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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"
CONTENT
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CHAPTER-1
1 EXECUTIVE SUMMORY 1-5
2 INTRODUCTION TO STUDY 6-7
CHAPTER-2
3 INDUSTRY PROFILE 7-12
4 COMPANY PROFILE 13-14
5 ORGANIZATION CHART 14-16
6 DEPARTMENTAL STUDY 17-25
CHAPTER-3
7 LITERATURE REVIEW 27-47
8 DATA ANALYSIS AND INTERPRETATION 49-62
CHAPTER-4
9 FINDINGS 63-64
10 CONCLUSION 64-65
11 SUGGESTIONS & RECOMMENDATIONS 65-66
ANNEXURE:-
12 66-71
QUESTIONNAIRE
13 BIBILOGRAPHY 71-72
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EXECUTIVE SUMMARY
Shree Keshav Cements and infra Itd (formerly known as Katwa Udyog ltd) was
incorporated in the year 1993, and started its production in Feb 2008. in state of
Karnataka with its registered office at Belgaum, production plant is situated i1ear to
lokapur, Bagalkot.
Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, this

is one of the promoting company of Katwa groups which is growing in different fields
like Katwa infotech, Katwa constructions,(F&L),So as keshav cements is a another
developing group of Katwa they are thinking to expand its capacity in near future.
TITLE OF THE PROJECT:
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA

LID".
Statement of the problem:
This particular topic is selected because Employee job satisfaction is a very important
element, necessary for the smooth functioning of an organization. Employee surveys
provide a channel for employee to communicate their views on a wide range of issues in
total confidence .They help management to build up an accurate picture of how
employees perceive the organization and highlight the causes of employee
dissatisfaction,.
SCOPE OF THE STUDY:
The scope of the study is to measure the job satisfaction level of employees in Keshav
cements and Infrastructure ltd.
FINDINGS :
 From the analysis it can be inferred that majority of the Employees feel that they
don't have. freedom to take independent action and few are said they have
freedom to take action when required so by this 1 found that employees of
KESHAV CEMENTS do not have sufficient freedom to take independent action
in their work.
 Majority of Employees said that they are not involved in the decision making
process feels that they are involved in decision making. By this we can say that
there· is no much scope for employees ill decision making process .
 By analysis I found that more no. of employees said that the lack of job
satisfaction highly effects on performance of the employee. Some employees feel
that lack of job satisfaction also effects on productivity, output, and efficiency to
some extent.
 Majority of employees feel that. higher job, satisfaction leads to higher

performance where as, Few employees feel that job satisfaction does not have any
impact Oil the performance. It can be said that higher the job satisfaction higher
the performance of an employees.
SUGGETIONS:
 It is revealed In this study that employees are not satisfied in the areas of
participative decision 111uking and enough of freedom in independent action in
their work. It is advisable to involve the workers in the decision making process
which will enhance the interpersonal relations.
 The Management should. Jet their employees know that they consider them
valuable individuals that is, should treat the people with respect and honesty.
 With regards,· suggestions from the employees, which they feel happy and motive
them, I would like to forward these like, appreciation and recognition, healthy and
good working environment.
CONCLUSION:
From the study it can be concluded that the employees of this company are by and large
satisfied about their job especially in connection with working environment and working
hours. However majority of eh1ployees .do not appear to have an attitude of continuing in
the organization for which the exact reasons could not be found out. So management can
adopt and follow those factors which leads to job satisfaction and it may improve work
environment and culture so that it will multiply value of satisfaction and productivity.
LIMITATIONS
 Some of answers were because the employees thought that they would be put into
trouble.
 Lack of Knowledge of employees about certain aspects was also a constraint.
 Time was also constraint during the project
INTRODUCTION TO STUDY
Employee job satisfaction survey provides a channel for employees to

communicate their view on a wide range of issues in total confidence.
Employee satisfaction survey,' was, conducted to find out the satisfaction level of
the employees at "KESHAV CEMTNTS AND INFRA LTD". The other objective was to
find out the areas of low satisfaction, were corrective measures can be taken.
The Employee Satisfaction Survey helps companies, to determine how their

employees think and to identify employees' needs' and concerns so that improvements can
be made and stronger teams can be formed. Business performance is expected to increase
as more satisfied employees will increase a company's competitiveness, and they are
better able to recognize opportunities and threats, and better leverage limited resources to
maximize the company's profits. Other intangible benefits include the reinforcement of
company goals and values, better internal and external communication, a positive
working and social environment, an improved company image and increased employee
loyalty.
INTRODUCTION TO CEMENT INDUSTRY
Man has always looked for some material to fasten other materials together. The first
material to be used was clay, which had been worked with water. In general way, cement
can be classified as mortar; which is used as binder in various kinds of composite
building material. Next to iron and steel,' c9meniis now the most important ,binding
material. Various forms of cement have been used for many years but they have been
greatly improved during this century. As far as the Romans, it was known that various
minerals; when treated could be used as mortar. This was the begini1ing of the cement
industry.
'The fundamental principle of making cement is to take some natural minerals and treat
them with heat and grinding. The heat will drive off the water and carbon dioxide. The
Romans were the first to make similar to our Portland cement The year 1756 is
considered as he starting point o our modern cement industry and John Sn1eaton as
English Engineer, is given the credit. Portland cement takes its name from the fact that it
resembles in color stone that comes from Portland England. Joseph, Aspidin, an English
brick layer, in 1984 invented a hydraulic lime, which is named as Portland cement'.
Portland cement is manufactured in United States Since 1872.
Portland cement was first manufactured in India as long ago as in the year 1904 at Madras
by , company called south India Industrial Limited. In the year 1912 Indian Cement
Company was started in Porabandar on a rated capacity.
Now India is the second largest producer of cement with total production capacity
exceeding 102.2mn tons including mini sectors. china and Japan stands first in the world
in production of cement
The word ‘CEMENT’ is a binder, a substance which sets & hardens
independently, & can bind other materials together. The word ‘cement ’ is derived from
the ‘Roman’ language “opus caementicium” to describe masonry which resembled
concrete & was made from crushed rock with burnt lime as binder. Later it referred to as;
cementum, cimentum, cament & cement.
Cement is a chemical compound existing of lime stone or chalk, clay, sand, &
gypsum to form the end product we know as cement. Cement used in construction are
characterized as “hydraulic & non hydraulic” cement. Cement is mainly used in the
production of ‘mortar & concrete’- the bonding of natural or artificial aggregates to form
a strong building material which is durable in the face of normal environmental effects.
Cement should not be confused with ‘concrete’ as the term cement explicitly refers to the
dry powder substance. Upon the addition of water & or additives the cement mixture is
referred to as concrete, especially if aggregates have been added.
It is uncertain where it was first discovered the hydrate & non hydraulic cement,
but concrete made from such mixtures was first used on a large scale by “Roman
Engineers”. In the 18th century a big effort started in Europe to understand why some
limes possess hydraulic properties. ‘John smeaton’ often referred to as ‘Father of Civil
Engineering in England’ concentrated his work in this field. ‘James parker’ in the 1780s,
founded the ‘Natural cement’ made by burning septaria. The invention of ‘port land
cement’ is generally credited to ‘Joseph Aspedin’ an English bricklayer in 1824.
In 1838 a young chemical Engineer ‘Isac Johnson’ burned the cement raw
material at high temperature until the mass was nearly vertified producing the ‘modern
Portland cement’. The German chemist ‘Wilhelm michaelis’ proposed the establishment
of cement standards in 1875. the use of concrete in construction grew rapidly from 1850
onwards, & was soon the dominant use for cements. Thus Portland cement began its
predominant role.
Types of cement:
1) Portland cement
2) Portland cement blends
 Portland blast furnace cement
 Portland fly ash cement
 Portland pozzolan cement
 Portland silica fume cement
 Masonry cements
 Expansive cements
 White blended cements
 Colored cements
 Very finely ground cements
3) Non Portland hydraulic cements
 Pozzolan-lime cements
 Slag-lime cements
 Super sulfated cements
 Calcium aluminate cement
 Calcium sulfo aluminate cement
 Natural cement
Indian Cement industry

The cement industry is experiencing a boom on account of the overall growth of
the Indian economy primarily because of increased industrial activity, flourishing real
estate business, growing construction activity, & expanding investment in the
infrastructure sector. The performance of the industry, under different policy regimes,
truly establishes that decontrol of the industry & liberalization of the economy has led to
remarkable improvement in the indicators such as installed capacity, capacityutilization,
per capita consumption & exports.
.
Cement is an essential component of infrastructure development & most
important input of construction industry, particularly in the government’s
infrastructure & housing programs, which are necessary for the country’s socioeconomic
growth & development. It is also the second most consumed material on the planet. The
Indian cement industry is the second largest producer of cement in the world just behind
China, but ahead of the United States & Japan. It is consented to be a core sector
accounting for approximately 1.3% of GDP & employing over 0.14 million people. Also
the industry is a significant contributor to the revenue collected by both the central &
state governments through excise & sales taxes.
OVEERVIEW OF THE COMPANY
Shree quality cements limited was incorporated in the year 1981 and started its
operation in 1987, near to lokapur, Mudhol taluk, Bagalkot. It was started by Shree
B.N.Shah, . The reason behind starting this industry in this area was heavy demand and
and availability of raw material. The total urea of plant is 35 acres. In the year 1993, due
to some major problems like labors, and electricity it was become sick unit and it was
closed its operation.
In 2007 Katwa Udyog Itd purchased this plant in public auction sales held by DRT
Pune. It changed its name as KESHAV CEMENTS AND INFRA LTD and it started its
production in feb 2008 with the investment of 18crores.The present capacity of this plant
is 200TPD. It has got 300 acres own mines, presently under litigation.
In order to meet long term organizational goals of growth, adapting the latest
technologies, and attaining competitive advantages through economics of Scale, the
company now expanding its capacity 200-400 TPD.
Growth of the company
The company started its production with installation of wet process kiln of 200 TPD
capacities with the growth of market .demand. Thus making the total production capacity
from 200-400 TPD. In order to .meet the increasing demand for cement and achieve the
economy, the management has modernized its plant and has set up 400 TPD capacities. In
order to overcome the critical power problem the company has installed the diesel
generating machines of its modernization plan. Now 1l1anagement making investment
about Rs 25 cores for materialization and pollution control programs.
Swot analysis of keshav cements
The overall evaluation of a company's strengths, weaknesses, opportunities & threats IS

called swot analysis. Every company Wants to know its strength, weakness, and
opportunities and threats so that it's easy for them to convert its weakness and threats into
opportunities and survive in the market.
Similarly following is the swot analysis of keshav cements:
Strengths:
 Location; the keshav cements is ,located " I km away from Lokapur on a land of
its 35 acres. The town is well connected by roadways.
 Raw material: the main source of raw material is lime stone Bagalkot district is
having a very rich source of lime stone belt. the plant is located near the raw
material resource. The other raw material includes silica, gypsum, Bauxite etc' that
are purchased from outside suppliers.
 Water: Water is also important as it is used In, the manufacturing process of

keshav cement. The company has source of water.
 Power: the company has a dual system of purchased & itself generated power. The
plant is dependent on the KPTCL for the rest of power requirements.
Weaknesses
1. Less advertisement facility.

2. No Sophisticated technology.
3. Lack of experienced workers
Opportunities
1. Heavy demand for cement in this area and wide market to sell
2. They can minimize the cost of production by installing the new technologies &
equipment.
3. It can make alignment with the nearer cement industries like ACC Cement.
Rajashree Cement, Birla etc.,
Threats
1. Heavy completion from branded and well accepted cements like Rajashree, ACC,
Birla etc.,
2. Old technology used in production of cement.
Vision
“Continue to be moving force in our national progress”
Mission
“To provide product of superior quality at competitive price and ensure sustained
profitability and growth. Believe that our people are the most valuable assets, personnel
& organizational growth synonymously.”
COMPANY PROFILE
Name of the organizational Keshav Cements & Infra Ltd
[Katwa Udyog Limited]
Works Place : Plant-2 at Naganpur-587122
Post : Lokapur Tq: Mudhol
Dist: Bagalkot
Registered Office : “JYOTI TOWER” 215/2, Kharbar
Galli 6th Cross, Nazar camp, M.
Vadagoan BELGAUM-590005
ORGANIZATIONAL STRUCTURE
BOARD OF DIRECTORS
CHAIRMAN
(SHRI H D KATWA)
WICE-CHAIRMAN
(VENKATESH KATWA)
MD
(VILAS KATWA)
VICE PRESIDENT
(SAINATH)
G M (TECH) G M (ADMST)
T G RAVIRAJ B B KHATARKI
PROCESS ENGR STORES MNGR QUALITY CONTROL ELECTRICAL INCHARGE MECH ENGR
CHIEF BURNER STORE KEEPER CHEMISTS ELECTRICIANS OPERATORS
HELPERS HELPERS HELPERS HELPERS HELPERS
SHRI KESHAV CEMENTS & INFRA LTD
ORGANIZATION PROFILE
COMPANY INFORMATION
Name of the Company M/s.Keshav Cement Ltd
Adress S.No. 346LOKAPUR Bagalkot- 587313
Head office “Jyoti Tower” 215/2, Karbhar Galli, 6th lane,

Nazar camp, M. Vadgaon Belgaum- 590005
Constitution Public Limited Company
Year of Incorporation 1993
Products Ordinary Portland Cement, Pozzolonic Cement,

Blast furnace Cement, White Cement
Land Area 22 .36 Acres
size of the Industry Medium scale Industry
Capacity 225 Tonnes Per Day (TPD)
Brand Names Jyoti Gold, Jyoti Power &, Keshav Cements
Market reach Karnataka, Maharashtra &, Goa
Technology used West German VSK Technology
BACKGROUND
Shri Keshav Cement & Infra. Ltd. (KCIL) is Public limited Company
incorporated in the year 1993 to manufacture 43 grade & 53 grade Ordinary Portland
Cement. We went into Public during 1995. The company raised capital via IPO during
1995 to raise capital of 512.42 lakhs which was over subscribed by 12 times. The stocks
are actively traded in Mumbai Stock Exchange. The company has posted profits since
inception.
Presently our “Jyoti Gold & Jyoti Power” cement brands are very popular in
the cement market. & now we are marketing as “Keshav cements” brand in the market.
We supply our cement in North Karnataka, Goa & Maharashtra.
Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providing

services to American Hospitals and Clinics. The company commenced commercial
operations in 2000 by appointing 50 professionals & today is a 250+ organization. Katwa
Infotech Ltd. has paid up capital of Rs.50 lakhs. In FY 06-07, the company achieved sales
& PAT of Rs. 354.50 Lakhs & Rs. 268.68 Lakhs respectively. KIL holds 100% stock in
Scribe Care, a US based marketing firm. Scribe Care brings in value to the services
provided by getting significantly higher prices & better realization. Both these companies
are making profits & paying dividends.
Keshava Finlease Limited incorporated in 1995, commenced its business of hire

purchase finance for automobiles in 1996. The RBI granted registration to the
Company under section 45IC of the reserve bank of India act, 1934 & classified it as
a hire purchase Company under ‘A’ category.
Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targeting

mainly to NRI’s. we have got site at Corlim, which is just 8 km from Goa in Panji.
FUNCTIONS OF DJFFERENT DEPARTMENTS
ADMINISTRATIVE DEPARTMENT:
The main functions of this department IS time keeping, issuing punch cards,.
keeping records like leaves,. Promotions etc. providing welfare, wage, salary, al1owances
all will be carried out by this department.
It handless recruitment and appointment of the required staff for various dept,
later induction program for new employees and providing training for existing and new
employees will be taken care by this department.
TECHNICAL DEPARTMENT:
The main function of this department is to control all. technical issues and control
all other departments like process, quality control, stores electrical and mechanical
departments.
Quality control department the laboratory of keshav cements is well equipped

with all modern instruments of testing cement. Here the cement sample is taken for test
and is tested on the basis of specialization as recommended by the IS1 and cement
association of India. The features like setting time, compressive strength, color limestone,
quality clinker qua1ity, gypsum, iron and grade of cement is tested to its satisfaction and
the similar process is carried on for all production of cement tones.
1. Stores department: in stores department the things, which are required by the
various department of factory are stored in proper way and in systematic made
systematic arrangements,
 To receive & unload all materials verity the quality & quantity on receipt.
 To check delivery challan of parities
 To offer materials for inspection & issues, using Bin cards
 To receive the non-excisable goods, receive goods Refection Note along

with materials from works departments .
 To issue Refection delivery challan to account via. Shipping Depts.
 To appraise mgt. of the need for capital expenditure.
Electrical department: it is the department which stores the power so generated in D.G.
department and centre of power supply and thus it regulates the power supply to the
department in an economical way. It looks after the power supply and requirement of
power in different department and supplies regularly. ,
Production department: It is the one of the important part of the organization, which
converts available raw material into saleable goods. It looks after the production of the
cement and without this department manufacture, process will not be carried out. All the
functions like crushing, kiln, heating, packing all will be carried by this department.
Mechanical department: This department deals with the machines. It will look after the
smooth working of machines and take measures of break clowns and improper machines.
PRODUCT PROFILE
Keshav cements and infra ltd is manufacturing 43 and 53 grade cements:
Following are the chemical ingredients arid their properties used in cement:
Lime CaO 60-70%
Silica SiO2 17-25%
Iron Oxide Fe2O3 0.5-0.6%
Alumina Al2O3 3-8%
Gypsum CaSO4 3-4%
Magnesium Oxide MgO 1-4%
Sulphur Oxide So3 1-3%
Alkali’s like-Soda potash Na2O2K2O 0.1-1%
Effect of chemical constitutes
1. Lime: It makes the cement sound ancl pro\i'ides strength to cement. However the
excess of it in its origin from causes the cement to expand and disintegrate.
2. Silica: It: provides strength to the cement but in excess it slows down the setting
point of cement.
3. Gypsum: It helps in increasing the initial setting time of cement.
4. Iron Oxide: It provides color, bareness to the cement excess if it in the Free State
makes the cement unsound.
5. Sulphur trioxide: In a small quantity it makes the cement sound and in excess it
makes the cement unsound.
6. Alkalies: In excess they cause effloreness loss of strength of cement by storage
cement loses its strength by continued storage:
Production process of cement:
The cement manufactured by following dry method the chief raw materials required are
limestone, slag, coal, Bauxite etc.
Limestone: .
The process starts with quarry where the limestone is found. Lime stone is chief
raw materials used. The contents of limestone are calcium carbonate (cac03 98%).
Lime is formed after heating the limestone & carbon dioxide is released as by
product. Further the limestone has to be processed by reducing them in there size. This is
done by feeding the limestone into the crusher. The limestone is reduced to the size round
about 20-25mm.
Stockpile/blending:
The crushed raw materials are stored ready for use in many plants; a buildings stockpile is
used in order to assist in checking any chemical variations in the raw materials comll1g
from quarries. A stocker builds up a layer upon layer to from the stockpile; Depending on
area 0\' the quarry it comes from each layer may have slightly different composition.
Raw milling / Ball mill

After milling in the correct proportions the limestone & the shale are fed to a mill where
they arc ground to a fine powder called raw meal. In most modern plant, a closed circuit
hall milling system is used.
The ball mill basically a steel tube containing steel balls ranging is size typically from
90mm downwards. The ball gradually grinds the raw
Materials to a fine powder. The mi II is usually of single chamber design & may be
fitted with a classifying liming. The lining has the effect of grinding the ball sizes of that
the larger balls at the inlet end when the larger pieces of raw material have to be broken &
smaller balls at the outlet end where the finger grinding takes place
Raw mill blending

The raw mill is then conveyed to silos for tile future blending. It is essential for raw meal
to be of consistent chemical quality, if problems at the kiln stage are to be avoided. The
base of the blending silo is divided into segments. covered with porous tiles or canvas
blending is achieved by arranging for up to three times as much air to be blown through
one action of the base compared to the others tumbling mixing action is imported the raw
meal after predetermined mixing time, or when the technical depaJtme11t is satisfied, that
the raw mill is of consistent chemical composition.
Raw mill storage

The raw mill is from blending silo’s blow. It is now ready to be introduced to the next
stage of the process, the kiln system
Pre-heater (4 stage suspension):The raw meal passes through a pre-heater. This 4 stages
suspension pre-heater is just one of the many types in use. It consists the 4 stage of
cyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at the
stage 4 cycle one & travel upwards through each of the .other stage. The raw meal is fed
the gal' dust frol11 the stages 2 cyclone. The meal is. immediately picked up by the hot
gas & carried into the stage 1. This process continues until the meal falls from the stage 4
cyclone & into the kiln i,i let chute or hearth. At reaching pre-heat stage, heat from the hot
gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about
1000 degree centigrade & leaves stage I at about 350*c the raw meal leaves stage at about
800*c.
Calcinations
At this temperature of 800c, the calcinations of the calcium carbonate in the raw meal,
that is conversion of cac3 line has started. About 30% of calcinations will have take place
by the time the raw meal reaches the kiln
Dust control electrostatic precipitators:

To prevent dust from, the kiln or raw milling system entering the atmosphere, the gas is
passes through electrostatic precipitators. To condition the dust laden gas using a water
spray, either in pre-heated: in as external conditioning lower.
As the dust laden gas enters theehan1bcr in which .electrodes & earthed collector
plates by vibrating the collector plates periodically the dust drops into the happer & is
returned with the raw meal to the kiln system.
The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, can
then be safely released into the atmosphere.
Kiln:
The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typically
with a length to diameter ratio of 16:0 I & in clined at an angle of about 3*.
It rotates at a speech of3rpm all a system of rollers & is driven through a mounted belt
around the circumference. The seals at either end of the kiln are designed to prevent the
ingress of cold air & to accommodate expression & rotation. The kiln is lined refractory
bricks & fired either by oil or gas at the lower end.
If coal is used, it must be pulverized often using a ring roller mill such as this. If heavy
fuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw meal
from the pre-heater enters at the end & 'gradually moves down that the kiln rotates. At
firstly of the calcinations takes place so that the feed consists mostly of lime, silica,
alumina & iron all in a hot reactive state.
The hottest part of the kilns near the tip of the frame. This is the burning zone where the
feed as at temperature of around 14S0*c & is in a partially molten state it is here that the
four main constitutes of the feed by chemical reaction from cement clinker.
Clinker:
A mix of complex compounds referred to in cenient chemist's nations as c2s, c3a & c4af.
Grate cooler:
Author type of cooler is commonly used in the grate cooler. There is an empty cooler; the
reciprocating grate through which air is blown is visible.
As the clinker moves ,dong the' grate air cools it & the air itself cools the pre-heater prior
to relating the kiln as secondary combustion air. However, more 'air is required for
conibustiol1 is blown through the gate some of this excess hot air is used to dry & cool
the fired plants after cooling the clinker is stored ready for grinding into cement.
Cement milling:
The mixture of clinker &. gypsum now passes to the cement mill. Ordinarily, the cement
ball mill is sill1ila'r to the raw mill. The cement mill is divided into 2 or 3 chambers by
perforated steel diaphragms, each chamber containing a range of ball sizes, but because
cement required finer grinding the smallest balls is smaller than those in a raw mill.
Classifying lining is often used in the 2nd chamber mill to separate the ball size.
Open circuit milling:
Open circuit milling is often used for ordinary Portland cement (opc). Here the cement is
ground to required fineness in one pass through the mill. Open circuit mills are generally
longer than closed circuit mills for this reason. The ground cement is conveyed directly
away & the mill is vented in u dust filtration system.
Closed circuit milling:
In a certain circumstances closed milling can have advantage consuming less overall. The
closed circuit system is similar classifier to that used raw power Milling a separating out
the coarse. fiction of .the mill production & returning it to the mill for further grinding.
This particularly suitable for hardening cement RHC that has to be ground very finally.
Storage:
From milling the system, the cement is often pumped through pipes by what is basically a
screw rod blower. The speed screw delivers the Cement into a high volume airflow
provided by compressors. The air conveys the cement along a pipeline to storage silos.
Brief procedure of cement manufacturing:
Limestone is excavated from quarries situated near by the factory & transported by
dumpers to the crusher where the limestone is broken into pieces by the use of hammer.
The broken pieces/crushed limestone is transported to the raw mill through conveyer belts
& then the ground to powder. Grounded powder is mixed with literate. Output is in a
powder from & is called raw meal. The raw meal is fed into kilns where it is burnt by
pulverized coal resulting in the product called clinker. .
Clinker along with a small percentage of gypsum added according to requirement

is ground in cement mill to form a powder which is called naked cement stocked in silos.
The cement is called ordinary Portland cement. Naked cement from the silos is
bagged by automatic packing machine.& dispatched by rail & road transport
HUMAN RESOURCE MANAGEMENT

History always gives us Encouragement to move in a right direction.
If we look back we find that industries, which are not having ERD department or
administration always not concentrated on good relation with labors, they treat them only
as jf they are low minded and low graded people and not as vast human resource for the
company. Therefore there is always dispute between them. Here comes the importance of
HRD i.e. Human Resource Management.
Organizations are made up of people and function through people, without people
organization cannot exist. The resources of men, money material and machinery are
collected, coordinated and utilized through people. These resources are not by themselves
enough for fulfilling the objectives of .organization. They need to be united as a team. All
the activities of an organization are carried out by people therefore people are most
significant resources of any organization. This resource we call as a human resource and
managing this is called human resource development.
MEANING AND DEFINITION OF H.R.D:
H.R.D. is the systematic method of influencing the quality of human life. The
meaning of H.R.D is to develop the people and help them to perform the present job in a
better way to accept future challenges.
It is defined as. a process of organization and .increasing the physical mental and
emotional or individuals for productive work. I am carrying out my project in HR
Department. Thus would like to discuss some thing about this department.
MAIN AIM OF HRD:

Its main heart lies in overall development of mankind HRD with reference to industry as
it cover scientific selection of workers to the termination of workers.
Objectives:
 Optimum utilization of human resources of the industry by increasing
productivity.
 Identifying the individual talent and skill which gives an opportunity for the
development of personality of the individually in the organization .
 It creates and develops organizational health, culture and good atmosphere in
campus
 It reduces the absenteeism and labor turnover.
The important functions of HRD are:
Framing Personnel policies

 Evolving personal policies in tune with the corporate objectives.
 Developing, reviewing, updating & ensuring continuous implementation of
personal policies, systems & procedures.
Manpower planning
 Coordination with heads of the department to prepare a manpower blue print for
the company from year to year.
 Overseeing the recruitment activities for executives.
Performance management system

 Designing & developing a performance review system.
 Evolving employee remuneration packages, incentive schemes, labour welfare
measures etc.
Training & Development

 Carrying. out assessment of training needs· Of various levels and preparing a
perspective plan for training on a yearly basis.
 Implementing the training calendar by coordinating in-house and external training
pro grams.
 Design & implementation of indication.
ABOUT JOB SATISFACTION
Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a
motivation to work. It is not self satisfaction, happiness or self-contentment but
satisfaction on the job.
The term relates to the total relationship between individual and the employer for which
he is paid. Satisfaction does mean the simple feeling state of accompanying the
attainment of any goal the end-state is feeling accompanying the attainment by an
impulse of its objective. Job satisfaction does mean absence of motivation "at work.
Research workers differently described the factors contributing to job satisfaction and job
dissatisfaction.
Job satisfaction is defined the pleasurable emotional state resulting from the appraisal of
one's job as achieving or facilitating the achievement of one's job values." In contrast, job
satisfaction is defined as "the unpleasurable emotional state resulting from the appraisal
of one's job as frustrating or blocking the attainment of one's job values or as entailing
disvalues. " However, both satisfaction and dissatisfaction were seen as "a function of the
perceived relationship between what one perceives it as offering one entailing."
The key measure to employee satisfaction is
 Employee retention
 Productivity
 Customer satisfaction
 Profitability
All the above mentioned factors are obtained only if the employees are satisfied. This is
because satisfied employees tend to be more. Creative, tend to accept challenging jobs
which is an promotional opportunity to them ,They tend to be more productive.
Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run. Care about the quality of
their work Are more committed to the organization Have higher retention rates, and
Are more productive.
Meaning and Definition:
Locke gives a comprehensive definition of Employee Satisfaction
“A pleasurable positive emotional state resulting from appraisal of ones perception of

how well their job provides those things which are viewed as important. It is generally
recognized in the organizational Behavior field that employee's satisfaction is the most
important and frequently studied attitude".
Definitions of the concepts:
To understand the concept clearly, it is better to understand the literal meaning of them.
Therefore to understand the term "Employee Satisfaction" it is very much important to
know the words "Employee" And "Satisfaction" separately.
Employee: According to the Oxford Dictionary the meaning of the "Employee is a
Person employed for Wages". A person who works for another, in return, for financial or
other compensation.
According to Employees State Insurance Act, 1948, An Employee is defined as
the one who is directly employed by the principal employee or whose services are
temporarily lent to by another with whom the employee has a contract of service. The act
also says that employee also includes any person employed for the wages or any work
connected with the administration of the factory or establishment or any department or
branch there of or with the purchase of raw materials for or the distribution of scales of
the products of the factory or establishment. The act also covers any person engaged as in
apprentice, not being an apprentice under the Apprefltice Act, 1961 or under The Standing
Orders of the establishment, but does not include any member of the Indian Naval,
Military or Air-forces".
Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means
"atonement or compensation or a situation where the expectations have been met".
According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.
Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having
gratified an appetite or motive".
Welfare means fairing or doing well. It is a comprehensive term, and refers to the
physical, mental & emotional well being of an individual.
The ILO at its Asian Regional Conference defined “Labours welfare as a term
which is understood to include such services, facilities and Amenities and may be
established or in the vicinity in them with amenities conducive to good health & high
morale.
The Oxford dictionary defines labours welfare as “efforts to make life worth living for
workmen”.
Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,
enjoyment of health, prosperity etc.
Need for Labour welfare in India
The need for labours welfare was strongly felt by the committee of the royal
commitment to industrial work among the factory work and also the harsh treatment
receives from the employees since the developing country like India. This need was
emphasized by the constitution of India in the chapter on the directive principle of state
policy in the following articles.
Importance of Employee Satisfaction:
1. Tracking the attitudes and opinions of employees can identify problems areas and
solutions related to management and leadership, corporate policy, recruitment,
benefits, diversity, training, and professional development.
2. A comprehensive employee satisfaction study can be the key to a more motivated
and loyal workforce.
3. The first step is to understand exactly which issues have the greatest impact on
employee satisfaction.
4. The findings of the employee satisfaction survey will tell you exactly bow much
more important one issue is over another so that you can focus your performance
improvement initiatives appropriately.
5. In analyzing the data, we can define and refine issues that need addressed, such as
overall job satisfaction, professional fulfillment, employee motivation and
commitment, likelihood to stay with the organization, pay level, corporate goals
and Objectives.
6. Survey results can be segmented by employee position, length of employment,
full-time vs. part-time, etc.
FACTORS AFFECTING EMPLOYEE SATISFACTION.
1. Achievement
2. Recognition
3. Work itself
4. Responsibility
5. Advancement
6. Personal growth
7. Company policy and administration
8. Supervision
9. Relationship with supervisor
10. Work conditions
11. Salary
12. Relationship with peers
13. Personal life
14. Relationship with subordinates
15. Status
16. Security
THEORIES OF EMPLOYEE SATISFACTION.
DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY
David McClelland is most noted for describing three types of motivational need, which he
identified in his 1988 book, Human Motivation:
 Achievement motivation (n-ach),
 Authority or power motivation (n-pow),
 Affiliation motivation (n-affil).
Davidic McClelland’s needs-based motivational model
These needs are found to varying degrees in all workers and managers, and this mix of
motivational needs characterizes a person's or manager's style and behavior, both in terms
of being motivated and in the management and motivation others.
The need for achievement (n-ach)
The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment
of realistic but challenging goals, and advancement in the job. There is a strong need for
feedback as to achievement and progress, and a need for a sense of accomplishment.
The need for authority and power (n-pow)
The n-pow person is 'authority motivated'. This driver produces a need to be
influential, effective and to make an impact. There is a strong need to lead and for their
ideas to prevail. There is also motivation and need towards increasing personal status and
prestige.
The need for affiliation (n-affil)
The n-affil person is 'affiliation motivated', and has a need for friendly
relationships and is motivated towards interaction with other people. The affiliation driver
produces motivation and need to be liked and held in popular regard. These people are
team players.
McClelland said that most people possess and exhibit a combination of these
characteristics. Some people exhibit a strong bias to a particular motivational need and
this motivational or needs 'mix' consequently affects their behavior and
working/managing style. McClelland suggested that a strong n-affil 'affiliation-
motivation' undermines a manager's objectivity, because of their need to be liked, and that
this affects a manager's decision-making capability. A strong n-pow 'authority-motivation'
will produce a determined work ethic and commitment to the organization, and while n-
pow people are attracted to the leadership role; they may not possess the required
flexibility and people-centered skills. McClelland argues that n-ach people with strong
'achievement motivation' make the best leaders, although there can be a tendency to
demand too much of their staff in the belief that they are all similarly and highly
achievement-focused and results driven, which of course most people are not.
McClelland’s particular fascination was for achievement motivation, and this
laboratory experiment illustrates one aspect of his theory about the affect of achievement
on people's motivation. McClelland asserted via this experiment that while most people
do not possess a strong achievement-based motivation, those who do, display a consistent
behavior in setting goals.
Volunteers were asked to throw rings over pegs rather like the Fair ground game;
no distance was stipulated, and most people seemed to throw from arbitrary, random
distances, sometimes close, Sometimes farther away. However a small group of
volunteers, whom McClelland suggested were strongly achievement-motivated, took
Some care to measure and test distances to produce an ideal challenge- not too
easy, and not impossible. Interestingly a parallel exists in biology, known as the 'overload
principle', which is commonly applied to fitness and exercising, i.e., in order to develop
fitness and/or strength the exercise must be sufficiently demanding to increase existing
levels, but not so demanding as to cause damage or strain. McClelland identified the same
need for a 'balanced challenge' the approach of achievement-motivated people.
McClelland contrasted achievement-motivated people with gamblers, and
dispelled a common pre-conception that n-ach 'achievement motivated' people are big risk
takers. On the contrary - typically, achievement-motivate din individuals set goals which
they can influence with their effort and ability, and as such the goal is considered to be
achievable. This determined results-driven approach is almost invariable present in the
character make-up of all successful business people and entrepreneurs.
McClelland suggested other characteristics and achievement-motivate people:
Attitudes of
 Achievement is more important than material or financial reward.
 Achieving the aim or task gives greater personal satisfaction than receiving praise
or recognition.
 Financial reward is regarded as a measurement of success, not an end in itself.
 Security’s not prime motivator, nor is status.
 Feedback is essential, because it enables measurement of success, not for reasons
of praise or recognition (the implication here is that feedback must be reliable,
quantifiable and factual).
 Achievement-motivated people constantly seek improvements and ways of doing
things better.
 Achievement-motivated people will logically favor jobs and responsibilities that
naturally satisfy their needs, i.e. offer flexibility and opportunity to set and
achieve goals, e.g., sales and business management, and entrepreneurial roles.
McClelland firmly believed that achievement-motivated people are generally the
ones who make things happen and get results, and that, this extends to getting results
through the organization of other people and resources, although as stated earlier, they
often demand too much of their staff because they priorities achieving the goal above
many varied interests and needs of their people.
Interesting comparisons and relationships can be drawn between McClelland's
motivation types, and the characteristics defined in other behavioral models, e.g.
Benziger's thinking and working styles: Achievement-motivation is A double-frontal
brain mode style; affiliation-motivation is right basal (rear); authority-motivations
arguably left basal (rear).
Adair's action-centered leadership model: Achievement-motivated Managers are
firmly focused on the Task, often to the detriment of The Individual and the Team.
Affiliation-motivation people are Team And Individual centered.
Thomas International (Perform ax) DISC system: Achievement motivated people are
'D' profiles - results-driven, decisive, dominant, etc. Affiliation-motivated people are I
(proactive) and S (reactive) profile Authority-motivated people are Sand C profiles.
Hersey/Blanchard's Situational Leadership model: Achievement motivated people
tend to favor the styles of the first and second modes ('telling' and 'selling'); affiliation-
motivated people tend to favors the third mode ('participating'); and the authority-
motivated people tend to favor the style of mode four ('delegating').
McGregor XY Theory: Achievement-motivated people tend towards X-Theory style,
due to their high task focus; there is plenty of Exception however, and training definitely
helps the n-ach manager to seethe value of employing Theory Y style.
n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not can
relatively easily be trained to be so.
Hertzberg motivators and hygiene factors: n-ach people are more Responsive to the
Hertzberg motivators (especially achievement obviously) an n-affil and n-pow people.
ADAM’s. EQUITY THEORY
John Stacey Adams -equity theory on job motivation
John Stacey Adams, workplace and behavioral psychologist, put forward his
Equity Theory on job motivation in 1963. There are Similarities with Charles Handy's
extension and interpretation of previous simpler theories of Maslow, Hertzberg and other
pioneers of work place psychology, in that the theory acknowledges that subtle and
variable factors affect each individual's assessment and perception of their relationship
with their work, and thereby their employer. Awareness and cognizance feature more
strongly than in earlier models, as does the influence of colleagues and friends, etc, in
forming cognizance, and in this particular model, 'a sense of what is fair and reasonable'.
Adams' equity theory
We each seek a fair balance between what we put into our job and what we get out
of it. Adams calls these inputs and outputs. We form perceptions of what constitutes a fair
balance or trade of inputs and outputs by comparing our own situation with other
'referents'(reference points or examples) in the market place. We are also influenced by
colleagues, friends, partners in establishing these benchmarks and our own responses to
them in relation to our own ratio of inputs to outputs.
If we feel are that inputs are fairly and adequately rewarded by outputs (the
fairness benchmark being subjectively perceived from market norms and other
comparables references) then we are happy in our work and motivated to continue
inputting at the same level.
Inputs are typically: Outputs are typically
Effort, loyalty, hard work, People Financial rewards - pay, salary,
commitment, skill, ability, need to feel expenses, perks, benefits, pension
adaptability, flexibility, that there is arrangements, bonus and commission –
tolerance, determination, heart a fair plus intangibles -recognition,
and soul, enthusiasm, trust in our balance reputation, praise and thanks, interest,
boss and superiors, support of between responsibility, stimulus, travel,
colleagues and subordinates, Inputs and training, development, sense of
personal sacrifice, etc. Outputs. achievement and advancement,
promotion, etc.
If we feel that our inputs out-weigh the outputs then we become demotivated in relation
to our job and employer. People respond to this feeling in different ways: generally the
extent of demotivation is proportional to the perceived disparity between inputs and
expected outputs. Some people reduce effort and application and become inwardly
disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to
improve the outputs by making claims or demands for more reward, or seeking an
alternative job.
ABRAHAM MASLOW’S HIERARCHY OF NEED MOTIVATIONAL

MODEL
Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA,
and the Hierarchy of Needs theory remains valid today for understanding human
motivation, management training, and personal development. Indeed, Maslow's ideas
surrounding the Hierarchy of Needs concerning the responsibility of employers to provide
a workplace environment that encourages and enables employees to fulfill their own
unique potential (self-actualization) are today more relevant than ever. Abraham Maslow's
book Motivation and Personality, published in 1954 (second edition 1970) introduced the
Hierarchy of Needs, and Maslow extended his ideas in other work, notably his later book
Toward a Psychology of being, a significant and relevant commentary, which has been
revised in recent times by Richard Lowry, who is in his own right a leading academic in
the field of motivational psychology.
Abraham Maslow was born in New York in 1908 and died in 1970, although
various publications appear in Maslow's name in later years. Maslow's PhD in psychology
in 1934 at the University of Wisconsin formed the basis of his motivational research,
initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn College.
Maslow's original five-stage Hierarchy of Needs model is clearly and directly
attributable to Maslow; later versions with added motivational stages are not so clearly
attributable. Maslow's Hierarchy of Needs has been extended through interpretation of
Maslow's work by other people, and these augmented models and diagrams are shown as
the adapted seven and eight-stage Hierarchy of Needs models below. There is some
uncertainty as to how and when these additional three stages (six, seventh and eighth -
'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by whom, to The
Hierarchy of Needs model, and many people consider Maslow's 'original five-stage
Hierarchy Of Needs model to be the definitive (and perfectly adequate) concept.
Maslow's hierarchy of needs
Each of us is motivated by needs. Our most basic needs are inborn, having
evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to
explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must
satisfy each need In turn, starting with the first, which deals with the most obvious needs
for survival itself.
Only when the lower order needs of physical and emotional well being are
satisfied are we concerned with the higher order needs of Influence and personal
development.
Conversely, the things that satisfy our lower order needs are swept away, we are
no longer concerned about the maintenance of our higher order needs. Maslow's original
Hierarchy of Needs model was developed between1943-1954.
FREDERICK HERTZBERG MOTIVATIONALTHEORY
Frederick Hertzberg’s motivation and hygiene factors
Frederick Hertzberg’s book 'The Motivation to Work', written with research
colleagues B Mausner and B Snyderman in 1959, first established his theories about
motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and
accountants, has become one of the most replicated studies in the field of workplace
psychology.
Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly
always arose from different factors, and were not simply opposing reactions to the same
factors, as had always previously been (and still now by the unenlightened) believed.
He showed that certain factors truly motivate ('motivators'), whereas others tend to
lead to dissatisfaction ('hygiene factors').
According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and
the other as a human being to grow psychologically.
He illustrated this also through Biblical example: Adam after his Expulsion from
Eden having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and
Abraham, capable and achieving great things through self-development - the
'motivational' needs.
Hertzberg's research proved that people will strive to achieve hygiene needs
because they are unhappy without them, but once satisfied the effect soon wears off -
satisfaction is temporary.
METHODOLOGY
TOPIC: STUDY ON EMPLOYEES JOB SATISFACTION
DATA COLLECTION METHOD:

Data was collected from both primary and secondary sources of information.
PRIMARY DATA COLLECTION SOURCES:

All necessary information about the company was collected from meeting employees and
discussion with company guide B.B. Katarki (administrative manager).
SECONDARY SOURCES:
Data was collected from internal and external secondary sources like, published articles,
prospectus, website etc.
SAMPLING ELEMENTS:
Employees of Keshav cements and infra ltd.
SAMPLING METHOD:
The sampling method that was used is non random sampling.
SAMPLING SIZE
Sample size is 50 employees of Keshav cements and Infra ltd,
MANAGEMENT PROBLEM:
Problem of high absenteeism and labor Turnover, Company wants to know causes
for this problem.
RESEARCH PROBLEM
To Study the employees job satisfaction in the company.
PURPOSE OF THE STUDY

Job satisfaction is one of the important: criteria where company can thoroughly
understand the labors and there problems and causes for labor turnover and company can
take measures. In order to understand the perception of the employees in this regard,. I
have chosen this topic and designed a questionnaire.
TOPIC:
"EMPLOYEE JOB SATISFACTION AT KESHAV CEMENTS AND
INFRA LTD."
OBJECTIVE
 To measure Job satisfaction level from different perspectives.
 To study the impact of job satisfaction on employee morale

.
 To find out the effectiveness of safety and health care measures taken by
KESHAV CEMENT Works
 To identify the perceived importance of satisfaction factors and the issues causing
dissatisfaction.
1. Do you think that the superior has to closely monitor the activity of an
employee?
Option No of respondents Percentage
Yes 17 34
No 20 40
Don’t know 13 26
Analysis
In this table we find and also I think 34%employee are the superior has to closely
monitor activity of an employee. And 40% of employee said .superior not has closely
monitor the activity an employee. And some 26% of employee don’t know about this
things.
In this above table It can be inferred that the 40%f the Employees of KESHAV CEMENTS said
that they are superior not has top closely monitor activity of an employee .but 34%of employee
are superior has to closely monitor activity of an employee . so last we can find KESHAV
CEMENT EMPOLEE ARE It MEANS 60%not satisfied with superior has to closely monitor activity
of an employee
2. As an employee do you think that lack of satisfaction in jobs leads to.
Option No of respondent In%

Lower productivity 2 4
Lower performance 26 52
Poor output 5 10
Lack efficiency 10 20
Absenteeism 2 4
All the factors are relevant 5 10
Analysis
52% of the employee said that lack of job satisfaction in job directly affects on their
performance , 20% said that efficiency will decrease ,10%of the employee said these all
factors are relevant
From above it can be inferred that majority of the employees of KESAV CEMENT
feel that lack of job satisfaction highly effects on job performance of the employee .
remaining employees feel that lack of job satisfaction also effects on productivity ,out put
,and efficiency to some extent.
3. How far do you agree with the statement “if you are satisfied you can perform
better?
Option No of respondent Percentage

Strongly disagree 3 6
Some what disagree 2 4
Neutral 5 10
Some what agree 9 18
Strongly agree 31 62
Analysis
80% of the employee feel that higher job satisfaction leads to performance where as
10% of the employee feel that job satisfaction does not have any impact on the
performance . about 10%0f the are unable to say anything
It can be concluded higher the job satisfaction higher the performance of an

employee.
4. Considering working hours and physically environment how satisfied are with
your job?
Very dissatisfied 9 18
Some what dissatisfied 4 8
Neutral 2 4
Strongly agree 6 12
Analysis
From the above table it is observed that 70% of the employee feel that the physical
environment and workings hours give more job satisfaction .about 26%feel that physical
environment and working hours do not give job satisfaction
It can be inferred that good physical environment and congenial working hours coupled
with closed supervision of the superior to lead to higher performance ultimately
5. As an employee do you feel that you have enough freedom in your position to
take independent action when required ?

Neutral 18 36
Strongly agree 3 6
Analysis
About 40% of employee feel that they do not have enough freedom to take
independent action . 36%are unable to decide and 24% feels that they have the freedom of
taking independent decision .
It can be inferred that the employee s KESHAV CEMENTS do not have sufficient
freedom to take independent their action.
6. Do you have enough opportunity to participate in decision making process in

the company?
No of respondent Percentage
Neutral 15 30
Strongly agree 3 6
Analysis
About 54% of employee feel that they are not involved in decision making process. 30%
are unable to decide and 16% feels that they are involved in decision making process.
It can be inferred that the employees of KESHAV CEMENT are not involved in
decision making process.
7. Would you refer a friend to apply for a job at this company?
Definitely .8 16
Probably 25 50
Probably not 6 12
Definitely not 5 10
Not sure 6 12
Analysis
66%of the employee agreed that they are refer friend to apply of the job in the
company and also22%only employees are not agreed to apply the job in the company.
Then some employees are don’t say .
From table 66%employees are agreed that they are refer friend to apply of the job in
the company because they are satisfied AT KESHAV CEMENT COMPANY IN
LOKAPUR and some employees are not satisfied . and employees are not agreed and
they are not refer friend to apply of the KESHAV CEMENT COMPANY
8. Full co operation received from other department
In(%)
OPTIONS No. Of Respondents
Somewhat Agree
8 16
Somewhat Disagree
1 2
Strongly Disagree
1 1
Neither agree nor disagree 0 0
Analysis
The above table reveals that ,81% of the total employees agree that they get full co-
operation form the other dept. About 2% of the total employees do not agree for the
above statement.
In above statement we can be find 81% of the total employee agree that they get full
co operation from the other dept. in this KE SHAV CEMENT COMPANY employees are
full co operation in different department.
In(%)
Somewhat Agree
7 14
Somewhat Disagree
1 2
Strongly Disagree
0 0
Neither agree nor
disagree 0 1
9. The recreational provided in community canteen and club are good
Analysis
83% 0f employee are agree to the recreational provide community and canteen and
Club are good. And also remaining 2%of employee dis agree to the recreational provide
community and canteen andClub are good.
From the above table it is observed that employees are satisfied with the recreational
facilities provided at KESHAV CEMENT
In(%)
Somewhat Agree
16 32
Somewhat Disagree
5 10
Strongly Disagree
3 6
Neither agree nor
disagree 0 0
10. Job promotion this organization are fair and objective
Analysis
The above tabular column reveals that ,employees agree that promotion at KESHAV
CEMENT are fair .It is based on performance and not on Favoritism. About 10% of the
employees are quite satisfied with the promotions. 6% of employees are disagree for the
promotions.
So from the above table KESHAV CEMENT employee are 52% of employee
strongly agree to the promotion. So employee agree that promotion at KESHAV
CEMENT A\are fair.
11. Are availing canteen facility?
OPTIONS No Of Respondents In(%)
Yes 42 84
NO 8 16
Analysis
The above tabular column reveals that 84% of total employees are availing the canteen
facility. 16% of the employees are not availing the canteen facility.
At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of

total employee are availing the canteen facility .So 16% employee are not availing
canteen facility.
12. I am satisfied with keshav cement unit as a place to work.
In(%)
Somewhat Agree
6 13
Somewhat Disagree
1 1
Strongly Disagree
0 0
Neither agree nor
disagree 0 0
Analysis
At keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a

place to work .And 1%0f employee are dissatisfied with keshav cement unit as a place to
work
From above all tabular column it is observed that employees are satisfied for being the
part of the unit of Belgaum works.
In(%)
Somewhat Agree
7 14
Somewhat Disagree
2 4
Strongly Disagree
0 0
Neither agree nor
disagree 0 0
13. Your opinion taken into account in department
Analysis
82%of employee are strongly agree for our opinion taken into account dept .and also
4%of employee disagree for our opinion taken into account dept.
From the above table it is observed that employees are given opportunity to express their
views and ideas for which even they get appreciation .
Option No of respondent percentage

Strong agree 36 73
Neither agree nor disagree 0 0
14. Training is provided time
Analysis
The above question was asked to know the agreement level of employees about the
training provided at KESHAV CEMENT..73%of the employees agree they get training on
time.23% of the employees are quite satisfied for the above statement.
KESHAV CEMENT providing training timely . 73%of employee are satisfied for..
providing training timely . and also keshav cement company provide training when is
training is need. so employee are satisfied.
FINDINGS:-
1. 40% of the employees agreed that superior has monitor the activity of an
employees.
2. At Keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as
a place to work .
3. An employee is thinking that lack of job satisfaction leads to the poor output.
4. 60% of the employees strongly agreed to the statement” if you are satisfied you
can perform better.
5. 40 % of the employees considering working hours and environment satisfied with
their job.
6. 50% of the employees agreed that they are feeling enough freedom in their
position to take independent action when required.
7. 52% of the employees agreed that we have enough opportunity to participate in
decision making process in company.
8. 66% of the employees agreed that they are referring friend to apply of the job in
the company.
9. 81%of employee agreed that they are full co operation received from other
department
10. 83% 0f employee are agree to the recreational provide community and canteen
and Club are good. From the above table it is observed that employees are
satisfied with the recreational facilities provided at KESHAV CEMENT
11. KESHAV CEMENT employee are 52% of employee strongly agree to the
promotion. So employee agree that promotion at KESHAV CEMENT \are fair.
12. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84%
of total employee are availing the canteen facility .So
13. 82%of employee are strongly agree for our opinion taken into account dept. it is
observed that employees are given opportunity to express their views and ideas
for which even they get appreciation .
14. 73%of the employees agree they get training on time.23% of the employees are
quite satisfied for the above statement. . and also keshav cement company provide
training when is training is need. so employee are satis
SUGGETIONS
 The organization should provide enough freedom to the workers to take

independent action/decision with respect to their work in case of emergency, and
even management can involve the workers in the decision making process which
will go a long way to enhance the interpersonal relations between superiors and
subordinates which will make feel the employees that they are the part of
organization which leads to a sense of belongingness and also better job
satisfaction.
 Though the employees are satisfied in their work by and large, it is found that
there is a negative attitude among them to continue with the same organization. It
may be due to certain grey areas in the working environment for which the
organization may conduct counseling for employees.
CONCLUSION
 From the study it can be concluded that as the majority of an employees having
dissatisfaction towards their job for one or the other reasons but many of the
employees in Keshav cements are satisfied with respect to their working hours,
physical environment & also interpersonal relations.
 However majority of employees do not appear to have an attitude of continuing in

the organization for which the exact reasons could not be found out.
 Perhaps there may be some areas where the organization could not fulfill the
expectations of the employees.
 It is also revealed in this study that employees are not satisfied in the areas of
participative decision making and enough of freedom in independent action in
their work.
RECOMMENDATIONSOF EMPLOYEE SATISFACTION
SUGGESTION AND RECOMNDATION
 If the top management is not able to keep any promises it should give the reason
why it has not able to keep promises .This information should be communicated
to all employees.
 All the employees should be treated equally and there should not be any bias
treatment.
 If an employee has gained additional skill he should be assigned
 task so that he can utilize his skills.
 The administration policies should be updated so that all the employees are aware
of the policies.
 HR should convince the employees and make them believe that HR department is
for their well being. Besides staff meetings HR should conduct social gatherings
for all departments so that the relation between HR and the employees will
improve .This will help the employees to express their problems freely and
frankly.
 The training needs of the employees should be reviewed at least twice a year.
Based on that training programs should be conducted to all the employees.
 Day to day work related training should be provided that is 80% job related
and 20% on management skills.
 yet more concentration or more measures should be taken for the safety.
 Job related training should be given once in 6 months.
 If the employees request for facilities such as phone, printer etc; it should be
checked whether it this really necessary and it should be provided.
 Opportunity should be given to the employees to express their views, ideas.
 Cultural activities should be held to further motivate the employees to attain the
goal.
 Communication method should be improved ,it should be easily under stable by

each employee.
 In case of vacancy, advertisement should be made within the company and
internal recruitment should be given more preference over external recruitment
.this will give the employees opportunity for career development and increase
loyalty.
QUESTIONNARE
Dear Sir,
Name :
Designation :
Educational Qualification :
Experience :
Do you think that the superior has to closely monitor the activity of an
Employee?
Yes NO Don’t know
As an employee do you think that lack of satisfaction in job leads to?
Lower productivity Lower performance

Poor output Lack of efficiency
Absenteeism All the factors are relevant
How far do you agree with the statement “If you are satisfied you can perform
better”?
Strongly disagree Some what disagree
Neutral Some what agree

Strongly agree
Considering working hours, and physical environment how satisfied are you with
your job?
Very dissatisfied Some what dissatisfied

Neutral Very satisfied
Not sure
As an employee do you feel that you have enough freedom in your position to
take independent action when required?

Strongly agree
Do you have enough opportunity to participate in decision making process in

the company?

Strongly agree
Would you refer a friend to apply for a job at this company?
Definitely Probably
Probably not Definitely not
Not sure
Full co-operation is received from other departments.
a) Strongly agree
b) Somewhat agree
c) Somewhat disagree
d) Strongly disagree
e) Neither agree nor disagree

The recreational facility provided in community center & club are good.
a) Strongly agree
b)Somewhat agree
c)Somewhat disagree
d)Strongly disagree
 Job promotions in this organization are fair and objective

a) Strongly agree
b) Some what agree
c) Some what disagree
d) Strongly disagree.
 .Are you availing the Canteen Facilities?
a) Yes b) No
 I am satisfied with the KESHAV CEMENT unit as a place to work.
a) Strongly agree
b) Some what agree.
c) Some what disagree
d) Strongly disagree.
 . Your opinion is taken into account in department.

a) Strongly agree
b) Somewhat agree
c) Somewhat disagree
d) Strongly disagree
THANK YOU
SIGNATURE
CODE SHEET
Sl
No. Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14
1 1 2 5 1 5 2 5 1 1 1 1 1 1 1
2 3 3 5 4 3 2 5 2 1 3 1 1 1 1
3 2 2 3 2 3 2 5 2 1 1 1 1 1 1
4 1 2 5 2 5 2 1 1 1 3 1 1 1 1
5 2 4 5 4 5 3 4 2 1 1 1 1 1 3
6 3 4 5 3 3 2 4 1 1 1 1 1 1 1
7 1 4 3 4 3 2 5 1 1 1 1 1 1 1
8 2 3 5 4 3 2 4 3 1 1 1 1 1 1
9 1 2 5 1 3 3 3 1 1 1 1 3 1 1
10 2 6 5 4 3 2 2 1 1 1 1 1 1 1
11 1 2 4 1 4 3 2 1 1 1 1 2 1 1
12 1 2 5 4 3 2 1 1 1 1 1 1 1 1
13 1 2 5 4 3 3 2 1 1 1 1 1 1 1
14 2 6 3 1 3 2 1 2 1 1 1 1 1 2
15 3 2 4 4 3 3 2 1 1 1 1 1 1 1
16 1 3 5 4 4 2 1 2 1 3 2 1 1 2
17 3 2 1 1 3 3 2 1 1 1 1 1 1 1
18 1 1 5 4 3 2 1 3 3 2 1 1 2 2
19 3 4 4 4 1 5 2 1 1 1 1 1 3 1
20 1 2 5 1 2 2 1 1 1 2 2 1 1 2
21 3 4 5 4 2 3 3 1 1 1 1 1 2 1
22 2 2 2 1 3 3 2 1 2 2 1 1 1 1
23 2 3 5 4 3 2 1 1 1 1 2 1 1 2
24 2 2 5 1 3 4 2 4 1 2 1 2 2 1
25 2 4 3 2 4 2 1 1 2 1 1 1 1 2
26 2 3 5 2 4 3 2 4 1 2 2 1 1 1
27 2 2 4 1 2 4 2 1 1 1 1 2 1 4
28 3 6 5 4 2 2 2 2 1 2 1 1 2 2
29 1 2 3 4 2 3 3 1 2 1 1 1 1 1
30 2 2 5 3 3 2 2 1 1 2 2 2 1 2
31 3 5 2 4 2 1 4 1 1 1 1 1 1 1
32 1 2 4 4 3 4 2 1 1 4 1 1 2 2
33 3 4 5 4 2 2 2 1 1 1 1 1 1 1
34 2 2 4 4 4 3 2 1 2 2 1 1 3 2
35 3 2 1 4 2 1 3 1 1 1 2 1 2 1
36 1 6 5 4 1 2 2 1 1 2 1 2 1 1
37 3 2 4 5 4 4 3 1 1 1 1 1 1 1
38 1 5 5 4 2 2 2 1 1 2 1 1 1 2
39 2 2 4 4 4 3 2 1 1 1 1 1 1 1
40 3 4 5 5 2 2 3 1 2 2 2 1 1 1
41 1 2 4 4 4 4 2 1 1 1 1 1 1 2
42 2 2 5 5 4 2 2 1 2 2 1 1 1 1
43 3 2 1 4 2 3 2 1 1 3 2 1 1 1
44 1 4 5 5 2 2 4 1 1 2 1 1 1 1
45 1 2 5 4 2 5 2 1 2 3 1 1 1 1
46 2 4 5 5 2 2 2 1 1 2 1 1 2 1
47 1 2 5 4 2 3 4 1 1 4 1 1 1 1
48 2 2 5 4 2 1 2 1 1 4 1 2 1 1
49 1 6 5 5 2 3 2 1 1 2 1 1 1 1
50 1 1 5 4 2 5 5 1 1 2 1 1 1 1
BIBILIOGRAPHY
Books :
Personnel and Human Resource Management
By Subha Rao
Web Sites :
www.google.com
www.katwa.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

SL. NO PARTICUALARS PAGE .NO

Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, this

TITLE OF THE PROJECT:

"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA

Statement of the problem:

SCOPE OF THE STUDY:

 Majority of employees feel that. higher job, satisfaction leads to higher

 Lack of Knowledge of employees about certain aspects was also a constraint.

 Time was also constraint during the project

Employee job satisfaction survey provides a channel for employees to

The Employee Satisfaction Survey helps companies, to determine how their

INTRODUCTION TO CEMENT INDUSTRY

Indian Cement industry

OVEERVIEW OF THE COMPANY

Growth of the company

Swot analysis of keshav cements

The overall evaluation of a company's strengths, weaknesses, opportunities & threats IS

Similarly following is the swot analysis of keshav cements:

 Water: Water is also important as it is used In, the manufacturing process of

1. Less advertisement facility.

Rajashree Cement, Birla etc.,

2. Old technology used in production of cement.

“Continue to be moving force in our national progress”

& organizational growth synonymously.”

Name of the organizational Keshav Cements & Infra Ltd

[Katwa Udyog Limited]

Works Place : Plant-2 at Naganpur-587122

Post : Lokapur Tq: Mudhol

Registered Office : “JYOTI TOWER” 215/2, Kharbar

Galli 6th Cross, Nazar camp, M.

CHIEF BURNER STORE KEEPER CHEMISTS ELECTRICIANS OPERATORS

HELPERS HELPERS HELPERS HELPERS HELPERS

SHRI KESHAV CEMENTS & INFRA LTD

Name of the Company M/s.Keshav Cement Ltd

Adress S.No. 346LOKAPUR Bagalkot- 587313

Head office “Jyoti Tower” 215/2, Karbhar Galli, 6th lane,

Constitution Public Limited Company

Year of Incorporation 1993

Products Ordinary Portland Cement, Pozzolonic Cement,

Land Area 22 .36 Acres

size of the Industry Medium scale Industry

Capacity 225 Tonnes Per Day (TPD)

Brand Names Jyoti Gold, Jyoti Power &, Keshav Cements

Market reach Karnataka, Maharashtra &, Goa

Technology used West German VSK Technology

Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providing

Keshava Finlease Limited incorporated in 1995, commenced its business of hire

Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targeting

FUNCTIONS OF DJFFERENT DEPARTMENTS

Quality control department the laboratory of keshav cements is well equipped

 To receive the non-excisable goods, receive goods Refection Note along

Lime CaO 60-70%

Silica SiO2 17-25%

Iron Oxide Fe2O3 0.5-0.6%

Alumina Al2O3 3-8%

Gypsum CaSO4 3-4%

Magnesium Oxide MgO 1-4%

Sulphur Oxide So3 1-3%

Alkali’s like-Soda potash Na2O2K2O 0.1-1%

Effect of chemical constitutes

Production process of cement: