final project
TRANSCRIPT
SUMMER TRAINING PROJECT REPORT
ON
“JOB SATIFACTION OF EMPLOYEES IN FIELD GUN FACTORY,KANPUR ”
FIELD GUN FACTORY KANPUR, (U.P)
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF
POST GRADUATE DIPLOMA IN MANAGEMENT
UNDER THE GUIDANCE OF: UNDER THE SUPERVISION OF:
Prof. kamaljit Sodhi Mr. S.RaviSUBMITTED BY
Harsimran Randhawa
12PGDM 2012-14
Galgotias Business School
APPROVED BY AICTE, MİNİSTRY OF HRD, GOVT. OF INDİA)
1, KNOWLEDGE PARK, PHASE II, GREATER NOİDA. (U.P.)
This is to certify that Ms Harsimran Randhawa Roll
no PGDM101 is the student of PGDM.
She has worked on the project titled “JOB
SATISFACTION OF EMPLOYEES IN FIELD GUN
FACTORY KANPUR” under my supervision and
guidance. This is an original and authenticated work
done by her.
Guide: Mr. S.Ravi (J.W.M, H.R.D)
Date: 13MAY, 13 TO 27JUNE, 13
PREFACE
T h e p r o j e c t w o r k e n t i t l e d “ A S T U D Y O N J O B
S A T I S F A C T I O N O F E M P L O Y E E S F E I L D G U N
F A C T O R Y , K A N P U R ’ ’
Job Satisfaction is the favorableness or un-favorableness with which the employee
views his work. It expresses the amount of agreement between one’s expectation of
the job and the rewards that the job provides. Job Satisfaction is a part of life
satisfaction. The nature of one’s environment of job is an important part of life as
Job Satisfaction influences one’s general life satisfaction. Job Satisfaction, thus, is
the result of various attitudes possessed by an employee. In a narrow sense, these
attitudes are related to the job under condition with such specific factors such as
wages. Supervisors of employment, conditions of work, social relation on the job,
prompt settlement of grievances and fair treatment by employer.
However, more comprehensive approach requires that many factors are to be
included before a complete understanding of job satisfaction can be obtained.
Such factors as employee’s age, health temperature, desire and level of aspiration
should be considered. Further his family relationship, Social status, recreational
outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.
ACKNOWLEDGEMENT
I deeply express my profound gratitude and whole hearted thanks to our
beloved GALGOTIAS BUSINESS SCHOOL,GREATER NOIDA,, who
provided necessary facilities, guidance and endless encouragement, which helped
me soundly.
She is a boon to all of us not only in completing our projects but also
Throughout the course of study under the humanitarian grounds.
I wish to express my gratitude to Mr. S.Ravi (J.W.M,H.R.D) for his
cooperation.
I also thank all the employees in FIELD GUN FACTORY , KANPUR for
their cooperation in successful completion of my project.
I would like to thank all the faculty members of GALGOTIYAS BUSINESS
SCHOOL,GREATER NOIDA for their excellent guidance and dedicated
involvement.
I would like to thank my friends and family members for their
cooperation in completing project successfully.
HARSIMRAN RANDHAWA
PGDM ( POST GRADUATION DEPLOMA IN MANAGEMENT)
FROM (HR AND MARKETING FIELD)
Declaration
I, HARSIMRAN RANDHAWA, Roll noPGDM101 student of
PGDM of Galgotias Business School, Greater Noida ,
hereby declare that the project report on “’JOB
SATISFACTION OF EMPLOYEES IN FIELD GUN
FACTORY KANPUR’’ is an original and authenticated
work done by me.
I further declare that it has not been submitted
elsewhere by any other person in any of the institutes for
the Award of any degree or diploma.
HARSIMRAN RANDHAWA
(13MAY,13 TO 27 JUNE,13)
TABLE OF CONTENTS
SR. No. NAME OF THE TOPIC
1 ACKNOWLEDGEMENT
2 DECLARATION
3 CERTIFICATE
4 PREFACE
5 INTRODUCTION OF FEILD GUN FACTORY
6 VISION, MISSION & STRATEGIES
7 FEILD GUN FACTORY PRODUCT
8 OBJECTIVE OF THE STUDY
9 SCOPE OF THE STUY
10 HYPOTHESES
11 LITERATURE REVEIW
12 FEATURES OF PRODUCT
13 RESEARCH METHODOLOGY
14 TOOLS AND TECHNIQUES OF ANALYSIS OF DATA
15 CONCLUSION
16 RECOMADATION
17 LIMITATION
18 OVERALL EXPERIENCE
19 BIBLIOGRAPHY
1.1
Introduction of
the organization
Field Gun Factory
Introduction of the organization
Field Gun Factory located on Kalpi Road (NH-2) at a distance of 10 kms.
from Kanpur Central railway station on way to Jhansi is the youngest
member of the Weapons, Vehicles and Equipment (WV&E) group
Ordnance of factories.
In view of the importance given to ordnance production in the wake of the
Indo-Pak war of 1965 and the Bangladesh Liberation war of 1971, it was
seen that the load for Ordnance Factory, Kanpur was much more than its
capacity. It was then decided by the Government to establish a new
factory, which should be a self-contained unit for production of Field Guns.
While designing the factory, the approach followed was that ordnance
should be manufactured in this factory right from preparation of desired
grade of steel to final assembly, proof and issue. With the advantage of a
large area of land being available, the layout of Field Gun Factory was
designed very scientifically. The shops were planned in one row in the
order of the initial operation to the last operation.
The factory spreads over an area of 104.10 Hectares , out of which 40.49
hectares only is the yet covered area. As many as 53.61 hectares ,
strategically located in this industrial city is waiting to be gainfully utilized.
The infrastructure has been designed very scientifically and consists of
industrial/ commercial buildings and services viz power supply, water
supply, sewage, air conditioning, drainage system, compressed air supply
etc., taking care of the futuristic expansion of the factory.
Production facilities in both Metallurgical and Engineering sectors exists
with the latest technology available.
Field Gun Factory, Kanpur synonymous with its appellation, has an unique
capacity of manufacturing various types of Field Guns commensurate with
country's Defence needs. The factory has a set up with all types of the
latest and sophisticated production processing equipments right from
melting, forging to finish machining with a built in superlative degree of
excellence in quality.
As part of its diversification programme, the product range of the factory
has been further expanded and the factory is catering to the demands of
civilian market in government and private sectors and also personal
weapons.
The factory believes in producing stores of highest international quality
which is revealed from the fact that the factory has implemented
International Quality Management System standard (ISO 9001: 2000) in all
spheres of its production activities. The factory is also having a NABL
accredited lab. to ensure that all the measurement devices and
instruments, used in production activities are calibrated to International
Standards.
Mission
Production of State of the Art Battle Field Equipments.
Vision
To Equip our Armed Forces with Modern Defence and Battle
Field Equipments.
To Continuously Modernise our Production Facilities.
To Train and Motivate Personnel.
To equip ourselves with Technologies through Acquisition,
Synergy and In-house R&D.
To Continuously Improve Quality.
To improve operational efficiency and communications by
extensive use of information technology.
To improve highest level of customer satisfaction.
To increase customer base in Defence, Non-Defence and
Export markets and establish Global Presence
Field Gun Factory, Kanpur synonymous with its appellation, has
an unique capacity of manufacturing various types of Field Guns
commensurate with country's Defence needs. The factory has a
set up with all types of the latest and sophisticated production
processing equipments right from melting, forging to finish
machining with a built in superlative degree of excellence in
quality.
The Engineering Section Is unique by itself. It can take up any
challenges right from rough machining to finish machining. It
has got special purpose machines such as Deep Hole Boring
Machine, Rifling Machines, Heavy Duty Lathes, NC and CNC
Machines as well as Machining Centers. The sector Is well
equipped to produce precision gauges essentially required for
ensuring and realizing ingredients of user's requirements
without compromising interchangeability, functionability
durability and safety.
On the top of all, Field Gun Factory thrives for Quality Functions
in myriads of manufacturing ranges. Today, Field Gun Factory
beams with confidence that we can produce absolutely defect
free job by all around quality oriented production efforts.
MACHINING RANGE -
Turning1000 Dia x 10000 Length
Planning 2000 x 1000 x 5M.T.
Boring 87mm to 180mm Bore x 10000 Length
Autofrettage 40tsi x 6900 mm
Honing 250 Dia x 11000 Length
Rifling 200 Dia x 11000 Length
Intricate Machining Jobs on CNC Machining Centres
Metallurgical Sector
STEEL MELTING –
20 T Capacity Model 12 GEC Electric Arc
Furnace.
Argon Purging facilities with Calcium silicide core
wire injections.
Electric Ferro Alloy Heating Furnace.
Wellman Ferro Alloy Charger.
Electric insulated Evaporator for liquid oxygen
with oxygen lancing facilities
Electric Stopper Rod Heating Furnace.
Slide gate teeming nothing is available
Hydraulic ingot stripper
FORGING –
2650 T Capacity ZDAS Forging Press with 40 Mtr
Ton rail bound manipulator.
GEC Electric Annealing and heating Furnaces 3-
60 Thru 100 MT.
Wesrnan Oil fired re-heating Furnaces 7-60 Thru
120 MT
2 T closed Pneumatic Hammer
2 T Die Hammer with defining arrangements.
500 Kg Pneumatic Hammer for forging of smaller
cross-sections and tool steels.
HEAT TREATMENT –
Vertical Pit Type Electric Hardening, Tempering
& Normalising Furnaces with auto programmers
& Oil;Water quenching facilities, Job length
10,000 mm . and Tubes upto 400 mm dia.
Bogie Hearth Electric Annealing, Normalising,
Hardening and tempering furnaces for heat
treatment of tool steel.
Salt Bath Furnace.
Rame Hardening facilities.
Austempering facilities for spring steels.
MAIN PRODUCTS
1. 105 MM IFG
2. 130 MM FIELD GUN SPARE BARREL
3. 125 MM (T-72) ORDNANCE
4. 155 MM ORDNANCE
5. 120 MM ARJUN ORDNANCE
6. 125 MM (T-90) ORDNANCE
7. TUBES FOR RBU LAUNCHER
8. SRGM BARREL (NAVY)
9. 32 REVOLVER
Geographical Spread
There are 41 Ordnance Factories geographically distributed all
over the country at 24 different locations.
Name of State/ Union Territory Number of factories
Maharashtra 10
Uttar Pradesh 8
Madhya Pradesh 6
Tamil Nadu 6
West Bengal 4
Uttaranchal 2
Andhra Pradesh 1
Chandigarh 1
Orissa 1
Introduction
Indian Ordnance Factories is a giant industrial setup which
functions under the Department of Defence Production of
the Ministry of Defence. Indian Ordnance Factories, headquartered
at Kolkata, is a conglomerate of 41 Factories, 9 Training Institutes,
3 Regional Marketing Centres and 4 Regional Controller of Safety.
Today OFB along with its 41 factories spread over India provide
a broad and versatile production base with multi-technology
capabilities
state of the art manufacturing facilities
large reservoir of skilled and professionally qualified
manpower and managerial personnel
strict adherence to quality standard (all the units are ISO-
9000 certified)
original as well as adaptive research & development to make
need based refinement and modifications
project engineering capability
a strong base for industrial training facilities
ready market access due to convenient location
Geographical Spread
There are 41 Ordnance Factories geographically distributed all
over the country at 24 different locations.
Name of State/ Union Territory Number of factories
Maharashtra 10
Uttar Pradesh 8
Madhya Pradesh 6
Tamil Nadu 6
West Bengal 4
Uttaranchal 2
Andhra Pradesh 1
Chandigarh 1
Orissa 1
Technology
Their products must be safe in handling, reliable and perform
consistently during actual operation with equal efficiency under
varying and extreme conditions of climate. The plant and
technologies have been so chosen as to ensure high degree of
quality and reliability and is a unique blend of old and the most
modern stae-of-the-art CNC technologies. The manufacturing
process covers wide spectrum of engineering - Mechanical,
Electrical, Metallurgical, Chemical, Textile, Leather, Optics and
Electronics.
They are manufacture world class products without compromising
with the safety aspects of products and processes. Adherence to
safety standards is given highest priority and a well laid down
safety norm as well as diaster management plan exists in the
organisation.
Customers
The prime customers of Indian Ordnance Factories are the Indian
Armed Forces. Apart from supplying armaments to the Armed
Forces, Ordnance Factories also meet the requirement of other
customers viz. Central Paramilitary Forces and State Police Forces
in respect of Arms, Ammunition, Clothings, Bullet Proof Vehicles
and Mine Protected Vehicles etc. Increase in volume of Export, as
an extension to its functioning remains an important objective of
Ordnance Factories.
Ordnance Factories are departmental factories of Ministry of
Defence, Government of India. Hence, we primarily produce
defence goods for the Armed Forces, i.e. for internal consumption
within the MOD. However, we also produce products for sale to
various customers within and outside India. Sale of civilian
products within India is called civil trade.
Civil Trade
They have a large number of customers in the civil sector-central/
state government departments, PSUs, private companies and
individuals, etc.-who purchase industrial chemicals, explosives,
arms and ammunition, brass ingots, aluminium alloy products for
aircrafts, steel castings and forgings, vehicles, clothing and
leather goods, cables and opto-electronic instruments.
Exports
Arms and Ammunition, Weapon Spares, Chemicals & Explosives,
Parachutes, Leather and Clothing items are being exported to
more than 30 countries world-wide e.g. Thailand, Malaysia,
Indonesia, Sri Lanka, Bangladesh, Germany, Belgium, Turkey,
Egypt, Oman, Israel, Kenya, Nigeria, Botswana, Chile, Surinam
and USA.
The Beginning
The history and development of Indian Ordnance Factories is
directly linked with the British reign in India. East India company
of England for their economic interest in India and to increase
their political hold considered military hardware as vital element.
During 1775 British authorities accepted the establishment of
Board of Ordnance in Fort William, Kolkata. This marks the official
beginning of the Army Ordnance in India.
In 1787 a gun powder factory was established at Ishapore which
started production from 1791 ( at which location Rifle Factory was
established in 1904). In 1801 a Gun Carriage Agency at Cossipore,
Kolkata (presently known as Gun & Shell Factory, Cossipore) was
eatablished and production started from 18th March, 1802. This is
the first Industrial establishment of Ordnance Factories which has
continued its existence till date.
Growth of Indian Ordnance
Factories
The growth of the Ordnance Factories leading to its present setup
has been continuous but in spurts. There were 18 ordnance
factories before India became independent in 1947. 21 factories
have been established after independence - mostly, in wake of
defence preparedness imperatives caused by the three major
wars fought by the Indian Armed forces. 40th Factory is under
establishment at Nalanda, Bihar.
Main Events
Main events in the evolution of Ordnance Factory can be listed as
below:
1801 - Establishment of Gun Carriage Agency at Cossipore,
Kolkata.
1802 - Production started from 18th March 1802 at
Cossipore.
1906 - The Administration of Indian Ordnance Factories
came under a separate charge as 'IG of Ordnance Factories'.
1933 - Charged to 'Director of Ordnance Factories'.
1948 - Placed under direct control of Ministry of Defence.
1962 - Dept. of Defence Production was set up at Ministry of
Defence.
1979 - Ordnance Factory Board came into existence from
2nd April
ORGANISATION STRUCTURE
GENERAL MANAGER
ADDITIONAL GENERAL MANAGER
JOINT GEN MANAGER
DY. GEN MANAGE
WORK MANAG
ER
ASST. WORK
MANAGER
JUNIOUR
WORK MANAG
ER
CHARGE MAN
MASTER
CRAFT
MAN
HIGH
SKILLED
MAN
SEMI SKILLED
MAN
LABOUR
ASSTT.OFFICER
1.2
OBJECTIVE
S OF THE
STUDY
OBJECTIVES OF THE STUDY
The main aim of the study is to analyze and examine level of job satisfaction among the FIELD GUN FACTORY , KANPUR employees and to know the problems faced by the employees of the various categories.
The specific objectives are as follows :
To present a profile of FIELD GUN FCTORY , KANPUR and organizational structure etc.,
To observe the level of satisfaction among of employees relating to the nature of the job and other factors.
To identify the extent of job satisfaction in the FIELD GUN FCTORY , KANPUR employees and its impact on the job performance of the employees.
To evaluate the working environment in FIELD GUN FCTORY , KANPUR .
To examine satisfaction regarding the salary and other benefits of its employees.
To suggest suitable measures to improve the overall satisfaction of the employees in the organization.
SCOPE OF
THE STUDY
SCOPE OF THE STUDY
In the survey an attempt has been made to analyze the job satisfaction of employees of in FIELD GUN FCTORY , KANPUR .
The study tries to understand the level of satisfaction among the employees of FIELD GUN FCTORY , KANPUR . It further explains the area on which employees are mostly dissatisfied .
Job satisfaction of the employees has been analyzed on the basis of the following job related factors.
Salary and monetary benefits
Job security
Promotion policy
Working environment
Employees participation in management
Freedom of expressions
Nature of job
Interest taken by superiors
Superiors and sub-ordinate relationship
Medicare
Loans
Conveyance
1.3
Hypothesis
HO = NULL Hypothesis , i.e, employees of FIELD GUN FACTORY , KANPUR
are not satisfied with their job.
H1= Alternate hypothesis , i.e., ,employees of FIELD GUN
FACTORY ,KANPUR are satisfied with their job.
(THIS will be find with the help of questionnaire on various FACTORs OF JOB
SATISFACTION OF EMPLOYES).
Like:-
Salary and monetary benefits
Job security
Promotion policy
Working environment
Employees participation in management
Freedom of expressions
Nature of job
Interest taken by superiors
Superiors and sub-ordinate relationship
Medicare
Loans
Conveyance
L.T.C.
Chapter II. Literature
review
Product line
105 MM IFG
130 MM FIELD GUN SPARE BARREL
125 MM (T-72) ORDNANCE
155 MM ORDNANCE
120 MM ARJUN ORDNANCE
125 MM (T-90) ORDNANCE
TUBES FOR RBU LAUNCHER
SRGM BARREL (NAVY)
32 REVOLVER
ANMOL 32 (7.65mm) REVOLVER (LONG BARREL)
Features of
product
0.22" Revolver
Calibre 0.22"
Weight 380 gms
Barrel length 66 mm
capacity 8 rounds
Ammunition 0.22" x 24.8 mm
Grip Wooden
Overall size Length 187 mm
Width 116 mm
Range 20 Metres
Action Single and Double both
Pin Firing Floating
Revolver 0.32 (7.65 mm x 23)
ROLE :
Light weight, easy to handle weapon, suitable for personal safety.
FUNCTION :
32 (7.65 mm) Revolver is capable of firing 6 rounds, loaded in revolving chamber.
Misfiring of a round does not affect next firing.
SAFETY :
Positive location of main spring eliminates malfunctioning and additional safety
feature provided to prevent accidental firingGeneral Characteristics of Revolver
0.32 (7.65 mm) :
I. Simple in design & sturdy in construction
II. Positive location of main spring eliminates malfunctioning
III.During non-functioning of weapon, springs are not under
fatigue
IV. Misfiring of a round does not effect next firing
V. Accuracy aimed at high standards
VI.High grade of alloy steel with heat treatment achieve
durability
VII. Interchangeability of parts ensured
VIII.Provided with additional feature of safety to prevent
accidents
TECHNICAL DATA
Nomenclature Revolver 0.32 (7.65 mm)
Calibre 7.65 mm
Weight (Without
Ammunition)
0.7 kg
Length of Revolver 177.8 mm
Effective length of
Barrel Bore
76.2 mm
Rifling Six Grooves R.H. 1 Turn/380 mm
Sights Fore Sight Blade
Back Sight 'U'
Feed Revolving Chamber, 6 Rounds
Pistol 0.32"
Calibre 0.32"
MagazineBox type capacity : 8
cartridges
Barrel length 3.44" approx.
ChamberSuitable for 0.32" ACP
Rimmed Cartridges
Weight of Pistol0.68 kg. (with empty
magazine)
Sight Fixed
Safety On left side of receiver
Trigger pull 5 to 7 lbs.
Rifling6 grooves spiral 1 in 16
inch, RH
ActionSemi-Automatic, simple
Blow Back
Dimensions
Length - 158 mm, Height
- 105 mm, Width - 25
mm
Range 18.27 mm
.22"
SPORTING
RIFLE
Calibre .22 INCH L.R
Barrel Length 632 mm
Chamber International standard
L.R
(5.70 mm x 16.50 mm)
Groove6 Nos. R.H. 1 Turn in 200
mm
Range 200 m Max.
Safety On rear end top of the
body by turning lever
safety
Trigger pullAdjustable (Minimum 1
kg)
Weight of the Rifle 3 kg. Approx
Overall length 1092 mm
Furniture Wooden
Magazine capacity 10 rounds
SPECIAL FEATURES:
Cold swaged, Six grooved, Chrome-flashed
barrel with International standard L.R. Chamber
Double action extraction mechanism provided
for smooth extraction.
Adjustable Rear Sight with "Left-Right"
adjustment.
Adjustable Fore-sight with "Hi-Lo" adjustment
Adjustment trigger pull .
Front sling loop position adjustable
Comfortable, smart looking, one piece Stock Butt
satisfying U.I.T. specification
Safety catch positioned comfortably
Over body dovetail provided for Standard Peep
Sight
Range : 200M
Weight : 3KG.
CARTRIDGE
SA 12 BORE
70MM
"ASTRAM"
GENERAL :
This ammunition is fired from a 70 mm Chamber 12 Bore Gun.
This cartridge is an improvement on our existing popular brand
"Special" Paper cartridges in so far as their construction and
performance characteristics are concerned. The body is made up
of high density polyethylene plastic tubes, bi-axially oriented, to
withstand higher pressures and achieve higher velocity in place
of paper crimson. The use of LDPE Power Piston with pouch in
place of paper air-cushion as used in "Special" cartridges, not
only provides better gas sealing but also results in achievement
of higher accuracy in firing giving a very good pattern of shots.
The cartridges use non-corrosive caps along with tubular anvils
which eliminates occurrence of misfires. The use of smokeless
propellant power give no smoke after firing and the use of
hardened lead shots give a good impact on the target. The above
improved characteristics make these cartridges suitable not only
for use in general hunting, etc. but also for "competition
shooting". Our "Astram" cartridges have already found great
favour with many renowned shooters in the competition
shooting games.
This ammunition is manufactured to Specn no.DGOF/128(b).
PHYSICAL CHARACTERISTICS :
Total length of finished ammunition
after filling
58 mm
Total length of empty case 70 mm
Total mass of the ammunition 47 g
Composition of the primer A1 mixture
Charge mass of the composition 23 to 29 mg
Type of propellant smokeless
Charge mass of the propellant 1.7 to 1.9 g
Mass of the projectile (lead shots) 32 g
Type of lead shots Chilled
Hardness of lead shots 15 to18 VPN
Range of shot size presently
manufactured
From Biggest
no.1
To smallest
No.9
Shot
No.
DiameterNo. of shots per 32g
1 3.63 mm 113
9 2.02 mm 652
PERFORMANCE CHARACTERISTICS :
Velocity at 9 m from muzzle 350 ± 15.2 m/s
Accuracy Accuracy of hit of
Pellets within 76.2
cm circle on target
placed at 27.4 m
distance from the
muzzle.
with
choke
barrel
90%
Cylinder
without
choke
barrel 56%
Pressure Maximum
permissible
3.5 TSI/
54.0
Mpa
SPECIAL FEATURES :
The Astram Cartridges use bi-axially oriented
HDPE tubes which give highly superior quality of
cases which protects the fillings inside the case
form the vagaries of weather conditions.
The use of plastic power pistons with pouch for
the expulsion of the shots from the Barrel
ensures higher accuracy of hit.
Higher velocity parameters and use of chilled
lead shots ensure better hit on the target.
CARTRIDGE
SA 12 BORE
65 MM
"SPECIAL"
PRINT DOCUMENT
GENERAL :
This ammunition is fired from a 70 mm / 65 mm
Chamber 12 Bore Gun. This is generally used for
hunting, scaring away of animals, crop protection
etc. Non-corrosive caps are used in the cartridges.
The use of smokeless propellant power give no
smoke after firing and use of Quality lead shots
gives a good impact on the target.
This ammunition is manufactured to Specification
DGOF/127(c).
PHYSICAL CHARACTERISTICS :
Total length of finished
ammunition after filling
60.5 mm
Total length of empty case 65.0 mm
Total mass of the
ammunition
44.7 g
Composition of the primer A1 mixture
Charge mass of the
composition
23 to 29 mg
Type of propellant smokeless
Charge mass of the
propellant
1.7 to 2.1 g
Mass of the projectile (lead
shots)
30 g
Type of lead shots Chilled
Hardness of lead shots 13 VPN
Range of shot size presently
manufactured
From Biggest No. BB
to smallest No.9
Shot
No.
DiameterNo. of shots per 30g.
BB 4.08 mm 74
9 2.02 mm 616
PERFORMANCE CHARACTERISTICS :
Velocity at 9 m from muzzle 320 ± 15.2m/s
Accuracy Accuracy of hit of Pellets
within 76.2 cm Circle on
target placed at 27 .4 m
distance from the muzzle
Cylinder with &
without choke
barrel 90% &
56%
Pressure Maximum permissible 3.5 TSI/54.0
Mpa
QUALITY :
All components, going into the cartridge, go
through strict quality checks and no deviation from
the laid down parameters is permitted. Important
Constituents of the cartridge like the cases,
propellant and the percussion, caps are proof
tested before use in the manufacture of the
cartridges. The manufacture of the cartridge in
automatic loading machines in controlled
atmosphere ensures uniform and highly consistent
quality in the cartridges. Finished cartridges are
subjected to 100% visual inspection to weed out
defectives. Gauging of the cartg lots is done as per
sample plan and proof firing is conducted on the
finished cartg lots to ensure quality of performance
for the cartridges for velocity, accuracy and
pressure as per IS -2500.
Cartridges, so found acceptable after such
stringent inspection schedule are only released in
the market. No doubt, therefore most customers
prefer our cartridges only.
SAFETY :
The design and construction of our cartridges make
it extremely safe to handle. Cap percussions, which
pass through strict sensitivity and insensitivity
tests are so assembled in the case that even rough
handling do not activate the cartridges. The star
crimping of the case ensure positive sealing of the
cases and thus ensure complete protection of
propellant from outside influence.
RELIABILITY :
Strict quality checks and final performance proof
on the finished cartridge lots as per laid down
norms ensure high level of quality in our
cartridges.
SHELF LIFE :
The shelf life of the special cartridges is maximum
5 years.
Constitution of the BoardThe Apex Board is headed by Director General Ordnance Factories
(DGOF) as Chairman and has 9 Members in the rank of Additional
DGOF. Ordnance Factories are divided into 5 operating divisions,
depending upon the type of the main products/technologies
employed. These are :
1. Ammunition and Explosives (A&E)
2. Weapons, Vehicles & Equipments (WV&E)
3. Materials and Components (M&C)
4. Armoured Vehicle (AV)
5. Ordnance Equipment Group of Factories (OEF)
Each of the above group of factories is headed by a
Member/Additional DGOF. The four remaining Members are
responsible for staff functions, viz Personnel (Per), Finance(Fin),
Planning & Material Management (P&MM), Technical Services (TS)
and they operate from Kolkata.
Organization Chart
H. S. Chaudhury
DGOF & Chairman, OFB
Operating Division
Members
Member/WV&E
Member/M&C, CT &
Export and IC
Sartaj Singh
Staff Function Members
Member/P&MM
Member/PEDB & TS
Member/PER
SANHITA KAR
Member/A&E
M. C. Bansal
Addl. DGOF/AVHQ
Addl. DGOF/OEFHQ
Member/Finance
1) Managerial level: (Promotion
Channel)
SR. GENERAL MANAGER (Pay Scale - 67000-79000)
GENERAL MANAGER (Pay Scale - 37400-67000 + 10000 Grade pay)
ADDL. GENERAL MANAGER (Pay Scale - 37400-67000 + 10000 Grade pay)
JT. GENERAL MANAGER (Pay Scale - 37400-67000 + 8700 Grade pay)
DY. GENER WORKS MANAGER (Pay Scale - 15600-39100 + 6600 Grade pay)
AL MANAGER (Pay Scale - 15600-39100 + 7600 Grade pay)
ASST. WORKS MANAGER (Pay Scale - 15600-39100 + 5400 Grade pay)
JR. WORKS MANAGER (Pay Scale - 9300-34800 + 4600 Grade pay)
2)Non-Gazetted/Non-Industrial
level: (Promotion Channel)
CHARGEMAN/OFFICE SUPERINTENDENT (Pay Scale - 9300-34800 + 4200
Grade pay)
SUPERVISOR/UDC (Pay Scale - 5200-20200 + 2400 Grade pay)
STORE KEEPER/LDC (Pay Scale - 5200-20200 + 1900 Grade pay)
3) Industrial level: (Promotion
Channel)
MASTER CRAFTSMAN (Pay Scale - 9300-34800 + 4200 Grade pay)
HIGHLY SKILLED GRADE-I (Pay Scale - 5200-20200 + 2800 Grade pay)
HIGH SKILLED GRADE-II (Pay Scale - 9300-34800 + 2400 Grade pay)
SKILLED (Pay Scale - 9300-34800 + 1900 Grade pay)
SEMI-SKILLED (Pay Scale - 9300-34800 + 1800 Grade pay)
Job Satisfaction Leads To Motivates towards high productivity.
Want to remain with organization.
Act effectively in crisis.
Accept necessary changes without resentment or resistance.
Promotes the interest of the workers in the organization.
TheoriesThere are vital differences among experts about the concept of job satisfaction.
Basically, there are four approaches/ theories of job satisfaction.
They are:
1) Fulfillment theory
2) Discrepancy theory
3) Equity theory
4) Two-factor theory
(1) Fulfillment theory
The main aim of this theory is to measure satisfaction in terms of rewards a person
receives or the extent to which his needs are satisfied. Job satisfaction cannot be
regarded merely as a function of how much a person receives from his job but it is
the strength of the individual’s desire of his level of aspiration in a particular area.
The main difficulty in his approach as observed by willing is that job satisfaction is
not only a function of what a person receives but also what he feels he should
receive, as there would be considerable difference in the actual and expectations of
persons.
(2) Discrepancy Theory
The proponents of this theory is that satisfaction is the function of what a person
actually receives from his job satisfaction and what he thanks receives or expects
to receive.This approach does not make it clear whether or not over satisfaction is a
part of dissatisfaction and if so, how it differs from dissatisfaction.
(3) Equity Theory
The proponents of this theory are of the view that a persons satisfaction determined
by his perceived equity which in from is determined by his input-output balance
when compared to others input-output balance. Input-output balance is the
perceived ratio of what a person received from his job relative to what he
contributes to the job.
(4) Two-Factor Theory
This theory was developed by Herzberg, Manusner, Paterson and Capwell who
identified certain factors as satisfiers and dissatisfies. Factors such as
achievement, recognition responsibility etc., are satisfiers, the presence
of which causes satisfaction but their absence does not result in dissatisfaction on
the other hand the factors such as supervision salary, working conditions etc are
dis-satisfiers the absence of which cause dissatisfaction however their presence
does not result in job satisfaction. This theory is considered invalid as a person can
get both satisfaction and dissatisfaction at the same time.
DETERMINANTS OF JOB
SATISFACTION
1. Organization Variables
2. Personal Variables
1. Organization variables:
i. Occupational Level : The higher the level of the job, the greater the satisfaction
of the individuals. This is because, higher level of jobs carry greater prestige and
self-control. This relationship between occupational level and job satisfaction
stems from social reference group theory in our society values some jobs more
than others. Hence people in values like them more than those who are in
nonvalued jobs. The relationship may also stem from the need fulfillment theory.
ii. Job content: Greater the variation in job content and less the repetitiveness with
which the tasks must be performed, the greater the satisfaction of the individuals
involved. Since job content in terms of variety and nature of tasks called for is a
function of occupational level. The theoretical arguments given above apply here
also.
iii. Considerate Leadership: People to be treated with consideration. Hence
considerate leadership results in higher job satisfaction than in considerate
leadership.
iv. Pay and Promotional opportunities: All other things being equal these two
variables are positively related to job satisfaction.
v. Interaction among Employees: Here the question is, when interaction in the
work group is a source of job satisfaction and when it is not.
Interaction is more satisfying when:
a) It results in the cognition that other persons attitudes are similar to ones own
since, this permits are ready calculability of the others behavior and
constitutes a validation of ones self.
b) It results in being accepted by other and
c) It facilitates and achievement of goals.
2. Personal Variables
For some people, it appears that most jobs will be dissatisfying irrespective of
the organizational conditions, where for other most jobs will be satisfying personal
variable for this difference.
i) Age
ii) Educational Level
iii) Role perception
iv) Sex
Chapter III
Research
Methodolo
gy
1) RESEARCH DESIGN:-
‘’DESCRIPTIVE AND exploratory
RESERCH’’
2) Sampling Design:-
‘’SAMPLE SIZE =40’’
Simple Random Sampling:-
Simple random sampling is a basic type of sampling,
since it can be a component of other more complex sampling methods. The
principle of simple random sampling is that every object has the same
probability of being chosen.
Convenience Sampling:-
A convenience sample is simply one where the units that are
selected for inclusion in the sample are the easiest to access. A
statistical method of drawing representative data by selecting
people because of the ease of their volunteering or
selecting units because of their availability or easy access.
The advantages of this type of sampling are the availability and
the quickness with which data can be gathered.
Sources of data:-
Primary data
Secondary
data
METHODOLOGY
In the preparation of this report, I collect the data from different sources. The
sources of data are as follows :
Primary data: This data is gathered from first hand information source , this
data collection from employees, managers, clerks etc., by administrating the
questionnaire having face to face interaction with employees.
Secondary data : This will give the theoretical basis required for the report
presentation which can be available from various sources such as magazines,
office files, inter office manual and web site.
DATA PROCESSING AND ANALYSING
Data, which is gathered by administering questionnaires, was processed in simple
manner to determine the level of satisfaction among employees. Every response
was assigned some score based on this overall satisfaction level was determined.
Data collected is carefully tabulated and analyzed by using satisfaction methods
and also various graphs are used.
Chapter – IV Data Collection tools/instr-uments
ITERVEIW
QUESTIONNAIRE
OBSERVATION
Chapter - V
Methods of
data
collection.
A STRUCTURED
CLOSE
END
QUESTIONNAIRE
IS
USED FOR DATA
COLLECTION
‘’ Percentage method
is used ‘’
PERCENTAGE OF
RESPONDENT
= ( NO . OF RESPODENT
/TOTAL NO. OF RESPODENT)
* 100
DATA
PROCESSING
AND
ANALYSING
DO YOU HAVE ANY INCENTIVES WAGE SCHEMES FOR EFFICIENT
WORK ON YOUR ORGANISATION?
YES NO
90% 10%
(Data in Percentage)
1 20
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
1
Series1Series2
Interpretation: 90 percent of the employees feel that there should be an incentive
wage scheme for efficient work in the organization.
IS THE MANAGEMENT HELPFUL AND SYMPATHETIC TO YOUR
PROBLEMS IN WORKSTATION?
YES NO
90% 10%
(PERCENTAGE)
1 20
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
1
Series1Series2
Interpretation: 90% of the employees feel that the management is sympathetic to
some extent in their problems faced at workstation.
DOES THE MANAEMENT HAVE GOOD RELATION WITH THE
WORKERS?
YES NO
90% 10%
1 20
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
1
Series1Series2
Interpretation: 90 % of the employees feel that the management has a good
relation with the workers and only 10% of them feel that the management should
improve their relation with the workers.
DO YOU FEELTHAT THE COMPAMNY POLICIES REALLY PROTECT
YOUR INTEREST?
YES NO
80% 20%
1 20
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
Series2Series1
Interpretation: 80% of the employees feel that the company policies really protect
their interest. 20% of them feel that their interests are not protected.
DO YOU FEEL THAT THE COMPANY POLICIES SHOULD BE CHANGED?
YES NO
90% 10%
1 20
0.1
0.2
0.3
0.4
0.5
0.6
0.7
0.8
0.9
Series2Series1
Interpretation: 90% of the employees feel that the company policies should be
changed and 10% of them feel that the policies of the company are up to their
satisfaction.
ARE YOU STISFIED WITH THE WAGES PAID TO YOU?
YES NO
80% 20%
(Data in Percentage)
YES95%
NO5%
Interpretation: 80 percent of the employees are satisfied with the wages paid to
tem. Only 20 percent of the employees feel that there should be a hike in wages
paid to them.
ARE YOU SATISFIED WITH THE PRESENT WORKING CONDITIONS AND
ENVIRONMENT?
YES NO
90% 10%
(Data in Percentage)
YES NO0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Series1
Interpretation: Almost all the employees are satisfied with the present working
conditions and environment.
ARE YOU SATISFIED WITH THE FACILITIES PROVIDED WITH THE
ORGANIZATION?
(Data in Percentage)
YES NO
90% 10%
YES NO0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Series1
Interpretation: Almost all the employees are satisfied with facilities provided
with the organization.
ARE YOU SATISFIED WITH THE LTC FACILITY IN YOUR
ORGANIZATION ?
YES NO
100% NILL
YES NO0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Series1
Interpretation: All the employees are satisfied with LTC facilities provided in
the organization.
ARE YOU SATISFIED WITH MEDICAL FACILITY IN YOUR
ORGANIZATION ?
YES NO
95% 5%
YESNO
Interpretation: 95% of the employees are satisfied with medical facilities
provided in the organization
ARE YOU SATISFIED WITH THE PROMOTION POLICY IN YOUR
ORGANISATION?
YES NO
80% 20%
YES80%
NO20%
Chart Title
Interpretation: 80% of the employees are satisfied with PROMTION POLICY
facilities provided in the organization.
chapter VII
Findings and
Conclusions
CONCLUSIONS :
Almost all the employees are satisfied with the wages paid to them.
90% of the employees feel that there should be an incentive wages scheme
for efficient work in the organization.
Employees are satisfied with the present working conditions and feel secure
about their job.
90% of the employees feel that the management is sympathetic in their
problems faced at workstation, Management shares a very good relation with
the workers.
Employees are satisfied with the facilities provided to them and are free to
express their views freely to the management.
90% of the employees feel that the company policies really protect their
interests.
80% of the employees are satisfied with the present management setup.
10% of the employees feel that the company policies should be changed.
Employees are satisfied with the training provided to them in improving
their performance.
Medical, educational and housing loans are the financial benefits provided to
the employees by the organization.
Expenses for the injured workers are borne by the organization.
Medical compensation is also provided to the inured workers.
All the employees are satisfied with ltc ad medical fcilities.
Overall the employees of Field Gun Factory , Kanpur are having a very high
job satisfaction and hence they are working with great enthusiasm and zeal
to achieve their organizations goal.
chapter VIII
Suggestion/ Recommendation
SUGGESTIONS:
20% of the employees feel that the company policies should be changed.
20% of the employees feel that the company policies are not able to protect
their interests and hence they should be changed.
Majority of the employees feel that there should be an incentive wage
scheme for efficient work in the organization.
The management should be more helpful and sympathetic towards the
problems faced by the workers at the workstation.
Promotions policy should be improved so the empolyees get more satisfied.
Chapter IX
Limitations
Limitations of the study
Limited by the time and money
constrain.
Data has been collected to some people due to shortage of time
Chapter X Overall
Experience
My overall experience was good in field gun factory ,Kanpur .I learned so many things over there .I worked in BILL GROUP AND VIGILANCE SECTION for
45 days from 13may,13 to 27 june,13.
In BILL GROUP following functions are done which is as follows:-
1) Prepared monthly salary of the employees.
2) Calculate DA (Dearness Allowances) of the employees.
3) Calculated GENERAL PROVIDENT FUND of the employees.
4) LTC (LEAVE TRAVELL CONCESSION) related work.
5) Advances (related work).
In VIGILANCE SECTION 4 functions are done:-
1) APPOINTMENT of the employees.
2) RECRUITMENT
3) RETIREMENT
4) SUSPENSION
I have done my work better over there to learn so many things. Like I prepared
monthly salary slip of the employees and calculate DA of the employees too. And
learn so many things related LTC rules and the advances rule too which is provide
to the employees like Festival Advances , Medical Advances, House Building
Advances, Conveyance Advances, Flood Advances , Motor Car Advances , etc.
And learn how to appointment are done of the employees, recruitment, retirement,
suspension and promotions policies.
I think I could gain more experience if more and more time I spend over there and
done more practical work but due to lack of time I did not spend more time over
there and lots of thing I left ,because in such a large company I spend only 45 days
.but I am happy that with the help of the employees , I learn so many things .
I learn all the work of BILL GROUP AND VIGILANCE SECTION in which I
work for 45 days(which was I discuss earlier) .but I have also learn how the
GUNS are manufacture over there and how the BARREL are manufacture in the
factory and how this ARMS are sell out to the army ,civil trade persons ,and a
normal customer .
Over all my experience in field gun factory ,Kanpur was good and I learn a lot of
things over there ,and I’m sure that this experience help me in future also ,because
I want to work in Government sector and in 45 days I learn many things of
government sector ,like recruitment process , appointment process ,retirement
process and government policy too ,so I thing if I work in government sector
then my this 45 days experience help me a lot especially my certificate which is
given by the MINISTRY OF DEFENCE ,Because it’s difficult to get such type of
experience certificate especially from government sector.
BIBLIOGRAPHY
Ashwathappa. K Human Resource Management Tata Mc Graw Hill Publications
Deith Davis Human Relation at Work
Tripathi Personnel management & industrial Relations
P. Subba Rao Essentials of Human Resources and Industrial Relations
C.B. Mamoria Human Resource Management