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Organization Study at K.S. & D.L.

EXECUTIVE SUMMARY

In the year 1918 the company came into existence under the name Government Soap Factory. Sri.S.G.Shastry a Science student went to UK for higher studies in Oil Technology. After returning to India, he conducted several experiments. He evolved with a soap perfume blend using sandalwood oil as the main base to manufacture the toilet soap & thus the famous Mysore Sandal Soap that took birth in the year 1918.

The factory started functioning in its new premises from 1st July 1957. From this year onwards till date the factory has never looked back and it has achieved growth and development in production, sales and profits. The initially named Government Soap Factory was renamed as Karnataka Soaps and Detergents Ltd in 1st October 1980. Its trademark is SHARABHA, The Company is a leading sandalwood soap manufacturer in the country, and they have demand for their products in both domestic as well as international market.

AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

Organization Study at K.S. & D.L.

AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

Organization Study at K.S. & D.L.

INTRODUCTION: The Soaps & Detergents Industry is characterized by a number of small scale manufacturers at one end of the spectrum and large companies (including MNC's) at the other end. The market for Soaps & Detergents has increased manifold with changing lifestyles, growing purchasing power, increased awareness about personal hygiene, responsiveness of the consumer to brands offering superior value and the spread of audiovisual media. Fabric Wash Industry in India is characterized by (like any other non-durable product category in India) low per capita consumption and substantial potential in rural markets (in terms of category penetration and per capita consumption). Per capita consumption of fabric wash products in India is just 3.1 Kg, which is very low compared to developed and some developing countries. Also, this consumption figure has to be viewed against the fact that India's Active Matter standards are one of the lowest in the world. The Fabric Wash Industry is divided into Laundry Soaps, Synthetic Detergent Cakes & Powder. The Toilet Soaps Industry is segmented into economy, popular and premium segments. The market is witnessing fierce competition from MNCs and requires substantial efforts for market penetration and brand development, reflected by the fact that only 5% of total production comes from the small scale sector. Soap is one of the commodities which have become an indispensable part of the life of modern world. Since it is non durable consumer goods, there is a large market for it. The whole soap industry is experiencing changes due to innumerable reasons such as government relations environment and energy problems increase in cost of raw material etc. The changing technology and ever existing desire by the individual and the organization to produce a better product at a more economical rate has also acted as catalyst for the dynamic process of change.

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Organization Study at K.S. & D.L.

More and more soap manufactures are trying to capture a commanding market share by introducing and maintaining acceptable products. The soap industry in India faces a cut throat competition while multinational companies dominate the market. They are also facing several threats from dynamic and enterprising new entrance especially during 1991-92. Indian Soap Industry has seen several ups and downs in the last 30 to 40 years in the year 1964, during the China war. India faced severe shortage of fats due to foreign exchange crisis again in the year 1975 due to severe crunch in India northwest soap, company established first soap industry in 1887 at merut. Soap manufacturing has classification as organized and unorganized sector. KSDL carries under organized sector.

HISTORY OF THE SOAP:


Soap manufacturing was started in North America. Some American companies with well known names were started 200 years ago. During middle age soap was made at various places in Italy, France, England & other countries. France became famous & many small factories were established there. In India the first soap industry was established by North West Soap Company in 1897 at Meerat following the swadeshi movement. From 1905 on wards few more factories were setup. They are, Mysore soap factory at Bangalore Godrej soap at Bombay Bengal chemicals Tata oil mills 1930 lever brothers company

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Organization Study at K.S. & D.L.

OBJECTIVES OF THE STUDY:


Primary Objective: To check the practicality of theory what we study and the actual what exactly happens in the company.

Secondary Objective: To study how the theoretical knowledge is made use of in a real life situation in KS & DL. To study the organization. The level of satisfaction of employees and staff. To study the role of all the various departments in achieving the organizational goals and objectives. To study of present market scenario of soap industry.

PROBLEMS OF SOAP INDUSTRY:


Soap industry faces some problems incase of raw materials. The major ingredients are soap ash, linear alkyl, benzene & sodium. Tripoli phosphate poses number of serious problems in terms of availability. The demand supply gap for vegetable oil is 1.5 to 2 lakh tons & is met through imports. In recent times, caustic soda and soap ashes in the cheaper .Varieties of soaps are quite high.

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Organization Study at K.S. & D.L.

MARKET SCENARIO:
India is the ideal market foe cleaning products. The countrys precipitate

consumption of detergent powders and bars stands at 1.6 kg and soap at 543 GM. Hindustan Liver, which towers over the cleaning business, sells in all over the cleaning business but the tiniest of Indian settlements. The 4 lakh metric tones per annum soap market in India in crawling along at 4%. The hope lies in raising Rupee worth, the potential for which has high because the Indian soap market is pseudo in nature and it is amazingly. Complex being segmented not only on the basis of prices benefits. But even a range of emotions with in that is outlining framework.

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Organization Study at K.S. & D.L.

AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

Organization Study at K.S. & D.L.

HISTORICAL BACKROUND:
For centuries, India is the land of spices, ivory, precious gems magical charms and Land of sandal wood. The worlds richest sandal wood resources are from isolated stretch of land in south India. Karnataka is the original home of perfumed sandal wood. Its oil is mainly used for manufacturing of soap. Thus it is regarded as a fragrant Ambassador of India and the sandal wood is regarded as Liquid Gold. Karnataka state produces a major percentage of total production of sandal wood oil in the world. It was this sandal wood oil which became a reason to setup factory in Karnataka. Karnataka Soaps and Detergents Limited, is a public sector Undertaking [wholly owned by Government of Karnataka] engaged in Manufacturing of soaps, Detergents and extraction of sandal oil at Mysore Division. Agarbathies. It is only by the inspiration of the Maharaja of Mysore the late Mr.Jayachamarajendra Wodeyar, who turned the treat into an opportunity by sowing the budding seeds of KS&DL the new sandal wood oil factory on the outskirt of koti forest near Bangalore. The project took shape with the engineering skill and expertise of a high level team comprising Sir. M.Vishweshwariah, Prof. Watson and Dr. Suburao. The start was indeed a good beginning but the visionary Maharaja had far reaching idea in mind the next project to gone on stream was a factory to make sandal soap. G.S. Shastry a distinguished chemist sent to England by Maharaja to master the finer aspect of soap manufacture. On his return Shastry cast the dye to on imprint that created history Mysore sandal made at the new government soap factory. The factory which was started as a very small unit with a capacity of 100 tones of soaps per annum at K. R. circle. Bangalore in 1918 then it was shifted to a bigger unit at Rajajnagar industrial sub-urban, Bangalore in July 1957. The total area of factory today is about 42 acres, which is registered office of the organization with employees. It also manufactures

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Organization Study at K.S. & D.L.

The event that bore fruits over seven decades in return planted with seeds of new enterprises. The foundation grew stronger and KS&DL branched out in new direction. Today the company has independent units to manufacture sandal wood oils, toilet soaps, washing powder, detergent and industrial products. Right from the first log of sandal that rolled into boiler room in 1916. The company has been single mind in its pursuit of excellence the quality reflected in all spheres of KS&DL activates.

OBJECTIVE OF KS&DL:
To serve self and natural economy. To promote and uphold its image as symbol of traditional products To maintain the brand loyalty of customers. To promote purity and quality products and enhance their old age Charm. To build upon the reputation of Mysore sandal soap bases on pure Sandal oil. To supply the products mentioned above at most reasonable and competitive rate.

MISSION: To serve the National economy. To attain self-reliance. To promote purity & quality products To maintain the Brand loyalty of its customers. To build upon the reputation of Mysore sandal soap based on pure sandal oil.

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Organization Study at K.S. & D.L.

VISION STATEMENT:

Ensuring global presence of Mysore Sandal products while leveraging its unique strengths to take advantage of the current technology scenario by intelligent and selective diversification.

Secure all assistance and prime status from Government of India, all technology alliances. Further, ensure Karnatakas pre-eminent status as a proponent and provider of technology services to the world, nation, other states public and private sectors.

Making all out efforts to achieve reasonable profits. Most importantly to earn the invaluable foreign exchange, both to the state and to the country.

SLOGAN OF KS&DL:

Natural Product with Exotic Fragrance.

SAFETY SLOGAN OF THE COMPANY

Know safety, no loss No safety Know Loss

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TRADEMARK OF KS & DL:The SHARABHA The carving on the cover is the Sharabha, the trademark of KS & DL .

The sharabha is a mythological creation from the puranas which has a body of a lion and head of elephant, which embodies the combined virtues of wisdom and strength. It is adopted as an official emblem of KS& DL to symbolize the philosophy of the company. The sharabha thus symbolized a power that removes imperfections and impurities. The maharaja of Mysore as his official emblem adopted it. And soon took its pride of place as the symbol of the Government Soap Factory of quality that reflects a standard of excellence of Karnataka Soaps and Detergent Limited.

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Organization Study at K.S. & D.L.

ACHIEVMENTS / AWARDS:
Government of Karnataka, Dept., of Industries and Commerce, State Export Promotion Advisory Boards EXPORT AWARD 1974-75. Detergent Plant M/s Chemical Bombay has given 1st price for the year 1980-81. Geographical Indication GI-2005. ISO 9001-2000 in the year 1999. ISO 14001-2004 in the year 2000. ICWA national award for excellence in cost management 2007

POLICY OF KS&DL: Seek purchase of goods and services from environment responsible suppliers. Communicate its environment policy and best practices to all its employees implications. Set targets and monitor progress through internal and external audits.

Strive to design and develop products, which have friendly environmental impact during manufacturing.

Reuse and recycle materials wherever possible and minimize energy consumption and waste.

MAJOR CUSTOMER OF KS&DL:


Australia, Bahrain, Canada, France, Germany, Italy, Japan, Kenya, Kuwait, Malaysia, Saudi Arabia, Singapore, Sri Lanka, Taiwan, United Kingdom, United States of America.

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Organization Study at K.S. & D.L.

MAJOR COMPETITORS:
HLL [Hindustan Lever Ltd].

Godrej.

Procter and gamble.

WIPRO.

Nirma soaps private ltd.

Jyothi Laboratories.

MARKET SHARE OF KS&DL:


NO. 1. 2. 3. 4. 5. PARTICULARS HLL [Hindustan Lever Ltd.] Tata oil mills KS&DL Godrej soaps Others PERCENTAGES 70% 17% 4% 4% 5%

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Organization Study at K.S. & D.L.

PRESENT STATUS OF THE ORGANIZATION:


It is said that the popular has drastically dropped bolt in quality and value terms in spite of the fact that the market for the popular segment is growing. Though this appears to be very peculiar phenomenon, but that really happened in application of limited working capital. Availability of amount for the products which have the higher contribution. In the process the company is suffered heavily in terms of its market presence particular for popular soaps. The company has adopted some of trade push method for growth during the last three years and judiciously applied its funds fixed advertising, as there was a severe cash crunch. The above strategy proved rude from the company because trade push methods gives certain guarantee has consumed off take thorough the working capital requirement. The company is heavily dependent on southern market founded by Bombay and Calcutta branches. The product availability in retail outlets Particularly far Mysore sandal soap is almost comparable to other similar products in the premium segment in south, where as in other branches in penetration of one product is relatively poor, which depends on the companys distribution structure stockiest and field personnel strength. With increased trust on distribution, the company does not for see any problems to achieve the projected sales through in the redistribution package. Further, the policy of Indian government also sees the public sector enterprises enter the industry in a large way there by making the products available to the consumes at a reasonable price. Being located in the center of southern part of India the Government soap factory claims preferential treatment for expansion program natural availability of sandal wood oil extra oil etc.

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Organization Study at K.S. & D.L.

AN ISO 9002 COMPANY:

KS&DL with a tradition of excellence of over eight decades is committed customer delight, through total quality management and continuous improvement through the involvement of all employees. KS&DL has got ISO 9002 certificate. To improve the quality management system and to facilitate TQM in process of soap and detergent. To management took decision to obtain ISO 9002 by end of March 1999. Accordingly action play has drowned up to contribution, the committee for the purpose during October 1998 with a mission statement. According to the company constitutions of officers go for the formation in all the area of the companys operation. Particularly production, procurement, quality assurance, store maintenance. The company gives initial training inclosing conducting employees awareness program document quality manual and quality system procurement of presumes approach of ISO 9002. In this direction company obtained the guidance from goalie Consultancies, Bangalore and Bureau of Indian standards, Bangalore. Accordingly company standards registered for ISO 9002 by the end of March to the Bureau of Indian Standards. Obtained the certificate by the end of March 1999 itself. This is to project in the national and international market and also to improve quality of products offered to the consumers with the assurance of quality in the message.

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Organization Study at K.S. & D.L.

ISO-14001:
The company is being in the facts of moving goods, company being located in the heart of the Bangalore city. The top management of the company took the decision to get the ISO-14001 and become model to other public sector for the techniques used and also to other government units to spread the message of maintenance. The clean and green objectives ISO-14001, the constitutes core committee of officers of 6 months to study the impact of various processes during manufacturing covering the Bangalore complex for soap detergent in this direction. Company gave program of the awareness of ISO-14001. As per the time schedule can be able to register by the end of February to meet the entire objectives and target by completing all the stages recommended for certification. On March 2000 ISO-14001 with tandem complied with ISO 9002 will facilitate to improve the corporate brands in the global market it will help the company to improve the profits. Year after year long-term basis. The environment management system adopted in the company through this motive as follows: Conservation of energy.

Conservation of surrounding.

Conservation of resources.

Equipped with latest technology and backed by full-fledged control R&D support, KS&DL is marching confidentially a head in the new Millennium constantly developing new products KS&DL meets the changing preferences of its customers.

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Organization Study at K.S. & D.L.

BRANCHES OF KS&DL:
At present KS&DL have two main divisions at:

Shimoga (Oil production) Mysore(Agabatties) Its main marketing branches are: Bangalore Hyderabad Mumbai Kolkata New Delhi Chennai

FUTURE PLAN:
Introduction of cream and cosmetic. Introduction of dish wash detergent bar. Introduction of spray perfumes. Improvement in existing products. Reduction in distribution expenses.

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Organization Study at K.S. & D.L.

Introduction of anti-bacteria, herbal transparent soap, made out of 33 essential oil based perfume, Aloe Vera, Vitamin-E etc as additive and suitable for all types of skin and all seasons.

TABLE SHOWING THE GROWTH AND EXPANSION OF KS&DL

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Organization Study at K.S. & D.L.

YEAR STEP BY STEP GROWTH AND EXPANSION OF THE COMPANY A.D. OVER THE YEAR. 1918 Govt. soap factory was started by the Maharaja of Mysore and the Mysore sandal soap was introduced into market for the first time. The factory output was increased to 500 tones p.a. 1950 1954 1957 1968 1974 1980 1981 1983 1984 1985 1992 1998 1999 2000 2003 2004 Renovating the old premises by reconstruction a portion of building. Installing a new boiler, soap and drying chamber. Received license from Govt. to manufacture 1500 tones of soaps and 75 tones of glycerin per year. Dr. S.M. Vishweshariah laid foundation for KS&DLs new factory building. The production touched 3000 tones. The detergent plant started producing Mysore detergent powder and bar soap with the investment of Rs.20 crores. On 1-10-1980 the Government soap factory a public sector unit was renamed as Karnataka Soaps and Detergent Ltd. Production capacity was increased to 6000 tones, fatty acid plant was started with Rs.45 million investments. Production capacity increased to 20,000 tones p.a. at a total cost of Rs. 17.21 cores. Production of agarbathies was started in Mysore a unit of KS&DL Production capacity was increased to 26,000 tones. The company was registered with BIFR in December The company launches Baby sandal Talc and Mysore Gold soap KS&DL received ISO 9002 certificate manufacture of baby soap and fresh mate. ISO 9002 Certificate pertaining to environmental management system. In may the BIFR, New Delhi declared the company to be out of the purview. The company launched Mysore sandals herbal care soap.

Product Profile of KS&DL:


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Organization Study at K.S. & D.L.

Mysore Sandal Soap 150gm

Mysore Sandal Premium 75,125,150gm

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Organization Study at K.S. & D.L.

Mysore Sandal Gold 150gm six in one pack

Mysore sandal classic 75 gm

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Organization Study at K.S. & D.L.

Mysore Sandal Gift pack 125gm

Mysore Sandal Herbal care 75gm

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Organization Study at K.S. & D.L.

Mysore Sandal Baby soaps 75gm

Mysore Jasmine 100,150g

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Organization Study at K.S. & D.L.

Mysore Carbolic 125gm

Wave Turmeric Soap 125gm

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Organization Study at K.S. & D.L.

Mysore Detergent Cake2125,250gm

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Organization Study at K.S. & D.L.

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Organization Study at K.S. & D.L.

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Organization Study at K.S. & D.L.

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Organization Study at K.S. & D.L.

PRODUCTION DEPARTMENT:
Production department in KS&DL is comprised of 295 employees, department aims for organizational excellence. The total production department is containing the technology of ITALIAN TECHNOLOGY. Here, all components are fixed according to the processing sequence and assembled the components and materials which are used for production of soaps.

Raw Materials used for soap production are as follows:


PKFAD (Pam kernel fatty acid) PFAD (Pam fatty acid) Caustic soda Brain Salution [Salt Salution] Water Raw materials used for finished Soaps Soap Noodles Glycerin Lanolin Perfume Quality assurance is given up to 500 kg per hours with out any problem, depending up on the target given by the Marketing department, if any problem accused during the production then it should be checked immediately. Presently, KS&DL Bangalore produces SANDAL BATH TABLET, ROSE BATH TABLET, LAVENDAR BATH TABLET, JASMINE BATH TABLET, SPECIAL BATH TABLET, and CLASSIC BATH TABLET.

Components:
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Organization Study at K.S. & D.L.

Kettle House [Soap Boiling Section], Soap Drying Plant [Automiser], Pneumatic Transfer System, Silos, Amalgamator, Simplex plodder, Milling machine, Duplex plodder machine, Cutting machine, Stamping machine, Wrapping Machine [Packing M/c]

Production process of KS&DL: (FATTY ACID MIXTURE)


In the stage fatty acid mixture is allowed to kettle along with calculated quantity of sodium Hydroxide, and the kettle is boiled with the steam under the steam pressure of 6.5kg per cm squares. Requisite quantity of Water and Brine(salt water) or also added from the top and Saponification reaction will take place from 3 to 4 hours this stage is called FITTING stage And kettle is fitted by adding required quantity of water and salts this is allowed for 24 hours to 40 hours when a kettle separates (NEAT) soap from (NIGGER). The bottom layer (NIGGER) is removed to other kettle and a super nailed NEAT soap is processed in drying plant, The kettle NEAT soap have a moisture of 30% and The soap is in liquid, when it is passed through drying plant the NOODLES are produced having a moisture of 10% to 12% which is stored in SILOS. After in the amalgamator the mixing of the perfumes, glycerin and lanolin will be take place, after this it will be send to simplex plodder machine and to the mixture In this process all the materials will be mixed & It is to be send to duplex plodder machine in this minimum of -18% to -20% temperature is used. After this it will be send to cutting machine and to packaging will take place.

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Organization Study at K.S. & D.L.

Functions: Ensures the 100% quality product. Based up on customer feedback takes the corrective action. Ensures the 100% equipment utilization. Gives the regular feedback to quality assurances department, regarding the quality of the products. Gives the feedback to design department.

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Organization Study at K.S. & D.L.

ORGANIZATION STRUCTURE OF PRODUCTION DEPARTMENT

GENERAL MANAGER

Dy. GENERAL MANAGER

MANAGER (TOILET SOAPS)

MANAGER (DETERGENT PLANT) ASST. MANAGER OFFICER

ASST. MANAGER OFFICER

JUNIOR OFFICER WORKERS

JUNIOR OFFICER WORKERS

MATERIAL DEPARTMENT:
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Materials are obtained at right time, right quality at right place from right source & at right cost which leads smooth flow of production.

Objectives:
Maintaining continuity of flow of materials Effective control of inventories Coordination Growth of the organization Maintaining ethical organization

It has been divided into 5 sections: Oil & fats section Perfumery & aromatically section Packing materials section Chemical section Miscellaneous & Engineering stores section

Role of Material Department: First of all material department gets the marketing requisition according to production department. After receiving it tenders are released. Tenders are released by means of open call, newspaper, and websites. Then quotations are send by the suppliers. Quotations are selected by comparative analysis on the basis of supplier rate, supplier background and EMD (Earnest Money Depositor). Final decision is taken by the board of directors and the order is placed. Then Auditing work is carried out by Purchase Negotiation Committee (PNC). The members of this committee are: Chairman GM of Finance department Conveyer or Member DGM of Materials department Other members are first representative from marketing department, quality control department, R&D and Production department.

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Organization Study at K.S. & D.L.

MAINTENANCE DEPARTMENT:
Effective maintenance is the goal of the company. The areas of maintenance are: Mechanical Maintenance. Electrical Maintenance. Civil Maintenance.

Proper maintenance results to: Reduction of overload. Cost Reduction. Greater Safety of equipment & workers. Delivery schedule is maintained. This department contributes also working progress of the company.

STORAGE DEPARTMENT:
In KSDL there are about 8 stores namely: Packing Materials. Engineering & Stationary Goods. Perfumery Stores. Oil & Fats Stores. Detergent finished goods stores. Fuel & Serviceable stores.

These stores play a great role in maintaining of required stock. It also facilitates maintenance of suitable store organization structure. It monitors the procedures of the receipt. Materials are issued on the basis of FIFO.

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INVENTORY CONTROL SYSTEM:


STORES DEPARTMENT: KS&DL has well- managed stores department for each of the three divisions viz, soaps, detergent & fatty acid division in the factory, there are separate miscellaneous stores department for raw material, finished goods and tools. Objectives; Assuring the availability of raw material at right quantity. Maintenance of adequate, but not excessive storage of materials at all time. Maintenance of economical and uninterrupted flow of production activities and finally to ensure minimum blockage. Achieving maximum efficiency in production and sales with least investment in inventory.

Types of Stores:
Perfumery stores Chemical stores. Packing material stores. Oil & Fats Stores. Finished goods stores.

STORES DEPARTMENT FUNCTIONS IN KS&DL:


Receiving materials from supplier through proper verification of documents. Raising goods received report for receipt of materials. After quality approval certificate from quality control department by goods received note for stores accounting purpose. Issuing of material through proper identify or stores requisitions and issue note from different department. AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 35

Organization Study at K.S. & D.L.

Arriving of closing stock on monthly basis through stores accounting in store stock ledger. Maintenance of perpetual inventory stock control and safety stock of materials. Periodical verification of stock of materials with necessary schedule or statement by proper keeping of stores.

STORES RECORDS MAINTAINED IN KS&DL:


a. Bin cards b. Stores cards c. Stock verification statement d. Delivery note or gate pass e. Store purchase control register with purchase order. f. Goods Received Note(GRN) g. Goods Received Report(GRR)

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MARKETING DEPARTMENT:
Around 450 people are represented from the company across the country and 12 employees are working within the organization. These representatives are responsible for feedbacks from customer and also in increasing sales of the organization company believes that these representatives are doing a great job. The sales market is broadly divided into 4 segments geographically, i.e., south, north, western, eastern zones. South region has the major share comprising of mainly Karnataka, Tamil Nadu, Kerala and Andhra Pradesh Western region comes 2nd with Maharastra, Gujarat, Madhya Pradesh Eastern region comes next with states like, Orissa, Bihar North region comes last with states like Delhi, Punjab Rajasthan, Himachal Pradesh, Jammu and Kashmir, and Haryana. Major competitors are: Hindustan Unilever (HLL) Nirma Wipro Medimex Dettol Jo rose

The soaps are divided in mainly 3 segments namely: 1) Premium segment consisting of soaps priced above 16 rupee 2) Popular segment consists of soaps priced between 10-15 rupee 3) Economy segment consist of soap priced less than 10 rupee

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Organization Study at K.S. & D.L.

KSDL is into mainly manufacturing of premium segment and popular segment. Premium segment soaps include: 1. Mysore sandal classic 2. Mysore sand gold 3. Mysore sandal baby soap Popular segment soaps include: Mysore sandal carbolic Demand for a product is calculated on the basis of previous year demand and current growth of soap and detergent industry and also the feedback given by sales representatives of the company Advertising and sales promotion: Advertising is done by using all kinds of media like television, radio, displays in bus stands, hoardings, sponsors for certain events presently sponsoring Bangalore fashion Sales promotions during festive seasons like get one free on purchase of three. Discount during off season. The companys main products are soaps & detergents which are sold in different parts of India, the marketing department which is controlled by seven branches. The role of these departments is ensuring the effective sales activities under their control.

Branch 1. Bangalore
2. Chennai 3. Hydrabad 4. Mumbai 5. Kolkatta 6. Delhi

Depots
Hubli, Raichur. Madras, Salem, Madurai, Cochin. Hyderabad, Vijayawade, Ananchapur. Bhiwandi, Ahmedabad, Pune. Cuttack, Patna, Gauhati. Delhi, Jaipur, Jullundur.

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ORG: Operational Research Group report main source of marketing research


private agency which study the competitors consumer demand, market etc that generates the report.

CHANNELS OF DISTRIBUTION:
KSDL manufactures their products i.e. soaps & detergents. After this sent to various distribution points through agents. The stockiest sells to various retailers hence it reaches to the consume CHANNEL OF DISTRIBUTION:

Manufacture (KSDL)

Branches

State wise deports

Area wise distributors

Sub stockiest

Wholesalers

Semi Wholesalers

Retailer AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

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Consumers

EXPORTS:
KSDL export their products to different parts of world they are:
Australia Berlin Canada Czechoslovakia France Germany Italy Kenya Malaysia Saudi Arabia Singapore Africa Srilanka USA Japan UK Taiwan Holland

FUNCTIONS OF MARKETING DEPARTMENT:


Marketing Mix : it is the policy adopted by the manufactures to get success in the field of marketing Product Policy: It includes both the turns of development & improvement produced and existing products. This all totally done by KSDL both marketing & R & D department. Distribution Policy: The manufactured product of KSDL is supplier to the factory depots. There are various depots in various states & stored there. Sales & Promotion: the drawback is poor advertising & sales promotion. Packing: Uses different materials for different products, card board boxes synthetic covers. Market Share: The KSDL production strategy is more expensive when compared to other product. At present co, holding market share of 18% in south India & 8% throughout India basis for premium soaps

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QAD (QUALITY ASSURANCE DEPARTMENT)


ACCENT OF HIGH QUALITY: Mysore sandal soap is claimed to be very hygienic and does not have adverse effect to human skin. It is the Pride product of the factory Behind such consideration KS&DL has very well established quality control department. Quality checks are carried on right from raw material stage to the intermediate stage again till the testing of the final products.Quality assurance department of Karnataka soaps & Detergent limited is consists of 16 members work in the laboratory, the quality assurance standards are set according to the ISO 9001 Documentation. The quality assurance process starts from testing of samples from the procurement of Raw materials, after testing the samples QAD gives the certification to stores department, from the stores department the required material will be used by production department for production. QAD works like round the clock, Activities are mainly divided according to, Testing of incoming raw material. Testing of work-in-progress. Testing of finished goods. The quality assurance department examines the quality of the product on hourly basis; the testing of quality includes testing of MOISTURE CONTAINT, COLOUR, CONSISTENCY of the soap, ODOUR etc. After completion of all the procedure, In the last stage the final product will be re-inspect by the next chemist, One chemist test the finished products test for Moisture, TFM, Glycerine, Alcoholic insoluble and all other parameters. The test result should confirms to specifications prescribed, then only quality certification is made, after getting the certification from the chemist, finished products moves certified finished goods from where it reaches to customer. One reference sample will be preserved at laboratory for 1 year. In case any complaint received. The reference sample will be tested & satisfactory feed back is passed on to the customers. OBJECTIVES: AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 41

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1) To maintain customer satisfaction at optimum level. 2) To retain perfumery content throughout it uses. 3) To maintain standard weight, size &finishing.

HUMAN RESOURCE DEPARTMENT:


Organization is made up of people & function through people. Without people organization cannot exist. The resources of man, money, materials & machinery are collected, co-coordinated & utilized through people. These resources by themselves cannot fulfill the objectives of an organization. They need to be united into team. It is through the combined efforts of people that material & monetary resources are effectively utilized for attainment of common objectives. All the activities of an organization are initiated & completed by the people who make up the organization. This resource is called Human Resource. Department aims at developing employee general enabling capacities as individuals, so that they are able to discover & exploit their own & organization culture were superior-subordinate relationship, team work & collaboration among different units are strong & contribute to organizational health , dynamism & pride of employees

MAN POWER DETAILS:


DUTY PAID GROUP Executives Supervisors Workers Total BANGALORE 77 49 568 695 SOD MYSORE 09 08 32 49 MARKETING BRANCHES 37 22 48 107 GODOWN SHIMOGA 03 13 16 TOTAL 127 79 661 867

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Performance Appraisal Method Used in KS&DL Rating Scale


Given below are assessment factors evaluate the persons those factors on the following Excellent A Sl No 1 2 3 4 5 6 7 8 9 Assessment Job knowledge Performance Housekeeping & safety awareness Attendance Conduct & discipline Co-operation Dependability & integrity Health & present ability Leadership Good B Satisfactory C Rating Poor D

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ORGANISATION STRUCTURE OF HRD DEPARTMENT


MANAGING DIRECTOR

DY.GEN.MGR [HRD]

MGR(HRD)

CANTEEN FIRST AID TIME OFFICE OFFICER [HR ASST.MGR JR. OFFICER JR.OFFICERS SENIOR ASSTS JR.OFFICER

VMO

LWO

SR.ASST.

SR.ASSTS SR.ASSTS HELPER ATTENDER ATTENDER Cooks

Helpers

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0 1 0 2 0 3 0 4 0 5 0 6 0 7 0 8 0 9 1 0 1 1 1 2 .

M.D Asst.Gen.Mgr [HRD] Mgr [HRD] Asst.Mgr [Canteen] LWO VMO Officer [HRD] Jr.Officer [HRD] Sr.Assts Attainder Cooks Helpers

Managing Director Assistant General Manager

Manager [HRD] Assistant Manager [Canteen] Labour Welfare Officer Visiting Medical Officer Officer [HRD] Junior Officer [HRD] Senior Assistants Attainder Cooks Helpers

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WELFARE DEPARTMENT
KSDL welfare department can be classified into 3 sections namely, 1. Statutory. 2. Voluntary. 3. Non statutory. a) Statutory : KSDL welfare association is based on employees contributions, interest carved. Canteen facility. First aid. Provident Fund.

b) Voluntary benefit: Workers education class conducted by the central board. Inspection of fittings. Dust nuisance. Toxic gas nuisance.

C) Mutual: Employees get 3 pair of uniform at every 2 years & a Pair of shoes for every year. Cultural Recreations. Leave facilities. Employees Co-operative society which give loan on credit. Employees house building society.

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Benefits provided by KSDL


Monetary benefits are basic wage allowances, employees contribution to PF. Employee state insurance, bonus, pension gravity etc. Fringe benefits like housing, food canteen, education to children, medical facility, holiday pay, recreation etc.

Allowances:
The gross salary includes basic pay and 1. Dearness allowances (DA). 2. City compensatory allowance 5% of basic pay. 3. HRA 20% of B.P who resides in rented house. 4. Conveyance allowance, Rs.680 per month for workers & Rs.680 for executives. Family Travel Allowance: Rs. 1500 per year for an employee. 5. Shift allowance: 3 shifts, 1st Shift: 6-2p.m 2nd Shift 2-10p.m Rs.25 paid 3rd Shift 10pm-6am Rs.35paid. 6. Leave facilities: 18 days privilege leave, 7 days casual. 15 days sick leaves. 7. Canteen facility 8. Bonus: It is declared within 8 months after closing the accounts the management has Declared 20% bonus for the current year. 9. Increments. 10. P.F.

Medical benefit:
Domiciliary Rs, 400/-per month is given along with wages. Rs.150000/-per annum per Employee for hospitalization.

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RESEARCH DEVELOPMENT & QUALITY CONTROL:


KSDL its full fledged quality control & R&D single mindedly pursue quality enhancement. Both departments are headed by highly qualified professionals, committed to developing products that keep place with customers changing needs & perceptive Objectives: New Product Development Existing Product Development Cost Reduction (More profitability) New Products of KSDL are: Herbal Hand Wash Wave Talcum Powder Dish Wash Body Wash

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MANAGEMENT INFORMATION SYSTEM DEPARTMENT 1. ACCOUTING SYSTEM:


Financial statements are prepared under the historical cost convention on an accrual basis and comply with the accounting standards refer to sec 211 (3) (c) of the companies Act 1956.

2. COSTING SYSTEM:
The Company follows Process Costing method.

3. INVENTORY CONTROL SYSTEM:


a. ABC analysis for stock control. b. FIFO method for issuing materials. c. Computerized accounting system for stores. 4. REMUNERATION SYSTEM: Time Rate System is followed to employees. Government fixes remuneration to Executives.

5. PERFORMANCE APPRAISAL SYSTEM:


Confidential report is prepared by heads of various departments for systematic judgment of the subordinate by authority to assess the standard of work & overall performance.

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FINANCE DEPARTMENT:
The finance department helps the organization in many ways: a. It helps in investment decisions. b. It helps in financing decisions. c. It helps the organization for the better utilization of funds. d. It helps the top management.

OBJECTIVES OF FINANCIAL DEPARTMENT: To protect financial interest of the company. It helps in achieving the business results. Maintaining the funds, collection and payments. Lessening with banks and financial institutions. Controlling the inflow and outflow of cash. Financial planning and mobilization of financier. To see that the company do not suffer for want of finances. To co-ordinate with other department in order to achieve the companies objective. To exercise cost control and cost reduction technique. To monitor the budget and budgetary control.

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ORGANIZATIONAL STRUCTURE OF FINANCE DEPARTMENT:

Managing Director

General Manager

AGM (Costing)/ AGM (Bills) Junior Officer

Manager (PR&PF)

Manager (LS)

AGM (Accounts)/AG M (CE&C) Junior Officer

Junior Officer

S R Assistant

S R Assistant

S R Assistant

J R Assistant

J R Assistant

J R Assistant

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Balance Sheet f KS&DL


Particulars Shareholder fund Share capital(A) Reserves & surplus Loans funds secured loans(B) un secured loans(C) Application fund (1)Fixed assets(D) (a)Gross block -deprecation (b)Net block (2)Investment(E) (3)Deferred tax assets (4)current assets& loans and advance (a)Inventories(F) (b)sundry debtors (c)cash and bank Balance(H) (d)loans advance(I) Current liability Prevision(K) (1)Liability Previsions Net current assets (5)Miscellaneous expenses Profit& loss A/C 308752365 166770640 475523005 406166500 434206040 ----------------334385423 & 104944640 881689555 312345581 72546525 816621470 296012822 146346607 350855723 80873641 296106154 237050829 59055325 30000100 32146548 292406486 233475517 58930969 100 ----10365536 89995463 100360972 318221000 136826041 16629120 129995436 146624556 318221000 15070293 2007 Amount 2008 Amount

280039861 128527890 408567751 408053719 12931061 ----------------

28039490

----------------

Profit And Loss Account:

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Particular Income Sales -Excise duty Net sales Other income Increase& decrees in stock Expenditure Material consumed (including trading term) Other expenditure Deprecation Profit and loss before tax Prevision for taxation Current tax Fringe befits tax Dividend tax Profit and loss after tax Prior period income (+)(-) expense Deferred tax assets Proposed dividend Tax of entire year Profit and loss B/F from previous year Profit and loss transfer to Balance sheet

2007 (Amount)

2008 (Amount)

1455284544 168822536 1286462008 1307447313 1307447313 (26466726) 1280980589 541433115 613525868 3577430 117935440 18000000 7098690 4596946 88239809 14687533 32146548 (27048785) 13730643 121755748 15070293 136826041

1195803294 151428824 1044374470 1063378770 1063378770 47309343 1110688113 507094583 551982974 3605016 43357146 5200000 2301452 ----35855694 6640866 ----------------------22096763 20396797 (5326504) 15070293

Sources of Funds
Particular Share holder funds (including Karnataka Govt of of funds 53 2007-08 3182.21 2006-07 3182.21

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converted into Equity barrowings (including loans from Govt of Karnataka Recover and surplus

1003.61

1466.25

1368.26 5554.08

150.70 4799.16

Application of Funds Particulars


Net fixed assets 590.55 Current assets loans and advance assets -current liability & previsions Net current assets Investments Deferred tax assets Mis expenses Profit and loss 8816.90 4755.23 4061.67 300.00 321.47 280.39 --------5554.08 8166.22 4085.68 4080.54 ---------------------129.31 ---------4799.15

2007-08 Amount
589.31

2006-07 Amount

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SELECTED PROBLEM AREA (HR)

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TRANING AND DEVELOPMENT

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Statement of the Problem:


Employee efficiency and productivity is low. Because the Training and Development Programme is not implemented properly. Many of the public undertaking companies do face the training and development problem as they dont adopt new training and development methods with requisites of present scenario which unable them to bench mark themselves against private modernized companies. Thus the need for organized training programs arises

STUDY METHODOLOGY:
This is a systematic way to solve the research problem and it is an important component for the study without which researcher may not be able to obtain the facts and figures from the employee. The methodology adopted for the study is as follows:-

Sources of Data:
Data was collected based on two sources: Primary Data. Secondary Data.

Primary Data: The primary data is collected with the help of questionnaires, which are chosen because of its simplicity and reliability. Researchers can expect straight answers, which are directly related to the question. The asked interpretation of data under this can be done correctly. Because of this questionnaire it is much helpful, in factors such as obtaining choices and helping respondents to understand the significance and answer to their reliability. In this method rate and reliability is higher. In addition to this the data was collected through observation method, personal interviews and question schedule in the place where questionnaire was not workable. AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 57

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Secondary Data: Secondary data is collected through the documents provided by the all the departments such as policy decisions, reports regarding suggestions, schemes, etc. Data is also gathered from the books of various authors, magazines, journals, annual reports, broachers, company manual, etc. However in this study most of the information gathered was from the secondary data that through books, journals, magazines, annual reports, etc. Hence secondary data makes the main source for the data collected.

Human Resources (HR):


Human resources is a term with which many organizations describe the combination of traditionally administrative personnel functions with performance, Employee Relations and resource planning. The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources refer to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues. The objective of Human Resources is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.

Human Resource Management (HRM):


It is a relatively new term, that emerged during the 1930s. Many people used to refer it before by its traditional titles, such as Personnel Administration or Personnel Management. But now, the trend is changing. It is now termed as Human Resource Management (HRM). Human Resource Management is a management function that helps an organization select, recruit, train and develops.

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Human Resource Management is defined as the people who staff and manage organization. It comprises of the functions and principles that are applied to retaining, training, developing, and compensating the employees in organization. It is also applicable to non-business organizations, such as education, healthcare etc.

Human Resource Management is defined as the set of activities, programs, and


functions that are designed to maximize both organizational as well as employee effectiveness Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into an organization until he leaves, come under the horizon of HRM. The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important division is training and development.

Training:
It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors to enhance the performance of employees.

TRAINING AND DEVELOPMENT is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format Training and Development referred to as: Acquisition and sharpening of employees capabilities that is required to perform various obligations, tasks and functions Developing the employees capabilities so that they may be able to discover their potential and exploit them to full their own and organizational development purpose Developing an organizational culture where superior subordinate relationship, team work, and collaboration among different sub units are strong and contribute to organizational wealth, dynamism and pride to the employees. AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 59

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DEVELOPMENT DEFINED:
It helps the individual handle future responsibilities, with less emphasis on present job duties

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT:


Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVES: The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives maintain the departments contribution at a level suitable to the organizations needs. AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 60

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Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Training is a process, which provides new dimensions to the employees of the organization whereas the development helps to employees to develop their weak areas to achieve the organizational objectives.

This is the one department in the organization, which helps employees to recognize their skills and provoke them to lead in future. It provides not only monetary benefits but also gives non- monetary benefits, which increase the motivation level of the employees. The quality of employees and their development through training and education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements.

Purpose of Training and Development:


Reasons for emphasizing the growth and development of personnel include: Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the company's ability to adopt and use advances in technology because of a sufficiently knowledgeable staff. Building a more efficient, effective and highly motivated team, which enhances the company's competitive position and improves employee morale. Ensuring adequate human resources for expansion into new programs.

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Research has shown specific benefits that a business receives from training and developing its workers, including:

Increased productivity. Reduced employee turnover. Increased efficiency resulting in financial gains. Decreased need for supervision. market reputation of an organization

Training is referred to as a method to give the new entrant or an existing employee the skills, knowledge and attitude needed to perform the job. Training should meet two basic objectives. 1. Training should make the personnel skilled enough to do the job on hand efficiently leading to targeted productivity levels. 2. Training should be cost effective. Employees frequently develop a greater sense of self-worth, dignity and wellbeing as they become more valuable to the firm and to society. Generally they will receive a greater share of the material gains that result from their increased productivity. These factors give them a sense of satisfaction through the achievement of personal and company goals.

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A business should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions. Firms that plan their training process are more successful than those that do not. Reasons for not adopting training programes in many organizations: The five reasons most often identified are as follows: Time - Small organizations find that time demands do not allow them to train employees. Getting started - Most small organizations have not practiced training employees. The training process is unfamiliar. Broad expertise - Organizations tend to have broad expertise rather than the specialized skills needed for training and development activities. Lack of trust and openness - Many organizations prefer to keep information to themselves. By doing so they keep information from subordinates and others who could be useful in the training and development process. Skepticism as to the value of the training - Some small organizations believe the future cannot be predicted or controlled and their efforts, therefore, are best centered on current activities i.e., making money today.

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A well-conceived training program can help a

firm to succeed. A program

structured with the company's strategy and objectives in mind has a high probability of improving productivity and other goals that are set in the training mission.

The Training Process:


The steps necessary in the training process are as follows: 1. Organizational Objectives: First of all want to define the organizational ojectives in the process of training. 2. Assessment of Training needs: Training Needs are identified on the basis of organizational analysis,job analysis and manpower anlysis Training Needs = Job and organizational requirement Employee satisfaction Group or Organizational Analysis Organizational goals and objectives Persoanl/skills inventories Exit interviews Quality circles Customer survey/satisfaction data Individual analysis Performance appraisal Work Sampling Attitude survey Rating scales Observation of Behaviour

3. Training Objectives:
The HR manager formulates the following training objectives in keeping with the companys goals and objectives: To Prevent Obsolence To prepare employees for higher level tasks. To prepare the employee,both new and old to meet the present as well as the changing requirements of the job and the organization. To impart new entrants the basic knowledge and skills they need for an intelligent performance of a definite job. AL AMEEN INSTITUTE OF MANAGEMENT STUDIES 64

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4.Selection of Trainees :
Training an employee is expensive, especially when he or she leaves your firm for a better job. Therefore, it is important to carefully select who will be trained. Training programs should be designed to consider the ability of the employee to learn the material and to use it effectively, and to make the most efficient use of resources possible. It is also important that employees be motivated by the training experience. Employee failure in the program is not only damaging to the employee but a waste of money as well. Selecting the right trainees is important to the success of the program.

5. Select the Training Methods and Goals:

Training Goals: The goals of the training program should relate directly to the needs determined by the assessment process . Setting goals helps to evaluate the training program and also to motivate employees. Allowing employees to participate in setting goals increases the probability of success.

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Training methods:

TrainingMethods Methods Training

Onthe thejob jobMethods Methods On

Offthe thejob jobMethods Methods Off

On-the-job technique: is delivered to employees while they perform their regular jobs.
In this way, they do not lose time while they are learning. On-the-job techniques includes: Job rotation involves moving an employee through a series of jobs so he or she can get a good feel for the tasks that are associated with different jobs. Internships and assistantships are usually a combination of classroom and on-the-job training. They are often used to train prospective managers or marketing personnel. Orientations Some companies use verbal presentations while others have written presentations. Many small businesses convey these topics in oneon-one orientations No matter what method is used, it is important that the newcomer understand his or her new place of employment. Off-the-job techniques: Under this method of training,the trainee is separated from the job situation and his attention is focussed upon learning the material related to his future job performance.It includes:

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1. Lectures present training material verbally and are used when the goal is to present a great deal of material to many people. It is more cost effective to lecture to a group than to train people individually 2. Role playing and simulation are training techniques that attempt to bring realistic decision making situations to the trainee. Likely problems and alternative solutions are presented for discussion. 3. Audiovisual methods such as television, videotapes and films are the most effective means of providing real world conditions and situations in a short time. 6.Training Administration: Having planned the training program properly, you must now administer the training to the selected employees. It is important to follow through to make sure the goals are being met. Questions to consider before training begins include: Location. Facilities. Accessibility. Comfort. Equipment. Timing. 7.Evaluation of training:

Employees should be evaluated by comparing their newly acquired skills with the skills defined by the goals of the training program. Any discrepancies should be noted and adjustments made to the training program to enable it to meet specified goals. Timely evaluation will prevent the training from straying from its goals. The process of examining a training program is called training evaluation. Training evaluation checks whether training has had the desired effect. Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

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Purposes of Training Evaluation:


The five main purposes of training evaluation are: Feedback: It helps in giving feedback to the candidates by defining the objectives and linking it to learning outcomes. Research: It helps in ascertaining the relationship between acquired knowledge, transfer of knowledge at the work place, and training.

Control: It in helps

controlling the training program because if the training is not effective, then it can be dealt with accordingly.

Power games: At times, the top management (higher authoritative employee) uses the evaluative data to manipulate it for their own benefits.

Intervention: It helps in determining that whether the actual outcomes are aligned with the expected outcomes.

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Process of Training Evaluation:


Before Training: The learner's skills and knowledge are assessed before the training program. During the start of training, candidates generally perceive it as a waste of resources because at most of the times candidates are unaware of the objectives and learning outcomes of the program. Once aware, they are asked to give their opinions on the methods used and whether those methods confirm to the candidates preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals

After Training: It is the phase when learners skills and knowledge are assessed again to measure the effectiveness of the training. This phase is designed to determine whether training has had the desired effect at individual department and organizational levels. There are various evaluation techniques for this phase.

Techniques of Evaluation:
The various methods of training evaluation are: Observation Questionnaire Interview Self diaries

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Advantages of Training:
Increased productivity Heightened Morale Reduced Supervision Increased Organizational Stability

Suggestion to the Problem:

The management should design Training and Development programmes frequently and identifies the skills and knowledge of the employees to increase the productivity and also to increase efficiency resulting in financial gains.It also helps to gain as well as maintain the market reputation of an organization. Training and Development plays a major role in both employee as well as organizational benefits.

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STRENGTHS:
Only soap in India that contains pure sandal and almond oil. Certified by ISO Worlds largest production of sandal wood oil. Brand name from decades in soap market. It has very good dealership network, which ensures that the products reach every customer. Diversified product range helps the company to maintain stability.

WEAKNESSES:
Distribution network weak in north and east. Lack of Promotional activity. Neglecting freshness aspect. High oriented cost due to excessive labour force. Low turnover resulting in low profit.

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OPPORUNITIES:
Traditional benefits that sandal is good for skin. Skin care is just gaining importance among consumers. Government support and large production capacity. Advantages of being in the industry for a long time. Existence of vast market and huge demand.

THREATS:

Other competitors such as Rexona, Santoor etc., There is a need for renovation of plant and machinery. Government interference may reduce growth potential. Other sandal soaps in the market. Traditional method of manufacturing.

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It is a company wholly owned by government, so it has to follow the rules made by the government. The company is under utilizing its capacity. Its production is based on old technology, which leads to more wastes in the production process. Consumer awareness of its products is very less except for Mysore Sandal soap. Its products are not available easily in district places of states other than Karnataka. There is mismatch in production & sales activity. Recruitment in the company has been stopped since 1988 due to some circumstances and recruitments are taking place only in some department.

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KS & DL has a wide variety of products but people are unaware of many products like incense sticks, detergents, baby soaps, etc., as its marketing is weak. So it should spend both money and man power on advertising. They should also improve in building up the strong marketing strategy in order to improve the distribution channels and could be able to increase the sales other than the Mysore Sandal Soap. The R&D should work effectively and achieve the break-through in new products and can make the company to earn more profits. The management should design Training and Development programme and Career Development programme and identify the skills or knowledge.

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The overall study of the organization reveals that the company has grown tremendously since its incorporation from 1918, now it has independent units for manufacturing sandalwood oils, toilet soaps, detergents, cosmetics, incense sticks and industrial products. The initially named Government Soap Factory was renamed as Karnataka Soaps and Detergents Ltd in 1st October 1980. Its trademark is Sharabha, the slogan stands as Natural products with exotic fragrance. The company is a leading sandalwood soap manufacturer in the country. Even though they have demand for their products in both domestic as well as international market. They are not able to establish themselves as market leaders due to various reasons such as extensive work force, non-utilization of installed capacities of manufacturing, lack of proper distribution network, lack of expenditure in the areas of advertisements and publicity, competitions of various soaps and detergents and lack of timely decisions. The company has an effective human resources department wherein the employees are given excellent packages, incentives and extensive care is taken by providing facilities such as canteen, medical facilities, motivation classes and extracurricular activities.

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Website; www.mysoresandal.com www.msilonline.com

Books and Journals:


MSIL-Company Brochure Annual reports KS&DL. MARKETING MANAGEMENT FINANCIAL MANAGEMENT HUMAN RESOURCE MANAGEMENT BY PHILIP KOTLER BY SHASHI GUPTA BY ASHWATAPPA

AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

81

Organization Study at K.S. & D.L.

AL AMEEN INSTITUTE OF MANAGEMENT STUDIES

82