A study on work environment and commitment of employees

Work Environment and Commitment of Employees

Introduction

Title of the Project:” A study on Work Environment and Commitment of Employees”

Objectives of the study:
• To know the company structure and performance and business environment.

• To evaluate the practical difficulties in implementing personnel policies, practices
of work environment, job roles and commitment of selected employees.

• To assess the importance of personnel management with the practical orientation.

• To know the dissatisfaction of the employees towards their working environment.

Scope of the study:
New technologies and communication and information processing and geo-
political upheavals have revolutionized the way we think about the organization. Indeed,
all these factors are part of the organization environmental that the managers must take
into account. The right kind of working environment not only increases the employees
productivity but also makes them positive with high morale and job satisfaction. For the
purpose of the study the employees working in the company have been taken as
respondents.

Research methodology:
The study of the work environment at T.T. Minerals was done from the data
collected by interviewing the sample of 50 employees belonging to different categories,
designations, seniority etc. Each employee was asked in the same way as a respondent,
promoting for reliability. The purpose of the study was made clear to each respondent
before the interview and they were requested to give correct information and were
assured of the confidentiality of their information. Research design gives the information
on the type of research, survey, procedure, technique of data gathering, sample size and
technique used, sample description in profile instrumentation technique, scope and time.

H.R. Institute of Higher Education, Hassan 1


Data sources:
• Primary data:

Is generated in an investigation with the help of questionnaires.

• Secondary data:

Is collected from books, internet, articles, journals and other sources.

Sampling:

Sample Population: There are 600 employees in the organization.
Sample Size: We are taking 50 employees sample.
Sample Area: We are conducting in the production department.
Sample method: The method we are using here is survey method.

Tools and Techniques of Data Collection:
The researcher framed a set of self-administered questionnaire and it consist of
factors like job, roles and specific responsibilities, welfare facilities of employees, wages,
salary administration, promotion, supervision, group work, working conditions etc.
Questionnaire were personally distributes to the selected respondents.

Limitation of the study:
• The study is confined to T.T Minerals.
• The study is confined to 50 respondents due to time constraints so an extensive
research could not be undertaken.
• Analysis is done on the assumption that the respondents have given the correct
information through questionnaires.
• There may be errors due to bias of respondents.
• The study as a sample unit was restricted to few employees.
• Unwillingness of the respondents to give actual information



Need of the study:
The concept of ‘Work Environment and Commitment of employees’ is undertaken
by the researcher.
The study is undertaken in order to know the skills, knowledge, attitudes, values,
attitude etc. The work environment should match with the requirement of plants and
machinery in case of production requirements and job requirement. Hence, the topic was
found to be suitable for study.

STATEMENT OF PROBLEM
The changes in social; economic and technological condition are already affecting
business and will have an even greater impact in future. These changes pose major
challenges to human resource management.
It is necessary to make some projection of the future directions in the human
resource management to make a proactive and creative response to these challenges.
Expectation, composition of employees, government regulation, new technologies, need
for change in the organizational culture. To meet the increased expectation human
resource professionals must began to act professionally. They must focus more on the
deliverable of their work and less on just getting their work done and they must articulate
their role in items of the value they create.
Hence, they must know how to manage human resources effectively, primarily
because traditional management models are in appropriate in our dynamic work
environment. In facing today’s global and economic challenges corporate leaders muss
employee new models and new ways of managing their human resource to solve their
business problem.
Due to the rise in cost and fall in productivity, more and more organization has
started giving a serious look into the man power policies. It has been commonly observed
that most of employees on contract labour status or temporary status show excellent
performance but just after being regularized their performance decreases, and it has
become a vicious circle.
It is therefore, essential to see the problem in its totality and planned approach is
needed for optimizing the human resource. A quantitative approach will not be sufficient;
the qualitative aspect need more emphasis. T.T. Minerals company is employing human
resource with satisfaction of employees. Hence it was decided that to know their
employee job satisfaction and work environment with references to human practices.


2. INDUSTRY PROFILE

2.1 INTRODUCTION

The kingfisher Company is the largest bottle water manufacturer in the country.
Kingfisher has 10 manufacturing units spread across different locations. Kingfisher
packaged drinking Water had got 40 contract packers in various cities.

2.1.1 INDUSTRIAL BACKGROUND

The origin of Kingfisher in India the brand owes is named its founder Mr. Vital
Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957,
kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water,
which did not quite worked. By 1959 Kingfisher wanted to exit the company.



Being a returnable package owing to various other problems such as breakage and
weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles.
After this plastic packaging was introduced, things started to change, and sales increased
rapidly.

2.1.2 Packaged water business:

Bottled water or packaged water sector is considered to be one of the fastest
growing business sectors in India. Several big Indian and multi national corporations have
entered into the water business sector in a big way. This market is estimated at US $104
to 145 million and the sales had increased from 95 to 935 million litres between 1992 and
2002. The growth rate of this sector is put in the range of 30-70 percent per year. The
growth of this market is predicated upon the failure of the governments to provide clean
drinking water to the citizens and the increase in demand for clean water due to
environmental pollution. This industry has seen as many as 180 players in the market
selling as much as 1,000 million litres of water each year. The government agencies are
also encouraging consumption of bottled water instead of consuming municipal water in
the official meetings. The government estimated that by March 2001, about 6540 million
cold drink bottles were sold annually, which means a per capita of 6 bottles for the billion
Indian population. The consumption in Delhi is estimated to be as high as 50 bottles per
capita. With the companies now busy in wooing rural markets, 'colanization is here to
happen' in India. In the forefront are Bisleri, Bailley, Yes, Kinley, KingFisher and
Aquafina. There are numerous other regional and local brands across the country meeting
local demands. Many multi-nationals have entered the bottled water market and have
increased the marketing activity to tap the unexploited potential. Most of the brands had



been competing in a very narrow market segment, comprising predominantly the areas of
travel, tourism, caterers, restaurants, hospitals etc. Their attention is now focused towards
tapping the vast potential presented by affluent / upper middle class households.

2.1.3 Manufacturers in the water war:

The Indian packaged drinking water market is worth Rs.1500 Crores and it is
growing at the rate of 30- 70% a year. In the last one year, the world largest colour water
companies Coco Cola and Pepsi have made in road into a market previously dominated
by Mr. Mallya Brothers.

In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke
Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s
Bailley accounted Three out of every Four bottle of water sold. A year later, in March
2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had
come down to 10%. By June 2001, number provided by the companies to ‘Business
Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s
largest water player Danone and Nestle have a presence in the Indian market too. In
March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri
had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal
had 10%. The following figures showing the declining market share due to impact of
Coke and Pepsi in the Indian water market.

At present, coke having 8 bottling plants, by the end of 2007 the company would
have doubled number of water bottling plant to 16. Kinley boosted a market share of
19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5
Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores
in its water business in the next three years. Pepsi would have
added 7 Crores, a 5% share of the market and contributing 7% Pepsi revenue in the
country. It is having 2,50,000 retail outlets and the company will invest Rs.80-100 Crores
in its water business in the next three years.



2.1.4 VARIETY OF PRODUCTS OF KINGFISHER PACKAGED DRINKING
WATER.

QUALITY (ml) Per Case
200ml 48 pieces
500ml 20 pieces
1ltr 12 pieces
21tr 9 pieces
20ltr Can

2.1.5 Regulation for packaged drinking water:

Government of India has issued a Gazette Notification GSR No.85(E) dated
3.2.2000 inviting objections and suggestions from the public within 60 days of the date of
publication or laying down specifications of packaged drinking water.

Previously, a draft notification was issued on updating the existing notification
for mineral water, bringing it in the line with the international standards prescribed for
that product. The present notification seeks to lay down specification for any packaged
drinking water other than mineral water, sold in sachets, bottles, sealed cups etc. These
specifications are in line with the international standards fixed for Codex for packaged
drinking water.

As per the new specification, packaged drinking water can be treated through
various processes specified in the notification like decantation, filtration etc. or a
combination of these various processes. It shall be sold only in clean colourless,
transparent and tamperproof bottles or containers made of polyethylene conforming to
BIS standards specifically lay down for this purpose or in sterile glass bottles suitable for
preventing possible adulteration or contamination. All such containers shall be BIS-
certified.

The specification of the product includes permissible levels of contaminants /
impurities including micro-biological parameters. Every container used for packing shall
be conspicuously labeled as ‘packaged drinking water’ and no claim concerning
medicinal effects or other beneficial effects relating to the health of the consumer can be



displayed. The draft rules also seek to prohibit the use of any statement or of any pictorial
device that can create confusion in the mind of the public or mislead them about the
nature, origin, composition or properties of water on the container of the product.

The manufacture, sale or exhibiting for sale of packaged drinking water will only
be allowed henceforth under the BIS certification mark. This measure will help promote
monitoring and enforcement of quality right from the stage of manufacturing. This is yet
another measure initiated in the interest of public health.

2.1.6 General report on market study of Indian water bottle business:

A clear differentiation is happening among the water brand in terms of both
pricing and positioning. While King Fisher is touting itself as “THE KING OF GOOD
TIMES” and is trying to ride the drinking water wave. An Evian launched by French
company Damon sells itself as “Water from the French Alps” competing with premium
soft drinks. The facts however, remain that almost all players in the category are
positioning themselves on the purity platform.
In this scenario how Mr. Vijay Mallya differentiate King Fisher from the other
and more importantly for how long ? Mr. Vijay Mallya has been trying to differentiate
his product by its easy handle system as an assurance of purity and also quality. As he
say almost 76% of consumption of bottled drinking water happens in transit. Market
research conducted by King Fisher revealed that other overriding concern for this set of
buyers is the tampering of the seal and reused bottles. Man has witnessed used bottles
being refilled at railway station. So, when a consumer buys bottled water he would like
to be assured that the bottle has not been tampered. King Fisher is promoted by an
aggressive print and T.V backed by hording and point of sale material. Every interface
with the consumer is being used as an opportunity to reinforce the message. For instance
all the vehicles used for this supply have been painted in bright blue colour, the King
Fisher logo and spot catching base line like King Fisher at same price.

Pepsi Co. chairman Rajeev Bakshi says, the bulk water business is a low-volume,
but a high-value, category and is now growing faster than the retail segment, attracting a
number of major players. With the entry of beverages multinational Pepsi Co. into the
bulk water market it looks as if the water market is likely to witness some action soon.
PepsiCo India launched the packaged water bottle brand Aquafina about two-and-a-half


years ago, in a 750-ml pack. The brand now retails in conventional retail pack sizes of
500-ml and 1-litre bottles. Sources say Pepsi Co .India has been investing in additional
capacity at its plants in Bangalore and Chennai for the bulk water foray and, though
details of the venture have not been finalized, the soft drinks major is expected to
introduce the product under the Aquafina brand. Pepsi’s Aquafina water, in bulk packs of
20 liters, is expected to hit the market after a couple of months. It will be up against stiff
competition from Parle’s Bisleri and Coca-Cola India’s Kinley. In line with Pepsi's total
commitment to the highest quality standards, Aquafina 25-litre meets stringent
international and national standards for water purity benchmarked against the new norms
for packaged water effective January 2004, says a company press release. Thanks to
Pepsi's venture into the new business of bulk water, the consumer will benefit from great
tasting top-quality water, aseptically packaged with a 100-percent tamper-proof seal with
a guarantee of hygienic dispensing. Packaged in premium quality transparent food grade,
clear Polycarbonate jars, the Aquafina 25-litre pack is competitively priced at Rs 65. The
unique 'tamper and adulteration proof seal' assures the consumer of consistently genuine
product and highest quality water which need not be re-boiled. Aquafina also provides
several innovative, imported dispenser models to suit every need — from a tabletop
model to one fitted with a refrigerator that is competitively price compared to ruling
market prices. What's more, the consumer has the option of making cash-less payments
for a month's supply of Aquafina, thanks to the electronic prepaid card. Says PepsiCo
India Holdings chairman Rajeev Bakshi: "Pepsi's entry into the fast-growing bulk water
business segment is slated to redefine quality standards in the category. The unique
business model encapsulates our fundamental strengths in product and packaging
innovation coupled with marketing and distribution muscle to deliver world-class quality
and convenience to consumers."

The first entrant in the bulk water category was Bisleri, while Coke, through
Kinley, entered the segment two years ago. Over the past five years or so, Bisleri has
become a major player in the bulk water segment in the water-starved southern states.
Parle Bisleri chairman Ramesh Chauhan has gone on record saying the bulk water market
would spearhead Bisleri’s growth over the next few years and would account for 80 per
cent of the company’s branded water business within the next five years (double of what
it is now). About a month ago, Bisleri announced the re-launch of its 20-litre home pack
with a more “consumer-friendly format” in thread fitting and valve cap, against the



conventional snap-on fittings. The existing 20-litre Bisleri packs are now being
withdrawn and the rollout of the new jars, priced between is on. Bisleri’s focus on the
bulk water market has grown in the past few years, mainly owing to the stiff competition
posed by innumerable brands in the packaged bottled water market. Not only are there big
multinational players like Coke with their huge distribution networks, regional players
exist side by side, enjoying local clout.

2.2 Kingfisher in the context

The kingfisher Company
is the largest bottle water
manufacturer in the country.
Kingfisher has 10 manufacturing
units spread across different locations. Kingfisher packaged drinking Water had got 40
contract packers in various cities.
The origin of Kingfisher in India the brand owes is named its founder Mr. Vital
Malya an Indian entrepreneur. He first brought the idea of selling water in India. In1957,
kingfisher set up a plant in Bangalore for bottling and marketing actual mineral water,
which did not quite worked. By 1959 Kingfisher wanted to exit the company.

Being a returnable package owing to various other problems such as breakage and
weight, in 1962-63, Kingfisher was made available in PVC (Poly Vinyl Chloride) bottles.
After this plastic packaging was introduced, things started to change, and sales increased
rapidly.

The Indian packaged drinking water market is worth Rs.1500 Crores and it is
growing at the rate of 30- 70% a year. In the last one year, the world largest colour water
companies Coco Cola and Pepsi have made in road into a market previously dominated
by Mr. Mallya Brothers.



In March 2000, Pepsi, Aquafina had negligible presence in the market, Coke
Kinley was yet to be launched and Ramesh Chauhan’s Bisleri and Prakash Chauhan’s
Bailley accounted Three out of every four bottle of water sold. A year later, in March
2001 Kinley had a 20% share of the market, Aquafina 14% and share of King Fisher had
come down to 10%. By June 2001, number provided by the companies to ‘Business
Today’ indicates that it had come down to 7%. Not only Coke and Pepsi the world’s
largest water player Danone and Nestle have a presence in the Indian market too. In
March 2003, Kinley had a 30% share of the market, Aquafina 16% and share of Bisleri
had come down to 30%, Bailley 10% and other local brands like Cauvery, Ganga Crystal
had 10%. The following figures showing the declining market share due to impact of
Coke and Pepsi in the Indian water market.

At present, coke having 8 bottling plants, by the end of 2007 the company would
have doubled number of water bottling plant to 16. Kinley boosted a market share of
19% in June 2001. It already contributes 5% to Cokes revenue in India and available in 5
Lakhs retail outlet across the country. The company expects to invest Rs.70 –75 Crores
in its water business in the next three years. Pepsi would have added 7 Crores, a 5%
share of the market and contributing 7% Pepsi revenue in the country. It is having
2,50,000 retail outlets and the company will invest Rs.80-100 Crores in its water business
in the next three years.

2.3 COMPANY PROFILE



This section deals with the nature of the Company and its area, departments. It
also includes a study about the organization. It also includes brief introduction about the
Company.

2.3.1 INTRODUCTION:

The King Fisher, United Breweries Company is one of the best companies today.
It offers many products like bear, packaged drinking water and also it is offering its new
airline services. The Company has given the rights of its brand name to T.T minerals for
manufacture of King Fisher packaged drinking water and the company profile is limited
to T.T Minerals. King fisher has 10 manufacturing units spread across different locations.

2.3.2 Industrial Background:

The kingfisher, united breweries company is one of the best companies today. It
offers many products like bear, packaged drinking water and also it is offering its new
airline services. The company has given the rights of its brand name to T .T Minerals
which is the only company for manufacturing King Fisher packaged drinking water. The
company profile is limited to T.T Minerals.

The origin of kingfisher in India the brand owes is named its founder Mr. Vital
Mallya an Indian Entrepreneur. He first brought the idea of selling bottled water in India.



In 1957, kingfisher set up a plant in Bangalore for bottling and marketing actual mineral
water, which did not quite worked. Later by 1959 kingfisher wanted to exit the company.

But later things started to change and it gave its brand rights to company called T.
T Minerals. Being a returnable package owing to various other problems such as breakage
and weight, in 1962-63, kingfisher was made available in PVC (poly Vinyl Chloride)
bottles. After this plastic packaging was introduced, things started to change, and sales
increased rapidly.

The bottling and marketing plant in Bangalore was set up in the year 1982 with
work force .In the starting the production rate was 600 cases per day. The work force has
become double in numbers due to the sincere commitment given by the top management
and thus the production capacity could able to increase up to 5000 cases per day. The
company is doing their distribution and marketing function with help of self and contract
vehicles.

2.3.4 Distribution:

Distribution involves the flow of product from the manufacturer to the ultimate
end user through the distribution channel. A distribution channel is defined as a set of
firms and individual that assists in transferring the title to the particular customer. These
firms which are marketing intermediaries perform a number of key functions viz.
gathering information is necessary for facilitating exchange, promotion, contacting
prospective buyers to cover the cost of channel work. Therefore, it is very necessary that
appropriate distribution channel be chosen.
The purpose of using intermediaries is largely to market the goods properly and to
make it available and accessible to target market. Distribution does not end with selling


but also intensifies the relationship with the buyers after the sales, which is to determine
the buyer’s choice next time onwards.

2.3.5 Distribution muscle of T.T Mineral.

Distribution plays a crucial role in successful marketing of the bottled water. The
consumer has the tendency of picking up whatever is conveniently available. Kingfisher
has indeed a strong distribution network.

The company is presently using distribution channel which involves:

Manufacturer

Distributor

Retailer

Consumer

As we already know that distribution is the key factor, and the consumer tends to
pickup whatever is conveniently available and is pushed by the retailer. Therefore, a lot
depends on the availability of the product and the profit margin given to the retailers.

Thus, T .T Minerals introduces attractive schemes for one liter two liter and 20
liter can. The company as 40 distributors in various areas. Through distributors the
company tries to distribute its products and increases the sales as well as acquire the
market. From the production unit, the stock is transferred to warehouses, which is known
as crystal marketing and operates distribution function by using their vehicles. A
salesman and one delivery boy accompany each vehicle. They visit daily according to the
requirement of the market.


2.3.6 Marketing Function:

The marketing function carried out for King Fisher packaged drinking water is
simple. The company T.T Minerals which is the franchisee of united breweries has given
the marketing rights to Ice Berg Foods Ltd keeping in view its busy schedule of work and
to make sure that its product are reached in each and every corner. The marketing division
receives the order from the distributors based on the requirement.

The marketing department sends the message to the stores department and there
the cases are loaded to trucks as per the order and then distributed. Early morning 20Ltr
can are first supplied and then other packages. The distributors supply the product mainly
to retailers, bars, industries, hospitals and hotels. Major of the selling is done in hotels and
bars.

2.3.7 Warehousing:

Storage facility is necessary because there is a time gap between production and
consumption. At T.T Minerals they have central warehouse system. They follow First-in
First-out system in managing the stock of the finished goods. They also do continuous
stock checking and periodic data files are maintained.

2.3.8 Transportation:

The company requires transportation for the direct flow of products from the
factory to the distributors and to the customers. For transportation company uses their
own vehicles and also have vehicles on contract basis. The company is having 22 trucks
and other vehicles for distribution of their products.

2.4 Product manufacturing process:



Water from the bore well is taken and stored in large 10 tanks and each tanks
capacity of carrying water is 7000 liters. Then the water from the bore well is passed
through sand filters to remove sediments and dust particles. Then water is made to pass
through activated carbon filters which have highly porous bituminous coal carbon for the
removal of tastes, odor, chlorine, color and other organic material from water. Then this
water made to pass through ultra violet sterilization. Further the water is passed through
micron filters for more filtration. Then finally this water is treated with ozonization which
is an oxidation agent which is easily soluble in water and eliminates completely the micro
organisms. The main purpose of this is to increase the life of the water. After this
chlorination and reverse osmosis is done. At last the treated water is bottled and
marketed.

The service provided is good they take all the precautionary measures to satisfy
the customers taking into account the product certification mentioned as per the Indian
Standards. The product certification is as follows –
BIS (Bureau of Indian Standards) operate a product certification scheme under which
licenses are granted to manufacturers who wish to claim conformity of these products to
relevant Indian Standards. It enables manufacturers to use the standard mark (popularly
known as ISI mark) under BIS act. The scheme was voluntary in nature and aimed at
providing third party assurance to the customer but after the Union Minister of Health and
Family Welfare issued a Notification NO.759 (E) an amendment to the prevention of
Food Adulteration Rules 1954, the BIS certification mark has become mandatory for
packaging drinking water. Separate Standards have been formulated for packaged
drinking water (IS 14543:98) and for packaged natural mineral water (IS13428:98). These
Standards give parameters to be tested and the requirements to be met in respective
category of packaged water. According to the Standards, the manufacturers should see
that the total pesticides residue is not more than 0.0005mg per liter.

2.4.1 Purification processes:



Purity and safety are two major factors taken care in sourcing and processing King
Fisher water. Great care goes in tapping this source. Only water below 25 metres is
tapped, this is to avoid any surface contamination to percolate and mix with underground
water source. Area surrounding water collection tube at the surface is protected and kept
clean.

There are 7 stages in purification process. They are:

1. Sand filtration:
Sand filtration system removes contamination by forcing the water through a
vessel of sand. These require backwashing about once a month and have no need
for replacement of chemicals.

2. Carbon filtration:
A filter that uses a piece of activated carbon to remove odors, contaminants and
impurities. It removes organic and inorganic chemicals that RO unit cannot.

3. Micron filter:
Micron filters functions is it removes solid particles from water. This filter gets
its name from its ability to trap micron size particles at a very high efficiency rate.

4. Reserve osmosis (RO):
Reserve osmosis is a water treatment method whereby water is forced through a
semi permeable membrane which filters out impurities. Reserve osmosis unit
removes inorganic chemicals such as salts, metals and minerals as well as micro
organisms and many (but not all) organic compounds.

5. Ultra filtration:



Ultra violet radiation is used to destroy contaminants in water. Ultra violet light is
also used to create ozone molecules for destroying contaminants in water.

6. Ionizations (O3):
Ionizations is a type of gas which as a variety of oxygen. Ozone treatment is used
to kill microbes in water. Ozone is a form of oxygen containing 3 molecules.

7. Chlorination :
Chlorination is addition of chlorine to water to destroy micro-organisms.

2.4.2 Processing and quality assurance:
1. The casing tube itself is protected with stainless steel mesh to give a preliminary
filtration to the water.
2. Ultra filtration is used to remove the bacteria in the water.
3. Activated carbon purifier is to remove colour and odour in water and remove
chlorine in the water.

To ensure King Fisher water is held safe free from contamination, ultra-violet
treatment and Ionization process is carried out. Ozone is unstable trivalent oxygen which
is done within couple of hours for the preservative purpose. Sterilisation effect of ionized
water continues even after is water is packaged, thereby ensuring safety of King Fisher
water up to its final packing. To ensure high quality packing materials,
components like caps and bottles are manufactured in-house from resins of quality
suppliers.
Good manufacturing practices are stringently followed at all times. Processing is
religiously monitored at every stage.

2.5 Technology development:
To make sure that the product that reaches the consumers is always of high quality
and also meets international standards. King Fisher has always been involved in
improving its product packaging. One such recent development is the tamperproof seal
and easy carry handle.



2.6 Future plans:

Now as King Fisher water as perhaps already steps ahead of its competitors it will
endeavour to widen its gap in the months to come. King Fisher brand positioning
stresses on pure and clean drinking water. Some of the future plans to maintain the top
spot that King Fisher commands in the Indian market are;
 New pack sizes in bottles and cups.
 Increase the distribution network with an investment in terms of crores.
 Strengthening its traditionally weak areas by setting up of new bottling
facilities at a cost of Rs. 150 crores.

2.7 Vision:
To be a premier UB-company with a clear focus to become globally competitive
through growth and technology up gradation committed to excellence in quality service
and environment management.

2.8 Mission:
• To be the recognized leader in our target markets.
• To be preferred employer wherever we operate.
• To recognize the value of our human assets.
• To be the partner of choice for customers, suppliers and other creators of
innovative concepts.

2.9 Goals and objectives

• To act with integrity, probity, honesty transparency and with utmost good faith.
• Actively assist in implementing the companies’ objectives and creating an
organization that is responsive, positive and driven by business and social needs.

2.10 Competitors information



Some of the competitors in this field KINGFISHER PACKAGED DRINKING
WATER are
 KINLEY.
 BAILLEY.
 AQUAFINA.
 BISLERI.
 CAUVERY.
 GANGA.
 CRYSTAL.



2.11 ORGANIZATION STRUCTURE

ORGANISATIONAL CHART

Proprietor

General Manager

Marketing Production Finance Personal
Manager manager manager manager

Sales officer Plant supervisor Supervisor In charge
Administration

Salesman Foreman Accounts clerk Clerks

Workers



Proprietor - T Ashwathnarayana

General Manager - A marnath

Marketing manager - K P Udupa

Production manager - K P Suresh

Finance manager - A Deepak

Human Resource manager - R Nagaraj

Marketing sales officer - Karum Bahia

Plant Supervisor - Thukaram

Finance Supervisor - A Deepak

Personnel In charge Administration - R Nagaraj



2.11.1 Functional departments at T.T Minerals:

1. Human Resource Department

2. Production Department

 Filling section
 Blowing section

3. Stores department

4. Quality Control Department

5. Finance or Accounts Department

6. Sales or Marketing Department

 Dispatch section



2.11.2 Human Resource Department

T.T Minerals has been divided into various departments for the smooth
functioning of all activities here Human Resource Management is also one of the
important departments.

Structure of Human Resource Management in T .T Minerals :

Managing director (T. Ashwathnarayana)

AGM (A .Amaranth)

HRD Manager (R. Nagaraj)

Supervisor

Workers
Kingfisher recognizes its employees as the most important asset for its continued
growth. Human Resource Management in kingfisher strives to ensure continuous
organizational growth by nurturing the strengths of its employees and providing the
environment and opportunity for every individual to rise to his or her highest potential,
identify and achieve his personal goal within the frame work of organizational, societal
and national objectives.



T.T.Minerals has been divided into various departments for the smooth functioning
of all activities here Human Resource Departments is also one of the important
departments.

The main functions of human resource department in T.T.Minerals are:
a) Recruitment.
b) Retention.
c) Retirement.
d) Promotion.
e) Transfer.
f) Demotion.

The human resource department has two divisions, namely,
a) Personnel Department.
b) Welfare Department.

The personnel department consists of:

1. Maintenance of personnel files and employees master records.

2. Processing of confirmation in respect of employees appointed/promoted;
• Checking of personnel records.
• Follow-up probationer rating sheets.
• Putting up of notes to the concerned competent authority.
• Issue of confirmation letters to the concerned employees.
• Informing accounts officers (pay rolls) for granting annual
progress Increments.
• Entering in the personal records.

3. Extension of probationary period on grounds of unsatisfactory probation.

4. Entering annual progress increment dates and rates in the personal records/ employee
master records in respect of eligible employees.



5. Employee service records;
• Follow-up of employee service records from the department.
• Pointing out the deficiencies to the employee who have been rated
below 331/3% after obtaining competent authorities approval.
6. Annual confidential reports;
• Follow-up of annual confidential reports in respect of officers and
putting up to the divisional hands before sending it to corporate
office.

• Communication of adverse remarks to the officers who have been
rated low average/below average or corrective action.

7. Fixation on pay on promotion in respect of employee promoted option cases to the
date of next drawl of annual progress increment and making necessary entries in the
records.

8. Processing of incentives.
• For acquiring additional qualification.
• For undergoing family planning operation (incentive/special
increment).

9. Preparing superannuation statement of employees retiring during the year and
arranging procurement action for presentation of mementoes.

10. Feeding seniority date in respect of all employees to corporate office for
computerizing.

11. Preparing seniority lists-reviewing the personal records, putting recommendations
for promotions up to wage Group-E under career development plan.

12. Wage fixation entries in the records of employees and officers.



13. Completing the formalities of checking of documents, getting clearance from
accounts/corporate office in respect of employees / officers for availing loan.

14. Preparing list of employees who will be completing 10/15 of service, writing of
certificates, obtaining CMD’s signature on the certificate, and arranging procurement
action for wrist watches and gold plated steel strap and distribution to employees.

15. Transfers.
• Inter departmental transfers.
• Inter divisional transfers.

16. Resignations/Termination.

17. Forwarding of application to out side organization.

18. Court attachment/service of summons.

19. Issue of service certification for various purpose such as educational authorities,
banks, rationing officer, Life Insurance Corporation of India Authorities, Etc.

20. Issue of No Objection Certificate for pass port authorities, employment exchange,
contesting for elections for taking-up higher studies etc.

21. Up-dating seniority registers/strength registers.

22. Incorporation of additional qualification.

23. Company leased accommodation for officers.

24. Trade Union is responsible for fixing the canteen requirements under the Karnataka
Company Act of 1969.



2.11.3 The Welfare Department consists of:

• Administration of personnel policies, rules and regulations.

• Implementation of service condition.

• Training of filter/welders in machine shop traders.

• Giving clarification to employees regarding LTC’s, family planning, HDFC,
confirmations, fixation of pay, etc.

• Punishment cases- affect of reduction in pay or grade and reckoning of seniority.

• Release of reservists for Re-survey Medical Board and Ex-Serviceman for
periodical training.

2.12 Suggestion Awards:

• Feeding information to house margins.

• Recommendation for Prime Ministers Sharm Awards.

• Recommendation for Physically Handicapped Awards.

• Leave Rules.

• Study leave for employees/sponsoring.

• Payment of gratuity.

• Maintenance policy files.



• Processing of loan application forms for purchase of vehicles.

• Annual inventory.

• Change of name of employees.

• Nomination/wills.

• Uniforms.

• Wage anomalies.

2.13 PRODUCT PROFILE

The company kingfisher offer variety of services to the customers. The services
like Airline services, beverages etc, but as my project is restricted only to packaged
drinking water, I will be giving the product related to the packaged drinking water. The
kingfisher as given its brand rights to T T Minerals for the marketing of the packaged
drinking water and the marketing rights to ICE BERG FOODS LTD. The variety of
products comes in 200ml, 500ml, 1000ml, 2000ml, 5000ml, 20ltr can and also they
manufacture soda. The table is shown below:



Different Qualities of Kingfisher Packaged Drinking Water with prices.
Quality Per case Price (in Rs)
200m 48 pieces 3.50
500ml 12 pieces 08-00
1000ml 12 pieces 14-00
2000ml 09 pieces 20-00
5000ml 01 Can 35-00
20ltrs 01 Can 60-00

Above all the varieties, it is said that 20ltrs jar has high profit margin because the
jars can be recycled and repeatedly used for many times. The cost of jars Rs120. For one
liter Bottle the total production cost involved is around Rs5.75, for two liter bottle is
around Rs6.30 for half liter bottle is around Rs5.20.

2.14 ORGANIZATIONAL SWOT ANALYSIS

STRENGTHS:

 Acting with integrity, probity, honesty, transparency and with utmost good faith.
 Actively assist in implementing the company’s objectives and creating an
organization that is responsive, positive and driven by business and social needs.
 It is most useful mineral water.
 Quality of the product is good compare to other mineral water.
 Brand image of the product is good compare to other bottled water manufacturers.
 Motivation of customer satisfaction.
 Kingfisher bottled water is sharing the competitive market effectively.

WEAKNESS:

 Shrinking damaged of blowing section.
 Other limitation is maintaining the marketing.
 Less co-ordination between employees & organization.
 Less use in advance technology.



OPPORTUNITIES:

 Adequate Scope for development activities.
 Entering places such as science parts and rural areas, where brand awareness can
be created by better promotional activities
 Better utilization of resources which in turn results in effective productivity
 Implementation of better and upgraded technology

THREATS:

 Tuff and strong competition from the respective industry
 Threat from foreign players
 Competition among the distributers or retailers
 Fluctuation in the rate of inflation



3. INTRODUCTION:

HUMAN RESOURCE MANAGEMENT:

Different terms are used to denote human resource management they are :
Labour management, Labour administration, Labour management relations, employee
employer relations, industrial relations, personal administration, personnel management
and like these terms can be widely the basic nature of distinction lies in the spoke
are coverage and evolutionary stage.

3.1 MEANING:

Human resource management means employing people, developing their
resources, utilizing, maintaining and compensating their services in tune with the
job and organizational requirements.
Human resource management is concerned with the management of people
in organizations. It represents that part of an organization’s activities concerned
with the recruitment, development and management of its employees. Managing
human resources is an integral part of general management and is critical to the
success of all types of organizations. Human resources are the essential constituents in
any organization.
No organization stands on its own without them.
Thus, human resource management is the process of acquiring, training,
developing, motivating and evaluating a sufficient number of employees to perform
the activities required for an organization’s objectives, generation of satisfaction and
optimal productivity and effectiveness of employees. The primary functions of
human resource management are human resource planning, recruitment and
selection, training and management development, performance appraisal, compensation
and providing employee benefits and satisfaction. Therefore, human resource
management comprises the activities.



3.1.1 DEFINITIONS:
According to Ronald J. Ebert, “Human Resource Management refers to
attracting, developing and maintaining an effective workforce”

According to Wood and Wall ,” Human Resource Management is a term
used to represent that part of an organization’s activities concerned with the
recruitment, development and management of its employees.

According to P.S Van Dyk “ Human Resource Management signifies a
process of management whereby a sustained synergy is maintained between the
employees, the assigned task, the organization and the environment. This is to
ensure that organizational goals are attained and the employee achieves a
competent level of performance and an agreeable degree of gratification.

According to Michael Armstrong and Angela Baron “ Human Resource
Management can be defined as a strategic and coherent approach to the
management of an organization’s most valued assets-the people working there who
individually and collectively contribute to the achievement of its objectives for
sustainable competitive advantage”

3.2 NATURE OF HRM:

Human resource management is a process of bringing people and
organizations together so that the goals of each are met. It tries to secure the best
from people by winning their wholehearted cooperation. It may be defined as the
art of procuring, developing and maintaining competent workforce to achieve the
goals of an organization in an effective and efficient manner.
It has the following features:

 Pervasive force

 Action Oriented

 Individually Oriented



 People Oriented

 Future Oriented

 Development Oriented

 Integrating mechanism

 Comprehensive function

 Auxiliary service

 Inter-disciplinary function

3.3 CHARACTERISTICS OF HUMAN RESOURCE MANAGEMENT:

 HRM is an organization wide strategic activity
 HRM is goal- oriented rather than established/ maintenance focused.
 HRM seeks to develop individual capacity and capability in order to
contribute their best to the organization.
 HRM is a people oriented process for assimilating individual efforts with
organization’s competitive priorities
 HRM emphasizes individual as a core element of its competitive strategy
 HRM is an integrating and integrative framework which links people
resources, business process and customers effectively
 HRM is an ongoing set of activities and requires commitment of top
management

3.4 SCOPE OF HRM:
The scope of HRM is very wide Research in behavioral sciences, new
trends in managing knowledge workers and advances in the field of training have
explained the scope of HR function in recent years. The Indian Institute of
Personnel Management has specified the scope of HRM thus:



3.4.1 Personnel aspect:
This is concerned with manpower planning, recruitment, selection, placement,
transfer, promotion, training and development, lay off and retrenchment,
remuneration, incentives, productivity, etc.

3.4.2 Welfare aspect:
It deals with working conditions and amenities such as canteens, crèches,
rest and lunch rooms , housing transport, medical assistance, education, health and
safety, recreation facilities, etc.
Industrial relation aspect:
This covers union- management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

3.5 OBJECTIVES OF HRM :
 To help the organization reach its goals

 To employ the skills and abilities of the workforce efficiently

 To provide the organization with well-trained and well-motivated employees

 To increase to the fullest the employee’s job satisfaction and self-
actualization

 To develop and maintain a quality of work life

 To communicate HR policies to all employees

 To be ethically and socially responsive to the needs of society.

 To facilitate in maintenance of cordial relationship between management
and employees.

 To devise programmes for meeting economic, social and psychological needs
of the employees.

 To create an enabling climate in which employees are inspired to harness
and deploy their skills and competencies to the fullest.



3.6 IMPORTANCE OF HRM :
People have always been central to organizations, but their strategic
importance is growing in today’s knowledge-based industries. An organization’s
success increasingly depends on the knowledge, skills and abilities (KSAs) of
employees, particularly as they help establish a set of competencies that
distinguish an organization from its competitors. With appropriate HR policies and
practices an organization can hire, develop and utilize best brains in the
marketplace, realize its professed goals and deliver results better than others.

 At the Enterprise level

 At the Individual level

 At the National level

3.6.1 At the enterprise level:

Good human resource practices can help in attracting and retaining the best
people in the organization. Planning alerts the company to the types of people it
will need in the short, medium and long run.
It helps in training people for challenging roles, developing right attitudes
towards the job and the company, promoting team spirit among employees and
developing loyalty and commitment through appropriate reward schemes.

3.6.2 At the individual level:

It promotes team work and team spirit among employees.
It offers excellent growth opportunities to people who have the potential to rise
It allows people to work with diligence and commitments



3.6.3 At the society level:

Employment opportunities multiply scarce talents are put to use. Companies that pay
and treat people always race ahead of others and deliver excellent results

3.6.4 At the national level

Effective use of human resources helps in exploitation of natural, physical
and financial resources in a better way. People with right skills, proper attitudes
and appropriate values help the nation to get ahead and compete with the best
in the world leading to better standard of living and better employment.

• Attract and retain talent
• Train people for challenging roles
• Develop skills and competencies
• Increase productivity and profits
• Improve job satisfaction
• Enhance standard of living and generate employment opportunities.
• Human resources help in transforming the lifeless factors of production into
useful product.

3.7 INFLUENCING FACTORS OF HRM:
 Size of the workforce

 Composition of workforce

 Employee expectations

 Changes in technology

 Life- style change

 Environmental challenges

 Personnel functions in future



• Job redesign

• Career opportunities

• Productivity

• Recruitment and Selection

• Training and Development

• Rewards

• Safety and welfare

 Changes in 21st century impacting HRM

• HR as a spacing board for success

• Talent hunting, developing and retaining

• Lean and mean organization

• Labour relations and health care benefits.

3.8 GENERAL INTRODUCTION

Indian economic scenario is undergoing a fundamental structural change affecting
all walks of life. Physical, behavioural and psychological differences among individuals
have increased with the rapid changes taking place in the management process of
organization. These have implication in the design of recruitment, selection, training and
development, compensation, performance evaluation, employee discipline, promotion and
transfer etc., are becoming difficult for implementation due to poor understanding of
Personnel Management by the employees. Human resources are one of the most
important managerial functions encompassing with all aspects of the organizational
interactions with people. In recent years, the term human resource management has been
adopted as an alternative to personnel management.



3.8.1 OBJECTIVES OF WORKERS PARTICIPATION IN MANAGEMENT

The objectives of workers participation in management vary from country to
country and from company to company.

The various objectives are;-
I. To promote industrial peace and harmony
II. To promote industrial democracy
III. To encourage workers to take positive role in managing the enterprise
IV. To regulate self centered action of capitalists
V. To improve moral of the employees
VI. To ensure best utilization of human resources by recognizing and tapping the
potential of the employees.

3.9 FORMS OF WORKERS PARTICIPATION IN
MANAGEMENT
After independence, India attempted to introduce this concept to promote the
participation, the provision of industrial disputes (ID) act for setting up of woks
committees and for the establishments of bipartite committees in factories act 1948 were
introduced. India introduced the joint consultative machinery in government undertakings
to facilitate co-operation between the government and employees the schemes of
participation and description are described in brief below:

1)Work Committees:
The industrial Disputes Act 1947 provides for the setting up of works committee,
consisting of representatives of management and employees, in every undertaking
employing 100 or more workers to promote measure for securing and preserving good
relations between employer and employees.
The representatives of the workmen, whose number shall not be less than the
representatives of the employer, are to be chosen from among the workmen engaged in
the establishment and consultation with their recognized trade unions if any. It is a
channel for joint consultation. The issues that are normally dealt with by works
committee are:



• Conditions of work
• Safety and accident prevention
• Administration of welfare programmes
• Educational and Recreational activities

2) Joint Management Councils (JMC) :
This scheme is based on the draft prepared by the tripartite committee appointed
by the 15 th session of Indian Labour Conference and further modified by the
tripartite national seminars.

Objectives of JMC:
• To promote cordial relationship between workers and management.
• To establish a mutual trust and confidence
• To train the workers to understand and share the responsibility of
management.
• To secure better welfare and other facilities for workers

3) Workers Director:
The apex level of participation in an enterprise is at the board of director’s level.
The objectives of this are as follows
• A feeling of enhanced status for workers and union
• An active role in the formulation of company policy
• Workers involvement in strategic level decisions

The system has got many limitations like worker will not remain as a worker and in some
cases bargaining power of the unions will be reduced.



3.10 LEGISLATION GOVERNING WORK ENVIRONMENT TOWARDS
FACTORIES ACT, 1948
The main objective of this act is to improve working conditions of the workers by
implementing the provisions of industrial safety.
Factory means any premises wherein ten or more workers are working and in any part of
which a manufacturing process is carried out with the aid of power wherein twenty or
more workers are working and in any part of which a manufacturing process is being
carried without the aid of power.

3.11 INDUSTRAIL SAFETY MANAGEMENT
For a dynamic industrial world, it is essential to have a sound, efficient and well
planned safety programme. Industrial safety activities are not entirely separate from
production, but must be completely integrated with the production programmes. The
success in preventing accidents depends on the principles accepted and practiced by all
the concerned people, union labour, management and government. The cost of loss of life
and other losses are unimaginable. The prevention of accidents at work is one of the most
important problems of industries. The Factories act prescribes the minimum requirement
of cleanliness, lighting and ventilation and provides for the disposal of wastes, the
elimination of dust and fumes, and the control of temperature in work environment.

3.11.1 STEPS IN SAFETY PROGRAMMES
The steps involved in safety programme of any organization are given as follows:
1. Management’s commitment and involvement: Securing management’s
commitment is a prerequisite for any safety programme. It is an essential step to
ensure the safety programme in the right spirit.
2. Organizing for achieving safety goals: The specialist in charge of safety has to
coordinate the various activities and he has to mobilize the necessary resources
including the personnel.
3. Detailing the operational plan: The Company’s safety objectives, policies, rules
and procedures that are chosen for implementation should be communicated to
every one concerned in the organization.
4. Inspection of safety operations: The inspection provides an ongoing evaluation
of the progress being made



5. Revision of existing practices: The existing safety system and practices are to be
revised in the light of advancement of technology. The corrections to existing
practices are to be taken up depending upon the collections of hazard
6. User guards and protective devises as a last option: If it is not possible to
revise the system because of constraints to achieve the safety objective, use
supplementary means to safeguard the exposure.
7. Educate and train employees to bring safety awareness: Awareness and
motivation are essential ingredients in the remedy of controllable injuries.

3.11.2 SAFETY CONSCIOUSNESS
This refers to educating the employees toward safety awareness and safe work
practices. A worker will accept the use of safety measure if he is convinced of its
necessity.
Therefore, suitable measures should be adopted to increase the awareness of need for
safety in the work environment.
1. Display of safety posters and slogans
2. Providing simple and convenient safety devices
3. Allowance to workers for setting, removing and replacing any necessary safety
devices
4. Hold safety competition and award prizes for the safe practices
5. Give the identity and recognition to safe workers.
6. Hold regular safety meetings
7. Report safety activities to all employees
8. Cross mark all accident prone areas
9. Conduct safety- training programmes at regular intervals.



3.11.3 ACCIDENTS
Accidents are really recognized when there is damage to properties and some one
is injured. It is nit necessary that all accidents should result in personal injury.
Generally an accident is defined as “an event which is unexpected or the cause of which
is unforeseen” but this definition does not give scope for accident prevention.
Thus, a definition, which provides the basis for industrial accident prevention is as
follows, “an accident is any occurrence that interrupts or interferes with the orderly
progress of the activity in question.”

Cause of Accidents
• Technical causes reflect deficiencies in plant, equipment etc, and general work
environment.
a. Mechanical causes
• Unsafe design and/or construction
• Improper machine guarding
• Improper loading of the machine
• Unsafe and improper material handling system
• Leakages of valves of dangerous liquids and gases
• Broken safety guards
b. Environment factors
These refer to improper condition of work.
• Too high or tool low temperature
• High humidity causing excessive fatigue
• Defective and inappropriate illumination
• Presence of dust, fumes and smokes
• Poor house keeping

• Human causes of unsafe acts by the person concerned are due to his ignorance or
carelessness etc.
• Age, health and mental condition
• Financial position and number of dependents
• Lack of job knowledge and skill
• Improper attitude towards the work



• Incorrect machine habits
• High anxiety level
• No use of safety devices
• Working unsafe speeds
• Improper handling of tools

3.11.4 ACCIDENT PREVENTION
It is the responsibility to provide safe conditions of work and inculcate safe habits
and behaviour and right attitudes among workers by education, training and right
supervision. Accident prevention has become a predominant matter of concern in all-
industrial enterprises. Accident prevention has both humanitarian and social implications,
as they are required for higher productivity. The recommendations of code of practice are
intended to guide all those having responsibility towards safety. These are obligations of
employers, workers and obligations of manufactures towards accident prevention.

A. Obligation of employers
• Employers should provide, maintain and periodically inspects the buildings, plants
and machineries and to organize the work so as to protect workers against
accidents and injury and health.
• It is the duty of employee to ensure that machines, appliances, vehicles etc. are
conforming to the relevant safety regulations.
• To take care for the safety of the workmen and other employees
• To make sure that workers are properly instructed about hazards of their
occupations and precautions necessary to prevent accidents.
• It is the duty of the employer to see that all places i.e. near buildings, near
machinery, passages etc, are properly provided with adequate lightning required
for workers safety.



B. Obligation of the workers
• It is the duty of the workers to make proper use of all safeguards, safety devices
and other appliances furnished for their protection
• It is the duty of the workers to examine workplace and the plant and equipment
that is used before starting the work.

C. Obligation of the manufacturers.
• To provide appropriate guards for machinery, wherever required.
• To furnish instructions for the safe use of equipments and handling of hazardous
materials.

3.11.5 OCCUPATIONAL HEALTH
Occupational health should aim at the promotion and maintenance of the highest
degree of physical, mental and social well being of workers. In all occupations, the
prevention among workers of departures from health caused by their working conditions,
the protection of workers in their employment, from risks resulting from factors adverse
to health, the planning and maintenance of workers in an occupational health environment
adopted to his physiological equipment. Thus occupational health is adoption of work to
men and each man to his job.



3.12 A STUDY ON WORK ENVIRONMENT AND COMMITMENT OF
EMPLOYEES

INTRODUCTION
Employees are endowed with skills, knowledge, attitude, values, aptitude, attitude
etc, they come to the organization with all these varieties of skills, attributes, though the
organization mostly require employees skills and knowledge, it is inevitable to the
management to bear and respects the total employees, there only the employees commits
himself to the organization. A committed employee is a valuable asset to the company as
he contributes his maximum skills and knowledge, in the process of maintaining human
relations, the company provides congenial work environment to its employees.

The organization has to create conductive environment at the work place to make
him committed to the company. Work environment includes various internal and external
factors. These factors influence the employees mind and body.

The work environment should match with the requirement of plant and machinery
in case of production requirements and job requirements, in case of other requirements in
addition to the convenience and comfort of the employee. The work environment, which
suits the requirements of job and conveniences of the employees, maximizes the workers
efficiency and productivity.

Industrial psychologists, therefore, suggest that the organization should provide
constructive work environment in order to reduce employee’s problem at work. Work
environment consists of 1) physical environment, 2) social environment,
3) psychological environment.

1) Physical environment :
Physical work environment consists of building location, type of the buildings,
ventilation, lighting, rest rooms, toilets, furniture, temperature, moisture, humidity and
noise, colours of the walls, roof, height of the roof, passages, greenery etc.



2) Social environment:
Social work environment consists of management policies and practices regarding
formation of work groups/teams, allowing and encouraging the employees top form work
groups/teams informally, making use of grapevine, utilizing open space concept regarding
the layout of offices and workplace.

The factors like encouraging/ allowing the employees to interact socially with
other employees open and extensive interaction between superiors and subordinates, easy
access of top management to employees and management style of managing by walking
around and consulting the employees informally also included in social work
environment.

3) Psychological environment
Psychological work environment significantly influences certain factors of human
resources like values, attitude, aptitudes etc.

Psychological work environment includes perception, personality, motivation,
morale, group formation, maintenance, utilization, leadership, style, and levels of job
satisfaction, individual differences, human relation, superior-subordinate interaction and
relation, organization climate communications.

Fatigue:
The term fatigue is defined as decrease in the capacity or efficiency or ability of a
person to carryout the work because of work.

Mandatory:
According to Harrel, Mandatory is a state of mind caused by performing repetitive
tasks. It implies no emotional dislike. Job enlargement mostly causes monotony, job
enlargement overloads it.



Boredom:
Boredom is caused due to lack of interest or aptitude in the job; it is characterized
by depression and a desire for change of activities. According to Thomas W. Harrel,
boredom is tinged with emotional distaste and is accompanied by a correspondingly
attitudinal outlook. Thus boredom is hardly affected like personality, attitude, aptitude or
interest pattern rather than doing repetitive tasks. Boredom is a desire for change in work
rather than for a rest or relief from work. Repetitive tasks, less challenging jobs,
significant jobs in the organization in insignificant jobs from the new point of customers
and society and family members and friends of the employee’s cause’s boredom.
Boredom refers to the subjective aspects of fatigue. It is highly specific, a worker
experiencing boredom can do the work efficiently, physically and mentally but he has no
desire or aptitude/interest to do the work.

A good working environment is a good business:
Accidents at works and occupational injuries represent a considerable economic
burden to individuals, employers and to the society as a whole. For companies in
particular occupational accidents can have a major financial impact. Some of these costs
like lost workdays or lost income are clearly visible and can readily be expressed in
monetary value. For a large part however, the economic consequences of accidents are
somewhat hidden or cannot be identified.

It is important to note that accidents (and accidents prevention) have simultaneous
effects on both employees health (such as injuries) and on company performance
(Detrimental effects on company image). Improvements in safety and health at work can
bring economic benefits not only to companies but also to the society as a whole.
Occupational safety and health can affect company performance in many ways,
• Fewer work related accidents and disease lead to fewer sick leaves. In turn, this
results in lower costs and less disruption of the production process.
• Equipment and a working environment that is optimized to the needs of these
working process and that are well maintained lead to higher productivity/
• Reduction of injuries and illness means less to higher productivity.



It might be, however difficult to convince employees and decision makers of the
profitability of improving working conditions.

Often an effective way is to make financial or economic estimations, although
making calculations or making an analysis of costs and future benefits need not be
complicate. Indeed, some elements in economics appraisal, like the value of health or
human life, can sometimes be complicated. However, the basic principles are quite
straightforward and can easily be performed by safety and health professional and
managers.

It is necessary to study the economic effects health and safety policy at company level in
order to be able to:
• Take a balanced decision with regard to the allocation of company resources
• Bridge the gap between health and safety needs and management requirements
and desires:
• Take account of legal requirements.

The economic approach to health and safety at company level cannot replace the
value of the human requirements and social obligations. Health and safety is part of the
social and ethical role of a company and policy, cannot only be based on economical
parameters alone. It is difficult or even impossible to quantify costs such as suffering,
reduction of the quality of life, family problems. Decrease of life span time, etc, in
monetary terms.



4.1. The geographical location and structure of company and building.

Table 4.1: Geographical location and structure

Response No. of respondents Percentage

Excellent 15 30

Good 21 42

Fair 4 8

Satisfactory 10 20

Not satisfactory 0 0

Total 50 100

Analysis:

From the above table it is observed that 72 percent of the respondent’s state that
the company’s geographical location and structure is good. While 8 percent of the
selected respondents find it fair and 20 percent say it is satisfactory and none of them felt
to be not satisfactory.

Interpretation:

From the above response of the employees we can infer that nearly ¾ of the employees
are in high spirits and gratify in working in the well located and well built organization.



4.2. The comfort and convenience in the work place

Table 4.2: The comfort and convenience

Response No. Of respondents Percentage

Excellent 10 20

Good 14 28

Fair 0 0

Satisfactory 26 52


Total 50 100

Analysis:

From the above table it is observed that 28 percentage of the employees state that
the comfort and convenience at the work place is good. While 52 percent find it to be
satisfactory and 20 percent of the employees find it excellent.

Interpretation:

It can be inferred that nearly 1/4th of the employees felt that the comfort and
convince in their area is satisfactory, and more than ½ th of them it to be good. We can
thus infer that the company provides its employees with ideal and convient work
conditions in their work area.
4.3. The lighting and ventilation facilities in the work place.



Table 4.3: Lighting and ventilation

Response No. of respondents Percent

Excellent 6 12

Good 22 44

Fair 14 28

Adequate 0 0

Poor 8 16

Total 50 100

Analysis:

From the above table it is observed that lighting and ventilation facilities are
found to be excellent by 12 percent of the respondents, while 44 percent of the selected
employees respondents say its good and only 28 percent of the employees say fair, while
16 percent say it is poor.

Interpretation:

The above data shows that the company provides very good lighting and ventilation
facilities, thereby helping the employees get a satisfying work area.



4.4 The maintenance of the heat and noise at the work place.

Table 4.4: Working conditions (heat and noise at the place)


Yes 38 76

No 12 24

Total 50 100

Analysis:

76 percent of respondents state that measures taken by the company to maintain the heat
and noise at the work area while 24 percent say no.

Interpretation:

Here we can infer that the company provides the employees with a temperature and noise
free atmosphere at work to the maximum possible extent, thereby creating a positive
working environment.



4.5. The access to materials at the work place

Table 4.5: Access to materials at the work place


Excellent 4 8

Good 30 60

Fair 4 8

Satisfactory 14 28


Total 50 100

Analysis:

8 percent of the respondents find that the company provides excellent access to materials
at their work place while 60 percent of them feel it is good, 8 percent find it to be fair and
28 percent find it to be satisfactory.

Interpretation:

From the above data we can draw the conclusion that more than half of the employee feel
that they have an easy access to materials and thus the employees seen to be happy.



4.6. The medical facilities’ provided in cases of injuries and accidents.

Table 4.6: Medical facililities


Excellent 10 20

Good 15 30

Fair 20 40

Satisfactory 5 10


Total 50 100

Analysis:

30 percent of the respondent’s state that good medical facilities are given in case
of injuries and accidents while 20 percent find it excellent and 40 percent say fair, while
10 percent find it satisfactory.

Interpretation:



Here, majority of the respondents say good to the medical facilities provided in
the company in case of injuries and accidents where as few have responded to be
satisfactory which means that there is still scope for improvement.
4.7 The stress relief measures

Table 4.7: Stress Relief Measures


Tea break 15 30

Lunch break 20 40

Leisure 5 10

All the above 10 20

Total 50 100

Analysis:

40 percent of the respondents stated that lunch breaks relieves their jobs stress
while 30 percent of them feel leave travel allowance relieves stress while 20 percent feel
all the above.

Interpretation:



With regard to stress relief in the company the employees have specified with
equal response to tea break, lunch break and LTA it can be refer that this should be
continued and more search option can be implemented.

4.8. The welfare measures in the company

Table 4.8: Welfare measure of employees


Housing facilities 0 0

Transport facilities 14 28

Canteen facilities 15 30

Medical facilities 16 32

All the above 5 10

Total 50 100

Analysis:

28 percent of the respondents are getting transport facilities and 30 percent say
they get canteen facilities while 32 percent of them say medical facilities while 10 percent
if them state that they get all the above facilities.

Interpretation:



We can infer from the above that the company is providing necessary facilities such as
transport free canteen facilities and medical reimbursement facilities.

4.9. The fatigue at work

Table 4.9: Fatigue at work


Yes 30 60

No 20 40

Total 50 100

Analysis:

60 percent of the respondents have that they get fatigued at the work while 40
percent of them say they do not fatigued.

Interpretation:

Here we can conclude that majority of the respondent stated that they do not get fatigue
this show that the company is conducting stress relief such has providing breaks in the
middle of the working hours.



4.10. Teamwork and its effect on employee and his job satisfaction.

Table4.10: Teamwork and its effect on employee


Unity 16 32

Division of labour 8 16

Better understanding 22 44

All the above 4 8

Total 50 100

Analysis:

44 percent of the respondents states that team work understanding among them
while 32 percent feel it brings unity and 16 percent feel that it helps in division of labour
while 8 percent feel that it helps in bringing all the above.

Interpretation:



From the above table we can infer that majority of the employees feel that working in
teams helps them in building unity and better understanding among them.

4.11. Company’s policies and practices and its impact on group formation

Table 4.11: Company’s policies and practices


Excellent 7 4

Good 22 44

Fair 4 8

Satisfactory 22 44

Total 50 100

Analysis:
44 percent of the respondents state that company’s policies and practices are good
impact on their group formation while 44 percent of them find it to be satisfactory and 4
percent find it excellent while 8 percent find it to be fair.

Interpretation:



The above employees response shows that the companys policies and practices are
equally good and satisfactory. Information of this show that the company has good team
forming policies thus the company should continue this.
4.12. The superior subordinate relationship

Table 4.12: Superior and subordinate relationship


Very good 4 8

Good 14 28

Fair 10 20

Satisfactory 22 44

Total 50 100

Analysis:
44 percent of the respondents state that the superior relationship in the company is
satisfactory while 28 percent find it good, 20 percent find it fair, while 8 percent of them
find it to be very good.

Interpretation:



The above table shows that the employers’ are satisfied with the superior
subordinate relationship in the company and the company should conduct some informal
meetings so that the subordinates can freely interact with the superiors.

4.13 On and Off the job training(OJT)

Table 4.13: On and Off the job training


Yes 32 64

No 18 36

Total 50 100

Analysis:

64 percent of the respondents stated that they are getting on the off the job training
while 36 percent of them say that they do not get it.

Interpretation:



From the above data we can infer that the company is providing good on and off
the job training facilities with their employees, which well improve their performance so
the company should continue such training programs to increases the productivity of the
company.

4.14 Job rotation and its frequency

Table 4.14: Job rotation


Monthly 6 12

Quarterly 4 8

When desire 20 40

As the job requires 20 40

Total 50 100

Analysis:
40 percent of the respondents said that they should have job rotation when they
desire while 40 percent of them said that it should be done as their requires while 12
percent want to have it monthly and 8 percent of them want to have it quarterly.



Interpretation:
Most of the employees want the job rotation to be conducted when ever their job
requires or whenever the employees desire to change the job. So the company should take
their employees view in future before on job rotation.

4.15 Job enlargement and its contribution in employee’s work

Table 4.15: Contribution of job enlargement


Increased motivation 2 4

Increased productivity 12 24

Work satisfactory 26 52

All the above 10 20

Total 50 100

Analysis:

52 percent of the respondents said that job enlargement gives them work
satisfactory while 24 percent of them said it has increased their productivity, 4 percent
feel it has increased their motivation while 20 percent say that it has contribute in all the
above.



Interpretation:
Majority of the employees has stated that they get work satisfaction if the
company gives job enlargement to them. Some respondents stated that it even helps in
increasing their productivity and motivates them. So the company should enlarge the jobs
of their employees.

4.16 Job Satisfactory in the company

Table 4.16: Job Satisfaction


Excellent 2 4

Good 30 60

Fair 6 12

Satisfactory 12 24


Total 50 100

Analysis:


A study on work environment and commitment of employees

A study on work environment and commitment of employees

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