A STUDY ON EMPLOYEES JOB SATISFACTION AT KIRLOSKAR ELECTRIC COMPANY LTD.

HUBLI

THEORETICAL BASE OF THE STUDY

The main motive is to study the "EMPLOYEES JOB SATISFACTION" at Kirloskar Electric
Company Ltd. Hubli. The report covers a brief overview of company under the departmental study
and theoretical background of the project, research methodology and research design etc. specific
employees relating to satisfaction and organisational commitment are of major interest the field of
organisational behaviour and the practice of human resource management. To keep the employees
satisfaction, they should be inspired in the proper way and achievement of organisational goals in
then possible. Hence it is necessary to see the connection between satisfaction and inducement.

INTRODUCTION OF THE TOPIC

Employee satisfaction is also well understood. Happier employees are believed to be more
productive employees. Indeed, at salaried jobs, it's logical that unhappy employees will do the bare
minimum, rather than invest all of their time and hard work in a company they don't like. It will also
help reduce turnover, which can be expensive for any company.
Employee Satisfaction is all about employees being committed for the success of the organization
with a strong belief that working with the particular organization is their best option.
In management we studied satisfaction in different perspectives such as customer satisfaction, job
satisfaction, employees satisfaction and many more. Employees are considered to be one of the most
important pillars on which the building of organization stand. Organizations hold many resources
that might be divided in physical and human resources.

EMPLOYEE SATISFACTION:
MEANING:
Employee satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desired and needs at work. Many measures purport that employee
satisfaction is a factor motivation, employee goal achievement, and positive employee morale in the
workplace. Employees satisfaction is the individual employee’s general attitude towards The job. It
is also an employee’s cognitive and affective evaluation of his or her job.

DEFINATION:
Employee satisfaction is a measure of employee’s contentedness with their job, whether or
not they like the job or individual aspects or facets of jobs, such as nature of work or supervision.
Employee satisfaction can be measured in cognitive and behavioural components.

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TYPES OF EMPLOYEES:
There are three types of employees are as follows:
1. Engaged Employees.
2. Not-Engaged Employees
3. Actively Disengaged Employees.

1. Engaged Employees:
Engaged employees work with passion and feel a profound connection to their company. They drive
innovation and move the organization forward.
2. Not-Engaged Employees:
Not- Engaged employees are essentially checkout. They are sleepwalking through their workday,
putting time, but not energy or passion into their work.
3. Actively Disengaged Employees:
These employees aren't just unhappy at work they're busy acting out their unhappiness. Every day,
these workers undermine what their engaged co-workers accomplish.

ATTRIBUTES OF EMPLOYEE SATISFACTION:

 Strong work ethic
 Dependable
 Positive attitude
 Self-motivated
 Team-oriented
 Effective communicator
 Flexible
 Communication
 Result orientation
 Trust and integrity

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IMPROVING EMPLOYEE SATISFACTION:

 Increase confidence in leadership

 Improve company culture
 Manage employee engagement
 Enhance education and equipments
 Reward appropriately
 Develop the skills and potential of your workforce
 Offer competitive and fair compensation
 Be transparent and honest
 Give them promotions for their better work

IMPORTANCE OF EMPLOYEE SATISFACTION:

 Enhance employee retention

 Increase productivity
 Reduce turnover, recruiting, and training costs.
 More energetic employees
 Improve teamwork
 High quality products or services due to more competent, energized employees.

ADVANTAGES OF EMPLOYEE SATISFACTION:

 Encourage consideration of new ideas.

 Recruit or train key employees.
 Compensate for lower salaries and relieve pressure on cash flow
 Increase innovation and research
 Motivate employee to become more productive

DISADVANTAGES OF EMPLOYEE SATISFACTION:

 Negativity
 No growth of the employees
 No ownership

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INDUSRTY OVERVIEW
Kirloskar electrical industry overview (motors)
The word electrical power industry provides vital services essential to modern life. it
advances the nation economic growth and productivity, promotes business development and
expansion and provides solid employment opportunities to workers globally in general and India in
particular. it is a robust industry that contributes to the progress and prosperity of our nations, Today
the electric power industry operates in a hybrid model of competition and regulation. The word wide
electrical and Electronic industry is growing at a fast pace which consist of Manufacturers, Suppliers,
Dealers, Retailers, Electronics, Electronic Equipment manufacturer.
Power industry restructuring around the world, has a strong impact on Asian power industry as well
Indian power industry restructuring with a limited level of competition since 1991, has already been
introduced at generation level by allowing participation of independent power-produces. The new
electricity act 2003 provides the provision of competition several sectors. It is felt that the presiding
conditions in the country are good only for wholesale competition and for the retail Competition and
not for the retail competition at this moment.
Heavy industry in India comprise of heavy engineering industry, machine tool industry, industrial
machinery and auto industry. The industry provides goods and services for almost all sectors of the
economy, including power, rail and road transport. The machine building industry caters to the
requirements of equipment for basic industries such as steel, non-ferrous materials, fertilizers,
refineries petrochemical, shipping, paper cement sugar etc.

HEAVY ELECTRIC INDUSTRY: -

Heavy electric industry covers power generation, transmission and distribution and
utilization equipment’s. These includes turbo generators, boilers, various types of turbines,
transformers, switchgears and other allied items. Majority of the products are manufactured by
heavy electrical industry in the country. Some major areas where these are used are the multi core
projects for power generation including nuclear power stations. Petrochemicals, complexes,
chemical plants, integrated steel plants, nonferrous metal units etc. India is the only developing
country besides china which produces a full range of electric power generation including nuclear
power stations, petrochemicals complexes, chemical plants, integrated steel plants non-ferrous
metal units, etc.

India is the only developing country besides china which produces a full range of
electrical power generation and transmission equipments. The industry has been upgrading the
existing technology and is known capable of taking up turkey contract also for exports markets.
Foreign collaborations are allowed with 100 percent FDI. The country is planning to and
150000MW power generators capacities in the next ten years this will generate substantial demand
for heavy electrical equipments. The heavy electrical industrial is capable of manufacturing
transmission and distribution equipment’s up to 400 KV ac and high voltage dc. The industries have
taken up the work of up gradation and transmission to the next higher voltage system of 765 KV
class transformers, reactors, CTS, CVT, bushing insulators etc. the investment in R&D by the
electrical industry is the largest in the corporate sectors in India. Large electrical equipment used in

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steel plants, petrochemicals complexes and others such heavy industries is also being manufactured
in the country.
The domestic heavy electrical equipment manufacturers are making use of developments
of the global market respect to product designs and upgrading of manufacturing and testing the
encompass thermal, hydro and gas based power plants substation projects and rehabilitation. Project
beside a wide variety of products like transformers photo voltaic equipment’s, insulators,
switchgears motors, etc.

GENERATOR SET:
AC generators manufactured in India are on par with international AC generators and
consistently deliver high quality power with high performance. Domestic manufacturing are capable
of manufacturing AC generators right from 0.5 KVA and above with specified voltage rating.

TRANSFORMERS:
The industry has the capacity of manufacturing whole range of power and distribution
transformer including the REC rating of 25,53 and 100KVA and also the extra high voltage ranges
of 400 KV, 600KVA.

SWITCHGARE AND CONTROL GEAR:

In India, the entire of circuit breakers from bulk oil, minimum air blast, vacuum to SF6 are
manufactured to standard specification for the benefit of customer, range of products produced
cover the entire voltage range of 240V to 800KV, switchgear and control gear, MCBs air circuit
breakers switches rewire able fuses and HRC fuses with their respective fuse base holders and
starters. The industry is competitive in the field of design and engineering as the skill sets available
in the country are relatively less expensive.

INTRODUCTION TO SECTOR:
In India, the entire of circuit breakers from bulk oil, minimum air blast, vacuum to SF6 are
manufactured to standard specification for the benefit of customer, range of products produced cover
the entire voltage range of 240V to 800KV, switchgear and control gear, MCBs air circuit breakers
switches rewire able fuses and HRC fuses with their respective fuse base holders and starters. The
industry is competitive in the field of design and engineering as the skill sets available in the country
are relatively less expensive.

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HISTORY OF KIRLOSKAR ELECTRIC COMPANY

1888 Engineering brother enterprise was established by Mr. Lakshman Rao and
Mr. Kashinath Kirloskar.
1901 India’s first mechanical fodder cutter machine made.
1904 First iron ploughs was invented.
1924 Exports of ploughs to Britain begin.
1940 India’s first vertical diesel engine manufactured.
1942 First AC Induction Motors made in India
1946 Kirloskar Electric and Kirloskar Oil engine established.
1948 India’s very first AC motors.
1949 India’s First 5HP A V1 Engine manufactured.
1953 India’s First transformers manufactured.
1958 First alternator in India was Invented, Kirloskar pneumatic company
established. Product diversification its first Transformer.
1963 DC motors & DC motors made in India.
1964 First electronic DC motors made in India.
1965 India’s first motorized gear units joins the KEC product range.

1966 Production of first induction heating equipment.

1970 Mr. Ravi Kirloskar appointed as managing director.
1973 First overseas established in Malaysia.
1982 New collaboration with thorn EMI-UK.
1984 JV established for specialization in pumps.
1988 Completed 100 years, centenary year.
1989 New collaboration with Fuji of Japan for UPS.
1991 Established in Singapore.
1992 Kirloskar ferrous established.
1993 ISO 9001 Certification.
1994 Mr. Vijay Kirloskar was appointed as chairman.
2007 Kirloskar Electric company has appointed Mr. V P Mahendra and Mr. Kaleem
Gandhi as additional directors of the company.

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2008 Kirloskar acquires LDW, and established in Holland.(Lloyd Dynamo work in

Bremen German)
2010 Appointed Mr. Anuj pattanaik as an additional director of the company.
2013 This year the company’s financial activities are very good. The company earn
11crore turnover per month
2014 Kirloskar Electric has successfully developed and supplied first of its kind 500
k v. A,50 volts under carriage mounted power back to Indian railways.

TOP 10 ELECTRICAL INDUSRIES ARE:

1. BHEL
2. SIEMENS
3. ABB INDIA LIMITED
4. BAJAJ ELECTRICAL
5. HAVELLS INDIA LIMITED
6. CROMPTON GRAVES
7. ALSTOM INDIA LIMITED
8. EMCO LIMITED
9. KIRLOSKAR ELECTRICAL COMPANY LIMITED
10. KELVIN ELECTRICAL

GUIDING PRINCIPLES:
 Innovative continuously to excel in design and manufacturing.
 Develop products required by the market.
 Manufacture products of highest quality
 Focus on the customer action
 Delivers supply on time
 Reduce cost continuously to remain competitive
 Offer goods and services at competitive price
 Maintain safe, clean and healthy environment

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INDUSTRIAL ANALYSIS

REVOLUTION OR ANALYSIS OF THE ELECTRIC INDUSTRIES-

Like every other industrial sector in India, the electrical/electronics industry too is slowly emerging
from out of its “protective cover”. For far too long has Indian industry remained shackled and
consequently inward looking. Over the past fifty years there was no exposure to global players and
competitors, with the result that the industry grew up in sheltered environment, department on the
government of everything, from licenses to protections to tariffs. each one of these interventions
was aimed to securing protection for oneself and ensuring and ensuring growth of one’s own
organisations at the cost of industry and the nation at large. Lack of global competition encouraged
a “cost plus” approach, where every conceivable cost increase as passed on the customers.
There was thus no motivation to reduce cost.
With deli censing, decontrol and deregulation, Indian industry has suddenly been exposed to global
competition. since last decade, India has witnessed what global players have achieved and what
they are capable of achieving. we are becoming aware of competition on our turf. In this scenario,
every company complains of increased competition, lower order books and shrinking margin. The
Indian Electric/Electronics industry is of course further besieged by the fact that there is a dearth of
business on account of lack of investment in the power infrastructure. Many organizations in this
industry are looking overseas to develop the export markets owning to reduced demand at home.
At the outset, it must be stated that the reduced domestic demand is at best a temporary
phenomenon. The power sector in India is bound to grow and this will undoubtedly boost demand
from the industrial demand which will continue to grow with increased industrial output. The poor
financial health of the SEBs is however a damper that cannot be wished away in the short term. This
will continue to plague corporate in the Electrical industry, until the SEB restructuring and
unbundling brings turnaround in the medium term.

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COMPANY OVERVIEW

INTRODUCTION:
In 1946 Kirloskar limited company was registered as a joint stock company to manufacture
electrical motor, transformers, generators and other electrical products. The company started its
production in 1947. It had its initial collaboration with M/S Bursh electrical company USA. The
company manufactured its first electrical motors and generators up to 5000kw. Even as the
company continues to grow its core business of rotating machinery new horizons have opened up
the field of industrial electrical. Laxman Rao Kirloskar (founder of Kirloskar group) designed the
first KIRLSOKAR product the corn plough was mainly aimed to benefit the farmers. This was an
innovation far ahead of its that originated the Kirloskar group.
The experiment never stopped but followed by the manufactured hand pumps, mechanized
pumps, sugarcane crushers, peanut seller’s other mechanical equipment’s. all these products
brought a great revelation on agriculture in the name of Kirloskar brothers who were behind every
major Kirloskar organization including Kirloskar electrical company. The company has signed
licensing agreements with world leaders such as Thron-EMI, Fuji electrical and Toshiba among
others for the manufacturing of inventors, thirstier, converters and uninterrupted power source
respectively.
“The speck of genius innovation continued and ventured on a range of Kirloskar group of
companies, which has helped India today”. Kirloskar electrical company mission faster excellence
in designing, manufacturing the product and services with innovation and challenges initiatives.
KEC believes that its strength is derived from its people.
The company training programmers for its engineers and continues retaining of its employees
gives it a technological and managerial edge. It is strength that allows Kirloskar to tack successfully
any new field it entry to develop its current business and to promote sustained improvement in
quality. The company has one of the finest manufacturing facilities, specialized infrastructure for
design manufacture and testing complementing a very high level of application engineering and
total quality concept to reliable that is trusted in India and Abroad.
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THE FACTORY PLANTS ARE LOCATED AT FIVE PLACED NAMELY”

1. Bangalore rural (Govenhalli Nelamangala)
2. Hubli
3. Tumkur
4. Mysore
5. Pune

NATURE OF BUSINESS CARRIED:

The business carried by the KSL is production of industrial good viz…AC motors, DC
motors, generators etc. The KSL produces the motors, generators and transformers in national as
well as export to any foreign countries. The KSL company mainly manufactured heavy voltmeters
and a generator as per the customer requirements. The company has no competitors for the kind
manufacturing. Its only faces competition from foreign companies. This company has a kind of
monopoly in producing big motors and generators in India.

The Company Has Established 5 Officed As Global Center, Which Are Situated At:
 Singapore
 Malaysia
 Michigan
 Germany
 Sharjah

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BACKGROUND OF THE COMPANY:

HISTORY OF THE PROMOTERS: -
LAXMAN RAO. K. KIRLOSKAR: -

LAXMANRAO.K. KIRLOSKAR was a successful industrialist, but his chief merit lay in
the trail. He blazed for the principle in the life he depended upon was his vision and spirit of
pioneering.
His message stands as a very practical guidance to all of us even today.

HIS WISH:
Even though Indian was backward compared to the western countries in the industrial
revolution, Laxmanrao instinctively felt that they are precursors of a newer industrial era.
Railways was limited to selected parts of the country and only other means of mechanical
transportation was pedal cycle and what surprise it caused among the people! In those days,
Laxmanrao mastered the art of riding it and also learnt how to take it apart and put it together again.
He corresponded with a British firm of manufacturers and obtained the agency for selling cycling
shops. This was the beginning of the firm, Kirloskar Brothers.
Since the plague started in Belgaum, Kirloskar Brothers had to evacuate to an open place
Thalakwadi (now known as Tilakwadi) in suburb of Belgaum.

HIS CHILDHOOD:
Born on June 20,1869 in the small town Gurlhosur in Dharwad district, he was the fifth and
youngest child of a retired land surveyor by name Kashinath Vasudeo Kirloskar whose income was
twelve rupees a month.

HIS WISH:
Even though Indian was backward compared to the western countries in the industrial
revolution, Laxmanrao instinctively felt that they are precursors of a newer industrial era.

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Railways was limited to selected parts of the country and only other means of mechanical
transportation was pedal cycle and what surprise it caused among the people! In those days,
Laxmanrao mastered the art of riding it and also learnt how to take it apart and put it together again.
He corresponded with a British firm of manufacturers and obtained the agency for selling cycling
shops. This was the beginning of the firm, Kirloskar Brothers.
Since the plague started in Belgaum, Kirloskar Brothers had to evacuate to an open place
Thalakwadi (now known as Tilakwadi) in suburb of Belgaum.

RAVINDRA.L. KIRLOSKAR: -

RAVINDRA. L. KIRLOSKAR was the youngest son of Laxmanrao and RadhaBhai

Kirloskar, founder of the company, who later headed KEC operations. Having a degree in electric
engineering from the work caster polytechnic institution, USA. He began his Professional career in
Kirloskar brothers. In 1942 he guided and built India’s first electric motor at Kirloskar with his
colleague N. K. JOSHI. he guided with the highest level of quality.

VIJAY.R. KIRLOSKAR: -

MR.VIJAY.R. KIRLOSKAR, a gratitude in engineering from work caster polytechnic

institute, USA. He began his career at Kirloskar electric in 1974. As an engineer trainer. In 1977, his
turned to the US to work at germanium power device crop. While pursuing a graduation degree at
WPL. He returned to Kirloskar electric in 1979 as a manager of electric motors and alternator shops,
advancing to president in 1982 and wise chairman and MD in 1988.
(Chairman)
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VISION, MISSION AND OBJECTVES OF COMPANY:

VISION OF THE COMPANY:

1. Product of highest technology and quality.
2. Customer orientation.
3. Team work among people.
4. Profits for growth.

MISSION OF THE COMPANY:

1. To remain a leading producers of element technology
product in India.
2. To continuously grow in our business and became a
significant Layers in world market.
3. To maximize return on investment.
4. To achieve international levels of excellence in technology
and quality.

OBJECTIVES OF THE COMPANY: -

1. To ensure the satisfaction through work and professionals
management.
2. To encourages everyone in the organization to upgrade and
enhance their skill and knowledge.
3. To attains specified level of performance every year and
ensures compliance with statutorily regularly requirement.
4. To understands briefly policies and strategies of the human
resource management process of KIRLOSKAR ELECTRIC
COMPANY.LTS.UNIT 2, HUBLI.
5. To analyze and interpret the contribution of the strategies and
policies.
6. Manufacturing the quality and leading electrical products
with the help of last international technology.

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QUALITY POLICY: -
The quality of Kirloskar Electric Company shall be to design,
manufacturing and market, at a competitive price, product of such
quality which result in customer satisfaction, quality reputation and
market leadership.
 Market products and services that exceed the customer needs
and expectations.
 Operate reliable processes and manage them through trained
personnel and defective quality Management systems.
 Drive continuous improvement of all business processes
towards intended goal.

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BOARD OD DIRECTORS:
The Board of directors of Kirloskar Electric company comprises 12 directors. The board consists of
the Executive chairman, who is Promoter director, two Non-Executive Director, Six Independent
Directors, One Nominee Director& two whole-time Directors.

Mr. Vijay. R. Kirloskar Mrs. Meena Kirloskar Mr. Anil Kumar Bhandari
Executive Chairman Director independent director

Mr. Saroj. J. Ghandy Mr. S. N. Agarwal

Mr. Kamlesh Gandhi
Independent director Independent Director
Independent director

Mr. Sanjeev Kumar S

Dr. Ashok Misra
Mr. V. P. Mahendra
Independent Director Director (Finance) & CEO
Independent Director

Mr. Suresh Kumar Mr. Ravi. Ghai Mr. Anand B Hunnur

Non-Executive Director Independent director Managing director

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PROFILE OF THE COMPANY

Name of the industry Kirloskar electric company Ltd.
Name of the business Sole ownership
Type of the industry Large scale industry
Business type Exporters, Manufacturer and Suppliers.
Year of establishment 1969
Founder Vijay Kirloskar
Headquarters Bangalore, India
Key people Vijay Kirloskar CEO, Sanjeev S CFO
Number of employees 500
Address Unit 2 post box no.112,Gokul road
Hubli
Website www.Kirloskarelectric.com

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CERTIFICATIONS: -

BUREAU VERITAS QUALITY INTERNATIONAL (BVQI):

BUREAU VERITAS Quality Internationals (BVQI) has certified the quality management industry to
obtain ISO 9001-2000.
System of KEC. We are also first in electrical certification by BVQI. The ISO 9001-2000 certificates
awarded to:
KEC
Bangalore, Hubli, Mysore, Tumkur.
KEC is entitled to provide ‘CE Marking’ for AC motors, AC generators and DC machines. ‘CE’
marking allows the product un-registered legal access to the European market.

KEMA CERTIFICATION:

KEMA registered quality B.V. Netherland, notified authority have tested KEC products with respect
to low voltage directive, EMC (Electromagnetic) directive and MD (machinery directive).

NVLAP:

“NVLAP” National Voluntary Laboratory Accreditation.

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CONFIRMATIVE EUROPEENES (CE):

“CE” stands for [CONFIRMATIVE EUROPEENE] and conformity to European standards meeting
basic requirements of safety, health, environment, and protection (SHEP).
Kirloskar Electric is entitled to provide CE Marking for AC motors, AC generators, and DC
machines. The CE marking allows the product unregistered legal access to the European market.

ACHIEVEMNETS:
Kirloskar brothers limited created the world’s largest irrigation project which was commissioned in
March 2007 the Sardarsarovar Dam project for the Gujarat Government. This was done for
Sardarsarovar Narmada Nigamand on 14 March 2008. Commissioned the world’s second largest
water supply with the world’s highest head in Andharapardesh.

KEC manufacturing following standard and customized range of products for various applications:

 AC Motors
 Alternators/ AC generators
 DC machine
 Electronic switchgears
 Traction
 Transformers
 Dg sets

FUTURE GROWTH PROSPECTS:

 Increase in production to meet customer demand.
 To reduce workforce.
 To implement the new technology.

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GLOBAL NETWORKS:

COMPETITORS: -
1. HAVELLS INDIA LTD:
Havells India ltd. Is a first moving electrical goods company with an extremely strong global
presence. Havells enjoys an-viable market dominance across a wide spectrum of products
including industrial and domestic circuit protection devices, cables, electric attire heater,
power capacitors etc…

2. SIEMENS LTED:
Siemens India stands for engineering excellence, innovation and reliability. As one of the
world’s biggest producers of energy-efficient, resources saving technologies. Seamen’s is
appointer in manufacturer and Energy solutions, as well as automation wind power solutions.

3. BHARAT BIJLEE LTD:

Bharat Bijlee is pioneer in electrical engineering in India, and one of the most trusted name in
the industry today. Established in 196, its primary business segments are transformers,
projects and Electrical motors, elevator system and drives and automation.

4. HONDEE SIEL POWER PRODUCTS LTD:

HSPP with the strength of 17area across India and over 600 dealers have been continuously
bringing joy and satisfaction through its range of power products that suit the requirement of
a variety of customers segments in agriculture, domestic and commercial HSPP became the
first power manufacturing company in India to have been awarded the ISO 9001-
2000certification for its quality assurance system.

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SECTORS COMPANY SERVED:

SUGAR:
 Cane Leveler
 Chopper
 Sugar centrifuge
 Fibrizer
 Mills
 Cane Unloader
CEMENT:
 Mills
 Material Handling
 Conveyors
 Grinding
 Crusher
STEEL:
 Melting shop
 Blast furnace
 Cold rolling Mill
 Rerolling Mill
 Hot strip Mill
 Coke OEM
 Blooming Mill
OTHER INDUSTRIES SERVED:
 Oil & Gas
 Power
 Agriculture
 Refineries

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VALUED CUSTOMERS OF KIRLOSKAR ELECTRIC COMPANY:

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COMPANY’S FUTURE PLAN: -

The electrical machinery industry had a reasonable level of growth in India. The heavy
electrical machinery segments though have demonstrated stronger growth rates due to the
development of the power sector in recent years. The industry has undertaken significant in
expansion and development in view of growth in domestic requirement for electricity in the country.
The industry is working on initiatives to consider certain specific activities for its overall
development. Companies are in the process of upgrading their present range of products since a new
range of products with the latest technologies catering to gas based and nuclear power projects will
be in greater demand. Large scale enhancement of facilities is also being done to fill up the gap
between supply and demand of electrical machinery in the country.
The survey conducted by CIX and McKinney indicates that the level of capital expenditure
being planned for the expansion is inadequate and is only being done by the industry leader. Thus
imports will continue to form a substantial part of the electrical machinery industry in the upcoming
years. The level of technology currently in use barfing exceptions like high voltage technology is at
par with international norms. India has the advantage of availability of highly skilled manpower at
relatively low cost and this can certainly help to shape technology growth and development of this
sector especially in the context of expansion in global markets.
The sector is experiencing difficulties in technology transfers since foreign companies can
now directly participate in infrastructure projects. An increasing number of global major are relevant
to transfer technology to Indian companies since they want to sell the requirement directly. Thus the
Indian electrical machinery industry needs to be argument its technology levels to international
standards.

KIRLOSKAR ELECTRIC COMPANY AIMS AT:

The brand name of the quality for electrical product in across the globe. Kirloskar values are
established in gaining excellence in engineering and marketing its mission successfully. ensuring
customer satisfactions manufacturing product of highest quality using state of the art technology.

GROWTH RATE OF THE COMPANY:

The growth that the company has switched over the past five years has been sustained in a strong
and steady way. After completing the restructuring activities in 2004, the company has grown to its
highest ever turnover of Rs.728 Crores with a profits after tax of Rs.23.7 Crores in 2007-
2008.These correspond to a growth rate of 23% in turnover and a 32% in profit.

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PRODUCTS OF KIROSKAR ELECTRIC COMPANY:

Kirloskar Electric is well known for creating unique solutions for customized applications related to
industrial power and electric control equipment. We at Kirloskar Electric design, manufacture,
market, and service rotating machines. We are dedicated to the control of the motive force for
operation of industrial machinery, power generation, and control equipment for the T&D industry.
PRODUCTS OF KEC ARE GIVEN BELOW:
1. AC motors
2. AC generators
3. DC machines
4. DG sets
5. Electronics
6. Switchgears
7. Traction
8. Transformer

AC MOTORS:
Kirloskar Electric was the first company India to manufacture AC Motors way back in 1948.

AC GENERATORS:
For over four decades, four out of every five AC generators manufactured by the organized sector.

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DC MOTORS:
More than 1 million Kirloskar Electric DC motors have been used internationally since 1969.

DG SETS:
Kirloskar Electric Company has 60 years of experience in design, development & manufacture.

SWITCHGEAR:
Kirloskar Electric switchgear division at Mysore manufactures High Voltage

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TRACTION:
Indian railways and Kirloskar Electric have had a long and productive association wherein Kirloskar
Electric has kept.

TRANSFORMERS:
Proven design, compact in sie and low maintenance cost typify Kirloskar Transformers in the
market.

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SWOT ANALYSIS: -

STRENGHTS

WEAKNESS
THREATS SWOT ES

OPPORTUNIT
IES

STRENGTHS: -
 KEC is one of the rate units in the world which produces the high voltage AC/DC motors and
generators.
 Management is very stable, that forms strong foundation for the company.
 The company has got the ISO certificate for producing quality products.
 Well-equipped quality control departments for in securing the quality of incoming Raw
material and final products.
 Employees are being provided with all necessary welfare facilities.
 There are highly skilled and committed employees.
 Company guarantees job security to all its employees this makes them to be more committed
and loyal.
 The company has an opportunity to expand its production units due to more its products.

WEAKNESSES: -
 Underutilization of resources.
 As the company provides job security the employees has become less productive.
 Less co-ordination between different department.

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OPPORTUNITIES: -
 The company has an opportunity to expand its production units due to more demand for its
products.
 The company has got better tool for better planning and decision making.
 The company can establish more branches across the globe.
 There is growing demand for motors and generators in other developing countries.

THREATS: -
 Cost of production is very high.
 The company faces competition from MNC’S

ORGANIZATIONAL CHART:

GM

HOD HOD
HOD HOD HOD QUALITY HOD
HOD FINANCE ENGG&COMPU MANUFACTURI
PERSONNEL MARKETING ASSURANCE OPERATIONS
TER NG/PROJECT

MATERIAL
QUALITY INFRASTRUCTU
MARKEING ELECTRONIC MACHINE ANAGEMENT
PERSONNEL ACCOUNTS ENGINEERING COMPUTER MANAGEMENE RE &
MANAGER TESTING TESTING LAB DIVISION AND
T SYSTEM MAINTENANCE
STORE

SECURITY STAFF STAFF

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DEPARTMENTAL STUDY: -
DEPARTMENT AND IT’S TYPES: -
Department refers to specialized functional area within an organization or a division, such as
accounting, marketing, planning etc… Generally, every department has its own manager and chain
of command.

DIFFERENT TYPES OF DEPARTRMENTS:

1. Production department.
2. Finance department.
3. Marketing department.
4. Store department VB.
5. Quantity assurance department.
6. Engineering department.
7. Personnel department.
8. Computer department.
9. Material management department.
10. System support department.
11. Central planning department.
12. Purchase department.

PRODUCTION DEPARTMENT: -
A production department is a group of functions within a business that is responsible for the
manufacturer of goods. This can include just a few specialized functions with all other work
outsourced, or a fully functioning into finished goods, and package them.
PRODUCTION DEPARTMENT CHART

C.E.O

H.O.D

SIC MACHINE SIC rotor section

SHOP SIC die casting SIC shop 5

FIC FIC
FIC FIC

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PRODUCTION DEPARTMENT PROCESS: -

The production department is responsible for the production activity carried out by its unit.
The whole running of units is depending upon the department helps in the production, reaching the
customers at right time, sight difference in timing and quantity upsets the cycle.

 SHOP 1
In this shop floor, various components such as shaft, cover, body, fan of induction motors are
given good finish through machining, drilling tapping etc. These are sections, body line,
shaft line, cover line, rotor sections, winding sections, and tool room machining according to
given specification.

 SHOP 2
In this shop floor aluminum rotor and covers are manufactured. The stamping is received and
hydraulic dye casting machine are used for the rotors covers. The finance are maintained at
temperature of 675°C to 775°C the aluminum. In winding section, the copper wires are
wound around the stator depending upon the member of poles.

 SHOP 3
The main function carried out in this shop is, assembling of motors of frame size ranging
from 63mm to 180mm. There are three assembly lines:

 Non-standard or domestic lines.

 Standard motor line.
 Export line.

 SHOP 4
In this shop, motors of frame size above 180mm, are assembled. In this section there is
separate testing and painting section is there for big frame motors.
 SHOP 5
There are these different section:
 Large motors section.
 AC generator section.
 Motorized gear unit section.

OBJECTIVES:
 To follow up the production schedule as per the plan.
 To maintain close and key relationship with other department.
 To upgrade the technical efficiency of the production.
 The department is divided into shops:
 Feeder shop (shop 1&3)
 Assembly shop (shop 3&5)

Shop 5 is used as research and development center. It is also called as “InvoTech Centre” and shop
5 is painting section.
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RESPONSIBILITIES:
 Creating awareness among department personnel.
 Identification of resources requirement & provision of adequate resources.
 Participation in design review when necessary.
 Implementation of storage/handling instructions.
 In-process & final products are identified.
 Quality assurance department will be provided information by production department for
incredibility of products.
 Modification to system documents to incorporate proven corrective action.
 Handling, storage and preservation of material and products.

FINANCE DEPARTMENT:
Finance department of any manufacturing organization could be a life that organization
which controls each and every activity of other departments, which are interrelated to the finance
department, and also it ensures the proper flow money to the departments along with collection of
money from the departments.

FINANCE DEPARTMENT CHART

C.E.O

H.O.D

JUNIOR JUNIOR JUNIOR JUNIOR

OFFICER OFFICER OFFICER OFFICER

BILL BILL
PASSES PAYMENT

OBJECTIVES: -
 Providing/facilitating financial information to the various department.
 Controlling/reducing the costs of departments.
 To effective management in the organization.

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FUNCTIONS: -
 To keep records of all the transactions in the books of account.
 To prepare balance sheet and P&L account.
 To maintain and circulate adequate working capital.
 Auditing the records of the departments.
 Fixing the price to the products.
 Attending the internal and external auditing.
 Raising funds from the banks.
 To declare financial position of the company.

RESPONSIBILITIES:
 Responsible for sales tax, income tax return & periodical returns to the bank.
 Also responsible for the preparation of profit and loss account and balance sheet.
 He is authorized-signatory for payment of vouchers, receipt and also looks after the overall.
 Administration of accounts and review of the work of the personal.
 He is responsible for financial accounting system and verification and scrutinizing the
account in general ledger and preparation of profit and loss account and balance sheet.

BANKERS: -
 Bank of Baroda
 Bank of India
 SBI
 State Bank of Mysore
 Standard Charted Bank
 HSBC

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MARKETING DEPARTMENT: -
Success of the product of a company totally depends on how its product is marketed and
position in the market. Marketing department hence plays a vital role for the success of product in
the market.
KSL the subsidiary unit of KEC, is concerned only with production whereas KEC itself is
concerned with marketing only. KEC has good reputation in the market. Within the efforts of
marketing department, KEC has managed to promote its sales.
The marketing department is responsible for order acceptance that is it conducts potential
customers and gets the orders. In addition to this, also gets orders from regular customers.

OBJECTIVES:
 Customer satisfaction.
 Improvement in the delivery conformance.
 Improvement in the market share.
 Improvement I the response to the customers.

RESPONSIBLITIES:
 Generation of enquires.
 Customer visit.
 Updating technical at branches.
 New customer development.
 Post contact review-correspondence SAP and planning.
 Shop discussion.
 Contract review on progress, inspection and clearance.
 Pending order review and feed back to branches.

FUNCTIONS:
 To receive and accept the order from the customers.
 To send the quotation of the product to the various branches.
 To send enquiry to the engineering department.
 Receiving and solving customer problems.
 Placing the products to the customer.

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MARKETING DEPARTMENT CHART

C.E.O

H.O.D

GROUP 1 GROUP 2 GROUP 3

ACM AGC SERVICE

PLANNING SIC AC
SIC SIC
SIC ORTH SIC SOUTH SIC EAST SIC WEST STOCK&DIC GENERAT
SERVICE SERVICE
TRIBUTION OR

FIC FIC FIC

The KSL has corporate and marketing office in Bangalore, National marketing offices are
divided into 4 zones, they are:
 North-Delhi, Ludhiana, Jaipur
 East-Kolkata, Jamshedpur, Guwahati, Bhubaneshwar, Ranchi
 West-Mumbai, Nagpur, Pune, Ahmedabad, Surat, Indore
 South-Chennai, Coimbatore, Cochin, Hyderabad, Bangalore, Belgaum, Pondicherry.

It has its own marketing offices at following countries:

 Singapore
 Malaysia
 Indonesia
 Kenya
 Australia
 Germany
 UAE
 UK

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ENGINEERING DEPARTMENT: -
The engineering department is responsible for the design and development activities using
appropriate methods of control with adequate verification so that design meets the specified
requirement of the customers. The role of engineering department is to design and develop products
and components taking into consideration the cost, producing ability, usability and maintainability
of the products.
ENGINEERING DEPARTMENT CHAR

C.E.O

H.O.D

SIC SIC ENGG SIC COMPUTER SIC DESIGN

FIC
DESIGN ACG'S & STD DEVELOPME
OFFICE
ENGG AC MGU'S DOCUMNENTS NT

OBJECTIVES: -
 Design the layout of the products.
 To establishing quality products in engineering department for the continuous improvement
in performance/result.
 Producing products defect-free.

FUNCTIONS: -
 To prepare revise and release of electrical specification.
 To prepare and release of material list.
 Validation of the design of KSL products.
 To prepare revise and release of the data sheet.
 To maintain material and international products.
 To co-ordinate with the other department for the development for the development activity.
 Prepare revise and control drawing of products of products specification according to the set
standard.

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MATERIAL MANAGEENT DEPARTMENT : -

Material management department is one of the very important department of any industry or
manufacturing unit, raw material is necessary. But only acquiring procuring of raw material is not
sufficient. The quality the delivery time and price factor are all to be considered and this is not as
simple as it seems. It involves lot of inspection negotiation. Hence KSL has established a separate
which takes care of all the above mentioned factors.
This department deals with planning and procurement of material, required for the process of
production.

OBJECTIVES: -
 Maintenance of payroll records.
 Maintenance of sales and purchase book.
 Maintenance of bank and cash records.
 Updating the general and subsidiary ledgers.
 Preparing the management information report.
 Passing bills.
 Invoicing/costing.

FUNCTIONS: -
 To exercise purchase budget, control budget based on material requirement.
 To prepare purchase order as per company’s procedure.
 To plan for non-production product items based on purchase requisition.
 To finalize terms of purchase.
 To control non-confirmative product that is done as per procedure.

MATERIAL MANAGEMNET DEPARTMENT CHART

C.E.O

H.O.D

OFFICER SIC SHOP

SIC SHOP 3
ASSISTANT 2/ACG

FIC FIC FIC FIC FIC FIC FIC

FIC EXECUTIVE
EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE EXECUTIVE
ACM S3
ACM S3 ACM S3 ACM S3 ACM S3 ACM S3 ACM S3 ACM S3

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RESPONSIBILITIES: -
 To attend breakdown of any machine.
 To ensure enough spares are available.
 To ensure smooth workflow.
 To make sure all instruments are working properly.
 Maintenance of the whole building.
 To ensure all safety material is in good condition.

QUALITY ASSURANCE DEPARTMENT: -

The role of quality is to all functional division in achieving and maintaining level of specified
quality requirements economically.
Quality assurance department maintain quality as ISO 9001-1994.
There is a separate quality lab which:
 Prepares and maintain quality plans.
 Plans for new requirements organize calibration functions for external agencies.
 Arranges for repair, rectification disposal of measuring instruments.

FUNCTIONS: -
 Incoming raw material testing/inspection.
 Re-inspection/Re-testing of product which are measurements and coordinating with
calibration section for periodic of products when required.
 Ensuring that calibrated instruments are used for measurements and coordinating with
calibration section for periodic calibration.
 Assisting for customer inspection of products when required.

OBJECTIVES: -
 Conducting routine engineering test on products to specify requirements.
 Ensuring tested products are confirming to specified requirements and complete an all
respects.
 Proper handling and storage of products received for testing.

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QUALITY ASSURANCE CHART

C.E.O

H.O.D

SIC, IMI, SR SIC LAB SIC FEEDER SIC

QSENGINE
ENGG JR.ENGG SHOP ENGG INSPECTION

FIC QA IMI FIC QA LAB

SUP QA FIC QA
SUP SUP

FIC FIC QA SHOP

CUSTOMER 5

STORE DEPARTMENT:
The role of store department is to maintain accountability of the material received and stored
and issued as per specified requirements.

FUNCTIONS:
 Receive material as per challan/ invoice/ credit reports.
 Ensure identification, inspection status and identification on the components vendor code/
materials code in the delivery challan/ invoice/ credit report.
 Prepare receipt memo.
 Storing confirming components in mobile racks/wooden pallets/stands in specified location.
 Issuing materials as per indents to shop/sub-contracts.
 Disposal of scrap materials.
 To keep the records regarding the material and movements of materials in departments.
 To have clear idea of all departmental information and their required of materials.

RESPONSIBILITIES:
 Overall administration of store.
 Establishment of inventory norms and controls.
 Establishment and maintaining quality system in store division.
 Assisting in inventory management and material accounting.
 Implementation of line with ISO 9001-2000.

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OBJECTIVES:
 To ensure the availability of material with quality and right quality at right time right place.
 The factors consider by purchase department are price, quality, and supplier background.
 The main objective of store department is to reduce the cost of maintenance.

STORE DEPARTMENT CHART

C.E.O

H.O.D

SECTIONAL
INCHARGE

FIC STORES

COMPUTER DEPARTMENT:
The computer division is responsible for software development, maintenance of computer
hardware accessories using appropriate methods. To carry out all the computer development/
modification activity. To plan, indent and maintain software/ tools required. To evaluate and reduce
manufacturing losses attributes to compute and system and accessories.

FUNCTIONS:
 Maintenance of computer hardware and accessories.
 Preventing maintenance of computer and accessories.
 Maintenance/ modification/ development of computer software.
 Document control.
 Maintenance of records.
 Planning and procurement of spare parts.
 Preparation of identify and batch cards for all employees.

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COMPUTER DEPARTMENT CHART

C.E.O

H.O.D

SIC
SIC SOFTWWARE
MODIFICATION
DEVELOPMENT
IN HARDWARE

SIC HARDWARE FIC

MAINTAINANCE

PURCHASE DEPARTMNET:
“purchase refers to the act of buying an item by price”. Purchasing means procurement of
goods and services from some outside agencies the object of purchasing is to supply materials, semi-
finished goods etc. to the production department.
Purchasing department is a vertical focused on functional activity of buying raw materials,
goods and services. It includes supplier’s identification and selection from where you all be buying
the goods, negotiating and contracting, supply market research, suppliers measurement and
purchasing system and development.
To ensure that purchase products meet the specified requirements and set procedure to
evaluate and rating the suppliers on performance.

section criteria

external of
control

purchasing
information

verification of purchased
product and services

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RESEARCH METHODOLOGY

INTRODUCTION OF THE TOPIC:

Employee satisfaction is also well understood. Happier employees are believed to be more
productive employees. Indeed, at salaried jobs, it's logical that unhappy employees will do the bare
minimum, rather than invest all of their time and hard work in a company they don't like. It will also
help reduce turnover, which can be expensive for any company.
Employee Satisfaction is all about employees being committed for the success of the organization
with a strong belief that working with the particular organization in their best option.

STATEMENT OF PROBLEM:
One of the main roles of Human Resource Department is to ensure that Employees are
sufficiently satisfied with their jobs. Typically, research has shown that satisfied employees are
thought to be more productive. One the other hand, if workers are dissatisfied with their Jobs, they
are thought to be less productive and reason for more Absenteeism and less turnover. So HR
Departments need to measure Employees Job satisfaction and examine the correlations between
these variables (Productivity, Absenteeism and turnover) with regard to possible extraneous
variables. The general job satisfaction feedback will help HR in identifying the percentage of
satisfied employees and the percentage satisfied in the Areas of compensation, benefits, Training and
Supervisor’s relations.

SCOPE OF THE STUDY:

The study on hand is explorative an attempt is being mobilize to examine the employee
satisfaction at Kirloskar Electric Company Ltd. Hubli. The study is first of its kind where an attempt
is being mobilized to measure the employee job satisfaction. Since the study has been developed
under the frame work of primary and secondary data. Its finding, suggestions, in remedy the problem
associated with employees job satisfaction.
The prime limitations of the study of not availability of spitted information to measure the
employee satisfaction. The time allocated is very short.
Since the study is a primary a micro level studies. The findings of the study cannot be
generated but however in an industry with similar environment may be applies. This is the relevance
the present study.

It is very important to study the level of job satisfaction of each and every employee in any
kind of organization because only when the employees are satisfied, they will be able to render a
quality product and services.

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OBJECTIVES OF THE STUDY:

1. To study in detail about the organization.
2. To know the level of job satisfaction.
3. To know about scope, promotions an improvement for employees.
4. To assess the training & development needs of employees.
5. To review the performance of the employees based on their work.
6. To give suggestions for the growth of the company.
7. To suggests the remedial measures to overcome present problems of the company.

LIMITATIONS OF THE STUDY:

There are certain limitations and boundary for every study undertaken
The below mentioned are the constraints under which the study is carried out:-

1. The study is limited to a single organization only and no comparisons have been made with
other similar companies.
2. The study undertaken is academic oriented and may not be suitable in reality purpose.
3. Shortage of time.
4. The data given by official and reports of the company assumed to be true.
5. This study taken for a limited period of time.

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RESEARCH DESIGN

DATA COLLECTION:
Data refers to a collection of organized information, usually the results of experience,
observation or experiment, or a set of premises. This may consist of numbers, words, or images,
particularly as measurements or observations of a set of variables.

DATA SOURCES:

There are two types of data sources available to the research processes.

1. Primary data.
2. Secondary data.

1) Primary Data: -
The data which is directly collected by the researcher and was not available before is
called as primary data. Primary data are the freshly collected data that provide information
about a particular problem. The primary data is collected by using primary methods such as
questionnaires, interviews, observations etc.

2) Secondary Data: -
Secondary data is collected from various journals, books, websites, Government reports,
Newspapers, and other research reports.

SURVEY METHOD: -
For this study questionnaires are used to collect primary data from the employees of the
company and
Sample size = 50.

QUESTIONNAIRE: -
A questionnaire is a research tool featuring a series of questions used to collect useful
information from respondents. These instruments include either written or oral questions and
comprise an interview-style format.

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Z—TEST
A Z-test is any statistical test for which the distribution of the test statistic under the null hypothesis
can be approximated by a normal distribution. Therefore, many statistical tests can be conveniently
performed as approximate Z- tests if the sample size is larger or the population variance is known as
Z-test has single critical value (for example, 1.96 for 5% two tailed) which makes it more convenient
than which has separate and different critical values for each sample size (for different sample size, it
would have different degree of freedom, which may determine the value of the critical values.
RUNNIND A Z-TEST ON YOUR DATA REQUIRES FIVE STEPS:
 State the null hypothesis and alternative hypothesis.
 Choose an alpha level.
 Find the critical value of Z table.
 Calculate the Z test statistic.
 Compare the test static to the critical Z value and decide if you should support or reject the
null hypothesis.

TECHNIQUES OR TOOLS OF ANALYSIS AND INTERPRETATION:

Data is analysed with the statistical tools and techniques to have an effective result on
employee loyalty and satisfaction.
The term z-test used to refer specially to the one sample locations test comparing the mean of
set measurement to a given constant. If the observed data are
1. Uncorrelated.
2. Have a common mean µ, and
3. Have a common variance σ, and the sample average X has mean µ.
4. Z-test is concept of statistics which compare means of two populations, z-test assumes
normal distribution under the null hypothesis.
5. Z-test is performed on a small number of data or on a population data.
This value is known as Standardized random variable

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RESEARCH DESIGN, DATA ANALYSIS AND INTERPRETATION

1. Since how many years you are working in the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 0-1 YEAR 4 16 8
2 1-3 YEARS 4 16 8
3 3-5 YEARS 5 25 10
MORE THAN 5
4 YEARS 37 1369 74
TOTAL 50 1426 100
(SOURCE: QUESTIONNAIRE)

µ0= 37, n= 4, X̅= 12.5, σ= 14.15, Z= -1.73

RESPONDENTS (X)
40
30
20
10
0
1 2 3 4
RESPONDENTS (X) 4 4 5 37

∑𝑋
Mean (X̅) = 𝑛
50
X̅ = 4

X̅ = 12.5
121111
112211 ∑ 𝑥2 ∑𝑥 2
Standard deviation (σ) = √ 𝑛 − ( 𝑛 )
121212.
5 1426 50 2
σ=√ −( )
4 4
σ =√356.5 − 156.25
σ = √200.25

σ = 14.15

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𝑥
̅ −µ
Z-test: 𝑍 = 0
𝜎

12.5− 37
Z= 14.15

−24.5
Z= 14.15

Z = −1.73

H0: Employees are working in the company from more than 5 years is accepted.
H1: Employees are working in the company from more than 5 years is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.73) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Employees are working in the company from more than 5 years is accepted.

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2. What do you think about the work environment of the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Excellent 3 9 6
2 Good 27 729 54
3 Average 20 400 40
If other, please
4 specify 0 0 0
TOTAL 50 1138 100
(SOURCE: QUESTIONNAIRE)

µ0= 27, n= 4, X̅= 12.5, σ= 11.32, Z= -1.28

RESPONDENTS (X)
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 3 27 20 0

H0: Employees of the company think that working environment of the company is good.
H1: Employees of the company think that working environment of the company is not good.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.28) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.
Therefore, Employees of the company think that working environment of the company is good.

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3. Are you satisfied with the superior authority in your organization?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Highly satisfied 10 100 20
2 Satisfied 31 961 62
3 Dissatisfied 19 361 38
Highly
4 dissatisfied 0 0 0
TOTAL 50 1422 100
(SOURCE: QUESTIONNAIRE)

µ0= 31, n= 4, X̅= 12.5, σ= 14.11, Z= -1.31

RESPONDENTS (X)
35
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 10 31 19 0

H0: Employees of the company is satisfied with the superior authority is accepted.
H1: Employees of the company is satisfied with the superior authority is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.31) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Employees of the company is satisfied with the superior authority is accepted.

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4 Does your superiors give you feedback on your work?

SL. NO. PARTICULAR RESPONDENTS (X) (X2)) PERCENTAGE

1 Yes 25 625 50
2 No 10 100 20
3 Sometimes 15 225 30
If other, please
4 specify 0 0 0
TOTAL 50 950 100
(SOURCE: QUESTIONNAIRE)

µ0= 25, n= 4, X̅= 12.5, σ= 9.01, Z= -1.38

RESPONDENTS (X)
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 25 10 15 0

H0: Superiors gives feedback on employees work is accepted.

H1: Superiors gives feedback on employees work is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.38) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Superiors gives feedback on employees work is accepted.

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5. Which of the following factors motivates you most?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

Friendly
1 environment 10 100 20
2 Promotions 28 784 56
3 Training 8 64 16
If other ,please
4 specify 4 16 8
TOTAL 50 964 100
(SOURCE: QUESTIONNAIRE)

µ0= 28, n= 4, X̅= 12.5, σ= 9.20, Z= -1.68

RESPONDENTS (X)
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 10 28 8 4

Ho: Promotions motivates employees the most is accepted.

H1: Promotions motivates employees the most is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.68) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Promotions motivates employees the most is accepted.

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6. Are you satisfied with the training provided by the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Highly satisfied 7 49 14
2 Highly dissatisfied 0 0 0
3 Satisfied 37 1369 74
4 dissatisfied 6 36 12
TOTAL 50 1454 100
(SOURCE: QUESTIONNAIRE)

µ0= 37, n= 4, X̅= 12.5, σ= 14.39, Z= -1.70

RESPONDENTS (X)
40
35
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 7 0 37 6

H0: Training provided by the company is satisfied is accepted.

H1: Training provided by the company is satisfied is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.70) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Training provided by the company is satisfied is accepted.

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7. Do you agree your performance improved after training?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Strongly agree 31 961 62
2 Partially agree 10 100 20
3 Agree 5 25 10
4 Disagree 4 16 8
TOTAL 50 1102 100
(SOURCE: QUESTIONNAIRE)

µ0= 31, n= 4, X̅= 12.5, σ= 10.92, Z= -1.69

RESPONDENTS (X)
35
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 31 10 5 4

H0: Employees of the company are strongly agreed that, their performance improved after training
accepted.

H1: Employees of the company are strongly agreed that, their performance improved after training is
rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.69) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Employees of the company are strongly agreed that, their performance improved after
training is accepted.

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8. What made you to work at the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Facilities 19 361 38
2 Good environment 10 100 20
Friendly relation
3 with employees 21 441 42
If other, please
4 specify 0 0 0
TOTAL 50 902 100
(SOURCE: QUESTIONNAIRE)

µ0= 21, n= 4, X̅= 12.5, σ= 8.32, Z= -1.02

RESPONDENTS (X)
25

20

15

10

0
1 2 3 4
RESPONDENTS (X) 19 10 21 0

Ho: Friendly relationship with employees made employees to work at the company is accepted.
H1 Friendly relationship with employees made employees to work at the company is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.02) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Friendly relationship with employees made employees to work at the company is
accepted.

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9. How satisfied do you feel with the benefits offered by the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Highly satisfied 15 225 30
2 Satisfied 23 529 46
3 Dissatisfied 7 49 14
4 Highly dissatisfied 5 25 10
TOTAL 50 828 100
(SOURCE: QUESTIONNAIRE)

µ0= 23, n= 4, X̅= 12.5, σ= 7.12, Z= -1.47

RESPONDENTS (X)
25

20

15

10

0
1 2 3 4
RESPONDENTS (X) 15 23 7 5

Ho: Benefits offered by the company are satisfied is accepted.

H1: Benefits offered by the company are satisfied is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.47) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Benefits offered by the company are satisfied is accepted.

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10. Is there free flow of communication throughout the work place?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 A little bit 15 225 30
2 NO 10 100 20
3 Yes 20 400 40
4 Don't know 5 25 10
TOTAL 50 750 100
(SOURCE: QUESTIONNAIRE)

µ0= 20, n= 4, X̅= 12.5, σ= 5.59, Z= -1.34

RESPONDENTS (X)
25

20

15

10

0
1 2 3 4
RESPONDENTS (x) 15 10 20 5

Ho: Free flow of communication throughout the work place is accepted.

H1: Free flow of communication throughout the work place is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.34) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Free flow of communication throughout the work place is accepted.

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11. Are you satisfied with the present salary provided by the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Highly satisfied 15 225 30
2 Satisfied 25 625 50
3 Dissatisfied 7 49 14
4 Highly dissatisfied 3 9 6
TOTAL 50 908 100
(SOURCE: QUESTIONNAIRE)

µ0= 25, n= 4, X̅= 12.5, σ= 8.41, Z= -1.52

RESPONDENTS (X)
30
25
20
15
10
5
0
1 2 3 4
RESPONDENTS (X) 15 25 7 3

H0: Employees are satisfied with the present salary provided by the company is accepted.
H1: Employees are satisfied with the present salary provided by the company is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.52) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Employees are satisfied with the present salary provided by the company is accepted.

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12. Does the company provide work environment to improve skills and knowledge?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Agree 27 729 54
2 Disagree 0 0 0
Neither agree nor
3 disagree 12 144 24
4 A little bit 11 121 22
TOTAL 50 994 100
(SOURCE: QUESTIONNAIRE)

µ0= 27, n= 4, X̅= 12.5, σ= 9.60, Z= -1.51

RESPONDENTS (X)
60
50
40
30
20
10
0
1 2 3 4 5
RESPONDENTS (X) 27 0 12 11 50

H0: The Company provides work environment to improve skills and knowledge is accepted.
H1: The Company provides work environment to improve skills and knowledge is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.51) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, The Company provides work environment to improve skills and knowledge is accepted.

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13. What is the promotional policy of your company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 seniority 6 36 72
2 merit 14 196 28
performance with
3 merit 22 484 44
if other, please
4 specify 8 64 16
TOTAL 50 780 100
(SOURCE: QUESTIONNAIRE)

µ0= 22, n= 4, X̅= 12.5, σ= 6.22, Z= -1.53

RESPONDENTS (X)
60

50

40

30

20

10

0
1 2 3 4 5
RESPONDENTS (X) 6 14 22 8 50

H0: Performance with merit is the promotional policy of the company is accepted.
H1: Performance with merit is the promotional policy of the company is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.53) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Performance with merit is the promotional policy of the company is accepted.

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14. How many times you are rewarded by the company?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 None 17 289 34
2 1 time 11 121 22
3 2 times 10 100 20
4 More than 2 times 12 144 24
TOTAL 50 654 100
(SOURCE: QUESTIONNAIRE)

µ0= 17, n= 4, X̅= 12.5, σ= 2.69, Z= -1.67

RESPONDENTS (X)
18
16
14
12
10
8
6
4
2
0
1 2 3 4
RESPONDENTS (X) 17 11 10 12

H0: Most of the employees are not rewarded by the company is accepted.
H1: Most of the employees are not rewarded by the company is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.67) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, most of the employees are not rewarded by the company is accepted.

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15. Your perception towards the work place?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Very good 10 100 34
2 Good 20 400 40
3 Average 15 225 30
4 Bad 5 25 10
TOTAL 50 750 100
(SOURCE: QUESTIONNAIRE)

µ0= 17, n= 4, X̅= 12.5, σ= 5.59, Z= -1.34

RESPONDENTS (X)
25

20

15

10

0
1 2 3 4
RESPONDENTS (X) 10 20 15 5

H0: Employees perception towards the work place is accepted.

H1: Employees perception towards the work place is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.34) is less than the table value (-1.96). Hence Ho is accepted & H1 is rejected.

Therefore, Employees perception towards the work place is accepted.

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16. Do you think that the benefits will influence your performance?

SL. NO. PARTICULAR RESPONDENTS (X) (X2) PERCENTAGE

1 Influence 25 625 40
2 Doesn't influence 15 225 30
3 No opinion 10 100 20
If other, please
4 specify 0 0 0
TOTAL 50 950 100
(SOURCE: QUESTIONNAIRE)

µ0= 25, n= 4, X̅= 12.5, σ= 9.01, Z= -1.38

RESPONDENTS (X)
30

25

20

15

10

0
1 2 3 4
RESPONDENTS (X) 25 15 10 0

H0: Benefits will influence performance of the employees is accepted.

H1: Benefits will influence performance of the employees is rejected.

Interpretation:
The following test is been mobilized under Z-test which reveals that, the calculated value
(-1.38) is less than the table value (-1.96). Hence H0 is accepted & H1 is rejected.

Therefore, Benefits will influence performance of the employees is accepted.

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FINDINGS
 Established in the year 1969. The Kirloskar Electric company Ltd. Hubli. Engaged in its
business of manufacturers of motors, Namely: Ac Motors, AC Generators, DC Machines,
DG Sets, Switchgear and Transformers.
 I mustered the information that as many as 74%of the employees are working in the company
from more than 5 years.
 I mustered the information that as many as 54% of the employee are satisfied with the
working environment of the company.
 I mustered the information that as many as 62% of the employees are satisfied with their
superior authority.
 I mustered the information that as many as 50% of the employees ae agreed that their
superiors give feedback on their work.
 I mustered the information that promotion motivates 56% of the employees.
 I mustered the information that as many as 62% of the employees are strongly agreed that
their performance improved after training.
 I mustered the information that friendly relation with employees made 42% of the employees
to work at the company.
 I mustered the information that as many as 46% of the employees are satisfied with the
benefits offered by the company.
 I mustered the information that as many as 50% of the employee are satisfied with their
present salary.
 I mustered the information that as many as 54% of the employees are agreed that the
company provide work environment to improve their skills & knowledge.
 I mustered the information that as many as 72% of the employees are agreed that, seniority is
the promotional policy of the company.
 I mustered the information that as many as 34% of the employees are not rewarded by the
company.
 I mustered the information that as many as 40% of the employees think that the benefits
provided by the company will influence their performance.

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SUGGESTIONS

 I mustered the information that as many as 40% of the employees are not satisfied with the
working environment of the company.
In view of this it is suggested that, it should be improved.
 I mustered the information that as many as 20% of the employees are not agreed that their
superior give feedback on their work.
In view of this it is suggested that, superior should give feedback continuously & appreciate
the employees work.
 I mustered the information that as many as 62% of the employees strongly agree that their
performance improved after training.
In view of this it is suggested that, company should conduct training programmes to improve
work efficiency.
 I mustered the information that as many as 14% of the employees are not satisfied with the
benefits such as, Insurance, Retirement plan, Training program provided by the company
In view of this it is suggested that, the company has to provide some additional benefits to
satisfy the employees.
 I mustered the information that as many as 54% of the employees are agreed that the
company provide work environment to improve stills & knowledge.
In view of this it is suggested that the company should maintain the work environment.

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CONCLUSION

It has been an excellent opportunity for me to carry out “A STUDY ON EMPLOYEES JOB
SATISFACTION” at “KIRLOSKAR ELECTRIC COMPANY LTD.” Gokul road, (HUBLI).
It has helped me at a greatest extent to have an insight into the practical realities of the human
resource department of “KIRLOSKAR ELECTRIC COMPANY LTD.HUBLI”.

Kirloskar Electric Company Ltd established in the year 1969 by late LAXMANRAO.
KASHIANTH. KIRLOSKAR. Hubli is one of the electrical industrial units which have got very
productivity and very good brand name an electrical industry. Market, the human resources policy
and strategies of the company of formulated at their best.

The company is having very skilled human resources so the companies can implement new and
formulates policies and strategies of human resources management, so as to scope up which it is
competitor and remaining the no. 1 electrical manufacturing in India.

The 4 week in plant training in KEC has given detail knowledge of the management of an
origination and clear picture of work flow of an origination KEC is electrical company in which
basic raw material is used for the production of motors.

This duty gives information of how really big origination works by facing so many hurdles. As it is
successfully overcoming the problems.

The culture in KEC is very cordial and the atmosphere of the workforce is also very good which
contributes to study a lot.

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BIBLOGRAPHY

 BY THE COMPANY’S MANUALS

 BY THE COMPANY’S WEBSITE

www.Kirloskarelectric.com
 BY GOOGLE WEBSITE
https://www.slideshare.net/hemanthcrpatna/a-study-on-employee-job-satisfaction-h-r-final-
project

 BY THE BOOKS
1) HRM (HUMAN RESOURCE MANAGEMNET)
2) ORGANISATIONAL BEHAVIOR

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