Final

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

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D.K.S.S.K.N CHIKODI
Objectives of Study:
 To study job description format of employees in various department. Of D.K.S.S.K.N
N Factory.
 To study the organization structure working style and the corporate culture followed
 To focus the study in the areas of Job Description as a HR Tool
 To study how job description helps to do the employees to improve the
productivity & performances
 Helping the organisation in forming the new job titles and giving them a valuable
input in terms of recommendations
Need of the Study
This study clear that whether Job descriptions at D.K.S.S.K.N Factory provide an
opportunity to clearly communicate the company direction and where the
employee fits inside of the big picture of factory in various department.
• This study shows how Job descriptions set clear expectations for what the
company expects from people
Whether the company is recruiting new employees or posting jobs for internal applicants, job
descriptions tell the candidate exactly what it want in your selected person.
To visualize Well-written job descriptions help organization employees, who must work with
the person hired, understand the boundaries of the person's responsibilities.

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

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

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

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

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D.K.S.S.K.N CHIKODI
People who have been involved in the hiring process are more likely to support the success of
the new employee or promoted co-worker. Developing job descriptions is an easy way to
involve people in your organization's success.
That said, for an effective organization in this decade, job descriptions can slow te
organization working down. They can strangle the organisation success and put people back
into the organizational chart boxes where it has been asking them to break out of for years.
In addition to the updating of regular goals and objectives suggested above, job descriptions
are an integral part of the performance management and evaluation system. They are used to
determine salary increases and bonus eligibility. They are a job reference for determining
how an employee spends her time at work. They provide a measurable focus for energy and
attention.

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

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D.K.S.S.K.N CHIKODI
1. Job Identification:
It contains the information like Job Title which specifies the name of the job such as
supervisor of data processing operations, marketing manager or inventory control clerk. Date
is the date the job description was actually written, and prepared by indicates who wrote it.
2. Job Summary:
The job summary should describe the general nature of the job, and includes only its major
functions or activities. It includes the general statement which gives the flexibility in
assigning the duties.
3. Responsibilities and Duties:
It presents the list of job’s major responsibilities and duties. Duties include establishing the
goals, executing plans and procedures and some strategies.
4. Authority of incumbent:
It also defines the limits of job holders authority, decision authority, direct supervision of
other personnel and budgetary limitations.
5. Standard of Performance:
Some job descriptions contain a standard of performance section. This lists the standards the
employees is expected to achieve under each of job description’s main duties and

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D.K.S.S.K.N CHIKODI
responsibilities. Each duty listed in the job description, should result in a usable set of
performance standards.
6. Working Conditions:
The job description may also list the working conditions involved on the job. These might
include things like noise level, hazardous conditions or heat etc.,
7. Job Specifications:
The job specification takes the job description and answers the question, what human traits
and experience are required to do this well. It shows what kind of person to recruit and for
what qualities that person should be tested. The job specification may b a section of the job
description or the separate document entirely.
4.3 Major Steps of Job Description:
Job analysts have to write the job description after consulting the worker and the
supervisor. After writing the preliminary draft, the job analyst has to get further comments
and criticism from the worker and supervisor before preparing the final draft. The following
modes may be used in writing job description
1. Get the questionnaire filled in by the immediate supervisor of the employee.
2. Job analysts has to complete the job description form by the observing the actual work
being done by the employee and
3. All the information pertaining to the job should be secured from the worker.

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

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D.K.S.S.K.N CHIKODI
i) Job grading and classification;
ii) Transfers and promotions;
iii) Adjustments of grievances;
iv) Defining and outlining promotional steps;
v) Establishing a common understanding of a job between employers and
employees;
vi) Investigating accidents;
vii) Indicating faulty work procedures or duplication of papers;
viii) Maintaining, operating and adjusting machinery;
ix) Time and motion studies;
x) Defining the limits of authority;
xi) Indicating case of personal merit;
xii) Facilitating job placement:
xiii) Studies of health and fatigue
xiv) Scientific guidance
xv) Determining jobs suitable for occupational therapy
xvi) Providing hiring specifications: and
xvii) Providing performance indicators.
Job description helps top executives, especially when they jointly discuss one another's
responsibilities, Overlapping or confusion can then be pointed out: questions can be raised

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D.K.S.S.K.N CHIKODI
about the major thrust of each position, and problems of structure can be identified. A job
description becomes a vehicle for organizational change and improvement.
Some companies have more than one job description for each job; a detailed version may
be used in training and in evaluating a job, while a shorter version may be used in planning
and hiring of management.
Components or contents of Job Description: A job description contains the following data:
(i) Job identification, or Organisational Position which includes the Job title, alternative
title, department, division, plants and code number of the job, The job title identifies and
designates the job properly, The department. Division. etc,. Indicate the name of the
department where it is situated - whether it is the maintenance department, mechanical shop.
etc, The location gives the name of the place, The portion of job description gives answer to
two important questions: to what higher level job is this job accountable; and who is
supervised directly'!
(ii) Job summary serves two important purposes, First it provides a short definition
which is useful as an additional identification information when a job title is not adequate.
Second it serves as a summary to orient the reader towards an understanding of detailed
information, which follows. It gives the reader a "quick capsule explanation" of the content
of a job usually in one or two sentences, 27
(iii) Job duties and responsibilies give a comprehensive listing of the duties together
with some indication of the frequency of occurrence or percentage of time devoted to each
major duty. It is regarded as the heart 'of a job, It tells us what needs to be done'! how it
should be done'! And why it should be done'! It also describes the responsibilities related to

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D.K.S.S.K.N CHIKODI
the custody of money, the supervision of workers and the training of subordinates.
(iv) Relation to other jobs : This helps to locate the job in the organization by indicating
the job immediately below or above it in the job hierarchy. It also gives an idea of the
vertical relationships of work flow and procedures.
(v) Supervision : Under it is given the number of persons to be supervised along with
their job titles. and the extent of supervision involved.- general, intermediate or close
supervision.
vi) Machine, tools and equipment define each major type or trade name of the
machines and tools and the raw materials used,
(vii) Working conditions usually give us information about the environment in which u
job holder must work. These include cold. heat, dust, wetness, moisture. Fumes , odour, oily,
conditions. etc. obtaining inside the organization.
(viii) Hazard s gives us the nature of risks to life and limb, their possibilities of
occurrence, etc.
Developing job Descriptions or Guidelines for Writing a Job Description:
Opinions differ on how to write job descriptions. Some experts are of the view that these
should be written in detail and in terms of work flow, other!! Fee that these should be written
in terms of goals or results to he achieved. in other words as performance : standards (or what
is popularity known as "management by objectives"). The prevalent thinking is that job
descriptions should be written in terms or duties and responsibilities i.e. in terms of functions
of functions performed.

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D.K.S.S.K.N CHIKODI
Job descriptions arc written by Personnel Department or its representatives.
Although there is no set way of writing a job description, the following pattern is fairly
typical, and used by many companies”
i) A paragraph is allocated to each major task or responsibility,
ii) Paragraphs are numbered and arranged in a logical order, task sequence of
importance
iii) Sentences are begun with an active verb, e.g. “types letters," "interviews the
candidates," "collects, sorts out. routes and distributes mail"
iv) Accuracy and simplicity are emphasized rather than an elegant style.
v) 'Brevity is usually considered to bl.' important but is largely conditioned by the
type of the job being analyzed and the need for accuracy,
vi) Examples of work performed are often quoted and are useful in making the job
description explicit.
vii) Job descriptions. Particularly when they arc used as buses for training often
incorporate details of the faults which may be encountered in operator tasks
and safety check points.
viii) Statements of opinion, such as “dangerous situations are encountered,” should be
abided.
ix) When job description are written for supervisory jobs, the main factors (such as
meaning cost control etc.) are identified and listed. Each factor is then broken
down into a series of elements which a note on the supervisor’s responsibilities.

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D.K.S.S.K.N CHIKODI
The British Institute of Management Publication adds four more guidelines’
i) Give a letter, concise and readily under stable picture of the whole job.
ii) Describe in sufficient detail each of the main duties and responsibilities; .
iii) Indicate the extent of direction received and supervision given,
iv) Ensure that a new employee understands the job if he reads the job description
Limitations of job Description :
In any use of job descriptions. it should be remembered that these descriptions are not
perfect reflections of the job, "The object of a job description is to differentiate it from other
jobs and set its outer " limits,"
Further, executives tend to carry work patterns with them into new jobs thus modifying
the job drastically.
'To avoid such problems_ care must be exercised in writing a job description to make it
as accurate as possible, and at the managerial or professional levels, it should be reviewed
and discussed after the job, jobs tend to be dynamic, not static. and a job description can
quickly go out of date, Therefore. Jobs should be constantly revised and kept up-to-date, and
the personnel and the other departmental heads should be apprised of changes,
Both supervisors and subordinates should understand,) the uses to which a job
description would be put so that appropriate information is recorded by them. The relevant
parties should agree that a jab description fairly reflects the job; otherwise job evaluation
and job performance review would seem to unfair.

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

17
D.K.S.S.K.N CHIKODI
LIMITATIONS OF THE STUDY:
The major limitations of the study was time. Within very short span of time the amount of
work that has to be carried out was very vast. And most our work was inclusive of the
confidential documents which were not supposed to be put in the project.
OBJECTIVES OF STUDY:
 To study job description format of employees in various department. Of
D.K.S.S.K.N Factory.
 To study the organization structure working style and the corporate culture followed
 To focus the study in the areas of Job Description as a HR Tool
 To study how job description helps to do the employees to improve the
productivity & performances
 Helping the organisation in forming the new job titles and giving them a valuable
input in terms of recommendations

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

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

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

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

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D.K.S.S.K.N CHIKODI
Country No. of units Average cane crushing Average cane crushing
per day (tones) per unit (tones)

Thailand 45 10307 140540
Australia 28 9216 183321
Brazil 213 9168 64018
South Africa 13 6877 137769
Mexico 67 4749 71015
Colombia 10 4590 214900
Cuba 156 4229 45538
Hawaii 9 4111 44111
Mauritius 16 3195 42970
India 430 2527 35000
*Based on 1998-99
Source: High Power Committee
Government enacted the Sugar Development Fund Act & Rules which provide for levy of.
Per qtl. Of sugar known as Sugar Development Fund (SDF). The SDF is utilized for granting
term loans to sugar mills for modernization and grants of research projects in the sugar r
besides creation of buffer stocks as and when required to ensure price stability. A number of
I are in the process of expanding their capacities and modernizing their plant with the
assistance: from SDF.
Government delicensed sugar sector in August, 1998. It is now open to
entrepreneurs to set up r mills without a license but at a distance of 15 kms away from the

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D.K.S.S.K.N CHIKODI
existing factory. Sugar unit’s r free to expand their capacity and also put up higher capacity
new units. This should help to consolidate and expand their capacities wherever cane
potential exists
PRESENT POSITION
I Indian Sugar industry am the second largest agro-processing industry in the country.
No. of sugar factories established 507
Total Capital Employed Rs. 50,000 Crores
Total Annual Turnover Rs. 25,000 Crores
Total Payment to Cane growers Rs. 18,000 Crores
Contribution to Central & State Exchequers Rs. 17,000 Crores + 800 Crores
Direct Employment: Rural Educated 5.00 Lakhs
Farmers / Families involved in Sugarcane (7.5% of 45 Million

Rural Population)
In global sugar economy, the Indian sugar industry has achieved a number of milestones.
 Largest Sugar Producer in 7 out of 10 years.

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D.K.S.S.K.N CHIKODI
 Second Largest Area under Cane/Cane Production.
 Amongst the cost-effective industries with its field cost (Sugar cane) being the second
lowest, despite small land-holdings and low productivity
 Fourth efficient processor of sugar despite low capacity of its sugar plants as
compared to very large-size plants in other parts of the world.

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D.K.S.S.K.N CHIKODI
POLICY:-
The present policy of partial decontrol 10% of production by each unit is
supplied for public distribution system i.e. as levy sugar at Govt. notified prices admittedly
below 20% of the actual cost of production. The levy sugar is I to the public irrespective of
their economic status. The balance 90% is sold in the free market against monthly\issued by
the Government. This policy has been continuing since 1967-68 except for brief periods of
de-control me during the years of surplus production and accumulated sugar stocks.
Government announces the Statutory Minimum Price (SMP) for sugarcane every year based
on recommendations of the Commission for Agricultural Costs and Prices (CACP). In the
year 3-04, Government announced Rs. 73.00 per quintal linked to a basic recovery of 8.5%.
For every 1% increase in recovery, the grower gets a premium of Rs.0.85./qtl. In actual
practice, the sugar pays much higher prices than SMP

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D.K.S.S.K.N CHIKODI
COMPANY PROFILE
The farmers in this are were very eager to have sugar factory. Most of the villages in
Chikkodi, Raibag, and Athani Taluk have fertile land and are situated near by Krishna River.
The founder Shree Chidanand B. Kore and chief promoter Shree shantappa Y. Mirgi felt it
necessary to start the factory in this area and the factory was registered by the support of
shareholders on 5th March 1969.
The factory is located 10 Kms away from Chikodi town in Belgaum District.
INDUSTRIAL LICENSE NUMBER
1) The Factory was got industrial license number for its original project as 1-25/N-
250/CC dated 16/10/1970.
2) For the fist phase expansion factory got industrial license number LI-450 (82) dated
05/07/1982 for the 2000 TCD.
3) For the second phase of expansion factory industrial license number as LI-408(92)
dated August 1992 for the 3500 TCD.
COST OF THE PROJECTS
a) The factory spent Rs. 337.00 lakhs as its original project.
b) For the first phase of expansion the factory incurred cost of Rs. 349.00 lakhs
c) For the second phase of expansion the factory spent of Rs. 2700.00 lakhs.

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

Industrial amongst members on Co-operative lives by promotions of principal and methods
of co-operative and joint forming methods so as to secure best merits of modern large scale
agriculture production to the owners of lands and for this purpose.
a) To encourage self help, thrift and co-operate amongst members.
b) To acquire lands either by way of purchase or otherwise for cultivation of Sugar-

cane and other cost and for erection of building, go downs staff quarters etc and for
installation of machinery’s.
c) To manufacture Sugar Jogger and their by products out of Sugar-cane grown and
supplied by members of the society and other and to sell the same to the best advantage.
d) To undertake such other activities as are identical and conductive to the

development of the society etc.

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D.K.S.S.K.N CHIKODI
e) To acquire and install machinery for the utilization of by products and buy raw
materials and sell finished products is the course of utilizing and marketing the by
products.
f) To organize the internal working system of the company as per McKinney’s 7s

framework.
ADMINISTRATION DEPARTMENT
The most of work of the department is future planning as a standardization of time

and work and dealing with other companies.
The work of administration department is conceptual decision taking with the

permission of Chairman, Director, M.D, and Senior Manager.
ENGINEERING AND QUALITY CONTROL DEPARTMENT
In DKSSKN the engineering department looks after mechanical, civil construction,

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

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D.K.S.S.K.N CHIKODI
STORES DEPARTMENT
This department deals with storage of raw materials and issues the same to those who
require it stores necessary materials for production, codification for materials and issuing
them whenever required and it consists 110 employees.
ACCOUNTS/FINANCE DEPARTMENT
The DKSSKN Chikkodi Sugar Company’s growth in terms of turnover and

profitability besides investment in the block of assets and working capital has been
satisfactory over a period of time. Unless proper accounting of the various transitions of the
company taking place out systematically, the real control on the various functional areas of
the company will be lost to the management.
All the transactions of the company will be accounted on accrual basis only except
where deviations are permitted by the management through its accounting policies.
MAIN FUNCTIONS ARE AS FOLLOWS
 Registration and scrutiny of sale orders pertaining to equipment and spare parts.
 Preparation and submission of invoice to customers for payment
 Accounting of sales and sales realization.
 Receipt of cash, cheque and bank drafts etc and issue of official receipts for the same.
 Follow up or watch of transfer or receipt of funds to and from regions or district

offices.

30
D.K.S.S.K.N CHIKODI
 Operation of bank accounts.
 Maintenance of journal, expense ledger, and general ledger.
 Preparation of trail balance, profit and loss account, and balance sheet.
DKSSK HAS A SOME DEVELOPMENTAL PROGRAMMES FOR

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

31
D.K.S.S.K.N CHIKODI
BY –PRODUCT OBTAINED AND USED FOR
The following by products are obtained from the process
1) Molasses: Molasses is used in alcohol industry as chief raw material and for feeds
manufacturing.
2) Pressmud: Presumed is used for fertilizers.
3) Begasse: Begasse is used in paper factory for manufacturing paper and cardboard and
used for boilers for fairing purposes.
It is also used as fuel for producing Electricity. It is used for running High pressure
boilers.
PURCHASE DEPARTMENT
Purchasing procedure vary considerably according to the needs of the organization and
authority delegated to purchase managers the success of organization is based on
effective inventory management system and UN interrupted production schedule. This is
achieved with adequate purchasing function.

32
D.K.S.S.K.N CHIKODI
OBJECTIVES
1) To receive purchase requisition from the stores department production centers or any
other authorized sources.
2) To invite quotations from a number of suppliers.
3) To make arrangements for the purchase of appropriate quantities at any given times.
4) To ensure the purchase of the correct quality under trade or brand name by sample,
description.
5) To follow up the orders placed.
6) To receive incoming suppliers, verity quantity test and inspect them.
7) To arrange for the storage and issue of materials.
SOCIAL AND WELFARE ACTIVITY
It also known as personal department which deals with the workers or employees. In
this department the main role is its sets the wage rate of workers, total house of work. It also
attends to the problems of the workers and also solvers turn.
The following are the facilities given to the employee or workers.
1) Half an hour’s rest interval.
2) Canteen facilities.
3) Weekly holiday (Every Sunday)
4) 15 days holiday in a year.
5) 12 days casual leave in a year

33
D.K.S.S.K.N CHIKODI
6) 12 days sick leave in a year
7) Medical treatment
8) Provident fund
9) Employees pension
10) Death come retirement relief fund.
11) Sport and recreation facilities etc.
POLLUTION CONTROL PROGRAMMED
To arrest fly ashes and dust emerged out of boilers the factory has installed a machine
called dust controller. Further the factory has installed efficient treatment plant to neutralize
the efficient by using lime.

34
D.K.S.S.K.N CHIKODI
SWOT ANALYSIS
STRENGTHS:
 Well established since long time.
 Strong network from all aspects-location, transport, and infrastructure.
 Good financial supports whenever needed are provided by both State and Central
Governments
 Located in the heart of the city
 Concept of Multi joint-products
 New power plant which is constructing now is needed for future growth.
WEAKNESS:
 Absent of motivating incentives.
 Lot of training required for all levels of employees.
 Company employees lacking in skills, ability, and knowledge.
OPPORTUNITIES:
 They can obtain training
 Frame proper policies and procedures
 Restructuring of man power
 Re-engineering.

35
D.K.S.S.K.N CHIKODI
THREATS:
 Other units
 Competition
 Decrease in Sugar growth.
 Diversified resources such as raw materials due to many sub unit initialization.
MC KINSEY 7S MODEL
The 7-S model of Mc Kinsey is a Value Based Management (VBM) model that
describes how one can holistically and effectively organize a company. Together these
factors determine the way in which a corporation operates.
Structu
re
Strate Syste
gy Share ms
d
Value
s
Skills Style
Staff

36
D.K.S.S.K.N CHIKODI
The first three elements are strategy, Structure and system are considered as hardware
of success, the meet four elements are style, staff, skills, and shared values/super ordinate
goals are the software of any company.
According to the 7’s Model
1) STRATEGY
The way in which a business aims to improve its position in relation to its
competition is embodies in its strategy or the way of doing something in an organization.
In DKSSK, introduce new technologies and products strategies importance in

time with national objective to improve quality reliability of products there by attaining the
international standards.
2) SYSTEM
System refers to how the production system, distribution, information system

and security system is maintained in its company.
a. Production System
The process of production consisting of input of sugar cane and output of the sugar.
b. Distribution System
The distribution system of the precuts produced is in the following way:
 Direct sales are made with in the state and outside the state.

37
D.K.S.S.K.N CHIKODI
 Indirect sales are made outside the country and the depot sales are also
made.
 The producers are also sold directly to the consumers or sold to the
wholesales.
c. Information system
Structure of information system
CHAIRMAN
MANAGING
SENIOR GENERAL
HEAD OF THE DEPARTMENT

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

39
D.K.S.S.K.N CHIKODI
ORGANIZATION CHART
Board of Management
.
Board of Director
Secretary
GM Engin Store Office Production

Sales Medical Chief HR
(Dis eerin (Keeper SPDT A/C O/P
t) g ) Office
Chief Dist
Co-
Chemi Che Cane
Gen Salary Sales wage
s mis A/c
Go
down
Sectio Computer
n
Safety Welfar Legal

e Section
Shar
Est Inward &
Meeting e
sectio Out Ward
Section Secti
n Section
on

40
D.K.S.S.K.N CHIKODI
4) STYLE :
The style which is portrayed to outside world is derived from the style and behaviors
exhibits inside organization. The internal style of the organization effects new staff feels
thinks and does their jobs. Therefore an organization is reflection of its structure.
5) SHARED VALUES/ SUPER ORDINATE GOALS.

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

41
D.K.S.S.K.N CHIKODI
The DKSSKN is committed in maximizing limited is committed in maximizing
overall plants effectiveness to make Chikkodi Sugar Company a World class company
through total productive manufactured by
 Promoting automates maintenance culture.
 Involving all employees and building culture.
 Minimizing the losses and reduced the cost
6) STAFF
Good hard working citizen play essential role in the development of nation. The
employee is responsible for the success or failure of company.
The company has totally 1000 workers are working is the company.
They are divided as follows
No. Of workers
1) Permanent worker 330
2) Seasonal workers 279
3) Consolidated worker 60
4) Daily wage worker 150

42
D.K.S.S.K.N CHIKODI
819
Company is paying salary of 60,00,000 per month to its workers.
7) SKILLS
Skills here refer to how the training will be given to the employees and employees.
The training will be given in 2 months they are
a)On the job
This is one of the oldest method, under this method, the individual place is on the regular job
and taught the skill necessary to perform that job on the job training has the advantage of
giving first hand knowledge and experience under the actual working conditions. This
training is given to employees.
b)Off the job
In this methods trainee is separated from the job situations and his attention is focused upon
learning the material related to his future job performance. There is an opportunity for
freedom of expression for the trainees.

43
D.K.S.S.K.N CHIKODI
PRODUCT PROFILE
PROCUREMENT
The factory obtains the sugarcane, which is required from more then 1000 farmers
and by the company farms and others raw materials which are required for the operation is
taken from the vendor there vendors will be evaluated on the basis of price and quality and
then the required raw materials will be taken for the efficient vendors.
The transport of sugar came from farmers to the factory will be engaged throng
Lorries which will be taken through bidding at the time of harvesting and also farmers
themselves supply by their own bullock carts or by tractors.
CANE WEIGHMENT
There are 12 outlaying weigh bridges situated round about Chikkodi for delivering
the sugarcane from the farmers.
Double check has been provided over the weighment of cane transported from
outstations.
OPERATION
The sugarcane which is carried by Lorries or other will be directly fed to the machine
where the initial process starts. At the starting point these are knives which cut sugar care.
After this in the next step there is sharp cutter which cuts the sugarcane bunches into
very small piece. Then it will go to trade marbs (a series of rollers used for crushing purpose)
for crushing. Then the juice produced will be going to further next process and there Bagsse
will be left out. Then they add flocculent [used for mud setting] milk sanitation etc and then
after it will go through pans and Mesquite for this Mesquite they will add sodium Hydro
Sulphite (to bleach the mesquite) and it will be separated out end the molasses will be send to
distillery and they white sugar will be bagged.

44
D.K.S.S.K.N CHIKODI
BY PRODUCTS OF SUGAR MANUFACTURER
The chief by products of sugar manufacturing are
1. Bagsse
Bagsse is the by product of sugar left behind after cursing of sugarcane. It is used as a
fuel in the sugar factory boiler. Excess Bagsse finds use as raw materials in paper
manufacturing industry.
2. Molasses
Molasses is a by product of sugar refining chiefly used for alcohol production. The
entire molasses output is routed to the distillers unit which is maintained by the organization.
3. Pressmud
Pressmud is the by product generated by cane juice filtration during sugar

manufacture, currently. Pressmud is used as a fertilizer in sugarcane cultivation.

45
D.K.S.S.K.N CHIKODI
FLOW CHAR OF SUGAR MANUFACTURING

Weighted cane – Hauled to crushing yard
Cane unloaded on to the carrier
Cane cut into pieces
Crushed in successive mills
Juice treated with lime and Dry chaff fed into boilers as
surplus & heated fuel
Subsider
Sucm Clear juice
Evaporates
Filter cake used as Clear

manure juice Concentrated Syrup
Surplus syrup to vacuum pans
Boiler to mane cite
Centrifugal
Sugar Molasses
Bagging
Dispatching Power Alcohol Portable Alcohol

46
D.K.S.S.K.N CHIKODI
THE FOLLOWING STATEMENT SHOWING YEARLY SUGAR-CANE CRUSHED, PRODUCTION,
AND AVERAGE.

47
D.K.S.S.K.N CHIKODI
Year Crushed Production (in Average

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

48
D.K.S.S.K.N CHIKODI
SHREE D.K.S.S.K.N.-CHIKODI,
Taluka – chikodi, dist.- Belgaum
NAME of the Organization : Shree D.K.S.S.K.N.-Chikodi.
Location : Nanadi Village.
Tal.-Chikodi, Dist.- Belgaum
Karnataka.
Redg. Office : Chikodi.
Ph. No. – 08338-276931 To 35
Fax : 08338 – 276105

49
D.K.S.S.K.N CHIKODI
E-Mail – dksugar@sancharnet.com
Construction : Building Layout, Garden & Light
Facilities.
Capacity : 5500 tones sugar cane crashing / day.
20.7 M. W. Power Generation.
30 K.L.P.D. Restrified Spirit.
Turnover : 450 to 500 Crores / Anum.
Employees : 775.
Major Customers : All registered sugar traders.
K.P.T.C.L.
All registered excise contractors.
Competitors : Halsiddhanath S.S.K.N.
Shree Datta S.S.K.N. (Pvt Ltd.)
Ugar Sugar Workers.
Shree Guru Datta, Takali (Kolhapur).
Total Department in D.K.S.S.K.N Factory:
1) General Administrative department

50
D.K.S.S.K.N CHIKODI
2) Accounting Section
3) Sales Department
4) Agricultural Department
5) Mechanical Department
6) Manufacturing Section

51
D.K.S.S.K.N CHIKODI
Total 117 Designation have made in DKSSKN Factory as Described below:
S.No QTY DESIGNATION
Administrative Department
1 1 Managing Director
2 1 chief account officer
3 1 marketing manager
4 1 Labour Welfare Officer
5 1 Cashier
6. 1 Cane Head Clerk
7. 1 Steno
8. 1 Sr. Asst. accountant
9. 1 Sales Manager
10. 4 Gen Asst
11. 1 Asst store Keeper
12. 1 Security officer
13. 43 Clerk
14. 1 computer operator
15. 4 Typist
16. 2 Phone Attender
17. 1 Store Helper
18. 14 Peon

52
D.K.S.S.K.N CHIKODI
19. 09 Watchman
20. 1 Jamadar
Agricultural Department.
21. 2 Cane development officer
22. 1 A.C.D.O. Farm Manager
23. 1 cane yard Supervisor
24. 1 Cane Inspector
25. 4 Field man
26. 41 Field Assitant
27 2 Civil Overseer
28 3 Civil Maistry
29 2 Mason
30 1 Carpenter
31 1 Sanitory Inspector
32 1 Swanger
33 1 Sweeper
CANE YARD SECTION
34. 2 CANE Yard supervisor
35. 9 Weighnment clerk
36. 2 w. s. writer
37. 6 Purji Writer

53
D.K.S.S.K.N CHIKODI
38. 2 D.C.P.S.W
39. 2 Seasonal work
40 2 W.B. Attend
41 7 C.F. Mukadam
42. 24 Slip Boy
MECHANICAL SECTION :
43. 1 Project Co-ordinater
44. 3 Asst Engineer
45. 8 Boiler Att. I-class
46. 4 Boiling House Fitter-I
47. 1 Head Fitter(B.H)
48. 4 Mill Fitter-I
49. 1 Workshop Fitter-I
50. 1 Instrimment Mechanic
51. 1 Turner-I
52. 4 Fitter-II
53. 1 Mill Fitter-II
54. 3 Electrician
55. 1 Pattern Maker
56. 1 Motor Winder
57. 1 Workshop Fitter-I

54
D.K.S.S.K.N CHIKODI
58. 3 Mill Turbine Operator
59. 2 workshop Fitter –II
60. 1 Machinist
61. 2 Wireman-I
62. 2 Wireman-2
63. 1 S.B. attender
64. 7 Khalashi
65. 3 Electrical Helper
66. 1 Welder-III
67. 19 Fitter Helper
68. 2 Turner Helper-III
69. 1 TurbineAttender
70. 2 J.P Att
71. 1 Tinssmith
72. 1 Blacksmith
73. 13 Boiler Attender-II class
74. 2 Boiling Fitter-II
75. 1 Boiling h. fitter-I
76. 1 wire man-II
77. 1 Wireman-I
78. 1 Machnist

55
D.K.S.S.K.N CHIKODI
79. 1 Workshop Fitter
80. 1 Oilman
81 2 Cane Un.Operater
82. 2 Cane Carrier Oper.
83. 1 Feeding Table Oper
84. 1 RBC Attender
85. 1 Water Level Attender
86. 1 Air Comp. Attender
87. 9 Pumpman.
88. 1 Instr.Helper
90. 2 Mill Majadoor
91. 3 Boiler Majadoor
92 1 Sweeper
93. 1 Fitter Helper
94. 1 Mill Fitter
95. 1 Wireman-I
96. 1 Wireman-II
97. 1 Wireman-III
98. 2 Wireman Helper
99. 2 Welder
100 3 Khalashi

56
D.K.S.S.K.N CHIKODI
101. 1 S.B Attender
102. 1 Winder Helper
103. 1 Turbine Operater
MANUFACTURING DEPARTMENT:-
104. 1 Chief Chemist
105. 4 Mfg. Chemist
106. 1 Env Engineer
107. 3 Lab Chemist
108. 4 Pan Incharge
109. 2 Panman
110. 1 Asst Panman
111. 2 Juise Sup/Mfg Asst
112. 4 Evaporate Operater
113. 2 Centrfugal Mate
114. 2 Vaccum Filter Attn
115. 1 Juice Heater Attn
116. 5 Centrifugal Operater
117. 1 Melter Mazdoor

57
D.K.S.S.K.N CHIKODI
SAMPLE & SAMPLING TECHNIQUES
When the filed of enquiry is large, a small representation of the larger whole is taken. The
selected respondents are called the sample and the selection process is
called "Sampling Technique". In this study the total shop floor workers of the company that
is 100 employees are treated as sample.

58
D.K.S.S.K.N CHIKODI
DATA COLLECTION METHOD:
The information necessary for this survey is collected by trapping primary and secondary
sources.
Primary Sources.
• Questionnaire
• Personal Interaction
Secondary sources
• Previous reports on employee satisfaction
• Related information from internet.
• Books and publication
Research Design:
In research design of this project the study was conducted using survey method. I took all the
100 employees as sample and took their responses using the research instrument as
questionnaire; the questionnaire was personally given to each other.

59
D.K.S.S.K.N CHIKODI
Research Methodology:
Data Source : Primary Data (Field Survey)
Secondary data-Internet,
Area of Research : D.K.S.S.K.N Factory
Research approach : Survey method
Research Instrument : Questionnaire
Sample Plan : Personal Interview
Sample Unit : Department wise employees
Sampling Method : Convenience sampling
Sample size : 100
Measuring tool:
A tool is an aid with which necessary and relevant information can be fetched systematically
to the subject matter.
The personal interaction method was the tool of data collection. The schedule contains
several Question resulting to different aspects of the problems under analysis. Open and
closed - ended questions were used for the interview.

60
D.K.S.S.K.N CHIKODI
Requirements & Projected Benefits to the Organization
Sample of Some Job description formats

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

61
D.K.S.S.K.N CHIKODI
5) He should advise to chief Engr . about safety measures to be taken.
6) He should assist chief engr. In preparing requirement ,materials actually required
for overhauling ,maintenance and operations so as to avoid unuseful and
unnecessary purchased
7) he should examine quality and quantities of materials purchased and report to
chief engineer.
8) He should manage men and machinery entrusted to him in such a way that
breakdown and stoppages are minimized.
9) He should look after proper house keeping and cleanliness and arrange collection
of scrap and discarded materials in scrap yard .
10) He should supervise work of surbordinate staff and bring to the notice of chief
egg. Acts & omission on their part required to be punished.
11) He should encourage subordinate staff provided to him to extracts their
maximum efficiency.
He should try to reduce over time and ensure maximum productivity with minimum
inventory .
12) He should indent spares actually required and make judicious use their of .
13) He should assist chief egg. to reduce store inventory .
14) He should submit report of machinery breakdowns accident and dangerous
occurrences so as to take further necessary action in the matter .

62
D.K.S.S.K.N CHIKODI
15) During crushing season he should maintain proper log book of each machinery
and should not leave his duty unless details are
16) In case of breakdown he should not leave his duty unless the details. Are
explained to chief Engr. And his permission is obtained .
17) He shall be obedient and faithful to the chief Engr. And carry out duties
and responsibilities entrusted by him.
18) He should put forth useful suggestion to the Mg. director in the best
interest of the factory .
JOB CHART & RESPONSIBILITIES OF TEHCNICAL PERSONNELS.
Manufacturing chemist shall be responsible to management and machinery of
manufacturing department and production process operations during his shift in
crushing season of the factory & in charge of chief chemist . he should be
responsible to & work under supervision and control of chief chemist & assist him
to achieve the objectives and targets prescribed by the management .during the off
season he should look after overhauling& matinee of the machineries which are
assigned to him. His duties and functions shall be as under:-
1) He should manage & supervision subordinate staff assigned to his shift or to
look after overhauling .

63
D.K.S.S.K.N CHIKODI
2) He should assist the chief chemist in maintaining machinery & installations
concerned to Mug department in proper condition & overhauling there off.
3) He should ensure efficient productions process operations avoiding leakages
,losses with the minimum use of power , stem & timely use of chemicals &
also to maintain quality of the product .
4) He should ensure proper quality control of sugar &other by products &proper
handling & storage there off.
5) He should indent spares gunny bags chemicals actually required & supervision
their judicious use thereof the should assist chief chemist in maintaining
proper gunny bags account &to reduce store inventory.
6) During crushing season he should maintain proper log book of each
processing unit & should not leave his duty unless details are explained to
the reliever charge is handed over to him.
7) He should supervise the go down staff , supervise the staking dispatched and
prepare their records and reports there on.

64
D.K.S.S.K.N CHIKODI
8) He should submit reporter of breakdowns , accidents and dangerous occurrence
so as to take further actions in the matters.
9) He should incase of breakdowns stiopges he should not leave his duties
unless details are explained to chief chemist his permission is obtained . he
should obedient & faithful to the chief chemist and carry out duties and
responsibilities entrusted by him.
10) He should assist chief chemist in compliance of statutory requirements
entrusted & concerned to him. He should also assist him in compliance of all
control excise rules & formalities and submission of reports.
11) He should assist chief chemist in proper functioning of productions process
operations & installation & execution & maintained of new unites machineries
proposed .
12) He should assist chief chemist in preparing requirements of materials &
chemical actually required for overhauling maintenance and process operations
so as to avoid unused full and unnecessary purchases.

65
D.K.S.S.K.N CHIKODI
13) He should examine quality & quantity of materials purchased and repots to the
chief chemist .
14) He should manage men 7machinary entrusted to him in such way that
breakdowns and stoppages are minimized and overtime also be minimized.
15) He should during off season supervise the overhauling and painting of
machinery and various unites of productions.
16) He should look after proper house keeping & cleanliness and arranged
collections of scrap and discharged materials in scrap yard .
17) He should supervise work of subordinate staff and bring to the notice of chief
chemist acts and omissions on their parts required to be punished.
18) He should encourage subordinate staff to extracts their maximum efficiency and
skill.
19) He should try to reduce over time and ensure maximum production with
minimum inventory .

66
D.K.S.S.K.N CHIKODI
20) He should put forth useful suggestions to the managing director in the best
interest of the factory.
He should carryout such other duties & functions as may be entrusted by the higher
authorities or management from time to time and maintain proper co ordination with

67
D.K.S.S.K.N CHIKODI
ANALYSIS AND INTERPRETATION
1. I am aged between
Frequency Percent Valid Cumulative
Percent Percent
Valid 18yrs - 25yrs 5 5.0 5.0 5.0
25yrs - 35yrs 15 15.0 15.0 20.0
35yrs - 45yrs 40 40.0 40.0 60.0
Above 45yrs 40 40.0 40.0 100.0
Total 100 100.0 100.0
50
40
30
20
10
Percent
0
18yrs - 25yrs 25yrs - 35yrs 35yrs - 45yrs Above45yrs
Interpretation:
According to this survey 40% of the employees are in aged between 35 to 45 and above 45
years followed by within 25 to 35 and 18 to 25 years from this data we observed that
employees working in seniors which they are working from long time.
2. My experience in this factory is

68
D.K.S.S.K.N CHIKODI
Frequency Percent Valid Cumulative
Percent Percent
Valid 0 to 5 years 6 6.0 6.0 6.0
1 to 10 years 26 26.0 26.0 32.0
1 to 15 years 40 40.0 40.0 72.0
1 to 30 years 28 28.0 28.0 100.0
Total 100 100.0 100.0
50
40
30
20
Percent
10
0
0to5years 1to10years 1to15years 1to30years
Interpretation:
From this observation we can find out that employees in D.K.S.S.K.N factor having 10 to 15
years experience with 40%, followed by 27% of above fifteen experience from this we can
find out that how this experienced performing And how the job description will affect them
for doing their work.

69
D.K.S.S.K.N CHIKODI
3. Which department you belong to?
Cumulative
Frequency Percent Valid Percent
Percent
Administrative
Valid 19 19.0 19.0 19.0
Department
Mechanical
27 27.0 27.0 46.0
Department
Manufacturing
18 18.0 18.0 64.0
Department
Seasonal Employee
36 36.0 36.0 100.0
section
Total 100 100.0 100.0
40
30
20
10
Percent
0
AdministrativeD
epar M
anufacturingDepart
M
echanical Departm
en Seasonal E
m ployeese
Interpretation:
We have served employees from 36 employees from the seasonal employees where
productivity depends on employee performance . if good job description formats helps the
employees, followed by we have taken employees from mechanical Department and
Manufacturing Department
4. Do you know your Job title?

70
D.K.S.S.K.N CHIKODI
Valid Cumulative
Frequency Percent
Percent Percent
Valid Yes 67 67.0 67.0 67.0
No 33 33.0 33.0 100.0
Total 100 100.0 100.0
70
60
50
40
30
20
Percent
10
0
Yes No
Interpretation:
According to this observation 67% employees are known about the Job Title which work
they are doing. And it shows employees are aware of job description and their duties and
responsibilities, but 33% of employees of un aware of their job title.
5. Do you have supervisor?

71
D.K.S.S.K.N CHIKODI
Valid Cumulative
Frequency Percent
Percent Percent
Valid Yes 74 74.0 74.0 74.0
No 26 26.0 26.0 100.0
Total 100 100.0 100.0
80
60
40
20
Percent
0
Yes No
Interpretation:
From this observation we find out that 74% of the people have the supervisor which
shows that supervisor plays very important role in assigning duties and responsibilities to
the employees so here we can conclude the supervisor can help the employees to their
work effectively.
6. If yes, did he explained about your Duties and responsibilities?
Frequency Percent Valid Percent Cumulative Percent

72
D.K.S.S.K.N CHIKODI
Valid Yes 65 65.0 65.0 65.0
No 35 35.0 35.0 100.0
Total 100 100.0 100.0
70
60
50
40
30
20
Percent
10
0
Yes N
o
Interpretation:
65% of the employees says that their supervisors tells clearly about the deities s and
responsibilities so its clears that supervisors assign the job to their subordinates , by
making the job description clear.

73
D.K.S.S.K.N CHIKODI
7. Are you aware of Job description of your work?
Valid Cumulative
Frequency Percent
Percent Percent
Valid Yes 57 57.0 57.0 57.0
No 43 43.0 43.0 100.0
Total 100 100.0 100.0
60
50
40
30
20
Percent
10
0
Yes No
Interpretation:
57% of the employees are aware of the what exactly Job description means, what it contains,
so this will help them to do job effectively as per the requirement of the company. So 43%
ground level employee are un aware of the Job description so there is necessary to explain
the uses of job description and how its helps to improve the their performance.
8. If yes, Job description helps us in

74
D.K.S.S.K.N CHIKODI
Valid Cumulative
Frequency Percent
Percent Percent
Valid To get clear about duties and responsibilities 11 11.0 11.0 11.0
It sets clear expectations for what company expect from us 9 9.0 9.0 20.0
It gives overall summary about our work 18 18.0 18.0 38.0
It also clears what are the limitations of work 62 62.0 62.0 100.0
Total 100 100.0 100.0

7
0
6
0
5
0
4
0
3
0
Percent
2
0
1
0
0
T
oge
tcle
ara
bou
td Itg
iveso
vera
llsum
Its
e tscle
are
xpe
ct Ita
lsoc
lea
rswh
at
Interpretation:
From this data we can do the analysis of our main objectives 62 % Supervisor says that
says that job description helps them in To Get clear about duties and responsibilities & It
sets clear expectations for what company expect from us and It gives overall summary
about our work so from this we can conclude that good job description format will help the
employees to their work effectively and it will also increase the performance.
9. Are you Supervisor for any group of employees?

75
D.K.S.S.K.N CHIKODI
Valid Yes 43 43.0 43.0 43.0
No 57 57.0 57.0 100.0
Total 100 100.0 100.0
60
50
40
30
20
Percent
10
0
Yes No
Interpretation:
In the sample of 100 employees 43 employees are working as supervisor for group of
employees they have the responsibilities to give proper job description & well written job
description affect the employee work done.
10. If yes, Job description helps us in

76
D.K.S.S.K.N CHIKODI
Valid Cumulative
FrequencyPercent
Percent Percent
Vali
To assign the particular work for employees 5 5.0 5.0 5.0
d
It helps us in job analysis and to select correct eligible 7 7.0 7.0 12.0
It helps to know the Authority of employees 11 11.0 11.0 23.0
Above all 77 77.0 77.0 100.0

Total 100 100.0 100.0
100
80
60
40
Percent
20
0
T
oassignthepartic It helpstoknowthe
It helpsusinjoba Aboveall
Interpretation:
According to 77% of the supervisor says job description help them to give correct authority
to the employees & it also help them to assign the specific job to employees where employee
get confirmation what exact work he has to do in the factory..
11. D.K.S.S.K.N factory has very good Job Description format for all Designation which
helps employees to do work effectively

77
D.K.S.S.K.N CHIKODI
Valid Yes 81 81.0 81.0 81.0
No 19 19.0 19.0 100.0
Total 100 100.0 100.0
100
80
60
40
20
Percent
0
Yes No
Interpretation:
From this observation we conclude that 81% of employees are agree that D.K.S.S.K.N
Factory has very good Job Description format for all Designation which helps employees to
do work Effectively from this we says that lob description plays very important role in
employee performance.
FINDINGS

78
D.K.S.S.K.N CHIKODI
 According to this survey 40% of the employees are in aged between 35 to 45 and
above 45 years followed by within 25 to 35 and 18 to 25 years from this data we
observed that employees working in seniors which they are working from long time.
 From this observation we can find out that employees in D.K.S.S.K.NN factor having
10 to 15 years experience with 40%, followed by 27% of above fifteen experience
from this we can find out that how this experienced performing And how the job
description will affect them for doing their work.
 We have surveyed employees from 36 employees from the seasonal employees
where productivity depends on employee performance . if good job description
formats helps the employees, followed by we have taken employees from mechanical
Department and Manufacturing Department
 According to this observation 67% employees are known about the Job Title which
work they are doing. And it shows employees are aware of job description and their
duties and responsibilities, but 33% of employees of un aware of their job title.
 from this observation we find out that 74% of the people have the supervisor which
shows that supervisor plays very important role in assigning duties and

79
D.K.S.S.K.N CHIKODI
responsibilities to the employees so here we can conclude that supervisor can help
the employees to their work effectively
 65% of the employees says that their supervisors tells clearly about the duties and
responsibilities so its clears that supervisors assign the job to their subordinates , by
making the job description clear.
 57% of the employees are aware of the what exactly Job description means , what it
contains, so this will help them to do job effectively as per the requirement of the
company. So 43% ground level employee are un aware of the Job description so
there is necessary to explain the uses of job description and how its helps to
improve the their performance
 From this data we can do the analyses of our main objectives 62 % Supervisor says
that says that job description helps them in To Get clear about duties and
responsibilities & It sets clear expectations for what company expect from us and
It gives overall summary about our work so from this we can conclude that good job
description format will help the employees to their work effectively and it will also
increase the performance.

80
D.K.S.S.K.N CHIKODI
 In the sample of 100 employees 43 employees are working as supervisor for group of
employees they have the responsibilities to give proper job description & well
written job description affect the employee work done.
 From this observation we conclude that 81% of employees are agree that
D.K.S.S.K.N Factory has very good Job Description format for all Designation
which helps employees to do work Effectively from this we says that lob description
plays very important role in employee performance.
RECOMMONDATIONS

81
D.K.S.S.K.N CHIKODI
From this survey I have observed that some points discussed below, where there is
need of improvements in the job descriptions formats so that will lead to good
performance of employee
 . From the survey we observed that 35% of the Employee they are unaware of job
description and their uses. So supervisor has to give advice about the job description
uses and their contents.
 Another point of need of improvement in job description formats according to
changing need of work.
 . Ground Level workers has to be trained about their duties and responsibilities by
giving training & appraising their performance.
 From the survey I had observed that above 40% of the Employees are working as
supervisor so they should tell their subordinate about the job description uses and
how they will affect the performance

82
D.K.S.S.K.N CHIKODI
 Lastly I want suggest the HR department to do the overall survey of all designation
and requirement of the work from the employees. After analyzing the requirement
there is necessary of improvement s in job description formats to improve the work
performance.
 Mentioning the conditions of work in job description document the will help in
knowing willingness of the employee whether will he be able to work with such
conditions or not in an organisation. If he accepts then it becomes easier to set his
mind accordingly and work towards it.
 Performance standards should be mentioned. As it acts as a guide line for the
employees work. It also enhances their working abilities and efficiency. They get
better at each stage of their working and effectiveness can be increased.
 Activities and Responsibilities are two different faces of a coin. There is some inter
link between the two but the document of job description should define it clearly the
activities and responsibilities attached to

83
D.K.S.S.K.N CHIKODI
CONCLUSION
From this Project we can conclude that Job description plays very important role in the
organization where the employees can work effectively with good job description where the
we have the clear determination of what exactly employees has to work in the organization.
Here in D.K.S.S.K.N sugar factory they have good job description formats but there has to
change in the Job Description according to changing Environment.
From the Survey we observed that some of the employees they are not aware of job
description so there is necessary of giving training about the job description and help them
to do their work
The practical knowledge what I gained in this two months on the topic of Job
Description has helped me to know how in the organisation usually the Job Description is
done. For writing any job description it always requires very strong background of the
terminology which are used in the industry. And also requires the knowledge of the type of
the job that is been carried out in the organisation.
Job description is an integral part of the performance management and evaluation
system. They are used to determine salary increases and bonus eligibility. They are a job

84
D.K.S.S.K.N CHIKODI
reference for determining how an employee spends his/her time at work. They provide a
measurable focus for energy and attention.
The one satisfaction what I had with my project was that it gave me the good
foundation for preparation of Job Description and also helped me to get in depth knowledge
about it. Though the limitations were there in the study but these helped me in understanding
them and overcoming these limitations in my next coming projects..
Over all working in D.K.S.S.K.N FACTORY on such a topic gave me good
experience and exposure. And at the same time got a chance to learn the working style of
SUGAR Factory’s and their culture.
Hiring the right team, or "getting the right people on the bus," is critical for the company’s
future success.

85
D.K.S.S.K.N CHIKODI
Questionnaire
Dear Sir/Madam,
I am pleased to introduce myself as MBA student of PES&T’s Belgaum Institute of
Management Studies, MBA, Belgaum. As a part of curriculum I have undertaken study on,
“Effectiveness of Job Description on employee performance”. The information provided by
you will be strictly kept confidential and used for academic purpose only.
Name: ____________________________
Address:___________________________
___________________________
Contact No: _______________________
Email ID: __________________________
1. I am aged between:
• 18 yrs – 25 yrs ( )
• 25 yrs – 35 yrs ( )
• 35 yrs – 45 yrs ( )
• Above 45 yrs ( )
2. My Experience in this factory is
0 to 5 years
1 to 10 years
1 to 15 years
1 to 30 years

86
D.K.S.S.K.N CHIKODI
3. Which department you are belongs to?
• Administrative Department
• Mechanical Department
• Manufacturing Department
• Seasonal Employee section.
4. Do you know your Job Title? If yes go to next question
A) Yes B) No
5. My job title is………………………………………………..
6. Do you have supervisor?
A) Yes B) No
7. If yes, did he explained about your Duties and responsibilities?
A) Yes B) No
8. Do You Aware of Job description of your work?
A) Yes B) No
9. If Yes, Job description helps us in
• To Get clear about duties and responsibilities
• It sets clear expectations for what company expect from us
• It gives overall summary about our work
• I also Clears what are limitations of work
• Above all

87
D.K.S.S.K.N CHIKODI
10. Are you Supervisor for any group of employees?
A) Yes B) No
11. if yes, Job description helps us in
• To assign the particular work for Employees
• It Helps us in job analysis and to select correct eligible persons
• It helps in to know the Authority of employees
• Above All
12.D.K.S.S.K.N Factory has very good Job Description format for all Designation which
helps employees to do work Effectively
A) Yes B) No
13.Overall Job description Improve the employee performance because
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
………………………………………………………………….
THANK YOU

88
D.K.S.S.K.N CHIKODI
DATA CODE SHEET

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

89
D.K.S.S.K.N CHIKODI
1 3 2 2 1 2 1 4 1 4 1
4 2 1 1 2 1 2 3 2 4 1
3 3 3 1 1 1 1 4 1 2 1
3 3 2 1 1 1 1 3 1 4 1
3 2 4 2 2 1 1 4 1 3 1
4 4 2 1 1 1 2 2 2 4 2
3 3 4 1 2 2 1 4 1 4 1
4 3 2 2 1 1 1 1 2 1 1
2 1 4 1 1 1 1 4 2 4 1
3 4 1 1 1 1 1 3 1 4 2
4 4 3 1 1 1 1 4 2 4 1
3 2 3 1 1 1 1 4 2 4 1
3 4 4 1 1 1 2 4 1 2 1
3 2 4 1 1 2 2 1 1 4 2
3 4 1 1 2 1 1 4 1 4 1
3 4 4 2 1 1 2 4 2 4 1
2 1 4 1 1 1 2 4 2 4 1
4 4 4 2 1 1 1 4 1 4 2
3 4 4 1 1 2 2 3 2 1 1
3 2 1 1 1 1 1 4 1 4 1
4 4 4 1 1 1 2 4 2 4 1
3 2 1 1 1 1 2 4 1 4 1
3 4 4 2 1 2 1 3 1 4 1
3 4 1 1 1 1 2 4 1 3 2
2 1 4 1 2 1 2 4 1 4 1
3 4 2 1 1 1 1 4 2 4 1
3 2 4 2 2 2 2 4 1 4 1
3 3 2 1 1 1 1 4 1 4 2
4 3 2 1 1 1 1 4 1 4 1
4 2 4 1 1 1 2 1 2 4 1
3 2 4 2 2 1 2 4 2 4 1
3 2 1 1 1 1 1 4 2 4 2
4 4 4 1 2 1 2 4 2 4 1
4 3 4 1 1 2 2 4 2 4 1
3 3 2 2 2 1 2 4 2 4 1
4 2 4 1 1 2 2 4 2 4 2
3 4 1 2 1 2 1 4 2 2 1
3 3 4 1 1 2 2 4 2 4 1
3 2 2 2 2 2 1 4 2 4 1
2 3 4 1 2 2 2 4 2 4 2
4 3 1 1 1 2 1 4 2 4 1
4 3 4 1 1 2 2 4 2 4 1
4 4 4 1 2 2 2 1 2 4 2
4 2 4 1 1 2 1 4 2 4 1

90
D.K.S.S.K.N CHIKODI
3 4 1 1 2 1 2 4 2 4 1
4 3 4 2 1 2 2 4 2 4 1
4 2 4 2 2 2 1 4 2 4 2
2 4 3 2 1 2 2 4 2 4 1
4 2 4 2 2 1 2 4 2 4 1
4 4 1 2 1 2 2 4 1 4 1
3 3 4 2 1 2 1 4 2 4 1
3 2 2 2 2 1 2 4 2 4 1
3 3 2 2 1 2 2 4 1 4 1
3 3 4 2 1 2 1 4 2 4 1
4 3 2 2 1 1 2 4 2 4 1
4 3 3 1 1 2 2 4 2 4 2
3 3 4 2 2 2 2 4 2 4 1
3 2 1 1 1 1 1 4 1 4 1

91
D.K.S.S.K.N CHIKODI
BIBILOGRAPHY
1. Essentials of Human Resource Management and Industrial Relations by
P. Subba Rao
2. Marketing Research by Tull and Hawkins
3. 1) Motivation to work by Hertzberg Frederick
2) Applied Human Relations by Jack Hollran
4. Oxford Dictionary
WEBSITES
• http://www.google.com/
• E-mail: dksugar@sancharnet.on

92

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D.K.S.S.K.

description on employees Performance in D.K.S.S.K Factory” The organisation structure and

Description plays an important role in an organisation, as it guides the organisation in

hired employees in what they are specifically expected to do.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

 To study job description format of employees in various department. Of D.K.S.S.K.N

 To focus the study in the areas of Job Description as a HR Tool

 To study how job description helps to do the employees to improve the

productivity & performances

input in terms of recommendations

Need of the Study

opportunity to clearly communicate the company direction and where the

employee fits inside of the big picture of factory in various department.

company expects from people

the person hired, understand the boundaries of the person's responsibilities.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

confidential documents which were not supposed to be put in the project.

Data Source : Primary Data (Field Survey)

Area of Research : D.K.S.S.K.N Factory

Research approach : Survey method

Research Instrument : Questionnaire

Sample Plan : Personal Interview

Sample Unit : Department wise employees

Sampling Method : Convenience sampling

Sample size : 100

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

description on employees Performance in D.K.S.S.K Factory” The organisation structure

Description plays an important role in an organisation, as it guides the organisation in

hired employees in what they are specifically expected to do.

Effective Job Description a Means to Good Business:

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

is expected from them.

based on objective information obtained through job analysis, an understanding of the

Job descriptions provide an opportunity to clearly communicate the company direction

and where the employee fits inside of the big picture.

Whether it is a small business or a large, multi-site organization, well-written job

the job done for the customer.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do

Job descriptions help to cover all your legal bases.

questions of those people who were not selected.

person hired, understand the boundaries of the person's responsibilities.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

involve people in your organization's success.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

4.2 Theoretical Background for Job Description:

Job Description is an important document which is basically descriptive in nature and

sections that cover

3. Responsibilities and Duties

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

assigning the duties.

3. Responsibilities and Duties:

goals, executing plans and procedures and some strategies.

other personnel and budgetary limitations.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM

include things like noise level, hazardous conditions or heat etc.,

description or the separate document entirely.

4.3 Major Steps of Job Description:

modes may be used in writing job description

1. Get the questionnaire filled in by the immediate supervisor of the employee.

being done by the employee and

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) BELGAUM