1

The initiaI J.K stands for a father -son team, nameIy JuggiIaI
KamIapath Singhania.
J.Korganisation started in the year 1884 at CaIcutta. J.K started their
business as a Investor, Trading SuppIier of cotton beIts and
manufacturer of machinery parts.
And then in the year 1974 they estabIished the first grey cement
producing pIant at Nimbahera in the state Rajasthan.
Now at present they have four Grey Cement producing pIants at
Nimbahera,MangroI,Gotan(Rajasthan) and Muddapur (Karnataka) ,one
White Cement producing pIant at Gotan (Rajasthan) and four ThermaI
Power PIants at Nimbahera, MangroI,Bamania(Rajasthan) and
Muddapur (Karnataka).
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3
C 0 H P A t Y P R 0 F l l F
COMPANY 1.K Cement Pvt. Ltd
INCORPORATION YEAR 1974
REGISTERED OFFICE Kamla Tower, Kanpur(Uttar Pradesh)
CENTRAL MARKETING OFFICE Ghalib Institute, New Delhi
INDUSTRY Cement Manufacturing
CHAIRMAN Dr.Gaur Hari Singhania
MANAGING DIRECTOR Mr.Yadupati Singhania
COMPANY SECRETARY Mr.Shambhu Singh
CEMENT PLANTS Rajasthan (Chittorgarh and Nagaur) and Karnataka(Muddapur)
THERMAL POWER PLANTS Rajasthan(Chittorgarh and Nagaur) and Karnataka(Muddapur)
BANKERS
Bank of India, United Bank of India, Allahabad Bank, Canara Bank, IDBI Bank
Ltd.
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11he one of Lhe mosL lmporLanL mlsslon of !k
CemenL ls Lo become a slgnlflcanL global producer
of cemenL
21o susLaln lLs repuLaLlon as one of Lhe mosL
efflclenL manufacLurers globally
31o drlve down cosL Lhrough lnnovaLlve pracLlces
41o meeL expecLaLlons of all lLs sLakeholders
31o remaln as domlnanL markeL leader of cemenL
ln lndla
68e lnnovaLlve cusLomer orlenLed and eco
frlendly
1o become one of lndla's mosL respecLed enLerprlse Lhrough besLlnclass performance"
and maklng lL a progresslve organlzaLlon LhaL all sLakeholders are proud Lo deal wlLh
3
Mr Caur Parl
Slnghanla
Chalrman
Mr ?adupaLl
Slnghanla
Mu and CLC
Mr ! 8a[pal
ulrecLor
Mr8a[ kumar
Lohla
ulrecLor
Mr AchlnLya
karaLl
ulrecLor
Mr Ashok
Sharma
ulrecLor
W Ik Cement roducts
!k Wall uLLy
!k WhlLe CemenL
SarvashakLlman (grey CemenL)
!k WaLer roof
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Job Satisfaction is a combination of psychoIogicaI, physioIogicaI and
environmentaI circumstances that cause a person to say, I am satisfied with
my job.
According to Mr. Smith- "Job Satisfaction is defined, as it is a resuIt of
various attitudes, the person hoId towards the reIated factors and towards the
Iife in generaI".
It is an important indicator of how empIoyees feeI about their job .Job
Satisfaction and occupationaI success are major factors in personaI
satisfaction, seIf respect, seIf esteem, and seIf deveIopment. To the worker, job
satisfaction brings a pIeasurabIe emotionaI state that can often Ieads to a
positive work attitude. A satisfied worker is more IikeIy to be creative, fIexibIe
and innovative .
For the organization, job satisfaction of its workers means a work force
that is motivated and committed to high quaIity performance.

1he ob[ecLlves of research are followlng

1 1o sLudy Lhe level of [ob saLlsfacLlon among
Lhe employees of !k CemenL nlmbahera
vLLLd
2 1o draw concluslons and suggesLlons relaLed
Lo [ob saLlsfacLlon of employees aL !k CemenL
nlmbahera vLLL
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SnC arLlculars uescrlpLlon

1 ro[ecL 1lLle Analysls of !C8 SA1lSlAC1lCn aL !k CemenL nlmbahera
2 Sample Slze 30
3 Sample unlL Manager SupervlsoroLher company Lmployees
4 Area Covered nlmbahera
3 Sampllng rocedure Convenlence Sampllng
6 8esearch uescrlpLlve 8esearch
uaLa CollecLlon MeLhod Survey
8 8esearch lnsLrumenL CuesLlonnalre
1ype of CuesLlonnalre SLrucLured
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kIMAk DA1A ln Lhls research pro[ecL prlmary daLa ls analyzed from Lhe
employees of !k CemenL nlmbahera 1he sample slze ls Laken of 30 labors
1he responses of labor were Lhrough quesLlonnalre ln Lhls l Look 18
quesLlons Analysls was boLh LheoreLlcal and sLaLlsLlcal and graphlcal
represenLaLlons were consldered
SLCCNDAk DA1A
1he secondary daLa are Lhose whlch have already been collecLed by someone
else and passed Lhrough sLaLlsLlcal process under secondary sources l Lapped
lnformaLlon from lnLernal and exLernal sources l made use of some books
and webslLes
8CCkS
C8 koLharl 8LSLA8CP ML1PCuCLCC?"
lred LuLhans CrganlzaLlonal 8ehavlor"
esLon[ee MoLlvaLlon and !ob SaLlsfacLlon"
WL8Sl1LS
wwwhrcouncllcom
www[kcemenLcom
W Chances of respondenL's blas are Lrue ln Lhls
sLudy
W Sample slze ls llmlLed Lo 30 respondenLs only
whlch may noL be a correcL represenLaLlon of Lhe
enLlre organlzaLlon
W 1he Llme frame for Lhe Lralnlng was shorL whlch ls
lnsufflclenL for carrylng ouL an exLenslve
research
W Slnce sLudy ls llmlLed Lo parLlcular unlL only Lhe
concluslon may noL have unlversal valldlLy
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1.Responses regarding whether the respondents are satisfied with the payment of
salary on time
Yes ( ) Slightly ( ) No ( )
S.
NO.
PARTICULARS NO. OF RESPONDENTS PERCENTAGES
1 Yes 21 70
2 Slightly 3 10
3 No 6 20
Total 30 100
0
10
20
30
40
30
60
0
80
?es SllghLly no

L
k
C
L
N
1
A
G
L
Noof respondents
no of respondenLs
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. Responses regarding whether the respondents are satisfied with the canteen
facility provided by the organization
Yes ( ) Slightly ( ) No ( )
S. NO. PARTICULARS NO. OF RESPONDENTS PERCENTAGES
1 Yes 15 50
2 Slightly 9 30
3 No 6 20
Total 30 100
0
10
20
30
40
30
60
?es SllghLly no

L
k
C
L
N
1
A
G
L
Noof respondents
no of respondenLs
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.Responses regarding whether the respondents are satisfied with the
quality of formal training and induction program
Yes ( ) Slightly ( ) No ( )
S. NO. PARTICULARS NO. OF RESPONDENTS PERCENTAGES
1 Yes 21 70
2 Slightly 3 10
3 No 6 20
Total 30 100
0
10
20
30
40
30
60
0
80
?es SllghLly no

L
k
C
L
N
1
A
G
L
Noof respondents
no of respondenLs
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S. NO. PARTICULARS NO. OF RESPONDENTS PERCENTAGES
1 Yes 9 30
2 Slightly 15 50
3 No 6 20
Total 30 100
4.Responses regarding whether the respondents are satisfied with the working hours
Yes ( ) Slightly ( ) No ( )
0
10
20
30
40
30
60
?es SllghLly no

L
k
C
L
N
1
A
G
L
Noof respondents
no of respondenLs
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SWOT ANALYSIS
Strengths:-
1.It has its own eIectricity producing thermaI pIants.
2.Extensive networks of roads for transportation.
3.It aIso has its own "RegionaI Training Centre "for providing training.
Weakness:-
1.High capitaI cost and investment cost for each and every project.
2.Company has to concentrate more on marketing .
Opportunities:-
1.Huge Iand avaiIabIe for expansion of business.
2.The modernization,productivityimprovement and cost controIIing
measures wiII improve the performance of the division in times to
come.
Threats:-
1.Increasing gIobaI competition.
2.Non avaiIabiIity of raw materiaIs.
3.Changes in government poIicy.
4.Labor and high technicaI personneI may switch to another pIants.
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From the anaIysis it is concIuded that most of the empIoyees are satisfied
with the payment as per their roIes and responsibiIity and a very few are
not satisfied with the payment of saIary on time.
Most of the empIoyees are not satisfied with the canteen faciIities onIy few
are satisfied with the canteen faciIities. So canteen faciIities shouId
improve.
A very Iarge number of empIoyees are satisfied with the quaIity of training
and induction program and with the in-house training heId by the
management because they have their own "RegionaI Training Center".But
the period of training is not satisfactory for the empIoyees.
This study shows that onIy few empIoyees strongIy feeI that the working
hours decided by the organization are convenient for them. Others are not
in the favor with these working hours. So it is cIear that the management
kept the main consideration about working hours,which satisfies the
empIoyees.
1
1.In case of working hours decided by the organization are not
convenient for the empIoyees of J.K Cement Ltd Nimbahera . The
working hours are 10 hours per day that are from 8am to 6pm.These
hours shouId minimize up to 8 hours.
2.Opportunities of growth of empIoyees are very Iess so that there can be
empIoyees turnover hence management has to give emphasis on
increasing the promotion opportunities according to the performance
of empIoyees.
3. From anaIysis I concIuded that the period of in house training is very
short, which is not sufficient to get compIete knowIedge about the
work. Hence the training period shouId extend.
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4.The sitting faciIity in the canteen is not so good so there shouId be
proper arrangement of furniture's and the quaIity of food shouId aIso be
improve. Most of the time the birthdays of empIoyees are not remembered.
Remembrance of birthdays of empIoyees is aIso very important because
by this empIoyees feeI that they are vaIuabIe assets of the company and
they wiII be motivated.
5.As there is an active participation of empIoyees in decision making but
rareIy the suggestion given by them are drawn in action. Hence the
confidence of empIoyees gets demotivated.So to motivate the empIoyees
management can take into consideration some proper suggestions given
by the empIoyees. It wiII heIp to increase the motivation and uItimateIy the
job satisfaction of the empIoyees of J.K cement Ltd Nimbahera.
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