PLASMA ALLOYS PVT. LTD.

Research report on:

Plasma alloys Pvt. Ltd.
Submitted to:
Saurashtra University
Prepared by:
GADHIYA JAY B.
B.B.A. sem 6
Roll no: 28
Academic year:
2021-22
Seat no:

Guided by:
Yasin vikyani
Reviewed by:

College name: Harivandana college

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PREFACE

This project report has been prepaid in partial fulfillment of the requirement
for the subject practical study of B.B.A in semester – 6 in the academic year 2021-
22

For preparing project report we have visited the company during the
suggested direction for 6 day to get the necessary information. The blend of
learning and knowledge acquired during our practical studies at the company is
presented in the project report.

The objective of practical trainings to develop among the students a feel

about industrial environment and business practices. Also, to develop a practical
base in them as a supplement to the theatrical study of management of journal. We
study the industrial basics, history and development major players in this sector,
contribution of this sector in the growth of economic and its functional areas like
production department, marketing department, human resources department and
financial department.

The project report starts with the basic concept of manufacturing, history of
the unit and also covers the journal information of the company visited and its
functional department as stated above. The information presented in this project
report. Is obtain from source like company personnel, company website, other
website, company report and other literature.

Gadhiya Jay B.

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ACKNOWLEDGEMENT

The success and final outcome of this project required a lot of guidance and
help from many people and I am extremely privileged to get this all for the
complexion of my project. All that I have done is only due to supervision and help.
I would not forget thank them.

I respect and thank Mr.kalpesh sir for providing me an opportunity to do the

project work in plasma alloys company and giving meall support and guidance,
which help me to complete the project duly. I am extremely thank in full to him
for providing such a nice support and guidance all thought he has busy schedule
managing the co-operate offers.

I am also extremely thanking full to our project guide Mr.Yasin sir who take
interest in our project work and guided us all along, till the completion of our
project work by providing all necessary information and developing a good
system. I also thank to my project reviewer

who has reviewed my project and provided me guidance.

I am thanking full to my family member for providing me necessary

guidance and support to complete my project.

Gadhiya jay

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DECLERATION

I the under signed Gadhiya jay student of B.B.A sem-6, hereby declare
that the project work presented in this report is my own work and has been carried
out under the supervision of my guide Mr.Yasinsir of Harivandana collage,
Rajkot.

I Gadhiya Jay also declared that this work has not been previously
submitted to any other university for any examination.

Date: .

Place: Rajkot. Gadhiya Jay B.

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INDEX

Sr. no. PARTICULAR PAGE

NO.
1 INDUSTRY OVERVIEW 7

1.1 History of industry 8

1.2 Growth and development of industry 9
1.3 Challenges faced by industry 10
1.4 Recent of industry 12

2 COMPANY OVERVIEW 13

2.1 History of company 14

2.2 Vision and mission of company 15
2.3 Growth and development of company 16
2.4 Challenges faced by company 17
2.5 Organizational chart 19
2.6 List of product 20
2.7 SWOT analysis 23

3 HUMAN RESOURCE DEPARTMENT 25

3.1 Organization structure 26

3.2 Recruitment ,selection and induction process 27
3.3 Job description 31
3.4 Training and management development program 32
3.5 Promotion and transfer policy 33
3.6 wages and salary administration 34
3.7 employee state insurance 36
3.8 Provident fund scheme 37

4 RESEARCH METODOLOGY 38

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4.1 Meaning of research 39

4.2 Types of research 40
4.3 Research title or research problem 42
4.4 Research objective 43
4.5 Data collection method 44
4.6 Sample size 46
4.7 Data analysis and interpretation 47
4.8 Limitation of study 62
4.9 Scope for future study 64
5 CONCLUSION 65

6 WEBLIOGRAPHY 66

7 OUESTIONNAIRE 67

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HISTORY OF INDUSTRY
Since the evolution of mankind, man has used his intelligence and creative
instinct to develop things that will reduce his labour. He shaped bowls, tools and
weapons out of stones and wood which was naturally found in nature.With the
passage of time he discovered other element in nature like gold, silver and copper
which were industrialmetalcastings.commercially available in nature in the form of
nuggets. He melted and shaped these metals according to his desires. He probably
discovered gold pebbles with stone and copper from the copper bearing ores that
line the fire pits. He found it easy to melt the iron, copper and gold using the
firewood’s and charcoal, and hence in different ages iron and copper became the
most profusely used natural materials.

Gold, silver, copper, iron, lead, mercury and tin are known as the
'magnificent metals' since they were known to man from ancient times. The basic
process of melting of metals in furnace, using patterns and solidifying the metal in
mould has remained the same. Some ancient techniques like the lost form
techniques and bell casting techniques are still religiously followed.

The first patterns of casting were made probably 4000 years in

Mesopotamia from beewax. A frog casted in copper is the oldest living proof of
intricate patterns used as early as 3200 B.C. Core were also used to provide
intricate to the interior of the cast.

Different Ages of Casting: According to Biblical records casting technology

can be traced back to 5000 BC. It is possible that metal casting technology, using
industrialmetalcastings.compounds originated in the Middle East. However, there
are suggestions that this process may have been developed in India and China. It is
said that the first steel products were made in India in 500 B. C., but the process
was lost. The earliest records of casting methodology are the writings of monk
Theophilus Presbyter in his book Schedule Diversarum Atrium. He has described
in detail the casting of the famous Perseus and Head of Medusa.

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GROWTH AND DEVELOPMENT OF INDUSTRY

Business location is the key or successful operation and overall growth.

While selecting location, consider company needs customer, employee’s
availability and equipment required to complete the production.

Business must have enough for the equipment’s required to produce their
products and services. The manufacturing company will require more space for
equipment’s and inventory businessman should considerall these requirements
while selecting process.

The business is directly in connection with customer the location must be

convenient to the customer. The location must be easily available and provide the
customer with a felling of safety during their arrival and exit.

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CHALLENGES FACED BY INDUSTRY

However, as technology has advanced, manufacturers find themselves not

just in need of employees, but employees with a different set of skills. As certain
tasks have become automated and machine sensors have become more
commonplace, allowing manufacturers to collect large amounts of data, the jobs
makeup in manufacturing is shifting. Manufacturers now need employees with a
high-tech skill set, proficient in mathematics and possessing an analytical mind.
The need for a largely unskilled, trainable workforce that once made up much of
manufacturing is shrinking as technology becomes more prevalent.

Utilizing project service automation software that includes universal

resource scheduling, manufacturers can quickly adjust the schedule and find
resources that are available based on the predicted completion date of the project
or defined tasks/roles required.

With these “smart” machines, organizations gather data that can help them
implement predictive maintenance and improve productivity. However, gathering
the data is the relatively easy part. Aggregating and analysing that data is a little
more challenging.

An organization’s customers typically consist of end-customers, partners (or

service providers), and sub-contractors, or any combination of these. These
customers have different needs, concerns and requirements for working with and
interacting with manufacturers. With separate end- customer and partner portals
that are connected to a singular source/application, such as Microsoft Dynamics
365, manufacturers can provide every customer with a way to log inquiries, search
for knowledge or solutions, request new work requests or obtain updates on work
order status. Subcontractors can accept, track, and update work assigned to them,
and communicate with the manufacturer through the self-service portal.

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However, the existing AS/400 systems that many in the manufacturing

industry continue to utilize cannot provide the user experience that today’s
workers demand.

There are many possible solutions available to manufacturing firms looking

to provide a superior user experience. For example, Microsoft Dynamics 365 (field
service, customer service, project service) and Field Service Mobile solutions
provide an updated user interface experience, greater flexibility based on business
processes in various business units, and gives users the capability to work
remotely — including offline capabilities on laptops and smart devices.

Whether its sales management, customer service, marketing, field service

management, connected field service (IoT), project service automation, or portals,
Microsoft Dynamics 365 may be the answer to some of your most pressing needs.

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RECENT TREND OF INDUSTRY

In metalworking and jewelers making, casting is a process in which a liquid

metal is somehow delivered into a gold that contains a negative impression of the
intended shape. The metal is poured into the mild through a hollow channel called
a sprue. The metal and mild are then cooled, and the metal part is extracted.
Casting is most often used for making complex shapes that would be difficult or
uneconomical to make by other methods. Casting processes have been known for
thousands of years, and have been widely used for sculpture, jewelery in precious
metals, and weapons and tools. Traditional techniques include lost-wax casting,
plaster gold casting and sand casting.

Sand casting requires a lead time of days, or even weeks sometimes, for
production at high output rates (1–20 pieces/hr-gold) and is unsurpassed for large-
part production. Green sand, which is black in colour, has almost no part weight
limit, whereas dry sand has a practical part mass limit of 2,300–2,700 kg (5,100–
6,000 lb). Minimum part weight ranges from 0.075–0.1 kg (0.17–0.22 lb). The
sand is bonded together using clays, chemical binders, or polymerized oils. Sand
can be recycled many times in most operations and requires little maintenance.

Investment casting derives its name from the fact that the pattern is invested,
or surrounded, with a refractory material. The wax patterns require extreme care
for they are not strong enough to withstand forces encountered during the gold
making. One advantage of investment casting is that the wax can be reused.

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COMPANY OVERVIEW

Established in 2009, PLASMA ALLOYS PVT. LTD. has made a name for
itself in the list of top suppliers of Cast Products &Equipment, Builders&
Construction Hardware in India. The supplier company is located in Rajkot,
Gujarat and is one of the leading sellers of listed products.

PLASMA ALLOYS PVT. LTD. is listed in Trade India's list of verified

sellers offering supreme quality of INDUSTRIAL CASTINGS, Ductile Casting
etc. Buy Cast Products &Equipment, Builders& Construction Hardware in bulk
from us for the best quality products and service.

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VISION AND MISSION OF COMPANY

Plasma Alloys mission is to make significant contribution to the life quality

enhancement by producing quality ductile casting that work with improved
performance while ensuring a high degree of reliability.

Company will follow fair business practices & develop intimate customer
relationship. Plasma Alloys will strive to improve whatever is done & how it is
done. Will continue to earn & be worthy of our customers’ trust.

To be among the global leaders in manufacturing high quality casting

exporters/suppliers. There are number of casting supplier in India & abroad we
would like to grow not just with quantity but QUALITY and would like to become
one among the best in manufacturing quality casting products. Only the quality
casting will make Plasma Alloys as a GLOBAL LEADER and being seated in
heart of customer.

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GROWTH AND DEVELOPMENT

OF COMPANY

They are pleased to introduce our company as a manufacturer and exporter

of wide range of ductile iron valves, ductile iron flanges and various pipe fittings
in various ductile iron material grades, as per BS standard as well as Indian
standard, and as per buyer's requirements.

Their wide range of ductile iron flanges includes the sizes such as DN50 to
DN1800 in various types such as PN10, PN16, PN25, & PN40 etc. etc.

Their wide range of ductile iron valves includes various such as Knife Gate
Valves, Butterfly Valves, Sluice Valves, various different valves etc.

Plasma Alloys has the capacity to produce 15,000 tons of castings per year.
Plasma offers wide range of casting of weight 0.5 Kg. to 2 Tonnes. Plasma
supplies Ductile Iron Casting Manhole Cover, Manhole Cover with Frames,
Channel Gratings, Drainage Cover, Gully Gates, Cantilever Brackets, Cast Iron
Casting, Grey Iron Manhole Cover in India since more than 20+ years. We
produce and supply high quality Ductile Iron Casting, Alloy Cast Iron Castings as
per Indian & International standards or customers’ requirements.

Plasma Alloys has always been a trend setter for quality and quantity
production for Ductile Cast Iron Manhole Cover and other Industrial Casting
which is widely required. We strive for helping our customers prosper by
providing them with the finest products and service.

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CHALLENGES FACED BY COMPANY

Hiring the Right Talent:

A common challenge echoed by many CEOs, and in fact was the top
concern in an Inc. 500 CEO survey, is hiring the right talent. Employees are the
backbone of any company; CEOs need employees with the right skills, from
problem-solving skills to creativity, in order to drive growth.

Managing Changing Customer Relationships and

Expectations:

Today's increasingly digital landscape is leaving few areas of business

untouched. In a sense, you could think of navigating the digital landscape as a
broad challenge for CEOs today in general. One area where technology is
particularly making its mark, however, is in the area of customer relationships and
expectations.

Staying Competitive and Creating Growth:

Today's CEOs face stiff competition and market oversaturation in particular.

With many similar products on the market, CEOs and business leaders have to
think more about what is going to set themselves apart and how to secure brand
loyalty by anticipating trends and stay ahead of the curve. The key is to think
outside the box and yet still give customers what they need.

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Combating Cyber security Threats:

Technology is not only changing customer relationships and

expectations, but it's also created new risks that CEOs must address. One of those
is cyber security threats: Even small businesses must think seriously about these,
and small businesses are particularly vulnerable.

Maintaining a Work-Life Balance:

With the pressure to manage many moving parts at once, every CEO will
agree that maintaining balance in life and work is a continual struggle. CEOs can't
stop for long, if at all. Ultimately, you must prioritize at any given time and
manage your time efficiently with clear boundaries.

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ORGANIZATIONAL CHART

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LIST OF PRODUCTS

Ductile Manhole Cover

Ductile Iron Castings for Scaffolding & Form-work application Ni-Hard

Castings for mixing and other wear resistant applications Mn-Steel Castings for
mining industries WCB-Steel Castings for general applications WCB-Steel
Castings for general applications Aluminium Castings for special types of valves.

IronValves

Ductile iron valves

Ductile Iron Castings for Scaffolding & Form-work application Ni-Hard

Castings for mixing and other wear resistant applications Mn-Steel Castings for
mining industries WCB-Steel Castings for general applications WCB-Steel
Castings for general applications Aluminium Castings for special types of valves.

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Cast Iron Castings

Ductile Iron Castings for Scaffolding & Form-work application Ni-Hard

Castings for mixing and other wear resistant applications Mn-Steel Castings for
mining industries WCB-Steel Castings for general applications WCB-Steel
Castings for general applications Aluminium Castings for special types of valves.

Ductile Iron Flanges

We are pleased to introduce our company as a manufacturer and exporter of

wide range of ductile iron flanges and various pipe fittings in various ductile iron
material grades like GGG50 as per BS standard as well as Indian standard.

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Submersible pump spare parts

Castings for Submersible Pump Spares like Bowl Castings, Base Castings,
NRV Castings, and Suction Castings.

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SWOT ANALYSIS

STRENGTH:
Track record (similar succeed) resources

Availability

Skill level

Processes and systems

Reputation

WEAKNESS:
Gaps in knowledge and expertise

Time scale and dead lines

Budget and funding

Competing project

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OPPORTUNITY:
Technology and infrastructure development

Changing consumer behavior

Emerging and developing markets

New innovation

Market demand

THREATS
Political influence

Environmental factor

Competitor activity

Economy

Seasonal effect

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ORGANIZATION STRUCTURE OF HUMAN

RESOURCE DEPARTMENT
The organization structure of human resource department
of Plasma alloys is as follow.

HR
Manager

Recruitment Training

Applicant Choose Training Program

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RECRUITMENT AND SELECTION PROCESS

(1) RECRUITMENT:
Recruitment can be defined as searching and obtaining a pool contention
can be that with the desire knowledge, skill and experience to allow the
organization to select the most appropriate people to fill job vacancy against define
passion and specification in the words of Edwin Philippe, “recruitment is process
of reaching or prospective employee and stimulating them to apply for job in
the organization”.

The purpose of recruitment process to find waded pool of apply can’t to

provide the greatest opportunity to select the best people in organization.

 SOURCES OF RECUITMENT:
The alible and suitable candidate recruit for a particular job are
available through various source. This source can be divided in two categories as
shown in the below diagram.

(2) SELECTION:

“Selection is the process of choosing clarified individuals who are available

to fill the position in organization”. Once a pool of candidate has been identified
through the recruitment process the most appropriate candidate identified through
a selection process but not limited to interview, references, checking, testing the
purpose of selection process to ensure that the best person is a pointed to the role
using effective assessment activities.

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SOURCES OF RECRUITMENT

internal external
press
promotion
advertisement

retirement campus
interview

former placement
employer agencies

employement
transfer
opportunity

walk-in-
internal
interview

advertisement e-recruitment

competitor

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RECRUITMENT AND SELECTION PROCESS

1. DICISION IS MADE AS TO WHETHER RECRUITMENT IS NECESSARY

2. JOB DISCRIPTION PREPAID

3. SPECIFICATION IS PREPAID

4. PLANS ARE MADE ON HOW AND WHEN TO ADVERTISE

5. APPLICANT ARE SHORT LISTED

6. REFERENCES ARE REQUESTED

7. CANDIDATES ARE INVITED FOR INERNVIEW AND SELECTION

8. THE SUCCESSFULL CANDIDATE OFFERED THE JOB AND SIGH THE CONTRACT OF

EMPLOYMENT

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1. ADVERTISING:

The candidate class of candidates, how experience is required, age of candidate

etc. after deciding the above recruitments, they give advertisement in newspaper or
trade journal or company gate. The advertisement is main source of recruitment or
the result employee but recommendation. This is also good source of recruiting.
There is no particular type of application form. For worker.

1. SELECTING PROCESS:

Then the procedure of selection of staff member starts, selection is a process by

which the person can be chosen from the applicant, who has offered services to the
company for employment. In the selection the applicants are evaluated and
suitable employee are called interview. The employee knowledge and experience
are examined.

(3) INDUCTION PROCESS:

Induction is the process of receiving and welcomes an employee when he

first joints a company and giving him the basic information. We need to settle
down quickly and happily and start work. When workers are selected he should
introduce to the company its policies and his supervision when workers joint
working their work place and work environment. Plasma alloys There when new
worker comes them to welcome and told about which type work they have to do
other rate and strategies. They are working with other employees and become
friend each other and give information to them.

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JOB DECRIPTION

Plasma alloys is small scale company there is no special recruitment

of the high degree of the employee their finance, marketing is also managed by the
top- level management.

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TRAINING AND MANAGEMENT

DEVELOPMENT PROGRAMME

Training and Managerial Development of personnel is an ongoing and

continuous process to meet and adopt change effectively and quickly at present.
Training of worker is necessary because many jobs have assumed a highly
technologic knowledge and under automation, we require highly skilled
operatives.

As plasma alloys Private Ltd. select such person who has an entire
knowledge about his work. So, there is no requirement of giving him training. But
for the development of company some suggestions are given to workers and
employees to improve their knowledge, skill and talent related to his job and work.

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PROMOTION AND TRANSFER POLICY

 PROMOTION POLICY: -
Promotion is a term, which governs a change and calls for greater
responsibility and usually it involves highly pay. It also provides better job
condition of service and therefore a higher status.

 TRANSFER POLICY: -
Transfer means to transfer the present employee from his present job to
another job or post.
In plasma alloys there is very less used sources regarding transfer the
candidate. However, to get the changed atmosphere or to give the new look the
working condition may change here.

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WAGES AND SALARY ADMINISTRATION

In economics the price paid to labour for its contribution to the produce process
is called wages. Labour is an important factor of production if there is no labour to
work, all other factor be it land or capital will remain idle so Carl Marx said labour
as the creator of all value.

 DEFFINATION:

“A wage maybe defines as the sum of money paid under contract by an

employee to worker for services render”.

-BENHAM

“Salary is a fixed regular payment, typically paid on a monthly basis but

often expressed as an annual sum made by an employee to an employee especially
professional or white colour worker.

- DELTON

 TYPES OF WAGES:
In real practice wages are of much type as follow.

1. PIECE WAGES: piece work is any type of employment in which a worker is

paid a fixed piece rate for each unit produced or action performed regardless of
time.
2. TIME WAGES: time rate system under this system, the worker is paid by the
hour, day, week, or month. High wage plan under this plan a worker is paid a
wage rate which is substantially higher than the rate prevailing in the area or in the
industry.

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CASH WAGES: cash wages mean any type of remuneration that comes in the
form of spendable money such as check, cash, money order, or

3. Direct deposit to an employee by an employer for services rendered. The value of

food, loading, lodging, clothing or other noncash items provided to the employees
is not considered as cash wages.
4. WAGES IN KIND: wages in kind consist of remuneration in the form of goods
and services that are not necessary for work and can be used by employees in their
own time, and at their own discretion, for the satisfaction of their own needs or
wants or those of other members of their households.
5. CONTRACT WAGES: contract labourers, or independent contractors, are not
employees of a company even though they may perform work for a company.
Independent contractors are not subject to minimum wage laws or other laws that
protect employees.

Plasma alloys under follows the wage system of wage payment. This is the
oldest and the most common method of fixing wages. Under this system worker
are paid according to the work done during a certain period of time say per hour,
per week or per month or any other fixed period of time.

Plasma alloys they pay their worker on monthly basis. They pay wages on month
to employee and workers also.

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E.S.I SCHEME

E.S.I. means “employee state insurance” it is for welfare of employees.

Employed in organization it is insurance. If employee gets injured during working
hour, employee is giving some reward from the fund collected this scheme.

Plasma Alloys Company is not provide the E.S.I scheme for her employees.

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PROVIDENT FUND SCHEME

Provident fund is the fund of employees. Wages and salary which is

gives to the employees. From that some definite proportion of amount is kept with
company. The entire amount with interest will be gives back to them when they
retired from organization.

Any employee who has passed more than 120 days in an organization
is eligible for this scheme. This scheme is applicable only when the unit has then
12 employees.

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MEANING OF RESEARCH

One definition of research is used by the OECD, "Any creative systematic

activity undertaken in order to increase the stock of knowledge, including
knowledge of man, culture and society, and the use of this knowledge to devise
new applications."

Another definition of research is given by John W. Creswell, who states that

"research is a process of steps used to collect and analyse information to increase
our understanding of a topic or issue". It consists of three steps: pose a question,
collect data to answer the question, and present an answer to the question.

The Merriam-Webster Online Dictionary defines research in more detail as

"studious inquiry or examination; especially : investigation or experimentation
aimed at the discovery and interpretation of facts, revision of accepted theories or
laws in the light of new facts, or practical application of such new or revised
theories or laws"

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TYPES OF RESEARCH

1. Research philosophy

Research philosophy is associated with clarification of assumption about the

nature and the source of knowledge. All studies are based on some kind of
assumptions about the world and the ways of understanding the world. There is no
consensus among philosophers about the most appropriate ways of understanding
the world; therefore, you are expected to clarify the philosophy you have chosen to
understand your research problem.

Positivism and phenomenology are the two main contrasting research

philosophies related to business studies. Positivism is an objective approach which
relies on facts and quantitative data. Phenomenology, on the contrary, takes into
account subjective human interests and focuses on meanings rather than hard data.
You have to specify in your dissertation which philosophy you are following.

2. Types of research

Research methods also depend on the type of research according to

the purpose of the study. Specifically, according to their purpose, studies can be
classified either as applied research or fundamental research.

Fundamental approach on the other hand also known as basic

research or pure research aims to contribute to overall scope of knowledge in the
research area without immediate practical implication.

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3. Research approach
Research approach is another important element of research
methodology that directly effects the choice of specific research methods.
Research approach can be divided into two, inductive and deductive categories. If
you decide to find answer to specific research questions formulated in the
beginning of the research process, you would be following an inductive approach.
Alternatively, if you choose to achieve research objective(s) via testing
hypotheses, your research approach can be specified as deductive. The choice
between the two depends on a set of factors such as the area of study, research
philosophy, the nature of the research problem and others.

4. Research design

Research design can be exploratory or conclusive. If you want merely

explore the research problem and you do not want to produce final and conclusive
evidences to the research problem, your research design would be exploratory.
Conclusive research design, on the contrary, aims to provide final and conclusive
answers to the research question. Conclusive research is further divided into two
sub-categories.

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RESEARCH TITLE AND RESEARCH PROBLEM

R.S Woodworth: “A problem is a situation for which we have no readymade
solution”.

Identification of Research Problem:

Identification is a sense of consciousness and awareness about social

phenomena. Identification of a problem is very difficult and has no specific rules
and principles but following are some sources for identification of a social
problem.

• Researcher Knowledge

• Keen observation

• Careful Investigation

• Cause and effect relationships

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RESEARCH OBJECTIVE

To help close the research gaps, the present researcher studied in 2014 the
formation and development of internal symbioses in four refineries. This choice is
appropriate for several reasons. One reason is that internal symbioses are still the
hallmark of the industry in the city; and indeed, internal symbioses seem to be
very prevalent in sugar industry in general. Yet there is still insufficient research
on such internal symbioses (Short et al., 2014).

Secondly, as an underdeveloped city, has been undergoing socio-economic

transformation since the 1980s when China began to open to the outside world. Its
industry is under threat due to the high cost of farming and so refineries have had
to find ways to utilize production by-products. The objective of this empirical
study was to identify the causes that have led to the emergence and evolution of
these industrial symbioses in their socio-economic context.

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DATA COLLECTION METHOD

Data collection mainly has done two ways:

1. PRIMARY DATA:-

“Primary data are those which are collected for the first time and happen to be
original.”

• Information collected from the officers of different.

• Information collected at the time of training with the credit department of.

• Information collected from the personal interviews with the credit managers of
different.

Questionnaire method:-

Generally used to concede large inquires and when research expect respondent to
undergo through thinking process.

Observation method:-

Very useful for the studies to behind sciences investigator can get intimation
without asking the respondents.

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2. SECONDARY DATA

“Secondary data are those which have already been collected by someone else
and published somewhere.”

Data collected from different Banking books, reports and various websites.

Internal method:-

- Employee

- Internal experts

- Suppliers

- Intermediaries

External method:-

- Government publication

- Commercial

- Industry specific sources

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SAMPLE SIZE

Larger sample sizes generally lead to increased precision when estimating

unknown parameters. For example, if we wish to know the proportion of a certain
species of fish that is infected with a pathogen, we would generally have a more
precise estimate of this proportion if we sampled and examined 200 rather than
100 fish. Several fundamental facts of mathematical statistics describe this
phenomenon, including the law of large numbers and the central limit theorem.

Sample sizes may be evaluated by the quality of the resulting estimates. For
example, if a proportion is being estimated, one may wish to have the 95%
confidence interval be less than 0.06 units wide. Alternatively, sample size may be
assessed based on the power of a hypothesis test. For example, if we are
comparing the support for a certain political candidate among women with the
support for that candidate among men, we may wish to have 80% power to detect
a difference in the support levels of 0.04 units.

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DATA ANALYSIS AND INTERPRETATION

1. Gender ratio of the worker

Male worker 60%

Female worker 40%

In the Plasma alloys there are 60% male worker and 40%
female are worked in firm

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2. Age ratio of worker

Less than 30 48%

31-40 year 30%

41-50years 14%

More than 50 8%
years
Total 100%

As above 30% employee age is 31-40 , 14% employee age is 41-50 , 48% employee age is less than
30 and 8% employee is sen

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3. Educational background of employee:

School/ deploma 34%

Under graduate 42%

Post graduate 24%

As above in chart there are 34% empoloyee is studies school

42 are under graduates and 24 are post graduates

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4. marital status of employee:

Married 48%

Unmarried 52%

As above 48% employee are married and 52%employee are

unmarried

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5.work experience of the employee:

Less than 1 year 20%

1-5 years 34%

5-10 years 26%

More than 10 20%

years
Total 100%

as above we show that the work experience of employees

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6. Rate your level of satisfaction with the working culture of the organization?

PARTICULERS No. of Employees

Highly satisfied 10

Satisfied 23

Average 12

Dissatisfied 5

Highly Dissatisfied -

10% 0%
20%

24%

46%

Highly satisfied Satisfied Average Dissatisfied Highly Dissatisfied

Interpretation: in chart high satisfied 20%, satisfied 46%, average 24%,

dissatisfied 10% and
high satisfied 0%

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7 .Rate the statement “Top management is interested in

motivating the employees

PARTICULERS No. of Employees

Strongly agree 15

Agree 20

Neutral 8

Disagree 7

Strongly disagree -

0%
14%
30%

16%

40%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: in chart is strongly agree 30%, agree 40%,

neutral 16%, disagree 14%,
strongly agree 0%.

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8. Which type of incentives motivates your more?

PARTICULERS No. Of Employees

Incentive awards 17

Promotion 27

Appreciation letters 6

incentive promotion appreciation letter

Interpretation: in chart are incentive awards 54%, promotion 34% and

appreciation letters 12%.

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9. How far you are satisfied with the incentives provided by the
organization?

PARTICULERS No. of Employees

Highly satisfied 12

Satisfied 27

Dissatisfied 8

Highly Dissatisfied 3

6
% 24
16 %
%

54
%

Highly satisfied Satisfied Dissatisfied Highly

Dissatisfied

Interpretation: highly satisfied 24% satisfied 54%, dissatisfied 16%, highly

dissatisfied 6%.

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10.Does the top management involve you in decision making

which are connected to your department?

PARTICULERS No. of Employees

Yes 28

No 12

Occasionally 10

0%
20%

56%
24%

YES NO Occasionally

Interpretation: in chart yes category 56%, no category 24%

and occasionally 20%.

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11. The salary increments given to employees who do their jobs

very well motivates them.

PARTICULERS No. of Employees

Strongly agree 12
Agree 21
Neutral 17
Disagree -
Strongly disagree -

0%
24
34 %
%

42
%

Strongly agree Agree Neutral Disagree Strongly

disagree

Interpretation: strongly agree 24%, agree 42%, neutral 34% disagree 0%

and strongly
disagree 0%.

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12. The employees in the organization feel secured in their job.

PARTICUL No. of Employees

ERS
Strongly agree 12

Agree 26

Neutral 9

Disagree 3

Strongly disagree -

6%0%
24%
18%

52%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 24%, agree 52%, neutral

18% disagree 6% and strongly
disagree 0%.

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13. Good physical working conditions are provided in the

organization?

PARTICUL No. of Employees

ERS
Strongly agree 13

Agree 24

Neutral 11

Disagree 1

Strongly disagree 1

2%
2%
26%
22%

48%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 26%, agree 48%, neutral 22%

disagree
2% and strongly disagree 2%.

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14. I am satisfied with the lunch break, rest breaks and leaves
given in the organization?

PARTICULERS No. of Employees

Strongly agree 17

Agree 23

Neutral 5

Disagree 5

Strongly disagree -

10% 0%

10%
34%

46%

Strongly agree Agree Neutral Disagree Strongly disagree

Interpretation: strongly agree 34%, agree 46%, neutral 13%,

disagree 10% strongly 0% strongly disagree.

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15. Financial incentives motivate me more than non financial incentives.

PARTICUL No. of Employees

ERS
Strongly agree 23

Agree 17

Neutral 10

Disagree -

Strongly disagree -

0%
20%

46%

34%

Strongly agree Agree Neutral Disagree Strongly disagree

As above 23% are strongly agree, 17% are agree, 10% are
neutral 0% are disagree, and 0% are strongly disagree.

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LIMITATION OF STUDY
Sample size –
The number of the units of analysis you use in your study is dictated by the
type of research problem you are investigating. Note that, if your sample size is
too small, it will be difficult to find significant relationships from the data, as
statistical tests normally require a larger sample size to ensure a representative
distribution of the population and to be considered representative of groups of
people to whom results will be generalized or transferred. Note that sample size is
generally less relevant in qualitative research if explained in the context of the
research problem.

Lack of available and/or reliable data –

A lack of data or of reliable data will likely require you to limit the scope of
your analysis, the size of your sample, or it can be a significant obstacle in finding
a trend and a meaningful relationship. You need to not only describe these
limitations but provide cogent reasons why you believe data is missing or is
unreliable. However, don’t just throw up your hands in frustration; use this as an
opportunity to describe a need for future research or a differently designed method
for gathering data.

Lack of prior research studies on the topic –

Citing prior research studies forms the basis of your literature review and
helps lay a foundation for understanding the research problem you are
investigating. Depending on the currency or scope of your research topic, there
may be little, if any, prior research on your topic. Before assuming this to be true,
though, consult with a librarian! In cases when a librarian has confirmed that there
is little or no prior research, you may be required to develop an entirely new
research typology. Note again that discovering a limitation can serve as an
important opportunity to identify new gaps in the literature and to describe the
need for further research.

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Measure used to collect the data

Sometimes it is the case that, after completing your interpretation of the
findings, you discover that the way in which you gathered data inhibited your
ability to conduct a thorough analysis of the results. For example, you regret not
including a specific question in a survey that, in retrospect, could have helped
address a particular issue that emerged later in the study. Acknowledge the
deficiency by stating a need for future researchers to revise the specific method for
gathering data.

Self-reported data

Whether you are relying on pre-existing data or you are conducting a

qualitative research study and gathering the data yourself, self-reported data is
limited by the fact that it rarely can be independently verified. In other words, you
have to take what people say, whether in interviews, focus groups, or on
questionnaires, at face value. However, self-reported data can contain several
potential sources of bias that you should be alert to and note as limitations. These
biases become apparent if they are incongruent with data from other sources.
These are:

(1) Selective memory [remembering or not remembering

experiences or events that occurred at some point in the past];

(2) Telescoping [recalling events that occurred at one time as if

they occurred at another time];

(3) Attribution [the act of attributing positive events and outcomes

to one's own agency, but attributing negative events and outcomes to external
forces];

(4) Exaggeration [the act of representing outcomes or embellishing

events as more significant than is actually suggested from other data].

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SCOPE OF FUTURE RESEARCH

A scope of industry in India:

FMCG sector in India is one of the four largest sectors in Indian economy.
The FMCG companies have faced though competition among themselves over the
years which is continuously increasing. This is due to increase in per capita
income among individuals and also various developments in ruler economy. The
FMCG sector has changed its strategies and has opted for a more well-planned
marketing of the products to penetrate both the ruler and urban markets. To
executed these tasks, the FMCG companies are hiring more and more people
which have led to an increase in the job prospects in this sector. Thus, sales,
services and supply are the key areas which generate maximum career scopes in
FMCG industry in India.

Prospects in India:
FMCG sector in the Indian ruler market is one of the most booming sectors in
Indian economy. The villages of India account for 12.2% of the world’s
population. The farm sector has been one of the significant sectors which boosted
the ruler economy resulting in the higher consumption of FMCG products. The
consumers in both ruler and urban sectors can afford high-priced branded products
now days with the high disposable income.

The FMCG sector in India has grown significantly in the year 2007 and this
gave rise to huge prospects in the sectors. The ruler and urban sectors fared
equally well in the processed food items in the year 2007. The ruler market
separately performed well in the personal care, fabric care, and hot beverages
while the urban market did well in-home care, personal care, bakery, dairy
products, and the like.

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CONCLUSION

After visiting PLASMA ANALLOYS PVT. LTD. I feel very glad that I had
be a part of it for some time. This visit gave me much practical knowledge and a
very good experience. As I have done the practical study and the report work
second time in our BBA program, I have felt that it is the easiest and most
appropriate way of learning the practical aspect of management.

The market is expanding because its demand is increasing day by day. The
reason behind that is qualitative product and reasonable price of the products. With
the expectation of high profitability and good market, it is assumed that it would
be the perfect product to be manufactured in today’s environment.

I am very thankfully to my project guide who have given me their most

valuable time.

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WEBLIOGRAPHY

WEBSITE:http://www.plasmaalloys.com/

WWW.GOOGLE.COM

WWW.SLIDESHARE.COM

WWW.SCRIBED.COM

WWW.WIKIPEDIA.COM

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QUESTIONARRIE

Name:

Address:

Phone

1) Rate your level of satisfaction with the working culture of the organization?
a) Highly satisfied
b) Satisfied
c) Average
d) Dissatisfied
e) Highly Dissatisfied

2) Rate the statement “Top management is interested in motivating the employees”.

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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(2)Which type of incentives motivates your more?

a) Incentive awards
b) Promotion
c) Appreciation letters

3) How far you are satisfied with the incentives provided by the organization?

a) Highly satisfied
b) Satisfied
c) Dissatisfied
d) Highly dissatisfied

4) Does the top management involve you in decision making which are
connected to your department?

a) Yes
b) No
c) Occasionally

5) The salary increments given to employees who do their jobs very well motivates
them.
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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(5)The employees in the organization feel secured in their job.

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

6) Good physical working conditions are provided in the organization?

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

7) I am satisfied with the lunch break, rest breaks and leaves given in the
organization?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

8) Financial incentives motivate me more than non - financial incentives.

a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

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