Final ProjectMANAGEMENT DEVELOPMENT PROGRAMME

MANAGEMENT DEVELOPMENT PROGRAMME
CHAPTER - 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT:
Getting things done through the people is called management. Here human
resource means people resources without people there is no organization, and
without organization there is no economic growth. So people are the makers of an
organization and play a vital role in success of organization. The companies
effectiveness purely depends on its people. If the people knowledge, skills and
abilities are high, the success of that organization is a foregone conclusion
otherwise downfall of the company, is guarantied sooner or later.
Human resource management is necessary to achieve an effective utilization
of human resource in the achievement of organizational goals. To establish and
maintain a desirable working relationship among all the members of the
organization. HRM treats the people as human beings having economic, social and
psychological needs enabling those people to acquired required capabilities to
make successful organization. To motivating then to contribute their resources
continuously for running the organization successfully. to generate maximum
individual / group development within an organization.
MEANING OF HUMAN RESOURCES:According to LEON C. MGGINSON. The term HR can be thought of as

The total knowledge, skills, creative ability, talents, and aptitudes, of on
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B.E.L FIRST GRADE COLLEGE, BANGALORE

organizations workface, as well as the value, attitudes and beliefs of the
individuals involved.
MEANING OF HRM
In simple sense, human resource management means employing
people, developing their resources utilizing, maintaining and compensating their
service in true with the job and organizational requisition, with a view to contribute
to the goals of the organizational, individual and the society.
HRM can be defined as managing the function of employing,
developing and compensation human resource resulting in the creation and
development of human relation with a view contribute proportionately to the
organizational, individual and social goals.
DEFINITION OF HRM
According to FLIPPO human resource management mean planning,
organizing, directing and controlling of the procurement, development,
compensation, maintains and reproduction of human resource to the end, that
individuals organizational and societal objective are accomplished.
SCOPE OF HRM
In order to conduct a smooth flow of an organization firstly the
organization should know
How to attract the employees?
How to retain them? And that is not to close.
How to motivate them?
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The following are the areas, where an organization has to follow: Getting the people who can make an organization.
Motivating them to contribute their resources continuously for running the
organization successfully.
IMPORTANCE OF HRM
HRM play an important role in every organization. People with required
skills to make an organization are termed as human resources and managing the
resources through proper planning, recruitment and selection and training
development for members in an organization is termed as human resource
management.
A nation with availability of physical resources, natural resources and
financial resources will not benefit the nation unless human resources make use of
them. In is intact said that all developments comes from the human mind. Lack of
organization of human resources is largely responsible for the backwardness of the
nation.
EFFECTIVE
HRM
AS
SIGNIFICANT
VALUES
IN
AN
ORGANIZATION
HRM helps to improve employees working skills and capacity.
HRM helps knowledge creation by sharing and utilization in the
organization called knowledge management.
HRM helps to bring about harmonious relationship among different work
group.
It provides maximum opportunity for personnel development.
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It is helpful in achieving organizational goals, efficiently and with
effectively.
It helps to identify the best people for available jobs through recruitment and
selection procedure. It also ensures that they are placed in suitable positions.
CHARACTERISTICS OF HRM
HRM is concerned with the development of human resources. That is
knowledge, capability, skills, potentialities and attaining and achieving
employees, including job satisfaction.
HRM is common in all types of organizations as it applies to the
employees in all types of organization in the world.
HRM is a continuous and never ending process.
HRM helps at attaining the goals of organization individual and society.
Individual employees goals consists of job satisfaction, job security, high
salary, attractive fringe
benefits,
challenging
work, recognition,
opportunity for development, etc

It is concerned mostly with managing human resources at work.
FUNCTIONS OF HRM
Human resource management functions is part of a management plan.
1. MANAGERIAL FUNCTION:A) PLANNING:Page | 4

It is a predetermined course of action. It involves planning of human
resource requirements. Recruitment, selection, training, etc it also involves
forecasting of personnel needs. Changing values, attitudes and behavior of
employees and the impact of the organization.
B) ORGANIZING:An organization is a means to an end. Is an essential to carry out the

determined course of action. Organization is a structure and a process by which
cooperative group of human beings allocated its tasks among its members,
identifies relationship and integrates its activities towards common objectives.
C) DIRECTING:The next logical function after completing planning and organizing. Is the
execution of the plan. The basic function of HRM is motivating, commanding,
managerial function in building sound, industrial and human relations.
D) CONTROLLING:After planning, organizing and directing the various activities of the
personnel management, the performance is to be verified. In order to know that the
personnel functions are performed in conformity with the plans and directions,
controlling involves checking, verifying auditing training program me, analyzing
labor turnover rewards, etc. are same of the means for controlling the personnel
management function.
2. OPERATIVES FUNCTIONS:A) EMPLOYMENT:It is the first operative function of HRM employment is concerned with
securing and employing the people. Possessing required kind and level of human
resource necessary to achieve the organizational objectives. It covers the
following: Job analysis
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Human resource planning
Recruitment
Selection
Placement
Induction and orientation
B) HUMAN RESOUREC DEVELOPMENT:Human resource development is the process of improving, moulding and
changing the skills, knowledge, creativity ability, aptitude, attitude, values,
commitment, etc based on present and future job and organizational
requirements. HRD is a systematic and planned approach for the development of
individual in order to achieve organization, group and individual goals.
FUNCTIONS OF HRD:A) PERFORMANCE APPRAISAL:It is the systematic evaluation of individuals with respect to their
performance on the job and their potential for development.
B) TRAINING:
It is the process of imparting the employees the technical and operating
skills and knowledge. Training is the act of increasing the knowledge and skills of
an employees for doing a particular job. It includes: Developing of training program me.
Imparting of requisite job skills and knowledge to employees.
C) CAREER PLANNING AND DEVELOPMENT:It is the planning of ones career and implementation of career plans by
means of educations, training, job search and acquisition of work experience.
D) ORGANIZATION CHANGE AND ORGANIZATION DESIGN:It is a planned process designed to improve organization effectiveness and
health through modifications in individuals and group behavior culture and
systems of the organization using knowledge and technology of applied behavioral
science.
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MANAGEMENT DEVELOPMENT:MEANING OF MANAGEMENT:Getting things done through the people is called management. Management
used to refer to the process of managing the activities of an enterprise. In short, it is
used to a process, function or activity.
PRINCIPLES OF MANAGAMENT:
Henry farol suggested 14 principles of management as explained:
Division of work
Authority and responsibility
Discipline
Unity of command
Unity of direction
Subordination of individual interest to general interest
Centralization
Remuneration
Scalar chain
Order
Equity
Stability of tenure of personnel
Initiative
Esprit de corps
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MEANING OF MANAGEMENT DEVELOPMENT:Management development is a systematic process of learning and growth by

which managerial personnel gain and apply skills, knowledge, attitude and insights
to manage the work in their organizations effectively and efficiently.
FEATURES OF MANAGEMENT DEVELOPMENT
Executive development is a planned, organized and systematic process of

learning.
Executive development is guided self development.
It is a continuous process, it continues throughout an executives entire

professional career because there is no end to learning.
Managerial skills cannot be developed over night or in one shot. It is a long
term process.
The aim of development is to prepare managers for better performance and
helping them to realize their full potential.
OBJECTIVES OF MANAGEMENT DEVELOPMENT

To impart basic knowledge to the new entrants so that their overall
knowledge is increased and their conceptual and decision making skills are
improved.
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To improve the performance of managers at all level of in their present job
by exposing them to the latest concepts. Information and techniques and
development the skills required in their respective fields.
To replace elderly executives by highly competent and academically
qualified professional.
To provide opportunities to the executives at all level to fulfill their career
aspirations.
To ensure the optimum utilization of managerial resources of the
organization.
To influence the behavior of the workers through the executives.
To develop and implement the latest management techniques in place of
traditional systems in order to increase productivity.
To introduced change in the organization by developing executives into
change agents.
IMPORTANCE OF MANAGEMENT DEVELOPMENTS:-
Increase in size of organization.

Shortage of trained managers
Technological changes.
Socio cultural changes.
Changing labor management relations.
Social responsibility of management.
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Shift in nature of management.
Unending process.
PROCESS OF MANAGEMENT DEVELOPMENT:The essential steps in planning the executive development program me are
as follows:
Analysis of development needs.

Appraisal of present managerial talents.
Inventory of executive man power.
Individual development program me
Establishment of training and development program me
Evaluating development program me.
TECHNIQUES OF MANAGEMENT DEVELOPMENT
Decision making skills.

Interpersonal skills.
Job knowledge.
Organizational knowledge.
General knowledge.
Specific individual needs.
The following are some of the important on-the-job and off-the-job techniques of
management development:
ON-THE-JOB TECHNIQUES
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These are the most widely used techniques. No other technique may interest the
trainees so much as these do, since the location of the learner is not an artificial one
as the class room. The success of these techniques depends on the immediate
supervisor and how good a teacher he is. On the job techniques are especially use
full for certain groups like scientific and technical personnel.
Though the costs of training initially appear to be low, they may turn out to be high
when wastages of all kinds are considered under this type of training.
This method of learning in isolation may prove to be inadequate but in
combination with the order techniques will be excellent. the important on the job
training techniques are: coaching, job rotation, under study and multiple
management.
1. COACHING:
In coaching the trainee is placed under a particular supervisor who acts as an
instructor and teaches job knowledge and skills to the trainee. He tells him
what he want him to do, how it can be done and follows up while it is being
done and correct errors.
One of the important limitations of this technique is that the individual
cannot develop much beyond the limits of is own bosss abilities.
2. JOB ROTATION:
The transferring of executives from job to job and from department to
department in a systematic manner is called job rotation. When a manager is
posted to a new job as a part of such a programme, it is not merely an
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orientation assignment. He has to assume the full responsibility and perform
all kinds of duties.
Job rotation increases inter departmental co-operation and reduces the
monotony of work. it makes executives in general management and does not
allow them to confine them selves to their specialized field only.
Under study
an under study is a person who is in training to assume at a future
time, the full responsibility of the position currently held by his
superiors.
Multiple management
Multiple management is a system in which permanent advisory
committees of managers study problems of the company and makes
recommendation to higher management. It is also called junior board of
executives systems.
The technique of multiple management has certain advantages over the other
techniques. They are:
Members have the opportunity to acquire the knowledge of various
aspects of business.
It helps to identify the members who have the skills and capability in
effective managers.
It is a relatively in expensive method: and
Considerable number of executives can be developed in a short span
of time.
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OFF-THE-JOB TECHNIQUES
Because of the fact that on-the-job techniques have their own limitations, these offthe-job techniques are considered important to fill those gaps. The following are
some of important off-the-job techniques:
1. THE CASE STUDY:

Cases are prepared on the basis of actual business situations that happened in
various organizations. The trainees are given cases for discussing and
deciding upon the case.
2. INCIDENT METHOD:
This method was developed by Paul pigors. It aims to develop the trainees in
the areas of intellectual ability, practical judgment and social awareness.
Under this method each employee developed in a group process.
3. ROLE PLAYING:
A problem situation is simulated by asking the participants to assume the
role of particular person in the situation. The participant interacts with other
participants assuming different roles. Mental set of the role is described but
no dialogue is provided.
4. IN BASKET METHOD:
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The trainees are first given the bag round information about a simulated
company, its products, key personnel, various memorandum, requests and all
data pertaining to the firm. The trainee has to understand all this, make
notes, delegate tasks and prepare memos with in a in a specified amount of
time. Abilities that this kind of exercise develops are i) situational
judgment in being able to recall details, establish priorities, inter relate items
and determine need for more information, ii) social sensitivity in exhibiting
courtesy in written notes, scheduling meetings with personnel involved and
explaining reasons for action taken, and iii) willingness to make decision
and take action.
5. BUSINESS GAMES:
Under this method, the trainees are divided into groups or different teams.
Each team has to discuss and arrive at decisions concerning such subjects as
productions, pricing, research expenditure, advertising, etc. assuming
itself to be the management of stimulated firm. The other teams assume
themselves as competitors and react to the decisions. This immediate feed
back helps to know the relative performance of each team. The teams cooperative decision promotes grater interaction among participants and gives
them the experience in co-operative group processes.
6. SENSITIVITY TRAINING:
The main objectives of sensivity training are the development of awareness
of and sensivity of behavioral patterns of one selfs and others. This
development results in the i) increased openness with others, ii) grater
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concern for others, iii) increased to lerance for individual differences,
iv) less ethnic prejudice, v) understanding of group process, vi) enhanced
listening skills, vii) increased trust and support.
7. SIMULATION:
Under these techniques the situation is duplicated in such a way that it
carries a closer resemblance to the actual job situations. The trainee
experiences a feeling that he is actually encountering all those conditions.
Then he is asked to assume a particular role in the circumstances and solve
the problems by making a decision. He is immediately given a feedback of
this performance.
8. MANAGERIAL GRID:
It is a six phase programmed lasting from three to five years. It starts with
upgrading managerial skills, continuous to group improvement; improves
inter group relations, goes into corporate planning, develops implementation
method and ends with an evaluation phase. The grid represents several
possible leadership styles. Each style represents a different combination of to
basic orientation- concern for people and concern for production.
9. CONFERENCES:
A conference is a meeting of several people to discuss the subject of
common interest. But contribution from members can be expected as each
one bild upon ides of other participants. This method is best suited when a
problem has to be analyzed and examined from different view points.
10. LECTURES:
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This is the simplest of all techniques. This is the best techniques present and
explains series of facts, concepts and principles. The lecturer organizes the
material and gives it to a group of trainees in the form of talk. The main
users of lectures in executive development are:
i)
ii)
iii)
It is direct and can the used for larger group of trainees.

It presents the overview and scope of the subject clearly.
It presents the principles, concepts, policies and experiences in the
shortest time. Thus, it is a time saving techniques.
CHAPTER 2
RESEARCH DESIGN
TITLE OF THE STUDY:-
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A study on MANAGEMENT DEVELOPMENT PROGRAMME at KS&DL
(Karnataka soap and detergent limited) BANGLORE.
STATEMENT OF THE PROBLEM
KARNATAKA SOAP AND DETERGENT LIMITED it is soap and detergent

manufacturing company. Large number of employees working here: Their human
resources developments program periodically for the smooth running of the
organization and to earn outstanding profit.
OBJECTIVES OF THE STUDY:-
The objective of the study is to

To understand importance of management development program in
organization and its impact on employees performance.
To evaluate level of human resource development of managerial program
level employees in KS&DL.
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To analyze the factors influencing management development program
among managerial level employees of KS&DL.
Understanding the relation between management development program and
work efficiency.
SIGNIFICANCE OF THE STUDY:-
Management development program is the important aspect of employees

development and it helps to retain the employees in the organization and
stimulate them to greater effort and higher performance.
SCOPE OF STUDY:-
The scope of study is to find out management development program factors of

KS&DL employees. It deals with human resource level of the company. It will
give an in-depth theoretical and practical knowledge about management in
human resource development.
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SAMPLING AND SAMPLING TECHNIQUES:Sample random sampling method was conducted for 50 respondents through
questionnaire and interview method.
RESEARCH DESIGN:-
The design of the study is the edifice for conducting the study. It is print of
conducting study and activities to be under taken. In fact the design of the study
and activities to be under taken.
If act the design of the study is the conceptual structure with in the research
conducted. If constitutes the blue print for collection, measurement and analysis
of data.
The design of the research has been selected as analytical and exploratory as
data has been records of the company and formal interviews with the readers. It
helps to do the details study of the subject.
TOOLS OF DATA COLLECTION:-
This project study is based on the data collected from both primary as well as
secondary data.
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PRIMARY DATA:-
Primary data study has been collected from the employees and staff with the
help of questionnaire.
SECONDARY DATA:-
Secondary data has been collected through articles published in the internet and
by referring some human resource management books.
LIMITATIONS OF THE STUDY:-
The research is based on the observation of employees on one

organization only and conclusion drawn up need not be the same in the
organization.
Sample size is limited even within industry and does not cover each and
every employee.
It is based on the questionnaire pattern in which biases cannot be totally
ignored.
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TOOLS FOR USE
1.
2.
Bar Diagram
Pie Diagram
CHAPTER SCHEME
CHAPTER-1 INTERDUCTION
Provides details of the topic under study and presents a short theoretical
back drop for the study.
CHAPTER-2 RESEARCH DESIGN
Gives details about the statement of the problem, the scope of the study,
its objectives, the sample studied, the tools and techniques, used for
data collection, operational definitions, limitations of the study etc
CHAPTER-3 COMPANY PROFILE
This chapter gives the details about the company for which the study
has been conducted and about its various products.
CHAPTER-4ANALYSIS AND DATA INTERPRETATION
Include the analysis of the data collected in the survey. Relevant
inferences are drawn from the analysis and are presented in the chapter.
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CHAPTER-5 SUMMARY FINDINGS, SUGGESTIONS AND

CONCLUSIONS
This chapter gives the summary of the finding drawn from the survey
and relevant conclusion from the findings mode it also includes some
suggestions.
APPENDIX :
ANNEXURES
BIBLIOGRAPHY
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CHAPTER-3
INDUSTRY PROFILE
Introduction to soap industry
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.
Following Swedish movement in 1905 few factories were setup and they
were:
Mysore Government Soap at Bangalore
Godrej Soaps at Bombay
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.
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 cutthroat competition while multinational companies dominate the
market.
THE INDIAN SOAP INDUSTRY SCENARIO:

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The Indian soap industry has been dominated by handful of companies such as
Hindustan Levers Limited.
Tata Oil Mills (Taken over by HLL)
Godrej Soaps Private Limited.
Recent entrants include - Colgate Palmolive Ltd.,
- Proctor & Gamble Ltd.,
- Nirma Soap Works,
- Wipro Ltd.,
The Indian Soaps industry continued to flourish very well until 1967-68, but began
to stagnate. Soon it started to recover and experienced a short upswing in 1974.
This increase in demand can be attributed to:Growth of population.
Income and consumption increase.
Increase in urbanization
Growth in degree of personal hygiene.
Soap manufacturers are Classified as, Organized and
unorganized sector. KSDL is under organized Sector.
PRESENT STATUS:
MARKET SCENARIO
India is the ideal market for cleansing products. The countrys

per capita consumption of detergent powders and bars stands at 1.6 Kg and soap at
543gms. Hindustan Lever, which heralds over the cleaning business, sells in all
over the cleaning business.
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INDUSTRY PROFILE
(Background of the industry)
The early days of civilization shows is that mankind was aware of the
importance of cleanliness and hygienic. The great path Indoor valley civilization
is testimony for this. The roam were known to be consider able-users for the
soaps. During the period of roman enterprise stale wine was collected as a
source of ammonium carbonate for cleaning purpose. The mankind knew about
soap 2000 years back that is in 70 AD when Mr. Piliny and Leader accidentally
discovered soap when Roasted meet area flowed in ashes. It was in 1831 AD.
That for the first time detergent was discovered by MR. Fremy when he supplanted
alive oil and almond oil , the consumption of soap in the world in 1884 AD was
said to be 2 lakhs tones PA and it was in this year Mr. W.H. Lever entered the fill
PROBLEMS OF SOAPS & DETERGENTS INDUSTRY:

Industry faces some problems due to increase in the cost of raw materials. The
major ingredients like soda ash, linear alkyl benzene and Sodium Tripoli phosphate
poses number of serious problems in terms of availability. The demand and supply
gap of vegetables oil is 1.5 to 2 Lakhs tons P.A. and it was in this year Mr.
W.H.Lever entered the felt filed of soap by making in a big way.
Soap is a Lamp like product, had foaming and cleaning character. Sopa is a part of
our daily live. Since then in 1972 AD at first commercial batch of soap was made
and marketed Mysore Sandal Bristo Soap was then taken to London.
India is a vast country having a population more than 100 corers. House hold
Penetration of soap is 98% people belonging of different income levels use
different brands. Which fall under different segments but all income levels us
soaps, making it the second largest category, in India and detergents being number
one. Rural demand is growing at on increasing Rate compare to Urban because
rural consumers in India constitute about 60-70% of the population.
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Hence, although soap is good all round detergent, during the middle ages
soaps were made in various countries such as ital, France and England etc. Soap
Industry in India. Northwest soap company established the first soap industry in
1987 at Meerut following the Swedish movement in 1905 onwards few more
factories movement in 1905 onwards few more factories were setup.
Soap Industries in India began with Messers godrej, setting up their money
Turing unit during 1918 at Mumbai and Messers Government- Soap factory in
Bangalore. During the year 1930. M/s Tata Oil Mills coy setup, Hindustan lever
limited setup their manufacturing unit at Mumbai and Calcutta. The industry
continued to flourish very well unit 1967-1968. When the industry stagnated due
to informal price control. The industry soon recovered and experienced a sharp up
swing during 1974.
Before these world war 1st Soap Requirement of India
was meet by import from the west. Especially from United kingdom. The big
companies like Leve Brother introduced soap and the use become more common
even in villages. The soap supplied was of good qualify and low price.
Second world war given stimulus to indigenous soap industry. By 1994, the
capacity established was 1,26,000 tons and actual output was 1,16,000 tons.
Today the production capacity is around 6 lakhs tons.
In India, the per capital consumption of soap is 500 GM compared to 1200
GM in countries life Brazil. In care of detergent the per capital consumption is
160kg in India compared to urban Europe. 15.5kg in urban (to 15.5kg) Europe and
18.5 kg in Australia.
In India, The organized sector 88 units are manufacturing soaps with an
installed capacity of 7,05,563 ( 46 units only) tons per year. Production of soap in
this sector was of the order of 3,53,232 tons during 1994-95 and 3,88,087 tons
during 1995-96. There are 33 units in the organized sector for manufacturing of
detergents with an installed capacity of 5,109,020 (22 units only) tones PA
PROBLEMS OF SOAPS & DETERGENTS INDUSTRI
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Industry faces some problems due to increase in the cost of Raw Materials.
The major ingredients like soda ash, Linear alkyl benzene and sodium triply
phosphate pores number of serious problems in term of availability. The demand
and supply gap of vegetables oil is 1.5 to 2 lakhs tones and is mot through imports.
HISTORY:
India is a rich land of forest; ivory, silk, sandal; precious gems are magical
charms of centuries. The most enchanting perfumes of the world got their exotic
spell with a twist of sandal. The worlds richest sandalwood resource is from one
isolated stretch of forests land in South India that is Karnataka.
The origin of sandalwood and its oil in Karnataka, which is used in making of
Mysore sandal soaps, is well known as Fragrant Ambassador of India &
Sandalwood oil is in fact known as Liquid Gold.
By the Inspiration of His Highness Maharaja of Mysore late Jayachamarajendra

Wodeyar, the trading of sandalwood logs started which was exported to Europe and
New destinations, but with commencement of First world War India faced Severe
Crisis on the business of sandalwood.
This situation gave rise to start of an industry, which produces value added
products i.e. of Sandalwood oil. His Highness Maharaja of Mysore created this
situation as an opportunity by sowing the seed of the Government Sandalwood Oil
Factory, which is the present KS&DL. The project was shaped with the
engineering skills and expertise of the top level. Late Sir M.Visvesvaraya, the great
Engineer was the man behind the project.
Todays famous Mysore sandal soaps credit goes to late Sri Sosale
Garalapuri Shastri who incorporated the process of soap making using Sandalwood
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oil. He was an eminent scientist in the field working at the Tata Institute,
Bangalore. He was sent to England to master the fine aspects of soap
manufacturing.
The Maharaja of Mysore & Diwan Sir. M.Visvesvaraya established the

Government Soap factory during the year 1918. The factory was started as a very
small unit near K.R.Circle, Bangalore with the capacity of 100 tons P.A. In
November 1918 the Mysore sandal soap was put into the market after sincere effort
and experiments were undertaken to evolve a soap perfume blend using
sandalwood oil as the main base to manufacture toilet soap. The factory shifted its
operation to Rajajinagar industrial area, Bangalore in July 1957, where the present
plant is located. The plant occupies an area of 39 acres (covering Soaps,
Detergents and Fatty Acid divisions), on the Bangalore Pune Highway, easily
accessible by transport services and communication. Another sandal wood oil
division was established during the year 1944 at Shimoga, which stopped its
operations in the year 2000 for want of Natural Sandalwood.
This factory started at a moderate scale in year 1916. The first product was
washing soap in addition to the toilet soap in the year 1918. The toilet soap of the
company was made up of sandal wood oil.
In 1950 Government decided to expand the factory in two stages. The first stage of
expansion was done to increase the output to 700 tons per year and was completed
in the year 1952 in the old premises.
The next stage of expansion was implemented in 1954 to meet growing demand for
Mysore sandal soap and for this purpose Government of India sanctioned license to
manufacture 1500 tons of Soaps and 75 tons of glycerin per year. The expansion
project worth of Rs.21 lakhs includes the shifting of the factory to a newly laid
industrial suburban of Bangalore.
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The factory started functioning in this new premise [i.e., present one] from 1st July
1957. From this year onwards till date the factory had never looked back, it has
achieved growth and development in production scales and profits.
The industry has 2 more divisions one at Shimoga and another at Mysore
where sandal wood oil is extracted. The Mysore division functioning from 1970
and only during 1984 manufacturing of perfumed and premiere quality Agarbathies
at Mysore division was started. Right from the first log of sandalwood that rolled
into the boiler room in 1916, the company has been single minded pursuit of
excellence. The project took shape with the engineering skills and expertise of toplevel team under the leadership of Sir. M.Visvesvaraya, Prof. Waterson and
Dr.Subrough. Like this soap factory was started as a small unit and now it has
grown up to a giant size.
RENAMING: On 1st October 1980, the Government Soap Factory was renamed as Karnataka
Soaps and Detergent Limited The Company was registered as a public limited
company. Today Company produces varieties of products in the toilet soaps,
detergent, Agarbathies and Cosmetics.
Structure
It is the like the Skelton of the company edifice company structure ryes to
the relatively more durable company arrangement & relationships it prescribes
the formal relationships among various positions and activities. Major functions of
the structure are to reduce external uncertainty through. The control mechanism to
undertake a wide variety of activities.
Through devices such as departmentalization, Specializations, decision of

labor and delegation of authority and to enable the company to keep its activities
co ordinate and to have a focus in the midst of diversity in the pursuit of its
objectives.
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In KS&DL company activities are group into different units. Each major
function of the enterprise is grouped into different department. This can also be
studied as a separate function, specialization of department promotes the
excellence in performance. It leads to improve planning and control of key
functions and ensure economy.
KS&DL has the following departments: Finance and Accounts

Human Resources Development & Administration
Research and Development
Quality Assurance
Materials & Stores
Production & Maintenance
Marketing & Business Group
Projects & Management Information Services
FINANCE DEPARTMENT
Finance is the lifeblood of any business organization. It is concerned with the
acquisition of funds and the wide application of funds. Accordingly the finance
department is required to perform this function effectively.
The total working staff of financial department is 45 people including executives
officer senior and junior assistants
ACCOUNT AND AUDIT SECTION:
Page | 30

Head by deputy Manager, as supervisor and assistant working under him. The main
functions in the section are computation of accounts.
Preparations of balance
concluding inter unit reconciliation, preparation of profit and loss account and
Balance sheet.
NTERNAL AUDIT
Bill and cash section: This section handed by the manager (accounts) and has
working under him, which includes assistant accounts officer, supervisor, assistant
cashier etc.
The main functions of this section are:
Passing of bills
Releasing of advances
Transfer of funds
Distribution of cash
Records of receipts
Payroll wings
An accounts officer heads it; it has got following functions relating:

Time office
Personal and administration
Accounts and Finance
Bills and Cash
CENTRAL EXERCISE
Page | 31

It is headed by Deputy Manager (central excise) who has got three senior
accountants and a typist working under him. The main functions of this department
are:
Classification of Product and obtaining clearance from central excise for forcing
tariff.
To obtain MODVAT credit for excise departments.
Handle legal cases
COSTING SECTION:
It is headed by deputy managers and got three supervisors, two senior accountants,
three junior accountants; the section is backbone of the company for all statistical
information and reports.
The most important functions are.
Proportional of product wise cost sheet
Preparation of production and Sales report
Labor accounting
Preparation of Annual budgeting
Objectives of Finance Department:

To protect the financial interest of the company
It helps in achieving the business results (profitability)
Monitoring funds collection and payments.
Controlling the Inflow and Outflow of cash
Financial planning and mobilization of cash.
Page | 32
Sources of finance:
Corporation Bank
Syndicate Bank
Canara Bank
State Bank of Mysore
IDBI
ICICI
IFCI
Page | 33

ORGANISATION CHART - FINANCE DEPARTMENT
BOARD OF DIRECTORS
CHAIRMAN
MANAGING DIRECTOR
SENIOR MANAGER
(Head of Finance Dept.)
Deputy Manager
(Accounts & Audit)
Supervisor
(Accounts)
Senior Assistant
Junior Assistant
Deputy Manager
(Costing)
Supervisor
Deputy Manager
Deputy Manager
(Cash & Bills)
(Central Excise Officer)
Accounts Officer
(Cost Accountant)
Senior Assistant
(Cash Selection)
Senior Assistant
Supervisor
Junior Assistant
Senior Assistant
Junior Assistant
Junior Assistant
Page | 34

OBJECTIVES OF KS & DL: -
To serve the national economy

To attain self reliance
To promote and uphold its image as symbol of traditional products
To promote purity and quality products and thus enhance age old charm of
Sandalwood Oil
To build upon the reputation of Mysore Sandal soap based on pure sandal oil.
To maintain the brand loyalty of its customer.
To supply the products mentioned above at most reasonable and competitive rate.
VISION STATEMENT: Keeping pace with globalization, global trends and the states policy for using
technology in every aspect of governance.
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.
Page | 35

COMPETITORS OF KS&DL PRODUCTS AND SERVICES:
KS&DL is facing cut throat competition in national and international market.
Some of its main competitors are: M/S. Hindustan Uni Lever Ltd.,
M/S. Godrej Soaps Private Ltd.,
M/S. Proctor& Gamble
M/S. Wipro
M/S. Nirma Soaps Private Ltd.,
M/S. Jyothi Laboratories
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.
Page | 36
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.
SLOGAN: -
Natural Products with Exotic Fragrances
KS & DL has a long tradition of maintaining the highest quality standard,

right from the selection of raw materials to processing and packing of the end
product. The reasons why its products are much in demand globally and are
exported regularly to UAE, Bahrain, Saudi-Arabia, Kuwait, Qatar, South America.
The entire toilet soaps of KS & DL are made from raw materials of vegetable
origin and are totally free from animal fats.
Page | 37

KS & DL AT GLANCE:
Incorporated Name
Address
Karnataka Soaps and Detergents limited
Karnataka Soaps and Detergents ltd

Bangalore Pune High Way
Post Box No.5531, Rajajinagar,
Bangalore 560 055
Ph: 080-3377691/3370469/23371103 to 06 22376922 to 24

Email : Mysorsandal @ vsnl.com
Website : www.mysoresandal.com
Year of Establishment
Constitution
1918
-
Wholly owned by Govt. of Karnataka
Management
Govt.of Karnataka
nominates/appoints Board of Directors. Chairman & MD
Renamed
1980
Trademark
The trademark is SHARABHA. It is the
Body of lion with the head of an

Elephant means blending the majesty
Of lion with strength of an elephant.
Production range
Toilet soaps, bar soaps, Detergent
Cakes, Powder, Agarbathies, Cosmetics,

Baby products, Sandalwood Oil
Process know how
The facility is a pioneer in the

Page | 38

Manufactures of various soaps and
Technology Imported from Italy.
Capacity of the Unit
Licensed capacity is 26,000 metric
Tons of Soaps & 10,000 M.Tons of

Detergents Per annum
Plant
- At Bangalore - Soap Plant, Detergent Plant, and Fatty
Acid Plant - At Mysore -Sandal wood Oil, Agarbathies - At shimoga - Duty Paid
Godown
SWOT ANALYSIS
STRENGTHS
No synthetic base.
Strong presence and distribution in south and west.
Perhaps, the only soap that contains pure sandal oil.
ISO and ISI approval Holder Company.
Most preferred fragrance.
Worlds largest producer of sandal oil.
WEAKNESS
The weaknesses of K S & D L are;
Perceived as summer soap.
Perceived as expensive rather than value for money soap.
Page | 39

Fragrance is low and does not last long.
Weak distribution in North & West.
Lower perception on freshness.
OPPORTUNITIES
The opportunities of KS&DL are;
Traditional belief is that sandal oil is good for health.
Skin care is gaining importance among customers as soap tribute.
Back to natural trend.
THREATS
The main threats for KS&DL are;
Competition from the other brands of sandal soaps in the market.
Growing popularity of other competitive brands.
Threat due to globalization, privatization, liberalization.
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.
Page | 40

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.
Classification of Employees at KS & DL

Permanent Employee:- One who has been engaged for work on a permanent
basis.
Temporary Employee:- One who has been engaged for work, which is essentially
of temporary nature and likely to be finished within a limited period
Probationary employee:- One who is provisionally employed to fill a permanent
vacancy
Casual Workmen: One who is engaged on day to day basis, for casual or non
recurring work.
Trainee:- Trainee is a Learner who may or may not be paid stipend during the
period of training.
BIRDS EYE VIEW OF KS&DL: 1918 Government Soap Factory was started by Maharaja of Mysore
Mysore Sandal Soap was introduced into the market for the first time.
and the
1950 - The factory output rose to 500 M.Tons with the following
modifications.
1. Renovating the whole premises.
2. Installing new boiler soap building plant and drying Chamber.
Page | 41

1954 Received license from Government to manufacture 1500 tons of soap and
75 tons of glycerin per year.
1957 Factory shifted its operation to Rajajinagar industrial area.
1974 Mysore sales international limited was appointed as the sole selling agent,
for marketing its products.
1975 Rs.4 Crores synthetic detergent plant was installed based on Italian
technology by Ballestra SPA.
1980 - On 1st October 1980 the Government Soap Factory was converted into a
public sector enterprise and renamed as Karnataka Soaps & Detergents Limited.
1981 a) Production capacity increased to 6000 tons,
b) Rs.5 Crores Fatty Acid Plant was installed.
1984 Manufacturing of premium quality of Agarbathies at Mysore
Division.
1985 Production capacity was raised to 26,000 M.tons Per Annum.
A
large variety of toilet soaps at attractive shapes, colors and
Fragrances
introduced to meet the varieties & tastes of
Consumers.
1992 The company was registered with the Board for Industries
And
Financial Reconstruction (BIFR), New Delhi in December For rehabilitation, as
the company suffered losses continuously since 1980 at its net worth fully eroded.
1996 The BIFR approved the rehabilitation scheme in September & the
Company stated making Profits.
1999 ISO-9002 Certificate for quality assurance in production, Installation and
Servicing.
2000 ISO-14001 certificate pertaining to environmental
system.
Management
2003 The entire carried forward loss of Rs.98 Crores wiped out
and in
May BIFR, declared the company to be out of its Purview. The Company is
Page | 42

making profit continuously, it is only State Public Sector unit has come out of
BIFR.
2004 The ISO-9002 was upgraded to ISO-9001-2004, Quality
Certificate.
2007- ICWAI National Award for Excellence

2008
The ISO-9001 was upgrade to ISO-9001-2008 quality accreditation and

ISO-14001-2004 EMS accreditation
2009
KSDL upgrade the ISO-9001-2008 policy for quality management

System and ISO-14001-2004 Environment management system
2010
Won Karnataka chief minister Ratna Award for profited government

company
PRODUCT PROFILE
PRODUCTS OF COMPANY
KSDLs product range include Toilet soaps, Incense sticks, coming in different And
a distinct fragrance in sandal Rose etc. and also includes Talcum Powder,
Detergent Cake & Detergent Powders.
TOILET SOAPS
KSDL offers a variety of toilet soaps of different fragrances. They create lather and
last for long.
Page | 43

FOLLOWING ARE THE FRAGRANCES THAT KSDL OFFERS: Mysore Sandal Soap
Mysore Sandal classic soap
Mysore Sandal Rose Soap
Mysore Sandal Baby Soap
Mysore Sandal Gold Soap
Mysore Sandal Herbal Care
INCENSE STICKS
KSDL offers
quality incense sticks that
apart form spreading fragrance delivers peace and tranquility. They create an
atmosphere of solace when used.
TALCUM POWDER
Page | 44

KSDL offers Talcum powders that are refreshing and gives a cooling effect. The
fragrance Last for long.
The categories available are: Mysore Sandal Talc
Mysore Sandal Baby Talc
DETERGENTS
Based on quality, safety, and performance, KSDL offers detergents that apart from
whitening the cloth, provides a mild and soothing fragrance to it.
They are available in: Mysore Detergent powder

Mysore Detergent Cake
Page | 45
PRODUCT MANUFACTURED BY KS & DL

TOILET SOAPS
NAME OF THE PRODUCT
UNITS OF GRAMS
Mysore Sandal Soap
75 GMS
Mysore Sandal Classic Soap
75 GMS
Mysore Sandal Gold Soap
125 GMS
Mysore Sandal Baby Soap
75 GMS
Mysore Special Sandal Soap
75 GMS
Mysore Rose Soap
100 GMS
Mysore Sandal Herbal Care Soap
100 GMS
Mysore Jasmine Soap
100 & 75 GMS
Mysore lavender Soap
150 GMS
Mysore Sandal bath tablet
150 GMS
Mysore Sandal classic bath tablet
150 GMS
Mysore Jasmine bath tablet
150 GMS
Mysore Special Sandal tablet
150 GMS
Mysore Sandal rose tablet
150 GMS
Mysore Sandal Guest tablet
17 GMS
Page | 46

3.2 GIFT RANGE
OTHERS
SBT
Washing half bar
SJR
Washing sandal baby soap
06 IN 01
GOLD SIXER
DETERGENTS
Name Of The Product
Mysore detergent powder
Units In Grams
1000 GMS
Mysore detergent powder
500 GMS
Mysore detergent Cake
125 GMS
Mysore detergent cake
250 GMS
TALCUM POWDERS
Name Of Theproduct
Units In Grams
Mysore Sandal Talc
20, 50, 100, 300
Mysore Sandal Baby Talc
100, 200, 400
AGARBATHIES
Name Of The Product
Mysore Sandal Premium
Mysore Sandal Regular
Mysore Rose
Page | 47

Nagachampa
Suprabhatha
Mysore Jasmine
Parijatha
Sir M.V.100
Bodhisattva
Venkateshwara
Durga
Ayyappa
Alif Laila
Meditation
Page | 48
PRESENT STATUS OF THE COMPANY: The company is mainly dependent on southern market. The product
availability in retail outlets particularly for Mysore sandal soap is almost
comparable to any other similar industries products in the premium segment in the
south. Whereas in other parts like Eastern & Northern markets penetration of our
product is relatively poor, this depends on the companys distribution structure,
stockiest and field personnel strength.
With increased trust on distribution, the company does not foresee any
problems to achieve the projected sales through the redistribution package.
Page | 49

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 consumers at reasonable prices.
Being located in the centre of southern part of India the Government Soap
Factory claims preferential treatment for expansion programme availability of
exotic natural Sandalwood oil.
Future prospects: Company plans to unlock the potential value of land at Bangalore, Mysore, and
Shimoga, through infrastructure development. Our consultant has been appointed
for preparing the project report on conceptualization, market assessment,
identifying a suitable joint development partner with the approval of govt.
The completion in FMCG sector is raising day by day almost all competitors are
offering heavy consumer offers to capture market share, incentives and trades
schemes to the traders and consumers.
Non-supply of sandalwood by the Karnataka forest department has necessitated
source in sandalwood from public at very exorbitant trades.
Due to non-availability of sandal wood and also the exorbitant cause of
sandalwood the company is concentrating on promoting of popular soaps.
5.During the current year the company launched wave talcum powder cologne
perfume, liquid soaps herbal antiseptics hand wash, body wash, in sandal and rose
variants and hopes to increase its sales column substantially in the days ahead.
Agarbathi products within attractive packing and improved performance in line
with competitors are holding substantial market share during 07-08 our company
introduced new economic pack of three in one agarbathi @ Rs. 12 to reach
maximum customer by all sourcing.
The company has introduced MDC 150gm, and 250gm with improved formulation
during the current year to regain the detergent market
In addition to ISO 9001-2000 & 15014001, geographical indication registry by
govt. of India, company has got registered with DGS & D and intense to improve
Page | 50

its institution sales and direct marketing the company has increased direct
marketing sales for suppliers made to Madilu Yojana and Suchi Sambrama.
Export sales stood at Rs.5.98crore for the year 08-09 as per compare to 5.20crore
of previous year for the Current year it is expected to reach more than 7crore has
our soaps have entered into US, Europe and Japan market apart from our
traditional Asian and Middle East market
CHAPTER-4
ANALYSIS AND INTERPRETATIONS
TABLE: 1
Page | 51

TABLE SHOWING AGE OF THE
EMPLOYEES
Sl. No.
Employees
No. of
Percentage
Employees
1.
Below 30
30
60%
years
2.
30-40 years
10
20%
3.
40-50 years
16%
4.
50 and above
4%
TOTAL
50
100%
ANALYSIS:
From the above table it is clear that 60% of the employees belong
to below 30 years of age category, 20% of the employees belong
to 30-40 years of age category, 16% of the employees belong to
40-50 years of age category and 4% of the employees belong to
50 years and above category.
Page | 52

GRAPH-1
GRAPH SHOWING AGE OF THE
EMPLOYEES
70%
60%
60%
50%
40%
Series 3
30%
20%
20%
16%
10%
4%
0%
Below 30 years
30-40 years
40-50 years
above 50 years
INTERPRETATION;From the above graph it can be interpreted that the most of the
respondents belong to below 30 years group.
Page | 53

TABLE: 2
TABLE SHOWING QUALIFICATION OF THE
EMPLOYEES
Sl. No.
particulars
No. of
Percentage
Employees
1.
Graduation
29
58%
2.
Post-
10
20%
Graduation
3.
Diploma
16%
4.
Any Other
6%
50
100%
Specify
Total
ANALYSIS:
From the above table it is clear that 58% of the employees are
graduates, 20 % of the respondents are post-graduates 16 % of
the respondents are diploma holders and 6% of the respondents
have qualification which do not come under purview of the above
mentioned qualification.
Page | 54
GRAPH-2
GRAPH SHOWING QUALIFICATION OF THE
EMPLOYEES
70%
60%
58%
50%
40%
Series 3
30%
20%
20%
16%
10%
6%
0%
Graduation
Post Graduation
Diploma
Any other
INTERPRETATION;From the above graph it can be interpreted that majority of the

employees are graduate and small portion of post graduates are
also there in the organization.
Page | 55

Table: 3
TABLE SHOWING YEAR OF
EXPERIENCE
Sl. No.
Experience
No. of
Percentage
Employees
1.
Below 5
0%
Years
2.
5-20 years
40
80%
3.
Above 20
10
20%
50
100%
years
Total
ANALYSIS:
From the above table it is clear that 10% of the respondents falls
under the experience group of below 5 year, 80% of the
respondents belonging to experience ranging from 5-20 years ,
20% employees belong to experience group above 20 years.
Page | 56

.
GRAPH-3
GRAPH SHOWING YEAR OF
EXPERIENCE
90%
80%
70%
60%
50%
Series 3
40%
30%
20%
10%
0%
Below 5 Years
5-20 years
Above 20 years
respondents have 5-20 years of experience.
Page | 57

Table-4
TABLE SHOWING THE OPINION ABOUT PRESENT
MANAGEMENT
Sl. No
particulars
No of
Percentage
Employees
1.
Good
16%
2.
Very Good
29
58%
3.
Satisfied
10
20%
4.
Not satisfied
6%
50
100%
TOTAL
ANALYSIS:
From the above table it is clear that 16% of the employees said
that they are good with the present management, 58% of the
employees said that they are very good, 20 % of the respondents
said that they are satisfied while only 6% of the employees said
that they are not satisfied with the present management.
Page | 58
GRAPH-4
GRAPH SHOWING THE OPINION ABOUT
PRESENT MANAGEMENT
present management
58%
60%
50%
40%
present management
30%
20%
20%
16%
6%
10%
0%
good
Very Good
satisfied
not satisfied
employees satisfied with the Present Management, satisfactorily
Page | 59

working motivate the employees to contribute there best to the
organization.
Table-5
TABLE SHOWING WORKING CONDITION OF
EMPLOYEES
Sl. No
Employees
No of
Percentage
Employees
1.
Excellent
16%
2.
Very Good
29
58%
3.
Good
10
20%
4.
Average
6%
50
100%
TOTAL
ANLYSIS:
that they are excellent with the working condition, 58% of the
employees said that they are very good, 20 % of the respondents
Page | 60

said that they are good while only 6% of the employees said that
they are average with the working condition,
GRAPH-5
TABLE SHOWING WORKING CONDITION OF
EMPLOYEEs
Page | 61
Working Condition
58%
60%
50%
40%
Working Condition
30%
20%
20%
16%
6%
10%
0%
Excellent
Very Good
Good
Average
employees satisfied with the working condition, satisfactorily
organization.
TABLE-6
Page | 62

TABLE SHOWING OPPORTUNITIES TO GROW IN
YOUR PRESENT JOB
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table It indicates that 80% of the respondents in
the company are having the opportunity to grow in present job.
20% of the respondents disagreed to this.
Page | 63

GRAPH-6
GRAPH SHOWING OPPORTUNITIES TO GROW IN YOUR
PRESENT JOB
80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO
INTERPRETATION;From the above graph it interpreted that 80% of the respondents

said that the company is having good opportunity to grow in
present job while 20% of the respondents disagreed to this.
Page | 64

TABLE-7
TABLE SHOWING COMPANY CONDUCT MANAGEMENT
DEVELOPMENT PROGRAM
Sl.
Employees
No. of Employees
Percentage
1.
Yes
50
100%
2.
No
00
00%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is clear that 100% of the employees opine
that they are happy with the Company conduct management
development program.
Page | 65

GRAPH-7
GRAPH SHOWING COMPANY CONDUCT MANAGEMENT
DEVELOPMENT PROGRAM
100%
90%
80%
70%
60%
100%
50%
40%
30%
20%
10%
0%
0%
YES
NO
INTERPRETATION;From the above graph it can be interpreted that most of the

respondents are happy with the Company conduct management
development program.
Page | 66
TABLE-8
TABLE SHOWING METHOD CONDUCTED TO MANGEMENT
DEVELOPMENT PROGRAM
Sl. No.
1.
PARTICULAR No. of
Percentage
Employees
On the job
20
40%
30
60%
00
00%
50
100%
training
2.
Off the job

training
3.
Any other
specify
Total
ANALYSIS:
From the above table it is clear 40% of the employees satisfied
with the on the job training and 60% of the employees satisfied
with off the job training..
Page | 67

GRAPH-8
GRAPH SHOWING METHOD CONDUCTED TO MANGEMENT
DEVELOPMENT PROGRAM
70%
60%
50%
40%
Series 3
30%
20%
10%
0%
On the job training
Off the job training
Any other specify
respondents have off the job training method .
Page | 68

TABLE-9
TABLE SHOWING METHODS ARE ADOPTED UNDER ON
THE JOB TRAINING
Sl. No
ON THE JOB
No of
Percentage
TRAING
Employees
1.
COACHING
29
58%
2.
JOB
16%
ROTATION
3.
VESTIBULE
10
20%
4.
ANY OTHER
6%
50
100%
SPECIFY
TOTAL
ANALYSIS:
that coaching method are adopted under on the job training, 16%
of the employees said that job rotation method are adopted, 20 %
of the respondents said that vestibule training method are good
while only 6% of the employees said that any other specify
method are adopted under on the job training,
Page | 69
GRAPH-9
GRAPH SHOWING METHODS ARE ADOPTED UNDER ON
THE JOB TRAINING
on the job training

58%
60%
50%
40%
ON THE JOB TRAINING
30%
20%
16%
20%
6%
10%
0%
COACHING
JOB ROTATION
VESTIBULE
ANY OTHER SPECIFY
employees satisfied with the on the job training, satisfactorily
Page | 70

organization.
TABLE-10
TABLE SHOWING METHOD ARE ADOPTED UNDER OFF THE
JOB TRAINING
Sl. No
OFF THE JOB
No of
Percentage
TRAINING
Employees
1.
Role method
6%
2.
Incident
10
20%
16%
29
58%
50
100%
method
3.
Basket
method
4.
TOTAL
All the above
ANALYSIS:
that role method are adopted under off the job training, 20% of
the employees said that incident method are adopted, 16 % of
the respondents said that basket method are adopted, while only
Page | 71

58% of the employees said that all the above methods are
adopted under off the job training.
GRAPH-10
GRAPH SHOWING METHOD ARE ADOPTED UNDER OFF
THE JOB TRAINING
OFF THE JOB TRAINING

58%
60%
50%
40%
30%
20%
16%
20%
6%
10%
0%
Role method
Incident method
Basket method
All the above
Page | 72
employees satisfied with the off the job training, satisfactorily
organization.
TABLE-11
TABLE SHOWING COMPANY REGULARLY CIRCULATE
INFORMATION
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
Page | 73

From the above table It is clear that 80% of the respondents in
the company are having the circulate information. 20% of the
respondents disagreed to this.
Page | 74
GRAPH-11
GRAPH SHOWING COMPANY REGULARLY CIRCULATE
INFORMATION
80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO
INTERPRETATION;From the above graph it can be interpreted that 80% of the

respondents said that the company regularly circulate information
while 20% of the respondents disagreed to this.
Page | 75
TABLE-12
TABLE SHOWING INFORMATION WILL BE
CIRCULATED
Sl. No.
particular
No. of
Percentage
Employees
1.
Circular
0%
2.
Notice board
40
80%
3.
manager
10
20%
50
100%
Total
ANALYSIS:
From the above table it is clear that 0% of the respondents falls
under circular information, 80% of the respondents belonging to
information will be circulated on notice board, 20% of information
will be circulated on manager.
Page | 76
GRAPH-12
GRAPH SHOWING INFORMATION WILL BE
CIRCULATED
80%
70%
60%
50%
40%
30%
20%
10%
0%
Circular
Notice board
manager
respondents information will be circulated on notice board.
Page | 77
TABLE-13
TABLE SHOWING MANAGEMENT DEVELOPMENT PROGRAM
CONDUCTED BASED ON H R MANAGER REPORT
Sl.
Employees
No. of Employees
Percentage
1.
Yes
40
80%
2.
No
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 80% of the respondents in
the company are having the Management development program
conducted based on H R manager report. 20% of the respondents
disagreed to this.
Page | 78
GRAPH-13
GRAPH SHOWING MANAGEMENT DEVELOPMENT
PROGRAM CONDUCTED BASED ON H R MANAGER REPORT
80%
70%
60%
50%
80%
40%
30%
20%
10%
20%
0%
YES
NO

respondents said that the company is having good Management
development program conducted based on H R manager report
while 20% of the respondents disagreed to this.
Page | 79
TABLE-14
TABLE SHOWING WORKING RELATIONSHIP WITH
THE SUPERVISOR
Sl.
Employees
No. of Employees
Percentage
1.
GOOD
32
64%
2.
NOT GOOD
18
36%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 64% of the employees said
that the working relationship with the supervisor is good while 36
% of the employees disagreed to this.
Page | 80

GRAPH-14
GRAPH SHOWING WORKING RELATIONSHIP WITH
THE SUPERVISOR
Percentage
NOT GOOD; 36%

GOOD
NOT GOOD
GOOD; 64%

employees said that the working relationship with the supervisor
is good while 36 % of the employees disagreed to this.
Page | 81
TABLE-15
TABLE SHOWING PROMOTION POLICY OF
ORGANISATION
Sl.
Employees
No. of Employees
Percentage
1.
satisfied
22
44%
2.
Good
18
36%
3.
Not Good
10
20%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is clear that 44% of the employees opined
that they are satisfied with exciting motivation policy by the
company.
36%
of
the
employees
are
says
good.20%
of
respondents are totally disagreed this.
Page | 82

GRAPH-15
GRAPH SHOWING PROMOTION POLICY OF
ORGANISATION
Percentage
not good; 20%

satisfied
good
satisfied; 44% not good
good; 36%

employees opined that they are satisfied with exciting motivation
policy
by
the
company.
36
% of employees says good. 36% of the respondents disagreed

this.
Page | 83
TABLE-16
TABLE SHOWING NATURE OF WORK
Sl.
Employees
No. of Employees
Percentage
1.
YES
27
54%
2.
NO
23
46%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it is analysed that 54% of the respondents
said that they like the nature of work while
46% of the
respondents disagreed with it.
Page | 84

GRAPH-16
GRAPH SHOWING NATURE OF WORK
54%
52%
50%
48%
YES; 54%
46%
44%
NO; 46%
42%
YES
NO

respondents said that they like the nature of the work while 46%
of the respondents do not like it.
Page | 85

TABLE-17
TABLE SHOWING TRAINING PROGRAM
ATTENDED BY REPONDENT
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Above 4
20
40%
2.
2-3
15
30%
3.
3-4
10
20%
4.
Below 2
10%
50
100%
TOTA
L
ANALYSIS:
From the above table It analysed that 40% of employees have
attended above 4 training program, 30% of employees are
attended 2-3 training program 20% of employees are attended 34 training program 10% of employees are attended below 2
training program.
Page | 86

GRAPH-17
GRAPH SHOWING TRAINING PROGRAM
ATTENDED BY REPONDENT
40%
40%
35%
30%
30%
25%
20%
20%
15%
10%
10%
5%
0%
above 4
two-three
three-four
below 2
INTERPRETATION;From the above graph It can be interpreted that 40% of the

employees have attended above 4 training program most of the
employees are attending the training program30% of employees
have attended 2-3 program 20% of employees are attended 3-4
program, only the 10% of employees are have attended below 2
training program in ks &dl.
Page | 87
TABLE-18
TABLE SHOWING SATISFACTION LEVEL OF
MANAGEMENT DEVELOPMENT IN K.S &D.L
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Satisfied
15
30%
2.
Very good
10
20%
3.
Bad
20
40%
4.
Good
10%
50
100%
TOTA
L
ANALYSIS:
From the above table it analysed that the satisfaction level of
employees towards the MDP in ks &dl is 15 number of employees
are satisfied, 10 number of employees are very good 20 number
of employees says bad and 5 number of employees says good.
Page | 88

GRAPH-18
GRAPH SHOWING SATISFACTION LEVEL OF
MANAGEMENT DEVELOPMENT IN K.S &D.L
Percentage
good; 10%
satisfied; 30%
bad; 40%
very good; 20%
INTERPRETATION;From the above graph it can be interpreted
that 30% of the
employees opined that they are satisfied with the existing

motivation programs designed by the company. while 20% of
employees says very bad 40% of employees thinks bad,10% of
employees says good for the management developing program in
ks & dl
Page | 89
TABLE-19
TABLE SHOWING THE BENEFICAL LEVEL

OF MANAGEMENT
DEVELPOMENT TO THE EMPLOYEES
Sl.
EMPLOYEE
No. of Employees
Percentage
No.
1.
Very high
16
32%
2.
High
15
30%
3.
Moderate
12
24%
4.
Very low
14%
50
100%
TOTA
L
ANALYSIS:
From the above table it analysed that the beneficial level of
employees it is clear 16 number of employees are very high, 15
number of employees are high,12 number of employees
says
moderate and 5 number of employees says very low.
Page | 90
GRAPH-19
GRAPH SHOWING THE BENEFICAL LEVEL OF
MANAGEMENT DEVELPOMENT TO THE EMPLOYEES
Percentage
vry low; 14%

very high; 32%
moderate; 24%
high; 30%

employees agree for very high management development in
ks&dl that is very good and its helps them to do a better job in ks
Page | 91

&dl,30% of employees says high, 24% of employees
think
moderate, 14% of employees are very low.
TABLE-20
TABLE SHOWING SAFETY AND SOCIAL
BENEFITS MEASURES
Sl.
Employees
No. of Employees
Percentage
1.
YES
30
60%
2.
NO
20
40%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it analysed that 60% of the employees said
that they are satisfied with the safety and social benefits
measures of the company while 40% of the employees said that
they are not satisfied with the safety measures of the company.
Page | 92
GRAPH-20
GRAPH SHOWING SAFETY AND SOCIAL
BENEFITS MEASURES
60%
50%
40%
30%
YES; 60%
20%
NO; 40%
10%
0%
YES
NO

employees said that they are satisfied with the safety and social
Page | 93

benefits measure of the company while 40% of the employees
said that they are not satisfied with the safety measures of the
company.
TABLE-21
TABLE SHOWING THE BENEFITS GIVEN TO
EMPLOYEES AFTER ATTENDING THE MANAGEMENT
DEVELOPMENT PROGRAM
Sl.
Particular
No.
No. of
Percentage
Employees
1.
Good
17
34%
2.
Improvement in
15
30%
12
24%
12%
50
100%
skills
3.
Improvement in
working
relationship
4.
change of attitude
and self confidence
TOTA
L
Page | 94
ANALYSIS:
From the above table it is examine that the benefits given to the
employees after attending the management program,34% of the
employees says good, 30% of the employees says improvement
improvement in skills, 24% of employees state that improvement
in working relationship, 12% of employees states change of
attitude and self confidents.
GRAPH-21
GRAPH SHOWING THE BENEFITS GIVEN TO
EMPLOYEES AFTER ATTENDING THE MANAGEMENT
DEVELOPMENT PROGRAM
Page | 95

good
; 34%
35%
30%
25%
20%
15%
10%
5%
0%
Improvement in working relationship; 24%
change of attitude and self confidence ; 12%
; 30%
Column2
Im
pr
ov
em
en
ti
n
go
od
wo
rk
in
g
re
la
tio
ns
hi
p
Improvement in skills
INTERPRETATION;From the above graph it can be interpreted that the benefits

given
to
the
employees after
attending the
management
development program,34% of the employees says good, 30% of

the employees says improvement improvement in skills, 24% of
employees states improvement in working relationship, 12% of
employees states change of attitude and self confiden
TABLE-22
TABLE SHOWING COMMNICATION STRUCTURE AND
PATTERNS
Page | 96
Sl.
Employees
No. of Employees
Percentage
1.
YES
30
60%
2.
NO
20
40%
50
100%
No.
TOTA
L
ANALYSIS:
From the above table it can be analysed that 60% of the
employees said that they are satisfied with the Communication
structure and Patterns of the company while 40% of the
employees said that they are not satisfied with the
Communication structure and Patterns.
GRAPH-22
Page | 97

GRAPH SHOWING COMMNICATION STRUCTURE
AND PATTERNS
60%
50%
40%
30%
YES; 60%
20%
NO; 40%
10%
0%
YES
NO

employees said that they are satisfied with the Communication
structure and Patterns of the company while 40% of the
employees said that they are not satisfied with the
Communication structure and Patterns
.
Page | 98

CHAPTER-5
SUMMARY OF FINDING, SUGGESTIONS AND CONCLUSION
SUMMARY OF FINDINGS:The study was conducted at KS&DL to make an original analysis of the training
program me being provided by the company.
A questionnaire the data collected was tabulated and them analyzed on evaluation
of this primary data collected from the respondents the following findings are
recorded.
The most of the respondents belongs to above 30 years groups that is 60%.
76% of the employees are male.
58%of the respondents are graduates.
100% of the employees are married.
The most of the respondents have 11-20 years of experience. That is 80%.
Most of the respondents satisfied with the working condition.
80% of the respondents company having the training facility, 20% of the
respondents disagreed to this.
76% of the respondents are happy with the recognition and rewards benefit
provided by the company.
Page | 99

74% of the respondents are happy with the management attitude towards
employees. And 26% of respondents are disagreed to this.
The majority of 70% feel that the training where conducted as per the
schedule. Where as only very 30% was not satisfied with the training
schedule.
The most of the employees (72%) feel that the company helps them to
develops as a innovative person.
The most of the employees (76%) that their position is respected by all.
The most of the employees motivation designed by the company.
The 64% of the employees are said that working relationship with the
supervisor is very good, 36% of the employees are disagreed.
The 36% of the employees opinion that they are satisfied with existing
promotion policy by the company, 64% of the respondents are disagreed.
The number of the employees working condition increases the productivity.
60% of the employees are satisfied with the company safety and social
benefit measures.
46% of the employees are happy with their nature of work.
54% of the respondents said that given challenging jobs to develop them.
discrimination and favoritism the motivate that employee.
Page | 100

62% of the respondents believe that management is sensitively respondents
feel that management respondents of employees stress factor, 38% of the
employees are disagreed with this.
SUGGESTIONS
Management should provided better development facilities for other jobs in
the organization. So that the employees can be shifted to another job and get
rid of monotony.
Working condition should be improved in some departments as the workers
feel that temperature in their health and causes strain and fatigue.
Get together should arrange frequently so as to have a better relationship
between supervisor and workers.
Family planning schemes should be introduced and an additional increment
can be given whom under goes this scheme.
Should be more individual interactive.
All the related matters are to be discusses and made clear to the employees.
Development program me should be planned and well organized.
Training real can be identified by interview, group conferences,
Questionnaire surveys, and checklists, leave benefit compulsory provided at yearly
once.
Terms and conditions of appointment are clearly explained to every
prospective employee well in advance.
Well decision is important to growth and success of the company.
Page | 101

The manager is ready to listen and take action when the employees have a
problem.
The manager should be move friendly with their respondents and
supervisors.
CONCLUSION: It is a grant pleasure to mention here that majority of the employees working
in KS&DL is much contended about the human resource development.
Totally the human resource management development is one of the most
important processes. It leads the growth of the employees and the company
infrastructure.
Management development needs for a team connecting of the employees
supervisors should identify each employee.
It facilitates the employees satisfaction training performance appraisal
management developments are the processes of development these are
prepare employees higher level tasks.
Human resource development is the factor that influences their satisfaction
at work, maturating the people lead to success.
Improves the communication between groups and individuals guidance and
training is most important to achieve the growth of the company.
Page | 102
ANNEXTURE
QUESTIONNAIRE
I MURALI S of B.E.L. First Grade College is
affiliated to Bangalore University as a partial fulfillment of the
B.B.M course of study. I am doing a project on A STUDY ON
MANAGEMENT
DEVELOPMENT
PROGRAM in KS&DL
Yeshwanthpur. So please kindly fill the questionnaire given opinion
about your company.
1. GENERAL INFORMATIONS:
NAME:
AGE:
GENDER:
MARITAL STATUS:
Page | 103

QUALIFICATION:
2. Length of service of your present job?

(a)
Below 5 Years
(b) 5-20 years
(c) Above 20 years
3. How do you think about the present management?

(a) Good
(c) Satisfied
(b) Very good

(d) Not satisfied
4. Working condition in the company?

(a) Excellent
(b) Very good
(c) Good
(d) Average
5. Do you have any opportunity to grow in your present job?

(a) Yes
(b) No
6. Does the company conduct management development

program?
(a) Yes
(b) No
Page | 104
7. How do they conduct the management development program?

(a) On the job training
(b) Off the job training
(c) Any other specify
8. What method are adopted under on the job training?

(a) coaching
(b) Job rotation
(c) vestibule training

(d) any other specify
9. What method are adopted under off the job training?

(a) Role method
(b) Incident method
(c) Basket method

(d) all the above
10. Does the company regularly circulate about information about

development program?
(a)
Yes
(b) No
Page | 105

11. How the information will be circulated?
(a) Circular
(b) Notice Board
(c) Manger
12. Is management development program conducted based on

H.R manager report?
(a) Yes
(b) No
13. Working relationship with your supervisor?

(a) Good
(b) Not Good
14. How do you feel about promotion policy?

(a) satisfied
(b) Good
(b) not
good
15. Do you like the nature of your work?

(a)Yes
(b) No
16. The number of training program attended by respondent.

Page | 106

(a) below 2
(c) 3-4
(b) 2-3
(d) above 4
17. The satisfaction level of management development program

in KS&DL?
(a)Satisfied
(b) good
(c) bad
(d) very good
18. Are you satisfied with the communication structure and

patterns?
(a)Yes
(b) No
19. To what extant did it help you to do a better job for your
organization.
(a) very high
(b) high
(c) moderate
(d) very low
20. Are you satisfied with the safety and social benefits taken by
the management
(a)Yes
development in KS&DL company?

(b) No
Page | 107
21. The benefits given to you after attending the management

development program?
(a) good
(b) Improvement in skills
(c) Improvement in working relationship
(d) change of attitude and self confidence
22.
Give
your
suggestion
to
motivate
employees
of
an
organization?
----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Page | 108
BIBLIOGRAPHY
AUTHOR
BOOKS FOR
PUBLISHED
REFERENCE
BY
PERSONAL AND
HIMALAYA
FIFTH
HUMAN RESOURCE
PUBLISHNG
EDITION
2.SHASHI .K GUPTA
DEVELOPMENT
HUMAN RESOURCE
HOUSE
KALAYANI
SECOND
AND ROSHI JOSHI
MANAGEMENT
PUBLISHERS
EDITION
3.C.B MAMORIA
HUMAN RESOURCE
HIMALAYA
FOURTH
AND S.V GANKAR
MANAGEMENT
PUBLISHNG
EDITION
1.SUBBA RAO
EDITION
HOUSE
INTERNET
http. www.mysoresandal/profile
www.ks & dl.com
MYSORESANDAL @VSNL.COM
Page | 109
Page | 110

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MANAGEMENT DEVELOPMENT PROGRAMME

MEANING OF HUMAN RESOURCES:According to LEON C. MGGINSON. The term HR can be thought of as

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

opportunity for development, etc

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B) ORGANIZING:An organization is a means to an end. Is an essential to carry out the

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

MEANING OF MANAGEMENT DEVELOPMENT:Management development is a systematic process of learning and growth by

Executive development is a planned, organized and systematic process of

Executive development is guided self development.

It is a continuous process, it continues throughout an executives entire

OBJECTIVES OF MANAGEMENT DEVELOPMENT

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

Increase in size of organization.

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

Analysis of development needs.

TECHNIQUES OF MANAGEMENT DEVELOPMENT

Decision making skills.

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

1. THE CASE STUDY:

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

It is direct and can the used for larger group of trainees.

TITLE OF THE STUDY:-

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

STATEMENT OF THE PROBLEM

KARNATAKA SOAP AND DETERGENT LIMITED it is soap and detergent

OBJECTIVES OF THE STUDY:-

The objective of the study is to

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

SIGNIFICANCE OF THE STUDY:-

Management development program is the important aspect of employees

The scope of study is to find out management development program factors of

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

TOOLS OF DATA COLLECTION:-

B.E.L FIRST GRADE COLLEGE, BANGALORE

MANAGEMENT DEVELOPMENT PROGRAMME

LIMITATIONS OF THE STUDY:-

The research is based on the observation of employees on one