PROJECT REPORT

ON
JOB SATISFACTION
OF
TEAMMATES
AT
PARLE BISCUITS (PVT.) LTD
NEEMRANA
1
 RESEARCH ON JOB SATISFACTION
OF TEAMMATES (WORKERS)
IN PARLE BISCUIT PVT. LTD.
NEEMRANA,( RAJASTHAN)

BY

RAHUL KUMAR

A PROJECT REPORT

Submitted to the Department of

MASTER OF BUSINESS ADMINISTRATION

In the
Faculty of Management

In partial fulfillment of the requirement

for the award of the degree
of
MASTER OF BUSINESS ADMINISTRATION
IN
College of engineering &technology
2
 ACKNOWLEDGEMENT

It’s my privilege and pleasure to thank to all those who have extended their
full cooperation individually or collectively to me and encouraged me to
carry out this project as a part of my training.

I take this opportunity to express my gratitude towards PARLE COMPANY

as a whole. I am extremely thankful to Mr. M. SAHU GENERAL
MANAGER (Operations), for permitting me to carry out the summer
project in this organization.

I am highly grateful to Mr. SAURABH YADAV, Head of HR

Departement for his valuable guidance throughout this study. It is only
because of his unavoidable cooperation I managed to successfully complete
my project on time.

Here I would like to give a special mention of Mr. NARENDRA

SHEORAN, Head of Production Dept. who helped us in carrying out all
the project related work. I am also very thankful to all the concerned
relationship officers and staff members who are directly or indirectly
involved in carrying out my project and have extended their able guidance
and cooperation in this project work.

3
 PREFACE

This project report has been prepared as per the requirement of the syllabus
of MBA course structure under which the students are the required to
undertake industrial internship. I undertook my training at Parle Biscuit
Pvt. Ltd. at its manufacture unit at Neemrana, Alwar.

My job during the training was to get an overview of the JOB

SATISFACTION OF TEAMMATES of PARLE BISCUITS PVT. LTD in
NEEMRANA.

It was a first hand experience for me as it was the first time that I was
exposed to the professional set-up and was learning the H.R, which was
really a great experience.

In addition technological changes were witnessing power shift from old

hectic and weird ways of doing business. These technological developments
have brought revolutionary changes in the market and also in the mindset of
the people which might be positive and encouraging for a section of society
and adverse for the others.

4
 TABLE OF CONTENTS

SERIAL NO. PARTICULARS

CHAPTER 1. EXECUTIVE SUMMARY

CHAPTER 2. INDUSTRY PROFILE

2.1 HISTORY

2.2 SECRET OF SUCCESS

2.3 MARKET SHARE

2.4 STRENGTH OF PARLE BRAND

2.5 QUALITY COMMITMENT

2.6 MARKETING STRENGTH

2.7 PARLE-G THE EVOLUTION

CHAPTER 3.

5
 EXECUTIVE SUMMARY

Success comes to those who deploy innovative ideas to the business

constantly. Gone are the days when followers were witnessing the success to
some extent. Present era belongs to those who do the same common things
differently. Yes we are talking about the success story of Parle Biscuits.
It is my pleasure that I got the opportunity to work with Parle Biscuits Pvt.
Ltd. for a period of one & a half month and got to learn the operations of the
organization and there systematic & sequential processing. Parle Group has
witnessed a meteoric rise right from its inception and has enlisted itself
among top Biscuits and confectionary manufacturer of the country. Parle
offers a broad array of product, which are:

 Parle Biscuits

 Parle Candies

 Parle Toffees

 Confectionaries etc.

6
 COMPANY PROFILE

HISTORY

A long time ago, when the British ruled India, a small factory was set up in
the suburbs of Mumbai city, to manufacture sweets and toffees. The year
was 1929 and the market was dominated by famous international brands that
were imported freely. Despite the odds and unequal competition, this
company called Parle Products, survived and succeeded, by adhering to high
quality and improvising from time to time.

A decade later, in 1939, Parle Products began manufacturing biscuits, in

addition to sweets and toffees. Having already established a reputation for
quality, the Parle brand name grew in strength with this diversification. Parle
Glucose and Parle Monaco were the first brands of biscuits to be introduced,
which later went on to become leading names for great taste and quality.
Apart from being the world's largest selling biscuit,
Parle - G is winner of 8 Gold and 11 Silver awards at the Mond Selection
Awards – the global standard for quality in Food category

Secret of success

In keeping with our philosophy, we believe in adding value and spreading

the goodness around to improve the quality and safety of human life.
Our success today can be attributed to our members of the family
7
and their dedication that has resulted into success of the Parle brand name in
the market.
Market share

Over the years, Parle has grown to become a multi million US $ company.
Parle enjoys the 40% share of the total biscuit market & 15% share of total
confectionery market in India
THE STRENGTH OF THE PARLE BRAND
Over the years, Parle has grown to become a multi-million US Dollar
company. Many of the Parle products - biscuits or confectionaries, are
market leaders in their category and have won acclaim at the Monde
Selection, since 1971.

Today, Parle enjoys a 40% share of the total biscuit market and a 15% share
of the total confectionary market, in India. The Parle Biscuit brands, such as,
Parle-G, Monaco and Krackjack and confectionery brands, such as, Melody,
Poppins, Mangobite and Kismi, enjoy a strong imagery and appeal amongst
consumers.

Be it a big city or a remote village of India, the Parle name symbolizes

quality, health and great taste! And yet, we know that this reputation has
been built, by constantly innovating and catering to new tastes. This can be
seen by the success of new brands, such as, Hide & Seek, or the single twist
wrapping of Mango bite.
8

In this way, by concentrating on consumer tastes and preferences and

emphasizing Research & Development, the Parle brand grows from strength
to strength.

The Quality Commitment

Parle Products has one factory at Mumbai that manufactures biscuits &
confectioneries while another factory at Bahadurgarh, in Haryana
manufactures biscuits. Apart from this, Parle has manufacturing facilities at
Neemrana, in Rajasthan and at Bangalore in Karnataka. The factories at
Bahadurgarh and Neemrana are the largest such manufacturing facilities in
India. Parle Products also has 14 manufacturing units for biscuits & 5
manufacturing units for confectioneries, on contract.

All these factories are located at strategic locations, so as to ensure a

constant output & easy distribution. Each factory has state-of-the-art
machinery with automatic printing & packaging facilities.

All Parle products are manufactured under the most hygienic conditions.
Great care is exercised in the selection & quality control of raw materials,
packaging materials & rigid quality standards are ensured at every stage of
the manufacturing process. Every batch of biscuits & confectioneries are
thoroughly checked by expert staff, using the most modern equipment.

9
The Marketing Strength

Parle brand have found their way into the hearts and homes of people all
over India & abroad.
Parle has more than 3000 wholesalers, catering to 4, 25,000 retail outlets.
There are 31 depots and C&F agents supplying goods to the nation wide
distribution network

The extensive distribution network, built over the years, is a major strength
for Parle Products. Parle biscuits & sweets are available to consumers, even
in the most remote places and in the smallest of villages with a population of
just 500.

Parle has nearly 1,500 wholesalers, catering to 4, 25,000 retail outlets

directly or indirectly. A two hundred strong dedicated field force services
these wholesalers & retailers. Additionally, there are 31 depots and C&F
agents supplying goods to the wide distribution network.

The Parle marketing philosophy emphasizes catering to the masses. We

constantly endeavor at designing products that provide nutrition & fun to the
common man. Most Parle offerings are in the low & mid-range price
segments. This is based on our cultivated understanding of the Indian
10
consumer psyche. The value-for-money positioning helps generate large
sales volumes for the products.
PARLE G - THE EVOLUTION!!!

Parle-G has been a strong household name across India. The great taste,
high nutrition, and the international quality, makes Parle-G a winner. No
wonder, it's the undisputed leader in the biscuit category for decades. Parle-
G is consumed by people of all ages, from the rich to the poor, living in
cities & in villages. While some have it for breakfast, for others it is a
complete wholesome meal. For some it's the best accompaniment for chai,
while for some it's a way of getting charged whenever they are low on
energy. Because of this, Parle-G is the world's largest selling brand of
biscuits.

Launched in the year 1939, it was one of the first brands of Parle Products.
It was called Parle Glucose Biscuits mainly to cue that it was a glucose
biscuit. It was manufactured at the Mumbai factory, Vile Parle and sold in
units of half and quarter pound packs.

The incredible demand led Parle to introduce the brand in special branded
packs and in larger festive tin packs. By the year 1949, Parle Gluco biscuits
were available not just in Mumbai but also across the state. It was also sold
in parts of North India. By the early 50s, over 150 tonnes of biscuits were
produced in the Mumbai factory. Looking at the success of Parle-G, a lot 11

of other me-too brands were introduced in the market. And these brands had
names that were similar to Parle Gluco Biscuits so that if not by anything
else, the consumer would err in picking the brand. This forced Parle to
change the name from Parle Gluco Biscuits to Parle-G.

Originally packed in the wax paper pack, today it is available in a

contemporary, premium BOPP pack with attractive side fins. The new
airtight pack helps to keep the biscuits fresh and tastier for a longer period.

Parle-G was the only biscuit brand that was always in short supply. It was
heading towards becoming an all-time great brand of biscuit. Parle-G
started being advertised in the 80's. It was advertised mainly through press
ads. The communication spoke about the basic benefits of energy and
nutrition. In 1989, Parle-G released its Dadaji commercial, which went on
to become one of the most popular commercials for Parle-G. The
commercial was run for a period of 6 years.

Parle-G grew bigger by the minute. Be it the packs sold, the areas covered
or the number of consumers. It became a part of the daily lives of many
Indians. It wasn't a biscuit any more. It had become an icon. The next level
of communication associated the brand with the positive values of life like
honesty, sharing and caring.

In the year 1997, Parle-G sponsored the tele-serial of the Indian superhero,
Shaktimaan that went on to become a huge success. The personality of the
superhero matched the overall superb benefits of the brand. Parle extended
this association with Shaktimaan and gave away a lot of merchandise of 12

Shaktimaan, which was supported by POS and press communication. The

children just could not get enough of Parle-G and Shaktimaan.
In the year 2002, it was decided to bring the brand closer to the child who is
a major consumer. A national level promo - `Parle-G Mera Sapna Sach
Hoga' was run for a period of 6 months. The promo was all about fulfilling
the dreams of children. There were over 5 lakh responses and of that, over
300 dreams were fulfilled. Dreams that were fulfilled ranged from trips to
Disneyland at Paris & Singapore; meeting their favorite film star Hrithik
Roshan; free ride on a chartered plane; 20 scholarships worth Rs 50,000; a
special cricket coaching camp with the Australian cricketer - Ricky
Ponting; etc.

The year 2002 will go down as a special year in Parle-G's advertising

history. A year that saw the birth of G-Man - a new ambassador for Parle-
G. Not just a hero but also a super-hero that saves the entire world,
especially children from all the evil forces. A campaign that is not just new
to the audiences but one that involves a completely new way of execution
that is loved by children all over the world - Animation. A TV commercial
that showed G-Man saving the children from the evil force called
Terrolene launched this campaign. It was also supported by print medium
through posters and streamers put up at the retail outlets. G-Man, a new
superhero of Parle-G has the potential of making it big. And will be
supported by a campaign that will see many a new creative in the future so
as to keep the children excited and generate pride in being a consumer of
Parle-G. 13
To make the brand much more interesting and exciting with children, it was
decided to launch a premium version of Parle-G called Parle-G Magix in
the year 2002. Parle-G Magix is available in two exciting tastes - ‘Choco’
and ‘Cashew’. The year 2002 also witnessed the launch of Parle-G Milk
Shakti, which has the nourishing combination of milk and honey, especially
launched for the southern market.

Parle-G continues to climb the stairs of success. Take a look at the global
market where it is being exported. First came the Middle East then USA
followed by Africa and then Australia. An Indian brand, that's exported to
almost all parts of the world. After all that's what you would expect from the
Parle-G World's Largest Selling Biscuit.

However, Parle Products also manufactures a variety of premium products

for the up-market, urban consumers. And in this way, caters a range of
products to a variety of consumers.

14
 STRENGTH OF NEEMRANA PARLE

• This unit is designed to produce Parle-G at it’s site with a packing

variety of 100 gm & 75 gm
• Neemrana unit is designed for producing
• 275 MT i.e. 32 truck i.e. of Biscuits/day.
• 30 packet / second
• We are handling 16 trucks of Maida, 4 trucks Sugar, 2 trucks Ghee
etc. per day.
Also we have a wrapper printing unit on-site capacity of 150 MT/Day

“5-S” - WORK PLACE MANAGEMENT

Five 'S' is an integrated concept for Work Place management

1S : SEIRI - Organization or re-organization is to sort out

unnecessary items in the work place and apply
stratification management to discard them egg.
Things not belong to that area to be removed from
there. Use red tag for unnecessary items and
yellow tags for the items which is extra and should
be sent to stores.

15
2S : SEITON - Neatness: Put the things in a proper way. Every
thing should have a place and everything should be
in its place. Decide the place, mark the place, put
label on items. Arrange the items in such a way so
that can be picked easily for use.

3S : SEISO Cleaning: Here cleaning is in the form of

inspection. When we are doing cleaning, we are
inspecting simultaneously, if some thing is
unnecessary we are discarding those things (under
1S) and if during cleaning we have seen that any
item is not kept in proper place, we put them in its
place (doing 2S)

4S : SEIKETSU Standardization: When we are doing 1-S, 2-S and

3-S, we may be facing number of problems. Try to
find out good solutions and standardized the
system.

5S: SHITSUKE Discipline: This means whatever system we are

having or developed by us under ‘4-S’ to be
followed in such a way so that, standard practices
become a part of our life.

16
 KAIZEN
Kaizen means continuous small improvement in personal life as well as in
official life.
Kaizen is a daily activity whose purpose goes beyond improvement. It is
also a process that, when done correctly, humanizes the workplace,
eliminates overly hard work (both mental and physical), and teaches people
how to perform experiments using the scientific method and how to learn to
spot and eliminate waste in business processes.
Kaizen activity can be implemented as per the below chart
KAIZEN

INDIVIDUAL GROUP

STRUCTURED UNSTRUCTURED
PERSONAL INDIVIDUAL/
OFFICIAL

QUALITY CIRCLE QIT

17
SMALL GRP. ACTIVITY AT MIDDLE MANAGEMENT
AT GRASS ROOT LEVEL LEVEL & UPPER
MANAGEMENT LEVEL
 Jagruti System

This is the system with the help which we can develop the awareness and
cultural change in employees with respect to personal hygiene, cleanliness of
factory and its surrounding area. We are managing team to maintain the
jagruti in effective manner like:-
1. Aazad shift jagruti team
2. Bhagat singh shift jaguti team

Working period of each team is two-months. Generally Team leader is the

shift supervisor of the related team.

Working Procedure

Each team member is responsible for the jagruti defaulter in his shift.They
check employees of their shift on the base of jagruti parameters(i.e. Nails,
Hair, Shave, Clothes, Hair, shoes / Chappals, bangles, perfumes,
watch and smoking material). They write the names of defaulters in
jagruti form and submit that form to personnel department. Personnel
dept. also makes the report of defaulters and charges a fine of Rs 5
from workers and Rs 10 to staff members.

18
Quality Checking

 In Process Check-list
 Action Taken on product Safety
 Troubleshooting Management
 Graphs & Charts Used In Quality Deptt.
 Silo Cleaning Frequency

Process Parameters :

1. Raw Material Inspection by Production Staff : Shift wise checking of

Packing as well as mixing raw material physically inspected by
production staff.
2. Sugar syrup checking , PH , Brix , Inversion.
3. Water – TDS & PH.
4. Dough – PH.
5. Maida Drinking Taste.
6. Biscuit Dimension Checking (Stack Height, Length , Width & Weight
etc.).
7. Packet Leakage test.
8. Biscuit Moisture & Hardness checking of baked Biscuit.
9. Silo Fat PV as well as FFA checking.
10. Finish Product Checking – Moisture , Fat , Acidity of extracted fat, Ash
19
 Tagging system

1. Tagging system highlights the defects/problems at a particular area/

machine.

2. System develops the habit of inspection at every corner.

3. Easy to know the maintenance schedule.

4. To minimize breakdowns.

5. To reduce Engineering inventory.

6. Improve observation power.

20
21
 JOB SATISFACTION

INTRODUCTION:-

Job satisfaction is an important and interesting concept

and has duly received the attention it deserved. Obviously satisfaction
contribute to employee productivity and moral. An industrial organization
can be substantially benefied if it cares to develop general individual
attitude in its personal that can effectively contribute to satisfaction. If an
organization of company appropriately discovers attitude of factor related to
job, it can take necessary steps to prevent that situation and thereby improve
the satisfaction of its employees.
A person’s satisfaction towards his job reflects his attitude of mind to work
environment and to his employer and his willingness to strive for the goals
set for him by the organization in which he is employed. Job satisfaction is a
synthesis of an employee’s diverse reactions to and feeling for job, his
working and so on. Feeling, emotion, sentiment, attitudes and motives –all
these combine and lead to a particular type of behavior on the part of an
individual or his group and this what is referred to as employee or a group
satisfaction.

The term “ job satisfaction ” refers to the favourablness with which

employees view their works and the term employee dissatisfaction. The
22

unfavourableness with which they view their work. Employee satisfaction is

undoubtedly related with attitude, feelings, needs, motives and frustration.
WHAT JOB SATISFACTION IS?

In actual ,job satisfaction is the answer of five questions following as :-

1 What is it?
2 What does it do?
3 Where does it reside?
4 Whom does it affect?
5 What does it affects?

The answers for these question according to job satisfaction are:-

1 What is it? - It is an attitude of mind, a state of wellbeing.
2 What does it do? – It affects output, the quality of a product,
costs, co-operation, enthusiasm, discipline, initiative and
other ingredients of success.
3 Where does it reside? – It resides in the mind and emotions
of individuals and in the reaction of their group or groups.
4 Whom does it affect? – It affects the employees and
executives in their interactions. Ultimately, it affects the
consumers and the community.
5 What does it affects? – It affects an employee’s or a group’s
willingness to work and co-operate in the best, interests of
the individuals or groups and the organizations for which
they work.

23
 CHARACTERISTICS OF JOB SATISFACTIO

Following are the characteristics of job satisfaction:-

1. Individual satisfaction :-
Individuals satisfaction means making clear the attitude of the employee
towards the enterprise and the entire satisfaction, which an employee
obtains, from his job and through becoming a member of working group.
2. High satisfaction :-
Satisfaction can be divided into two parts-(High,low).If the epmloyee of the
enterprise are punctual, well behaved, well disciplined, do their job with
willingness and are always optimistic and happy, it will be presumed that
their satisfaction is high.
3. Collective satisfaction :-
Collective satisfaction is wide.This type of Satisfaction lays stress on
thefeeling and satisfaction of the entire working group. Besides, it is the
indicator of the approval of the group members for making continuous
efforts for the realization of the objectives of the group.
4. Entire Atmosphere :-
Satisfaction affects the entire environment of a class, society and the
members of a community.
5. State of mind :-
Satisfaction indicates the sates of mind of individuals and the groups.
6 Psychological elements :-
24
Satisfaction depends on element like encouragement, feeling, hopes,
expectations, faith and so on.
 FACTORS AFFECTING JOB SATISFACTION

Job satisfaction is a very complex phenomenon and is influenced by many

factors. For example :-
The job, the supervisor, the company and the working conditions obtaning in
it as well as its policies, the group and interpersonal relations prevailing in
the group, salary and other benefits, the employee’s family and home life,
his social and community life, the policies and attitudes of the top mgt to its
workers and trade unions-all these influence employee satisfaction to a
certain extent.

Factor are as follows:-

1. INTERNAL FACTORS
• Managerial Policies
• Work and Working conditions
• Supervision
• Group
• Leadership
• Motivation
• Mutual Relations
• Salary & other benefits
• Top mgt policies
2 EXTERNAL FACTORS :-
• Rate of absenteeism 25

• Labour turnover
• Grievance
 TYPES OF JOB SATISFACTION

Types are as follows:-

1. High Satisfaction
it indicates the conditions namely-
• Team spirit
• Enthusiasm towards the job
• Employee’s strength,dependability,pride&devotion
2.Low Satisfaction
Following are the factors responsible for lowering the satisfaction:-
• Too much demarcation of rights and
responsibilities.
• The appointment of supervisors in big number
• Selection of wrong employees

3. Other type of satisfaction:-

Some other types of satisfaction are:-

• Individual Satisfaction
• Group Satisfaction
• Organization

26
 IMPORTANCE OF JOB SATISFACTION

Job satisfaction has importance not only for the organization but also for he
society and the nation because the advantages of quality of production,
maximum production at minimum costs and cordial relations between the
labour and the capital which determine the success of the organization, are
also determinants and decisive factors of the progress and prosperity of the
society and the nation. These are the indication of high living standard and
economic solidarity.
R. C. Davis opines that High Job Satisfaction affects the following facts:-
1 Loyalty towards the organization and its leadership.
2 Taking much interest in the organization and the job.
3 Best demonstration of employee’s initiative.
4 Sense of self-respect towards the organization.

27
28
 RESERCH METHODOLOGY

TITLE OF THE STUDY

“Measuring extent of job satisfaction of Teammates in parle .”

OBJECTIVE OF THE STUDY

The main objective of the study is to analyze the attitude of the employees
towards the job and factors affecting . Main objectivei is as under:

1 To analyze the measure of job satisfaction.

2 To ascertain the degree of overall job satisfaction.
3 To review the attitude of the employees.
4 To study the impact of different variables.
5 To analyze the employees expectation.

METHOD OF DATA COLLECTION

The study being exploratory in nature, both types of data primary as well as
secondary has been used. The study is essentially primary data based which
is collected through a “Questionnaire by applying sampling technique”.
However, secondary data has been used as per requirement.

THE QUESTIONNAIRE:
The data has been collected with the help of well structured closed
questionnaire. Apart from personal information the question from different
aspect related to the employee and satisfaction are included in the
questionnaire.

SAMPLING:
Randam sampling has been applied while selecting the department and
convenience sampling in case of respondents.These are six shifts going on in
29
the company.
Bhagat singh , patel ,gandhi shifts is from 6am-6pm
Jawaher ,Azad ,bose shifts is from 6pm-6am
General shift is from 9am-6pm

30
1. Are you satisfied from your job ?
• Fully satisfied
• Satisfied
• Not satisfied

Responses % Of responcent

Fully satisfied 20

satisfied 50

Not satisfied 30

Total 100

31
 50
45
40
35
30
Percentage

50
25
20
30
15
20
10
5
0
Fully satisf ied Not
satisf ied satisfied
Response

32
2. Do management policies favor for teammates?
• yes
• no

Interpretation:-

As we can seen the graph 70% teammates are satisfied with

question & 30%teammates are not satisfied.

Responses % Of Respondent
Yes 70
No 30
Total 100

No
30%

Yes
70%

33

3. What type of relation do you have with your (HOD).?

 • Poor
• Average
• Good
Interpretation:-

As shown from the graph 25%teammaes are poor in relation,

65% are Average&10% are Good in relation.

Res ponse % Of Respondent

Good 10
Average 65
Poor 25
Total 100

34
 70

60

50
Percentage

40
65
30

20
25
10
10
0
Good Average Poor

Responses

4.Are timings of job satisfactory?

• Yes
• No
Interpretation:-
Some employees are not satisfied with the timings.

35
Responses %Of Respondent
Yes 80
No 20
 Total 100

20%

Yes
No

80%

5. Are you satisfied from your canteen facilities?

• Fully satisfied
• Satisfied
• Not satisfied

Responses %Of Respondent

Fully Satisfied 30
36
Satisfied 45
Not Satisfied 25
Total 100
Interpretation :-
As we shown from the graph 30% teammates are fully satisfied, 45%
are satisfied & 25% are not satisfied.

45

40

35

30
Percentage

25
45
20

15 30
25
10

0
Fully Satisfied S atisfied Not S atisfied
Responses 6.

Are you satisfied from your salary?

• fully satisfied 37
• satisfied
• not satisfied
 Responses % Of Respodent
Fully satisfied 5
Satisfied 30
Not satisfied 65
Total 100

5 Fully satisfied

30 Satisfied

65 Not s atisfied

Interpretation:-
Mostly teammates are not satisfied. 38
7. Are you satisfied from other facilities provided?

 fully satisfied
 satisfied
 not satisfied

Responses %oF Respondent

Fully Satisfaction 35
Satisfaction 55
Not Satisfaction 10
Total 100

39
Interpretation:

Mostly Teammates are satisfied.

60

50
Percentage

40

30 55

20 35

10
10

0
Fully Satisfaction Satisfaction Not Satisfaction

Responses

8. Are proper incentives/reward/bonus given to them

according to their performance?
• Yes
• No

40
Responses % Of Respondent
Yes 80
No 20
 Total 100

Interpretation:-]

80% teammates are satisfied & 20% are not satisfied.

20%

80%

Yes
No

9. Do you appreciated by your Hod?

• Yes
• No

Responses % Of Respondent
Yes 25
No 75 41
Total 100

Interpretation:-
As shown the graph 25% employees are satisfied & 75% are not
satisfied.

25%

75% Yes
No

10. How are the working conditions in the organization.?

• Fully satisfactory
• Satisfactory
• Not satisfactory

Resposes % Of Respondent
Fully satisfactory 25
Satisfactory 75
Not satisfactory 5
Total 100
42
 80

70

60

50

Percentage 40 75 Series1

30

20
25

10
5

0 Responses
Fully satisfactory Satisfactory Not satisfactory

43
 PROBLEMS

1. Management policies have been one of the greatest

dissatisfies for the employees.
2. Working condition of the company is another
dissatisfier.
3. Hours of work is another reason
4. Wages is also another greatest dissatisfies for the
44
employees
 SUGGESTIONS & IMPROVEMENTS

There are some suggestions and improvement to make employees more

satisfied like:-
5. To give promotion to efficient employees if
required.
6. To make a good relation with the employees
45
7. Motivation and feedback level will improve
8. Repair the A.C of the plant
9. Wages will be given according to performance
10.Hours of work will be reduce
 11.Working condition of the industry will improve the
job satisfaction
12.Management policies will improve the job
satisfaction
13.Interesting work assignments to the employees
14.Provide proper supervisions
15.Make some changes to satisfy the employees like:-
Role playing, In basket game etc.
16.Provide facilities for fulfilling their career plan
successfully

CONCLUSION

It is the universal fact that no one in this world is completely satisfied with
his or her job, atmosphere and life etc. But there is a satisfaction level at
every stage. After the analysis of my study I found that 60% employees
Were satisfied up to a certain extent with their job. Rests of the employees
were not much satisfied. The main reason behind that was all workers don”t
Know all the policies of the organization. Suggestion and improvements
have been given in the report. On the whole the survey reveals that
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organization is quite effective for employees for their satisfaction.
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 QUESTIONNAIRE

GENERAL QUESTIONS :-

1. Name of the respondent……………………….

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2. Department………………………………..
 3. Nature of job……………………….

SPECIFIC QUESTIONS :-

1. Are you satisfy from your job?

• Fully satisfied
• Satisfied
• Not satisfied
2. Do you think company is well managed? Yes/ no

3. Do management policies favor employees? Yes /no

4. Are the time of job satisfactory? Yes/no
5. Are wages given to them adequate according to theire job? Yes/no 49
6. Are proper incentives/ rewards /bonus given to them according to their
performance? Yes /no
 BIBLIOGRAPHY

1. Personnel management:-C.B Memoria, S.V. Gankar

2. Personnel management:- S.C Aggarwal

3. Research Methodology:- C.R.Kothari

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4. www.yahoo.com
A thorough interaction with the teammates helped us in the collection of the
data which we required to analyze the knowledge of teammates on the
trainings given in the Parle Company. While collecting the data we also
observed the teammates, the way they responded to us, their communication
skills, their alertness, sincerity towards work, their behaviour with the
outsiders and each other, their attitude towards Parle, the Company. These
were the main criteria to evaluate their “personality” On the basis of these
data we were able to make the following conclusion. According to which all
the batches are fine in certain trainings but require training on certain topics
which will help them to enhance their performance.

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