Final Copy 1

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EXECUTIVE SUMMARY
The Study conducted on job description with an Title Study on effectiveness of job description on employees Performance in D.K.S.S.K Factory The organisation structure and the job titles which are used in the company are studied for comparison with employees duties and responsibilities and their effectiveness in productivity of the employees.. Job Description plays an important role in an organisation, as it guides the organisation in defining the work to be performed by the people. Whenever the recruitment, selection and appraisal is conducted, the Job Description acts as an important resource for guiding newly hired employees in what they are specifically expected to do.
Job description is a structured document which contains the elements like job title, short description of job title, expected background to job and responsibilities of job and main activities of job.
At the same time it was important for the company to define the new job titles to replace the existing posts. It had involved much of research work to find out the titles. Some of the industrial practices were taken as reference and some of the journals from software, articles and lots of search on internets were also made to find suitable titles. Innovative titles for the company and to anylyse the effective job description in factory in different department.
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Objectives of Study:
To study job description format of employees in various department. Of D.K.S.S.K.N N Factory. To study the organization structure working style and the corporate culture followed To focus the study in the areas of Job Description as a HR Tool To study how job description helps to do the employees to improve the productivity & performances Helping the organisation in forming the new job titles and giving them a valuable input in terms of recommendations
Need of the Study

This study clear that whether Job descriptions at D.K.S.S.K.N Factory provide an opportunity to clearly communicate the company direction and where the employee fits inside
of the big picture of factory in various department. This study shows how Job descriptions set clear expectations for what the company expects from people Whether the company is recruiting new employees or posting jobs for internal applicants, job descriptions tell the candidate exactly what it want in your selected person. To visualize Well-written job descriptions help organization employees, who must work with the person hired, understand the boundaries of the person's responsibilities.

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Limitations of the Study: The major limitations of the study was time. Within very short span of time the amount of work that has to be carried out was very vast. And most our work was inclusive of the confidential documents which were not supposed to be put in the project.
Research Methodology:
Data Source : Primary Data (Field Survey) Secondary data-Internet, Area of Research Research approach Research Instrument Sample Plan Sample Unit Sampling Method Sample size : D.K.S.S.K.N Factory : Survey method : Questionnaire : Personal Interview : Department wise employees : Convenience sampling : 100

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INTRODUCTION
The Study conducted on job description with an Title Study on effectiveness job description on employees Performance in D.K.S.S.K Factory The organisation structure and the job titles which are used in the company are studied for comparison with employees duties and responsibilities and their effectiveness in productivity of the employees. Job Description plays an important role in an organisation, as it guides the organisation in defining the work to be performed by the people. Whenever the recruitment, selection and appraisal is conducted, the Job Description acts as an important resource for guiding newly hired employees in what they are specifically expected to do.
Job description is a structured document which contains the elements like job title, short description of job title, expected background to job and responsibilities of job and main activities of job.
At the same time it was important for the company to define the new job titles to replace the existing posts. It had involved much of research work to find out the titles. Some of the industrial practices were taken as reference and some of the journals from software, articles and lots of search on internets were also made to find suitable titles. Innovative titles for the company and to anylyse the effective job description in factory in different department Effective Job Description a Means to Good Business:

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Effectively developed, job descriptions are communication tools that are significant in organization's success. Poorly written job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them. Job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work. Job descriptions clearly identify and spell out the responsibilities of a specific job. Job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions. Job descriptions provide an opportunity to clearly communicate the company direction and where the employee fits inside of the big picture. Whether it is a small business or a large, multi-site organization, well-written job descriptions will help to align employee direction. Alignment of the people the organisation employ with its goals, vision, and mission spells success for your organization. As a leader, organisation assure the interfunctioning of all the different positions and roles needed to get the job done for the customer. Job descriptions set clear expectations for what the company expects from people.

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According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do and What To Do About It," this is the first place to look if people aren't doing what the company want them to do. He says the organisation need to make certain that they clearly understand its expectations. This understanding starts with the job description. Job descriptions help to cover all your legal bases. As an example, for compliance with the Indians with Disabilities Act (ADA), the company should make certain the description of the physical requirements of the job is accurate. Whether the company is recruiting new employees or posting jobs for internal applicants, job descriptions tell the candidate exactly what it want in your selected person. Clear job descriptions can help to select preferred candidates and address the issues and questions of those people who were not selected.
Well-written job descriptions help organization employees, who must work with the person hired, understand the boundaries of the person's responsibilities. People who have been involved in the hiring process are more likely to support the success of the new employee or promoted co-worker. Developing job descriptions is an easy way to involve people in your organization's success.

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That said, for an effective organization in this decade, job descriptions can slow te organization working down. They can strangle the organisation success and put people back into the organizational chart boxes where it has been asking them to break out of for years. In addition to the updating of regular goals and objectives suggested above, job descriptions are an integral part of the performance management and evaluation system. They are used to determine salary increases and bonus eligibility. They are a job reference for determining how an employee spends her time at work. They provide a measurable focus for energy and attention.

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LITERATURE REVIEW
4.2 Theoretical Background for Job Description: Job Description is an important document which is basically descriptive in nature and contains statement of job analysis. It serves to identify a job for consideration by other job analysts. It tells us what it should be done, why it should it be done and were it should be done. A job description is a written statement of what the worker has to actually does, how he or she does it, and the jobs working conditions are. The information to write a job specification includes the knowledge, abilities and skills required to perform the job satisfactorily. There is no standard format for writing a job description. However, most descriptions contain sections that cover 1. Job Identification 2. Job Summary 3. Responsibilities and Duties 4. Authority of incumbent 5. Standard of Performance 6. Working Conditions 7. Job Specifications
1. Job Identification:

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It contains the information like Job Title which specifies the name of the job such as supervisor of data processing operations, marketing manager or inventory control clerk. Date is the date the job description was actually written, and prepared by indicates who wrote it.
2. Job Summary: The job summary should describe the general nature of the job, and includes only its major functions or activities. It includes the general statement which gives the flexibility in assigning the duties.
3. Responsibilities and Duties: It presents the list of jobs major responsibilities and duties. Duties include establishing the goals, executing plans and procedures and some strategies.
4. Authority of incumbent: It also defines the limits of job holders authority, decision authority, direct supervision of other personnel and budgetary limitations.
5. Standard of Performance: Some job descriptions contain a standard of performance section. This lists the standards the employees is expected to achieve under each of job descriptions main duties and responsibilities. Each duty listed in the job description, should result in a usable set of performance standards. GLOBAL BUSINESS SCHOOL
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6. Working Conditions: The job description may also list the working conditions involved on the job. These might include things like noise level, hazardous conditions or heat etc.,
7. Job Specifications: The job specification takes the job description and answers the question, what human traits and experience are required to do this well. It shows what kind of person to recruit and for what qualities that person should be tested. The job specification may b a section of the job description or the separate document entirely. 4.3 Major Steps of Job Description: Job analysts have to write the job description after consulting the worker and the supervisor. After writing the preliminary draft, the job analyst has to get further comments and criticism from the worker and supervisor before preparing the final draft. The following modes may be used in writing job description 1. Get the questionnaire filled in by the immediate supervisor of the employee. 2. Job analysts has to complete the job description form by the observing the actual work being done by the employee and 3. All the information pertaining to the job should be secured from the worker.
Uses of Job Description Job description has several uses such as:

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(i) Preliminary drafts can be used as a basis of productive group. Discussion, particularly if the process starts at the executive level. (ii) It aids in the development of job specification, which are useful in planning recruitment, in training and in hiring people with required skills. (iii) (iv) (v) It can be used to orient new employees towards basic responsibilities and duties. It is a basic document used in developing performance standards. It can be used for job evaluation, a wage and salary administration technique.
A job description enables the manager to frame suitable questions to be asked during an interview. It is particularly helpful when the application form is used as a tool for eliminating the unfit personnel. According to Zerga. Who analyzed 401 articles on job description about 30 years ago, a job description helps us in:

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i) ii) iii) iv) v)
Job grading and classification; Transfers and promotions; Adjustments of grievances; Defining and outlining promotional steps; Establishing a common understanding of a job between employers and employees;
vi) vii) viii) ix) x) xi) xii) xiii) xiv) xv) xvi) xvii)
Investigating accidents; Indicating faulty work procedures or duplication of papers; Maintaining, operating and adjusting machinery; Time and motion studies; Defining the limits of authority; Indicating case of personal merit; Facilitating job placement: Studies of health and fatigue Scientific guidance Determining jobs suitable for occupational therapy Providing hiring specifications: and Providing performance indicators.
Job description helps top executives, especially when they jointly discuss one another's responsibilities, Overlapping or confusion can then be pointed out: questions can be raised about the major thrust of each position, and problems of structure can be identified. A job GLOBAL BUSINESS SCHOOL
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description becomes a vehicle for organizational change and improvement. Some companies have more than one job description for each job; a detailed version may be used in training and in evaluating a job, while a shorter version may be used in planning and hiring of management. Components or contents of Job Description: A job description contains the following data: (i) Job identification, or Organisational Position which includes the Job title, alternative title, department, division, plants and code number of the job, The job title identifies and designates the job properly, The department. Division. etc,. Indicate the name of the department where it is situated - whether it is the maintenance department, mechanical shop. etc, The location gives the name of the place, The portion of job description gives answer to two important questions: to what higher level job is this job accountable; and who is supervised directly'! (ii) Job summary serves two important purposes, First it provides a short definition which is useful as an additional identification information when a job title is not adequate. Second it serves as a summary to orient the reader towards an understanding of detailed information, which follows. It gives the reader a "quick capsule explanation" of the content of a job usually in one or two sentences, 27 (iii) Job duties and responsibilies give a comprehensive listing of the duties together with some indication of the frequency of occurrence or percentage of time devoted to each major duty. It is regarded as the heart 'of a job, It tells us what needs to be done'! how it should be done'! And why it should be done'! It also describes the responsibilities related to the custody of money, the supervision of workers and the training of subordinates. (iv) Relation to other jobs : This helps to locate the job in the organization by indicating GLOBAL BUSINESS SCHOOL
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the job immediately below or above it in the job hierarchy. It also gives an idea of the vertical relationships of work flow and procedures. (v) Supervision : Under it is given the number of persons to be supervised along with their job titles. and the extent of supervision involved.- general, intermediate or close supervision. vi) Machine, tools and equipment define each major type or trade name of the machines and tools and the raw materials used, (vii) Working conditions usually give us information about the environment in which u job holder must work. These include cold. heat, dust, wetness, moisture. Fumes , odour, oily, conditions. etc. obtaining inside the organization. (viii) Hazard s gives us the nature of risks to life and limb, their possibilities of occurrence, etc. Developing job Descriptions or Guidelines for Writing a Job Description: Opinions differ on how to write job descriptions. Some experts are of the view that these should be written in detail and in terms of work flow, other!! Fee that these should be written in terms of goals or results to he achieved. in other words as performance : standards (or what is popularity known as "management by objectives"). The prevalent thinking is that job descriptions should be written in terms or duties and responsibilities i.e. in terms of functions of functions performed. Job descriptions arc written by Personnel Department or its representatives. Although there is no set way of writing a job description, the following pattern is fairly typical, and used by many companies i) A paragraph is allocated to each major task or responsibility,

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ii) Paragraphs are numbered and arranged in a logical order, task sequence of importance iii) Sentences are begun with an active verb, e.g. types letters," "interviews the candidates," "collects, sorts out. routes and distributes mail" iv) v) Accuracy and simplicity are emphasized rather than an elegant style. 'Brevity is usually considered to bl.' important but is largely conditioned by the type of the job being analyzed and the need for vi) accuracy,
Examples of work performed are often quoted and are useful in making the job description explicit.
vii)
Job descriptions. Particularly when they arc used as buses for training often incorporate details of the faults which may be encountered in operator safety check points. tasks and
viii)
Statements of opinion, such as dangerous situations are encountered, should be abided.
ix)
When job description are written for supervisory jobs, the main factors (such as meaning cost control etc.) are identified and listed. Each factor is then broken down into a series of elements which a note on the supervisors responsibilities.
The British Institute of Management Publication adds four more guidelines i) ii) iii) iv) Give a letter, concise and readily under stable picture of the whole job. Describe in sufficient detail each of the main duties and responsibilities; . Indicate the extent of direction received and supervision given, Ensure that a new employee understands the job if he reads the job description

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Limitations of job Description : In any use of job descriptions. it should be remembered that these descriptions are not perfect reflections of the job, "The object of a job description is to differentiate it from other jobs and set its outer " limits," Further, executives tend to carry work patterns with them into new jobs thus modifying the job drastically. 'To avoid such problems_ care must be exercised in writing a job description to make it as accurate as possible, and at the managerial or professional levels, it should be reviewed and discussed after the job, jobs tend to be dynamic, not static. and a job description can quickly go out of date, Therefore. Jobs should be constantly revised and kept up-to-date, and the personnel and the other departmental heads should be apprised of changes, Both supervisors and subordinates should understand,) the uses to which a job description would be put so that appropriate information is recorded by them. The relevant parties should agree that a jab description fairly reflects the job; performance review would seem to unfair. otherwise job evaluation and job
NEED OF THE STUDY

This study clear that whether Job descriptions at D.K.S.S.K.N Factory provide an opportunity to clearly communicate the company direction and where the employee fits inside
of the big picture of factory in various department. GLOBAL BUSINESS SCHOOL

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This study shows how Job descriptions set clear expectations for what the
company expects from people Whether the company is recruiting new employees or posting jobs for internal applicants, job descriptions tell the candidate exactly what it want in your selected person. To visualize Well-written job descriptions help organization employees, who must work with the person hired, understand the boundaries of the person's responsibilities.

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TATA DOCOMO
LIMITATIONS OF THE STUDY:
The major limitations of the study was time. Within very short span of time the amount of work that has to be carried out was very vast. And most our work was inclusive of the confidential documents which were not supposed to be put in the project.
OBJECTIVES OF STUDY:
To study job description format of employees in various department. Of D.K.S.S.K.N Factory. To study the organization structure working style and the corporate culture followed To focus the study in the areas of Job Description as a HR Tool To study how job description helps to do the employees to improve the productivity & performances Helping the organisation in forming the new job titles and giving them a valuable input in terms of recommendations

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INDUSTRY PROFILE
India has been known as the original home of sugar and sugarcane. Indian mythology supports the above fact as it contains legends showing the origin of sugarcane. India is the second largest producer of sugarcane next to Brazil. Presently, about 4 million hectares of land is under sugarcane with an average yield of 70 tones per hectare. India is the largest single producer of sugar including traditional cane sugar sweeteners, khandsari, and Gur equivalent to 26 million tones. Even in respect of white crystal Sugar, India has ranked No. 1 position in 7 out of last 10 years. Traditional sweeteners Gur & Khandsari are consumed mostly by the rural population in India. In the early 1930s nearly 2/3 rd of sugarcane production was utilized for production of alternate sweeteners. Gur & khandsari. With better standard of living and higher incomes, the sweetener demand has shifted to white sugar. Currently, about 1/3rd sugarcane production is utilized by the Gur & khandsari sectors. Being in the small scale sector, these two sectors are completely free from controls and taxes which are applicable to the sugar sector.

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The advent of modern sugar processing industry in India began in 1930 with grant of tariff protection to the Indian sugar industry. The number of sugar mills increased from 30 in the year 1930 -31 to 135 in the year 1935-36 and the production during the same period increased from 1.20 lakhs tones to 9.34 lakhs tones under the dynamic leadership of the private sector. The era of planning for industrial development began in 1950-51 and Government lay down; targets of sugar production and consumption, licensed and installed capacity, sugarcane production during each of the Five Year Plan periods. The targets and achievements during various plan periods are given below.

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GROWTH OF INSTALLED CAPACITY OVER THE YEARS:
Year
No. of factories in operation
Installed capacity (L/tones)
Actual (L/tones)
sugar
production
1950-51 1955-56(I) 1960-61(II) 1965-66(III) 1973-74(IV) 1978-79(V) 1985-86(VI) 1990-91(VII) 1995-96(VIII) 1999-2000 2000-2001 2001-2002 2002-2003 2003-2004(E) 2004-2005 2005-2006
139 143 174 200 229 299 339 377 415 423 437 433 453 461 190 200
16.7 17.8 24.5 32.3 43.1 59.1 72.7 98.5 127.6 161.8 168.2 176.8 180.0 185.0 205.0 220
11.0 18.9 30.2 35.4 39.5 58.4 70.2 120.5 164.3 182.0 185.1 185.3 201.0 170.0 192.0 210.0
E-Estimated The small size new units licensed by the government were supported with a scheme of announced on 25th November, 1975 known as Sampth committee Incentive. It provides r

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percentage of free sale quota to both new sugar factories and expansion in existing in existing units. This I to a mushrooming growth of relatively small sized sugar units in the county. Under the policy of licensing, Government initially permitted small sized new units of 1250 capacity only and later on increased the minimum economic size of plant to 2500 TCD. Similarly capacity expansions initially allowed up to 3500 TCD only were subsequently raised to 1 TCD and finally these expansion limits were withdrawn in 1990. As a result, the industry has grown horizontally with an all India per unit average capacity of 500 TCD. As against this, this has been consolidation and move towards larger per unit capacity I over the world, as would be evident from the following table
Statement Showing Distribution Of Sugar Mills With Cane Crushing Capacity And Sugar Production Per Unit In Various Countries

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Country
No. of units
Average cane crushing Average cane crushing per day (tones) per unit (tones) 140540 183321 64018 137769 71015 214900 45538 44111 42970 35000
Thailand Australia Brazil South Africa Mexico Colombia Cuba Hawaii Mauritius India
45 28 213 13 67 10 156 9 16 430 *Based on 1998-99
10307 9216 9168 6877 4749 4590 4229 4111 3195 2527
Source: High Power Committee
Government enacted the Sugar Development Fund Act & Rules which provide for levy of. Per qtl. Of sugar known as Sugar Development Fund (SDF). The SDF is utilized for granting term loans to sugar mills for modernization and grants of research projects in the sugar r besides creation of buffer stocks as and when required to ensure price stability. A number of I are in the process of expanding their capacities and modernizing their plant with the assistance: from SDF. Government delicensed sugar sector in August, 1998. It is now open to entrepreneurs to set up r mills without a license but at a distance of 15 kms away from the existing factory. Sugar units r free to expand their capacity and also put up higher capacity GLOBAL BUSINESS SCHOOL
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new units. This should help to consolidate and expand their capacities wherever cane potential exists PRESENT POSITION I Indian Sugar industry am the second largest agro-processing industry in the country. No. of sugar factories established Total Capital Employed Total Annual Turnover Total Payment to Cane growers Contribution to Central & State Exchequers Direct Employment: Rural Educated 507 Rs. 50,000 Crores Rs. 25,000 Crores Rs. 18,000 Crores Rs. 17,000 Crores + 800 Crores 5.00 Lakhs
Farmers / Families involved in Sugarcane (7.5% of Rural 45 Million Population)
In global sugar economy, the Indian sugar industry has achieved a number of milestones. Largest Sugar Producer in 7 out of 10 years. Second Largest Area under Cane/Cane Production.

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Amongst the cost-effective industries with its field cost (Sugar cane) being the second lowest, despite small land-holdings and low productivity Fourth efficient processor of sugar despite low capacity of its sugar plants as compared to very large-size plants in other parts of the world.

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POLICY:The present policy of partial decontrol 10% of production by each unit is supplied for public distribution system i.e. as levy sugar at Govt. notified prices admittedly below 20% of the actual cost of production. The levy sugar is I to the public irrespective of their economic status. The balance 90% is sold in the free market against monthly\issued by the Government. This policy has been continuing since 1967-68 except for brief periods of decontrol me during the years of surplus production and accumulated sugar stocks. Government announces the Statutory Minimum Price (SMP) for sugarcane every year based on recommendations of the Commission for Agricultural Costs and Prices (CACP). In the year 304, Government announced Rs. 73.00 per quintal linked to a basic recovery of 8.5%. For every 1% increase in recovery, the grower gets a premium of Rs.0.85./qtl. In actual practice, the sugar pays much higher prices than SMP

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COMPANY PROFILE
The farmers in this are were very eager to have sugar factory. Most of the villages in Chikkodi, Raibag, and Athani Taluk have fertile land and are situated near by Krishna River. The founder Shree Chidanand B. Kore and chief promoter Shree shantappa Y. Mirgi felt it necessary to start the factory in this area and the factory was registered by the support of shareholders on 5th March 1969. The factory is located 10 Kms away from Chikodi town in Belgaum District.
INDUSTRIAL LICENSE NUMBER

1) The Factory was got industrial license number for its original project as 1-25/N-250/CC dated 16/10/1970. 2) For the fist phase expansion factory got industrial license number LI-450 (82) dated 05/07/1982 for the 2000 TCD. 3) For the second phase of expansion factory industrial license number as LI-408(92) dated August 1992 for the 3500 TCD.
COST OF THE PROJECTS

a) b) c) The factory spent Rs. 337.00 lakhs as its original project. For the first phase of expansion the factory incurred cost of Rs. 349.00 lakhs For the second phase of expansion the factory spent of Rs. 2700.00 lakhs.

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FACTORY STRUCTURE
Shree DKSSKN. as one of the best working co-operative sugar factories in our state commencing it first production during the year 1974-75 with an initial capacity of 1250 TCD. It had expanded its capacity in 2 phases during 1984-85 and during 1994-95. The present crushing capacity is 3500 TCD; through crushing capacity are 3500 TCD and daily crushing on an average 4500 TCD.
AIMS & OBJECTIVES OF THE COMPANY

The object of the society is to encourage proper development of Agricultural Industrial amongst members on Co-operative lives by promotions of principal and methods of cooperative and joint forming methods so as to secure best merits of modern large scale agriculture production to the owners of lands and for this purpose. a) b) To encourage self help, thrift and co-operate amongst members. To acquire lands either by way of purchase or otherwise for cultivation of Sugar-
cane and other cost and for erection of building, go downs staff quarters etc and for installation of machinerys. c) To manufacture Sugar Jogger and their by products out of Sugar-cane grown and
supplied by members of the society and other and to sell the same to the best advantage. d) To undertake such other activities as are identical and conductive to the
development of the society etc. e) To acquire and install machinery for the utilization of by products and buy raw
materials and sell finished products is the course of utilizing and marketing the by products. GLOBAL BUSINESS SCHOOL
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f) To organize the internal working system of the company as per McKinneys 7s framework.
ADMINISTRATION DEPARTMENT
The most of work of the department is future planning as a standardization of time and work and dealing with other companies. The work of administration department is conceptual decision taking with the permission of Chairman, Director, M.D, and Senior Manager.
ENGINEERING AND QUALITY CONTROL DEPARTMENT

In DKSSKN the engineering department looks after mechanical, civil construction, improving production method. Quality control department checks the quality incoming raw material, work in progress and finished goods. Simplifying of work and power generation and also deals with good working condition, maintenance of go down, installation of machinery etc.
CANE DEPARTMENT
In DKSSK cane department deals with registration of Sugar Cane with growers, good quality maintenance, developing high yields varieties and also term loans and subsides to the farmers who are growing sugar cane for this company and now giving seeds of sugar cane to grow variety sugar cane and this department has consultant to consult sugar cane and I/P.
STORES DEPARTMENT

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This department deals with storage of raw materials and issues the same to those who require it stores necessary materials for production, codification for materials and issuing them whenever required and it consists 110 employees.
ACCOUNTS/FINANCE DEPARTMENT
The DKSSKN Chikkodi Sugar Companys growth in terms of turnover and profitability besides investment in the block of assets and working capital has been satisfactory over a period of time. Unless proper accounting of the various transitions of the company taking place out systematically, the real control on the various functional areas of the company will be lost to the management. All the transactions of the company will be accounted on accrual basis only except where deviations are permitted by the management through its accounting policies.
MAIN FUNCTIONS ARE AS FOLLOWS

Registration and scrutiny of sale orders pertaining to equipment and spare parts. Preparation and submission of invoice to customers for payment Accounting of sales and sales realization. Receipt of cash, cheque and bank drafts etc and issue of official receipts for the same. Follow up or watch of transfer or receipt of funds to and from regions or district offices. Operation of bank accounts. Maintenance of journal, expense ledger, and general ledger. GLOBAL BUSINESS SCHOOL
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Preparation of trail balance, profit and loss account, and balance sheet.
DKSSK HAS A SOME DEVELOPMENTAL PROGRAMMES FOR CANE

The unit is undertaking cane development programmers which will be a part will be a part of its activities they are 1) Loans are provided to formers to take up new variety of cane activities. 2) Subsidies are provided to farmers. 3) Pressmud and by products is supplied to farmer on fertilizers free to work.
PROCESS DEPARTMENT
Process department is given integral part of the organization. It looks after work of different process of sugarcane into the consumer sugar.
PROCESS OF CANE
Cane will be crushed in five mills. Juice will be transferred to boiling stations. In the boiling station for the purpose of purification Sulphur and lime powder will be added proportionality.
BY PRODUCT OBTAINED AND USED FOR
The following by products are obtained from the process

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1)
Molasses: Molasses is used in alcohol industry as chief raw material and for feeds manufacturing.
2)
Pressmud: Presumed is used for fertilizers. Begasse: Begasse is used in paper factory for manufacturing paper and cardboard and used for boilers for fairing purposes. It is also used as fuel for producing Electricity. It is used for running High pressure boilers.
3)
PURCHASE DEPARTMENT Purchasing procedure vary considerably according to the needs of the organization and authority delegated to purchase managers the success of organization is based on effective inventory management system and UN interrupted production schedule. This is achieved with adequate purchasing function.

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OBJECTIVES 1) To receive purchase requisition from the stores department production centers or any other authorized sources. 2) To invite quotations from a number of suppliers. 3) To make arrangements for the purchase of appropriate quantities at any given times. 4) To ensure the purchase of the correct quality under trade or brand name by sample, description. 5) To follow up the orders placed. 6) To receive incoming suppliers, verity quantity test and inspect them. 7) To arrange for the storage and issue of materials.
SOCIAL AND WELFARE ACTIVITY

It also known as personal department which deals with the workers or employees. In this department the main role is its sets the wage rate of workers, total house of work. It also attends to the problems of the workers and also solvers turn. The following are the facilities given to the employee or workers. 1) 2) 3) 4) 5) 6) Half an hours rest interval. Canteen facilities. Weekly holiday (Every Sunday) 15 days holiday in a year. 12 days casual leave in a year 12 days sick leave in a year

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7) 8) 9) Medical treatment Provident fund Employees pension
10) Death come retirement relief fund. 11) Sport and recreation facilities etc.
POLLUTION CONTROL PROGRAMMED

To arrest fly ashes and dust emerged out of boilers the factory has installed a machine called dust controller. Further the factory has installed efficient treatment plant to neutralize the efficient by using lime.

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SWOT ANALYSIS
STRENGTHS:
Well established since long time. Strong network from all aspects-location, transport, and infrastructure. Good financial supports whenever needed are provided by both State and Central Governments Located in the heart of the city Concept of Multi joint-products New power plant which is constructing now is needed for future growth.
WEAKNESS:
Absent of motivating incentives. Lot of training required for all levels of employees. Company employees lacking in skills, ability, and knowledge.
OPPORTUNITIES:
They can obtain training Frame proper policies and procedures Restructuring of man power Re-engineering.

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THREATS:
Other units Competition Decrease in Sugar growth. Diversified resources such as raw materials due to many sub unit initialization.
MC KINSEY 7S MODEL
The 7-S model of Mc Kinsey is a Value Based Management (VBM) model that describes how one can holistically and effectively organize a company. Together these factors determine the way in which a corporation operates.
Strate gy
Structu re Share d Value s Staff
Syste ms
Skills
Style
The first three elements are strategy, Structure and system are considered as hardware of success, the meet four elements are style, staff, skills, and shared values/super ordinate goals are the software of any company.

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According to the 7s Model 1) STRATEGY
The way in which a business aims to improve its position in relation to its competition is embodies in its strategy or the way of doing something in an organization. In DKSSK, introduce new technologies and products strategies importance in time with national objective to improve quality reliability of products there by attaining the international standards.
2)
SYSTEM
System refers to how the production system, distribution, information system and security system is maintained in its company.
a. Production System
The process of production consisting of input of sugar cane and output of the sugar.
b. Distribution System
The distribution system of the precuts produced is in the following way: made. wholesales. The producers are also sold directly to the consumers or sold to the Direct sales are made with in the state and outside the state. Indirect sales are made outside the country and the depot sales are also

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c. Information system Structure of information system
CHAIRMAN
MANAGING
SENIOR GENERAL
HEAD OF THE DEPARTMENT
SECTION

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d. Security System
The DKSSKN has strict Security system. In the maintenance of accounts after the record have been closed, the records are kept in the room and closed the room is opened only with permission of higher authority. If the visitors went to inter they have to take prior permission with the authority and after entering they are not suppose to go any dept other then the department from whom they took the permission.
3)
STRUCTURE
The general admission of the company is carried out by the following departments and these are downwards communication in the company. The information flows from the top level of management to the lower levels.

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ORGANIZATION CHART
Board of Management .
Board of Director
Secretary
Sales
GM (Dis t)
Engin eerin g
Store (Keeper )
Medical
Office SPDT
Chief A/C Office
HR O/P
Production
Chief Chemi s Go down Sectio n
Dist Che mis
CoGen
Salary
Cane A/c
Sales
wage
Computer
Safety
Welfar e
Legal Section
Est sectio n
Meeting Section
Inward & Out Ward Section
Shar e Secti on

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4) STYLE :
The style which is portrayed to outside world is derived from the style and behaviors exhibits inside organization. The internal style of the organization effects new staff feels thinks and does their jobs. Therefore an organization is reflection of its structure.
5)
SHARED VALUES/ SUPER ORDINATE GOALS.

Shared values is refers to company policies. In Chikkodi Sugar Company limited the following policies are maintained. Quality policy Environment policy T.P.M. Policy [ Total productivity management]
Quality Policy
Quality leading to customer satisfaction shall be the top priority, this shall be achieved by complying to the requirements of the quality management system and continuously improve its effectiveness
Environment Policy
The DKSSKN is committed to comply with the requirement of relevant environment regulation and the standards by implementing environment management system and continually improve its effectiveness.
Total productive Management policy

The DKSSKN is committed in maximizing limited is committed in maximizing overall plants effectiveness to make Chikkodi Sugar Company a World class company through total productive manufactured by Promoting automates maintenance culture.

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Involving all employees and building culture. Minimizing the losses and reduced the cost
6)
STAFF
Good hard working citizen play essential role in the development of nation. The employee is responsible for the success or failure of company. The company has totally 1000 workers are working is the company. They are divided as follows
No. Of workers
1) Permanent worker 2) Seasonal workers 3) Consolidated worker 4) Daily wage worker
330 279 60 150
819
Company is paying salary of 60,00,000 per month to its workers.
7)
SKILLS
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Skills here refer to how the training will be given to the employees and employees. The training will be given in 2 months they are
a)On the job
This is one of the oldest method, under this method, the individual place is on the regular job and taught the skill necessary to perform that job on the job training has the advantage of giving first hand knowledge and experience under the actual working conditions. This training is given to employees.
b)Off the job
In this methods trainee is separated from the job situations and his attention is focused upon learning the material related to his future job performance. There is an opportunity for freedom of expression for the trainees.

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PRODUCT PROFILE PROCUREMENT
The factory obtains the sugarcane, which is required from more then 1000 farmers and by the company farms and others raw materials which are required for the operation is taken from the vendor there vendors will be evaluated on the basis of price and quality and then the required raw materials will be taken for the efficient vendors. The transport of sugar came from farmers to the factory will be engaged throng Lorries which will be taken through bidding at the time of harvesting and also farmers themselves supply by their own bullock carts or by tractors.
CANE WEIGHMENT
There are 12 outlaying weigh bridges situated round about Chikkodi for delivering the sugarcane from the farmers. Double check has been provided over the weighment of cane transported from outstations.
OPERATION
The sugarcane which is carried by Lorries or other will be directly fed to the machine where the initial process starts. At the starting point these are knives which cut sugar care. After this in the next step there is sharp cutter which cuts the sugarcane bunches into very small piece. Then it will go to trade marbs (a series of rollers used for crushing purpose) for crushing. Then the juice produced will be going to further next process and there Bagsse will be left out. Then they add flocculent [used for mud setting] milk sanitation etc and then after it will go through pans and Mesquite for this Mesquite they will add sodium Hydro Sulphite (to bleach the mesquite) and it will be separated out end the molasses will be send to distillery and they white sugar will be bagged.

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BY PRODUCTS OF SUGAR MANUFACTURER
The chief by products of sugar manufacturing are
1. Bagsse
Bagsse is the by product of sugar left behind after cursing of sugarcane. It is used as a fuel in the sugar factory boiler. Excess Bagsse finds use as raw materials in paper manufacturing industry.
2. Molasses
Molasses is a by product of sugar refining chiefly used for alcohol production. The entire molasses output is routed to the distillers unit which is maintained by the organization.
3. Pressmud
Pressmud is the by product generated by cane juice filtration during sugar manufacture, currently. Pressmud is used as a fertilizer in sugarcane cultivation.

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FLOW CHAR OF SUGAR MANUFACTURING
Weighted cane Hauled to crushing yard Cane unloaded on to the carrier Cane cut into pieces Crushed in successive mills
Juice treated with lime and surplus & heated Subsider
Dry chaff fed into boilers as fuel
Sucm
Clear juice Evaporates
Filter cake used as manure
Clear juice
Concentrated Syrup Surplus syrup to vacuum pans Boiler to mane cite Centrifugal
Sugar Bagging
Molasses
Dispatching
Power Alcohol
Portable Alcohol

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THE FOLLOWING STATEMENT SHOWING YEARLY SUGAR-CANE CRUSHED, PRODUCTION, AND AVERAGE.

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Year 1974 75 1975 76 1976 77 1977 78 1978 79 1979 80 1980 81 1981 82 1982 83 1983 84 1984 85 1985 86 1986 87 1987 88 1988 89 1989 90 1990 91 1991 92 1992 93 1993 94 1994 95 1995 96 1996 97 1997 98 1998 99 1999 00 2000 01 2001 02 2002 03 2003 04 2004 05 2005 06 2006 07
Crushed sugar-cane (in Tones) 98077 160014 220490 230480 242339 139225 182601 249800 225635 113834 224702 305305 377224 485928 407550 469226 522048 468922 409158 405230 544627 637165 396649 638040 833457 890709 720041 734954 805047 421461 815447 863447 703448
Production (in Quintal) 90604 149667 212088 215961 218769 133360 167758 232040 242258 107200 214334 272887 356579 429835 305114 445883 490888 405786 34292 319326 444103 584600 335792 549762 738170 740086 614749 604005 660312 395310 650311 614105 604002
Average 10.82 11.09 10.47 10.67 10.08 10.44 10.88 10.87 10.55 10.32 10.13 11.08 10.48 11.10 11.14 11.05 10.56 11.56 11.04 12.52 12.17 10.83 10.17 11.58 11.28 11.01 11.70 11.80 11.90 10.20 11.91 11.09 09.09

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SHREE D.K.S.S.K.N.-CHIKODI,
Taluka chikodi, dist.- Belgaum NAME of the Organization : Shree D.K.S.S.K.N.-Chikodi.
Location
Nanadi Village. Tal.-Chikodi, Dist.- Belgaum Karnataka.
Redg. Office
Chikodi. Ph. No. 08338-276931 To 35 Fax : 08338 276105 E-Mail dksugar@sancharnet.com
Construction GLOBAL BUSINESS SCHOOL
Building Layout, Garden & Light
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Facilities. Capacity : 5500 tones sugar cane crashing / day. 20.7 M. W. Power Generation. 30 K.L.P.D. Restrified Spirit. Turnover : 450 to 500 Crores / Anum.
Employees Major Customers
: :
775. All registered sugar traders. K.P.T.C.L. All registered excise contractors.
Competitors
Halsiddhanath S.S.K.N. Shree Datta S.S.K.N. (Pvt Ltd.)
Ugar Sugar Workers. Shree Guru Datta, Takali (Kolhapur).
Total Department in D.K.S.S.K.N Factory:

1) General Administrative department 2) Accounting Section 3) Sales Department

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4) Agricultural Department 5) Mechanical Department 6) Manufacturing Section

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Total 117 Designation have made in DKSSKN Factory as Described below: S.No QTY DESIGNATION
Administrative Department 1 2 3 4 5 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 1 1 1 1 1 1 1 1 1 4 1 1 43 1 4 2 1 14 09 Managing Director chief account officer marketing manager Labour Welfare Officer Cashier Cane Head Clerk Steno Sr. Asst. accountant Sales Manager Gen Asst Asst store Keeper Security officer Clerk computer operator Typist Phone Attender Store Helper Peon Watchman

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20. 1 Jamadar
Agricultural Department. 21. 22. 23. 24. 25. 26. 27 28 29 30 31 32 33 2 1 1 1 4 41 2 3 2 1 1 1 1 Cane development officer A.C.D.O. Farm Manager cane yard Supervisor Cane Inspector Field man Field Assitant Civil Overseer Civil Mason Carpenter Sanitory Inspector Swanger Sweeper Maistry
CANE YARD SECTION 34. 35. 36. 37. 38. 39. 2 9 2 6 2 2 CANE Yard supervisor Weighnment clerk w. s. writer Purji Writer D.C.P.S.W Seasonal work

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40 41 42. 2 7 24 W.B. Attend C.F. Mukadam Slip Boy
MECHANICAL SECTION : 43. 44. 45. 46. 47. 48. 49. 50. 51. 52. 53. 54. 55. 56. 57. 58. 59. 60. 1 3 8 4 1 4 1 1 1 4 1 3 1 1 1 3 2 1 Project Co-ordinater Asst Engineer Boiler Att. I-class Boiling House Fitter-I Head Fitter(B.H) Mill Fitter-I Workshop Fitter-I Instrimment Mechanic Turner-I Fitter-II Mill Fitter-II Electrician Pattern Maker Motor Winder Workshop Fitter-I Mill Turbine Operator workshop Fitter II Machinist

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61. 62. 63. 64. 65. 66. 67. 68. 69. 70. 71. 72. 73. 74. 75. 76. 77. 78. 79. 80. 81 82. 2 2 1 7 3 1 19 2 1 2 1 1 13 2 1 1 1 1 1 1 2 2 Wireman-I Wireman-2 S.B. attender Khalashi Electrical Helper Welder-III Fitter Helper Turner Helper-III TurbineAttender J.P Att Tinssmith Blacksmith Boiler Attender-II class Boiling Fitter-II Boiling h. fitter-I wire man-II Wireman-I Machnist Workshop Fitter Oilman Cane Un.Operater Cane Carrier Oper.

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83. 84. 85. 86. 87. 88. 90. 91. 92 93. 94. 95. 96. 97. 98. 99. 100 1 1 1 1 9 1 2 3 1 1 1 1 1 1 2 2 3 Feeding Table Oper RBC Attender Water Level Attender Air Comp. Attender Pumpman. Instr.Helper Mill Majadoor Boiler Majadoor Sweeper Fitter Helper Mill Fitter Wireman-I Wireman-II Wireman-III Wireman Helper Welder Khalashi S.B Attender Winder Helper Turbine Operater
101. 1 102. 1 103. 1
MANUFACTURING DEPARTMENT:104. 1 Chief Chemist

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105. 4 106. 1 107. 3 108. 4 109. 2 110. 1 111. 2 112. 4 113. 2 114. 2 115. 1 116. 5 117. 1 Mfg. Chemist Env Engineer
Lab Chemist Pan Incharge Panman Asst Panman Juise Sup/Mfg Asst Evaporate Operater Centrfugal Mate Vaccum Filter Attn Juice Heater Attn Centrifugal Operater Melter Mazdoor

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SAMPLE & SAMPLING TECHNIQUES
When the filed of enquiry is large, a small representation of the larger whole is taken. The selected respondents are called the sample and the selection process is called "Sampling Technique". In this study the total shop floor workers of the company that is 100 employees are treated as sample.

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DATA COLLECTION METHOD:

The information necessary for this survey is collected by trapping primary and secondary sources. Primary Sources. Secondary sources Previous reports on employee satisfaction Related information from internet. Books and publication Questionnaire Personal Interaction
Research Design:
In research design of this project the study was conducted using survey method. I took all the 100 employees as sample and took their responses using the research instrument as questionnaire; the questionnaire was personally given to each other.

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Research Methodology:
Data Source
: Primary Data (Field Survey) Secondary data-Internet,
Area of Research Research approach Research Instrument Sample Plan Sample Unit Sampling Method Sample size
: D.K.S.S.K.N Factory : Survey method : Questionnaire : Personal Interview : Department wise employees : Convenience sampling : 100
Measuring tool:
A tool is an aid with which necessary and relevant information can be fetched systematically to the subject matter. The personal interaction method was the tool of data collection. The schedule contains several Question resulting to different aspects of the problems under analysis. Open and closed - ended questions were used for the interview.

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Requirements & Projected Benefits to the Organization
Sample of Some Job description formats

In JOB CHART AND RESPONSIBILITIES OF TECHANICAL PERSONNEL ASSISTANT ENGINEER (MECHANICAL)
Assistant engineer shall be responsibility to manage men and machinery during his shift during crushing season of the factory and represent himself as incharge of chief engineer. He should be responsible to and work under the supersion and control of chief engineer and assist him to achieve the objectives and targets prescribed by the management. During off season he should look after overhauling and maintenance of the machinery which are assigned to him. His duties and functions shall as under :
1)
he should manage and supervise subordinate staff assigned to his shift or to lookafter overhauling.
2)
He should assist chief engineer in maintaining machinery and installations in proper condition and overhauling thereof.
3)
He should assist chief engineer in compliance of statutory requirements entrusted and concerned to him.
4)
He should assist chief engineer in installation ,execution and maintenance of new machinery units machinery proposed by him.
5)
He should advise to chief Engr . about safety measures to be taken.

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6) He should assist chief engr. In preparing requirement ,materials actually required for overhauling ,maintenance and operations so as to avoid unuseful and unnecessary purchased 7) he should examine quality and quantities of materials purchased and report to chief engineer. 8) He should manage men and machinery entrusted to him in such a way that breakdown and stoppages are minimized. 9) He should look after proper house keeping and cleanliness and arrange collection of scrap and discarded materials in scrap yard . 10) He should supervise work of surbordinate staff and bring to the notice of chief egg. Acts & omission on their part required to be punished. 11) He should encourage subordinate staff provided to him to extracts their maximum efficiency.
He should try to reduce over time and ensure maximum productivity with minimum inventory . 12) 13) 14) He should indent spares actually required and make judicious use their of . He should assist chief egg. to reduce store inventory . He should submit report of machinery breakdowns accident and dangerous occurrences so as to take further necessary action in the matter . 15) During crushing season he should maintain proper log book of each machinery and should not leave his duty unless details are GLOBAL BUSINESS SCHOOL
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16) In case of breakdown he should not leave his duty unless the details. Are explained to chief Engr. And his permission is obtained . 17) He shall be obedient and faithful to the chief Engr. And carry out duties and responsibilities entrusted by him. 18) He should put forth useful suggestion to the Mg. director in the best interest of the factory .
JOB CHART & RESPONSIBILITIES OF TEHCNICAL PERSONNELS.
Manufacturing chemist shall be responsible to management and machinery of manufacturing department and production process operations during his shift in crushing season of the factory & in charge of chief chemist . he should be responsible to & work under supervision and control of chief chemist & assist him to achieve the objectives and targets prescribed by the management .during the off season he should look after overhauling& matinee of the machineries which are assigned to him. His duties and functions shall be as under:-
1)
He should manage & supervision subordinate staff assigned to his shift or to look after overhauling .
2) He should assist the chief chemist in maintaining machinery & installations concerned to Mug department in proper condition & overhauling there off. GLOBAL BUSINESS SCHOOL
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3) He should ensure efficient productions process operations avoiding leakages ,losses with the minimum use of power , stem & timely use of chemicals & also to maintain quality of the product .
4) He should ensure proper quality control of sugar &other by products &proper handling & storage there off.
5) He should indent spares gunny bags chemicals actually required & supervision their judicious use thereof the should assist chief chemist in maintaining
proper gunny bags account &to reduce store inventory.
6) During crushing season he should maintain proper log book of each processing unit & should not leave his duty unless details are explained to the reliever charge is handed over to him.
7) He should supervise the go down staff , supervise the staking dispatched and prepare their records and reports there on.
8) He should submit reporter of breakdowns , accidents and dangerous occurrence so as to take further actions in the matters.

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9) He should incase of breakdowns stiopges he should not leave his duties unless details are explained to chief chemist his permission is obtained . he should obedient & faithful to the chief chemist and carry out duties and responsibilities entrusted by him.
10) He should assist chief chemist in compliance of statutory
requirements
entrusted & concerned to him. He should also assist him in compliance of all control excise rules & formalities and submission of reports.
11) He should assist chief chemist in proper functioning of productions process operations & installation & execution & maintained of new unites machineries proposed .
12) He
should assist chief chemist in preparing requirements of materials &
chemical actually required for overhauling maintenance and process operations so as to avoid unused full and unnecessary purchases.
13) He should examine quality & quantity of materials purchased and repots to the chief chemist .

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14) He should manage men 7machinary entrusted to him in such way that
breakdowns and stoppages are minimized and overtime also be minimized.
15) He should during off season supervise the overhauling and painting of machinery and various unites of productions.
16) He should look after proper house keeping & cleanliness and arranged collections of scrap and discharged materials in scrap yard .
17) He should supervise work of subordinate staff and bring to the notice of chief chemist acts and omissions on their parts required to be punished.
18) He should encourage subordinate staff to extracts their maximum efficiency and skill.
19) He should try to reduce over time and ensure maximum production with minimum inventory .
20) He should put forth useful suggestions to the managing director in the best interest of the factory.

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He should carryout such other duties & functions as may be entrusted by the higher authorities or management from time to time and maintain proper co ordination with

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ANALYSIS AND INTERPRETATION

1. I am aged between
Frequency Valid 18yrs - 25yrs 25yrs - 35yrs 35yrs - 45yrs Above 45yrs Total 5 15 40 40 100 Percent 5.0 15.0 40.0 40.0 100.0 Valid Percent Cumulative 5.0 15.0 40.0 40.0 100.0 Percent 5.0 20.0 60.0 100.0
5 0
4 0
3 0
2 0
Percent
1 0
0 1 yrs - 2 yrs 8 5 2 yrs - 3 yrs 5 5 3 yrs - 4 yrs 5 5 A o 4 yrs b ve 5
Interpretation: According to this survey 40% of the employees are in aged between 35 to 45 and above 45 years followed by within 25 to 35 and 18 to 25 years from this data we observed that employees working in seniors which they are working from long time.
2. My experience in this factory is

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TATA DOCOMO
Frequency Valid 0 to 5 years 1 to 10 years 1 to 15 years 1 to 30 years Total 6 26 40 28 100 Percent 6.0 26.0 40.0 28.0 100.0 Valid Percent Cumulative 6.0 26.0 40.0 28.0 100.0 Percent 6.0 32.0 72.0 100.0
5 0
4 0
3 0
2 0
Percent
1 0
0 0to5y a e rs 1to1 y a 0 e rs 1to1 y a 5 e rs 1to3 y a 0 e rs
Interpretation: From this observation we can find out that employees in D.K.S.S.K.N factor having 10 to 15 years experience with 40%, followed by 27% of above fifteen experience from this we can find out that how this experienced performing And how the job description will affect them for doing their work.

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3. Which department you belong to?
Cumulative Frequency Valid Administrative Department Mechanical Department Manufacturing Department Seasonal Employee section Total 19 27 18 36 100 Percent 19.0 27.0 18.0 36.0 100.0 Valid Percent Percent 19.0 27.0 18.0 36.0 100.0 19.0 46.0 64.0 100.0
4 0
3 0
2 0
Percent
1 0
0 A misr ti eDp r d in t a v e a Mc a i a Dp r mn e h n l e at e c Mn fa t r gDp r a u cuin e at Sa o a E p y es e s n l ml e e o
Interpretation: We have served employees from 36 employees from the seasonal employees where
productivity depends on employee performance . if good job description formats helps the employees, followed by we have taken employees from mechanical Department and Manufacturing Department
4. Do you know your Job title?

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Valid Frequency Valid Yes No Total 67 33 100 Percent Percent 67.0 33.0 100.0 67.0 33.0 100.0 Percent 67.0 100.0 Cumulative
7 0
6 0
5 0
4 0
3 0
2 0
Percent
1 0
0 Ys e N o
Interpretation: According to this observation 67% employees are known about the Job Title which work they are doing. And it shows employees are aware of job description and their duties and responsibilities, but 33% of employees of un aware of their job title.
5. Do you have supervisor?
Frequency Percent
Valid
Cumulative

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Valid Yes No Total 74 26 100 74.0 26.0 100.0 Percent 74.0 26.0 100.0 Percent 74.0 100.0
8 0
6 0
4 0
Percent
2 0
0 Ys e N o
Interpretation: From this observation we find out that 74% of the people have the supervisor which shows that supervisor plays very important role in assigning duties and responsibilities to the employees so here we can conclude the supervisor can help the employees to their work effectively.
6. If yes, did he explained about your Duties and responsibilities?
Frequency Percent Valid Percent Cumulative Percent Valid Yes No 65 35 65.0 35.0 65.0 35.0 65.0 100.0

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Total 100 100.0 100.0
7 0
6 0
5 0
4 0
3 0
2 0
Percent
1 0
0 Ys e N o
Interpretation: 65% of the employees says that their supervisors tells clearly about the deities s and
responsibilities so its clears that supervisors assign the job to their subordinates , by making the job description clear.

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7. Are you aware of Job description of your work?

Valid Frequency Percent Valid Yes No Total 57 43 100 57.0 43.0 100.0 Percent 57.0 43.0 100.0 Percent 57.0 100.0 Cumulative
6 0
5 0
4 0
3 0
2 0
Percent
1 0
0 Ys e N o
Interpretation: 57% of the employees are aware of the what exactly Job description means, what it contains, so this will help them to do job effectively as per the requirement of the company. So 43% ground level employee are un aware of the Job description so there is necessary to explain the uses of job description and how its helps to improve the their performance. 8. If yes, Job description helps us in

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TATA DOCOMO
Valid Frequency Percent Percent Valid
To get clear about duties and responsibilities It sets clear expectations for what company expect from us
Cumulative Percent 11.0 20.0
11 9
11.0 9.0
11.0 9.0
It gives overall summary about our work
18 62 100
18.0 62.0 100.0
18.0 62.0 100.0
38.0 100.0
It also clears what are the limitations of work
Total
7 0 6 0
5 0
4 0
3 0
Percent
2 0
1 0
0 Tgtc aaotd o e l r bu e I st c aepc t e l r xet s e I g e oe l sm t i s vr l u v a I a o l a wa t l c r ht s es
Interpretation: From this data we can do the analysis of our main objectives 62 % Supervisor says that says that job description helps them in To Get clear about duties and responsibilities & It sets clear expectations for what company expect from us and It gives overall summary about our work
so from this we can conclude that good job description format will help the employees to their work effectively and it will also increase the performance. 9. Are you Supervisor for any group of employees?
Frequency Percent Valid Percent Cumulative Percent

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TATA DOCOMO
Valid Yes No Total 43 57 100 43.0 57.0 100.0 43.0 57.0 100.0 43.0 100.0
6 0
5 0
4 0
3 0
2 0
Percent
1 0
0 Ys e N o
Interpretation: In the sample of 100 employees 43 employees are working as supervisor for group of employees they have the responsibilities to give proper job description & well written job description affect the employee work done.
10. If yes, Job description helps us in

Valid FrequencyPercent Percent Percent Cumulative

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Vali
To assign the particular work for employees
5.0
5.0
5.0
d
It helps us in job analysis and to select correct eligible
7 11 77 100
7.0 11.0 77.0 100.0
7.0 11.0 77.0 100.0
12.0 23.0 100.0
It helps to know the Authority of employees Above all Total

10 0
8 0
6 0
4 0
Percent
2 0
0 T a sg t e atc o s i n h p ri I h l su i j ba t e p s no I h l st k o t e t e o nw h p A o ea bv l l
Interpretation: According to 77% of the supervisor says job description help them to give correct authority to the employees & it also help them to assign the specific job to employees where employee get confirmation what exact work he has to do in the factory..
11. D.K.S.S.K.N factory has very good Job Description format for all Designation which helps employees to do work effectively
Frequency Percent Valid Percent Cumulative Percent Valid Yes 81 81.0 81.0 81.0

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TATA DOCOMO
No Total 19 100 19.0 100.0 19.0 100.0 100.0
10 0
8 0
6 0
4 0
Percent
2 0
0 Ys e N o
Interpretation: From this observation we conclude that 81% of employees are agree that D.K.S.S.K.N Factory has very good Job Description format for all Designation which helps employees to do work Effectively from this we says that lob description plays very important role in employee performance.
FINDINGS
According to this survey 40% of the employees are in aged between 35 to 45 and above 45 years followed by within 25 to 35 and 18 to 25 years from this data we observed that employees working in seniors which they are working from long time. GLOBAL BUSINESS SCHOOL
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From this observation we can find out that employees in D.K.S.S.K.NN factor having 10 to 15 years experience with 40%, followed by 27% of above fifteen experience from this we can find out that how this experienced performing And how the job description will affect them for doing their work.
We have surveyed employees from 36 employees from the seasonal employees where productivity depends on employee performance . if good job description formats helps the employees, followed by we have taken employees from mechanical Department and Manufacturing Department
According to this observation 67% employees are known about the Job Title which work they are doing. And it shows employees are aware of job description and their duties and responsibilities, but 33% of employees of un aware of their job title.
from this observation we find out that 74% of the people have the supervisor which shows that supervisor plays very important role in assigning duties and responsibilities to the employees so here we can conclude that supervisor can help the employees to their work effectively

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TATA DOCOMO
65% of the employees says that their supervisors tells clearly about the duties and
responsibilities so its clears that supervisors assign the job to their subordinates , by making the job description clear.
57% of the employees are aware of the what exactly Job description means , what it contains, so this will help them to do job effectively as per the requirement of the company. So 43% ground level employee are un aware of the Job description so there is necessary to explain the uses of job description and how its helps to improve the their performance
From this data we can do the analyses of our main objectives 62 % Supervisor says that says that job description helps them in To Get clear about duties and and It good job
responsibilities & It sets clear expectations for what company expect from us gives overall summary about our work so from this we can conclude that
description format will help the employees to their work effectively and it will also increase the performance.
In the sample of 100 employees 43 employees are working as supervisor for group of employees they have the responsibilities to give proper job description & well written job description affect the employee work done.

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TATA DOCOMO
From this observation we conclude that 81% of employees are agree that D.K.S.S.K.N Factory has very good Job Description format for all Designation which helps
employees to do work Effectively from this we says that lob description plays very important role in employee performance.
RECOMMONDATIONS
From this survey I have observed that some points discussed below, where there is need of improvements in the job descriptions formats so that will lead to good performance of employee

SOUMYA.T.SHINTRE
TATA DOCOMO
. From the survey we observed that 35% of the Employee they are unaware of job description and their uses. So supervisor has to give advice about the job description uses and their contents.
Another point of need of improvement in job description formats according to changing need of work.
. Ground Level workers has to be trained about their duties and responsibilities by giving training & appraising their performance.
From the survey I had observed that above 40% of the Employees are working as supervisor so they should tell their subordinate about the job description uses and how they will affect the performance
Lastly I want suggest the HR department to do the overall survey of all designation and requirement of the work from the employees. After analyzing the requirement there is necessary of improvement s in job description formats to performance. improve the work

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TATA DOCOMO
Mentioning the conditions of work in job description document the will help in knowing willingness of the employee whether will he be able to work with such conditions or not in an organisation. If he accepts then it becomes easier to set his mind accordingly and work towards it.
Performance standards should be mentioned. As it acts as a guide line for the employees work. It also enhances their working abilities and efficiency. They get better at each stage of their working and effectiveness can be increased.
Activities and Responsibilities are two different faces of a coin. There is some inter link between the two but the document of job description should define it clearly the activities and responsibilities attached to
CONCLUSION
From this Project we can conclude that Job description plays very important role in the organization where the employees can work effectively with good job description where the we have the clear determination of what exactly employees has to work in the organization. Here

SOUMYA.T.SHINTRE
TATA DOCOMO
in D.K.S.S.K.N sugar factory they have good job description formats but there has to change in the Job Description according to changing Environment.
From the Survey we observed that some of the employees they are not aware of description so there is necessary to do their work
job
of giving training about the job description and help them
The practical knowledge what I gained in this two months on the topic of Job Description has helped me to know how in the organisation usually the Job Description is done. For writing any job description it always requires very strong background of the terminology which are used in the industry. And also requires the knowledge of the type of the job that is been carried out in the organisation.
Job description is an integral part of the performance management and evaluation system. They are used to determine salary increases and bonus eligibility. They are a job reference for determining how an employee spends his/her time at work. They provide a measurable focus for energy and attention.
The one satisfaction what I had with my project was that it gave me the good foundation for preparation of Job Description and also helped me to get in depth knowledge about it. Though the limitations were there in the study but these helped me in understanding them and overcoming these limitations in my next coming projects.. GLOBAL BUSINESS SCHOOL
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TATA DOCOMO
Over all working in D.K.S.S.K.N FACTORY on such a topic gave me good experience and exposure. And at the same time got a chance to learn the working style of SUGAR Factorys and their culture. Hiring the right team, or "getting the right people on the bus," is critical for the companys future success.

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Questionnaire
Dear Sir/Madam, I am pleased to introduce myself as MBA student of PES&Ts Belgaum Institute of Management Studies, MBA, Belgaum. As a part of curriculum I have undertaken study on, Effectiveness of Job Description on employee performance. The information provided by you will be strictly kept confidential and used for academic purpose only. Name: ____________________________ Address:___________________________ ___________________________ Contact No: _______________________ Email ID: __________________________ 1. I am aged between: 18 yrs 25 yrs 25 yrs 35 yrs 35 yrs 45 yrs Above 45 yrs ( ( ( ( ) ) ) )
2. My Experience in this factory is 0 to 5 years 1 to 10 years 1 to 15 years 1 to 30 years 3. Which department you are belongs to? GLOBAL BUSINESS SCHOOL
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Administrative Department Mechanical Department Manufacturing Department Seasonal Employee section.
4. Do you know your Job Title? If yes go to next question A) Yes B) No
5. My job title is.. 6. Do you have supervisor? A) Yes B) No
7. If yes, did he explained about your Duties and responsibilities? A) Yes B) No
8. Do You Aware of Job description of your work? A) Yes B) No
9. If Yes, Job description helps us in To Get clear about duties and responsibilities It sets clear expectations for what company expect from us It gives overall summary about our work I also Clears what are limitations of work Above all

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10. Are you Supervisor for any group of employees? A) Yes B) No
11. if yes, Job description helps us in To assign the particular work for Employees It Helps us in job analysis and to select correct eligible persons It helps in to know the Authority of employees Above All
12.D.K.S.S.K.N Factory has very good Job Description format for all Designation which helps employees to do work Effectively A) Yes 13.Overall Job B) No description Improve the employee performance because
THANK YOU

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DATA CODE SHEET
Q1 3 3 4 3 1 4 2 4 4 3 4 2 4 1 4 4 2 4 4 3 2 4 1 4 3 2 4 1 3 4 4 2 4 4 2 2 2 2 4 3 3 4 1 Q2 2 3 1 4 3 3 2 4 3 2 4 3 3 2 3 1 4 3 3 3 4 2 3 3 4 1 3 3 3 2 4 4 2 3 3 3 2 4 3 3 2 4 3 Q3 2 3 1 4 2 3 3 2 2 1 3 2 2 1 3 2 2 2 3 3 4 1 3 2 4 1 4 2 3 4 2 4 3 1 3 3 2 2 1 3 4 2 2 Q4 1 2 1 1 1 2 1 1 1 2 2 1 1 1 2 1 2 1 2 2 1 1 1 1 1 1 1 1 2 1 1 1 1 2 1 1 1 1 2 1 1 1 2 Q6 1 2 1 1 1 2 1 2 1 1 2 1 1 1 2 2 1 1 2 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 Q7 1 2 1 1 2 1 2 1 1 1 2 1 1 1 1 2 1 2 1 1 1 1 1 2 1 1 1 1 2 1 2 1 1 1 1 1 1 2 1 1 1 1 2 Q8 1 2 1 2 1 1 1 2 1 1 2 1 1 2 1 1 2 1 1 1 2 1 1 1 1 1 2 1 2 1 1 1 1 1 1 2 1 1 2 1 1 1 1 Q9 1 3 2 4 3 1 4 3 2 4 3 3 1 3 2 4 3 1 4 2 4 3 3 2 4 3 1 4 4 2 4 1 3 3 2 4 4 2 4 3 4 1 4 Q10 1 2 2 1 2 1 1 2 2 2 1 2 2 1 1 2 2 2 1 2 2 1 1 2 1 1 1 2 2 1 2 1 2 1 1 1 1 2 1 1 2 1 1 Q11 2 4 3 4 1 4 4 2 4 4 1 4 4 4 3 4 3 4 4 1 4 4 4 3 2 4 3 4 3 4 4 4 3 4 4 2 4 4 4 3 4 3 4 Q12 1 2 1 1 1 1 1 2 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 2 1 1 1 1 2 1 2 1

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4 3 3 3 4 3 4 2 3 4 3 3 3 3 3 2 4 3 3 4 3 3 3 2 3 3 3 4 4 3 3 4 4 3 4 3 3 3 2 4 4 4 4 3 4 2 3 3 2 4 3 3 1 4 4 2 4 2 4 4 1 4 4 2 4 2 4 4 1 4 2 3 3 2 2 2 4 3 3 2 4 3 2 3 3 3 4 2 4 3 1 3 2 4 2 4 2 4 1 3 3 4 4 1 4 4 4 4 1 4 1 4 1 4 2 4 2 2 4 4 1 4 4 2 4 1 4 2 4 1 4 4 4 1 4 1 1 1 2 1 1 2 1 1 1 1 1 1 1 2 1 2 1 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 2 1 2 1 2 1 1 1 1 1 1 2 2 1 1 2 1 2 1 1 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 2 1 2 1 1 1 2 1 2 1 2 1 1 1 2 2 1 1 2 1 2 1 1 1 1 1 1 2 1 1 1 1 1 1 2 1 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 1 1 1 2 1 2 2 2 2 2 2 2 2 2 1 2 2 1 1 1 2 1 1 1 1 1 1 2 2 1 2 2 1 2 1 2 2 1 2 2 1 2 1 1 2 2 1 2 2 2 2 1 2 1 2 1 2 2 1 2 2 3 4 3 4 2 4 1 4 3 4 4 4 1 4 4 4 4 3 4 4 4 3 4 4 4 4 4 4 1 4 4 4 4 4 4 4 4 4 4 4 4 1 4 4 4 2 1 1 1 2 1 2 2 1 2 2 1 1 1 2 2 1 2 1 2 1 1 1 1 2 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 4 2 4 3 4 4 1 4 4 4 4 2 4 4 4 4 4 1 4 4 4 4 3 4 4 4 4 4 4 4 4 4 4 4 4 2 4 4 4 4 4 4 4 4 4 1 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 2 1 1 1 2 1 1 2 1 1 1

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4 2 4 4 3 3 3 3 4 4 3 3 2 4 2 4 3 2 3 3 3 3 3 2 4 3 4 1 4 2 2 4 2 3 4 1 2 2 2 2 2 2 2 2 2 1 2 1 2 1 2 1 1 2 1 1 1 1 2 1 2 2 1 2 2 1 2 2 1 2 2 1 1 2 2 2 1 2 2 1 2 2 2 1 4 4 4 4 4 4 4 4 4 4 4 4 2 2 2 1 2 2 1 2 2 2 2 1 4 4 4 4 4 4 4 4 4 4 4 4 2 1 1 1 1 1 1 1 1 2 1 1

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BIBILOGRAPHY
1. Essentials of Human Resource Management and Industrial Relations by P. Subba Rao 2. Marketing Research by Tull and Hawkins 3. 1) Motivation to work by Hertzberg Frederick 2) Applied Human Relations by Jack Hollran 4. Oxford Dictionary
WEBSITES
http://www.google.com/ E-mail: dksugar@sancharnet.on

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Need of the Study

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i) ii) iii) iv) v)

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Statements of opinion, such as dangerous situations are encountered, should be abided.

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NEED OF THE STUDY

of the big picture of factory in various department. GLOBAL BUSINESS SCHOOL

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LIMITATIONS OF THE STUDY:

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No. of factories in operation

Installed capacity (L/tones)

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45 28 213 13 67 10 156 9 16 430 *Based on 1998-99

Source: High Power Committee

Farmers / Families involved in Sugarcane (7.5% of Rural 45 Million Population)

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INDUSTRIAL LICENSE NUMBER

COST OF THE PROJECTS

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AIMS & OBJECTIVES OF THE COMPANY

ENGINEERING AND QUALITY CONTROL DEPARTMENT

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MAIN FUNCTIONS ARE AS FOLLOWS

DKSSK HAS A SOME DEVELOPMENTAL PROGRAMMES FOR CANE

The following by products are obtained from the process

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SOCIAL AND WELFARE ACTIVITY

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POLLUTION CONTROL PROGRAMMED

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Structu re Share d Value s Staff

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HEAD OF THE DEPARTMENT

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Chief A/C Office

Chief Chemi s Go down Sectio n

Dist Che mis

Inward & Out Ward Section

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SHARED VALUES/ SUPER ORDINATE GOALS.

Total productive Management policy

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