Introduction
As soon as the new wool is arrived, washed to clean out all the
dirt and natural oil, after this it was dyed with color and carded.
This was the process of combing the wool between two parallel
pads of nail, until all the fibers where laying the same way. Next
the spinner took the carded thread was wound on to the bobbin.
The spun yarn was then taken to the loom to be woven. In the
weaver’s cottage, the loom was often to be found on an upper
floor. There were large windows in the room to let plenty of days
light. However with the advent of the industrial revolution all the
process of manufacturing yarn and the subsequent production of
cloth underwent a dramatic change. The industrial revolution
brought about the widespread replacement of manual labor by
machines. Goods that were traditionally been make in the homes
or in the small workshop began to be manufactured in eh
factories. Productivity and technical efficiency grew dramatically,
in part through the systematic and practical knowledge of the
manufacturing process.
Present Scenario
At last NTC got a new life; the company earned some money by
the way of selling the property of unprofitable mills and decided
to continue 22 mills of 120. Later the company decided to make
2 mills in India a ‘model miss’ which includes the Canannore
Spinning and Weaving Mill. Due to financial loss and unsuitable
industrial situation, private sector and government took steps to
winding up the mills; out of 28, the six mills of NT5C including two
in Cannanore.
With the sincere effort from the part of the chairman and
Managing Director Mr. Ramachandra Pillai. NTC could bring
revolutionary innovations in Indian Textile industry.
COMPANY PROFILE
Cannanore spinning and weaving were originally started by the
private ownership of Sri. Keyyath Damodharan in 1948 with about
20,000 spindle capacity the company earned profit during this
time and there were no problem till 1970 thereafter the company
incurred heavy losses due to various reasons and hence the
management was undertaken by the Govt of India
The mill was nationalized under the Nationalization Act with effect
form 1st April 1974 and is placed under National Textile
corporation (BTC). THE PRODUCTION CAPACITY OF THE MILL WAS
INCREASED TO 24,000 spindles. The govt again incurred loss for
many years, being a Govt undertaking financial assistance is
received and hence the mill is running without much problems.
ADDRESS
Kannur
Kerala
India.
PRODUCT PROFILE
The mill is a spinning unit and final product is yarn. One cone in
pv/psf counts.
RAW MATERIAL
The company using polyester staple fiber (PSF) and viscose staple
fiber (VSF). Their quality is quiet satisfactory. PSF is one of the
raw materials used in production of cone arms. It is a synthetic
fiber and petroleum product also a coal tar derivative’s is natural
polyester may be from pulp. It is regenerated cellulose fiber
which is similar to natural cotton fiber in respect its property.
PRESENT POSITION
DEFENITION
“Human resource management is the planning, organizing,
directing and controlling of the procurement, development,
compensation, maintenance and separation of human resources
to the end that individual, organizational and socials objectives
are accomplished.”
EMPLOYEE
EMPLOYER
JOB SATISACTION
When an employee joins and enterprise and performs his
duties, wants to satisfy his economic, social and psychological
needs. When an employee does not feel satisfy with his job,
negative attitudes towards the work develops in his mind. In this
case he tries to change the job. This way he finds himself unable
in concentrating to his work. On the contrary of an employee is
satisfied with his jo hi will perform his duties with his whole
hearted efforts. A satisfied employee proves to be an asset for the
origin. Many factors affect job satisfaction like salaries,
designation and working condition, the environment, family
problems and efficiency of the employee to do his work, his
interests in th4e work and human relations in the industries etc..
Thus it is clear that job satisfaction of an employee is the result of
many attitudes and factors. The term fob satisfaction refers to an
individual general attitude towards his/her job. A person with a
high level of job satisfaction holds positive attitudes about the job,
while a person who is dissatisfied with his/her job holds negative
attitudes about the job. When people speak of employee
attitudes, more often than not they mean job satisfaction.
Definition
WORKER
Two most widely used approaches are “single global rating”, and
a “summation score” make up of a number of job facets. The
single global rating method is nothing more than asking
individuals to respond to one question such as “considering all
things how satisfied are you with your job?” Respondent then
reply by circling a number between one and five that corresponds
to the answer from ‘highly satisfied to highly dissatisfy’. The other
approach ie; summation of job facets is like, it identifies key
elements in a job and asks for the workers feeling about each.
Typically factors that would be includes are the nature of the
work, supervision, present pay, promotion opportunity and
relation with co-workers. These factors are rated on a
standardized scale and then added up t create an overall job
satisfaction score.
2. Voice.
3. Loyalty.
4. Neglect.
TRAINING
Data Collection
RESEARCH METHODOLOGY
Research is an art of scientific investigation i.e. it is a systematic
and scientific search for information on a specific topic. The
purpose of research is to discover answer to questions through
the application of scientific procedures, the main aim of research
is to find out the truth which is hidden and which has not been
discount as get. Research is defined as “careful critical enquiry or
examination in seeking facts or principles diligent investigation in
order to ascertain something”. In simple words research can be
defined as and by investigation in search for truth, for facts, for
certainties.
RESEARCH INTSTRUMENT
SAMPLING PROCEDURE
RANDOM SAMPLING
A random sample is one where each item in the universe has an
equal opportunity being selected. It also known as probability
sambling. The random sampling can be answered in terms of
probabilities.
SAMPLE SIZE
QUESTIONNAIR DESIGN
DATA COLLELCTION
SOURCES OF DATA
Primary data
1. Questionnaire
2. Interview: under this I collected data personally by asking
questions pertaining to the enquiry from persons whom
the information is t be obtained (workers).
3. Observation: this method implies the collection of
information by way researchers own observation. The
information obtained relates to what is currently
happening in the organization. This study needed to have
a personal visit to the different departments of the
company.
SECONDARY DATA
Departments
1 Finance Department
2 Marketing Department
3 Personnel department
4 Production department
5 Personnel department
PERSONNEL DEPARTMENT IN DETAIL
2. PF CONTRIBUTION
All employees are covered under PF and ESI Act, the employee
contribute 10% of their wages to PF or salary with 10%
contribution by the employer. The employees are eligible for EP
services with a ceiling of RS.6500. Per month.
3. ESI CONTRIBUTION
4.75% OF EMPLOYERS CONTRIBUTION
4. GRATUITY
Gratuity is calculated under the formula
5. WAGES ADMINISTRATION
There are 2 types of wage payment followed in CS&WM
according to the production stages. For mixing, blow room and
carding wages are paid on the basis of piece rate system and
all other production process time rate system is obtained.
6. RETAIREMENT BENEFIT
At the time of retirement all these benefits are provided
-gratuity
-provident fund
-pension
-leave with wage if any
7. AMNISTRATIVE ACTIONS
Workers
Skilled unskilled
Jobbers spinning
Mastri
TABLE 1
PRESENT REMUNERATION
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 6 12
Satisfied 30 60
Dissatisfied 10 20
Highly dissatisfied 4 8
Total 50 100
Table 2
PROMOTION MEASURES
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 6 12
Satisfied 29 58
Dissatisfied 11 22
Highly dissatisfied 4 8
Total 50 100
TABLE 3
WELFARE MEASURES
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 8 16
Satisfied 30 60
Dissatisfied 10 20
Highly dissatisfied 2 4
Total 50 100
TABLE 4
BONUS, INCENTIVES AND OTHER BENEFITS
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 2 4
Satisfied 20 40
Dissatisfied 18 36
Highly dissatisfied 10 20
Total 50 100
TABLE 5
FACILITIES
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 10 20
Satisfied 30 60
Dissatisfied 10 20
Highly dissatisfied 0 0
Total 50 100
TABLE 6
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 2 4
Satisfied 41 82
Dissatisfied 4 8
Highly dissatisfied 3 6
Total 50 100
TABLE 7
LEISURE TIME
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 10 20
Satisfied 34 68
Dissatisfied 6 12
Highly dissatisfied 0 0
Total 50 100
TABLE 8
SAFETY MEASURES
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 5 10
Satisfied 30 60
Dissatisfied 10 20
Highly dissatisfied 5 10
Total 50 100
TABLE 9
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 8 16
Satisfied 32 64
Dissatisfied 10 20
Highly dissatisfied 0 0
Total 50 100
TABLE 10
Level of No. of % of
respondents
satisfaction Respondents
Highly satisfied 4 8
Satisfied 26 52
Dissatisfied 12 24
Highly dissatisfied 8 16
Total 50 100
Findings
• It is found than more than 80% of the employees are
happy with the remuneration provided by the organization
• Above 60% of the employees are happy with the
promotional measures
• Almost 76% of the employees are happy with the welfare
scheme of the organization
• But only 44% of the employees are happy with the bonus,
incentives and other benefits
• Interestingly it is found that 80% of the employees are
happy with the facilities provided by the company
• The other facts found was that 86% of the employees are
happy with the grievance redresal mechanism of the
organization
• 82% of the employees are happy with the leisure time
provided by the company
Suggestions
In the case of textile industry where labor are the back born
of the total production function, the company should provide good
work environment, maintain a good industrial peace and
democracy, proper communication, to impart workers
participation, programmes etc.