SUMMER TRAINING PROJECT REPORT ON JOB SATIFACTION OF EMPLOYEES IN FIELD GUN FACTORY,KANPUR FIELD GUN FACTORY KANPUR, (U.

P)

FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF POST GRADUATE DIPLOMA IN MANAGEMENT

UNDER THE GUIDANCE OF: Prof. kamaljit Sodhi

UNDER THE SUPERVISION OF: Mr. S.Ravi

SUBMITTED BY Harsimran Randhawa

12PGDM 2012-14

Galgotias Business School

APPROVED BY AICTE, MNSTRY OF HRD, GOVT. OF INDA) 1, KNOWLEDGE PARK, PHASE II, GREATER NODA. (U.P.)

This is to certify that Ms Harsimran Randhawa Roll no PGDM101 is the student of PGDM.

She has worked on the project titled JOB

SATISFACTION OF EMPLOYEES IN FIELD GUN FACTORY KANPUR under my supervision and

guidance. This is an original and authenticated work done by her.

Guide: Mr. S.Ravi (J.W.M, H.R.D) Date: 13MAY, 13 TO 27JUNE, 13

PREFACE
The project work entitled A STUDY ON JOB SATISFAC TION OF EMPLOYEES FEILD GUN FACTORY ,KANPUR

Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer.

However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.

ACKNOWLEDGEMENT
I deeply express my profound gratitude and whole hearted thanks to our beloved GALGOTIAS BUSINESS SCHOOL,GREATER NOIDA,, who provided necessary facilities, guidance and endless encouragement, which helped me soundly. She is a boon to all of us not only in completing our projects but also Throughout the course of study under the humanitarian grounds. I wish to express my gratitude to Mr. S.Ravi (J.W.M,H.R.D) for his cooperation. I also thank all the employees in FIELD GUN FACTORY , KANPUR for their cooperation in successful completion of my project. I would like to thank all the faculty members of GALGOTIYAS BUSINESS

SCHOOL,GREATER NOIDA for their excellent guidance and dedicated

involvement. I would like to thank my friends and family members for their cooperation in completing project successfully.

HARSIMRAN RANDHAWA PGDM ( POST GRADUATION DEPLOMA IN MANAGEMENT) FROM (HR AND MARKETING FIELD)

Declaration
I, HARSIMRAN RANDHAWA, Roll noPGDM101 student of PGDM of Galgotias Business School, Greater Noida , hereby declare that the project report on JOB SATISFACTION OF EMPLOYEES IN FIELD GUN FACTORY KANPUR is an original and authenticated work done by me.

I further declare that it has not been submitted elsewhere by any other person in any of the institutes for the Award of any degree or diploma.

HARSIMRAN RANDHAWA (13MAY,13 TO 27 JUNE,13)

TABLE OF CONTENTS

SR. No.

NAME OF THE TOPIC

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19

ACKNOWLEDGEMENT DECLARATION CERTIFICATE PREFACE INTRODUCTION OF FEILD GUN FACTORY VISION, MISSION & STRATEGIES FEILD GUN FACTORY PRODUCT OBJECTIVE OF THE STUDY SCOPE OF THE STUY HYPOTHESES LITERATURE REVEIW FEATURES OF PRODUCT RESEARCH METHODOLOGY TOOLS AND TECHNIQUES OF ANALYSIS OF DATA CONCLUSION RECOMADATION LIMITATION OVERALL EXPERIENCE BIBLIOGRAPHY

1.1 Introduction of the organization

Field Gun Factory

Introduction of the organization

Field Gun Factory located on Kalpi Road (NH-2) at a distance of 10 kms. from Kanpur Central railway station on way to Jhansi is the youngest member of the Weapons, Vehicles and Equipment (WV&E) group Ordnance of factories.

In view of the importance given to ordnance production in the wake of the Indo-Pak war of 1965 and the Bangladesh Liberation war of 1971, it was seen that the load for Ordnance Factory, Kanpur was much more than its capacity. It was then decided by the Government to establish a new factory, which should be a self-contained unit for production of Field Guns. While designing the factory, the approach followed was that ordnance should be manufactured in this factory right from preparation of desired grade of steel to final assembly, proof and issue. With the advantage of a large area of land being available, the layout of Field Gun Factory was designed very scientifically. The shops were planned in one row in the order of the initial operation to the last operation.

The factory spreads over an area of 104.10 Hectares , out of which 40.49 hectares only is the yet covered area. As many as 53.61 hectares , strategically located in this industrial city is waiting to be gainfully utilized.

The infrastructure has been designed very scientifically and consists of industrial/ commercial buildings and services viz power supply, water supply, sewage, air conditioning, drainage system, compressed air supply

etc., taking care of the futuristic expansion of the factory.

Production facilities in both Metallurgical and Engineering sectors exists with the latest technology available.

Field Gun Factory, Kanpur synonymous with its appellation, has an unique capacity of manufacturing various types of Field Guns commensurate with country's Defence needs. The factory has a set up with all types of the latest and sophisticated production processing equipments right from melting, forging to finish machining with a built in superlative degree of excellence in quality.

As part of its diversification programme, the product range of the factory has been further expanded and the factory is catering to the demands of civilian market in government and private sectors and also personal weapons.

The factory believes in producing stores of highest international quality which is revealed from the fact that the factory has implemented International Quality Management System standard (ISO 9001: 2000) in all spheres of its production activities. The factory is also having a NABL accredited lab. to ensure that all the measurement devices and instruments, used in production activities are calibrated to International Standards.

Mission
Production of State of the Art Battle Field Equipments.

Vision
To Equip our Armed Forces with Modern Defence and Battle Field Equipments. To Continuously Modernise our Production Facilities. To Train and Motivate Personnel. To equip ourselves with Technologies through Acquisition, Synergy and In-house R&D. To Continuously Improve Quality. To improve operational efficiency and communications by extensive use of information technology. To improve highest level of customer satisfaction. To increase customer base in Defence, Non-Defence and Export markets and establish Global Presence

Field Gun Factory, Kanpur synonymous with its appellation, has an unique capacity of manufacturing various types of Field Guns commensurate with country's Defence needs. The factory has a set up with all types of the latest and sophisticated production processing equipments right from melting, forging to finish machining with a built in superlative degree of excellence in quality. The Engineering Section Is unique by itself. It can take up any challenges right from rough machining to finish machining. It has got special purpose machines such as Deep Hole Boring Machine, Rifling Machines, Heavy Duty Lathes, NC and CNC Machines as well as Machining Centers. The sector Is well equipped to produce precision gauges essentially required for ensuring and realizing ingredients of user's requirements without compromising interchangeability, functionability durability and safety. On the top of all, Field Gun Factory thrives for Quality Functions in myriads of manufacturing ranges. Today, Field Gun Factory beams with confidence that we can produce absolutely defect free job by all around quality oriented production efforts.

MACHINING RANGE -

Turning Planning Boring Autofrettage Honing Rifling

1000 Dia x 10000 Length 2000 x 1000 x 5M.T. 87mm to 180mm Bore x 10000 Length 40tsi x 6900 mm 250 Dia x 11000 Length 200 Dia x 11000 Length

Intricate Machining Jobs on CNC Machining Centres Metallurgical Sector STEEL MELTING

20 T Capacity Model 12 GEC Electric Arc Furnace.

Argon Purging facilities with Calcium silicide core wire injections.

Electric Ferro Alloy Heating Furnace. Wellman Ferro Alloy Charger. Electric insulated Evaporator for liquid oxygen with oxygen lancing facilities

Electric Stopper Rod Heating Furnace. Slide gate teeming nothing is available Hydraulic ingot stripper

FORGING

2650 T Capacity ZDAS Forging Press with 40 Mtr Ton rail bound manipulator. GEC Electric Annealing and heating Furnaces 360 Thru 100 MT. Wesrnan Oil fired re-heating Furnaces 7-60 Thru 120 MT 2 T closed Pneumatic Hammer 2 T Die Hammer with defining arrangements. 500 Kg Pneumatic Hammer for forging of smaller cross-sections and tool steels. HEAT TREATMENT

Vertical Pit Type Electric Hardening, Tempering & Normalising Furnaces with auto programmers & Oil;Water quenching facilities, Job length 10,000 mm . and Tubes upto 400 mm dia. Bogie Hearth Electric Annealing, Normalising, Hardening and tempering furnaces for heat treatment of tool steel. Salt Bath Furnace. Rame Hardening facilities. Austempering facilities for spring steels.

MAIN PRODUCTS
1. 105 MM IFG 2. 130 MM FIELD GUN SPARE BARREL 3. 125 MM (T-72) ORDNANCE 4. 155 MM ORDNANCE 5. 120 MM ARJUN ORDNANCE 6. 125 MM (T-90) ORDNANCE 7. TUBES FOR RBU LAUNCHER 8. SRGM BARREL (NAVY) 9. 32 REVOLVER

Geographical Spread

There are 41 Ordnance Factories geographically distributed all over the country at 24 different locations.

Name of State/ Union Territory Maharashtra

Number of factories 10

Uttar Pradesh Madhya Pradesh Tamil Nadu West Bengal Uttaranchal Andhra Pradesh Chandigarh Orissa

8 6 6 4 2 1 1 1

Introduction
Indian Ordnance Factories is a giant industrial setup which functions under the Department of Defence Production of the Ministry of Defence. Indian Ordnance Factories, headquartered at Kolkata, is a conglomerate of 41 Factories, 9 Training Institutes, 3 Regional Marketing Centres and 4 Regional Controller of Safety. Today OFB along with its 41 factories spread over India provide

a broad and versatile production base with multi-technology capabilities state of the art manufacturing facilities large reservoir of skilled and professionally qualified

manpower and managerial personnel

strict adherence to quality standard (all the units are ISO9000 certified) original as well as adaptive research & development to make need based refinement and modifications project engineering capability a strong base for industrial training facilities ready market access due to convenient location

Geographical Spread There are 41 Ordnance Factories geographically distributed all over the country at 24 different locations.

Name of State/ Union Territory Maharashtra Uttar Pradesh Madhya Pradesh Tamil Nadu West Bengal Uttaranchal Andhra Pradesh

Number of factories 10 8 6 6 4 2 1

Chandigarh Orissa

1 1

Technology
Their products must be safe in handling, reliable and perform consistently during actual operation with equal efficiency under varying and extreme conditions of climate. The plant and technologies have been so chosen as to ensure high degree of quality and reliability and is a unique blend of old and the most modern stae-of-the-art CNC technologies. The manufacturing process covers wide spectrum of engineering - Mechanical, Electrical, Metallurgical, Chemical, Textile, Leather, Optics and Electronics.

They are manufacture world class products without compromising with the safety aspects of products and processes. Adherence to safety standards is given highest priority and a well laid down safety norm as well as diaster management plan exists in the organisation.

Customers
The prime customers of Indian Ordnance Factories are the Indian Armed Forces. Apart from supplying armaments to the Armed Forces, Ordnance Factories also meet the requirement of other customers viz. Central Paramilitary Forces and State Police Forces in respect of Arms, Ammunition, Clothings, Bullet Proof Vehicles and Mine Protected Vehicles etc. Increase in volume of Export, as an extension to its functioning remains an important objective of Ordnance Factories.

Ordnance Factories are departmental factories of Ministry of Defence, Government of India. Hence, we primarily produce defence goods for the Armed Forces, i.e. for internal consumption within the MOD. However, we also produce products for sale to various customers within and outside India. Sale of civilian products within India is called civil trade.

Civil Trade
They have a large number of customers in the civil sector-central/ state government departments, PSUs, private companies and individuals, etc.-who purchase industrial chemicals, explosives, arms and ammunition, brass ingots, aluminium alloy products for aircrafts, steel castings and forgings, vehicles, clothing and leather goods, cables and opto-electronic instruments.

Exports
Arms and Ammunition, Weapon Spares, Chemicals & Explosives, Parachutes, Leather and Clothing items are being exported to more than 30 countries world-wide e.g. Thailand, Malaysia, Indonesia, Sri Lanka, Bangladesh, Germany, Belgium, Turkey, Egypt, Oman, Israel, Kenya, Nigeria, Botswana, Chile, Surinam and USA.

The Beginning
The history and development of Indian Ordnance Factories is directly linked with the British reign in India. East India company of England for their economic interest in India and to increase their political hold considered military hardware as vital element. During 1775 British authorities accepted the establishment of Board of Ordnance in Fort William, Kolkata. This marks the official beginning of the Army Ordnance in India. In 1787 a gun powder factory was established at Ishapore which started production from 1791 ( at which location Rifle Factory was established in 1904). In 1801 a Gun Carriage Agency at Cossipore, Kolkata (presently known as Gun & Shell Factory, Cossipore) was eatablished and production started from 18th March, 1802. This is the first Industrial establishment of Ordnance Factories which has continued its existence till date.

Growth of Indian Ordnance Factories

The growth of the Ordnance Factories leading to its present setup has been continuous but in spurts. There were 18 ordnance factories before India became independent in 1947. 21 factories have been established after independence - mostly, in wake of

defence preparedness imperatives caused by the three major wars fought by the Indian Armed forces. 40th Factory is under establishment at Nalanda, Bihar.

Main Events
Main events in the evolution of Ordnance Factory can be listed as below:

1801 - Establishment of Gun Carriage Agency at Cossipore, Kolkata. 1802 - Production started from 18th March 1802 at Cossipore. 1906 - The Administration of Indian Ordnance Factories came under a separate charge as 'IG of Ordnance Factories'. 1933 - Charged to 'Director of Ordnance Factories'. 1948 - Placed under direct control of Ministry of Defence. 1962 - Dept. of Defence Production was set up at Ministry of Defence. 1979 - Ordnance Factory Board came into existence from 2nd April

ORGANISATION STRUCTURE

GENERAL MANAGER

ADDITIONAL GENERAL MANAGER

JOINT GEN MANAGER

DY. GEN MANAGE

CHARGE MAN

JUNIOUR WORK MANAGER

ASST. WORK MANAGER

WORK MANAGER

ASSTT.OFFIC ER

LABOUR

SEMI SKILLED MAN

HIGH SKILLED MAN

MASTER CRAFT MAN

1.2 OBJECTIVES OF THE STUDY

OBJECTIVES OF THE STUDY

The main aim of the study is to analyze and examine level of job satisfaction among the FIELD GUN FACTORY , KANPUR employees and to know the problems faced by the employees of the various categories.

The specific objectives are as follows :

To present a profile of FIELD GUN FCTORY , KANPUR and organizational structure etc., To observe the level of satisfaction among of employees relating to the nature of the job and other factors. To identify the extent of job satisfaction in the FIELD GUN FCTORY , KANPUR employees and its impact on the job performance of the employees. To evaluate the working environment in FIELD GUN FCTORY , KANPUR . To examine satisfaction regarding the salary and other benefits of its employees. To suggest suitable measures to improve the overall satisfaction of the employees in the organization.

SCOPE OF THE STUDY

SCOPE OF THE STUDY

In the survey an attempt has been made to analyze the job satisfaction of employees of in FIELD GUN FCTORY , KANPUR . The study tries to understand the level of satisfaction among the employees of FIELD GUN FCTORY , KANPUR . It further explains the area on which employees are mostly dissatisfied . Job satisfaction of the employees has been analyzed on the basis of the following job related factors. Salary and monetary benefits Job security Promotion policy Working environment Employees participation in management Freedom of expressions Nature of job Interest taken by superiors Superiors and sub-ordinate relationship Medicare Loans Conveyance

1.3 Hypothesis

HO = NULL Hypothesis , i.e, employees of FIELD GUN FACTORY , KANPUR are not satisfied with their job. H1= Alternate hypothesis , i.e., ,employees of FIELD GUN FACTORY ,KANPUR are satisfied with their job. (THIS will be find with the help of questionnaire on various FACTORs OF JOB SATISFACTION OF EMPLOYES). Like: Salary and monetary benefits Job security Promotion policy Working environment Employees participation in management Freedom of expressions Nature of job

Interest taken by superiors Superiors and sub-ordinate relationship Medicare Loans Conveyance L.T.C.

Chapter II. Literature review

Product line
105 MM IFG 130 MM FIELD GUN SPARE BARREL 125 MM (T-72) ORDNANCE 155 MM ORDNANCE 120 MM ARJUN ORDNANCE 125 MM (T-90) ORDNANCE TUBES FOR RBU LAUNCHER SRGM BARREL (NAVY) 32 REVOLVER ANMOL 32 (7.65mm) REVOLVER (LONG BARREL)

Features of product

0.22" Revolver

Calibre Weight Barrel length capacity Ammunition Grip Overall size Range Action Pin Firing

0.22" 380 gms 66 mm 8 rounds 0.22" x 24.8 mm Wooden Length Width 20 Metres Single and Double both Floating 187 mm 116 mm

Revolver 0.32 (7.65 mm x 23)

ROLE : Light weight, easy to handle weapon, suitable for personal safety.

FUNCTION : 32 (7.65 mm) Revolver is capable of firing 6 rounds, loaded in revolving chamber. Misfiring of a round does not affect next firing.

SAFETY : Positive location of main spring eliminates malfunctioning and additional safety feature provided to prevent accidental firingGeneral Characteristics of Revolver 0.32 (7.65 mm) : I. II. III. IV. Simple in design & sturdy in construction Positive location of main spring eliminates malfunctioning During non-functioning of weapon, springs are not under fatigue Misfiring of a round does not effect next firing

V. VI. VII. VIII.

Accuracy aimed at high standards High grade of alloy steel with heat treatment achieve durability Interchangeability of parts ensured Provided with additional feature of safety to prevent accidents

TECHNICAL DATA Nomenclature Calibre Weight (Without Ammunition) Length of Revolver Effective length of Barrel Bore Rifling Sights Six Grooves R.H. 1 Turn/380 mm Fore Sight Back Sight Feed Blade 'U' 177.8 mm 76.2 mm Revolver 0.32 (7.65 mm) 7.65 mm 0.7 kg

Revolving Chamber, 6 Rounds

Pistol 0.32"
Calibre Magazine Barrel length Chamber 0.32" Box type capacity : 8 cartridges 3.44" approx. Suitable for 0.32" ACP Rimmed Cartridges 0.68 kg. (with empty magazine) Fixed On left side of receiver 5 to 7 lbs. 6 grooves spiral 1 in 16 inch, RH Semi-Automatic, simple

Weight of Pistol Sight Safety Trigger pull Rifling Action

Blow Back Length Dimensions - 25 mm Range 18.27 mm 158 mm,

Height - 105 mm, Width

22"

SPORTING RIFLE
Calibre Barrel Length Chamber .22 INCH L.R 632 mm International standard L.R (5.70 mm x 16.50 mm) Groove Range 6 Nos. R.H. 1 Turn in 200 mm 200 m Max.

Safety

On rear end top of the body by turning lever safety

Trigger pull Weight of the Rifle Overall length Furniture Magazine capacity SPECIAL FEATURES:

Adjustable (Minimum 1 kg) 3 kg. Approx 1092 mm Wooden 10 rounds

Cold swaged, Six grooved, Chrome-flashed barrel with International standard L.R. Chamber Double action extraction mechanism provided for smooth extraction. Adjustable Rear Sight with "Left-Right" adjustment. Adjustable Fore-sight with "Hi-Lo" adjustment Adjustment trigger pull . Front sling loop position adjustable Comfortable, smart looking, one piece Stock Butt satisfying U.I.T. specification Safety catch positioned comfortably Over body dovetail provided for Standard Peep

Sight Range : 200M Weight : 3KG.

CARTRIDGE SA 12 BORE 70MM "ASTRAM"

GENERAL : This ammunition is fired from a 70 mm Chamber 12 Bore Gun. This cartridge is an improvement on our existing popular brand "Special" Paper cartridges in so far as their construction and performance characteristics are concerned. The body is made up of high density polyethylene plastic tubes, bi-axially oriented, to withstand higher pressures and achieve higher velocity in place of paper crimson. The use of LDPE Power Piston with pouch in place of paper air-cushion as used in "Special" cartridges, not only provides better gas sealing but also results in achievement of higher accuracy in firing giving a very good pattern of shots. The cartridges use non-corrosive caps along with tubular anvils which eliminates occurrence of misfires. The use of smokeless propellant power give no smoke after firing and the use of hardened lead shots give a good impact on the target. The above

improved characteristics make these cartridges suitable not only for use in general hunting, etc. but also for "competition shooting". Our "Astram" cartridges have already found great favour with many renowned shooters in the competition shooting games. This ammunition is manufactured to Specn no.DGOF/128(b).

PHYSICAL CHARACTERISTICS : Total length of finished ammunition 58 mm after filling Total length of empty case Total mass of the ammunition Composition of the primer Charge mass of the composition Type of propellant Charge mass of the propellant Mass of the projectile (lead shots) Type of lead shots Hardness of lead shots Range of shot size presently manufactured 70 mm 47 g A1 mixture 23 to 29 mg smokeless 1.7 to 1.9 g 32 g Chilled 15 to18 VPN From Biggest no.1 To smallest

No.9

Shot No. 1 9

Diameter

No. of shots per 32g 113 652

3.63 mm 2.02 mm

PERFORMANCE CHARACTERISTICS : Velocity at 9 m from muzzle 350 15.2 m/s Accuracy Accuracy of hit of Pellets within 76.2 cm circle on target placed at 27.4 m distance from the muzzle. Pressure Maximum permissible 3.5 TSI/ 54.0 Mpa with choke barrel 90% Cylinder without choke barrel 56%

SPECIAL FEATURES : The Astram Cartridges use bi-axially oriented HDPE tubes which give highly superior quality

of cases which protects the fillings inside the case form the vagaries of weather conditions. The use of plastic power pistons with pouch for the expulsion of the shots from the Barrel ensures higher accuracy of hit. Higher velocity parameters and use of chilled lead shots ensure better hit on the target.

CARTRIDGE SA 12 BORE 65 MM "SPECIAL"

PRINT DOCUMENT GENERAL : This ammunition is fired from a 70 mm / 65 mm Chamber 12 Bore Gun. This is generally used for hunting, scaring away of animals, crop protection etc. Non-corrosive caps are used in the cartridges. The use of smokeless propellant power give no

smoke after firing and use of Quality lead shots gives a good impact on the target. This ammunition is manufactured to Specification DGOF/127(c).

PHYSICAL CHARACTERISTICS : Total length of finished ammunition after filling Total length of empty case Total mass of the ammunition Composition of the primer Charge mass of the composition Type of propellant Charge mass of the propellant Mass of the projectile (lead 30 g shots) Type of lead shots Hardness of lead shots Chilled 13 VPN smokeless 1.7 to 2.1 g A1 mixture 23 to 29 mg 65.0 mm 44.7 g 60.5 mm

Range of shot size presently manufactured

From Biggest No. BB to smallest No.9

Shot No. BB 9

Diameter

No. of shots per 30g. 74 616

4.08 mm 2.02 mm

PERFORMANCE CHARACTERISTICS : Velocity at 9 m from muzzle 320 15.2m/s Accuracy Accuracy of hit of Pellets Cylinder with within 76.2 cm Circle on & without target placed at 27 .4 m choke barrel distance from the muzzle Pressure Maximum permissible 3.5 TSI/54.0 Mpa 90% & 56%

QUALITY : All components, going into the cartridge, go through strict quality checks and no deviation from the laid down parameters is permitted. Important

Constituents of the cartridge like the cases, propellant and the percussion, caps are proof tested before use in the manufacture of the cartridges. The manufacture of the cartridge in automatic loading machines in controlled atmosphere ensures uniform and highly consistent quality in the cartridges. Finished cartridges are subjected to 100% visual inspection to weed out defectives. Gauging of the cartg lots is done as per sample plan and proof firing is conducted on the finished cartg lots to ensure quality of performance for the cartridges for velocity, accuracy and pressure as per IS -2500. Cartridges, so found acceptable after such stringent inspection schedule are only released in the market. No doubt, therefore most customers prefer our cartridges only.

SAFETY : The design and construction of our cartridges make it extremely safe to handle. Cap percussions, which pass through strict sensitivity and insensitivity tests are so assembled in the case that even rough handling do not activate the

cartridges. The star crimping of the case ensure positive sealing of the cases and thus ensure complete protection of propellant from outside influence.

RELIABILITY : Strict quality checks and final performance proof on the finished cartridge lots as per laid down norms ensure high level of quality in our cartridges.

SHELF LIFE : The shelf life of the special cartridges is maximum 5 years.

Constitution of the Board

The Apex Board is headed by Director General Ordnance Factories (DGOF) as Chairman and has 9 Members in the rank of Additional DGOF. Ordnance Factories are divided into 5 operating divisions, depending upon the type of the main products/technologies employed. These are :

1. Ammunition and Explosives (A&E) 2. Weapons, Vehicles & Equipments (WV&E) 3. Materials and Components (M&C) 4. Armoured Vehicle (AV) 5. Ordnance Equipment Group of Factories (OEF)

Each of the above group of factories is headed by a Member/Additional DGOF. The four remaining Members are responsible for staff functions, viz Personnel (Per), Finance(Fin), Planning & Material Management (P&MM), Technical Services (TS) and they operate from Kolkata.

Organization Chart

H. S. Chaudhury DGOF & Chairman, OFB

Operating Division Members

Staff Function Members

Member/P&MM Member/WV&E Member/PEDB & TS Member/M&C, CT & Export and IC Sartaj Singh Member/A&E M. C. Bansal Addl. DGOF/AVHQ Member/PER SANHITA KAR Member/Finance

Addl. DGOF/OEFHQ

1) Managerial level: (Promotion Channel)

SR. GENERAL MANAGER (Pay Scale - 67000-79000)

GENERAL MANAGER

(Pay Scale - 37400-67000 + 10000 Grade pay)

ADDL. GENERAL MANAGER

(Pay Scale - 37400-67000 + 10000 Grade pay)

JT. GENERAL MANAGER

(Pay Scale - 37400-67000 + 8700 Grade pay)

DY. GENER WORKS MANAGER (Pay Scale - 15600-39100 + 6600 Grade pay)

AL MANAGER

(Pay Scale - 15600-39100 + 7600 Grade pay)

ASST. WORKS MANAGER

(Pay Scale - 15600-39100 + 5400 Grade pay)

JR. WORKS MANAGER

(Pay Scale - 9300-34800 + 4600 Grade pay)

2)Non-Gazetted/Non-Industrial level: (Promotion Channel)

CHARGEMAN/OFFICE SUPERINTENDENT (Pay Scale - 9300-34800 + 4200 Grade pay) SUPERVISOR/UDC STORE KEEPER/LDC (Pay Scale - 5200-20200 + 2400 Grade pay) (Pay Scale - 5200-20200 + 1900 Grade pay)

3) Industrial level: (Promotion Channel)

MASTER CRAFTSMAN HIGHLY SKILLED GRADE-I HIGH SKILLED GRADE-II SKILLED SEMI-SKILLED (Pay Scale - 9300-34800 + 4200 Grade pay) (Pay Scale - 5200-20200 + 2800 Grade pay) (Pay Scale - 9300-34800 + 2400 Grade pay) (Pay Scale - 9300-34800 + 1900 Grade pay) (Pay Scale - 9300-34800 + 1800 Grade pay)

Job Satisfaction Leads To

Motivates towards high productivity. Want to remain with organization. Act effectively in crisis. Accept necessary changes without resentment or resistance. Promotes the interest of the workers in the organization.

Theories
There are vital differences among experts about the concept of job satisfaction. Basically, there are four approaches/ theories of job satisfaction. They are: 1) Fulfillment theory 2) Discrepancy theory 3) Equity theory 4) Two-factor theory

(1) Fulfillment theory The main aim of this theory is to measure satisfaction in terms of rewards a person receives or the extent to which his needs are satisfied. Job satisfaction cannot be regarded merely as a function of how much a person receives from his job but it is the strength of the individuals desire of his level of aspiration in a particular area. The main difficulty in his approach as observed by willing is that job satisfaction is not only a function of what a person receives but also what he feels he should receive, as there would be considerable difference in the actual and expectations of persons.

(2) Discrepancy Theory The proponents of this theory is that satisfaction is the function of what a person actually receives from his job satisfaction and what he thanks receives or expects to receive.This approach does not make it clear whether or not over satisfaction is a part of dissatisfaction and if so, how it differs from dissatisfaction.

(3) Equity Theory The proponents of this theory are of the view that a persons satisfaction determined by his perceived equity which in from is determined by his input-output balance when compared to others input-output balance. Input-output balance is the perceived ratio of what a person received from his job relative to what he contributes to the job.

(4) Two-Factor Theory This theory was developed by Herzberg, Manusner, Paterson and Capwell who identified certain factors as satisfiers and dissatisfies. Factors such as achievement, recognition responsibility etc., are satisfiers, the presence of which causes satisfaction but their absence does not result in dissatisfaction on the other hand the factors such as supervision salary, working conditions etc are dis-satisfiers the absence of which cause dissatisfaction however their presence does not result in job satisfaction. This theory is considered invalid as a person can get both satisfaction and dissatisfaction at the same time.

DETERMINANTS OF JOB SATISFACTION

1. Organization Variables 2. Personal Variables

1. Organization variables:

i. Occupational Level : The higher the level of the job, the greater the satisfaction of the individuals. This is because, higher level of jobs carry greater prestige and self-control. This relationship between occupational level and job satisfaction stems from social reference group theory in our society values some jobs more than others. Hence people in values like them more than those who are in nonvalued jobs. The relationship may also stem from the need fulfillment theory.

ii. Job content: Greater the variation in job content and less the repetitiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved. Since job content in terms of variety and nature of tasks called for is a function of occupational level. The theoretical arguments given above apply here also.

iii. Considerate Leadership: People to be treated with consideration. Hence considerate leadership results in higher job satisfaction than in considerate leadership.

iv. Pay and Promotional opportunities: All other things being equal these two variables are positively related to job satisfaction.

v. Interaction among Employees: Here the question is, when interaction in the work group is a source of job satisfaction and when it is not.

Interaction is more satisfying when:

a) It results in the cognition that other persons attitudes are similar to ones own since, this permits are ready calculability of the others behavior and constitutes a validation of ones self. b) It results in being accepted by other and c) It facilitates and achievement of goals.

2. Personal Variables For some people, it appears that most jobs will be dissatisfying irrespective of the organizational conditions, where for other most jobs will be satisfying personal variable for this difference.

i) Age ii) Educational Level iii) Role perception iv) Sex

Chapter III Research Methodolog y

1) RESEARCH DESIGN:DESCRIPTIVE AND ExPLORATORY RESERCH 2) Sampling Design:SAMPLE SIZE =40

Simple Random Sampling:Simple random sampling is a basic type of sampling, since it can be a component of other more complex sampling methods. The principle of simple random sampling is that every object has the same probability of being chosen.

Convenience Sampling:A convenience sample is simply one where the units that are selected for inclusion in the sample are the easiest to access. A statistical method of drawing representative data by people because of the of ease of their selecting units because their availability or easy selecting or access. volunteering

The advantages of this type of sampling are the availability and the quickness with which data can be gathered.

Sources of data:-

Primary data Secondary data

METHODOLOGY

In the preparation of this report, I collect the data from different sources. The sources of data are as follows :

Primary data: This data is gathered from first hand information source
data collection from employees, managers, clerks etc., by administrating the questionnaire having face to face interaction with employees.

, this

Secondary data : This will give the theoretical basis required for the report
presentation which can be available from various sources such as magazines, office files, inter office manual and web site.

DATA PROCESSING AND ANALYSING

Data, which is gathered by administering questionnaires, was processed in simple manner to determine the level of satisfaction among employees. Every response was assigned some score based on this overall satisfaction level was determined. Data collected is carefully tabulated and analyzed by using satisfaction methods and also various graphs are used.

Chapter IV Data Collection tools/instruments

ITERVEIW QUESTIONNAIRE OBSERVATION

Chapter - V Methods of data collection

.

A STRUCTURED CLOSE END QUESTIONNAIRE IS USED FOR DATA COLLECTION

 Percentage method USED

is

PERCENTAGE OF RESPONDENT = ( NO . OF RESPODENT /TOTAL NO. OF RESPODENT) * 100

DATA

PROCESSING AND

ANALYSING

DO YOU HAVE ANY INCENTIVES WAGE SCHEMES FOR EFFICIENT WORK ON YOUR ORGANISATION?

YES 90%

NO 10%

(Data in Percentage)

1 0.9 0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 1 2 3 Series1 Series2

Interpretation: 90 percent of the employees feel that there should be an incentive wage scheme for efficient work in the organization.

IS THE MANAGEMENT HELPFUL AND SYMPATHETIC TO YOUR PROBLEMS IN WORKSTATION?

YES 90%

NO 10%

(PERCENTAGE)

1 0.9 0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 1 2 3 Series1 Series2

Interpretation: 90% of the employees feel that the management is sympathetic to some extent in their problems faced at workstation.

DOES THE MANAEMENT HAVE GOOD RELATION WITH THE WORKERS?

YES 90%

NO 10%

1 0.9 0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 1 2 3 Series1 Series2

Interpretation: 90 % of the employees feel that the management has a good relation with the workers and only 10% of them feel that the management should improve their relation with the workers.

DO YOU FEELTHAT THE COMPAMNY POLICIES REALLY PROTECT YOUR INTEREST?

YES 80%

NO 20%

0.9 0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 1 2 3 Series2 Series1

Interpretation: 80% of the employees feel that the company policies really protect their interest. 20% of them feel that their interests are not protected.

DO YOU FEEL THAT THE COMPANY POLICIES SHOULD BE CHANGED?

YES 90%

NO 10%

0.9 0.8 0.7 0.6 0.5 0.4 0.3 0.2 0.1 0 1 2 3 Series2 Series1

Interpretation: 90% of the employees feel that the company policies should be changed and 10% of them feel that the policies of the company are up to their satisfaction.

ARE YOU STISFIED WITH THE WAGES PAID TO YOU?

YES 80%

NO 20%

(Data in Percentage)

NO 5%

YES 95%

Interpretation: 80 percent of the employees are satisfied with the wages paid to tem. Only 20 percent of the employees feel that there should be a hike in wages paid to them.

ARE YOU SATISFIED WITH THE PRESENT WORKING CONDITIONS AND ENVIRONMENT?

YES 90%

NO 10%

(Data in Percentage)

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO

Series1

Interpretation: Almost all the employees are satisfied with the present working conditions and environment.

ARE YOU SATISFIED WITH THE FACILITIES PROVIDED WITH THE ORGANIZATION?

(Data in Percentage)

YES 90%

NO 10%

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO

Series1

Interpretation: Almost all the employees are satisfied with facilities provided with the organization.

ARE YOU SATISFIED WITH THE LTC FACILITY IN YOUR ORGANIZATION ?

YES 100%

NO NILL

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% YES NO

Series1

Interpretation: All the employees are satisfied with LTC facilities provided in the organization.

ARE YOU SATISFIED WITH MEDICAL FACILITY IN YOUR ORGANIZATION ?

YES 95%

NO 5%

YES NO

Interpretation: 95% of the employees are satisfied with medical facilities provided in the organization

ARE YOU SATISFIED WITH THE PROMOTION POLICY IN YOUR ORGANISATION?

YES 80%

NO 20%

Chart Title
NO 20%

YES 80%

Interpretation: 80% of the employees are satisfied with PROMTION POLICY facilities provided in the organization.

chapter VII Findings and Conclusions

CONCLUSIONS :
Almost all the employees are satisfied with the wages paid to them. 90% of the employees feel that there should be an incentive wages scheme for efficient work in the organization. Employees are satisfied with the present working conditions and feel secure about their job. 90% of the employees feel that the management is sympathetic in their problems faced at workstation, Management shares a very good relation with the workers. Employees are satisfied with the facilities provided to them and are free to express their views freely to the management. 90% of the employees feel that the company policies really protect their interests. 80% of the employees are satisfied with the present management setup. 10% of the employees feel that the company policies should be changed. Employees are satisfied with the training provided to them in improving their performance. Medical, educational and housing loans are the financial benefits provided to the employees by the organization. Expenses for the injured workers are borne by the organization. Medical compensation is also provided to the inured workers. All the employees are satisfied with ltc ad medical fcilities. Overall the employees of Field Gun Factory , Kanpur are having a very high job satisfaction and hence they are working with great enthusiasm and zeal to achieve their organizations goal.

chapter VIII Suggestion/ Recommend ation

SUGGESTIONS:
20% of the employees feel that the company policies should be changed. 20% of the employees feel that the company policies are not able to protect their interests and hence they should be changed. Majority of the employees feel that there should be an incentive wage scheme for efficient work in the organization.

The management should be more helpful and sympathetic towards the problems faced by the workers at the workstation. Promotions policy should be improved so the empolyees get more satisfied.

Chapter IX Limitations

Limitations of the study

Limited

by

the

time

and

money

constrain.

Data has been collected to some people due to shortage of time

Chapter X Overall Experience

My overall experience was good in field gun factory ,Kanpur .I learned so many things over there .I worked in BILL GROUP AND VIGILANCE SECTION for 45 days from 13may,13 to 27 june,13. In BILL GROUP following functions are done which is as follows:1) Prepared monthly salary of the employees. 2) Calculate DA (Dearness Allowances) of the employees. 3) Calculated GENERAL PROVIDENT FUND of the employees. 4) LTC (LEAVE TRAVELL CONCESSION) related work. 5) Advances (related work).

In VIGILANCE SECTION 4 functions are done:1) APPOINTMENT of the employees. 2) RECRUITMENT 3) RETIREMENT 4) SUSPENSION I have done my work better over there to learn so many things. Like I prepared monthly salary slip of the employees and calculate DA of the employees too. And learn so many things related LTC rules and the advances rule too which is provide

to the employees like Festival Advances , Medical Advances, House Building Advances, Conveyance Advances, Flood Advances , Motor Car Advances , etc. And learn how to appointment are done of the employees, recruitment, retirement, suspension and promotions policies. I think I could gain more experience if more and more time I spend over there and done more practical work but due to lack of time I did not spend more time over there and lots of thing I left ,because in such a large company I spend only 45 days .but I am happy that with the help of the employees , I learn so many things . I learn all the work of BILL GROUP AND VIGILANCE SECTION in which I work for 45 days(which was I discuss earlier) .but I have also learn how the GUNS are manufacture over there and how the BARREL are manufacture in the factory and how this ARMS are sell out to the army ,civil trade persons ,and a normal customer . Over all my experience in field gun factory ,Kanpur was good and I learn a lot of things over there ,and Im sure that this experience help me in future also ,because I want to work in Government sector and in 45 days I learn many things of government sector ,like recruitment process , appointment process ,retirement process and government policy too ,so I thing if I work in government sector

then my this 45 days experience help me a lot especially my certificate which is given by the MINISTRY OF DEFENCE ,Because its difficult to get such type of experience certificate especially from government sector.

BIBLIOGRAPHY
Ashwathappa. K Human Resource Management Tata Mc Graw Hill Publications

Deith Davis Human Relation at Work

Tripathi

Personnel management & industrial Relations

P. Subba Rao

Essentials of Human Resources and Industrial Relations

C.B. Mamoria

Human Resource Management