employee job satisfaction

EMPLOYEE JOB SATISFACTION

IN RAIN CEMENTS LIMITED, SREEPURAM

A project report submitted to Rayalaseema University, Kurnoolfor the partial fulfillment of Degree of

BACHELOR OF BUSINESS

MANAGEMENT

Submitted by

K.SRUJANAReg.No.1113030

Under the Supervision of

POTHULA RATNA REDDYAssistant Professor

DEPARTMENT OF MANAGEMENT STUDIES

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SRI RAMAKRISHNA DEGREE & P.G.

(AUTNOMOUS) COLLEGE

SBI Colony, Nandyal - 518501

(2011-2014)

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SRI RAMAKRISHNA DEGREE & P.G.

(AUTONOMOUS) COLLEGERecognized by Govt. of A.P. and Affiliated to Rayalaseema University, Kurnool.

(Approved by AICTE, Govt. of India, New Delhi)

Asst. Prof. POTHULA RATNA REDDY,

CERTIFICATE

This is to certify that Ms. K.SRUJANA, Reg.No. 1113030, has successfully completed

the project entitled “EMPLOYEE JOB SATISFACTION IN RAIN CEMENTS LIMITED,

SREEPURAM” in partial fulfillment for the award of the Degree “BACHELOR OF BUSINESS

MANAGEMENT” of Rayalaseema University, Kurnool during the academic years 2011 – 2014.

Place: Nandyal.

Date:

Project Guide

Mr. P.RATNA REDDY MBA,

(Assistant professor)

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DECLARATION

I do here by declare that the project titled “EMPLOYEE JOB SATISFACTION IN RAIN

CEMENTS LIMITED, SREEPURAM” submitted by me in partial fulfillment for the award of the

Degree “BACHELOR OF BUSINESS MANAGEMENT” of “RAYALASEEMA UNIVERSITY,

KURNOOl”. It has not been submitted previously in part or full to any University or Institute for any

degree or diploma.

(K.SRUJANA)

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CERTIFICATE

This is to certify that K.SRUJANA Regd. No. 1113030 has successfully completed the

project titled “EMPLOYEE JOB SATISFACTION IN RAIN CEMENTS LIMITED,

SREEPURAM” and submitted in partial fulfillment for the award of the Degree of “BACHELOR OF

BUSINESS MANAGEMENT” of Rayalaseema University, Kurnool.

DIRECTOR

Prof. G.CHANDRA SEKHAR RAO,

M.A., Ph.D.

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ACKNOWLEDGEMENT

I would like to render my heartfelt thanks to Sri Ramakrishna Degree & P.G (Autonomous) College,

Nandyal, Kurnool (Dist) and Rain Cement Limited who gave me the opportunity to work on this

project. This project draws inspiration and wisdom from the efforts and support of many individuals

I am grateful to Dr. G. RAMA KRISHNA REDDY, M.Com, PhD, Principal of Sri Rama

Krishna Degree & P.G (Autonomous) College, Nandyal. For granting me the permission to earn on

the Project Work

I am also grateful to Dr. G. CHANDRA SEKHAR RAO, MA, PhD, Director of Sri Rama

Krishna Degree & P.G (Autonomous) College, Nandyal. For granting me the permission to carry on

the Project Work.

I also express my thanks to P.RATNA REDDY, Asst. Professor, Department of Business

Management studies who is my internal guide in making this project more meaningful.

I express my heartful thanks to Mr. Y. Keshava Reddy, HR Manager of “RAIN

CEMENTS LIMITED, SREEPURAM” for giving me an opportunity to do my project and providing

me with necessary information and guidance.

K.SRUJANA

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TABLE OF CONTENTS

CHAPTER NUMBERS CONTENTS

PAGE NO.

CHAPTER-1

INTRODUCTION 1 -

10

CHAPTER-2

RESEARCH DESIGN

11 - 12

NEED OF THE STUDY 13

SCOPE OF THE STUDY

14

OBJECTIVES OF THE STUDY 15

LIMITATIONS OF THE STUDY

16

CHAPTER-3

INDUSTRY PROFILE 17

- 19

COMPANY PROFILE

20 - 29

CHAPTER-4

DATA ANALYSIS & INTERPRETATION

30 - 46

CHAPTER-5

FINDINGS 47

SUGGESTIONS 48

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ANNEXURE

BIBLIOGRAPHY

49

QUESTIONNAIRE

50 - 53

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is a relatively new approach to managing People in any ‘organization, People are considered the key resource in this approach. It is concerned with the people dimension in management of an organization. Since an organization is a body of people, their acquisition, development of skills, motivation for higher levels of attainments, as well as ensuring maintenance of their level of commitment are all significant activities. These activities fall in the domain of HRM. Human Resource Management is a process, which consists of four main activities, namely, acquisition, development, motivation, as well as maintenance of human resources.

Scott, Clothier and Spriegel : have defined Human Resource Management as branch of with management that which is responsible on a staff basis for

concentrating on those aspects of operations which are primarily concerned the relationship of management to employees and employees to employees and with the

development of the individual and the group. Human Resource Management is responsible for maintaining good human relations in the organization. It is also concerned with development of individuals and achieving integration of goals of the organization. And those of the individuals.

French wendell defines ―Human resource management as the recruitment, selection, development, utilization, compensation and motivation of human resources by the organization. . According to Edwin B. Flippo, ―Human resource management is the planning, organizing, directing and controlling of the procurement, development, resources to the end that individual and societal objectives are accomplished‖. This definition reveals that human resource (HR) management is that aspect of management, which deals with the planning, organizing, directing and controlling the personnel functions of the enterprise

OBJECTIVIES OF HUMAN RESOURCE MANAGEMENT

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According to Scott, Clothier and Spriegal, ―The objectives of Human Resource Management, in an organization, is to obtain maximum individual development, desirable working relationships between employers and employees , and to affect the moulding of human resources as contrasted with physical resources. The basic objective of human resource management is to contribute to the realization of the organizational goals. However, the specific objectives of human resource management are as follows

1. To ensure effective utilization of human resources, all other organizational resources will be efficiently utilized by the human resources.

2. To establish and maintain an adequate organizational structure of relationship among all the members of an organization by dividing of organization tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organization.

3. Employees through training and education.

4. To ensure respect for human beings by providing various services and welfare facilities to the personnel.

5. To ensure reconciliation of individual/group goals with those of the organization in such a manner that the personnel feel a sense of commitment and loyalty towards it.

6. To identify and satisfy the needs of individuals by offering various monetary and non-monetary rewards.

7. To generate maximum development of human resources within the organization by offering opportunities for advancement to

In order to achieve above objective human resourceManagement undertakes the following objectives

1. Human Resource Planning, i.e., determining the number and kinds of personnel required to fill various positions in the organization.

2. Recruitment, selection and placement of personnel, i.e., employment function.

3. Training and development of employees for their efficient performance and growth.

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4. Appraisal of performance of employees and taking corrective steps such as transfer from one job to another.

5. Motivation of workforce by providing financial incentives and avenues of promotion.

6. Remuneration of employees. The employees must be given sufficient wages and fringe benefits to achieve higher standard of living and to motivate them to show higher productivity.

7. Social security and welfare of employees.

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The main functions of human resource management are classified into two categories:

(a) Managerial Functions and (b) Operative Functions

Managerial functions

Following are the managerial functions of Human Resources Management.

1. Planning:

The planning function of human resource department pertains to the steps taken in determining in advance personnel requirements, personnel programmes, policies etc. After determining how many and what type of people are required, a personnel manager has to devise ways and means to motivate them.

2. Organization:

Under organization, the human resource manager has to organize the operative functions by designing structure of relationship among jobs, personnel and physical factors in such a way so as to have maximum contribution towards organizational objectives. In this way a personnel manager performs following functions: (a) force; (b) allocation of work to individuals; (c) integration of the efforts of preparation of task the task force; (d) coordination of work of individual with that of the department.

4. Directing:

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Directing is concerned with initiation of organized action and stimulating the people to work. The personnel manager directs the activities of people of the organization to get its function performed properly. A personnel manager guides and motivates the staff of the organization to follow the path laid down in advance.

5. Controlling:

It provides basic data for establishing standards, makes job analysis and performance appraisal, etc. All these techniques assist in effective control of the qualities, time and efforts of workers.

Operative functions

Management The following are the Operative Functions of Human Resource

1. Procurement of Personnel

It is concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organization goals. It deals specifically with such subjects as the determination of manpower requirements, their recruitment, selecting, placement and orientation, etc.

2. Development of Personnel :

Development has to do with the increase through training, skill that is necessary for proper job performance. In this process various techniques of training are used to develop the employees. Framing a sound promotion policy, determination of the basis of promotion and making performance appraisal are the elements of personnel development function.

3. Compensation to Personnel :

Compensation means determination of adequate and equitable remuneration of personnel for their contribution to organization objectives. To determine the monetary compensation for various jobs is one of the most difficult and important function of the personnel management. A number of decisions are taken into the function, viz., job-evaluation, remuneration, policy, inventive and premium plans, bonus policy and co-partnership, etc. It also assists the organization for adopting the suitable wages and salaries, policy and payment of wages and salaries in right time.

Maintaining Good Industrial Relation :

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Human Resource Management covers a wide field. It is intended to reduce strifies, promote industrial peace, provide fair deal to workers and establish industrial democracy. It the personnel manager is unable to make harmonious relations between management and industrial unrest will take place and millions of man-days will be lost. If labour management relations are not good the moral and physical condition of the employee will suffer, and it will be a loss to an organization vise-a-visa nation. Hence, the personnel manager must create harmonious relations with the help of sufficient communication system and co-partnership.

JOB SATISFACTION

INTRODUCTION:

For the first time, in 1935 the concept of Job Satisfaction gained currency through the publication of a monograph by Hoppock on 'Job Satisfaction'. He reviewed 32 studies on job satisfaction conducted prior to 1933 and observed that Job Satisfaction is a combination of psychological, physiological and environmental circumstances that cause a person to say “I am satisfied with my job”.

Perhaps we can define job satisfaction as the end for the state of feeling. It is a person's attitude towards the job are equivalent to satisfaction where as negative attitude towards the job are equivalent to dissatisfaction.

MEANING :

Job satisfaction refers to a person's feelings of satisfaction on the job, which acts as motivation to work. It is not the self satisfaction, happiness of self-contentment but satisfaction on the job.

The term relates to the relationship between an individual and the employer for which he paid. Satisfaction does mean the simple feeling-state accompanying the attainment of any goal, the end state is feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence of motivation at work. Research workers differently described the factors contributing to job satisfaction and job dissatisfaction.

DEFINITION :

Job Satisfaction is defined as, “any combination of psychological and physiological and environmental circumstances that cause and person truthfully to say I am satisfied with my job”.

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--- HOPPOCK

Job satisfaction is defined as “the pleasurable emotional state resulting the appraisal of one’s job as achieving or facilitating the achievements of one’s job values.

AIM OF JOB SATISFACTION :

There are mainly three basic aims of Job satisfaction.

a) Economic Aim

b) Humanistic Aim

c) Theoretical Aim

The economic aim of job attitude research is that a satisfied employee will be more productive than dissatisfied employees

The humanistic aim of job attitude research is to make the work hours as pleasurable and as meaningful as possible.

The theoretical aim of job attitude research is to increase our understanding of man. Knowledge of the determinants of satisfaction and dissatisfaction at work can contribute appreciably to motivation and personality theory in particular and to psychological theory in general.

PROCESS:

Effort:

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Effort Performance

Intrinsic Rewards

Extrinsic Rewards

Perceived Equitable Rewards

Satisfaction

Effort refers to the amount of energy exerted by an employee on a given task. Perceived-reward probability refers to the individual's perception of the probability that differential rewards depend upon differential amounts of effort. These two factors are value of reward and perception of effort reward probability determines the amount of effort that the employee will put in.

Performance:

Effort leads to performance but both of these may not be equal. Performance means the ability and role perception of the individual. Thus, if an individual has little ability and inaccurate role perception, his performance may be ineffective in spite of his putting great efforts.

Rewards:

Rewards are of two types. They are intrinsic rewards and extrinsic rewards. Performance is seen as leading to intrinsic rewards such as sense of accomplishment and actualization and extrinsic rewards such as working conditions and status.

Perceived Equitable Rewards:

The individual tends to perceive fairness by considering his inputs and rewards on the job in comparison with those of other people. If this comparison shows that he is getting equal to others and he treated fairly and is satisfied. But if he finds himself getting less than others he feels dissatisfied. On rare occasions only he feels over-rewarded.

THEORIES OF JOB SATISFACTION :

There are vital differences among experts about the concept of Job Satisfaction. Basically there are four theories of Job Satisfaction. They are as follows:

1. Fulfillment Theory

2. Discrepancy Theory

3. Equity Theory

4. Two Factor Theory

Fulfillment Theory:

This theory measure satisfaction in terms of rewards a person receives or the extent to which his needs are satisfied. Further they thought that there is a direct relationship between job satisfaction and actual the actual satisfaction of the expected

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needs. The main difficult in this approach is that job satisfaction as observed by willing, is not only a function of what a person receives but also what he feels he should receive. There would be considerable difference in the accruals and expectations of persons. Thus, job satisfaction cannot be regarded as merely a function of how much a person receives from his job.

Discrepancy Theory :

The proponents of this theory argues that satisfaction is the function of what a person actually receives from his job situation and what he thinks he should receive or what he expects to receive. When the actual satisfaction derived is less than expected satisfaction, its result is dissatisfaction. “Job satisfaction and dissatisfaction are functions of the perceived relationship between what one wants from one’s job and what one perceives it is offering".

Equity Theory :

The proponents of this theory are of the view that a person's satisfaction is determined by his perceived equity, which in turn is determined by his input-output balance compared to his comparison of outers’ input-output balance. Input-output balance is the perceived ratio of what a person receives from his job relative to what he contributes to the job. This theory is of the view that both under the over rewards lead to dissatisfaction while the under-reward causes feelings of unfair treatment, over-reward leads to feelings guilt and discomfort.

Two-Factor Theory :

This theory was developed by HERZBERG, MANUSNER, PETERSON and CAPWELL who identified certain factors as satisfiers and dis satisfiers. Factors such as achievement, recognition, responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction. On the other hand, factors such as supervision, salary, working conditions etc., are dis-satisfiers, the absence of which causes dissatisfaction. Their presence however does not result in job satisfaction.

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FACTORS INFLUENCING JOB SATISFACTION :

There are different factors that influence Job satisfaction as follows.

Intrinsic Aspect of Job :

This factor was more frequently mentioned in studies an any of other nine factors. It includes many aspects of the work, which would tend to be constant for the work regardless of where the work was performed.

Supervision:

Those aspects of job situation mentioned second most frequently pertain to the relationship of the worker with his immediate superiors. Supervision, as a factor, generally influences job satisfaction.

Working Conditions :

The next most frequently mentioned factor includes those physical aspects of the working environment, which are not necessarily a part of the work.

They are more a function of the particular organization or company. Hours is also included in this because it is primarily a function of the organization, affecting the individual's comfort and convenience in the same way as involving hours have been separated from those involving other working conditions.

Wages:

It includes all aspects of the job involving present monetary remuneration for work done. This is one of the most homogeneous of major factors.

Security:

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Security is defined to include those features of the job situation, which lead to assurance for continued employment, either within the same company or within the same type of work. In some instances, this means that the opportunity for mobility is absent but continued employment is assured. In other cases, the immediate job continuation may not be as secure but there are sufficient opportunities for immediate re-employment elsewhere so that survival pressures and unstable labor demands arouse little or no anxiety in the worker.

Social Aspects of the job :

It includes all job aspects involved in the relationships of the worker with other employees, especially those employees at the same or nearly the same level within the organization. This factor includes all on-the-job contacts among these individuals, whether those contacts are for working and operating purposes or for more personal reasons. As with the supervision factor, social aspects as a general influence on job attitudes are also included in the analysis and comparisons.

Communication :

This factor includes those aspects of the job situation, which involve the spreading of information in any direction within the organization. Terms such as information of employee status, information on new developments, suggestion systems, instructions and orders, annual reports etc., are used in literature to represent this factor.

Benefits:

It includes all those specific phases of company policy, which attempt to prepare the worker for emergencies, illness, old age and hospitalization. Also, the company allowances for holidays leave and vacations are included within this factor.

Personal Variables :

Personal Variables like age, educational level, sex etc., are responsible for the satisfaction and dissatisfaction. If any of these are not satisfied then they will carry negative attitude and if they are satisfied they will carry a positive attitude.

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RESEARCH DESIGN

Every organization needs to have effective Human Resource. Human Resource is considered to be the most valuable asset in any organization. Now this study reveals the level of Job Satisfaction of employees in Rain Industries Limited.

The study is bounded up to the job satisfaction only, and to exactly focus the efficiency, best source and satisfactory rate. A study was conducted with a well-structured questionnaire and discussions with higher authorities. After that a final analysis was conducted to elaborate the statement of problem and to give the conclusion about the study.

Research Design is defined as the specification of methods and procedures for acquiring the information needed. It is a plan of gaining frame work for doing the collection of data. Generally the research designs are of three types. They are as follows:

1. Exploratory

2. Descriptive

3. Casual

Now the total study is of descriptive type because each and every item is clearly described

Research Design for Descriptive research studies :

Descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual or a group. In this research, the

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researcher must be able define clearly, what he wants to measure and must find a equate methods for measuring it along with a clear cut definition of 'population' he wants to study. The design in such studies must be rigid and not flexible and must focus attention on the following.

I. Formulating the objective of the study. II. Designing the methods of data collection.

III. Selecting the sample. IV. Collecting the data.

V. Processing and analyzing the data.VI. Reporting the findings.

Research Instrument :

The research instrument which is used in this study is questionnaire. A questionnaire consists of asset of questions presented to the respondents for their answer. The researcher has used questionnaire as the instrument of research, to collect the information. A questionnaire consists of both open ended and close ended questions and personally administered to the respondents.

SAMPLING DESINGS :

Sampling Unit :

Respondents have been selected from different wings of Rain Industries Limited.

Sampling Size :

The size of the sample is 80.

Sampling method :

The convenience sampling method has been used.

Sources of Date :

Two types of data can be considered for any research. They are :

1) Primary data

2) Secondary Data

Primary Data :

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This consists of original information gathered for specific purpose. The normal procedure is to interview people individually and / or in a group, to get the required data.

Secondary Data :

This consists of the information that have already been collected by someone else and which have already been passed through the statistical process. The data is collected either by published data or unpublished data. Usually published data are available in various publications such as books, magazines, journals, previous reports, news paper etc

NEED FOR THE STUDY

Human Resource is that type of resource, which needs some policies and procedures

for effective and smooth running of the organization. It is the sum total of inherent

abilities, acquired knowledge and skills represented by the talents and aptitudes of the

employed persons who comprise executive, supervisors. It may be noted that human

resources should' be utilized to the maximum possible extent, in order to achieve

individual and organizational goals. It is thus the employee's performance which

ultimately decides and attainment of goals. Thus, the employee performance can be

influenced by the job satisfaction. The Job Satisfaction plays a major role for the

employees in the organization. So, the need of study is to know how, the employees

are satisfied with their job in the RAIN Industries Limited.

Here it is also important to find out how the present topic i.e., "JOB SATISFACTION" affects the employees in the organization. So, the present study is conducted.

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SCOPE OF THE STUDY

The development of any organization is mainly depending on the satisfaction level of

the employees. So that teeny can perform well in the organization.

The company can analyze the level of employee’s satisfaction in their

organization.

The company can improve the working conditions, environment and other

policies to satisfy the employees based on the results of my survey.

They can implement my valuable suggestions to overcome many problems

faced by the organizations.

I can understand how actually an organization works and can get more insight

on the concept of job satisfaction.

I provide me a great opportunity to relate theoretical concept in my course to

the actual happenings in the organization.

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OBJECTIVES OF THE STUDY

.

To find that whether the employees are satisfied or not.

To analyze the company’s working environment.

To check the Degree of satisfaction of employees.

To find that they are satisfied with their job profile or not.

To find that employees are working with their full capabilities or not.

To find out that employees are satisfied with work environment.

To study that employees are satisfied with welfare measure are not.

To study the employees are satisfied with quality of work life

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LIMITATIONS OF THE STUDY

o Following are some of the limitations while conducting the research on Job Satisfaction in Rain Industries Limited.

The period of study, having been very short hindered the duration of the project work. Hence the work was not undertaken up to the expected level.

Due to the time constraint, only a small sample size was selected.

Busy schedule of the executives also affected to some extent.

As all the departments are considered the study became some what risky.

There is a chance for bias in the information given by the respondents.

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INTRODUCTION:

The Indian cement industry is the second largest in the world after China, in terms of quality, productivity and efficiency it compares with the best anywhere. Cement is a key infrastructure industry. It has been decontrolled from price and distribution on 1st march, 1989 and delicensed on 25th July, 1991.

CEMENT INDUSTRY HISTORICAL PERSPECTIVE:

Cement like steel is one of basic materials for the technical development of the country. Cement as a building material has been known in one form or another since the time of ancient Sindh-Civilization at Mohenjo-Daro in India. Manufacturing is relatively of recent origin. Cement industry lies one of the major and oldest established manufacturing industries in the modern sector of Indian economy. It is indigenous industry in which the company is well endowed with all the necessary raw materials, skilled manpower, equipment and machine technology.

The information about the preparation and use of cement before 18th century was scanty. Egyptians are known as the first users of cement. The Greek Civilization used some form of mortar but Romans has developed it.

CEMENT INDUSTRY IN INDIA:

In India it came to be established during the beginning of 20th century. In fact the cement era in India commenced with the establishment of a small cement factory at WASHERMANPET in Madras in 1904 by South India Industry Limited a company that dates back to 1879. The potential capacity of this plant was only 10,000 metric

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tones per annum. India is ranked 4th the world after China. Japan and USA in cement production.

Cement Industry in India is 8 decades old. This factory commenced its production in 1914 at the rate of 199 metric tones per day. This company adopted ‘DRY PROCESS’. This plant had easy of lime stone quarries of Porbandar. This initial attempt could cause the attempt of two or more factories.

One at Kathy (M.P) another at Lechery (Rajasthan) by Kathy Cement Limited and Bundy Portland Cement Limited respectively in January 1915 and December 1916.

As selling prices remained low and the output could not be raised the desired rate. There was unsatisfied demand for the materials. On February 28th 1982 when Government of India announced the partial decontrol of cement, it marked the beginning new era for the cement industry.

A new impetus to the cement industry was provided during the post Independence period through setting up of targets for Cement production.

CEMENT INDUSTRY IN ANDHRA PRADESH:

Cement was first manufactured in America in year 1875. In India, in 1914 the India Cement Company was established a cement factory at Portland. Andhra Pradesh is the second largest cement production state in India, one-third of lime stone (138crore tones) is available in A.P.I.A.P. The cement production was started in 1936 with two factories. Of these two factories one is Andhra Cement Company Limited and Krishna Cement Factory. One is on the side of Krishna River and another is in between Krishna and Guntur Districts respectively. In 1955, one more factory was established at Adhoni in Kurnool District named as Panyam Cement and mineral industry. At e same time one more factory was established at Macharla in Guntur District at the end of July 1985 the total capital invested on Cement industry was Rs.427.87Iakhs and provided employment for 1262 persons and 19 factories were functioning with a production of 85 lakh tones.

Today there are 18 large scale cement plants and 18 mini cement plants in the state, with the total capacity of 180 crore tones per annum and it is expected to rise to 2.15crore tones in the year 1989 to 1990. Our state consumes 271akhs of cement per annum. The remaining production is distributed to other states. Power cut is the main reason for low production in Andhra Pradesh. Due to their heavy coal prices railway freight etc., it is very difficult to service the cement industry in Andhra Pradesh.

It is almost entirely home ground, built indigenously and using locally source inputs. In other words, the hardware and software that run the industry are mostly Indian. Barring one or two exceptional years, it performs in the last two decades has been quite consistent and commendable in terms of modernization expansion, growth in production, improvements in productivity and cost efficiency.

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According to the Cement Manufactures Association (CMA), the industry has an installed capacity of over 137 million tones from 124 plants of 56 member Companies. Most of this capacity is modern and based on the energy efficient dry process technology. There are as many as 64 plants of a million tones of more capacity. However, the minimum economic size has increased to two million tones a year.

The Indian Cement Industry plays a key role in the national economy, generating substantial revenue for state and central government. It is the third highest contributor in terms of excise duty of over Rs. 3,500crores a year. Sales tax yield around Rs. 3,200 Crores to State Government. Royalties octal and other eases add another RS.1500crores. The industry employee's work force of over of 1.5 lakh persons and support a further complement of 12 lakhs people engaged indirectly.

The share of roads in transport of cement is nearly 60 percent while 39 percent is moved by Rail. In recent years, sea routes are used increasingly to markets on the western coast.

To establish and maintain an adequate organizational structure of relationship among all the members of an organization by dividing of organization tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organization.

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COMPANY PROFILE

The company was incorporated on 15th March, 1974 under the name “TADIPATRI CEMENTS LIMITED” and the certificate of commencement of business was obtained on 10th April 1974. The name of the company was changed as “PRIYADARSHINI CEMENTS LTD” on May 1984. The plan was commissioned at 15th August, 1986.

The PRIYADARSHINI CEMENTS LTD has setup a 2500 tpd of cement. It is a major producer of ordinary Portland cement and other specialized cement. It is situated at Kodada in Nalgonda District of A.P. with Annual capacity of 7.5 lakhs metric tones.

In 1999 April, 9th NCC Plant at Racharla near Dhone in Kurnool district was taken by “PRIYA CEMENT” with Annual capacity of 7.5 lakhs metric tones.

In 2000 the company name has been changed to M/s RAIN INDUSTRIES LIMITED” by taking funds from their sister concern M/s RAIN CALCINING LTD.

Location of the plant at the place is having the following advantages.

Location in industrial belt of Rayalaseema with sophisticated like water, electricity, labour, transportation etc.

Present of best suited lime stone proved scientifically for cement.

Low free lime to ensure reduced surface cracks.

Low heat of hydration is for better soundness.

Low magnesia content to ensure reduced tensile cracks.

Specially designed setting time to suit Indian working conditions.

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The company was established with German technology and marketing the following grades of cement.

1. Ordinary Portland cement (OPC)

a. 43 Grade – Priya Special

b. 53 Grade – Priya Gold

2. Pozzalana Portland Cement (PPC)

3. Sulphate Resistant Cement (SRC)

PROMOTERS:

Promoters are Sri N. Radha Krishna Reddy, Chairman

Sri N. Jagan Mohan Reddy, Managing Director

Sri N. Sujith Kumar Reddy, Executive Director.

ORGANIZATIONAL STRUCTRE:

The organizational structure of PRIYA is simple and flat. The employees are assigned grades based on their pay packages. These grades are not based on the job responsibilities may have different grades for reasons like duration of association with the company.

PresidentVice PresidentManaging DirectorExecutive Director Marketing

Finance

Production

Personal Department

General Manager

General Manager

General Manager

General Manager

Senior Manager

Senior Manager

Senior Manager

Senior Manager

Managers

Managers

Managers

Managers

Asst. Managers

Asst. Managers

Asst. Managers

Asst. Managers

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Officers

Officers

Officers

Officers

Executives

Executives

Executives

Executives

GRADES FOR EMPLOYEES:

M1 = General Manger

M2 = Senior Manager

M3 = Manager

M4 = Assistant Manager

M5 = Officer

M6 = Executives

GRADES FOR EMPLOYEES:

E to A = Helpers, Masdoors etc.

1 to 7 = Clerical People.

Company Quality Policy:

To provide customer satisfaction through total quality.

Develop a Strong quality culture at all stages of Manufacture.

Continuously upgrade technology and skills to stay in the front line.

Strive to maintain the environment clear.

To provide employment to local employees.

To supply best cement at economical prices.

To get optimum utilization of the raw materials available of their own mines.

Manufacturing quality cement and to stand as a market leader in South India.

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HUMAN RESOURCE MANAGEMENT POLICES AND

PRACTICE:

Recruitment and Selections:

Recruitment and selection are done according to the need of the organization. Candidates are selected through campus selections. Two or Three consultants are there for recruitment. Selection is done by interview.

Training and Development:

On the job training is given for apprentices. Jeevana Yatra Training Program is there for workers. Nearly 25 workers and 1 or 2 supervisory level employees will participate in this program.

Promotions:

Promotions are given to recognize the individual’s performance and reward him for his work so that he may have an incentive to forge ahead. In Rain Industries Ltd, Promotions are given on the basis of performance appraisal, rarely on seniority.

Wage Fixation:

The management is following the rules and regulations of the Government for wage fixation. For wage board employees it is fixed according to Wage Board Act.

Retirement Benefits:

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The company is providing retirement benefits for both executives and non-executives as per the Government rules and regulations. The provident fund and gratuity payable on basic.

Industrial Relations:

Industrial Relations are very cordial. It is the duty of the personnel manager to keep the organization in right manner by maintaining fair relations with the workers. Three unions exist in Rain Industries among them one is recognized.

GRIEVANCE REDRESSAL SYSTEM:

Open door system is in force in Rain Industries Limited.

CANTEEN:

Canteen facilities have been provided in Rain Industries. Good hygienic food at subsidized rates is usually served in the canteen.

WORKING CONDITIONS:

The working shifts of the company are as follows:

Shift Timings Breaks

General Shift 8am to 5pm 12am to 1pm Shift A 6am to 2pm 11.30 am to 12pm

Shift B 2pm to 10pm 7.30 to 8.00Shift C 10pm to 6am

The wages of the workers has to be paid before 7th of the month.

LEAVE FACILITES:

Leaves Workers Executives

Casual Leaves 12 12Sick leaves 12 15Privilege Leaves 15 15

For every 20 days of work the workers gets one privilege leave.

HOUSING FACILITIES:

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The management provides 145 quarters to their employees. The total place occupied for township is 177 acres of land. To those who are not staying in quarters are provided with HRA according to their cadres.

REST ROOMS:

The management has provided rest rooms for worker.

FIRST AID APPLIANCES:

First Aid boxes with necessary medicines are available at all work places.

AMBULANCE FACILITY:

A discrepancy is functioning in the colony with a facility of ambulance, round the clock.

DRINKING WATER:

All employees are provided with cool pure drinking water.

EDUCATIONAL FACILITIES:

A school has been provided in the colony to educate the children of the employees. No scholarships and books are provided at subsidized rates.

READING ROOM:

A library with reading room is provided for the employees.

RECREATIONHAL FACILITIES:

The management to their employed and their families such as gents club, ladies club, library, children recreational park and certain indoor has provided many recreational facilities, outdoor games are also encourages.

SPORTS AND GAMES:

The management conducts sports and games whenever occasion arises and

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encourages them by giving proper honorarium.

CULTURAL ACTIVITIES:

Various cultural programs like music, orchestra, puppet shows and holiday trips to outside places are usually provided to the employees and workers.

CO-OPERATIVE STORES / RATION SHOPS:

A ration shop is being provided in the colony which supplies Rice, Dhal, Wheat, Sugar, Oil and Gas etc., in the ration shop cosmetics are also available at subsidized rates.

UNIFORM :

The management is maintaining a unique uniform for all the employees of different cadres and is supplying two pairs of clothes, shoes with stitching charges.

FREE ELECTRICITY :

200 units of electricity for M6 and M5 grades.

300 units of electricity for M4 grades.

400 units of electricity for M3 and M2 grades

Free of electricity for M1 Grade, Vice President.

ALLOWANCES PROVIDED BY THE COMPANY

HOUSING ALLOWANCES :

This is provided for the outsides only. The management has been paying HRA @ 30% on basic salary for people living in the town and 60% for those who live in capital cities.

CONVEYANCE ALLOWANCE :

The company according to grades provides this allowance.

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WASHING ALLOWANCE :

This is provided to the factory workers only.

LOANS PROVIDED BY THE COMPANY:

Housing Loans:

Free quarters with water and electricity facilities are provided. Advance is available for purchase of site and construction of house or to expand the existing house a maximum amount of advance is Rs. 3.5 Lakhs @ 6.5% interest to M6 and M5 grades and M4 to M1 Grades employees getting advances Rs. 5 Lakhs @ 6.5% of interest.

Furniture Loan:

Rs. 30,000 is provided to the employees from M6 and M4 grades, Rs. 40,000 for M3 to M2 Grades and Rs. 60,000 for M1 Grade with 6% of interest rate.

Vehicle Loan:

For Scooter / Motor Cycle / Car loan are given to those who have completed 2 years of service in regular scale and those who have completed a period of 1 year probation successfully. Maximum advance for Motor Cycle is Rs. 35,000/- recoverable in 12 installments with 4% interest for M5 to M6 Grades of employees. Maximum limit of advance for car is Rs. 130000 recoverable in 12 installments with 6% interest for M3 grades of employees

WELFARE MEASURES:

The company is providing statutory and non – statutory measures for the welfare of the workers.

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STATUTORY:

The statutory measures are

Uniform, shoes for the workers.

Drinking water is provided inside the premises.

Sanitary facilities are provided separately for woman and men employees.

There is Hospital in the quarters in which two MBBS doctors and one medical officer are there.

A fair canteen with subsidized rates is provided.

There is an ambulance for emergency purpose.

NON – STATUORTY:

The Non – Statutory measures are:

Quarters are provided to both executives and non executives.

Recreational facilities are provided to the employees.

Cultural programs are conducted on some occasions.

There is school for children in the quarters.

PF, GF, Bonus faculties to the employees.

Vehicle allowance is provided.

Housing loan, Vehicle loan and furniture loan is provides.

MAN POWER:

Man Power Unit I Unit IITotal Employee

Executive Cadre employee 250 150 400

Wage Board 75 50 125

Contract Labour 200 150 350

Total 525 350 875

SOCIAL RESPONSIBILITY:

As part of social responsibility the company is maintaining one dispensary

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where near by villagers are treated free of cost. It has one primary school and also it had constructed bus shelters, traffic singles, water sheds, water tanks, hospitals, houses and road dividers.

MEASURES OF POLLUTIN CONTROL:

Generally cement plant causes marginal impact on the environment due to the continuous handling of raw materials, intermediate and final products like multi clone and dust collectors & ESP (Electro Static Precipitator), Suez treatment plant have been installed to minimize the impact of environment pollution caused by the cement plant.

COMPETITORS:

Priya brand has the following competitors. They are as follows.

1) ACC

2) ULTRA

3) ZUARI

4) PENNA

5) PANYAM

6) MAHA

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1) Do you feel that your organization is satisfying your actual needs?

Particulars No of respondents

Percentage

Strongly agree 45 56.25

Agree 26 32.5

Undecided 05 6.25

Disagree 04 5

Strongly disagree 00 0

Total 80 100

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INTERPRETATION From the table it is inferred that 88.75% of employees are agree that organization is satisfying their actual needs and 6.25% are undecided and 5% disagree with it.

2) Most often, do use all skills at your work?


Percentage

Yes 74 92.5

No 06 7.5

Total 80 100

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INTERPRETATION From the above diagram we conclude that 92.75% of them are using their Skills at their work. 12% are not using their skills at their work.

3) Do you see yourself in higher position if you work consistently and perform?

Particulars No of respondents Percentage


Agree 35 43.75

Undecided 6 7.5

Disagree 2 2.5

Strongly disagree 2 2.5

Total 80 100

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INTERPRETATION From the above table it is inferred that 87.5% employees are with the opinion That they see themselves in higher position if they work consistently. 7.5% of They are undecided. 5% of them are disagreeing with it.

4) Do you get equitable pay for your equitable work?


Strongly agree 32 40

Agree 32 40

Undecided 6 7.5

Disagree 8 10


Total 80 100

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INTERPRETATION

From the above table it is inferred that 80% of employees are with the opinion that there is equity and fairness and 7.5% undecided and 12.5% are disagreed with it.

5) At the of the day, does your contributions are significant?



Agree 40 50

Undecided 2 2.5

Disagree 9 11.25


Total 80 100

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INTERPRETATION From the above table it is inferred that 86.25% Of employees are with the Opinion that there is task significance and 4% are undecided. And remaining 11.25% disagreed with it.

6) Does the conditions need to be improved?


Percentage

Yes 80 100

No 0 0

Total 80 100

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INTERPRETATION From the above table it is inferred that 100% of the employees are with The opinion that the conditions need to be improved.

7) Does your supervisor guide you through crisis?


Percentage

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Agree 46 57.5

Undecided 2 2.5

Disagree 0 0


Total 80 100

INTERPRETATION From the above table it is inferred that 95% of employees are with the opinion that their supervisor guide them through crisis. And 2.5% of them are undecided. And remaining 2.5% employees disagreed with it.

8) Does rewards are commensurate with your appraisal

System?

Particulars No respondents percentage


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Agree 35 43.75

Undecided 15 18.75

Disagree 6 7.5


Total 80 100

INTERPRETATION From the above table it is inferred that 68.75% of employees are with the opinion that rewards commensurate that appraisal system. And 18.75% of them are undecided. The remaining 12% of them disagreed with it.

9) Did your supervisor give enough freedom to decide on issues Under your preview?

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INTERPRETATION From the above table it is inferred that 77.5% of the employees are with the opinion that superiors give freedom to decide on issue to employees. And 12.5% of them are undecided. The remaining 10% employees disagree with it.

10) What do you feel about pay scale?


Percentage


Agree 34 42.5

Undecided 10 12.5

Disagree 8 10


Total 80 100

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Percentage

Higher than expected

20 25

Normal 50 62.5

Less than expected

10 12.5

Total 80 100

INTERPRETATION From the above it is inferred that 87.5% of employees are satisfied with the pay scale. But remaining 25.5% employees are not satisfied with the pay scale.

11) Does the job in rain industry will be prosperous for your Future growth?

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Yes 68 85

No 12 15

Total 80 100

INTERPRETATION From the above table it is inferred that 85% of the employees are with the Opinion that job in rain industry will be prosperous for the future growth But remaining 15% disagree with it.

12) Did you see ample opportunities to grow up the Ladder of hierarchy?

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Percentage


Agree 35 43.75

Undecided 10 12.5

Disagree 0 0


Total 80 100

INTERPRETATION From the above table it is inferred that 81.25% of the employees are with

the opinion that there is ample opportunities to grow up the ladder. And 12.5% of employees are undecided. Remaining 6.25% of them are disagreed with it.

13) Do you always have been rewarded for the contributions What you have made?

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Percentage


Agree 36 45

Undecided 6 7.5

Disagree 12 15


Total 80 100

INTERPRETATION

From the above table it is inferred that 70% of the employees are with opinion that they have been rewarded for the contributions they have made. And remaining 7.5% are undecided. But the remaining 27.5% are disagreed with it.

14) At work do you identity with the task you perform?

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Percentage


Agree 40 50

Undecided 6 7.5

Disagree 4 5


Total 80 100

INTERPRETATION From the above table it is inferred that 87.5% of the employees are of the opinion that they are identified with the task they perform. And 7.5% are of undecided. The remaining 5% of them disagree with it.

15) Does your work keeps you interested at home?

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Percentage

Yes 68 85

No 12 15

Total 80 100

INTERPRETATION From the above table it is inferred that 85% of employees are with the opinion that the work keeps them interested even at home. But remaining 15% of them disagreed with it.

16) How do you feel about leave facilities of your Organization?

Particulars No of Percentage

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respondents

Satisfied 65 81.25

Undefined 10 12.5

Dissatisfied 5 6.25

Total 80 100

INTERPRETATION

From the above it is inferred that 93.75% of employees are with the opinion that the leave facilities are satisfactory. And 12.5% are undecided. The remaining 6.5% are dissatisfied with it.

17) Do you get appreciation from your superiors when you Have done something on your own?

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INTRPRETATION From the above table it is inferred that 77.5% of the employees are with The opinion that they get appreciation from their Superiors when they have

Done something on their own. The 8% of the employees are undecided. TheRemaining 17.5% of them disagree with it.

FINDINGS


Percentage


Agree 38 47.5

Undecided 4 5

Disagree 10 12.5


Total 80 100

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1. Majority of the employees morale increased by the job security provided by the organization.

2. Training programs seems to be more effective in the organization as majority of the employee’s performance increased by the training programs.

3. Commitment is observed to be more in the majority of the employees as they feel responsible for their activities.

4. Majority if the employees are much enthusiastic to innovate novel ideas as they their skills at work.

5. Organization gives more emphasis on recognition based on the task performed by the employees.

6. The job activities keeps interesting for the employees as the majority of the employee’s contributions are significant at the end of the day.

7. Feed back seems to be more often in the company as majority of the employees feel that they are always informed of the expectations and their current performances.

8. Appraisal ratings seems to be much effective as most of the employees feel that they are satisfied with the rewards that commensurate with appraisal ratings.

9. 100% of the employees in the organization are with the opinion that the over all conditions in the organization need to be improved a lot.

10. Most of the employees are not satisfied with the equitable pay for equitable work.

11. Most of the employees in the organization feel that they can see themselves in the higher position if they work consistently and perform well.

SUGGESTIONS

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The company should go for job design approaches like job rotation, job enrichment to avoid monotony, boredom and to increase planning and controlling of the work.

The company should guide the employees towards schemes that gives loyalty towards organization and reduces the, insecurity feelings in the minds of employees.

The company must place employees at different positions based on their educational qualification.

The company must conduct training programs and departmental meets to the employees for enhancing their skills in doing job which causes job satisfaction.

The company should avoid partiality in appraising the employees.

The company should use the suggestions of employees to develop the organization and give perks to their valuable suggestions.

The company should improve the working conditions and safety measures.

The company should conduct performance appraisal programs by introducing modern methods like M.B.O (Management by Objectives) so that the problems of favoritism are avoided.

Management must recognize the skilled, knowledge and experienced employees and helps them in enhancing job satisfaction.

The most importance should be given to canteen and Should be developed for employee satisfaction.

The company should maintain clean premises around canteen and also greenery should be improved.

BIBLIOGRAPHY

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RESOURCE MANAGEMENT - Stephen P Robbins

PERSONNEL / HUMAN- David A Decenzo

PERSONNEL MANAGEMENT - C.B. Mamoria

RESEARCH METHODOLOGY - C.R. Kothari

PRIYA CEMENTS WEBSITE

www.priyacement.com

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QUESTIONNAIRE

A study on JOB SATSIFACTION of employees at RAIN COMMODITIES

LIMITED

1 . Do you feel that your organization is satisfying your needs?

A) Strongly agree B) Agree C) Undecided

D) Disagree E) strongly disagree [ ]

2. Most often do you use all the skills at work?



3. Do you see yourself in higher position if you work consistently?

and perform?



4. Do you get equitable pay for equitable work?

A) Strongly agree B) Agree C) undecided


5. At the end of the day, does your contributions are significant?



6. Do the conditions need to be improved?



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7. Does your supervisor guide you through crisis?



8. Does rewards are commensurate with your appraisal rating?



9. Do your superiors give enough freedom to you decide issues

under your preview?



10. What do you feel about your pay scale? [ ]

A) Higher than expected B) Normal C) Less than expected

11. Does the job in will be prosperous for your future growth?

A) Yes B) No [ ]

12. Do you see sample opportunities to grow up the ladder of

hierarchy?



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13. Do you always have been rewarded for the contribute

What you made?



14. At work do you identify with the task you perform?



15. How do you feel about leave facilities of your organization?

A) Satisfied B) Undefined C) Dissatisfied [ ]


14. At work do you identify with the task you perform?


D) Disagree E) strongly [ ]

15. How do you feel about leave facilities of your organization?

A) Satisfied B) Undefined C) Dissatisfied [ ]

D) Disagree E) Strongly disagree

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16. Does your work keep interest at home?

A) Yes B) No [ ]

17. Do you get appreciation from your superiors when you

Something on your own?



NAME:

DESIGNATION:

DEPARTMENT:

EXPERIENCE:

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Documents

employee job satisfaction