A

CH. 1COMPANY PROFILE

About Batliboi Ltd.

Organization Hierarchy & Structure HR Structure & policies of batliboi.1.1 About BATLIBOI LTD INTRODUCTION TO BATLIBOI:

With a history of overall hundred years BATLIBOI has emerged the leader amongst engineering companies.

Blazing a new technology trail, the company is today a formidable force in manufacturing, engineering, contracting and marketing.

It has state of- the art manufacturing facilities in India at UDHNA (SURAT) and BANGLORE; BATLIBOI manufactures a range of sophisticated machines.

From basic, compact conventional machines to high-end CNC machines to special purpose machines, the company turns out solution for every engineering problem.

Their quality consciousness assures dependable products. Their unrivalled pre-sales and post-sales service assures the customer peace of mind. A world wide satisfied customer base bear testimony to their dedication to quality.

It is their customer focus that ensures that every machine they manufacture results in customer delight.

It is this customer focus that assures excellent quality of every solution they provide.

Moreover, it is the same customer focus you benefit from when you choose BATLIBOI.

HISTORY & MILESTONE GROWTH OF BATLIBOI:

BATLIBOI has the distinction of being among the few companies who have completed a century of their successful journey in the industrial history of India.

The firm of M/S Batliboi & Company (originally known) was founded in 1892 by honorable Mr. Jehangirjee Framjee Batliboi. It was then dealing in Engines and requisite gearing and a variety of small machines. It was a pioneer Indian firm dealing in such machinery and right from its inception it had earned and enjoyed a reputation for its dealings and service to customers.

In the year 1916 the firm was acquired by the Bhogilal family. It gradually enlarged its operations to include new products such as pumps, machine tools, sheet metal working machines etc.

Till the forties, the company was operating from Mumbai and had another full flanged branch in Chennai (1927) dealing in all items handled by the company. The next two branches were opened at Delhi and Calcutta. During the forties, Batliboi encouraged and assisted the growth of the Indian engineering enterprises. This period saw the beginning of companys association with Czechoslovakia in the marketing of sophisticated machine tools.

In the early fifties, the company ventured in to hitherto untreated fields such as textile machinery, industrial air conditioning, power plants etc. By the time the company stepped into the sixties, it had the proud privilege of holding the agencies of several reputed Indian manufacturers as well as the world renowned manufacturers from USA, UK, Japan, Germany, France, Czechoslovakia etc.

During 1961, the manufacturing division was started at Udhna near Surat. In the beginning the products manufactured included radial drilling machines, milling machines with Czechoslovakian collaboration as well as other machine tool like shaping machines, sensitive radial drilling machines, tapping machines and pattern milling machines. In 1962, the export department was started. They are making vigorous and concerted efforts to sell engineering products to the various markets around the world. In 1967 the concept of product was introduced to bring about better co-ordination between the manufacturers/suppliers on the one hand and sales personnel at the regional and branch offices on the other hand. In 1978, the company became Batliboi & company Ltd and there was a major reorganization of the corporate management. In 1982 there was major reorganization of the corporate management, where in marketing controls were integrated and administrated from head office by which the product division and the branches were jointly made responsible for profitability of their divisions. Branches were considering profit center. In the year 1986, the company went public with a share capital of rupees 282 lacks and about 15000 shareholders. The present share capital is about RS. 1350 lakhs In April 1991 the export department was made a separate company called as Batliboi International Limited.

The name of the company has been changed to Batliboi Ltd., with effect from 3rd April, 1996. From a position of a leadership among engineering companies in India, BATLIBOI is spreading its wings across the globe with the recent acquisition of Canada based Quickmill Inc. a profitable machine tool company and AESA air engineering , a premier Air Engineering company headquartered in France, the world will now be the showcase for BATLIBOI.

VISION AND MISSION OF THE ORGANIZATION:Be a global engineering company with leadership in our chosen fields in niche markets, with commitment to deliver quality product & services to our customers delight and focus on creating shareholders value.

CORPORATE VALUES AND BELIEFS: Being the primer engineering company with a long history, it is their belief that its operations should result in steady growth with profits. The essential measure of their performance is that they must serve their customers to their satisfaction and they believe customer satisfaction is the prime objective of their operations.

It is their endeavor to give a decent return to their shareholders through profitable operations.

From the nature of business in which they are, it is essential to provide latest technology, products, quality and efficient services to their customers. With this in view, constant review of their product lines and steps to improve the quality of services is undertaken.

They are essentially an engineering organization. Therefore, their expansion/diversification will be confined to those fields of business where their technical, manufacturing, marketing and managerial skills are well established. However, this dictum does not prescribe them from venturing into new areas. They also seek to be amongst the market leaders in all product areas.

They consider people as their main strength and therefore, value their employees and their contributions.

They believe in providing their employees career growth and progression based on their performance. The company recognizes individual achievement and expects them to seek work satisfaction from wok-accomplishment and rewards that accompany it.

The company believes in developing its human resources through training and developmental activities. It seeks to provide work climate conducive to self-development and self-fulfillment.

In addition to result orientation, the company expects its people to show initiative and innovation in their assignments. Batliboi provides them with a climate of freedom and informality that foster these qualities. They value creativity and will provide all opportunities for individual/group accomplishments. They believe that their ultimate success depends on the quality of their people and their ability to perform as a team.

Batliboi seeks to serve our country through superior business performance by providing quality goods and services and contribute to the technical development of the country. They aim to bring prosperity by generating surplus.

CORPORATE VALUES AND BELIEFS IN OPERATIONS: Respect for individual-customer, supplier and employee.

Commitment to customer satisfaction

Continuous introduction of new and appropriate technology, products of good quality backed by efficient after sales services.

Strive to be among leaders in all endeavors

Steady growth in business with commensurate growth in profits-commitment to shareholders

People are their main resources. Encouraging and appreciating resourceful employees

Provide environment to foster creativity and innovation

Encourage involvement of people through trust, communication, decentralization and delegation

Value individual involvement and contribution but believe in team spirit with companys interest above all

Value integrity and character and believe that people can be led only by examples

COMPETITVE POSITION IN INDUSTRY:Porter's five forces analysis is a framework for the industry analysis and business strategy development. It uses concepts developed in Industrial Organization (IO) economics to derive five forces which determine the competitive intensity and therefore attractiveness of a market. Attractiveness in this context refers to the overall industry profitability. An "unattractive" industry is one where the combination of forces acts to drive down overall profitability. A very unattractive industry would be one approaching "pure competition".

SWOT ANALYSIS:

STRENGTHS:

Batliboi ltd is a 117 year old company which has made a strong presence in the Indian manufacturing sector. It has made it presence felt in and across Indian borders. It has a rich experience of the market which aids it in making decisions.

This company has a strong brand name and is known for its quality products, customer satisfaction and nation-wide reach.

There are 18 branches of Batliboi over India and they cover the four zones. They carry out the after sales service and marketing of the products.

Batliboi has an experienced workforce-technical as well as managerial. They train workers as per their requirement which is an advantage to them.

Batliboi has established a SAP system which copes with the market fluctuations.

There is a Design department which is an asset to the company. It is involved in continuous up gradation of the features and design of their existing products and thereby trying for cost reduction.

Its USP lies in quality of the products and constant after sales service.

They directly sell to the customers. So they can have first-hand knowledge of the requirements of customers and get their feedback also. WEAKNESS:

There is a high employee turnover which leads to the loss of trained and experienced employees.

The CEO of the company also changes frequently as there are problems between the family and the management while decision making. The CEO is not given much autonomy to work.

The human resource policies are general for all the branches. This leads to dissatisfaction among employees and workers as they have different needs which depend upon the city and also the type of unit say manufacturing.

The company lacks proper culture for creativity of employees. They are expected to strictly follow the procedure and bring about no change.

OPPORTUNITIES:

The company has acquired 2 subsidiaries in Canada and France. This strategic move can help them expand their market beyond India and cater to the requirements of other countries. There is very less competition their products-radial and milling drills. The company can capitalize on this opportunity as there is demand but no large players with such an experience and expertise like that of Batliboi. The customers of this company are automobiles, auto manufacturing units, government institutes, other manufacturers etc., they are growing industries so the company can sell its products well. The company has an advantage over its competitors because of its marketing and after sales service done by various branches covering various zones in India. THREATS:

The company has been losing its trained and experienced employees. This can cost them highly in terms of recruiting and training new people. Also there can be no simile of experience with any other characteristics of a person. The culture has to be learning and growing one in the company. Otherwise retaining people will be difficult. The company has not achieved breakeven point in its CNC machine manufacturing. This can lead to major loss for company. There is high competition for CNC machines from overseas manufacturers like China. They sell their products with good quality and reasonable price. This is a major threat for the in CNC machines.1.2 Organization Hierarchy & Structure

PROMOTERS AND OWNERS:

Mr. Pratap Bhogilal (Chairman Emeritus)

Mr. Nirmal Bhogilal (Chairman and Managing Director)

Mr. Ameet Hariani

Mr. E. A. KshirsagarMr. S. D. S. Mongia

Mr. S. Ravi (Nominee UTI)

Mr. Subodh BhargavaMr. U. H. DudenMr. Vijay R. Kirloskar

Mr. George Verghese (Executive Director & CEO - Textile Air Engineering Group)

DEPARTMENTS AT BATLIBOI:

SHAPE \* MERGEFORMAT

OVERVIEW OF BMTG MACHINE TOOLS GROUP: MTD: Machine Tool Division:

It comprises of machine tool factory at UDHNA and Machine tool Machinery Trading (MTM) at Mumbai, which included a CRANE (trading) division.

Batliboi Machine Tool Group (BMTG) is one of the major business activities of Batliboi. This group consists of: Manufacturing of CNC and Conventional Machines at UDAHANA

Manufacturing of Special Purpose Machines at Bangalore

Foundry at UDAHANA

Machine Tool Trading with head quarters at Mumbai

Crane Division at Mumbai BTEG- Textile Engineering Group:

It comprises of TAE factory at Udhna & TAE branches in four Metro cities. This SBU also includes a TMD or TEXTILE MACHINERY DIVISION, which trades in spinning Textile Machines.

The BTEG operates out of 12 marketing offices spread all over the country having 45 marketing people and covers all major textile centers in India. There are qualified textile graduates with expertise to provide valuable inputs to customers.

The manufacturing facility is situated at UDAHANA, Surat.

Strong equipment and systems design expertise, latest techniques of manufacture and strict Quality Control has earned a position of Leadership in the country.

The group is involved in following businesses:

Textile Air Engineering

Spinning Machinery

Weaving Machinery

Knitting Machinery

Processing Machinery

Garment Machinery

BACRGAir-conditioning & Refrigeration Group:With a factory at UDAHANA & Bangalore and four Metro cities, this division manufactures Industrial Chiller packaged Units and Services them.The group is involved in following businesses:Manufacturing of Air-conditioning & Refrigeration Equipment Project Engineering.

BACR division has been bringing personalized service & technology oriented solutions to central air conditioning, refrigeration, humidification & ventilation systems for the last 30 years.System engineering capability to provide complete HVAC solutions has helped us to execute turnkey projects, across the globe.

FOUNDRY DIVISION:

Foundry Division (ISO-9002 certified) at our manufacturing facility at UDAHANA, (Surat).

This division offers SG Iron, High Grade Grey Iron, Non Ferrous and Alloy Castings to meet the exact requirement of Engineering Industry.

Special Purpose Machine Division:

Situated at Bangalore, it has well trained engineers and technicians to design and manufacture conventional & CNC Special Purpose Machines for Automobile and Engineering Industry.

It has supplied more than 150 SPMs to various reputed customers such as Ashok Leyland, Punjab Tractors, Swaraj Engines, TVS-Suzuki, Hero Honda Motors, TAFE, Spicers, and Sona Steering Systems etc. Many of these machines are repeat orders from the same satisfied customers. QUALITY ASSURANCE:

Strict quality inspection at every stage of manufacture by competent inspectors ensures defect-free products. Raw materials are tested based on the relevant IS sampling plan. Finished components are checked for close tolerances before being sent to sub-assembly line. All major sub-assemblies are tested as per set norms before final assembly. After the final assembly, each crane is checked for dimensional correctness as per approved General Arrangement Drawing and 'No Load' trial run of all three motions taken to ensure final alignment.The company itself is very large and there is much wider scope of learning which would not have been possible to cover in 2 months so among all the parts of Batliboi, MTU which is the largest, was focused upon during training.

MACHINE TOOLS DIVISION [MTU]:

From the modest beginning of manufacturing radial drilling and milling machines, the unit has entered into sophisticated and state-of-art manufacturing field of CNC machines. MTU has collaboration with KLOPP-Werke, Germany, Cincinnati Milacron, U.K., Strojimport, Czechoslovakia and Bridgeport machines, U.K. 78 machines of various models, makes, capacities and 12 special purpose machines are installed for manufacturing operations. There are facilities of heat treatment and a standard room for calibration of shop floor equipment for very precision of jobs and jigs and fixtures. It also has laser beam testing equipment interfaced with PC and printer through which slide accuracy, repeatability and backlash between ball screw and nut is evaluated.

There are following departments within the Machine Tools Unit:

Production Planning and Control [PPC]

Sub-contract

Light/Heavy Machine Shop

Assembly [GPM/CNC]

Heat Treatment

Quality Control

Stores

Purchase

Training

Design & Development

Sales and marketing

Service & Application

Painting & Packaging

Maintenance & Safety

HR

Production Planning Control ( ppc )1. Material management

PPC prepares list of material requirement using the help of store and production engineers. And send from the:

I. Casting from foundry

II. Material from steel yard

III. Scraps management2. Process management

I. To determine the basic manufacturing process.

II. To determine the order or sequence of operations necessary to manufacture in terms of operation routing, process details and process drawing.

III. To specify production tolerance on blanks and on auxiliary surfaces.

IV. To specify the methods and means of inspection depending upon the accuracy desired.

V. To specify the process parameters for the various manufacturing operations selected.

VI. To determine and order tooling and inspection gauges required to manufacture the part. To determine and select the equipment needed to manufacture the part.

VII. Providing the necessary documentation to be used by the shop people.3. Shop utilization

I. Shop scheduling

II. Machine tool and fixture used

III. Sequence of operations

IV. Machine loading chart

V. Down time report

VI. Daily production report4. Assembly requirement

I. Prepared in Shop ( in house )

II. Brought out items

III. From Store

5. Inventory control

I. Brought out items

II. Required material

III. Steel yard planning

SUB CONTRACT:Sub contract (SC) is the part of the PPC. This department works jointly with the PPC department wherein they analyze whether the component is to be manufactured in-house or got manufactured by supplier. They have set parameters to come onto this decision- cost, importance of the component, charges by supplier, opportunity cost of manufacturing one component against other etc.,

This section is responsible for utilizing high production rate. In production of some machine some parts are very essential and very sensitive with their shape, size and preciseness as well as by material quality.

So these parts are made in the shop, called in house material.

But some common parts which are very simple or easy to get as per requirement are brought out from outside. This is the main task done by SC. Sub contract people are connected with the PPC and store to get an idea of shortage or required parts.

SUB CONTRACT

DRAWING OF JOB

SUPPLIER (QUATATION)

OFFER FROM SUPLIER

PURCHASED ORDER

GOODS RECEIPT NOTE (GRN)

QUALITY CONTROL

FINISHED PART SEMIFINISHED PART

(FPS STORE) (MACHINE SHOP)DIFFERENT RECORD KEPT IN STOREMATERIAL RECEIPT PROCEDURE

Gate (code & PO)

Material receipt stamp

Count quantity (store)

Quality checking

(If found any defective or Broken,

than release the complain) Good receipt advice

(Code, description, Supplier, quantity)

Final suggestion (store)

(Ok or rejection)

OK REJECT

(Still, casting, Brought out tools(rejected material goes into

, Raw material)

store for checking or revise)

OK material shifted

To store

On location

MATERIAL ISSUED PROCEDURE:

Material issue procedure:

Bill of material

Departmental requirement

Material RequisitionAssembly

Posting in computerMachine is readyDispatch

LIGHT MACHINE SHOP:This department mainly looks after manufacturing of small components. These components are then used as parts during final assembly of the machine. This department plans about their scheduling after receiving the quantity details from the production plan. They maintain the stock level after coordinating with the material and stores department. Based on the shortage list they plan the production. This is distributed in four sections:

Gear section

Spindle section

Non-round section

Grinding section

The classification of light and heavy machinery is based on the weight and size of the machinery. Sometimes when the demand is more, light machine can be produced on heavy section but not vice versa. HEAVY MACHINE SHOP:

This department looks after all the manufacturing heavy machinery. These parts are assembled with the small components to make the final product. Heavy machine shop also plans its activities from the production plan derived from the sales forecast and design unit. These machines are made to order because their storage involves high cost and long term storage leads to wear and tear. Heavy machinery includes activities like:

turning

facing

centering

milling

drilling

boring

grinding

other hole making operations ASSEMBLY:

This department ultimately assembles the various components manufactured as well as brought out items and makes the final product. It also carries out the work of painting and packaging of the machines so that it reaches the customer properly. Assembly department also keeps the machinery based on order only. They plan and prioritize the orders after getting the delivery dates from the sales department who receive the order form the customers.

DESIGN AND DEVELOPMENT:

This department is the heart of Batliboi Udhna. This department makes efforts to continuously up-grade the product in terms of its features, design, size and functionality. They regularly come up with new product thereby adding to the product profile of this company. They are aware about current scenario of products and try to design products keeping with or exceeding the standards.

They make a bill of material which specifies the quantity of raw material needed to manufacture a new product. They even try various combination raw materials which are less costly and deliver quality still the same.

QUALITY CONTROL:

It is policy of BATLIBOI to achieve and sustain a reputation for total satisfaction of the customer in the national and international markets for their products as their idea is that the products must be recognized as an expression of quality.

A state of quality mindedness amongst all employees and their participation in the company is quality assurance program fully supported with commitment and participation from the senior management.

Involvement of vendor in our quality program.

Providing total satisfaction to customers by supplying products those are technically complete, properly processed and delivered

on schedule.

BATLIBOI perception on Quality Control

Quality means fitness for use Quality of design: Totality of features /characteristics of a product/service that bear on its ability to satisfy the given need (ISO)

Quality of Conformance: Ratio of performance to Expectations

Quality of Performance: What the customer SAYS! MAINTANANCE :BATLIBOI has three types of maintenances:

Break-down maintenance

Preventive maintenance

Recondition maintenance

Products and services:

The activities of business groups are to manufacture or market different product lines:

BATLIBOI machines tools group:

Machine tools, UDAHANA (MTU)

Products manufacture and marketed:

Conventional milling machines- vertical, horizontal and universal.

CNC milling machines

Horizontal machining center.

Radial drilling machines-conventional & CNC.

CNC turning centers.

Conventional and CNC special purpose machines.-universal portable drilling machines.

Vertical machine center- own design.

Universal pattern milling machine

Bed type vertical milling machine Machine tools distribution (MTT) Product marketed:

Co-ordinate drilling machine with NC controls.

CNC copy milling machines.

Bed and floor type horizontal boring and milling machines with NC controls

Machining centers / turning center.

Jig boring machines

Gear cutting machines

Lathes and CC turning centers.

Internal and cylindrical grinding machine and sideway grinding machines With CNC controls

Slotting machine

Metal forming machines for forging

Sheet metal working machines

Roll griding machines

Special purpose machines

DISTRIBUTION NETWORK:

SALES PROCEDURE:

Sales procedures are started from the inquiries. Inquiries are generated by marketing office by various locations. Based on the requirement of customers they refer the inquiry to UDHNA. UDHNA prepares orders based on cost of manufacturing and the requirement of parts by customers in the product & submit it to customer. After that order is finalized by authoritative person and sent to it customer. Deal is negotiated. Then order is sent to UDHNA for necessary order execution. After the machines are ready, customers are informed the date when the product will be ready. Based on the dates customer deputes their inspector. After inspection customers make payment on the basis of terms and conditions, then the machine is sent to the customers.

Generate the inquiries

Submission of offer

Negotiation & finalization of product

Order execution

Inspection

Payment

Dispatch CUSTOMER TARGET MARKETS.

Two wheeler & four wheeler manufacturing unit

Auto component manufacturing unit

Government defense sector

Government institute & educational institute

Private job workers1.3 HR Structure & policies of batliboi.

HUMAN RESOURCE DEPARTMENT:

The personnel manual complied by HRD contains all to the human resource details of the company. As Batliboi is a multi-business, multi-location it is very essential to have uniformity and continuity in deciding day-to-day issues with regard to our human resource. It is equally important that all employees concerned should have adequate knowledge of these policies and procedures. Policies and procedure are never rigid and therefore, the company looks at changes required in them. Therefore, employees are welcome to give their suggestions. However, till these suggestions are incorporated this manual ought to be followed in letter and spirit by all including those in the associated company. Human resource focuses on:Our focus is the continued professional and personal development of our people.

Of creating an environment of openness where responsibilities are given with authority to implement.

Of building Batliboi as a learning organization - and a good place to work.

There are mainly 2 categories of people in Batliboi, Udhna. They are:

Union category [UC]

Non-Union Category [NUC]; which includes engineers and management staff

HUMAN RESOURCE PLANNING:

The planning of the human resources is the heart of personnel department. As we plan for the material production, marketing, capital investment etc, we have also to plan human resource.

Human resource planning is mostly the requirement of manpower in the future and of which quality. Human resource planning includes estimation of how many qualified people are necessary to carry out the assigned activities, how many people will be available and how many they require.

Human resource planning is a double edge weapon. If it used properly, it leads to the maximum utilization of human resource, reduces excessive labor turnover and high absenteeism; improves productivity and aids in achieving the organization objectives.

In the relation to the size and complexity of business operation to critically assess:

1) The number of employees required

2) The level at which they will be placed.

The number must make employees stretch and operate at performance levels and comparable within the industry.No manpower can be taken whether in permanent/ temporary or contractual position without the prior sanctions of the managing directors. At sites, persons may be appointed on contractual basis, specifically for the duration of the project subject to prior permission of the chief executive officer and HRD /OD HO.

Manpowers budget organizational structure:

Divisional heads and BU heads will present the organization structure for the division or function as part of the budget plan. The organization structure will indicate manpower required at Head office, product group and branches, both in number and level. The level or grade at which a person will arrive at is kept in mind.

The scope of responsibilities

The nature and complexity of function.

The value quality and delivery requirement to products to be sold or services to be rendered.

The span of control.

The accountability

Reduction in manpower:

If volumes gross contribution and net contribution show a downward trend in the current year and is expected to continue in the next year, reduction in manpower may be necessary, divisional and business unit heads will be responsible for reducing people. They may take the assistance of the HRD/ OD HO, if necessary. RECRUITMENT & SELECTION:Recruitment has been regarded as most important function of personnel administration, because unless the right type of people are hired even the best plan, organization chart and control system would not do much good. Recruitment has both views positive as well as negative. It is positive in that it stimulates people to apply for job to increase the hiring ratio, i.e. the number of applicants for job. Selection on the other tends to be negative because it rejects a good member of those who apply, living only the best to be hired.

Selection is concerned with the development of the selection policies and procedures and the evaluation of potential employees in terms of jobs specification. This process includes the development of application blanks, valid and reliable test, interview techniques, employee referrals system, evaluation and selection of personnel in terms of jobs specification, the making up final recommendation the line management the sending of offers and rejection letters. Internal personnel should first be considered as part of career planning activities in the company.

The recruitment should be made on merit without discrimination of cast, community, sex or religion. Other things being equal, preference should be given to persons from the local area.

No person will be recruited only on the basis of interviews conducted by line personnel.

No employee may work under the immediate supervision of a relative.

Two or more employees who are relatives may not work in the same operating unit. relative as used here includes husband wife , brother sister , parent- child, relationship and uncles, aunts, niches, nephew related by blood.

An interviewer must reveal to his superior and HRD/OD HO if the candidate is his or her related. In such a case the interviewer must not the part of the selection team.

Where an advertisement is to be released a draft has to be enclosed.

RECRUITMENT THROUGH AGENCIES:

The HRD /OD HO will liaise with different recruitment agencies or will get the advertisement released through the corporate communication department.

PROCESSING OF APPLICATION- AT HO AND AT BRANCHES:

The HRD/OD OH will route the applications to the concerned division/ group. The concerned division or group will process the applications, short list the candidates and conduct preliminary interviews.

FINAL INTERVIEWS:

Final interview will be done by the division/BU head and senior personnel from HRD/OD HO. In respect of position of mangers and above, managing director will also interview the candidate. Where the recruitment is initiate at the local branch level the preliminary interview will also be conducted by the branch personnel. Final interview will involve senior personnel from corporate office, either from the division or group.

APPOINTMENT LETTER:

All appointment letters will be issued only by HRD/OD OH and after all procedures are completed. Job specification:

Job specification is a standard of personnel and designates the qualities for an acceptable performance. It is a written record of the requirements sought in individual worker for a given job. In other words it refers to a summary of the personnel characteristics require for a job. it is the statement of the minimum acceptable human qualities necessary for the proper performance of a job.

Job DescriptionJob Specification

A statement containing items such as:

Job title

Location

Duties

Working condition

Supervision

Material used

Machine, tools & equipmentA statement of human qualifications necessary to do the job such items as:

Education

Training

Experience

Communication skills

Unusual sensory demand such as smell, hearing

PERFORMANCE APPRAISAL PROCESS:

Performance appraisal is only created as an instrument to administer to any one-increase/ reward. Performance appraisal system has a much larger objective to meet. Annual reward and increment is only one of the drives of the Performance appraisal system. It is true that it generates the data for administrating reward based on objectives, evaluation of performance, competences and job related behavior. However, Performance appraisal is an instrument, which is very crucial in the companys business and more in growth. Some of the objectives the Performance appraisal is to:

Assess competencies Vis a Vis role and responsibilities:

Provide forum for frank and positive discussion related to strengths and areas of improvements. Behavior changes more easily by positive reinforcement like recognizing competencies and contribution rather than by negative reinforcement on weak points.

Feedback from ones superior on achievements and contribution is always important for clarity of roles and motivation.

Jointly discussing all the above inculcates a feeling of belongingness and care.

To help in preparing a road map of employees future growth. EMPOYEE WALFARE:BATLBOI COMPANY LTD. UDAHANA use the welfare activities program for the personnel and workers. HRD managers manage the activities of employee welfare. Employees activities are run for the benefits of the workers and employee. Workers and personnel are given the extra benefit for the doing the work and to satisfy their needs while working in the organization.

BATLIBLI COMPANY LTD, UDAHANA perform the various welfare activities within the organization are:

SAFETY SHOES:

GOGGLES:

HAND GLOVES:

MILK FOR WORKERS: FREE TEA AND FOOD OR NIGHT SHIFT WORKERS:

RELIEF FUNDS FOR EMPLOYEEES:

DISPENSARY:

GUEST HOUSE:

WATER COLLER:

CHILREN WALFARE ACTIVITIES:

COLONY:

FESTIVAL OFFERS:

CANTEEN:

UNIFORM:

TRAINING PROGRAM: Promotion policy:

The usual policy is to take merit into consideration. Sometimes length of service, education, training courses completed, previous work history etc are factors, which are given weight while deciding on promotion. Although promotions are made on the basis of ability, hard work, co- operation, merit, honesty, many informal influences are powerful determinates of a promotional policy.

For the higher posts, persons are picked by the top executives:

1) Who think and feel just as he does.

2) Who value loyalty to him and to the organization

3) Who have social, political, economic and religious interests similar to his own.

Top executive tend to choose those who are carbon copies of themselves.

Demotion policy:

In BATLIBOI LTD. Demotions, serve a useful purpose in the sense that they keep the employees alert and alive to their responsibilities and duties.

1) A clear and reasonable list of rules should be framed; violations of each would subject an employee to demotion;

2) This information should be clearly communicated to employees;

3) There should be a competent investigation of any supposed violation.

4) If violations are discovered, there should be consistent and equitable application of the penalty, preferably by the immediate supervisor.

5) There should be a provision for review.

Demotion has a serious impact on need fulfillment. Needs for esteem and belonging are frustrated, leading to a defensive behavior on the part of the person demoted; there is a complaining, emotional TRADE UNION:

Trade union means, A union is continuing, long term association of employees formed and maintained for specific purpose of advising and productivity interests on members in their working relationship.

The functions of trade union are as follow:

1) Collective bargaining with the management to settle terms and condition of employment.

2) Advise the management on personal parties and practices.

3) Taking up the individual and collective grievance of the workers with the management.

4) Work for achieving better say of workers in the management. Of affairs of the enterprise which influence the lives of the workers directly.

5) Organizing demonstration, strikes etc. to press the demands of the workers.

6) Welfare and recreational of their members SHRI RAM ESTATE EMPLOYEES UNION (S.R.E)

The area of operation of it is throughout republic of India.

The union is registered under Trade Union Act, 1926 on 31/10/1983 & registered No. 3065. Structure of S.R.E. union: PresidentVice-presidentGeneral Secretary Joint secretary Treasurer

MembersCH.2OBJECTIVE & SCOPE OF THE STUDY

Objective of the study:

To assess the satisfaction level of employees in BATLIBOI LTD Udhna.

To Measure the satisfaction levels of employees on various factors

and give suggestions for improving the same.

To find out whether experience have an effect on Job Factors.

To identify the factor which improves the satisfaction level of employees.

To know the employee satisfaction towards the facilities.

Scope of the studyThis study emphasis in the following scope: To identify the employees level of satisfaction upon that job. This study is helpful to that organization for conducting further research. It is helpful to identify the employers level of satisfaction towards welfare measure. This study is helpful to the organization for identifying the area of dissatisfaction of job of the employees. This study helps to make a managerial decision to the company.CH. 3

PROBLEM STATEMENT

CONCEPT OF PROBLEM

SIGNIFICANCE OF THE STUDY

LIMITATION OF THE STUDY

3.1 CONCEPT OF PROBLEM:-

The first step in research is formulating a research problem. It is not important stage in applied research as poorly defined problems will not yield useful results. It is rightly said that A well defined problem is the half-solved.

It is difficult to lay down any concise prescription for recognizing problem. A person with an infusive nature and the necessary background would recognize a problem or an opportunity in less time than another who lacks these qualities.

A problem is one which requires a researcher to find out the best solution for the given problem i.e. to find out by which course of action the objective can be attained optimally in the context of a given environment.

PROBLEM STATEMENT:-

Difficult to know employees needs.

Difficult to follow up the people who are working on good position.

Difficult to make respondents to fill up form honestly. Difficult to take an opinion of Professional people.

Difficulty in understand the mindset of employees.

Difficulty in getting quality data from the respondents.

SIGNIFICANCE OF THE STUDYIn todays technological & fast growing industry it becomes necessary for each and every company to hold and retain its employees for long time. so, this study and survey help me to inform the company about their employees satisfaction level while they doing job and what they think about the BATLIBOI LTD. It provides the required information about the satisfaction level of employees for the company

It will inform the management about the employees thoughts and requirement.

It makes aware to the management about the future preference of employees.

It gives information to the company as which is the most satisfied factor for employees.LIMITATION OF THE STUDYDuring my entire projects study I tried my best to make my research study and my report qualitative but during my project work the following

Limitations were faced by me:-

Sample size of the study is only 50. Some of the respondents were not responded a few questions. The survey is subjected to the bias and prejudices of the respondents. Hence 100% accuracy cant be assured.

The researcher was carried out in a short span of time, where in the researcher could not widen the study.

The study could not be generalized due to the fact that researcher adapted personal interview method.

CH.4REVIEW OF LITERATURE

Concept of Job Satisfaction Models of job satisfaction Factors Affecting on Employees Satisfaction Level

Causes of Job Satisfaction Gallup Theory of Job Satisfaction4.1 Concept of Job Satisfaction

Job Satisfaction:Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction.

Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer.

However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

History:

The term job satisfaction was brought to lime light by hoppock (1935). He revived 35 studies on job satisfaction conducted prior to 1933 and observes that Job satisfaction is combination of psychological, physiological and environmental circumstances. That causes a person to say. I m satisfied with my job. Such a description indicate the variety of variables that influence the satisfaction of the individual but tell us nothing about the nature of Job satisfaction.

Job satisfaction has been most aptly defined by pestonjee (1973) as a job, management, personal adjustment & social requirement. Morse (1953) considers Job satisfaction as dependent upon job content, identification with the co., financial & job status & priding group cohesiveness

One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction.

Scientific management (aka Taylorism) also had a significant impact on the study of job skilled employees and labors towards the more modern approach of administration and assembly lines. The initial use of scientific management by industries greatly increased efficiency because employees were forced to work at a faster pace. However, employees became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munster berg set the tone for satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. This book contributed to a change in industrial production philosophies, causing a shift from Taylors work.

Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life physiological needs, safety needs, social needs, self-esteem needs, and self-actualization.

WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards.Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism.

4.2 Models of job satisfaction:

There are various methods and theories of measuring job satisfaction level of employees in the organization given by different authors.

List of all the theories and methods measuring job satisfaction level is given below:

A MODEL OF FACET SATISFACTION: Affect theory(Edwin A. Locke 1976)

Dispositional Theory( Timothy A. Judge 1988)

Two-Factor Theory (Motivator-Hygiene Theory) (Hertzbergs)

Job Characteristics Model (Hackman & Oldham)

Rating scale

Personal interviews

action tendencies

Job enlargement

Job rotation

Change of pace

Scheduled rest periods

MODEL OF FACET OF JOB SATISFACTION

Edward E.lawler in 1973 proposed a model of facet satisfaction. This model is applicable to understand what determines a persons satisfaction with any facet of job.

According to this model actual outcome level plays a key role in a persons perception of what rewards he receives. His perception influenced by his perception of what his referent others receives. The higher outcome level of his referent other the lower his outcome level will appear. This model also focus on his perception on reward level.

Affect Theory:Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet.

Dispositional Theory:Another well-known job satisfaction theory is the Dispositional Theory. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction.

A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general self-efficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction. Two-Factor Theory (Motivator-Hygiene Theory):Hertzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An employees motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organization goals (Hoskinson, Porter, & Wrench, p.133). Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors.

Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured. Job Characteristics Model:Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics

(Skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states

(Experienced meaningfulness, experienced responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes

(job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score

(MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.

What is job satisfaction?Different authors give various definitions of job satisfaction. Some of them are taken from the book of D.M. Pestonjee Motivation and Job Satisfaction which are given below:Job satisfaction is defined as a pleasurable, emotional, state resulting from appraisal of ones job. An effective reaction to ones job.

Weiss

Job satisfaction is general attitude, which is the result of many specific attitudes in three areas namely:

Specific job factors

Individual characteristics

Group relationship outside the job

Blum and NaylorJob satisfaction is defined, as it is result of various attitudes the person hold towards the job, towards the related factors and towards the life in general.

GlimmerJob satisfaction is defined as any contribution, psychological, physical, and environmental circumstances that cause a person truthfully say, I am satisfied with my job.Job satisfaction is defined, as employees judgment of how well his job on a whole is satisfying his various needs

Mr. Smith

Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of ones job or job experiences. Locke

Job satisfaction is ones attitude towards his job (positive or negative). Satisfaction in work and the work environment is the basic constituent of employee job satisfaction. Employee attitudes and values influence their behaviour. Positive outlook and backup from HR helps modify behaviour resulting in higher performance levels.

IMPORTANCE OF JOB SATISFACTION:

Job satisfaction is an important indicator of how employees feel about their job and a predictor of work behavior such as organizational, citizenship, Absenteeism, Turnover.

Job satisfaction can partially mediate the relationship of personality variables and deviant work behavior.

Common research finding is that job satisfaction is correlated with life style. This correlation is reciprocal meaning the people who are satisfied with the life tends to be satisfied with their jobs and the people who are satisfied their jobs tends to satisfied with their life.

This is vital piece of information that is job satisfaction and job performance is directly related to one another. Thus it can be said that, A happy worker is a productive worker.

It gives clear evidence that dissatisfied employees skip work more often and more like to resign and satisfied worker likely to work longer with the organization. IMPORTANCE TO WORKER AND ORGANIZATION

Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that can often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity- the quantity and quality of output per hour worked- seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent.

However, studies dating back to Herzbergs (1957) have shown at least low correlation between high morale and high productivity and it does seem logical that more satisfied workers will tend to add more value to an organization.

Unhappy employees, who are motivated by fear of loss of job, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and also as soon as the threat is lifted performance will decline.

Job satisfaction benefits the organization includes reduction in complaints and grievances, absenteeism, turnover, and termination; as well as improved punctuality and worker morale. Job satisfaction is also linked with a healthier work force and has been found to be a good indicator of longevity.

Although only little correlation has been found between job satisfaction and productivity, Brown (1996) notes that some employers have found that satisfying or delighting employees is a prerequisite to satisfying or delighting customers, thus protecting the bottom line. WORKERS ROLE IN JOB SATISFACTION

If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employers value and rewards excellent reading, listening, writing and speaking skills.Know more. Acquire new job related knowledge that helps you to perform tasks more efficiently and effectively. This will relive boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often results in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done.

Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This help to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy stress management techniques.4.3 Factors Affecting Job Satisfaction In todays competitive environment organizations thrive and survive on their human resources. Values, attitudes, perceptions and behaviour, which form these resources, influence employee performance. It is a key factor in realising organizational and individual goals that in turn greatly depends on individuals self-motivation and job satisfaction. CrucialHR must ensure pursuance of right assignment by the employee

at the recruitment and selection stage itself. HR should consider value systems as key credentials along with abilities and experience to be compatible with that of the organization. Organizations, which give due recognition to the perceptions, attitudes, motivation and learning abilities of employees, successfully create an efficient workforce. Efficient workforces identify themselves with the organizations mission and aid in its success.

How toachieve? Attitudes influence behaviour and are the indicators of potential problems an organization might encounter. HR must help employees to cope with frustrations and sustain job satisfaction. Motivated employees stay on for long to achieve their goals. Job responsibilities, achievements, growth, self-fulfillment and recognition enhance job satisfaction levels. A candid interaction of managers with employees helps develop good relationships. Continuous coaching and genuine appreciation by the managers also enhances job satisfaction.

To cultivate an attitude of excellence in their employees, managers must provide a certain degree of autonomy. Organizations and managers desirous of excelling must therefore, work toward ensuring employee job satisfaction. A happy worker is a productive worker. The Hawthorne studies conducted at an electrical plant in Chicago from 1924-1932 revealed that employee morale and satisfaction increase productivity. Since then, management has pursued the topic of job satisfaction, as it is believed to enhance performance, reduce absenteeism, retain qualified workers and establish smooth employment relations.

Job satisfaction is a pleasurable or emotional state resulting from the appraisal of ones job and experience. (Locke: 1976). It is important to realise that these attitudes vary according to individual experiences and expectations and hence there is no single unitary concept of job satisfaction.

Measures of job satisfaction: Unlike other psychometric tools, used to test a sample of behaviour, measures of job satisfaction are prone to subjectivity. However a battery of tests can be conducted to make accurate predictions. One approach is the Global Measure, which measures the overall satisfaction of the job. The second approach is the Facet Measure where satisfaction is measured on each aspect of the job.

Hoppock, the earliest investigator in this field, in 1935 suggested that there are six major components of job satisfaction. These are as under: The way the individual reacts to unpleasant situations,

The facility with which he adjusted himself with other person

The relative status in the social and economic group with which he identifies himself

The nature of work in relation to abilities, interest and preparation of worker

Security

Loyalty

Herberg, mausaer, Peterson and capwell in 1957 reviewed more than 150 studies and listed various job factors of job satisfaction. These are briefly defined one by one as follows:1. Intrinsic aspect of job

It includes all of the many aspects of the work, which would tend to be constant for the work regardless of where the work was performed.2. Supervision

This aspect of job satisfaction pertains to relationship of worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction.3. Working conditions

This includes those physical aspects of environment which are not necessary a part of the work. Hours are included this factor because it is primarily a function of organization, affecting the individuals comfort and convenience in much the same way as other physical working conditions.4. Wage and salaries

This factor includes all aspect of job involving present monitory remuneration for work done.

5. Opportunities for advancement

It includes all aspect of job which individual sees as potential sources of betterment of economic position, organizational status or professional experience.6. Security

It is defined to include that feature of job situation, which leads to assurance for continued employment, either within the same company or within same type of work profession.7. Company & management

It includes the aspect of workers immediate situation, which is a function of organizational administration and policy. It also involves the relationship of employee with all company superiors above level of immediate supervision.8. Social aspect of job

It includes relationship of worker with the employees specially those employees at same or nearly same level within the organization.9. Communication

It includes job situation, which involves spreading the information in any direction within the organization. Terms such as information of employees status, information on new developments, information on company line of authority, suggestion system, etc, are used in literature to represent this factor.10. Benefits

It includes those special phases of company policy, which attempts to prepare the worker for emergencies, illness, old age, also. Company allowances for holidays, leaves and vacations are included within this factor.

4.4 Causes of job satisfaction/dissatisfaction

Since job satisfaction is subjective to individual experience and expectation, personality often plays an influential role. Stable personality traits could influence satisfaction or dissatisfaction at work. Type A personalities tend to be more aggressive, set high standards for themselves and therefore are more susceptible to job dissatisfaction. In contrast, Type Bs seem to be more relaxed and, this may reflect on their attitudes towards work. Today, there is an increasing interest in the concept of the person job- fit theory. The managerial implications are that people who get themselves into the right job that fit their attitudes and personalities seem to be more satisfied.

The characteristics of the job may also influence one is attitude towards it. This could include the physical environment like lighting, temperature and space. Work, when too difficult or easy can lead to dissatisfaction. Reward is viewed as satisfactory only when it is equitable and is in line with expectations. A friendly and supportive group at work is conducive to job satisfaction. REASONS OF LOW JOB SATISFACTION

Reasons why employees may not be completely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisors.

3. Not being opportunity paid for what they do.

4. Have little or no say in decision making that affect employees.

5. Fear of loosing their job.

EFFECTS OF LOW JOB SATISFACTION

1. HIGH ABSENTEEISM

Absenteeism means it is a habitual pattern of absence from duty or obligation.

If there will be low job satisfaction among the employees the rate of absenteeism will definitely increase and it also affects on productivity of organization.

In the above diagram line AB shows inverse relationship between job satisfaction and rate of turn over and rate of absenteeism. As the job satisfaction is high the rate of both turns over and absenteeism is low and vise a versa.

2. HIGH TURNOVERIn human resource refers to characteristics of a given company or industry relative to the rate at which an employer gains and losses the staff.

If the employer is said to be have a high turnover of employees of that company have shorter tenure than those of other companies.

3. TRAINING COST INCREASESAs employees leaves organization due to lack of job satisfaction. Then Human resource manager has to recruit new employees. So that the training expenditure will increases.

Factors Influencing Job SatisfactionThe major factors influencing job satisfaction are presented below: SupervisionTo a worker, Supervision is equally a strong contributor to the job

satisfaction as well as to the job dissatisfaction. The feelings of workers

towards his supervisors are usually similar to his feeling towards the

company. The role of supervisor is a focal point for attitude formation.

Bad supervision results in absenteeism and labor turnover. Good

supervision results in higher production and good industrial relations.

Co-WorkersVarious studies had traced this factor as a factor of intermediate

importance. Ones associates with others had frequently been motivated

as a factor in job satisfaction. Certainly, this seems reasonable because

people like to be near their friends. The workers derive satisfaction when

the co-workers are helpful, friendly and co-operative.

PayStudies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative

important of pay would probably changing factor in job satisfaction or

dissatisfaction.

AgeAge has also been found to have a direct relationship to level job of

satisfaction of employees. In some groups job satisfaction is higher with

increasing age, in other groups job satisfaction is lower and in other

there is no difference at all.

Marital StatusMarital status has an important role in deciding the job satisfaction.

Most of the studies have revealed that the married person finds

Dissatisfaction in his job than his unmarried counterpart. The reasons

stated to be are that wages were insufficient due to increased cost of

living, educations to children etc.

EDUCATION

Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However, educated workers felt less satisfied in their job. Working ConditionThe result of various studies shows that working condition is an

important factor. Good working atmosphere and pleasant surroundings

help increasing the production of industry. Working conditions are more

important to women workers than men workers. WHAT IS THE IMPACT OF JOB SATISFACTION?

Many managers subscribe to the belief that a satisfied worker is necessarily good worker. In other words, if management could keep the entire workers happy, good performance would automatically fallow. There are two propositions concerning the satisfaction performance relation ship. The first proposition, which is based on traditional view, is that satisfaction is the effect rather than the cause of performance. This proposition says that efforts in a job leads to rewards, which results in a certain level of satisfaction .in another proposition, both satisfaction and performance are considered to be functions of rewards.

Various research studies indicate that to a certain extent job satisfaction affects employee turn over, and consequently organization can gain from lower turn over in terms of lower hiring and training costs. Also research has shown an inverse relation between job satisfaction and absenteeism. When job satisfaction is high there would be low absenteeism, but when job satisfaction is low, it is more likely to lead a high absenteeism.

WHAT JOB SATISFACTION PEOPLE NEED? Each employee wants:1. Recognition as an individual

2. Meaningful task

3. An opportunity to do something worthwhile.

4. Job security for himself and his family

5. Good wages

6. Adequate benefits

7. Opportunity to advance

8. No arbitrary action- a voice a matters affecting him

9. Satisfactory working conditions

10.Competence leadership- bosses whom he can admire and

respect as persons and as bosses.

However, the two concepts are interrelated in that job satisfaction can contribute to morale and morale can contribute to job satisfaction. It must be remembered that satisfaction and motivation are not synonyms. Motivation is a drive to perform, where as satisfaction reflects the individuals attitude towards the situation. The factors that determine whether individual is adequately satisfied with the job differs from those that determine whether he or she is motivated. The level of job satisfaction is largely determined by the comfits offered by the environment and the situation . Motivation, on the other hand is largely determine by value of reward and their dependence on performance. The result of high job satisfaction is increased commitment to the organization, which may or may not result in better performance.A wide range of factors affects an individuals level of satisfaction. While organizational rewards can and do have an impact, job satisfaction is primarily determine by factors that are usually not directly controlled by the organization. A high level of job satisfaction lead to organizational commitment, while a low level, or dissatisfaction, result in a behavior detrimental to the organization. For example, employee who like their jobs, supervisors, and the factors related to the job will probably be loyal and devoted. People will work harder and derive satisfaction if they are given the freedom to make their own decisions.

4.5 Gallup Theory of Job SatisfactionEmployee engagement is the level of commitment and involvement an employee has towards their organization and its values. An engaged employee is aware of business context, and works with colleagues to improve performance within the job for the benefit of the organization. It is a positive attitude held by the employees towards the organization and its values. The paper focuses on how employee engagement is an antecedent of job involvement and what should company do to make the employees engaged. The paper also looks at the Gallup 12 point questionnaire, twelve-question survey that identifies strong feelings of employee engagement and the steps which shows how to drive an engaged employee. Categories of Employee Engagement/ SatisfactionAccording to the Gallup the Consulting organization there are there are different types of people:-Engaged-"Engaged" employees are builders. They want to know the desired expectations for their role so they can meet and exceed them. They're naturally curious about their company and their place in it. They perform at consistently high levels. They want to use their talents and strengths at work every day. They work with passion and they drive innovation and move their organization forwardNot Engaged- Not-engaged employees tend to concentrate on tasks rather than the goals and outcomes they are expected to accomplish. They want to be told what to do just so they can do it and say they have finished. They focus on accomplishing tasks vs. achieving an outcome. Employees who are not-engaged tend to feel their contributions

are being overlooked, and their potential is not being tapped. They often feel this way because they don't have productive relationships with their managers or with their coworkers.Actively Disengaged-The "actively disengaged" employees are the "cave dwellers. Theyre "Consistently against Virtually Everything." They're not just u unhappy at work; theyre busy acting out their unhappiness. They sow seeds of negativity at every opportunity. Every day, actively disengaged workers undermine what their engaged

coworkers accomplish. As workers increasingly rely on each other to generate products and services, the problems and tensions that are fostered by actively disengaged workers can cause great damage to an organization's motioning.CH. 5RESEARCH METHODOLOGY

Meaning of Research

Sources of Data

Data Collection Method

Sampling Plan

5.1 Meaning of Research MEANING OF RESEARCH: Research is defined as a scientific & systematic search for pertinent information on a specific topic. Research is an art of scientific investigation. Research is a systemized effort to gain new knowledge. It is a careful inquiry especially through search for new facts in any branch of knowledge. The search for knowledge through objective and systematic method of finding solution to a problem is a research.

RESEARCH METHODOLOGY:Research can be defined as systemized effort to gain new knowledge. A research is carried out by different methodologies which have their own pros and cons. Research methodology is a way to solve research in studying and solving research problem along with the logic behind them are defined through research methodology. Thus while talking about research methodology we are not only talking of research methods but also considered the logic behind the methods. Research methodology is a strategy that guides a researcher in providing answers to research questions and for this research survey is being done.Research has its special significance in solving various operational and planning problems of business and industry. Research methodology is the way to systematically solve the problem.

METHODOLOGY ADOPTED: Questionnaire design:-

The survey is being done of visiting employees and the questionnaire was designed in an easily understandable way so that the respondents may not have any difficulty in answering them and the meaning of the questions can not be perceived wrongly. The questionnaire contains all the essential parameters and details about the employees satisfaction level.

REASON FOR ADOPTING QUESTIONNAIRE METHOD:-

The questionnaire method is used because of following reasons: Easiest method to find out the solution of a group.

Good way to take the interview of a bunch of people called survey.

Helps to analyze the data among the alternatives by using statistical method

Easy to understand & enteritis data for the quantitatively as well as qualitatively result. DEVELOPMENT OF WORKING HYPOTHESIS:-

The hypothesis could be developed by discussing with the concerning department heads and guides about this exploratory research and reached to the conclusion that the data is to be collected by personal interaction with the employees, asking them about the roles and responsibilities and the improvement required. The information given by respondent is unbiased.

SOURCES OF DATA There are mainly two types of source of data are available; [1] Primary Data

[2] Secondary Data Primary Data:- Any data which are collected at the first hand either by the researcher or by someone else especially for the purpose of the study are known as Primary Data.

In this report I have gathered Primary Data with the help of Questionnaire, Personal meeting with the head and staff members.

Secondary Data: Any data which have been gathered earlier for some other purpose is Secondary Data in the hands of Marketing Researcher thus Primary data collected by one person may become the secondary data for others.

In this report I have collected necessary information with the help of secondary data like Books of Reference Books, Websites, Past records, Magazines and Brochures.5.3 Data Collection Method: There are many ways to collect the information and data to be needed. I have collected data from survey. There are two types of survey method:

1. Sample Survey

2. Census Survey

5.4 SAMLING PLAN

A sample is the representative of the population which will predict the satisfaction level of employees at BATLIBOI LTD.The sampling size put under two categories: Probability sampling and non probability sampling. Probability Sampling:-This is the process of selecting the elements or group of elements from a well defined by such procedure which gives every element in the population an equal chance of being selected for observation. The Sampling method used for this survey is the area sampling which is the sub type of probability sampling.

Reasons for sampling:

There are four major reasons, pertaining especially situations, for deciding to take sample:

Decision makers have a time frame in which to make a decision based on whatever information can be obtained in that period. The cost of gathering information is a compelling consideration in favour of sampling.

The accuracy of the information may not be justifiably enhanced by taking a complete enumeration.

The uses of sampling techniques are also warranted in situations in which the measuring of a particular element from a group destroys the elements or render them useless after examination. [1] SAMPLING SIZE:-

Large sample gives a reliable result than a sample. However it is not feasible to target entire population or even a substantial portion to achieve a reliable result. So, in this aspect selecting the sample to study is known as sample size. Hence, for my project my sample size was 50. The sample consist of and Business class people- like HOD, Officers. Of the BATLIBOI LTD.[2] SAMPLING AREA:- The study is conducted in employees of BATLIBOI LTD. [3] SAMPLING TECHNIQUE:- The researcher has used probability sampling in which stratified random sampling is used.

EXECUTION OF THE PROJECT:-

It is the very important step in the research process. Accurate findings depend on how to systematically the study has been carried out in time so that it can make some sense when required. I have executed the project after prior discussion with the guide structured in following steps:-

(Preparation of Questionnaire.

(Collection of list of the employees, personal interview of the employees and more interaction so it is possible and the variety of responses can be registered to have a good data for analysis.

CH. 6DATA ANALYSIS

&

INTERPRETATION

1). I know what is expected from me at work.

Expected From Work Place

Satisfaction LevelRespondencePercentage

Agreed3570

Neutral1020

Disagreed510

Total50100

Interpretation:Above table shows that the overall 70% of the respondents are satisfied with knowing that what expectation from them at work place. and remaining 20% of the respondents given neutral answer and rest 10 % are totally disagreed. It shows that most of the employees are satisfied with companys clear job profile description.2). I have the materials and equipment what I need to do work right.

Materials & Equipment needed for Right Work

Satisfaction LevelRespondencePercentage

Agreed4386

Neutral510

Disagreed24

Total50100

Interpretation:This table shows that the overall 86% of the respondents are agreed with that they provided proper equipment and facilities from company. and 10% of the respondents given neutrally satisfied with their requirement and other 4 % are not at all agreed with equipment requirement fulfill ness It means up to 90% employees are satisfied with materials and equipment at work place.3). At work, I have the opportunity to do what I can do best every day.Having Opportunity for Best Work

Satisfaction LevelRespondencePercentage

Agreed3672

Neutral1122

Disagreed36

Total50100

Interpretation:In above table we can shows that the overall 72% of the respondents are agreed and satisfied which opportunity they are getting but 22% are neutrally answered and other 6% are disagreed means unhappy with opportunity what company giving them.4). In the last seven days, I have received recognition or

Praise for doing good work?Received Reorganization & Praise for good work

Satisfaction LevelRespondencePercentage

Agreed3774

Neutral816

Disagreed510

Total50100

Interpretation:For the reorganization their satisfaction level just 74% and 16% respondents answers neutrally and 10% employees are not getting reorganization. It shows that reorganization system need improvement. 5). My supervisor, or someone at work, seems to care about me as a Person?Getting Care from Supervisor

Satisfaction LevelRespondencePercentage

Agreed3264

Neutral1122

Disagreed714

Total50100

Interpretation:This table shows that from 100% there are 64% of the respondents are agreed by that they are treated well and also taken care by superior as parallels 22% employees are accepting it neutrally and 14% are disagreed and dissatisfied with the same.6). There is someone at work who encourages my development.Getting Encouragement for my work

Satisfaction LevelRespondencePercentage

Agreed4080

Neutral714

Disagreed36

Total50100

Interpretation:In above table we can shows that the overall 72% of the respondents are agreed and satisfied which opportunity they are getting but 22% are neutrally answered and other 6% are disagreed means unhappy with opportunity what company giving them.7). At work, my opinions seem to count.Consider my Opinion

Satisfaction LevelRespondencePercentage

Agreed3672

Neutral918

Disagreed510

Total50100

Interpretation:As per described above structure 72% employees opinions consider by their seniors other 18% are thinking whether their opinion is considered or not and 10% employees feelings that there is no important given to them. All over wait age is good in employees group and it shows that company giving equally opportunity.8). The mission/purpose of my company make me feel my job is Important.My Job is Important

Satisfaction LevelRespondencePercentage

Agreed4182

Neutral714

Disagreed24

Total50100

Interpretation:This question is it self very necessary to know that how much employees are sincerely doing their job and feels proud towards own job that kind of employees are 82% and 4% people fully not aware about it another side 14%employees answers neutrally regarding this question. In end we can say the whole result id above average.9). My associates (fellow employees) committed to doing

quality work?Associates have good work Quality

Satisfaction LevelRespondencePercentage

Agreed3774

Neutral918

Disagreed48

Total50100

Interpretation:Answer of the given question is as 74% employees have knowing that how their colleges are performing their role in company. For the same 18% are answered neutrally about it and 8% dont know anything about their associates employees. This is shows little bit co-ordination between employees result id above average.10). I have a best friend at work.Have a friend at work place

Satisfaction LevelRespondencePercentage

Agreed2958

Neutral1428

Disagreed714

Total50100

Interpretation:For the above question there are very less agreed results it just 58% people have good relation in organization and 28% are doesnt given perfect reply and for the same 14% has disagreed to keep or having friendship or any other relationship at work palace. That means there are lack of trust and so0ordination between them.11). In the last six months, has someone at work talked to me about my Progress?Concern about my progress

Satisfaction LevelRespondencePercentage

Agreed3162

Neutral1326

Disagreed612

Total50100

Interpretation:In this progress related question employees response is very much less in comparison of others here agreeableness is 62% and neutral reply is very high and then aster 12% are disagreed by what progress they getting in company.12). In the last year, I had opportunities at work to learn and

grow.Opportunity at Work place for learn & growth

Satisfaction LevelRespondencePercentage

Agreed4284

Neutral510

Disagreed36

Total50100

Interpretation:As per above replied we find 84% employees are thinking that by their job they learning more but at the same time some are not fully satisfied 10% answer neutrally and rest 6% not at all satisfied with the same. In sort we can say employees are g