A STUDY ON QUALITY OF WORKLIFE

AT
COSMIC EQUIPMENTS (INDIA) PRIVATE LTD
PROJECT REPORT
Submitted to the
UNIVERSITY OF MADRAS

In partial fulfillment for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Submitted by

V.KALAYARASAN
Register No: MB13052
Under The Guidance of
Dr M.K. Shakila

GURU NANAK COLLEGE, VELACHERY, CHENNAI -42

APRIL 2015

DECLARATION
I, V. KALAYARASAN , Reg No : 711300136, final year MBA Student of Guru Nanak Collage,
has done a project report for a period of Three months from December 2014 to March 2015. The
project title is A STUDY ON QUALITY OF WORKLIFE with reference to COSMIC
EQUIPMENTS (INDIA) PVT.LTD. I declare that this is my original work.

Place: CHENNAI

V.KALAYARASAN

Date:

Reg no: MB13052

BONAFIDE CERIFICATE
This is to certify that project report entitled A STUDY ON QUALITY OF WORKLIFE is a
bonafide record of work carried out by V.KALAYARASAN(Reg No : MB13052)Under my
guidance and supervision, in partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION, of the UNIVERSITY OF MADRAS.

Place: chennai
Date:

Guided by
Dr M.K. Shakila

GURU NANAK COLLEGE

DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION

This is to certify that the project entitled

A STUDY ON QUALITY OF WORKLIFE
Is a bonfire record of work done by
V.KALAYARASAN
(Register No:711300136)
Of MBA during the year 2014-2015

Dr M.K. SHAKILA
Project Guide

DR.M.K.SHAKILA
Head of the Department

Submitted for the project viva - voce examination held on

Internal Examiner

External Examiner

ACKNOWLEDGMENT
I take this opportunity to thank our principal Dr. M. SELVARAJ. M.SC,PH.D., who encouraged
me throughout to do this project.
I extend my hearty thanks to DR .GUNITA ARUN CHANDHOK, M.COM,B.ED, M.PHIL,
MBA , PH.D .for continuous motivation.
I also extend my hearty thanks to DR. P.V. KUMARAGURU, M.SC., M.B.A.,M.PHIL.,
PH.D., for his support.
I sincerely thank the Head of the Department, Dr M.K. Shakila, M.B.A., M.Phil., Ph.D, who
encouraged me to proceed a head with the work and offered many invaluable suggestions for the
betterment of this project and there by acting as a constant source of encouraged.
I would also like to thank my guide Dr M.K. Shakila, M.B.A., M.Phil., Ph.D ., who
motivated and guided me for the successful completion of the project work .Words are not
enough to thank her who sacrificed her precious time in helping me.
Finally, I thank all my family members and friends who stood by me throughout my course.

V.KALAYARASAN

CONTENT

Chapter

Title

No

No
List of tables
List of charts

INTRODUCTION
1.1
1.2
1.3
1.4
1.5

II

III
IV
V

Page

Introduction of the study

need for the study
scope of the study
Objective of the study
statement of the problem

REVIEW OF LITERATURE
INDUSTRY PROFILE
COMPANY PROFILE
RESEARCH METHODOLOGY
ANALYSIS AND INTERPRETATION
FINDINGS,SUGGESTIONS
ANDCONCLUSION
6.1 Findings
6.2 Suggestions
6.3 Conclusion

Bibliography
Appendix

QUALITY OF WORK LIFE

INTRODUCTION

Quality of work life refers to the favorableness (or) un favorableness of

a job environment for people. The basic purpose is to developed jobs that are
excellent for people a well as for production. Quality of work life is large step
for forward from the traditional job design of scientific management which
focused mostly on specialization and efficiency for the performance of
narrow tasks. The major indicators of quality of work life are job involvement,
job satisfaction and productivity.

DEFINITION

Quality of work life is the degree to which work-in an organization

contributes to material and psychological well being of its members
HARRISON

SCOPE OF QUALITY OF WORK LIFE

Work plays a central role in the life of the workers engaged in a

productive organization. It has an improvement impact on

1)
2)
3)
4)

Shaping his personality.

Determining his performance.
Commitment of follow employees
Commitment to the organization and the society.

NEED FOR THE STUDY

The most significant resources of an organization are human resources,

without it the organization cannot function. In fact, challenges, opportunity
and also the frustration of creating and managing organization very often
originate from the people relate problems that arise within them. People
related problems often steam from the mistaken belief that people are alike,

that they may be treated identically. There would be a lot of variability in

psychological features, which demand attention.

The present study on QUALITY OF WORK LIFE OF EMPLOYEES WITH

SPECIAL REFERENCE TO

COSMIC EQUIPMENTS(INDIA)PVT.LTD.. aims to

know how for the employees has a comfortable and enjoyable work life.
There are so many factors determining the quality of work life. The present
day employees are much concerned about wage, compensation, challenging
job, job security, freedom and autonomy participation in decision making, level of
environment and commitment to assess the Level of Quality of Work Life.

OBJECTIVES OF THE STUDY

Primary objectives

To find out the quality of work life of employees to COSMIC

EQUIPMENTS(INDIA)PVT.LTD.

To study the attitude of employees towards various welfare measures provided in

the unit under study.

To find out employee problems and offer suitable suggestions on the basis of the
findings.

Secondary objectives

To identify measures to overcome these drawbacks.

To know the real situation of the employees.

LIMITATIONS

1. Lack of respondents interest in answering the questions, and also might not have revealed
true information.
2. Busy schedule of respondents

INDUSTRY PROFILE

Air conditioning (often referred to as A/C, AC or archon) is the process of altering the
properties of are (primarily temperature and humidity) to more comfortable conditions, typically
with the aim of distributing the conditioned air to

an occupied space to improve thermal

comfort and indoor air quality.

HVAC (heating ventilating and air conditioning; also heating, ventilation, and air
conditioning) is the technology of indoor and vehicular environmental comfort. Its goal is to
provide thermal comfort and acceptable indoor air quality. HVAC system design is a sub
discipline of mechanical, based on the principles of thermodynamics, fluid mechanics, and heat
transfer. Refrigeration is sometimes added to the field's abbreviation as HVAC&R or HVACR, or
ventilating is dropped as in HACR (such as the designation of HACR-rated circuit).

HVAC is important in the design of medium to large industrial and office buildings such
as skyscrapers and in marine environments such as aquariums, where safe and healthy
building conditions are regulated with respect to temperature and humidity, using fresh air from
outdoors.

Ventilating or Ventilation is the process of "changing" or replacing air in any space to provide
high quality which involves temperature control, oxygen replenishment, and removal of
moisture, odours, smoke, heat, dust, airborne bacteria, and carbon dioxide. Ventilation removes
unpleasant smells and excessive moisture, introduces outside air, keeps interior building air
circulating, and prevents stagnation of the interior air.
Ventilation includes both the exchange of air to the outside as well as circulation of air within the
building. It is one of the most important factors for maintaining acceptable indoor air quality in
buildings. Methods for ventilating a building may be divided into mechanical/forced and natural
types.

Air Conditioning

An air conditioning system, or a standalone air conditioner, provides cooling

and humidity control for all or part of a building. Air conditioned buildings often have sealed
windows, because open windows would work against the system intended to maintain constant
indoor air conditions. Outside, fresh air is generally drawn into the system by a vent into the

indoor heat exchanger section, creating positive air pressure. The percentage of return air made
up of fresh air can usually be manipulated by adjusting the opening of this vent. Typical fresh air
intake is about 10%.

Air conditioning and refrigeration are provided through the removal of heat. Heat can be
removed through radiation, convection, or conduction. Refrigeration conduction media such as
water, air, ice, and chemicals are referred to as refrigerants. A refrigerant is employed either in
a heat pump system in which a compressor is used to drive thermodynamic refrigeration cycle, or
in a free cooling system which uses pumps to circulate a cool refrigerant (typically water or a
glycol mix).

Refrigeration cycle
The refrigeration cycle uses four essential elements to cool.

The system refrigerant starts its cycle in a gaseous state. The compressor pumps the
refrigerant gas up to a high pressure and temperature.

From there it enters a heat exchanger (sometimes called a condensing coil or condenser)
where it loses energy (heat) to the outside, cools, and condenses into its liquid phase.

An expansion valve (also called metering device) regulates the refrigerant liquid to flow
at the proper rate.

The liquid refrigerant is returned to another heat exchanger where it is allowed to

evaporate; hence the heat exchanger is often called an evaporating coil or evaporator. As the
liquid refrigerant evaporates it absorbs energy (heat) from the inside air, returns to the
compressor, and repeats the cycle. In the process, heat is absorbed from indoors and
transferred outdoors, resulting in cooling of the building.

In variable climates, the system may include a reversing valve that switches from heating in
winter to cooling in summer. By reversing the flow of refrigerant, the heat pump refrigeration
cycle is changed from cooling to heating or vice versa. This allows a facility to be heated and
cooled by a single piece of equipment by the same means, and with the same hardware.

Free cooling
Free cooling systems can have very high efficiencies, and are sometimes combined with
seasonal thermal energy storage so the cold of winter can be used for summer air conditioning.
Common storage mediums are deep aquifers or a natural underground rock mass accessed via a
cluster of small-diameter, heat exchanger equipped boreholes. Some systems with small storages
are hybrids, using free cooling early in the cooling season, and later employing a heat pump to
chill the circulation coming from the storage. The heat pump is added-in because the storage acts
as a heat sink when the system is in cooling (as opposed to charging) mode, causing the
temperature to gradually increase during the cooling season.
Some systems include an "economizer mode", which is sometimes called a "free cooling mode".
When economizing, the control system will open (fully or partially) the outside air damper and
close (fully or partially) the return air damper. This will cause fresh, outside air to be supplied to
the system. When the outside air is cooler than the demanded cool air, this will allow the demand
to be met without using the mechanical supply of cooling (typically chilled water or a direct
expansion "DX" unit), thus saving energy. The control system can compare the temperature of
the outside air vs. return air, or it can compare the enthalpy of the air, as is frequently done in
climates where humidity is more of an issue. In both cases, the outside air must be less energetic
than the return air for the system to enter the economizer mode.

Central vs. split system

Central, 'all-air' air conditioning systems (or package systems) with a combined outdoor
condenser/evaporator unit are often installed in modern residences, offices, and public buildings,

but are difficult to retrofit (install in a building that was not designed to receive it) because of the
bulky air ducts required.
An alternative to central systems is the use of separate indoor and outdoor coils in split
systems. These systems, although most often seen in residential applications, are gaining
popularity in small commercial buildings. The evaporator coil is connected to a remote
condenser unit using refrigerant piping between an indoor and outdoor unit instead of ducting air
directly from the outdoor unit. Indoor units with directional vents mount onto walls, suspended
from ceilings, or fit into the ceiling. Other indoor units mount inside the ceiling cavity, so that
short lengths of duct handle air from the indoor unit to vents or diffusers around the rooms.

Dehumidification
Dehumidification (air drying) in an air conditioning system is provided by the evaporator.
Since the evaporator operates at a temperature below the dew point, moisture in the air
condenses on the evaporator coil tubes. This moisture is collected at the bottom of the evaporator
in a pan and removed by piping to a central drain or onto the ground outside.
A dehumidifier is an air-conditioner-like device that controls the humidity of a room or
building. It is often employed in basements which have a higher relative humidity because of
their lower temperature (and propensity for damp floors and walls). In food retailing
establishments, large open chillier cabinets are highly effective at dehumidifying the internal air.
Conversely, a humidifier increases the humidity of a building.

Maintenance
All modern air conditioning systems, even small window package units, are equipped
with internal air filters. These are generally of a lightweight gauzy material, and must be replaced
or washed as conditions warrant. For example, a building in a high dust environment, or a home
with furry pets, will need to have the filters changed more often than buildings without these dirt

loads. Failure to replace these filters as needed will contribute to a lower heat exchange rate,
resulting in wasted energy, shortened equipment life, and higher energy bills; low air flow can
result in "iced-up" or "iced-over" evaporator coils, which can completely stop air flow.
Additionally, very dirty or plugged filters can cause overheating during a heating cycle, and can
result in damage to the system or even fire.
Because an air conditioner moves heat between the indoor coil and the outdoor coil, both
must be kept clean. This means that, in addition to replacing the air filter at the evaporator coil, it
is also necessary to regularly clean the condenser coil. Failure to keep the condenser clean will
eventually result in harm to the compressor, because the condenser coil is responsible for
discharging both the indoor heat (as picked up by the evaporator) and the heat generated by the
electric motor driving the compressor.

Air conditioning energy

The performance of vapour compression refrigeration cycles is limited
by thermodynamics. These air conditioning and heat pump devices move heat rather than convert
it from one form to another, so thermal efficiencies do not appropriately describe the
performance of these devices. The Coefficient-of-Performance (COP) measures performance, but
this dimensionless measure has not been adopted, but rather the Energy Efficiency Ratio (EER).
EER is the Energy Efficiency Ratio based on a 35 C (95 F) outdoor temperature. To more
accurately describe the performance of air conditioning equipment over a typical cooling season
a modified version of the EER is used, the Seasonal Energy Efficiency Ratio (SEER), or in
Europe the ESEER. SEER ratings are based on seasonal temperature averages instead of a
constant 35 C outdoor temperature. The current industry minimum SEER rating is 13 SEER.
Engineers have pointed out some areas where efficiency of the existing hardware could
be improved. For example, the fan blades used to move the air are usually stamped from sheet
metal, an economical method of manufacture, but as a result they are not aerodynamically
efficient. A well-designed blade could reduce electrical power required to move the air by a third.

Air Filtration and Cleaning

Air cleaning and filtration is an important factor of our indoor environment because
cleaning the air filters out what the lungs cannot by removing particles, contaminants, vapours
and gases from the air. The filtered and cleaned air then is used in heating, ventilation and air
conditioning. Air cleaning and filtration should be taken in account when protecting our building
environments.

Refrigerant development
The first air conditioners and refrigerators employed toxic or flammable gases, such
as ammonia, methyl chloride, or propane, that could result in fatal accidents when they
leaked. Thomas Mingle, Jr. created the first non-flammable, non-toxic chlorofluorocarbon
gas, Freon,

in

1928.

The

name

any Chlorofluorocarbon (CFC), Hydra

is

a trademark name

owned

chlorofluorocarbon (HCFC),

by DuPont for
or

Hydro

fluorocarbon (HFC) refrigerant. The refrigerant names include a number indicating the molecular
composition (e.g. R-11, R-12, R-22, R-134A). The blend most used in direct-expansion home
and building comfort cooling is an HCFC known as R-22.
R-12 was the most common blend used in automobiles in the US until 1994, when most
designs changed to R-134A due to the ozone-depleting potential of R-12. R-11 and R-12 are no
longer manufactured in the US for this type of application, so the only source for airconditioning repair purposes is the cleaned and purified gas recovered from other air conditioner
systems. Several non-ozone-depleting refrigerants have been developed as alternatives,
including R-410A. It was first commercially used by Carrier Corp. under the brand name Puron.

Modern refrigerants have been developed to be more environmentally safe than many of
the early chlorofluorocarbon-based refrigerants used in the early- and mid-twentieth century.
These include as HCFCs (R-22, used in most U.S. homes even before 2011) and HFCs (R-134a,
used in most cars) have replaced most CFC use. HCFCs, in turn, are supposed to have been in
the process of being phased out under the Montreal Protocol and replaced by hydro
fluorocarbons (HFCs) such asR-410A, which lack chlorine. HFCs, however, contribute to
climate change problems. Moreover, policy and political influence by corporate executives
resisted change. Corporations insisted that no alternatives to HFCs existed.
The environmental organization Greenpeace solicited a European laboratory to research
an alternative ozone- and climate-safe refrigerant in 1992, gained patent rights to a hydrocarbon
mix of is pentane and isobutene, but then left the technology as open access. Their activist
marketing first in Germany led to companies like Whirlpool, Bosch, and later LG and others to
incorporate the technology throughout Europe, then Asia, although the corporate executives
resisted in Latin America, so that it arrived in Argentina produced by a domestic firm in 2003,
and then finally with giant Bosch's production in Brazil by 2004. In 1995, Germany made CFC
refrigerators illegal. DuPont and other companies blocked the refrigerant in the U.S. with the
U.S. E.P.A., disparaging the approach as "that German technology. Nevertheless, in 2004,
Greenpeace worked with multinational corporations like Coca-Cola and Unilever, and later
PepsiCo and others, to create a corporate coalition called Refrigerants Naturally. Then, four years
later, Ben & Jerry's of Unilever and General Electric began to take steps to support production
and use in the U.S. Only in 2011 did the E.P.A. finally decide in favour of the ozone- and
climate-safe refrigerant for U.S. manufacture.

Evaporative cooling
In very dry climates, evaporative coolers, sometimes referred to as swamp coolers or
desert coolers, are popular for improving coolness during hot weather. An evaporative cooler is a
device that draws outside air through a wet pad, such as a large sponge soaked with water.
The sensible heat of the incoming air, as measured by a dry bulb thermometer, is reduced.
The total heat(sensible heat plus latent heat) of the entering air is unchanged. Some of the

sensible heat of the entering air is converted to latent heat by the evaporation of water in the wet
cooler pads. If the entering air is dry enough, the results can be quite cooling. Evaporative
coolers tend to feel as if they are not working during times of high humidity, when there is not
much dry air with which the coolers can work to make the air as cool as possible for dwelling
occupants. Unlike other types of air conditioners, evaporative coolers rely on the outside air to be
channelled through cooler pads that cool the air before it reaches the inside of a house through its
air duct system; this cooled outside air must be allowed to push the warmer air within the house
out through an exhaust opening such as an open door or window. These coolers cost less and are
mechanically simple to understand and maintain.

PROFILE OF THE COMPANY

Incepted in the year 2002, Cosmic Equipments India Pvt. Ltd. have
been a leading name engaged in manufacturing, supplying and wholesaling
a wide range of air terminal and air distribution products like air valves,
air damper. The company is a vital part of R. K. Group of companies and
since its inception we have strive to establish a mutually beneficial and long
lasting relationships with our customers. Equipped with the highest quality
management systems, we offer a host of high-Quality extruded aluminium
products for our clientele, all across the globe. Our unmatched engineering,
designing and moulding capabilities has enabled us to deliver excellent
quality with most affordable prices. We stringently follow our quality policies
to manufacture superlative products through an unending assistance from
the

Quality

Management

System

that

we

have

applied

within

our

organization which guarantees high quality standards in all the products right
from incoming stage to final stage. We have a long list of clients that
includes some of the leading names of the domestic and international market
and have satisfied them with our products and fair business deals owing to

which they do repeated business with us. We are looking for queries
from

Chennaipattanam,

Chennai

or

Madras,

Kanchipuram

and

Tiruvallur.

Product Portfolio

Procuring superior quality raw material such as aluminium from reliable vendors across the
globe, we have been able to manufacture an optimum range of air terminal and air distribution
products such as Grilles which comprises of Linear fixed Bar Grille, Double Deflection grille
and many more. Diffusers such as Slot Diffusers, Armstrong Board / Regular Diffusers and Jet
diffusers that have been manufactured adopting latest technological developments. Available in
standard sizes and shapes our wide range of Louvers are a collection of innovative products that
are loaded with world class quality features. We also manufacture Dampers such as volume
control

dampers,

Salient Features of our products are:

Rugged construction

Dimensionally accurate

Proper deflections

Standardized finishes

Customized designs

Easy to install

fire

dam

more.

Our Mentors

Under the active leadership of our founder member Mr. R. Kothandam, we have stood out as a
most prominent manufacturer and supplier of various types of air terminal and air distribution
products. He holds a vast industrial experience in manufacturing and erection of air terminal and
air distribution products and have guided us through the ups and downs of business.
Managed by Mr. K. Saravanan, who holds vast experience in marketing and manufacturing of
these Air distribution products and have sheered our path to achieve the pinnacle of success.

Team of Experts

The company has the assistance of a team of highly experienced individuals, whose extensive
process knowledge assist us in providing flawless range of air terminal and air distribution
products. The entire workforce is categorized into different teams so as to ensure the flawless
execution of orders. Every team has a separate job to handle and they complete the assigned task
effectively in the given times frame.
Salient Features of our products are:

Rugged construction

Dimensionally accurate

Proper deflections

Standardized finishes

Customized designs

Easy to install

Our Mentors
Under the active leadership of our founder member Mr. R. Kothandam, we have stood out as a
most prominent manufacturer and supplier of various types of air terminal and air distribution
products. He holds a vast industrial experience in manufacturing and erection of air terminal and
air distribution products and have guided us through the ups and downs of business.
Managed by Mr. K. Saravanan, who holds vast experience in marketing and manufacturing of
these Air distribution products and have sheered our path to achieve the pinnacle of success.

Our workforce comprises of:

Engineers

Technocrats

Designers\Software personnel

Quality inspectors

Research and development professional

Sales and marketing personnel

Skilled workforce

the companys engineers and technocrats have in depth knowledge of the industry related process
and provide their effective assistance in manufacturing and superior.
Making flexible use of CAD & CAM software, our designers/software personnel quality helps us
in innovating products as per the specifications of our clients. These are perfectly assisted by our
R&D professional who conduct regular market research and provide designers the necessary
information regarding the changes

market.

Efficiency and skills of the workforce is extremely crucial in the progress of our company.
Hence, we hold regular training sessions for them to better their skills and knowledge about
latest happenings in our work field. Our supervisors keep highest level of interactions with the
workforce for bettering the knowledge level of the workforce & qualitative productions.
The company offers premium quality of products that have been appreciated by our clients all
over the world. We make use of state of art infrastructure and have created long lasting relations
with our clients on the basis of following parameters that include:

High performance

Cost effective

Customization of goods

Well organized team

Sound infrastructure

Wide client network

On time delivery

Research and Development

Our modern R&D department is well equipped with latest tools and equipments that help
our researchers in conducting various projects. The important information that are obtained after
the completion of research work help the production team in manufacturing value added
industrial supplies. Our researchers work on different aspects related to our product range to
make them qualitatively superior. They keep themselves abreast with the latest findings and
innovates new technology that can increase the production capacity of our manufacturing unit.

Company Factsheet

Basic Information

Nature of Business

Manufacturer

Supplier

Wholesaler

Key Customers

Voltas Ltd

ETA Engineering Pvt. Ltd.

Trac Fujico Air Systems Ltd.

L.G.

Hitachi

Industry

Air distribution products

Registered Address

9- A, Kalaivani Street Extention,

Keelkattalai, Chennai, Tamil Nadu
- 600 117

Year of Establishment

2002

Total Number of
Employees

51 to 100 People

Legal Status of Firm

Private Ltd. Co. Registered under

Indian Companies Act 1956

Proprietor Name

Mr. K. Saravanan

Infrastructure
Location Type

Semi-Urban

Building Infrastructure

Permanent

Size of Premises

4,500 square feet

Company USP
Quality
Measures/Testing
Facilities

Yes

CHAPTER-III
RESEARCH METHODOLOGY
Introduction:
Research is the process of systematic and in-depth study or search for any particular
topic, subject or area of investigation, backed by collection, compilation, presentation and
interpretation of relevant details or data. Research methodology is a way to systematically solve
the research problem. It may be understood as a science of studying how research is done
scientifically.
Research may develop hypothesis and test it. In it we study the various steps that are
generally adopted by the researcher in studying his research problem along with the logic behind
them.
Research must be based on fact observable data forms a sound basis for research
inductive investigation lead better support to research finding for analyzing facts a scientific
methodology of analysis must be developed and result interpreted logically.

It is necessary for the researcher to know not only the research method or techniques
but also the methodology. Thus, when we talk of research methodology we not only talk of the
research methods but also consider the logic behind the methods we use in the context of our
research study and explain why we are using a particular method or technique and why we are
not using others so that research results. are capable of being evaluated either by the researcher
himself or by others.
Research problems would result in certain conclusions by means of logical analysis
which the decision-maker may use for his action or solution.

Research design:
A research design is purely and simply the frame work plan for a study that guides the
collection and analysis of a data. In this study the researcher has adopted descriptive research
design.

Descriptive research design:

It includes surveys and fact finding enquires of different kinds. It simply describes something
such as a demographic of employees. It deals with description of the state of offers as it is and
the researchers have no influence on the respondents.

Data collection:
Data collection is one of the most important aspects of research. For the success of any
project accurate data is very important and necessary. The information collected through research
methodology must be accurate and relevant.

Methods of data collection:

Primary Data
Secondary Data
Primary Data:

Data collected by a researcher is known as primary data. It is collected by a

person for his own use obtained from findings. This is considered as firsthand
information. This is that data which is collected by us to meet our own specific purpose.
The data is collected by the means of questionnaire filled in by the employees at different
posts of cosmic equipments(india) pvt ltd. This method of data collection is very popular
particularly in big manufacture organizations.

Secondary Data:
Secondary data means data that are already available i.e., they refer to data which
has already been collected and analyzed by someone else. This type of data information
can also be used by the researcher for his use as second hand information sources through
which secondary data can be collected. Secondary data may either be published data or
unpublished data.

The research approach:

Survey Method

The research instrument:

Questionnaire

The respondents:
The employees of the organization.

Sampling:
It is the process of selecting representative subset of a total population for obtaining data
for the study of the whole population the subset is known as sample. The sample size is selected
for the study 100 employees. The techniques of sampling unit in this study are convenience
sampling.

Convenience sampling:
In this method the sample units are chosen primarily on the basis of the convenience to
the researcher.

Statistical tool: SPSS 20

Statistical analysis used:
A Simple percentage analysis
B T-Test
C. Chi- square test
D. one way Anova test

A. Simple percentage analysis:

Simple percentage can also be used to compare the relationship distribution of two or
more items. For calculations the simple percentage the following formula used.
Percentage of the respondents = Number of respondents/Total respondents*100

B. T -Test
T Test is often called Student's T test in the name of its founder "Student". T test is used to
compare two different set of values. It is generally performed on a small set of data. T test is
generally applied to normal distribution which has a small set of values. This test compares the
mean of two samples. T test uses means and standard deviations of two samples to make a
comparison. The formula for T test is given below:

Formula

Where,
x1 = Mean of first set of values
x2 = Mean of second set of values
S1 = Standard deviation of first set of values
S2 = Standard deviation of second set of values
n1 = Total number of values in first set
n2 = Total number of values in second set.

C. Chi-Square
Chi-square is a statistical test commonly used to compare observed data with data we would
expect to obtain according to a specific hypothesis. For example, if, according to Mendel's laws,
you expected 10 of 20 offspring from a cross to be male and the actual observed number was 8
males, then you might want to know about the "goodness to fit" between the observed and
expected. Were the deviations (differences between observed and expected) the result of chance,
or were they due to other factors. How much deviation can occur before you, the investigator,
must conclude that something other than chance is at work, causing the observed to differ from
the expected. The chi-square test is always testing what scientists call the null hypothesis, which
states that there is no significant difference between the expected and observed result.
The formula for calculating chi-square (

(o-e)2/e

D.ANOVA TEST

) is:

Anova is a statistical test which analyzes variance. It is helpful in making comparison of two or
more means which enables a researcher to draw various results and predictions about two or
more sets of data. Anova test includes one-way anova, two-way anova or multiple anova
depending upon the type and arrangement of the data. One-way anova has the following test
statistics:
Anova Formula
F = MST/MSE
Where,
F = Anova Coefficient
MST = Mean sum of squares of total
MSE = Mean sum of squares due to error.

Questionnaire:
The questionnaire is prepared in such a way that is correct the comprehensive objectives
of the study. Open end, multiple choice of questionnaire adopted in this research.

Period of study:
The time period of the study is 3 months.

DATA ANALYSIS AND INTERPRETATION

TABLE:4.1

Table representing the gender - wise classification

Gender
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

MALE

33

33.0

33.0

33.0

FEMALE

67

67.0

67.0

100.0

100

100.0

100.0

Total

Interpretation:
Among the total number of respondents, 33% of the respondents are male respondents and 67%
of the respondents are female respondents.

TABLE:4.2
Table representing the age -wise classification.
Age
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

below25yrs

33

33.0

33.0

33.0

26-30yrs

34

34.0

34.0

67.0

31-35yrs

26

26.0

26.0

93.0

36-40yrs

7.0

7.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents ,33% of respondents are below 25 years of the
old,34% of respondents are 26-30 years of the old,26% of respondents are 31-35 years of the
old,7% of respondents are 36-40 years of the old.

TABLE :4.3

Table representing the marital status wise classification

Status
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

single

73

73.0

73.0

73.0

Married

27

27.0

27.0

100.0

100

100.0

100.0

Total

Interpretation
Among the total number of respondents of 73% respondents are single and 27%
respondents are married.
Education level
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

no formal education

13

13.0

13.0

13.0

school level education

20

20.0

20.0

33.0

under graduates

46

46.0

46.0

79.0

post graduates

21

21.0

21.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 46% of respondents have done Under graduate,
21% of respondents have done Post graduate, 20% of respondents have school level education,
13% of respondents have no formal education.
Experience
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

within 2 yrs

13

13.0

13.0

13.0

within 3 yrs

20

20.0

20.0

33.0

within 4 yrs

27

27.0

27.0

60.0

within 5 yrs

21

21.0

21.0

81.0

above 5 yrs

19

19.0

19.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 27% of respondents have 4 years experience,
21% of respondents have 5 years experience, 20% of respondents have 3 years experience, 19%
of respondents have above 5 years and 13% of respondents have 2 years experience.
Salary
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

below Rs.10000

13

13.0

13.0

13.0

Rs 10001 to 20000

20

20.0

20.0

33.0

Rs 20001 to 30000

27

27.0

27.0

60.0

Rs 30001 to 40000

21

21.0

21.0

81.0

Rs above 40000

19

19.0

19.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 27% of respondents are in 20001 to
30000 income group, 21% of respondents are in 30001 to 40000 income group,
20% of respondents are in 10001to 20000 income group, 19% of respondents are
in above 40000 income group and 13% of respondents are in below 10000 income
group.
Are you provided with adequate training facilities?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

67

67.0

67.0

67.0

no

33

33.0

33.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 67% of respondents are happy with
the current training facilities provided by the company, 33% of respondents are not
happy with the training facilities.
Is the relationship with superior cordial?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

81

81.0

81.0

81.0

no

19

19.0

19.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 81% of respondents having good relationship
with superior cordial, 19% of respondents are not having a good relationship with superior
cordial.
Is the relationship with co-workers cordial?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

66

66.0

66.0

66.0

no

34

34.0

34.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 66% of respondents having good relationship
with co-workers cordial, 34% of respondents are not having a good relationship with co-workers
cordial.

Are you provided with reasonable incentives?

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

53

53.0

53.0

53.0

no
Total

47

47.0

47.0

100

100.0

100.0

100.0

INTREPRETION:
Among the total number of respondents, 53% of respondents are happy with
the incentives provided by the company, 47% of respondents are not happy with
the incentives.

Are you give superiors opportunity to communicate your

ideas, complaints to you directly?

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

88

88.0

88.0

88.0

no

12

12.0

12.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 88% of respondents are happy that
the superiors giving opportunity to the employees ideas, 12% of respondents are
not happy because they feel the superiors are not giving opportunity for the
employees ideas.
Do you feel that you are getting a feedback from the
management regarding your performance from time to time
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

40

40.0

40.0

40.0

no

60

60.0

60.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 40% of respondents are felt good
that they getting a feedback from the management regarding their performance
from time to time, 60% of respondents are not felt good that they getting a
feedback from the management regarding their performance from time to time.
Are you satisfied with the safety measures in the
organisation?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

79

79.0

79.0

79.0

no

21

21.0

21.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 79% of respondents are satisfied
with the safety measures in the organisation, 21% of respondents are not satisfied
with the safety measures in the organisation.
Are you provided with the reasonable & adequate leave
facilities?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

74

74.0

74.0

74.0

no

26

26.0

26.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 74% of respondents are happy with
the leave facilities provided by the company, 26% of respondents are not happy
with the leave facilities.

Are you satisfied with the availability of ventilation and

lighting, etc?
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

yes

79

79.0

79.0

79.0

no
Total

21

21.0

21.0

100

100.0

100.0

100.0

INTREPRETION:
Among the total number of respondents, 79% of respondents are satisfied
with the availability of ventilation and lighting in the organisation, 21% of
respondents are not satisfied with the availability of ventilation and lighting.

Are you provided with transport facilities?

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

Yes

18

18.0

18.0

18.0

No

82

82.0

82.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 18% of respondents are happy with
the transport facilities provided by the company, 82% of respondents are not happy
with the transport facilities.
Over all scoring
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

11

6.0

6.0

6.0

12

13

13.0

13.0

19.0

13

7.0

7.0

26.0

14

20

20.0

20.0

46.0

15

21

21.0

21.0

67.0

16

13

13.0

13.0

80.0

17

7.0

7.0

87.0

18

13

13.0

13.0

100.0

100

100.0

100.0

Total

Do you feel that the current job give you more satisfaction
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

27

27.0

27.0

27.0

Agreed

34

34.0

34.0

61.0

Neutral

13

13.0

13.0

74.0

Disagreed

13

13.0

13.0

87.0

strongly disagreed

13

13.0

13.0

100.0

Total

100

100.0

100.0

INTREPRETION:
Among the total number of respondents, 34% of respondents are agreed
with the current job that gives the more satisfaction, 27% of respondents are
strongly agreed with the current job, 13% of respondents are neither agreed nor
disagreed the current job.
Is the recreation facilities satisfaction
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

20

20.0

20.0

20.0

agreed

13

13.0

13.0

33.0

neutral

27

27.0

27.0

60.0

disagreed

27

27.0

27.0

87.0

strongly disagreed

13

13.0

13.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 27% of respondents are neither
agreed nor disagreed with the recreation facilities, 20% of respondents are strongly
agreed with the recreation facilities.

do you feel the motivation in the organisation is adequate

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

20

20.0

20.0

20.0

neutral

47

47.0

47.0

67.0

dis agreed

20

20.0

20.0

87.0

strongly disagreed

13

13.0

13.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 47% of respondents are
neither agreed nor disagreed the motivation factor in the organisation,
20% of respondents are strongly agreed the motivation factor in the
organisation.

do you feel that the management adopts a systematic grievance

redresses procedure to settle the grievances
Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

20

20.0

20.0

20.0

Agrred

13

13.0

13.0

33.0

Neutral

27

27.0

27.0

60.0

dis agreed

27

27.0

27.0

87.0

strongly disagreed

13

13.0

13.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 27% of respondents are neither
agreed nor disagreed that the management adopts a systematic grievance redressel
procedure to settle the grievances, 20% of respondents are strongly agreed that the
management adopts a systematic grievance redressel procedure to settle the
grievances.

Is the first aid and medical facilities are available on time

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

13

13.0

13.0

13.0

Agrred

54

54.0

54.0

67.0

Neutral

14

14.0

14.0

81.0

7.0

7.0

88.0

12

12.0

12.0

100.0

100

100.0

100.0

dis agreed
strongly disagreed
Total

INTREPRETION:
Among the total number of respondents, 14% of respondents are neither
agreed nor disagreed with the first aid and medical facilities available on time,
54% of respondents are agreed with the first aid and medical facilities available on
time.

Is there growth in your position

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

42

42.0

42.0

42.0

Agrred

33

33.0

33.0

75.0

Neutral

7.0

7.0

82.0

12

12.0

12.0

94.0

6.0

6.0

100.0

100

100.0

100.0

dis agreed
strongly disagreed
Total

INTREPRETION:
Among the total number of respondents, 42% of respondents are strongly
agreed that there is a growth in their position, 33% of respondents are agreed that
there is a growth in their position.

how does the organisation support your careers development

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

14

14.0

14.0

14.0

agrred

28

28.0

28.0

42.0

neutral

7.0

7.0

49.0

dis agreed

21

21.0

21.0

70.0

strongly disagreed

30

30.0

30.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 30% of respondents are strongly
disagreed that the organisation supports their career development, 28% of
respondents are agreed that the organisation supports their career development.

Are you aware satin tied with our company policies

Frequency

Percent

Valid Percent

Cumulative
Percent

Valid

strongly agreed

28

28.0

28.0

28.0

agrred

25

25.0

25.0

53.0

neutral

21

21.0

21.0

74.0

dis agreed

14

14.0

14.0

88.0

strongly disagreed

12

12.0

12.0

100.0

100

100.0

100.0

Total

INTREPRETION:
Among the total number of respondents, 28% of respondents are strongly
agreed that they aware of satin tied with their company policies, 25% of
respondents are agreed that they aware of satin tied with their company policies

STATISTICAL TOOL

Hypothesis-1

T-TEST
Representing the non-monetary benefits with the gender of the respondents
Null hypothesis (H0)
There is no significant difference between non-monetary benefits and genders .
Alternative hypothesis (H1)
There is significant difference between non monetary benefits and genders .
NON MONETARY BENEFITS OF THE RESPONDENTS * GENDERS OF THE
RESPONDENTS. T-TEST.

Group Statistics
gender
overall score

Mean

Std. Deviation

Std. Error Mean

MALE

33

24.82

7.856

1.368

FEMALE

67

20.57

6.088

.744

Levines Test for Equality of Variances

F

Equal variances
overall

assumed

score

Equal variances
not assumed

INTERPRETATION:

Sig.

.760

.385 2.976

df

Sig. (2-

Mean

Std. Error

tailed)

Difference

Difference

98

.004

4.251

1.428

2.731 51.546

.009

4.251

1.557

There is significant difference between non-monetary benefit and the gender of

respondents .Since the t test value 3.014 is greater than 2.56 , the alternative
hypothesis is accepted at 1% significance level . Based on the mean value it can be
found that the female employees ( M = 7.06 , D = 1.84 ) strongly agree that nonmonetary benefits motivate the employees in the company .

Hypothesis-5
ONE-WAY ANOVA
Representing the rewards system between age of the respondents
Null hypothesis (H0)
There is no significant differences between rewards system of the company and age of
the respondents.
Alternative hypothesis (H1)
There is significant difference between rewards system of the company and age of the
respondents.
REWARDS SYSTEM OF THE RESPONDENTS * WORKING EXPERIENCEOF THE
RESPONDENTS. ONE WAY ANOVA TEST.

ANOVA
Overallscore
Sum of Squares
Between Groups

Df

Mean Square

670.869

167.717

Within Groups

4150.041

95

43.685

Total

4820.910

99

Overallscore
Duncan
experience

Subset for alpha = 0.05

1

within 2 yrs

13

within 5 yrs

21

21.67

within 3 yrs

20

22.90

above 5 yrs

19

23.21

within 4 yrs

27

23.74

Sig.

15.54

1.000

.387

F
3.839

Sig.
.006

INTERPRETATION;

There exist a significant relationship between the age and the reward system of the
company. form the post hoc results it can be interpreted that the respondent in the
36-40 years age group and above 40 years age group are satisfied with the current
reward system followed in the company.

Gender * are you provided with adequate training factices?

H0: There is no significant association between gender and adequate training facilities.
H1: There is a significant association between gender and adequate training facilities.

Cross tabulation

are you provided with adequate

Total

training facities?
yes
Count

27

33

81.8%

18.2%

100.0%

40.3%

18.2%

33.0%

40

27

67

59.7%

40.3%

100.0%

59.7%

81.8%

67.0%

67

33

100

67.0%

33.0%

100.0%

100.0%

100.0%

100.0%

% within gender
MALE

No

% within are you provided

with adequate training
facities?

Gender

Count
% within gender
FEMALE

% within are you provided

with adequate training
facities?
Count
% within gender

Total

% within are you provided

with adequate training
facities?

Chi-Square Tests

Value

Pearson Chi-Square
Continuity Correction
Likelihood Ratio

Asymp. Sig. (2-

Exact Sig. (2-

Exact Sig. (1-

sided)

sided)

sided)

.027

3.942

.047

5.199

.023

4.891
b

df

Fisher's Exact Test

Linear-by-Linear Association
N of Valid Cases

.041
4.843

.028

100

a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.89.
b. Computed only for a 2x2 table

INTERPRETATION:

.021

The Pearson chi-square value, 4.891 is significant at 1% level, so the alternate hypothesis
is accepted. From the above table and chart, it can be interpreted that about 40.3% of male
respondents have accepted the current training facilities while 59.7% of female respondents of a
company respectively.

Age * are you provided with reasonable incentives?

H0: There is no significant association between age and provided with reasonable
incentives.
H1: There is a significant association between age and provided with reasonable incentives.

Crosstab
are you provideed with reasonable

Total

incentives?
Yes
age

Count
below25yrs

% within age
% within are you provideed
with reasonable incentives?
Count

26-30yrs

% within age
% within are you provideed
with reasonable incentives?

31-35yrs

Count
% within age

no
20

13

33

60.6%

39.4%

100.0%

37.7%

27.7%

33.0%

14

20

34

41.2%

58.8%

100.0%

26.4%

42.6%

34.0%

19

26

73.1%

26.9%

100.0%

% within are you provideed

with reasonable incentives?

35.8%

14.9%

26.0%

0.0%

100.0%

100.0%

0.0%

14.9%

7.0%

53

47

100

53.0%

47.0%

100.0%

100.0%

100.0%

100.0%

Count
36-40yrs

% within age
% within are you provideed
with reasonable incentives?
Count

Total

% within age
% within are you provideed
with reasonable incentives?

Chi-Square Tests
Value

Df

Asymp. Sig. (2sided)

Pearson Chi-Square
Likelihood Ratio
Linear-by-Linear Association
N of Valid Cases

.002

17.658

.001

1.019

.313

14.775

100

a. 2 cells (25.0%) have expected count less than 5. The minimum

expected count is 3.29.

S roup

INTERPRETATION:
The Pearson chi-square value, 14.775 is significant at 1% level, so the alternate
hypothesis is accepted. From the above table and chart, it can be interpreted that 38% of
respondents below 25 years age group are more happy with the incentives while 26.4% of
respondents 26-30 years age group have less satisfaction respectively.

FINDINGS

Majority of 50% of employees are of age group between 40-50

It can be found that there are more female candidate than male who are working in
the company
Majority of 60% of employees educational qualification is below UG
It is found that employees working in cosmic equipments private ltd are getting
salary above 20,000.
It is observed that 48% of employees agrees with recreation facilities
Many of them agree that there is adequate motivation
Majority of 58% of the employees are strongly agree that there is satisfaction in their

job
68% of employees have good relationship with superior
60% of employees are having good relationship with co-workers
Nearly 79% of employees are provided with reasonable incentives
It is found that Majority 63% of the employees are agreed with getting feedback from

the management regarding their performance

Almost 65% of the employees are highly satisfied with freedom and autonomy to do
the job
Majority 74% of the employees strongly agree with availability of first aid and
medical facilities on time
55% of the employees strongly agree with the point that the climate in their
organization is more suitable to their psychological feelings
Many employees are satisfied with the leave facilities in organization
53% of the employees are satisfied with the safety measures provided by the
company
75% of the employees are satisfied with the ventilation and lighting facility available
in organization

SUGGESTIONS

Incentives are an important factor for motivating the employees. Both financial and
non-financial incentives induce the workers to perform their job better. Incentives can also
help the employees to improve their standard of living and workers commitment to the job
will be increased the company can take necessary steps to improve the incentive schemes to
satisfy the employees to improve their standard of living.
Sufficient leave facilities will help the employees to work efficiently. If the provision
of leave is not sufficient to the workers then it will lead to mental stress to them. Leave
facilities will help to improve the performance of the employees. The company can extend
the leaves facilities to satisfy more the employees.
Feedback from the management regarding the performance of the employees is very
essential to increase the performance employees. The management should give to the
employees so as to make them to understand their importance in the company. The company
can give both positive and negative feedback to the employees to improve themselves. It
helps to know their strength and weakness.

CONCLUSION

Quality of work life is a driving force in an organization. If the employees are

provided with proper facilities and good working environment, it will definitely increase the
performance of employees.
From the above study it is clear that the quality of work life is good in COSMIC
EQUIPMENTS(INDIA)PVT.LTD. The employees feel better within organization and are
loyal. Employees are satisfied with the quality of work life such as incentives, relationship
with the superior by that they also gets opportunity to communicate their ideas, complaints
directly.

QUESTIONNAIRE

1. Name

...

2. Gender
a) Male

.
b) Female

3. Age
a) Below 25years
d) 36-40years

b) 26-30 years

c) 31-35 years

e) above 40 years

4. Marital status:
a) Single

b) Married

5. Education level:
a) No formal education
d)Post graduate

b) School level education

c) Under graduate

e) Other please specify

6) How many years have you been working in this company?

a) within 2yrs

b) within 3 yrs

d) within 5 yrs

c) within 4 yrs

e) above 5yrs

7) Salary of the employee per month

a) Below Rs.10000

b) Rs 10001 to 20000

d) Rs 30001 to 40000

e) Rs above 40000

c) Rs 20001 to 30000

8. Are you provided with adequate training facilities?

a) Yes
b) No
9. Is the relationship with superior cordial?
a) Yes
b) No
10. Is the relationship with co-worker cordial?
a) Yes
b) No
11. Are you provided with reasonable incentives?
a) Yes

b) No

12. Are you give superiors opportunity to communicate your ideas, complaints to your
directly
a) Yes

b) No

13. Do you feel that you are getting a feedback from the management regarding your
performance from time to time
a) Yes
b) No
14. Does the management gives you enough freedom and autonomy to do the job?
a) Yes
b) No
15. Are you satisfied with the safety measures in the organization?
a) Yes
b) No
16. Are you provided with the reasonable & adequate leave facilities?
a) Yes
b) No
17. Are you satisfied with the availability of ventilation and lighting, etc?
a) Yes
b) No
18. Are you provided with transport facilities?
a) Yes
b) No
S.N
O
19
20
21
22

23
24
25
26
27

FACTORS
Do you feel that the current job give you more satisfaction
Is the recreation facility satisfaction
Do you feel that the motivation in the the organization is
adequate
Do you feel that the management adopts a systematic
grievance redresseal procedure to settle the grievances
Medical facility
Is the first aid and medical facilities are available on time
Job related skills
How beatifying is the records system in your company
Is there growth in you position
How does the organization support your careers
development
Are you aware satin tied with your company policies

S
A

SD

BIBLIOGRAPHY

K.ASWAHTHAPPA, Human Resource and Personnel Management, (2001)

DR.P.C.Pardeshi, Human Resource Management,(2005)
Margaret Dale Kogan, Page Publishers, 2003
Gareth Roberts, CIPD Publishing, 1997