Internship Training Report Ytt

7/28/2019 Internship Training Report Ytt

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CHAPTER 1

INTRODUCTION

Kalpa Electrikal pvt.ltd. Is one of the reputed Manufacturers & Exporters of Instruments and

Power Transformers in India situated Bangalore, Karnataka. The prime objective of the study

is to assess, how the theoretical aspects are made use in the various departments of KEPL

pvt.ltd and to study their organizational functions. The theoretical aspects that we study can

be observed how exactly they are put into practice in the real competitive world. The study

has been done with the assistance of live observation. This organization study in KEPL

helped to obtain the practical knowledge about Manufacturing Electrical Products. The

purpose of the study is to know the practical implication & policies of the company Offer

suggestions based on the findings and finally derive a conclusion from the observations. The

limitation of the study the report has been prepared with limited information. The study is

based on the information supplied by the officials of KEPL. The primary sources for the

study are official records, interaction with the employees, various documents of the company.

The secondary sources for the study are annual Reports, Brochures.

OBJECTIVES OF STUDY

To enhance customer satisfaction by monitoring and analyzing customer feedback. To enhance in-house process performance by monitoring and control of rework and

rejections.

To increase supplier performance by monitoring supplier rating. To enhance product conformance by monitoring and control of product rejections and

customer complaints.


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CHAPTER 2

INDUSTRY PROFILE

Like every other industrial sector in India, the Indian Electrical/Electronics Industry too is

slowly emerging from out of its "protective cover". For far too long has Indian Industry

remained shackled and consequently inward looking. Over the past fifty years there was no

exposure to global players and competition, with the result that the Industry grew up in a

sheltered environment, dependent on the Government for everything, from licenses

to protection to tariffs. Each one of these interventions was aimed at securing protection

foroneself and ensuring growth of ones own organization at the cost of industry and the

nation at large. Lack of global competition encouraged a "cost plus" approach, where every

conceivable cost increase was passed on to the customer. There was thus no motivation to

reduce cost. With deli censing, decontrol and deregulation, Indian Industry has

suddenly been exposed to global competition. Since last decade, India has

witnessed what global players have achieved and what they are capable of achieving.

We are becoming aware of competition on our turf. In

th is scenar io , every company complains o f increased compet i t ion , lower

ord er bo oks an dshrinking margins. The Indian Electrical/Electronics Industry is of

course further besieged by the fact that there is a dearth of business on

account of lack of investment in the power infrastructure. Many organizations in

this industry are looking overseas to develop the export markets owing to reduced demand at

home. At the ou tset , i t mus t be st ated th at the r educed d omest ic de mand is

at be st a te mp or ar y phenomenon. The power sector in India is bound to grow

and th is will undoubtedly boost demand from the Utilities, quite apart from the industrial

demand which will continue to grow with increased industrial output. The poor

financial health of the SEBs is however a damper that cannot be wished away in

the short term. This will continue to plague corporate in the Electrical Industry,

until the SEB restructuring and unbundling brings a turnaround in the medium

term.

In India, the entire range of circuit breakers from bulk oil, minimum oil, air blast, vacuum to

SF6 are manufactured to standard specification for the benefit of customers, the ranges of

products produced cover the entire voltage range for 240V to 800KV, switchgear and control
http://www.allelectricalproducts.com/indian-electrical-industry.htmlhttp://www.allelectricalproducts.com/indian-electrical-industry.html


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gear, MCBs, air circuit breakers, switches, rewire able fuses and HRC fuses with their

respective fuse bases, holders and starters. The industry is competitive in the field of design

and engineering as the skill sets available in the country are relatively less expensive.

The only constant that we know is that, this world is changing. Change had come to Indian

industry like a sweeping tornado transforming the industrial environment and giving

indigenous industry some very tough standards to measure up to. In this testing situation,

only the fittest have the wherewithal to survive. Only the best will thrive.

KALPA ELECTRICALS Pvt. Ltd. has not only survived but has grown in confidence,

capabilities, range and were scope is a testimony to the inherent strength of its foundation as

a company that once set out to revolutionized India with value.

The difference is in the collective outlook of people trained to look upon every challenge as

a platform from which to take giant leaps in quality and performance. To build on core

capabilities of power and upgrade them to world standards.

The Installed Generating Capacity in the country which was only 1,358 MW at

the time of Independence has reached a level of 1,27,673 MW, comprising 83,982

MW thermal, 33,600MW hydro, 3,900 MW nuclear and 6191 MW from wind and other

renewable energy sources.

"Quality must go beyond standard tests and procedures. It must be equated with self respect

and personal pride."

With long years of innovative application behind it, KALPA ELECTRICALS Pvt.

Ltd. Finds i tsel f completely capable of delivering a range of custom products that meet

and exceed global standards at very competitive prices.


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CHAPTER 3

COMPANY PROFILE

KLPA ELECTRIKAL PVT LTD is an electrical equipment manufacturing Private Limited

Company, established in the year 1978 providing the entire range of Instrument Transformers

for the Industries, Power projects and commercial establishments.

Our Company is manufacturing Instrument Transformers both in indoor and outdoor version,

power Transformer and Control Transformer for more than 30 years and enjoying goodreputation among the Low Tension and High Tension electrical consultants, contractors and

utilities. The Products manufactured by us are of high Standard and quality manufactured to

the National and International Standards/Norms. The factory is well equipped with the latest

manufacturing and testing facility.

Also KEPL have ISI marks for Low Tension Current Transformers. The electrical design and

Mechanical drawings are computerized with latest design software and CAD systems.

KALPA have well-trained and Skilled workmen, having high quality of workmanship with

qualified and trained technocrats.

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard

i.e. Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008

Quality Management Requirements and ISO 9004 Quality Management and Quality System

Elements while preparing this QUALITY MANUAL.

It is located on following places.

Head Office: KALPA ELECTRIKAL PVT. LTD, P.B.No.4413,149/25, III Main,

Industrial Town, Rajajinagar, BANGALORE 560 010.

Manufacturing: Khata No.2054/2130, Magadi Main Road, No.47, Chennigappa

Industrial Estate, Sunkadakatte, BANGALORE 560 091. (Presently not Operational)


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Manufacturing:At survey No 133/4, Site No 30 & 31, Ckikkahanumanthaiah Industrial

Area, Machohalli, Magadi Main Road, BANGALORE 560091.

Contact Person: Mr. H. Nag raja.

Type of Concern: Pvt. Ltd. with Board of Directors.

This QUALITY MANUAL is prepared as per ISO 9001: 2008 Document.

This QUALITY MANUAL is prepared by Management Representative & Technical

Director, Reviewed by Director Marketing and Approved by Managing Director & and

controlled.

The specimen signatures are as below:

Management Representative & Director Technical: Mr. H. Nag raja Director Marketing: Mr. S. Rajakumar Managing Director: Mr. S. Ramesha

Scope & Application

KALPA ELECTRIKAL PVT. LTD. demonstrates its ability to consistently provide

product that meets customer and applicable statutory and regulatory requirements as per ISO

9001:2008 document. It also aims to enhance customer satisfaction through the effective

application of the system, including processes for continual improvement and the assurance

of conformity to customer and applicable statutory and regulatory requirements.

The Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supplyand Service of KALPA brand instrument Transformers, Power and Control

Transformers and Chokes / Reactors and Testing Equipment.

Application (Exclusions)

KALPA ELECTRIKAL PVT. LTD. meets all requirements of Quality

Management Systems as per ISO 9001: 2008 Document

GOALS


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Create a culture of continuous learning and change. Achieve world class status in Manufacturing Reach the position of the most cost competitive manufacturer.

Establish industry leadership. . Hence no exclusions.

VALUES

Trusteeship Integrity Respect for the individual Credibility Excellence

SOCIAL RESPONSIBILITY

KEPL believes that the primary purpose of a business is to improve the quality of

life of people. KEPL will volunteer its resources, to the extent it can reasonably afford, to

sustain and improve healthy and prosperous environment and to improve the quality of life of

the people of the areas in which it operates

Normative Reference

KALPA ELECTRIKAL PVT. LTD. has referred ISO 9000: 2005 International Standard

i.e. Quality Management Systems Fundamentals and Vocabulary, ISO 9001: 2008

Quality Management Requirements and ISO 9004 Quality Management and Quality System

Elements while preparing this QUALITY MANUAL.

Terms and Definitions

KALPA ELECTRIKAL PVT. LTD. has adopted the Terms and Definitions based on ISO

9000 document.

These are used throughout the QUALITY MANUAL


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Also an abbreviation list is prepared for Department and activities for Documentation

Numbering Examples of Terms and Definitions.

Applicable: Related to this quality management system or any referenced standard.

Appropriate: Reasonable.

Documented: Written.

Product: End result of a process.

Shall: Must.

Suitable: Reasonable for intended Purpose.

Quality Policy: Overall intentions and directions of KEPL With regards to Quality as

formally expressed by Management.

Top Management: Top Management consists of MD & Directors.

Suppliers: Vendors, Traders and Sub Contractors who provide products or material or

service.

Requirements: Needs and Expectation of the customer or standards.

Process: Result of a set of interrelated or interacting activities which transforms inputs into

outputs.

Tender: Offer made by supplier in response to an invitation to satisfy a contract award to

provide a product.

Contract: Agreed requirements between supplier and customer transmitted by any means.

VISION

"To make KEPL a dynamic, vibrant, value-based learning organization with

human resources exceptionally skilled, highly motivated and committed to meet the

current and future challenges. This will be driven by core values of the Company fully

embedded in the culture of the Organization"

MISSION

To become a globally competitive for achieving self reliance in design,

manufacture and maintenance of Products and diversifying to related areas, managing

the business on commercial lines in a climate of growing professional competen


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Abbreviation

QMSQuality Management System.

QSP- Quality System Procedure

WIWork Instruction.

MRManagement Representative.

QAQuality Assurance

PRDProduction

DOCControl of Documents

ROC- Control of Records

CACorrective Action

PAPreventive Action

NCNon conforming Product

IAInternal Audit

PURPurchase.

HRHuman ResourceD - Document

R - Record

MRM - Management Review Meeting

QM - Quality Manual


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Quality Management System

General Requirements

KALPA ELECTRIKAL PVT. LTD. has established, documented, implemented and

maintained the Quality Management Systems and continually improve its effectiveness in

accordance with requirements of ISO 9001:2008 Document\

KEPL has determined the processes needed for the Quality Management System and their

Application throughout the organization. It has determined the sequence and interaction of

these processes.

KEPL has determined criteria and methods needed to control these processes and are

effective.

KEPL has ensured the availability of resources and information necessary to support the

operation and exercise control of these processes.

KEPL monitors, measures, analyze and improve these processes where applicable.

KEPL implements actions necessary to achieve planned results and continual improvement of

these processes.

KEPL has determined following processes which are outsourced.

o Heat treatment, plating, machining & welding operations, painting, moulds,calibration, training & consultancy.

o Initial identification is done by Marketing, Purchase and ProductionDepartments during contract review.

o Purchase Dept shall identify the processes which are not available at KEPLand with its supplier base and shall interact with other concerned departmentsto determine the extent of control required for the process out sourced.

o List of outsourced processes is maintained.o Control of outsourced processes is done as per Quality plan, process

qualification documents, inward inspection, supplier inspection reports and

supplier visit where necessary.


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Management Commitment

Top Management has provided evidence of its commitments to the development and

implementation of the QMS and continually improving its effectiveness by\

Communicating the importance of its commitment to the development andimplementation of the QMS.

Establishing the Quality Policy and Objectives. Conducting the Management Reviews. Ensuring the availability of resources.

Customer Focus

Top Management has ensured that customer requirements are determined and are met with

aim of enhancing the Customer satisfaction.

Quality Policy

KEPL are committed to design, manufacture and supply products to customers duly meeting

their Quality, Cost Effective and Delivery requirements with emphasis on Continual

Improvement of the Quality Management System and Long term relationship to achieve

Total Customer Satisfaction


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PRODUCT PROFILE

KEPL manufactures and markets a wide range of products for a wide range of industries. The

Scope of KALPA ELECTRIKAL PVT. LTD. is to Design, Manufacture, Supply and Service

of KALPA brand instrument Transformers, Power and Control Transformers and Chokes /

Reactors and Testing Equipment.

I. LOW VOLTAGE CURRENT & VOLTAGE TRANSFORMERS

1) Rectangle Current Transformer

2) Tape Insulated Wound Primary Current Transformer


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3) Tape Insulated Current Transformer

4) Ring Type Current Transformer

5) Resin Cast Wound Primary Current Transformer


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6) Resin Cast Bar Type Current Transformer

7) 3 Phase Voltage Transformer

8) Interposing Current Transformer


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9) Moulded Case Current Transformer

10) 3 Phase bar Current Transformer

11) Standard Current Transformer


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12) Split Core Current Transformer

II. CONTROL POWER TRANSFORMERS & REACTORS

1) Single Phase Control Transformer


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2) Single Phase Power Transformer

3) Single Phase Control Transformer With Connectors

4) 3 Phase Control Transformer


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5) 3 Phase Power Transformer

6) 3 Phase Control Transformer with Enclosure

7) 3 Phase Epoxy Cast Resin Power Transformer


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8) 3 Phase Epoxy Cast Resin Power Transformer With Enclosure

III. EPOXY CAST RESIN CT & VT

1) 11KV Current Transformer

2) 11KV Bar Type Current Transformer


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4) 22KV Voltage Transformer



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6) 22KV Bus Duct Current Transformer

8) NGT


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9) 3 Phase 11KV VT With Built In Fuse

10) Draw Out Voltage Transformer

IV. OIL COOLED OUTDOOR CT & VT

1) 11 KV Current Transformer


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5)33KV 3 Phase Voltage Transformer


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ORGANISATIONAL STUDY

BOARD OFDIRECTORS

MANAGINGDIRECTOR

DIR.

TECHNICAL

- Design & Development

- Production & Assembly

- Inward Inspection

- Calibration

- Purchase Specifications

-Customer Support

-Quality Assurance

-Expansion Planning

-Training

-MR Functions

-R & D activities

HRD ADM.MANAGER

ADMIN.STAFF

PUR.MANAGER

STORE

PROD.MAN

SUPERVISORS

OPERATORS

HELPERS

DIR.MARKETING

CUST.INT.

SALES

ADVT

ACCOUNTS


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FUNCTIONAL AREAS

KALPA ELECTRICAL PVT LTD consists of various departments

Department play a vital role in the development of the company. These departments

manage all operations of the company. They are as follows:

HUMANRESOURCE DEPARTMENT MARKETING DEPARTMENT DESIGN AND DEVELOPMENT DEPARTMENT PRODUCTION DEPARTMENT

.


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HUMAN RESOURCE DEPARTMENT

HRD functions is to satisfy the organisational needs, Selecting right persons for the

right job an to manage people not only workers but also includes white collared

professionals. Thus, the main objective is to maintain cordial relationship, by providing

maximum welfare & thereby optimizing the personal contribution for the effective

functioning of the undertaking.

MAJOR FUNCTIONS

Planning and consolidation of manpower data and projecting same to management for

approval.

Recruitment, promotion.

Transfer.

Welfare and industrial relationship.

Identify the needs & conducting training & development programs.

Rewarding employees and boosting their morale.

Development programs for job rotation, job enrichment etc.

Grievance handling & implementing corrective actions.

Updating of personnel performance records as appraised by the concerned Head of the

department.

Ensuring safe working conditions for personnel at work & ensure compliance of statutory of

factories Act.

KIRLOSKAR ELECTRIC CO. LTD. Recognizes its employees as the most important

asset for its continued growthHRM in KEC shall strive to ensure continuous organisational

growth by nurturing the strengths of its employees and providing the environment and

opportunity for every framework of organisational, societal, and national objectives. It shall

endeavor to uphold the dignity of individuals, by making them feel proud partners in

progress, through the following measures:-


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Ensure a high degree of selectivity in recruitment of employees/trainees explicitly on the

criteria of their knowledge, skills and attitudes, so as to secure super achievers and nurture

them to excel in there.

Impart such induction, orientation and training, as to match the individual to the task and

inculcate ahigh sense of organisational and personal goals. Provides facilities for all round growth of the individual by training in and outside the

organisation, reorientation, lateral mobility and self-development through self motivation.

Groom every individual to realize his potential in all facets while contributing to attain

higher

organizational and personal goals.

Build teams and foster team work as the primary instrument in all activities.

Recognize worthy contributions in time and appropriately so as to maintain a high level of

employee motivation and morale. Appraisals and promotion shall be ethical and impartial.

Implement equitable, scientific and objective system of rewards, incentives and control.

Contribute toward health and welfare of employees.

Responsibility:HR is responsible for implementing, maintaining and propose changes to

this Procedure.

Procedure:

- Prepare the Master list of employees.- Establish the competence records of each employee.- Prepare the skill matrix.- Identify the training needs based on requirements.- Based on training needs prepare the training schedule for the calendar year.- According to the training decide faculty & prepare list .- Circulate or inform Training schedule and prepare training report after training is

made.

- Monitor and evaluate training Effectiveness.- Discuss training activities in Management Review Meeting for improvement.


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KEPL has various ways of marketing

1. Personal visit: - Marketing partner makes a personal visit to the customer. Gives the

detailed information about the company and its facilities. The marketing manager is

responsible for convincing and getting order from the company.

2. Industrial display: - whenever there is a trade fair which happens at once every year,

A KEPL display is products and facilities. They have stall set where interested visitors can

get all details.

3. E-Business: - E-Business is a boom these days. KEC has her own site. This

www.kriloskarelectric. com website is registered with Google search engine

4. Business magazines and business newspaper.

5. Distribution channel.

6. Direct channel

7. Through dealer.

8. Through branches.

Promotion strategies:

-tendering and after sales services.

execution.


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DESIGN AND DEVOLPMENT DEPARTMENT

Purpose: The Purpose of this process is to control design & development of new / existing

products / validation of prototypes in order to ensure that the specified customer requirements

are met.

Scope: This is applicable all existing and new products and new developments.

Responsibility: Head Design and Development is responsible for implementing,

maintaining and proposing changes to this Procedure.

Procedure

Design & Development Inputs

-

Receive design inputs from marketing like Work order, Customer Purchase order /Letter of intent, Minutes of meeting with Management / Customer / dealer if any,

Customer drawings, Proposal drawings if any, Contract review, Specification,

Statutory and regulatory requirements.

- Head design & development co-ordinates for analyzing the adequacy of all designinputs as per customer requirement including the quality objectives.

- Incomplete, ambiguous or conflicting design inputs are resolved with the customer.- Design inputs also includes customer / supplier catalogues / brochures, Software for

design and calculations.

- Finalized design inputs are approved by Head design & development.


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- The equipments are subjected to necessary preventive maintenance such as daily, weeklyand monthly and records are maintained.

- Break down maintenance is carried out as and when break down occurs and necessaryrecords are maintained indicating machine no, machine name, nature of break down, date

& time, root cause, corrective action taken, date & time of completion and its

effectiveness.


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SWOT ANALYSIS OF KALPA ELECTRIKAL PVT. LTD.

STRENGTHS

One of the market leaders. Low cost production. Large pool of good facilities near by corporate office, hence good managerial control

over plants.

All India network for domestic sales. Technical & experienced man power. Improved infrastructure. Well planned layout striking balance between industrial production and personal and

environmental safety.

Automated and highly sophisticated machines. Capacity to meet higher demand. Consistent business track record increasing turnover every year consistently. Effective performance appraisal system.

STRENGTH

THREATS

OPPROTUNITIES

SWOT ANALYSIS WEAKNESS


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Transparence policies and procedures. Diversified product range keeps the company stable. Abundant availability of raw materials.

WEAKNESS

High oriented cause due to excessive labor force. Low turnover resulting in low profits. Defective marketing strategy lacks effective advertising and publicity. Needs updating with times in terms of plant and machinery. Due to lack of direct sales, debts with many dealers turning bad. Unskilled labor coupled with excess labor hampers profitability. Too high job security. Too many procedures in the system.

OPPORTUNITIES

Capacity to meet higher demand and attain optimum utilization of existing resources. Due to advance technology further scope for right sizing the organization by

recruiting and retaining people on the right jobs with efficient work knowledge and

experience.

Scope for expansion of domestic sales on existing depot network. Research and development facilities for new product. New markets are opening.


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THREATS

High cost of research and development of new products. Competition is high in the markets. Obsolescence of product technology. Government interference may reduce growth potential. To protect the financial interest of the company.


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CHAPTER: 4

DATA ANALYSIS AND INTERPERTATION

ANALYSIS

4.1 Table showing age group of the respondents.

AGE GROUP

IN YEARS

NO OF

RESPONDENT

PERCENTAGE

40 5 10

TOTAL 50 100

SOURCE: Data collected from customers

INTERPRETATION

From the above table it is interpreted that out of 50 respondents 14% of respondents belong to

the group of below 20 years, 76% of respondents belong to age group of 20 to 40years and

remaining 10% of respondents are 40years and above.

Majority of respondents belong to age group of 20-40 years.


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CHART 4.3

30%

70%

PERCENTAGE

MARRIED

UNMARRIED


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4.4 Table showing the experience of the respondents.

YEARS OF

EXPERIENCE

NO OF

RESPONDENTS

PERCENTAGE

LESS THAN 5

YEARS

32 64

5YEARS TO

10YEARS

13 26

10 YEARS AND

ABOVE

5 10

TOTAL 50 100

INTERPRETATION

From the above table it is interpreted that 64% of the respondents have an experience of less

than 5 years, 26% of the respondents have an experience of 5years-10years and 10% of

respondents have an experience of 10 years and more.

Majority of respondents have an experience of less than 5 years

.

CHART 4.4

64%

26%

10%

PERCENTAGE

LESS THAN 5 YEARS

5YEARS TO 10YEARS

10 YEARS AND ABOVE


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4.8 Table showing the incentives preferred by the respondents.

INCENTIVES NO OF

RESPONDENTS

PERCENTAGE

COMMISSION 30 60

ALLOWANCE 4 8

BONUS 16 32

TOTAL 50 100

INTERPRETATION

From the above table it is interpreted that 60% of respondents prefer incentives in the form of

commission, 8% of respondents prefer allowance and 32% of respondents prefer bonus.

Majority of respondents prefer commission in the company.

CHART 4.8

60%

8%

32%

PERCENTAGE

COMMISSION

ALLOWANCE

BONUS


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4.9 Table showing whether the respondents are satisfied with the pay package.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

YES 23 46

NO 27 54

TOTAL 50 100

INTERPRETATION

From the above table it is interpreted that 46% of respondents are satisfied with their pay

package whereas 54% of respondents are not satisfied with their pay package.

Majority of respondents are not satisfied with their pay package.

CHART 4.9

46%

54%

PERCENTAGE

YES

NO


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4.10 Table showing the opinions of respondents regarding their job.

OPTIONS NO OF

RESPONDENTS

PERCENTAGE

CHALLENGING 38 76

MONOTONOUS 8 16

STRESSFUL 4 8

TOTAL 50 100

INTERPRETATION

From the above table it is interpreted that 76% of respondents feel that their job is

challenging, 16% of respondents feel that their job is monotonous and 8% of respondents

feel that the job is stressful.

Majority of respondents feel that their job is challenging.

CHART 4.10

76%

16%

8%

PERCENTAGE

CHALLENGING

MONOTONOUS

STRESSFUL


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CHAPTER 5

FINDING & SUGGESTION

FINDINGS

1) Majority of the respondents possess work experience of less than 5 years.2) Majority of the respondents are satisfied with the timings of the shifts of the

company.

3) Study reveals that majority of respondents belong to the age group of 20-40 years.4) It is observed that supervision is strict.5) Majority of respondent prefer commission in the form of incentives.6) Only few respondents are satisfied with their pay package and are not allowed to

take part in decision making.

7) Study reveals that majority of respondents feel that their job is challenging.8) Study reveals that majority of respondents are satisfied with the work

environment.

9) Study reveals that majority of the respondents feels that company thinks for longterm welfare of the employees.

10)Majority of respondents believes that the performance of top management isimportant.

11)It is observed that many respondents feel that treating employees fairly andequally is of prime importance.

12)Majority of respondents feels that the company will have good business prospectsin next 5 years.

13)The most advantageous findings so that the company is doing good is dealing withemployees problems.

14)It is observed that there were mix opinions on satisfaction regarding job trainingfor current job.

15)It is observed that majority of respondents are satisfied with the companysgrievance redressal.

16)Majority of respondents are satisfied with their employers.


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17)Study reveals that majority of respondents feel that their peer-group relationshipis encouraging and co-operative.

18)Majority of respondents are satisfied with their jobs on an overall basis.19)There is significant relationship between type of job and gender.

SUGGESTIONS

1) The company can still improve its organizations climate.2) The company can improve the supervision pattern as majority of respondents feel

that supervision is strict.3) The company can provide better pay package to the respondents.4) The company can allow the respondents to participate in decision making.5) The management can provide with food allowance, loan facility, marriage gifts

and May Day gifts to the employees as many employees preferred these.


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CHAPTER 6

CONCLUSION

In todays competitive world of business, it is very difficult to introduce the product, p lace it,position it and sell it, but all mentioned depends upon the ability of the company to bring out a

good product, place it in the market and sell it. Employees play a very important role in selling

the product. Any organization development is based on the employees efficiency and attitude

towards the organizational goals. Thus, satisfaction of employees will help an organization to

attain its goals and the company must take steps to determine the level of satisfaction of its

employees. The research design adopted for this study was descriptive method. Questionnaire

was the main instrument used in the research. The statistical tools used for the study was

percentage analysis and chi-squared test. The analysis reveals that employees are satisfied with

the organization on an overall basis. However, it is necessary for the company to look into facts

like involvement of employees in decision making, improving supervision and pay package.

Thus, the study would be useful for the organization in framing its HR policies in future.


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CHAPTER 7

Bibliography

Marketing management : S.a. Sherlekar, Philip kotler.

Human resource mgt : P.K. Tiwari.

www.kalpaelectrikal.com
http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/http://www.kalpaelectrikal.com/