INTRODUCTION

The Development in Science & technology has brought tremendous change in business strategy. The globalization has its own inspect on the industrial environment making it competitive. Hence, to survive in the market the Captains of the industries perforce have to keep themselves addressed with changing environment and adopt new techniques of their resource management. The human resource in any organization is not important but Valuable to any organization. This significant resource. Warrant due consideration executives and managers right from the beginning. They have to take into account organizational deployment and adopt new strategies for recruitment of the best talent available. The talent available in the marketing is plenty but requirement is to recruit a suitable talent as per the job requirement and the requirement of the organization. The different organ may choose their own systems but the and result by selecting the best will go a long way to fulfill the organizational goals. The function of Human Resource Executive/Personnel managers does not end merely at selection stage rather it begins from that step because the talent so selected is required to be developed to fulfill the organizational interest or the goals so that there is an overall prosperity of both the organization & the individual. Towards this end the importance of recruitment & selection of the desired talent enhances the potential and opportunity for the organizations to and achieve its objectives.

EXECUTIVE SUMMARY
The success and failure of the organization largely depends on the human or employees working in the organization. So recruitment and selection both are very important and they are concerned with obtaining, organizing, and motivating the human resources required by the enterprise. Research was carried out to understand the practices of recruitment and selection followed by Alcon Cables ltd, Rajpura. To understand the formulation of recruitment and selection policies in the company and to give the suggestions for improvement in recruitment and selection procedures currently followed by the company. Through this report I was also able to understand, recruitment is sometimes confused with employment. The two are not one and the same. Recruitment is just one step in the process of employment. Similarly recruitment and selection are also different in nature. The function of recruitment precedes the selection process. Recruitment is concerned with developing suitable techniques for attracting more and more candidates while selection is the process of finding out the most suitable candidate for the job.

Products / Services :
ALUMINUM CONDUCTOR XLPE INSULATED , PVC INSULATED ARMOURED AND UNAROMOURED CABLE.

COPPER CONDUCTOR XLPE INSULATED, PVC INSULATED ARMOURED AND UNARMOURED CBALE.

COPPER FLEXIBLE CABLE.

COPPER FLAT CABLE

Company Profile :
We are manufacture of LT power and control cable and flexible cable

Establishment Year: 1959 Firm Type: Partnership Nature of Business: Manufacturer Level to Expand: State

Products & services

>> Other products and services Twine, cordage, ropes and cables Twine, man-made fibre Cords, natural fibre Cords, man-made fibre Cords, silk and cotton waste Cords, paper Cords, braided Cords, impregnated Cords, endless Cords, plastic or latex coated Cables, cords and ropes, plaited bands and stranded wire slings, metal Cables, stainless steel wire Cables, galvanised steel wire Cables, iron and steel, mixed cables Cables, mixed, metal-textile fibres Cables, multi-wire, 4 to 16 strands, non-ferrous metals Cables, metal, covered Cables, metal, braided Power line cable and wire fittings Terminals, power line cable and wire Connectors, power line cable and wire Clamps, power line cable and wire Cable clips and wiring clips, electric Cable cleats and saddles, electric Brackets, power line cable and wire Cable glands

Cable glands for hazardous areas Junction boxes Junction boxes, watertight Junction boxes, earth-cable, fused Power line vibration dampers and spacer dampers Cable tensioners and cable laying equipment, electric Cable support systems Cable suspenders, electric Cable racks, electric Cable trays, electric Cable thimbles and sockets, electric Cable end sleeves, electric Cable joint accessories, underground distribution Electric wires and cables, insulated Wire, mineral fibre covered, electric Wire, ceramic covered, electric Wire, textile covered, electric Wires and cables for telecommunications and electronics Cables, coaxial Cables, coaxial, microwave Cables, miniature, electric Local area network (LAN) equipment NES Local area network (LAN) systems, complete Local networks, optical fibre cable Local networks, coaxial cable Computer cable assemblies and connectors Computer data cable assemblies, pre-assembled Computer serial cable assemblies Computer parallel cable assemblies

Contact Information :
Web-site: Visit Website

Contact Person: B.K.SAGGI Designation: PARTNER

Phones (Office) : 1762329943 Phones (Resi.) : 329943 Mobile: 9316603066 Fax: 1762232687

Address: 27-A, FOCAL POINT, RAJPURA RAJPUA - 140401 (Punjab) India

Vision And Mission

The company aims at successfully meeting the varied needs of the Indian consumers. The Company has continuously Endeavored to bring new products to the Indian Consumer the Company stayed close to its roots nature and it has been a platform for its success for several years. Mission Statement The mission statement of Alcon Cables ltd. Rajpura is To produce and sell goods and service to achieve the highest return on sales in the Industry to total satisfaction of customers , employees and Share holders in that order. Quality Rajpura Branch of Alcon Cables ltd has a good Quality control system together with Research and Development which is comparable to its best in the Industry. It is to the Credit of its good Quality Control system and efficient R and D Department, thatAlcon Cables Ltd, Rajpura has been honoured and awarded .THE AMERICAN MEDAL. INTERNATIONAL QUALITY CERTIFICATE AND GOLD

RESEARCH METHODOLOGY
1.

Focus And Objectives of project

Focus of my study is to highlight the significance of human Resource with

following objectives:(a) Human beings are complex in nature with potential to grow This resource is creative and has the ability to contribute in further in the cause of human lives. (b) The organization require to demonstrate due concern to Recruit & select

required talent for the organizational progress.

2.

Approach or Methodology
I was briefed by very guide Shri B.K.SAGGI G.M. (HR & Adm) Alcon

Cables Ltd. Rajpura. He highlighted salient aspects of human Resource management & importance of proper Recruitment & selection of employees for overall growth of the organization. He concerned numerous aspects related to recruitment & selection like the importance, policy, manpower planning, process, objectives & various options available to recruit the requisite talent.

3.

Research Design
The Research design is the blue print for the fulfillment of objectives and

answering questions. It is frame-work which determines the course of action towards the collection and analysis of required data. It is a master plan specifying the method and procedures for collecting and analyzing the method information. Descriptive

Research is used in this study, as the main aim is to describe characteristics of the phenomenon or a situation.

4.

Data Collection
The Sources of data includes :1. Primary Data Sources. 2. Secondary Data Sources.

Primary Data Sources :- Primary Data has been Collectly directly from sample respondents through questionnaires with the help of interview. Secondary Data Sources:- Secondary data sources are those which has already been used and kept as records like website of company, manuals reports etc. Sample Design:- Sample design is definite plan determines before any data is actually obtained for a sample from a given population. Target Population Sample Unit Sampling Technique Sample size : : : : Employers Individual Convenient sampling 100 respondent

5.

Limitations of the Study

Various limitations of the study are:-

(a) (b) (c)

Various Parameters used in the project may not be 100% realistic. The sample size taken over a limited period may have a margin of error. Time constraint in the project.

Meaning of Working Capital

Capital required for a business can be classified under two main categories via, 1) 2) Fixed Capital Working Capital Every business needs funds for two purposes for its establishment and to carry out its day- to-day operations. Long terms funds are required to create production facilities through purchase of fixed assets such as p&m, land, building, furniture, etc. Investments in these assets represent that part of firms capital which is blocked on permanent or fixed basis and is called fixed capital. Funds are also needed for shortterm purposes for the purchase of raw material, payment of wages and other day to- day expenses etc. These funds are known as working capital. In simple words, working capital refers to that part of the firms capital which is required for financing short- term or current assets such as cash, marketable securities, debtors & inventories. Funds, thus, invested in current assts keep revolving fast and are being constantly converted in to cash and this cash flows out again in exchange for other current assets. Hence, it is also known as revolving or circulating capital or short term capital.

CONCEPT OF WORKING CAPITAL

There are two concepts of working capital: 1. 2. Gross working capital Net working capital

The gross working capital is the capital invested in the total current assets of the enterprises current assets are those Assets which can convert in to cash within a short period normally one accounting year. CONSTITUENTS OF CURRENT ASSETS 1) 2) 3) 4) 5) a. b. c. d. Cash in hand and cash at bank Bills receivables Sundry debtors Short term loans and advances. Inventories of stock as: Raw material Work in process Stores and spares Finished goods

6. Temporary investment of surplus funds. 7. Prepaid expenses 8. Accrued incomes. 9. Marketable securities.

In a narrow sense, the term working capital refers to the net working. Net working capital is the excess of current assets over current liability, or, say: NET WORKING CAPITAL = CURRENT ASSETS CURRENT LIABILITIES. Net working capital can be positive or negative. When the current assets exceeds the current liabilities are more than the current assets. Current liabilities are those liabilities, which are intended to be paid in the ordinary course of business within a

short period of normally one accounting year out of the current assts or the income business. CONSTITUENTS OF CURRENT LIABILITIES 1. 2. 3. 4. 5. 6. 7. Accrued or outstanding expenses. Short term loans, advances and deposits. Dividends payable. Bank overdraft. Provision for taxation , if it does not amt. to app. Of profit. Bills payable. Sundry creditors.

The gross working capital concept is financial or going concern concept whereas net working capital is an accounting concept of working capital. Both the concepts have their own merits. The gross concept is sometimes preferred to the concept of working capital for the following reasons: 1. time. 2. Every management is more interested in total current assets with which it has to It enables the enterprise to provide correct amount of working capital at correct

operate then the source from where it is made available. 3. It take into consideration of the fact every increase in the funds of the enterprise

would increase its working capital. 4. This concept is also useful in determining the rate of return on investments in

working capital. The net working capital concept, however, is also important for following reasons: It is qualitative concept, which indicates the firms ability to meet to its IT indicates the margin of protection available to the short term creditors. It is an indicator of the financial soundness of enterprises.

operating expenses and short-term liabilities.

It suggests the need of financing a part of working capital requirement out of

the permanent sources of funds.

CLASSIFICATION OF WORKING CAPITAL

Working capital may be classified in to ways: o o On the basis of concept. On the basis of time.

On the basis of concept working capital can be classified as gross working capital and net working capital. On the basis of time, working capital may be classified as: working capital.

PERMANENT OR FIXED WORKING CAPITAL Permanent or fixed working capital is minimum amount which is required to ensure effective utilization of fixed facilities and for maintaining the circulation of current assets. Every firm has to maintain a minimum level of raw material, work- inprocess, finished goods and cash balance. This minimum level of current assts is called permanent or fixed working capital as this part of working is permanently blocked in current assets. As the business grow the requirements of working capital also increases due to increase in current assets. TEMPORARY OR VARIABLE WORKING CAPITAL Temporary or variable working capital is the amount of working capital which is required to meet the seasonal demands and some special exigencies. Variable working capital can further be classified as seasonal working capital and special working capital. The capital required to meet the seasonal need of the enterprise is called seasonal working capital. Special working capital is that part of working capital which is required to meet special exigencies such as launching of extensive marketing for conducting research, etc. Temporary working capital differs from permanent working capital in the sense that is required for short periods and cannot be permanently employed gainfully in the business.

IMPORTANCE OR ADVANTAGE OF ADEQUATE WORKING CAPITAL

maintaining the solvency of the business by providing uninterrupted of production.

payments and makes and maintain the goodwill. nding can arrange loans from banks and other on easy and favorable terms.

discounts on the purchases and hence reduces cost. Sufficient working capital ensures regular supply of raw material and continuous production.

leads to the satisfaction of the employees and raises the morale of its employees, increases their efficiency, reduces wastage and costs and enhances production and profits.

working capital then it can exploit the favorable market conditions such as purchasing its requirements in bulk when the prices are lower and holdings its inventories for higher prices.

tal enables a concern to pay quick and regular of dividends to its investors and gains confidence of the investors and can raise more funds in future.

confidence, high morale which results in overall efficiency in a business.

EXCESS OR INADEQUATE WORKING CAPITAL Every business concern should have adequate amount of working capital to run its business operations. It should have neither redundant or excess working capital nor inadequate nor shortages of working capital. Both excess as well as short working capital positions are bad for any business. However, it is the inadequate working capital which is more dangerous from the point of view of the firm. DISADVANTAGES OF REDUNDANT OR EXCESSIVE WORKING CAPITAL 1. Excessive working capital means ideal funds which earn no profit for the firm

and business cannot earn the required rate of return on its investments. 2. Redundant working capital leads to unnecessary purchasing and accumulation

of inventories. 3. Excessive working capital implies excessive debtors and defective credit policy

which causes higher incidence of bad debts. 4. 5. It may reduce the overall efficiency of the business. If a firm is having excessive working capital then the relations with banks and

other financial institution may not be maintained. 6. 7. Due to lower rate of return n investments, the values of shares may also fall. The redundant working capital gives rise to speculative transactions

DISADVANTAGES OF INADEQUATE WORKING CAPITAL Every business needs some amounts of working capital. The need for working capital arises due to the time gap between production and realization of cash from sales. There is an operating cycle involved in sales and realization of cash. There are time gaps in purchase of raw material and production; production and sales; and realization of cash. Thus working capital is needed for the following purposes: For the purpose of raw material, components and spares. To pay wages and salaries To incur day-to-day expenses and overload costs such as office expenses. To meet the selling costs as packing, advertising, etc.

To provide credit facilities to the customer. To maintain the inventories of the raw material, work-in-progress, stores and

spares and finished stock. For studying the need of working capital in a business, one has to study the business under varying circumstances such as a new concern requires a lot of funds to meet its initial requirements such as promotion and formation etc. These expenses are called preliminary expenses and are capitalized. The amount needed for working capital depends upon the size of the company and ambitions of its promoters. Greater the size of the business unit, generally larger will be the requirements of the working capital. The requirement of the working capital goes on increasing with the growth and expensing of the business till it gains maturity. At maturity the amount of working capital required is called normal working capital. There are others factors also influence the need of working capital in a business.

FACTORS DETERMINING THE WORKING CAPITAL REQUIREMENTS 1. NATURE OF BUSINESS: The requirements of working is very limited in public utility undertakings such as electricity, water supply and railways because they offer cash sale only and supply services not products, and no funds are tied up in inventories and receivables. On the other hand the trading and financial firms requires less investment in fixed assets but have to invest large amt. of working capital along with fixed investments. 2. SIZE OF THE BUSINESS: Greater the size of the business, greater is the requirement of working capital. 3. PRODUCTION POLICY: If the policy is to keep production steady by

accumulating inventories it will require higher working capital. 4. LENTH OF PRDUCTION CYCLE: The longer the manufacturing time the raw material and other supplies have to be carried for a longer in the process with progressive increment of labor and service costs before the final product is obtained. So working capital is directly proportional to the length of the manufacturing process. 5. SEASONALS VARIATIONS: Generally, during the busy season, a firm requires larger working capital than in slack season. 6. WORKING CAPITAL CYCLE: The speed with which the working cycle

completes one cycle determines the requirements of working capital. Longer the cycle larger is the requirement of working capital.

7.

RATE OF STOCK TURNOVER: There is an inverse co-relationship between

the question of working capital and the velocity or speed with which the sales are affected. A firm having a high rate of stock turnover wuill needs lower amt. of working capital as compared to a firm having a low rate of turnover. 8. CREDIT POLICY: A concern that purchases its requirements on credit and

sales its product / services on cash requires lesser amt. of working capital and viceversa.

9.

BUSINESS CYCLE: In period of boom, when the business is prosperous, there

is need for larger amt. of working capital due to rise in sales, rise in prices, optimistic expansion of business, etc. On the contrary in time of depression, the business contracts, sales decline, difficulties are faced in collection from debtor and the firm may have a large amt. of working capital. 10. RATE OF GROWTH OF BUSINESS: In faster growing concern, we shall require large amt. of working capital. 11. EARNING CAPACITY AND DIVIDEND POLICY: Some firms have more earning capacity than other due to quality of their products, monopoly conditions, etc. Such firms may generate cash profits from operations and contribute to their working capital. The dividend policy also affects the requirement of working capital. A firm maintaining a steady high rate of cash dividend irrespective of its profits needs working capital than the firm that retains larger part of its profits and does not pay so high rate of cash dividend. 12. PRICE LEVEL CHANGES: Changes in the price level also affect the working capital requirements. Generally rise in prices leads to increase in working capital. Others FACTORS: These are: Operating efficiency. Management ability. Irregularities of supply. Import policy. Asset structure. Importance of labor.

MANAGEMENT OF WORKING CAPITAL

Management of working capital is concerned with the problem that arises in attempting to manage the current assets, current liabilities. The basic goal of working capital management is to manage the current assets and current liabilities of a firm in such a way that a satisfactory level of working capital is maintained, i.e. it is neither adequate nor excessive as both the situations are bad for any firm. There should be no shortage of funds and also no working capital should be ideal. WORKING CAPITAL MANAGEMENT POLICES of a firm has a great on its probability, liquidity and structural health of the organization. So working capital management is three dimensional in nature as 1. It concerned with the formulation of policies with regard to profitability,

liquidity and risk. 2. assets. 3. It is concerned with the decision about the composition and level of current It is concerned with the decision about the composition and level of current

liabilities. WORKING CAPITAL ANALYSIS As we know working capital is the life blood and the centre of a business. Adequate amount of working capital is very much essential for the smooth running of the business. And the most important part is the efficient management of working capital in right time. The liquidity position of the firm is totally effected by the management of working capital. So, a study of changes in the uses and sources of working capital is necessary to evaluate the efficiency with which the working capital is employed in a business. This involves the need of working capital analysis. The analysis of working capital can be conducted through a number of devices, such as: 1. 2. 3. Ratio analysis. Fund flow analysis. Budgeting.

1. RATIO ANALYSIS A ratio is a simple arithmetical expression one number to another. The technique of ratio analysis can be employed for measuring short-term liquidity or working capital position of a firm. The following ratios can be calculated for these purposes: 1. Current ratio. 2. Quick ratio 3. Absolute liquid ratio 4. Inventory turnover. 5. Receivables turnover. 6. Payable turnover ratio. 7. Working capital turnover ratio. 8. Working capital leverage 9. Ratio of current liabilities to tangible net worth. 2. FUND FLOW ANALYSIS Fund flow analysis is a technical device designated to the study the source from which additional funds were derived and the use to which these sources were put. The fund flow analysis consists of: a. b. Preparing schedule of changes of working capital Statement of sources and application of funds.

It is an effective management tool to study the changes in financial position (working capital) business enterprise between beginning and ending of the financial dates. 3. WORKING CAPITAL BUDGET A budget is a financial and / or quantitative expression of business plans and polices to be pursued in the future period time. Working capital budget as a part of the total budge ting process of a business is prepared estimating future long term and short term working capital needs and sources to finance them, and then comparing the budgeted figures with actual performance for calculating the variances, if any, so that corrective actions may be taken in future. He objective working capital budget is to ensure availability of funds as and needed, and to ensure effective utilization of these

resources. The successful implementation of working capital budget involves the preparing of separate budget for each element of working capital, such as, cash, inventories and receivables etc.

ANALYSIS OF SHORT
The short term creditors of a company such as suppliers of goods of credit and commercial banks short-term loans are primarily interested to know the ability of a firm to meet its obligations in time. The short term obligations of a firm can be met in time only when it is having sufficient liquid assets. So to with the confidence of investors, creditors, the smooth functioning of the firm and the efficient use of fixed assets the liquid position of the firm must be strong. But a very high degree of liquidity of the firm being tied up in current assets. Therefore, it is important proper balance in regard to the liquidity of the firm. Two types of ratios can be calculated for measuring short-term financial position or short-term solvency position of the firm. 1. 2. Liquidity ratios. Current assets movements ratios.

A) LIQUIDITY RATIOS Liquidity refers to the ability of a firm to meet its current obligations as and when these become due. The short-term obligations are met by realizing amounts from current, floating or circulating assts. The current assets should either be liquid or near about liquidity. These should be convertible in cash for paying obligations of shortterm nature. The sufficiency or insufficiency of current assets should be assessed by comparing them with short-term liabilities. If current assets can pay off the current liabilities then the liquidity position is satisfactory. On the other hand, if the current liabilities cannot be met out of the current assets then the liquidity position is bad. To measure the liquidity of a firm, the following ratios can be calculated:

1. 2. 3.

CURRENT RATIO QUICK RATIO ABSOLUTE LIQUID RATIO

1. CURRENT RATIO Current Ratio, also known as working capital ratio is a measure of general liquidity and its most widely used to make the analysis of short-term financial position or liquidity of a firm. It is defined as the relation between current assets and current liabilities. Thus, CURRENT RATIO = CURRENT ASSETS CURRENT LIABILITES The two components of this ratio are: 1) 2) CURRENT ASSETS CURRENT LIABILITES

Current assets include cash, marketable securities, bill receivables, sundry debtors, inventories and work-in-progresses. Current liabilities include outstanding expenses, bill payable, dividend payable etc. A relatively high current ratio is an indication that the firm is liquid and has the ability to pay its current obligations in time. On the hand a low current ratio represents that the liquidity position of the firm is not good and the firm shall not be able to pay its current liabilities in time. A ratio equal or near to the rule of thumb of 2:1 i.e. current assets double the current liabilities is considered to be satisfactory. B) CURRENT ASSETS MOVEMENT RATIOS Funds are invested in various assets in business to make sales and earn profits. The efficiency with which assets are managed directly affects the volume of sales. The better the management of assets, large is the amount of sales and profits. Current assets movement ratios measure the efficiency with which a firm manages its resources. These ratios are called turnover ratios because they indicate the speed with which assets are converted or turned over into sales. Depending upon the purpose, a number of turnover ratios can be calculated. These are : 1. 2. 3. Inventory Turnover Ratio Debtors Turnover Ratio Creditors Turnover Ratio

4.

Working Capital Turnover Ratio

The current ratio and quick ratio give misleading results if current assets include high amount of debtors due to slow credit collections and moreover if the assets include high amount of slow moving inventories. As both the ratios ignore the movement of current assets, it is important to calculate the turnover ratio.

WORKING CAPITAL TURNOVER RATIO

Working capital turnover ratio indicates the velocity of utilization of net working capital. This ratio indicates the number of times the working capital is turned over in the course of the year. This ratio measures the efficiency with which the working capital is used by the firm. A higher ratio indicates efficient utilization of working capital and a low ratio indicates otherwise. But a very high working capital turnover is not a good situation for any firm. Working Capital Turnover Ratio = Cost of Sales Net Working Capital

Working Capital Turnover

Sales Networking Capital

e.g. Year 2006 2007 2008 Sales 166.0 151.5 169.5 Networking Capital 53.87 62.52 103.09 3.08 2.4 1.64

Working Capital Turnover Interpretation :

This ratio indicates low much net working capital requires for sales. In 2008, the reciprocal of this ratio (1/1.64 = .609) shows that for sales of Rs. 1 the company requires 60 paisa as working capital. Thus this ratio is helpful to forecast the working capital requirement on the basis of sale. INVENTORIES (Rs. in Crores) Year 2005-2006 2006-2007 2007-2008 Inventories 37.15 35.69 75.01 Interpretation :

Inventories is a major part of current assets. If any company wants to manage its working capital efficiency, it has to manage its inventories efficiently. The graph shows that inventory in 2005-2006 is 45%, in 2006-2007 is 43% and in 2007-2008 is 54% of their current assets. The company should try to reduce the inventory upto 10% or 20% of current assets. CASH BNAK BALANCE : (Rs. in Crores) Year 2005-2006 2006-2007 2007-2008 Cash Bank Balance Interpretation : Cash is basic input or component of working capital. Cash is needed to keep the business running on a continuous basis. So the organization should have sufficient cash to meet various requirements. The above graph is indicate that in 2006 the cash is 4.69 crores but in 2007 it has decrease to 1.79. The result of that it disturb the firms manufacturing operations. In 2008, it is increased upto approx. 5.1% cash balance. So in 2008, the company has no problem for meeting its requirement as compare to 2007. 4.69 1.79 5.05

OBJECTIVES
The research has been undertaken with following objectives. To study the level of Working Capital among the employees of Alcon Wires & Cables Ltd. To study the factors affecting Ltd. Working Capital among the employees of Alcon Wires & Cables

DATA COLLECTION

The task of data collection begins after the research problem has been defined and research design chalked out. While deciding the method of data collection to be used for the study, the researcher should keep in mind two types of data viz. Primary and secondary data.

PRIMARY DATA

The primary data are those, which are collected afresh and for the first time and thus happen to be original in character. The primary data were collected through well-designed and structured questionnaires based on the objectives.

SECONDARY DATA

The secondary data are those, which have already been collected by someone else and passed through statistical process. The secondary data required of the research was collected through various newspapers, and Internet etc.

TYPE OF RESEARCH
Exploratory Research design These designs are the first step to start any research & are absolutely essential to obtain the proper definition of the problem. It helps in classifying the concepts of the study. The major emphasis is the discovery of ideas and insights by studying the available information.

Descriptive Research Design These are concerned with describing the characteristics of a particulars phenomenon in detail the descriptive study requires a clear specifications of who, what, when, where, why & how aspects of research. The methodology adopted to achieve the project objective involved descriptive research method

SAMPLING PLAN
, The study is based on the sampling method because up to some extent it is free from biasness. Sampling Size Sampling Technique Sampling Area : : 100 Convenience Sampling

: Alcon Wires & Cables Ltd.

TOOLS AND TECHNIQUES OF ANALYSIS

Tools - Questionnaire and Interview Data presentations- Table and Pie-chart Tables and Pie-chart are used in order to analyse the primary and secondary data from various sources.

DATA ANALYSIS AND INTERPRETATION

DATA ANALYSIS AND INTERPRETATION

After data have been collected, the researcher turns to the task of analyzing them. The analysis of data requires a number of closely related operations such as establishment of categories, the application of these categories to raw data through tabulation and drawing statically inferences.

Tabulation is the part of technical procedure where in the classified data are put in the form of tables.

After analyzing the data, the researcher should have to explain the findings on the basis of some theory. It is known as interpretation

The data has been collected from 100 employees of Alcon Wires & Cables Ltd. through questionnaire. The data thus collected was in the form of master table. That made possible counting of classified data easy. From the master table various summery tables were prepared. They have been presented along with their interpretation in this manner.

Q Do you feel that your job suits your educational qualification?

YES NO

70% 30%

30 YES NO

70

INTERPRETATION

There was 100% response from the employees. Out of which 70% of the employees have supported the statement i.e, they have opted the option Yes. And remaining 30% of the employees had been opposing the statement i.e., they had opted the option No.

This analysis clearly conveys that majority of the employees are working according to their qualification. And some of the employees are not appointed according to their qualification.

Q What is your level of satisfaction regarding superior subordinate and colleague relationship?

Highly Satisfied Satisfied Dissatisfied

40% 60% -

40 Highly Satisfied Satisfied Dissatisfied

60

Interpretation
According to the response from the employees to whom the questionnaire were distributed, almost every employee is having an healthy relationship with his superior ,subordinate and colleague. According to the tabular form, 40% of the employees agreed that they are highly satisfied with the relationship and 60% of the employees are satisfied with the relationship in the organization. And none of the employees supported the third option. This is a good sign for the organization to enhance its future performance.

Q Are you satisfied with your pay package?

Yes No

75% 25%

25

YES NO

75

INTERPRETATION In this, 75% of the employees have agreed that they are satisfied with the pay package. And 25% of the employees had not satisfied with the pay package. Of course, the satisfaction level differs from employee to employee but the dissatisfaction may effect the work and the productivity. So the measures must be taken to avoid the dissatisfaction.

Q What is your level of satisfaction regarding the work environment?

High Medium low 45% 27% 28%

28 45 high medium low 27

INTERPRETATION Regarding the work environment, 45% of the employees have been satisfied with the present working conditions. And 28% of the employees have been medium satisfied. 27% of the employee are not satisfied. We all know the importance of the working conditions and slight changes may be done to make the unsatisfied as satisfied employees.

Does the company provide you flexible working hours?

100% -

YES NO

YES NO

100

INTERPRETATION There was 100% response from the employees out of which 100% of the employees has supported the statement i.e. they agreed that the company is providing the flexible working hours. Providing the flexible working hours may reduce the stress to an extent and this is one of the good features of an organization.

Q Is there any opportunity for you to use new technology?

ALWAYS SOMETIMES NEVER 80% 20% -

20

Always SOMETIME NEVER 80

INTERPRETATION The opportunity to use new technology may enhance the skills of the employees. In this regard, 80% of the employees had agreed that the company provides the opportunity to use the new technology. And 20% agreed sometimes that company provides the opportunity to use new technology

As the majority agreed it, this is fare on the part of the company.

Q Are you satisfied with the Canteen Facility provided by Organization?

Agree Disagree 95% 5%

Agree Disagreee

95

INTERPRETATION Regarding the Canteen Facility, 95% of the employees have been agreed with the facilities. And 5% of the employees have not been agreed due to improper hygienic food.

Q Are you satisfied with the implementation of rules and responsibilities?

May May not be

70% 30%

30

May 70 May not be

INTERPRETATION: In this70% of employee are satisfied with the rules and responsibilities and 30% of employee are not satisfied with the rules and responsibilities.

Q Are you satisfied with job security? Always Sometimes Never 98% 2%

2 Always Never Sometime 98

INTERPRETATION: In this 98%employees are satisfied with the job security and 2% employees are not satisfied with their job security.

Q Are you satisfied with the performance appraisal system?

Agree Disagree

80% 20%

20 Agree disagree

80

INTERPRETATION: In this 80% of the employee are agreed with the performance appraisal system and 20% of the employee are not agreed with the performance appraisal system.

Q Are you satisfied with the lighting and other arrangement in the office?
YES No 90% 10%

10

90

INTERPRETATION: In this 90% of the employees are satisfied with of the lightning and the arrangement in the office and 10% of the are not satisfied with of the lightning and the arrangement in the office.

Q Are you satisfied with the safety measures provided by your company?

Good Excellent Poor

25% 70% 5%

25

good 70

INTERPRETATION: In this 25% employee are good satisfied with the safety measures provided by the company and 70% employees are excellent satisfied with the safety measures provided by the company and 5% not very good satisfied with the safety measures provided by the company .

Q How long have you worked for company?

1-3 years 4-6 years 7-10 years 10 years 85% 10% 5% -

10

1-3 yrs 4-6 yrs 7-10 yrs 85 10 yrs

INTERPRETATION: In this 85% of the employees who have been working long for the company and 5% of the employee are working for less than 10years.

Q Are you satisfied with the training provided for your current job? Yes No 75% 25%

yes no

INTERPRETATION In this 75% of the employees are satisfied with the training which are provided by the company and 25% of the employees are not satisfied with the training which are provided by the company.

CHAPTER 6 FINDINGS

FINDINGS
All the findings are drawn based on the analysis and interpretation of the primary data regarding the Working Capital of the employees of Alcon Cables

From the analysis and interpretation, it is concluded that 80 % of the employees are satisfied with the workplace and only 20% employees are not satisfied with the workplace, which are negligible in number. And similarly in case of infrastructure 70% of the employees are satisfied and very small number of employees are not happy with the infrastructure of Alcon Cables

and the canteen facilities. It means the workplace and infra- structure of Alcon Cables is good or satisfactory. It is notice that near about 84% the employees are satisfied with implementation of rules and responsibilities. And only some of them are not seems to be satisfied with the implementing rules and

responsibilities. Therefore it shows that implementation of rule and responsibility is done fairly. From the study it is clear that the 70% percentage of employees are happy with the freedom at work given by management but only some of them are not feeling satisfied with the freedom given at work place. According to analysis and interpretation, 60% of the employees are satisfied with the team spirit built in organization and only few are

not happy with team spirit in the organization. From this it seems that the team spirit in the organization is strong. This study shows that only few employees strongly feel that the working hours decided by organization are most convenient for them. Other is not in favor with these working hours. So it is clear that the management kept the main consideration about working conditions and the hours, which satisfies the employees. The study shows that very small numbers (32%) of employees are satisfied with the job security.

And remaining most of the employees are not satisfied with the job

Security provided by the organization. Hence from this analysis it is cleared that there is feeling of fear of job loss in the employees of Alcon Cables

An analysis shows that about 75% of employees are strongly in favor that the targets given are achievable and only are not feels that the targets given are achievable. Hence the targets set by management are achievable.

SUGGESTIONS

The suggestions are drawn from the analysis and observations. Few suggestions are given as under:

In case of working hours decided by the organization are not convenient for the employees of Alcon Cables

The working hours are 6 hours per day that from 8.30AM to 5 PM. These hours should minimize up to 5 hours.

The criteria for Job security is not much satisfactory so management need to concentrate on job security of employees so that they can work without fear of job loss in the organization.

Opportunities of growth of employees are very less so that there can be employee turnover hence management has to give emphasis on increasing the promotion opportunities for according to the performance of employees.

From analysis we concluded that the period of in house training is very short that is of only 3 days, which is not sufficient to get complete knowledge about the work. Hence the training period should extend up to 5 days.

As there is an active participation of employees in decision making but rarely the suggestions given by them are drawn in action. Hence the confidence of employees gets demotivated.

LIMITATIONS OF THE STUDY

Short span of time: The main limitation is the availability of time. Due to short span of time, some inaccuracy may have occurred. Biasness on the part of respondents: Some respondents were not ready to reveal the true information. Inaccurate access: Due to short span of time it was not possible to access all employees as factory is wide. Some were not interested in filling the questionnaires and they did not give back the questionnaires.

CONCLUSIONS
The employees are working according to their qualifications. There is a healthy environment in the company. The majority of the employees are satisfied with pay package. The working conditions are favourable to the employees. The working hours are flexible. All the employees are satisfies with the benefits. New technology is implemented by the company. Overall evaluation says that employees are satisfied. Some employees have given suggestions.

BIBLIOGRAPHY Web-sites
1. http://en.wikipedia.org/wiki/Job_satisfaction 2. http://www.careerkey.org/asp/career-options/jobsatisfaction.html 3. http://www.google.co.in/

Books: .Awasthappa, K Human Resource and Personnel Management Published by Tata McGrraw-Hill Publishing Company :Limited, New Dehli. .Armstrong, Michael (1988), A Handbook of Personnel Managment Practice. Published By Kagon , London. . KS Kothari, Research methodology . Chabra, T.N.,Human resource management, 5th revised edition

ANNEXTURE Questionnaire
NAMEMOBILE No.-

AGE-

OCCUPATION-

Q: Do you feel that your job suits your educational qualification? Yes No

Q: what is your level of satisfication regarding superior- subordinate and collague relationship?
Highly satisfied Satisfied Dissatisfied

Q: Are you satisfied with your pay package?

Yes No

Q: what is your level of satisfication regarding the work environment?

High Medium Low

Q: Does the company provide you flexible working hours?

Yes

No

Q: Is there any opportunity for you to use new technology ?

Always Sometimes Never

Q: Are satisfied with the job security?

Always Sometimes Never

Q Are you satisfied with the performance appraisal?

Agree Disagree

Q: Are satisfied with the lightning and other arrangeement in the office?
Yes No

Q:Are you satisfied with the canteen facitily provided by organization? Agree Disagree

Q Are you satisfied with the implementation of rules and responsibilities? May May not be

Q: Are you satisfied with the safety measure provided by your company?

Good Excellent Poor

Q: How long have you worked for company? 1-3 years 4-6years 7-10years 10years

Q: Are you satisfied with the traning provided for your current job? Yes No

BIBLIO-GRAPHY

2.

Armstrong,

Michael(1988),A

Handbook

of

Personnel

Management Practice, Published by Kogan,London. 3. Rensis likert, The Human Organisation:Its Management

andValueMc-GrawHill Book Company, New York. 4. Yoder Dale, Personnel Management and Industrial

Relations1967. 5. 6. 7. KS Khotari,Research Methodology. R.K.Sur and Sanjiv Verma,Organizational Behaviour. Shashi K Gupta and Rosy Joshi,Organizational Behaviour.

WEBSITES:

www.google.com www.yahoo.com projects.com http://en.wikipedia.org/wiki/recruitment and selection. http://www.managament help.org/ http://recuritment.naukrihub.com./recuritment Vs selection html. + (Project)