A PROFECT REPORT ON

STAR CLAYTECH Pvt. Ltd

PROJECT SUBMITTED TO

K.S.K.V. KACHCHH UNIVERSITY

FOR THE PARTIAL FULFILMENT OF PROGRAMME OF BACHALOR OF BUSINESS

ADMINISTRATION

BY

1) MAHESHWARI RAMESH

2) SANGAR LAXMICHAND

3) SANGAR LADHABHAI

UNDER THE SUPERVISION OF

KUNJAN MEHETA

ASSISTANT PROFESSOR

1
 DECLARATION

We all students maheshwari ramesh ,sangar laxmichand,sangar ladhabhai hereby declared that a
report on an internship to Star Claytech Pvt. Ltd. Has been submitted as a part of curriculum for
the degree of Bachelors of Business Administration at VEERAYATAN Institute of Business
Administration & Computer Application affiliated to K.S.K.V.KACHCHH UNIVERSITY.

DATE :

PLACE :

2
NAME & SIGN FOR THE STUDENTS:

1) MAHESHWARI RAMESH

2) SANGAR LAXMICHAND

3) SANGAR LADHABHAI

3
 CERTIFICATE

This is to certify that the project under titled Star Caltech

.PVT.LTD” Submitted by Maheshwari Ramesh in partial

fulfillment for the award of B.B.A. degree is based on original

research work carried out by him under my guidance and

supervision and to the best of my knowledge and beliefs, It has not

been submitted for the award of ant other degree or diploma.

Project in-charge

Kunjan Mehta

Veerayatan Institute

of BBA & BCA

4
 CERTIFICATE

This is to certify that the project under titled Star Caltech

.PVT.LTD” Submitted by Sangar Laxmichand in partial fulfillment

for the award of B.B.A. degree is based on original research work

carried out by him under my guidance and supervision and to the

best of my knowledge and beliefs, It has not been submitted for the

award of ant other degree or diploma.

Project in-charge

Kunjan Mehta

Veerayatan Institute

of BBA & BCA

5
 CERTIFICATE

This is to certify that the project under titled Star Caltech

.PVT.LTD” Submitted by Sangar ladhabhai in partial fulfillment

for the award of B.B.A. degree is based on original research work

carried out by him under my guidance and supervision and to the

best of my knowledge and beliefs, It has not been submitted for the

award of ant other degree or diploma.

Project in-charge

Kunjan Mehta

Veerayatan Institute

of BBA & BCA

6
 ACKNOWLEDGEMENT

This project work would never have been an achievable task, had we not been under
the great shelter of guidance of Respected pro.KUNJAN MAHETA, it is simplified
teaching techniques based on examples have helped is gain more understanding of the
subject.
Our for giving us this opportunity to let us learn and observe the India’s best STAR
CLAYTECH Pvt. Ltd.
Successful completion of a project of any size requires co-ordination and co-operation of
all the team members. A successful project is a culmination of efforts by many people,
some directly involved, other that have quietly encouraged and support while being in
background.

7
 PERFACE

The B.B.A. course has introduced practical studies as one of its subjects in this, the
students are given the opportunity various internship and are required to know, how
practically the work is performed. This also teaches the students, how to present
themselves in front of different people, their attitude their way of communicating and
working as tram.
In today’s world of globalization, opportunities are plenty and they keep knocking at your
doors all times. World is becoming very small
All these qualities have become compulsory especially for the student of management
who want to achieve success.
We, being the B.B.A. SEM-5 students were taken to the Star Claytech pvt.ltd for the
internship

8
 INTRODUCTION

Our Institute giving the opportunity from the visit of Star Claytech Pvt. Ltd. This visit
very helping the developed from the practical knowledge. Star Claytech is the following
the HR policies and provide the good and services to its employees. Performance
appraisal concept is the very imported concept of the billed up the profit and growth .This
project based on performance appraisal concept. This concept understands of the dynamic
of the in order to showcase the best qualities and maximum features of the industry.
Star Claytech Pvt.Ltd. is a part of the Star Group of Companies, founded by Late. Shri
Arjunbhai Thakkar who believed in exploring the unexplored reserves of his hometown
and establishing it on the international front.
Today the Star group has grown to be a global Statute under the Leadership of Mr.
Bipin Thakkar who has nurtured this business commendably with operations spread
across the region, He has managed to carve a reputation for quality products, prompt
delivery and professional service. With complete focus and commitment to quality, he
has spread this empire to the worldwide networks today.
The Star Group has a proven track record of being the best and providing customers with
the best solutions, and has come a very long way since its inception in 1980.

9
 INDEX

SR PARTICULARS PAGE
NO. NO.

1 1) COVER PAGE 1 to 6
2) DECLARATION
3) ACKNOWLEDGEMENT
4) PERFACE
5) INTRODUCTION
6) INDEX

2 CHAPATER : 1 RESEARCH METHODOLOGY

1) Research design
2) Objectives of the study
3) Significance
4) Limitation

3 CHAPTER : 2 ORGANIZATIONAL DETAILS

4 CHAPTER : 3 DETAIL ABOUT YOUR PROJECT TOPIC

5 CHAPTER : 3 DATA ANALYSIS & INTERPRETATON

6 CHAPTER : 4 SUGESTIONS,FINDINGS AND

RECOMMENDATION

7 BIBILIOGRAPHY

8 APPENDIX

10
CHAPTER: 1 ORGANIZATION RESEARCH OF METHODOLOGY

11
  RESEARCH DESIGN :

The research design is mainly divided into two factors as under;

 Primary:

The primary data are those, which are collected freshly and for the first time, from the
employees directly. It is collected through the following methods.
 Questionnaire: A structure of questionnaire was prepared and distributed among the
employees & workers
 Interview: Personal interviews and interaction with the employees and contractor
labor.
 Observation: By observing the working environment.

 Secondary:
Secondary data information’s is providing the help for internet. Secondary data‘s is very
helping them to complete this projects, because the secondary data is main source for
complete the project. Sources of secondary data can be categorized into broad categories
named published and unpublished statistics. Various sources are available namely books,
synergies monthly books etc, and also collected from various files, records and synergies
casting Ltd.

12
 OBJECTIVES OF THE STUDY :

 To study the need and importance of “Performance Appraisal”.

 To portray the profile of “Delta Paper Mills”.
 To study the performance appraisal implementation in delta paper mills.
 To make data analysis and interpretation based on the perception of the
employee in the organization.
 To summarize and find certain suggestions for the impotent of
Performance Appraisal system in the company.

13
 SIGNIFICANCE

The industrial visit is very helpful for the development, knowledge

and for improves skill.

Performance appraisals provide employees and managers with

opportunities to discuss areas in which employees excel and those in which employees
need improvement. Performance appraisals should be conducted on a regular basis, and
they need not be directly attached to promotion opportunities.

Personal Attention

During a performance appraisal review, a supervisor and an

employee discuss the employee’s strengths and weaknesses. This gives the employee
individual face time with the supervisor and a chance to address personal concerns.

Feedback

Employees need to know when their job duties are being fulfilled
and when there are issues with their performance. Manager should schedule this
communication on a regular basis

14
 LIMITATION :

Our Industrial visit is perfectly completed but we are facing the difficulties for the clearly
understanding the production process.

 A first limitation for the short time duration then not collecting for the
information’s.

 Its Companies all information’s will be not available from the internet so that
project is providing limited information’s.

 This project based for the performance appraisal of employees or employer.

15
CHAPTER: 2 ORGANISATIONAL DETAILS

16
 COMPANY PROFILE

BOARD OF DIRECTORS

DIRECTOR Bipin thakkar

DIRECTOR Dinesh arjun thakkar
DIRECTOR Vinod arjun thakkar

17
 HISTORY

For many years natural Bentonite and related materials were used to purify vegetable oils
and animal fats, to make them more palatable and to increase their shelf life.

In the early part of the 20th century, scientists in Europe discovered that they could
improve certain performance aspects of the natural Bentonite by the process of acid leaching of
the natural mineral. Since that time, the performance capabilities of bleaching earths have been
improved significantly, and to such a level that high-performance acid-activated bleaching earths
are now the preferred agent for the purification and bleaching of most edibleand technical oils, of
animal, vegetable and mineral origin.

18
 INTRODUCTION
Star Claytech Pvt.Ltd is part of the Star Group of companies, founded by late. Shri Arjunbhai
Thakkar who believed in exploring the unexplored reserves of his hometown and establishing it
on the international front.

Today the Star group has grown to be a global Statute under the leadership of Mr. Bipin Thakkar
who has nurtured this business commendably with operations spread across the region, He has
managed to carve a reputation for quality products, prompt delivery band professional service.
With complete focus and commitment to quality, he has spread this empire to the worldwide
network today.

The Star Group has a proven track record of being the best and providing customers with the best
solutions, and has come a very long way since its inception in 1980.

19
 CORPORATE SOCIAL

RESPONSIBILITY ACTIVITIES

OUR CSR FRAMEWORK

Our CSR policy comprises three core thrusts:

 Science:
Promote R&D to the community and inspire our next generation to discover the wonders
of science

 Community:
Promote corporate philanthropy and volunteerism to create a caring and socially
responsible workforce

 Environment:
Promote responsible environmental practices for a sustainable world

Guided by these pillars, we nurture and foster a spirit of community and volunteerism
that promotes the virtue of placing others before self. By organizing initiatives such as
Rl-led community involvement activities, outreach programmers’ and fundraising events,
we strengthen our relationships with our people, youths and community partners to build
a better world for all.

20
CHAPTER: 3 DETAILS ABOUT YOUR PROJECT TOPIC

21
 INTRODUCTION

JOB SATISFACTION:

Job satisfaction in regards to one’s feeling or state of mind regarding nature of their work. Job
can be influenced by variety of factors like quality of one’s relationship with their supervisor,
quality of physical environment in which they work, degree of fulfillment in their work, etc.
positive attitude towards job are equivalent to job satisfaction where as negative attitude towards
job has been defined variously from time to time. In short satisfaction is a person’s attitude
toward job.

Definitions of job satisfaction:

Different authors give various definitions of job satisfaction. Some of them are taken from the
book of D.M. Pestonjee “Motivation and job satisfaction” which are given below:

Welss

Job satisfaction is general attitude, which is the result of many specific attitudes in three areas
namely:

Specific job factors

Individual characteristics

Group relationship outside the job

Blum and Naylor

Job satisfaction is defined, as it is result of various attitudes the person hold towards the job,
toward the related factors and towards and towards the life in general.

22
Gllmmer

Job satisfaction is defined as “any contribution, psychological, physical, and environmental

circumstances that cause a person truthfully say, “I am satisfied with my job.”

Mr. Smith

Job satisfaction is defined as a pleasurable or positive state of mind resulting from appraisal of
one’s job or experiences.

23
HISTORY OF JOB SATISFACTION

The term job satisfaction was brought to lime light by hop pock. He revived 35 studies on job
satisfaction conducted prior to 1933 and observes that job satisfaction is combination of
psychological, physiological and environmental circumstances. That causes a person to say. “I m
satisfied with my job”. Such a description indicates the variety of variables that influence that
satisfaction of the individual but tell us nothing about the nature satisfaction.

Job satisfaction has been most aptly defined by pestonjee as a job, management, personal
adjustment and social requirement. Morse considers job satisfaction as dependent upon job
content, identification with the co., financial and job status and priding group cohesiveness

One of the biggest preludes to the study of -job satisfaction was the Hawthorne study. These
studies, primarily credited to Elton Maya of the Harvard business school, sought to find the
effect of various conditions on workers’ productivity.

Factors of job satisfaction

1. Intrinsic aspect of job:

It includes all of the many aspects of the work which would tend to be constant for the
work regardless of where the work was performed.
2. Supervision :
This aspect of job satisfaction pertains to relationship of worker with his immediate
superiors. Supervision, as a factor, generally influences job satisfaction.
3. Working condition:
This includes those physical aspects of environment which are not necessary a part of the
work. Hours are included this factor because it is primarily a function of organization,
affecting the individuals comfort and convenience in much the same way as other
physical working condition.
4. Wage and salaries:
This factor includes all aspects of job involving present monitory remuneration for work
done.
5. Security:

24
 It is defined to include that feature of job satisfaction, which leads to assurance for
employment, either within the same company
6. Company & management:
It includes the aspect of worker’s immediate situation, which is a function of
organizational administration and policy. It also involves the relationship of employee
with all company superiors above level of immediate supervision.
7. Social aspects of job:
It includes relationship of worker with the employee specially those employee at same of
nearly same level within the organization.

25
REASONS OF LOW JOB SATISFACTION

Reason why employees may not be completely satisfied with their jobs:

1. Conflict between co-workers.

2. Conflict between supervisor
3. Not being opportunity paid for what they do.
4. Have little or no say is decision making that affect employees.
5. Fear of losing their job

26
CHAPTER: 3 DATA ANALYSIS & INTERPRETATION

27
DATA ANALYSIS AND INTERPRETATION

After data have been collected, the researcher rums to the task of analyzing them. The
analysis of data requires a number of closely related operations such as establishment of
categories, the application of these categories to raw data through tabulation and drawing
statically inferences.
After analyzing the data, the researcher should have to explain the findings on the basis
of some theory, it is known as interpretation.
The data has been collected from employees of star claytech pvt.ltd. through
questionnaire.

28
1. Satisfied or not satisfied with the work place?

Satisfied Not satisfied Dissatisfied

3 5 2

5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
satisfied not satisfied dissatisfied

In above diagram 30% workers are satisfied with their work place while other 50% are not
satisfied with their work place and 20% worker are dissatisfied with their work place. Thus,
work place is playing an important role.

29
2. You are satisfied or not that team spirit in organization are became useful for
increasing the level of satisfaction of worker towards organization?

Satisfied Strongly satisfied Not satisfied

5 3 2

5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
satisfied
Strongly
satisfied not satisfied

Above table shows that 50% employees are satisfied with team spirit built in organization
and other employees are not satisfied with team spirit in the organization.

30
3. How do you assess you participation in the evaluation process?

Very participative participative Not participative

4 5 1

5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
very participative participative not participative

Above table shows that 40% workers are very participative while 50% workers are participative
and 10% workers are not participative.

31
4. What is your opinion about the evaluation tool?

Dissatisfied satisfied Strongly satisfied

4 3 3

3.5

2.5

1.5

0.5

0
dissatisfied satisfied strongly satisfied

Above table shows that 40% employee are dissatisfied with their work place.

30% employees are satisfied with their work place it means that the other30% are strongly
satisfied with their work place.

32
5. Responses regarding whether the respondents are satisfied with the infrastructure of
organization

Satisfaction level No. of respondents percentage

Strongly satisfied 5 5
Satisfied 2 2
dissatisfied 1 1

5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
strongly satisfied satisfied dissatisfied

Above table shows that 70% respondents are satisfied with infrastructure and 30% are
dissatisfied with infrastructure of claytech.
It can be interpreted that 30% are not satisfied with infrastructure which not more in number.

33
6. Which aspects are more strongly stressed during the evaluation?

Positive aspects Negative aspects Improving aspects

3 4 3

3.5

2.5

1.5

0.5

0
positive aspects negative aspects improving aspedts

Above table the out of 10 worker only 3 workers are positive aspects towards stressed during
the evaluation while 4 worker are negative aspects and other 3 also has improving aspects.

34
7. Which aspects are more important during the working?

Positive aspects Negative aspects Improving aspects

6 2 2

0
positive aspects negative aspects improving aspcts

Above table show that the positive aspects are selected by 6 workers out of 10, while
negative aspects are selecting by 2 worker or improving aspects are also selecting by 2
worker out of 10 workers.

35
8. What was the feeling during the long work as well as difficult work of the organization?

fear tension satisfaction

3 4 3

3.5

2.5

1.5

0.5

0
fear tension satisfaction

In these chart, 3 workers are selecting fear while 4 are selecting tension and 3 workers are
selecting satisfaction out of 10 workers.

36
9. Do you think that which thing are play important role in job satisfaction as well as
employee satisfaction?

Promotion Punishment Financial incentives

4 2 5

5
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
promotion punishment financial incentives

Above table show that which thing are play an important role in employee satisfaction or job
satisfaction. Out of 10 workers 5 workers of the organization are selecting the financial
incentives are important to increase level of satisfaction of worker toward their job as well as
organization.

37
10. These study are important or not for understanding behavior of workers towards
organization?

yes No Nil
7 2 1

0
yes no nil

Above this table show that these study are important or not important for understanding
behavior of worker toward organization. Out of 10 workers 7 (young) workers are selecting
“yes” while other 2 workers are selecting “no” and other 1 worker is selecting option “nil”,
which means that these study are not important.

38
CHAPTER: 4 SUGGETION, FINDING AND RECOMMENDATION

39
 FINDINGS:

 Positive:

 Friendly environment & proper co-ordination between employees &

management
 Employee satisfaction, working condition, performance toward
organization is origin factor for increase high level of company in
domestic as well as foreign market also.
 Job satisfaction is an important for increasing work level of
organization.
 Friendly negotiation, friendly workforce, working hours are play an
important role in HRM (Human Resource Management).

 Negative:

 Greater wastage of material and

 Greater pollution in the environment

40
 Suggestion or Recommendation:

 Provide proper detail on HR department

 Take necessary action for the safety of the employee either by charging the
penalty or by giving incentives for best performance in the safety measures.
 Management should try to give job satisfaction the their talented employee as
they desire.
 Management should develop stress management techniques.
 Management should develop effective communication system & inner
department co-ordinate system.
 Urgency of attitude training for both superiors & peers.
 Urgency of other training on effective communication, leadership
management & time management.
 Management should try to provide more learning & growth opportunities
available to all.

41
 Bibliography:

www.starclatech.com.

www.google.co.in

42
 APPENDIX

1. You are satisfied or not satisfied with the work place?

A) Satisfied
B) Not satisfied
C) Dissatisfied

2. You are satisfied or not that team spirit in organization are became useful for
increasing the level of satisfaction of worker towards organization?
A) Satisfied
B) Strongly satisfied
C) Not satisfied

3. How do you assess you participation in the evaluation process?

A) Very participative
B) Participative
C) Not participative

4. What is your opinion about the evaluation tool?

A) Dissatisfied
B) Satisfied
C) Strongly satisfied

5. Responses regarding whether the respondents are satisfied with the infrastructure
of organization
A) Strongly satisfied
B) Satisfied
C) dissatisfied

6. Which aspects are more strongly stressed during the evaluation?

A) Negative aspects
B) Positive aspects
C) Improving aspects

7. Which aspects are more important during the working?

A) Positive aspects
B) Negative aspects
C) Improving aspects

43
8. What was the feeling during the long work as well as difficult work of the
organization?
A) Fear
B) Tension
C) Satisfaction

9. Do you think that which thing are play important role in job satisfaction as well as
employee satisfaction?
A) Promotion
B) Punishment
C) Financial incentives

10. These study are important or not for understanding behavior of workers towards
organization?
A) Yes
B) No
C) Nil

44