of convenience, we can
categorise, we can categorise all these functions into seven sections,
1. Introduction to HRM.
2. Employee hiring.
3. Employee and executive remuneration.
4. Employee motivation.
5. Employee maintenance.
6. IR, and.
7. Prospects of HRM .
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HUMAN RESOURCES
From the national point of view:
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Human resources are knowledge, skills, creative abilities, talents and attitudes
obtained in the population.
From the view point of an organization:
Human resources represent the people at work. They are the sum-total of the
inherent abilities, acquired knowledge and skills as exemplified in the talents and
aptitudes of its employees.
According to Jucius:
Human resources refer to a whole consisting of inter-related, interdependent,
and interacting physiological, psychological, sociological and ethical components.
According to Sumantra Ghoshal:
Human resources as human capital consisting of three types of capital, namely,
intellectual capital, social capital and emotional capital.
Features of human resources:
(1) Human resources are heterogeneous.
(2) Human resources are dynamic and behave differently.
(3) Human resources have the greatest potential to develop and grow provided the
right climate is provided to them.
Organizational significance:
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(1) Attracting and retaining the required talent through effective human resource
planning, recruitment, selection, placement, orientation, compensation and
promotion policies.
(2) Developing the necessary skills and right attitudes among the employees
through training, development, and performance appraisal, etc
(3) Securing willing co-operation of employees through motivation, participation,
grievance handling, etc.
(4) Utilizing effectively the available human resources.
(5) Ensuring that the organization will have in future a team of competent and
dedicated employees.
Professional significance:
(1) Developing people on continuous basis to meet the challenges of their jobs.
(2) Maintaining the dignity of personnel at the work place.
(3) Providing proper physical and social environment at the work place to utilize
the capabilities of the people effectively.
(4) Providing environment and incentives for developing and utilizing creativity.
Social significance:
(1) Maintaining balance between jobs and job-seekers in terms of job
requirements and job-seekers abilities and attitudes.
(2) Providing most productive employment from which socio-psychological
satisfaction can be derived.
(3) Utilizing human capabilities effectively and matching rewards for the
contributions made by people.
(4) Eliminating wasteful organizational and individual practices.
National significance:
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JOB SATISFACTION
Job satisfaction describes how content an individual is with his or her job. It refers to a
persons feeling of satisfaction on the job, which acts as a motivation to work. It is not the
self-satisfaction, happiness or self-contentment but the satisfaction on the job. It relates to the
total relationship between an individual and the employer for which he is paid. Satisfaction
does mean the simple feeling state accompanying the attainment of any goal; the end state is
feeling accompanying the attainment by an impulse of its objective. Job dissatisfaction mean
absence of motivation oat work.
There are a variety of factors that can influence a persons level of job satisfaction;
some of these factors include the level of pay and benefits, the perceived fairness of the
promotion system within a company, the quality of the working conditions, leadership and
social relationships, and the job itself. The happier an individual is within their job, the more
satisfied they are said to be.
CONSEQUENCES OF SATISFACTION:
PRODUCTIVITY:
First, the relationship between job satisfaction and job performance is weak. In the
latters findings, the median correlation between satisfaction and performance is only.
Second, there is more evidence to suggest that job performance leads to job-
satisfaction and no the other way round developed by these two illustrates the similarity
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between performance and satisfaction. An employee who performs well in his job gets both
intrinsic and extrinsic rewards which will lead to his satisfaction. A poor performer will feel
worse about his incompetence and will receive fewer rewards. He will be less satisfied with
his work experiences.
Third, there are some conditions under which high productivity more clearly leads to
high job-satisfaction. One condition is that the employees perceive that intrinsic and extrinsic
rewards ate contingent upon their productivity. The second condition is that the extrinsic
rewards be distributed equitably. Inequitable distribution fails to convince the employees
close correlation between hard work and rewards.
wrong. True, there may not be a relationship between job-satisfaction and productivity;
performance may be affected indirectly by absenteeism or turnover which is related to
satisfaction.
Unlike the relation between satisfaction and productivity, the connection between job-
satisfaction to employee turnover is established beyond doubt. In four major reviews of the
relationship between satisfaction and turnover, it has been demonstrated that workers who
have relatively low levels of job-satisfaction are the most likely to quit their jobs and that
organizational units with the lowest average satisfaction levels tend to have the highest
turnover rates.
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Poor safety practices are a negative consequence of low satisfaction level. When
people are discouraged about their jobs, company, and supervisors, they are more liable to
experience accidents. An underlying reason for such accidents is that discouragement may
take ones attention away from the task at hand. Inattention leads directly to accidents. For
example, many hand injuries from power tools can be attributed to the operator not paying
careful attention.
Job stress is the bodys response to any job-related factor that threatens to disturb the
persons equilibrium. In the process of experiencing stress, the employees inner state
changes. Prolonged stress can cause the employee serious ailments such as heart disease,
ulcer, blurred vision, lower back pain, dermatitis, and muscle aches.
Chronic job-dissatisfaction is a powerful source of job stress. The employee may see no
satisfactory short-term solution to escaping this type of stress. An employee trapped in a
dissatisfying job may withdraw by such means as high absenteeism and tardiness: or the
employee may quit.
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UNIONIZATION:
SOURCE OF JOB-SATISFACTION:
Several job elements contribute to job-satisfaction. The most important amongst them
are wage structure, nature of work, promotion chances, and quality of supervision, work
group, and working conditions.
WAGES:
Wages play a significant role in influencing job-satisfaction. This is because of two reasons.
First, money is an important instrument in fulfilling ones needs; and two, employees often
see pay as a reflection of managements concern for them.
Employees want a pay system which is simple, fair, and in line with their
expectations. When pay is seen as fair, based on job demands, individual skill level, and
community pay standards, satisfaction is likely to result. What needs emphasis is that it is not
the absolute amount paid that matters, rather it is ones perception of fairness.
NATURE OF WORK:
Most of employees crave intellectual challenges on jobs. They tend to prefer being
given opportunities to use their skills and abilities and being offered a variety of tasks,
freedom, and feedback on how well they are doing. These create boredom. But too much
challenge creates frustration and a feeling of failure. Under conditions of moderate challenge,
employees experience pleasure and satisfaction.
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PROMOTION:
SUPERVISION:
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WORK GROUP:
The work group does serve as a source of satisfaction to individual employees. It does
so, primarily by providing group members, with opportunities for interaction, with each other.
It is well-known that, for many employees work fills the need for social interaction.
The work group is an even stronger source of satisfaction when members have similar
attitudes and values. Having people around with similar attitudes causes less friction on a day-
to-day basis. Co-workers with similar attitudes and values can also provide some confirmation
of a persons self-concept: we are ok and you are ok.
WORKING CONDITIONS:
Working conditions that are compatible with an employees physical comfort and that
facilitate doing a good job contribute to job-satisfaction. Temperature, humidity, ventilation,
lighting and noise, hours of work, cleanliness of the work place, and adequate tools and
equipment are the features which affect job-satisfaction.
The assumption that working conditions and satisfaction are interrelated contradicts
the two-factor theory of motivation. According to this theory, working conditions are a part of
maintenance factors which, when provided, help remove dissatisfaction. And the opposite of
dissatisfaction is no-dissatisfaction but not satisfaction.
MEASURING JOB-SATISFACTION:
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Also called survey of morale, opinion, attitude, climate, or quality of work life, job-
satisfaction survey is conducted by management in order to get information for making sound
decisions. A job-satisfaction survey is a procedure by which employees report their feelings
towards their job and work environment. The responses are then combined and analyzed.
Various ways of measuring job-satisfaction are available. Before discussing the ways, an
explanation of the benefits of such surveys is in order.
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4. One of the best uses of job-satisfaction surveys is in the evaluation of the impact of
organizational changes on employee attitudes. For example, the management wants to
know whether the job redesign programme recently implemented in the organization has
resulted in increased satisfaction to the employees. By comparing pre-change data and
post-change data, it is easy to determine what impact the redesigned work has on
employee attitudes.
5. Finally, it is not that, satisfaction surveys, benefit only management. They are useful to
unions too. Often, both management and union argue about what the employees want, but
neither really knows. The job-satisfaction survey is one way to find out. It is for this
reason that unions support surveys.
But the benefits discussed above would be realized subject to certain prerequisites.
Following are the conditions:
There are a number of ways of measuring job-satisfaction. This is not surprising since
hundreds of studies have been conducted over the past three and a half decades, employing
varied techniques. The most common ways of measurement include rating scales, critical
incidents, interviews, and action tendencies.
RATING SCALES:
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The most common approach for measuring job-satisfaction is the use of rating scales.
These scales fall into two general categories. One is called tailor-made scales, which are
constructed for a particular setting or a project. The second set comprises standardized scales
which, before their use, have been developed to establish group norms o the scales and to
ensure the reliability and validity of the measuring instruments. It is the tailor-made scales
which are frequently used in practice.
One of the most popular standardized scales is the Job Descriptive Index(JDI)
developed by Smith, Kendall, and Hulin (1969). The JDI has separate scales for satisfaction
with pay, promotion, supervision, work and co-workers.
It has been used with a large variety of employee samples, and norms are provided for
employees according to their age, sex, education, income, and type of community. Requiring
only 10-15 minutes to administer, JDI has been widely used by behavior researchers over the
years and provides a broad picture of employee attitudes towards the major components of
jobs.
CRITICAL INCIDENTS:
INTERVIEWS:
ACTION TENDENCIES:
These represent the inclinations people have to avoid or approach certain things. By
gathering information about how they feel like acting with respect to their jobs, the job-
satisfaction can be measured. Below there are some examples of action tendencies.
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2. Do you ever feel reluctant to go home from work at night because of the enjoyment you
are getting from the job?
3. Do you often feel like going to lunch at work sooner than you do?
4. Do you feel like taking a coffee break more often than you should?
5. Do you ever wish you could work at your job on evenings or weekends?
7. When you are on vacation, do you ever look forward to getting back to work?
8. Do you ever wake up at night with the urge to go to work right then and there?
9. Do you ever wish holidays or weekends would get over with so that you could go back
to work?
Before conducting any formal satisfaction survey, managers do well to examine two
other methods of assessing employee feelings daily contacts and existing data. Managers are
tin contact with their employees through constant interaction and communication. This is a
practical and tamely method of determining the job satisfaction. Besides, there are a number
of indicators already available in the organization, and their collection in the form of reports
will throw much light on the degree of employee satisfaction or dissatisfaction. Some of the
available data relate to turnover, absenteeism, performance, suggestions, accidents,
grievances, and the like.
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And helps assess the training needs of employees. Benefits are available only when
top management is committed to the measurement and extends all encouragement and
cooperation for the successful administration of a survey.
Several ways of measurement of job-satisfaction are available. The most popular ways
are the rating scales, critical incidents, interviews, and action tendencies. Before designing
and implementing a survey method, management does well to make use of existing data
relating to absenteeism, turnover and accidents. Its day-to-day interaction with employees can
also be useful in assessing employee satisfaction or dissatisfaction.
Personal Factors:
They include workers sex, education, age, marital status and their personal characteristics,
family background and socio-economic background.
Factors inherent in the job:
Instead of being guided by their co-workers and supervisors, the skilled workers
would rather like to be guided by their own inclination to choose jobs in consideration of
what they have to do. These factors include: the work itself, conditions, influence of internal
and external environment on job which are controlled by the management etc.
Factors controlled by the management:
They include the nature of supervision, job security, kind of work group, wage rate,
promotional opportunities, and transfer policy, duration of work and sense of responsibilities.
All these factors greatly influence the workers and provide a sense of job satisfaction.
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FULFILLMENT THEORY:
The proponent of this theory measures satisfaction terms of rewards a person receives
or the extent, which his needs are satisfied. Further they thought that there is a direct/positive
relationship between job satisfaction and the actual satisfaction of the expected needs. The
main difficulty in this approach is that job satisfaction of the expected needs. The main
difficulty in this approach is that job satisfaction as observed by willing, is not only a function
o what a person receives but also what he feels he should receive as there would be
considerable difference in the actual and expectations of the persons. Thus job satisfaction
cannot be regarded as merely a function of how much a person receives from his job.
Another important factor/variable that should be included to predict job satisfaction
accurately is the strength of the individuals desire of his level o aspiration in a particular area.
This led to the development of the Discrepancy theory of the job.
DISCREPANCY THEORY:
The proponents of this theory argue that satisfaction of what a person actually receives
from his job situation and what he thinks he should receive or what he expects to receive.
When the actual satisfaction received is less than expected satisfaction, it results in
dissatisfaction. As discussed earlier, job satisfaction and dissatisfaction are functions of the
perceived relationship between what one wants from ones job and what one perceives it is
offering. This approach does not make it clear whether or not over satisfaction is a part of
dissatisfaction and if so, how does it differ from dissatisfaction. This led to the development
of equity theory of job satisfaction.
EQUITY THEORY:
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The proponents of this theory are of the view that a persons satisfaction is determined
by this perceived equity, which in turn is determined by his input-out balance compared to his
comparison of others input-output balance. Input-output balance is the perceived ratio of what
a person receives from his job relative to what he contributes to the job. This theory of the
view that both under the over rewards lead to dissatisfaction while the under reward causes
feelings of unfair treatment, over reward leads to feeling of guilt and discomfort.
HERZBERGS THEORY (TWO FACTOR THEORY):
In the late 1950s, Frederick Herzberg, considered by many to be a pioneer in
motivation theory, interviewed a group of employees to find out what them satisfied and
dissatisfied on the job. He asked the employees essentially two sets of questions:
1. Think of time when you felt especially good about your job. Why do you feel that
way?
2. Think of a time when you felt especially bad about your job. Why do you feel that
way?
From these interviews Herzberg went on to develop his theory that there are two dimensions
to job satisfaction: motivation and hygiene. Hygiene issues, according to Herzberg, cannot
motivate employees bit can minimize dissatisfaction, if handled properly.
In other words, they can only dissatisfy if they are absent or mishandled. Hygiene
topics include company policies, supervision, salary, interpersonal relations and working
conditions. They are issues related to the employees environment. Motivators, on the other
hand, create satisfaction by fulfilling individuals needs. They are issues such as achievement,
recognition, the work itself, responsibility and advancement. Once the hygiene areas are
addressed, the motivators will promote job satisfaction and encourage production.
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dissatisfaction can be decreased in this area by making sure that the organizations policies are
fair and apply equally to all. Also, the organization has to make printed copies of their policies
and procedures manual easily accessible to all members. If you do not have a written manual,
create one, soliciting staff input along the way. If you already have one, consider updating it
(again with staff input) the organization has to compare its policies to those of similar
practices ask themselves whether particular policies are unreasonably strict or whether some
penalties are too harsh.
Supervision:
To decrease dissatisfaction in this area, organization must begin by making wise
decisions when they appoint someone to the role of supervisor. Be aware that good employees
do not always make good supervisors. The role of supervisor is extremely difficult. It requires
leadership skills and the ability to treat all employees fairly. Supervisors should give positive
feedback wherever possible and should establish a set means of employee evaluation and
feedback so that no one feels singled out.
Salary:
The old age you get what you pay for tends to be true when it comes to staff
members. Salary is not a motivator for employees, but they do want to be paid fairly. If
individuals believe they are not compensated well, they will be unhappy working for.
Organization has to consult salary surveys or ever-local help-wanted ads to see whether the
salaries and benefits given are comparable to those organizations. In addition, the company
has to be about the policies related to salaries and bonus.
Interpersonal Relation:
Part of the satisfaction of being employed is the social contact it brings, so employee
should be allowed a reasonable amount of time for socialization (e.g., over lunch during
breaks between patients). This will help them to develop a sense of camaraderie and
teamwork. At the same time, the organization should crack down on rudeness inappropriate
behavior and offensive comments. If an individual continues to be disruptive, charge must be
taken on the situation, perhaps by dismissing him or her from the practice.
Working Condition:
The environment in which people work has a tremendous effect on their level of pride
for themselves and for the work they are doing. Even a nice chair can make a world of
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Job satisfaction is good not only for employees but employers, too; it increases
productivity and decreases staff turnover.
An organizations policies, if unclear or unfair, can stand in the way of employee
satisfaction.
Although employees do want to be paid fairly for their work, money is not an effective
way to motivate individuals.
Employees need a reasonable amount of social interaction on the job.
When employees do good work, recognize them for it immediately.
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The main purpose behind this project is to study the satisfaction of employees regarding
their in the organization.
It is necessary for an organization to evaluate and examine the satisfaction of its human
resources.
To know whether the employees are satisfied with Coromandel Agro Products & Oils Ltd
policies and processers.
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To know whether the employees are satisfied with the welfare measures or not.
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The study of job satisfaction makes it clear that researcher made varied attempt to
get into the core of this construct however there was not much success as all the approaches
were criticized for being Unitary at the same time these approaches improved upon the
understanding of job satisfaction.
The intrinsic factor of jobs provided more clarity to the concept of job satisfaction
than extrinsic factor of jobs. Likewise the human relation approach emerged as a boom in
explaining this remained under.
This understanding has led to the synthesis of a new and rather broader approach to the
study of job satisfaction in which emphasis was placed on analysis and then summation o the
factor related to work-role and individual characteristics. Satisfaction analysis therefore
requires both variables the man and his in the organization
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The researcher is of the opinion that the present study is of vital important and
immense use. The researcher has decided to support his opinion by giving the reasons in
support of his opinion.
The study on job satisfaction of employee of Coromandel Agro Products & Oils Ltd
assumes much attention and importance, since the company has the distinction of being one of
the well managed companies with god track regarding corporate sectors.
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RESEARCH METHODOLOGY
Research as a careful investigation or inquiry especially through search for new facts in any
branch of knowledge.
- The Advanced Learners Dictionary of Current English, Oxford, 1952, p.
1069.
This is a systematic way to solve the research problem and it is an important
component for the study without which researcher may not be able to obtain the facts and
figures from the employees.
Sources of data:
Data was collected based on two sources:
Primary data.
Secondary data.
Primary data:
The primary data is collected with the help of questionnaires. The questionnaires are
chosen because of its simplicity and reliability researchers can expect a straight answer, which
is directly related to the questions.
Secondary data:
Secondary data is collected through the document provided by the HR department
such as policy decisions, reports regarding suggestion scheme etc. books from various authors
of HRD, magazines, journals and annual reports of the company, feedback reports file of
training department, brochures and company personal manual.
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Sampling unit:
Sampling unit for the study is executives, senior executives, and graduates and
diploma holders, workers of Coromandel Agro Products & Oils Ltd, Chirala.
Sampling size:
The sample size consists of 20 respondents.
Research Design:
Research as the systematic investigation into and the study of materials and
sources in order to establish facts and reach new conclusion.
A research design involves the completes process of planning and operation of the
research.
A research design is an instrument, which helps in achieving scientific accuracy of the
study under consideration.
How many observations should be made one of each unit in the study?
Sampling technique:
Sampling can be broadly classified into probability sampling and non probability
sampling. But the study is conducted by non-random convenient sampling techniques for the
purpose of assuring the sample size.
Convenience sampling:
The type of sampling depends upon the convenience of the researcher.
Random sampling:
The type of sampling can be choosing on the basis of random.
Quantitative analysis:
The data is collected through questionnaire regarding the purpose of approval and
positive and negative aspects of existing system were analyzed quantitatively and
qualitatively and interpretations were summarized.
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Percentage Method:
The method is very simple to analyze the data. The sample size may be large. To
analyze such large size of data, we change into percentages. To change that the formula is,
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Duration of the project study was very limited which is not sufficient for detailed
study; hence time is the limiting factor.
The reports presented by the firm, which form a basis for analysis, may be core
limitation to the study.
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INDUSTRY PROFILE
The AGRO INDUSTRIES broadly means industries manufacturing inputs for
agriculture or the industries processing agricultural output. Agencies supporting agriculture
by designing and manufacturing inputs are termed as AGRO INDUSTRIES and those
supported by agriculture production are termed as agro based industries. Modern agro
industries manufacturing process chemicals and supply agriculture inputs like distribution of
fertilizers and seeds have been taken over by the co-operative banks for a quite long time now.
The various agro industrial corporations in the state section to supply agricultural machinery,
cash credit and hire purchase system.
According to planning commission any enterprise produces and supply chemical
inputs to agriculture (fertilizers, insecticides). Due to rapid change in technology, the output
of agriculture, agro industries and agro-based industries have also place not only in outputs of
and textile industries but also place not in only in outputs of cotton and textile industries but
also the whole range of plantations like tea, coffee, groundnut and jute.
Generally most of the industries use agriculture output as basic raw material. But the
concepts of agro industries left out of account industrial product. It is confined to those
industries that are engaged in processing the agriculture product, either for consumption or for
the use of the industry. They include in the 1 st instance agro industries provide the essential
input and in the 2nd phase, agro based industries function as an outlet for agricultural output.
The purpose of helping these industries is to from agro based industries. They have
their impact on the receipts of the former; agro industries also serve as a means for providing
better employment opportunities. The purpose of establishing agro industries co-operation is
not only to equip the former, with modern implements but also to train him in the operations
of machines for the state of mechanization and nationalization agricultcher.
VEGETABLES OILS IN INDIA
India is one of the leading oilseed producing countries in the world and it produces the
commercial qualities of a wider variety of oil seeds than any other country. With the
exception of palm. Palm kernel, olive, soybean, sunflower and seeds crushing industry. The
main oil seeds produced in India area groundnut, rape, mustard, linseed, castor, cotton seed
and copra. In addition to these oil nearing seeds like never seed, sunflower seed, tobacco seed
and poppy seed which are produced comparatively in smaller quantities and many other seeds
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such as those f malware, need and Karaj are obtained from here which grow widely in various
parts of country. In India vegetable oils are of two types, edible and non-edible.
Some edible oils like groundnut and coconut oils have industrial applications in
cosmetics. By virtue of nutrition confront, edible oils have great demand. They also help to
make food more attractive and tasteful. Bread, fish and chips fried with vegetable oils are
tastier than boiled fish and potatoes. Fatty acids in edible function are a vehicle in the body to
carry vitamins. Oil cakes are an important source of animal nutrition food. They can also be
processed into edible flavor rich in proteins.
BACKGROUND
Oil season - November to October.
India - one of worlds leading producers of oil seeds (9.3%) and oil.
Technology Mission on oilseeds set up in 1996.
Oilseeds have support price mechanisms.
India - second largest importer of edible oils (2 million MT).
MAJOR PLAYERS
INDUSTRY STRUCTURE
Highly fragmented industry
Over 600 oil extraction units, 166 vanaspathi manufacturing units 10 edible oil units
and 8 vanaspathi units have national reach
Over 50% of the units sick or under utilized due to surplus capacity
Idle capacities among these units due to shortage in feedstock supply
Major oil brands Sundrop, Dhara, Saffola, Sweekar, Postman
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TRENDS IN OUTPUT
Market Size:
CAPACITIES
Inputs
Vanaspathi Minor (solvent extracted) edible oils Sunflower oil, Soybean oil, Ricebran oil.
Edible Oils Oilseeds such as Groundnut, Sesame, Mustard, Sunflower and oil cakes and
bran
Raw materials comprises 70% of the production cost Oilseeds the largest cash crop Poor
productivity 873 Kg/ hectare (global average of 2000 kg/ hectare). Though oilseeds have
14.5% share in gross cropped area, only 25% of it is under assured irrigation.
Characteristics
Regulation : Under the Edible Oils Packaging (Regulation) Order, 1998, edible
oils cannot be sold loose but can be sold only in packed form
Oil consumption North is largest market, followed by South, West & East
Zones
Import duties : 15% basic + 10% surcharge (Oil); 40% basic (Oilseeds)
Oil and vanaspathi used as cooking media (in households, hotels, restaurants,
canteens, institutions)
FUTURE
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Proposed Future trading in edible oils will help curtail price volatility and lend
knowledge based assistance to farmers of eliminate unofficial markets
Free imports, low import duties and slump in global prices lead to dumping
Domestic industries of edible oils and vanaspathi affected low realization and
idle capacities in oil and vanaspathi industries
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This industry is a high volume, medium growth sector characterized by excess / idle
capacities owing to in efficient operations. Imports have been influencing prospects, leading
to domestic industry crisis.
EDIBLE ECONOMY
Oils and facts are considered essential food items for a balanced diet. The per capital
consumption of edible oils in India is 5.5 kg to 30 kg per annum. The government has been
importing edible oils aboard. The edible oil imports during 1989-90 were 6lakhs tones as
against estimated 10lakhs because of foreign exchange constraints. This refused a raise in the
edible oil prices. In 1989-90 internal supply 57 and 59lakhs tones. Thus deficit may be 10 to
12lakhs tones.
The solvent extracted oil, de-oiled meal flow order was promulgated in March, 1967
under the essential commodity act 1955, production of solvent, extracted oils, increased from
3-4lakhs tones in the year 1981 to about 6.87lakhs tones by august, 1989. Certain fiscal
incentives are also provided with a view to increased production.
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COTTON SEED
In our country India more than 70% of the total population were depend on
agriculture. So, there is a much demand for an Agro products Most of the people were depend
on cotton also.
For this interest the Indian industrial development of cotton seed processing was first
at Navasri, Surat (DT), Rajastan, second at Punjab and third at Hyderabad (A.P) in 1937 by
Sri. Govindram Sakseria (125 tones/day)
After this heavy production India now occupies the fourth place among the cotton
seed production countries in the world.
Many of the people depend on this cotton seed agriculture. It is a seasonal crop. The
rate of these cotton/cotton seeds was depending up on the various factors relating to the
farmer. That is price of seed, rate of fertilizers and rain etc. This is history of the cottonseed.
Now there is a heavy demand for this cottonseed.
Cotton seed is the major processing seed in OIL INDUSTRY. Cotton seed is a by
product of cotton and is a valuable source of edible oil. Proteins, fatty acids, cake hulls and
linters all of rich have industries and other applications cotton seed is grown in all tropical and
subtropical ones situated between the 40 degree north latitude and 30 degrees south latitude.
India is probably the oldest cotton producing and traditionally been consumed directly as
cattle feed. The producing and traditionally been consumed directly as cattle feed. The
production of cotton seed in India was confined to the main Asiatic species.
1. Gossypium arboretum
2. Gossey herbaccum.
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Govind saxena. India now occupies the fourth place among the cotton seed producing
countries in the world. Another development on modern lines in the country was setting up of
pilot plants at oil technological research laboratory Hyderabad (AP).
The whole seed contains 15-20% oil and kernel about 30-38% the free that cotton
stands in the fields after coning to maturity. Hence quality of oil varies from place to place
and season to season and low when the seed is exposed to wet weather in the fields or handled
or stored with high moisture. Crude cotton seed oil has better condition stability due to the
presence of pigment named gossypol. But due to the toxic nature, it has to be separated from
the oil.
HISTORY OF COTTON SEED OIL:
Cotton seed is the major processing seed in CAPOL. Cotton seed is ab product of
cotton and is a valuable source of edible oil. Proteins, fatty acids, cake hull I am inters all of
rich have industries and other applications cotton seed is grown in a tropical and subtropical
ones situated between the 40 degree north latitude and 30 degrees south latitude. India is
probably the oldest cotton producing country in the world. In India greater part of the
cottonseed producing and traditionally been consumed directly.
Exports of cotton seed oil and cakes are canalized through the all India cotton seed
crushers association. De-corticated cotton seed extraction expellers, a by product of scientific
procuring have no market in India and have to have exported. The portion content in the
tasted meal is high and has sizeable demand for use in animal feed. The government of India
has announced special incentives for export of this product, which will earn considerable
foreign exchange for the country. With the latter development in the processing technology, a
virtually gossypol free deflected cotton seed lour, containing about 70% protein suitable for
human consumption can also be produced from the cotton seed.
The company Coromandel Agro product and Oils Limited has manufactured the
edible oil from sources of cottonseed. Basic raw material is cottonseed, which is procured in
and around Prakasam and Guntur Districts. Cotton seed generally consisting of oil contents
roughly 15 to 17 percent. This is one of the essential man consumer items.
The refined cotton seed oil has several advantages other than edible oils. It contains
more advantage over other edible oils. It contains a large percentage of Poly Unsaturated
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Fatty Acids (PUFA) which maintain cholesterol in the blood at a healthy level. The below
table reveals the facts.
Future cotton seed cooking oil has a long span of life due to the presence of vitamin E. Cotton
oil consumed in frying, is comparatively much less as its does not stick to fried food, unlike
Manu other cooking media.
The company has started commercial production from 25-04-1997. The refined
oil marketed as under the brand name CAPOL
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COMPANY PROFILE
INTRODUCTION
The Coramandal Agro Products and Oil Limited was incorporated on 12 th December,
1975, as a joint The study is conducted in 35 days only.nature with Andhra Pradesh
Industrial Development Corporation Limited. The factory is located at Jandrapet
village, Chirala, Prakasam District. The area measurement of CAPOL is 23.68 acres.
Where the raw material and infrastructural facilities like power, water, transport,
infrastructure facilities, construction materials, skilled personnel and labour facilities
are available abundantly for oil processing operations. The plants have been installed
by M/s Servo Tech Engineers (PVT) Limited in 1976. The Company was started its
commercial production in April 1977 i.e. in a record time of 10 months from the tie of
foundation stone was laid. The Company is mainly processing of cottonseed on
scientific basis. The manpower of CAPOL is 500.
History of Cotton Seed
In our country more than 70% of the total population was dependent on the
agriculture. So, there is a much demand for an Agro product. Most of the people were
dependent on cotton.
For this interest the Indian Industrial Development of cottonseed processing
was first at Navasri, Surat (Dist) Rajasthan, second at Punjab and
third at Hyderabad (AP) in 1973 by Sri Govindram Sakseria (125 tonnes/day). After
this heavy production, India now occupies the fourth place among the cotton seed
production countries in the world.
Many of the people depend on this cotton seed agriculture. It is a seasonal crop.
The rate of these cotton/cotton seeds were depending upon the various factors relating
to the farmer. That is price of seed, rate of fertilizers and rain etc. This is history of
the cottonseed, now there is a heavy demand for this cottonseed because lots of
products were made with cotton or cottonseed.
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The word Agro Industries broadly means industries manufacturing inputs for
agriculture or the industries processing agricultural inputs. Agencies supporting
agriculture by designing and manufacturing inputs are termed as Agro Industries and
those supporting by agricultural products are termed as Agro based industries.
Modern Agro industries manufacture chemicals and supply agricultural input either on
each basis or realize the value in installments.
According to Planning Commission Any enterprise producing and supplying
chemicals inputs to agriculture is an Agro based industry. Due to rapid changes in
technology. The output of agriculture. Agro industries and Agro based industries has
increased in the same manner. We found the improvement not only in output of cotton
and titles, but also in the whole range of plantations like tea, coffee, groundnuts, cash
nut and course juts.
Generally most of the industries use agriculture output as basic raw materials.
But this concept defers in case of Agro industries. It is conformed to those industries
that are engaged in processing the agriculture product.
Since Agro industries directly influence the cost structure of forming Agro
based industries. They have their impact on the receipts of the farmer Agro industries
also serve as a mean for providing better employment opportunities to the labour
during off-season. The purpose of establishing Agro industries co-operation is not
only to equip former with modern implements, but also to train them in the operation
of machines, which in the early state of mechanization and nationalization of
agriculture.
BACKGROUND
India one of worlds leading producers of oil seeds (9.3%) and oil.
Technology Mission on oilseeds set up in1996
Oilseeds have support price mechanisms
India second largest importer of edible oils (2 million MT)
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Characteristics:
Oil sold in bulk (tin, HDPE containers) to institutions; In retails packs ( PET
bottles, cans, jars, pouches) to small customers seasonal demand for oils
September to November (peak season)
Regulation: under the Edible Oils Packaging (Regulation ) Order, 1998, edible
oils cannot be sold loose but can be sold only in packed form oil consumption
North is largest market, followed by South, West & East Zones.
Large scale imports of oils primarily to check price rise and meet supply
shortages.
Future:
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Proposed Future trading in edible oils will help curtail price volatility and lend
knowledge based assistance to formers of eliminate unofficial markets.
Free imports, low import duties and slump in global prices lead to dumping
Domestic industries of edible oils low realization and idle capacities in oil
industries Business Production slippages have also forced imports Concern
Excessive (cheap) imports of oilseeds Led to un-remunerative prices, locally
Hence, farmers have shifted to other cash crops, increasing health awareness
impact of oils usage in individuals cholesterol levels.
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Most of the people habitat to use groundnut oil for cooking purpose. To meet
the competition CAPOL is manufacturing cottonseed oil at a lower price than
groundnut oil. This itself underlines the importance of marketing activities of
CAPOL, Chirala.
CAPOL has been located in Jandrapet village at Chirala and are measuring
across 23.68 acres. The plot has acquired from the Government of Andhra Pradesh on
the basis of 9 years lease. The sight is favorably located in respect of all facilities.
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The General Manager organizes the overall activities of the company. He has
under his direct control of Accounts Officer and the Purchasing Officer. Besides he
has also under him a Commercial Officer, packing section incharge and Personnel
Officer and Security Officer. Under the Finance Manager, there are three officers.
They are Junior Accounts Officer, Internal Audit In-charge and Administrative Officer.
The Production Manager is in-charge of the C.S.P. Plant in-charge oil mill,
solvent extraction plant in-charge, refinery in-charge and lab in-charge. Plant
Engineers functions are to rectify mechanical defects to make machinery run smoothly
and maintain co-operation of the production activities.
BOARD OF DIRECTORS
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MANAGING DIRECTOR
GENERAL MANAGER
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COMPANY PROFILE Of
CORAMANDAL AGRO PRODUCTS AND OILS LIMITED
Established : 1975
GENERAL MANAGER
COMMERCIAL OFFICER
CLERKS
ASSISTANTS CLERKS
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cottonseed. Castor linseed, sunflower, Rice bran and other type of edible an non
crushing solvent extraction, chemical or any other process and to utilize, sell the oils
and cakes to be produced or acquired for edible purpose of in any type or processing
i.e. ordinary crushing solvent extraction, chemical or any other and to utilize sell the
oils cakes to be produced or acquired for edible purpose or in any industry in the
manufactured of nutrition tools, soaps, cattle fed, manure, fatty acids, perfumes,
chemical or any other and to utilize sell the oils cakes to be produced or acquired for
edible purpose or in any industry in the manufactured of nutrition tools, soaps, cattle
fed manure, fatty acids, perfumes, chemical and other products in which such oils,
To erect, take on lease or otherwise acquire establish plantation and other lands, or free
hold, leasehold, or the other tenure and in particular lands producing or likely to
produce, cotton seeds and other seeds and also grants concession claims, licenses and
To carry on in India or every where in any part of the world the business of spinning,
sand otherwise dealing with cotton seed and extraction of oil and other such products.
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There fourth refining and treating of such products and subjects them to further
processor of manufacture.
To buy, sell, manufacture, plant, prepare, treat, alter, exchange, hire, let on
hire, import, export dispose and or deal in all kinds of articles and things which may be
required for the purpose of any of the business which the company is expressly or by
implication authorized by this memorandum at carry on.
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1) Cottonseed Oil
2) Cottonseed Cake
3) Cottonseed Linters
4) Cottonseed Hulls
5) Acid Oil (Soap stock)
6) Soap stock
7) Animal feed
8) Groundnut Oil
9) Groundnut Cake
10)Rice Bran Oil
11)De-oil Bran
12)Till Oil
13)Sunflower oil
14)Till Cake
15)Polmolein Oil
16)Rapseed Oil
17)Topicta chips
18)Tobacco seeds
19)Tobacco seed Cake
20)Turmeric Powder
21)Chilies Powder
22) Dhania Powder
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The following awards are received for best performance in various circles:-
CAPOL was awarded prize for the best stall in 1978.
In 1978 CAPOL received prize as best exports in C.S. Extractions and Cake
from Union Minister, Government of India
In 1979, the company was given best safety award by Prasaksm District Mills
Association.
In 1981-82, award was given for largest exports to de-oiled cake in India from
all India cotton seed Crushers Association.
In 1983- 1984, the company was awarded as certificate of merit highest exports
of De-oiled cake in India.
In 1984-1985 CAPOL got best production award and Sharma Shakthi
award from Government of Andhra Pradesh.
Export award of AICOSCA for second largest exporter of cotton seed expeller
extraction from south zone.
The CAPOL company was awarded Best Management Commendation
Certificate from the former Chief Minister Dr. M. Channa Reddy, on First May,
1990.
In 1992- 1993, the company received for All India Cotton seed Crushers
Association for being the Third Highest Exporter and Second Domestic Seller
of Cotton seed extraction.
Highest Exporter and 3rd highest domestic seller of cottonseed extractions for
the year 1993 94.
Company received Gold Udyog Patra Award for its best quality and
productivity through Sri Pranab Mukharjee, Honble Union Commerce
Minister in the year 1993 and on this occasion Honble President of India Dr.
Sankar Dayal Sharma has felicitated our Managing Director.
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Third highest domestic seller of cottonseed extractions for the year 1994 95.
Karmika Ratna award was given by Government of Andhra Pradesh for
achieving higher production with low investment in 1995.
Second highest domestic seller of cottonseed extractions for the year 1995
96.
Second highest domestic seller of cottonseed extractions for the year 1997
98.
Third highest domestic seller of cottonseed extractions for the year 1999
2000.
Second highest exporter of cotton linters for the year 2000-01
Third highest exporter of cotton linters and Second highest domestic seller of
cotton seed extractions for the year 2001-02
Second highest exporter of cotton linters and Third highest domestic seller of
cotton seed extractions for the year 2002-03
Third highest exporter of cotton linters for the year 2003-04
Third highest exporter of cotton linters and Third highest domestic seller of
cotton seed extractions for the year 2005-06
Second highest exporter of cotton linters and Second highest domestic seller of
cotton seed extractions for the year 2005-06
Highest exporter of cotton linters and Second Highest domestic seller of
cotton seed extractions for the year 2006-07
Second highest exporter of cotton linters and Third highest domestic seller of
cotton seed extractions for the year 2007-08
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12
10
10
8
6
6
4
4
0
Above 5 years 1 to 3 years Below 1 year
No of Respondents
Interpretation:
From the above table it is evident that 4 respondents are working from above 5 years
Comprises 20% of the total sampling, 10 respondents are working from 1 to 3 years between
them comprises 50% of the total samples, 6 respondents are working from below 1 year
comprises 30% of the total sample
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No. of Respondents
17
0
Career purpose Financial Purpose Goodwill of the company
Interpretation:
From the above table it is evident that 3 respondents are joined for career purpose
comprises 15% of the sample, 17 respondents are joined for the financial purpose comprises
85% of the samples. No respondents of the goodwill of the company
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Satisfied 19 95
Not Satisfied 1 5
Total 20 100
No of Respondents
19
Interpretation:
From the above table it is evident that 19 respondents are satisfied with this job
comprises 95% of the sample, 1 respondent is not satisfied with this job comprises 5% of the
samples.
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About Salary 10 50
About management 3 15
Total 20 100
No of Respondents
10
Interpretation:
From the above table it is evident that 10 respondents are about salary satisfy the
respondents comprise 50% of the samples. 7 respondents are satisfy about working conditions
comprises 35% of the samples. 3 respondents are satisfy about management comprises 15%
of the total samples
.
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Above 42 hours 11 55
35 hours 5 25
Below 30 hours 4 20
Total 20 100
12
10
0
Above 42 hours 35 hours Below 30 hours
No. of Respondents
Interpretation:
From the above table it is evident that 11 respondents are above 42 hours working per
a week comprises 55% of the total samples, 5 respondents are 35 hours working per a week
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comprises 25% of the samples. 4 respondents are Below 30 hours working per week
comprises 20% of the total samples
Some times 9 45
No 10 50
Total 20 100
No. of Respondents
12
10
10 9
8
No. of Respondents
6
4
2 1
0
Yes Some times No
Interpretation:
From the above table it is evident that 1 respondent is suffered from stress by
management, comprises 5% of the samples, 9 respondents are sometimes suffered from stress
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by the management, comprises 45% of the samples, 10 respondents are not suffered from
stress by management, comprises 50% of the total samples.
Physically 0 0
Mentally 9 45
Both 0 0
No 11 55
Total 20 100
12
10
6
11
9
4
0 0 0
Physically Mentally Both No
No. of Respondents
Interpretation:
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From the above table it is evident that no respondent of the stress going to affect you
by physically, 9 respondents are stress by mentally comprises 45% of the samples, no
respondents of the stress going to affect you by both, 11 respondents are no stress going to
affect you comprises 55% of the total samples.
satisfied 15 75
Not satisfied 5 25
Total 20 100
No. of Respondents
15
Yes No
Interpretation:
From the above table it is evident that 15 respondents are put their skills and efforts,
comprises 75% of the total sample. 5 respondents are not put their skills and efforts for this,
comprising 25% the total sampling.
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satisfied 20 100
dissatisfied 0 0
Total 20 100
25
20
20
15
10
0
Yes No
0
No. of Respondents
Interpretation:
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From the above table it is evident that 20 respondents are satisfied with management
encouragement comprises with 100% of the samples, no respondents is not satisfied with their
management encouragement.
Satisfied 20 100
Not Satisfied 0 0
Total 20 100
25
20
20
15
10
0
Yes No
0
No. of Respondents
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Interpretation:
From the above table it is evident that 20 respondents are satisfied with relationship
with their superiors comprises with 100% of the samples, no respondents is not satisfied with
their superior relationship.
11. Are you satisfied with the leaves given by the organization?
Satisfied 14 70
Not satisfied 6 30
Total 20 100
16
14
14
12
10
8
6
6
0
Yes No
No. of Respondents
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Interpretation:
From the above table it is evident that 14 respondents are satisfied with leaves
comprises with 70% of the samples, 6 respondents are not satisfied with leaves.
No. of Respondents
9
8
8
7
6 6
6
No. of Respondents
5
4
3
2
1
0
Excellent Very good good 0
Poor
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Interpretation:
From the above table it is evident that 6 respondents are felt excellent about
organization comprises with 30% of the samples, 8 respondents are felt very good about
organization comprises with 40% of the samples, 6 respondents are felt good about
organization comprises with 30% of the samples, no respondents are felt poor about the
organization.
Satisfied 20 100
Not satisfied 0 0
Total 20 100
No. of Respondents
20
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Interpretation:
From the above table it is evident that 20 respondents are satisfied with relationship
with their superiors comprises with 100% of the samples, no respondents is not satisfied with
their superior relationship.
14. Do you think any changes to be done for your job satisfaction?
Yes 14 70
No 6 30
Total 20 100
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No. of Respondents
14
Yes No
Interpretation:
From the above table it is evident that 14 respondents are thinking changes for job
satisfaction with comprises with 70% of the samples, 6 respondents didnt think about
changes for job satisfaction comprises with 30% of the samples.
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14
No. of Respondents
3 3
Interpretation:
From the above table it is evident that 3 respondents are highly satisfied with job
security comprises with 15% of the samples, 14 respondents are satisfied with job security
comprises with 70% of the samples, no respondents are satisfied with job security, 3
respondent is not satisfied with job security comprises with 15% of the samples
16. Are you fully satisfied with the welfare facilities provided by this company?
Highly Satisfied 3 15
Satisfied 16 80
Partially satisfied 0 0
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Not satisfied 1 5
Total 20 100
18
16
16
14
12
10
8
6
4 3
2 1
0
Highly Satisfied Satisfied Partially0satisfied Not satisfied
No. of Respondents
Interpretation:
From the above table it is evident that 3 respondents are highly satisfied with welfare
facilities provided by the company comprises with 15% of the samples, 16 respondents are
satisfied with welfare facilities comprises with 80% of the samples, no respondents are
satisfied with welfare facilities, 1 respondent is not satisfied with welfare facilities comprises
with 5% of the samples
Yes 17 85
No 3 15
Total 20 100
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18 17
16
14
12
10
8
6
4 3
2
0
Yes No
No. of Respondents
Interpretation:
From the above table it is evident that 17 respondents are satisfied with training
programs comprises with 85% of the samples, 3 respondents are not satisfied with training
programs comprises with 15% of the samples.
satisfied 19 95
Not Satisfied 1 5
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Total 20 100
No. of Respondents
19
Yes No
Interpretation:
From the above table it is evident that 19 respondents are satisfied with present
incentives comprises with 95% of the samples, 1 respondent is not satisfied with present
incentives comprises with 5% of the samples.
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Total 20 100
No. of Respondents
20 18
18
16
14
12 No. of Respondents
10
8
6
4 2
2
0
Yes No
Interpretation:
From the above table it is evident that 18 respondents are satisfied with medical
facilities comprises with 90% of the samples, 2 respondents are not satisfied with medical
respondents comprises with 10% of the samples
20. Are you satisfied with the safety measures taken by the company?
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4 Not satisfied 1 5
Total 20 100
14
12
12
10
6 5
4
2
2 1
0
Highly satisfied Satisfied Neutral Not satisfied
Interpretation;
From the above table we can depict that the 39% of workers are high satisfied
about the safety measures taken by the company Coromandel Agro Products & Oils Ltd.
And 37% of the people are satisfied with the safety measures. Some workers are not
willing express their opinions. But 8% of the workers are not satisfied with the safety
measures.
FINDINGS
The researcher observed that employees are satisfied with facilities provided in Capol.
The Welfare activities like transportation, housing and medical facilities are provided to
the employees to their satisfaction level.
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Loans for homes, children education and LIC are not provided to the all employees.
Many of the employees had expressed that medical activities should not be extended to
the retired employees and to their wives.
Welfare committees are not formed as per employees choice and Welfare committees are
not consulting the employees to take the suggestions.
Safety Shoes, helmets, safety equipments are not provided in time for the labour.
SUGGESTIONS
Employees are just satisfied with welfare activities; they suggested that the organization
have to improve a lot.
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The Welfare activities like transportation, housing and medical up to the satisfaction of
the employees so there is no need to improve.
Loans, Housing Loans, Education loans should be provided to the all employees.
Medical activities should be extended to the retired employees and to their wives.
CONCLUSION
The study is about job satisfaction for employees which made attempt to evaluate the
level of satisfaction among the employees in the organization study include employees among
various departments interviewed 100 employees the research adopted descriptive research for
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the strongly. The study was also designed to examine the variable that influencing employees
job satisfaction the research knows from the respondent feeling views opinions for the
questions provided.
The conclusions about various welfare measures at Coromandel Agro Products & Oils
Ltd, Chirala is drawn after analyzing and interpreting the data collected through interviewing
the workers by questionnaire method and observation. Although majorities of workers are
very much satisfied with the welfare measures provided in the company, there are also some
of the employees who are not contended with the measures. An effort must be made by the
management in order to look into the problems of such employees and fill up the gap for the
employs betterment.
The organization follows all the rules and regulations of government and recruits
efficient persons so that the work can go smoothly. The facilities for the employees are very
good and employee welfare satisfaction is necessary in all the projects in India and Foreign.
BIBLIOGRAPHY
BOOKS:
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E-References:
www.mlgroup.com/capol.html
www.wikipedia.org
www.google.com
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QUESTIONNAIRE
NAME : AGE :
INCOME: DEPARTMENT:
1) How long are you working in this job?
a) Above 5 years
b) 1 to 3 years
c) Below 1 year
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c) No
10) Did you feel that your over whelmed by responsibilities at wortk?
A) Yes
B) No
11) Are you satisfied with the leaves given by the organization?
a) Yes
b) No
12) How did you feel about your organization?
a) Excellent
b) Very good
c) Good
d) Poor
14) Do you think any changes to be done for your job satisfaction?
a) Yes
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b) No
16) Are you fully satisfied with the welfare facilities provided by the company?
a) Highly satisfied
b) Satisfied
c) Partially satisfied
d) Less satisfied
20) Are you satisfied with the safety measures taken by the company?
a) Highly satisfied
b) Satisfied
c) Neutral (not interested)
d) Dissatisfied
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