Internship and Training Report on JANAKI PRINTERS , SIVAKASI

Submitted

SRI KALISWARI COLLEGE (AUTONOMOUS), SIVAKASI

Affiliated to Madurai Kamaraj University

In partial Fulfilment of the requirements for the award of

BACHELOR DEGREE OF COMMERCE

By

J. AROCKIYA RAJ

(A12UCM064)

Under the Guidance of

Dr.M.GURUSAMY, M.Com.,M.Phil.,NET,Ph.D.,SET,MBA.,PGDCA.,B.Li.Sc
Head & Associate Professor
Department of Commerce

SRI KALISWARI COLLEGE (AUTONOMOUS)SIVAKASI.NOVEMBER 2024

i
 DECLARATION

This INTERNSHIP AND TRAINING report entitled JANAKI PRINTERS

SIVAKASI has been carried out by me under the guidance of Dr.S.GURUSAMY,

M.Com.,M.Phil.,NET,Ph.D.,SET,MBA.,PGDCA.,B.Li.Sc, Head & Associate

Professor, Department of commerce Sri Kaliswari College (Autonomous), Sivakasi

Affiliated to Madurai Kamaraj University in partial Fulfillment of the requirements for

the award of the degree of Department of commerce

I further declare that this Internship and Training report or any part there has not

been submitted in this college or elsewhere for the award of any other degree.

Place: Sivakasi Signature of the student

Date: J.AROCKIYA RAJ

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 BONAFIDE CERTIFICATE

This is to certify that it a Bonafide record for the INTERNSHIP AND

TRAINING report Undertaken by J. AROCKIYA RAJ (A12UCM064) at JANAKI

PRINTERS SIVAKASI under the guidance of Dr. M.GURUSAMY,

M.Com.,M.Phil.,NET,Ph.D.,SET,MBA.,PGDCA.,B.Li.Sc. Submitted in Partial

fulfillment of the Bachelor Degree of Commerce at SRI KALISWARI COLLEGE

(AUTONOMOUS), SIVAKASI during the academic year 2024 -2025.

INTERNAL GUIDE SIGNATURE OF THE HOD

Department of Commerce

Sri Kaliswari College (Autonomous)

Sivakasi

Place: Sivakasi
Date:

Submitted for VIVA VOCE Examination held by at Sri Kaliswari College

(Autonomous), Sivakasi on

INTERNAL EXAMINER EXTERNAL EXAMINER

iii
 ACKNOWLEDGMENT

The blessing and grace of God almighty of all creation lead me to complete
INTERNSHIP AND TRAINING work successfully. The successful completion of the
work is possible only through sincere guidance. Help and moral support given by some
of the eminent persons in that field.

First, I would like to express my sincere thanks to Shri A.P Selvarajan, Secretary,
Sri Kaliswari College (Autonomous) Sivakasi who has supported in all our endeavors.

I express my deep sense of gratitude to our respected honourable Principal

Dr.P.K.Balamurugan., MBA., M.Phil., Ph.D.,MLM.,PGDRM., NET, for providing
excellent facilities to complete my Internship and Training work successfully.

I extend my deep sense of gratitude to our Head Dr.M.Gurusamy, M.Com.,

M.Phil., Ph.D., SET, NET, PGDCA, MBA, B.L.I.Sci., Department of Commerce for
his motivation and assistance rendered in the successful completion of the Internship
and Training work.

I Convey my deep gratitude to, of Dr.S.GURUSAMY,

M.Com.,M.Phil.,NET,Ph.D.,SET,MBA.,PGDCA.,B.Li.Sc, Head & Associate
Professor, Sri Kaliswari College (Autonomous), Sivakasi Who has guided in all the
aspects of internships.

I am extremely thankful and pay may gratitude to my faculty members of

Department of commerce for their constant help from the beginning to end part of the
Internship and Training work.

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 TABLE OF CONTENTS

CHAPTER PAGE
TITLE OF CONTENTS
NO. NO.
INTRODUCTION AND
I THE STUDY

COMPANY
II INTRODUCTION

III PRINTING PROCESS

PROCESS OF
IV OPERATION OF
DIE
FINDINGS,
V CONCLUSION

v
EXECUTIVE SUMMARY

The researcher's specialisation is human resources. As the researcher was search

of a company in Sivakasi area, identify this company of Janaki Printers, a production company
and various problem are there in a company. Researcher's specialisation is human resources so
chosen this topic of employee retention. The retaining employees for long run to facing some
difficulties in this company. Employee retention is a pivotal problem being focused by the
researcher has also matches with the selected company. The researcher received 40 responses
based on the interview schedule method. The information was collected through a well-
structure, schedule, and the target respondents being anybody is reading the schedule. Research
design is Descriptive in nature. The sampling technique used was convenience sampling. The
data collected through the interview schedule method has been analysed using statistical tools
such as percentage, pie-chart. Simple ranking method and correlation with scatter diagram has
been used to analyse the data. The major findings were majority of the respondents said that
their basic salary is negatively affect the compensation factor and career development is
negatively affected the training and development factor. The future scope of the study is to
consider exploring the impact of technological advancements on employee retention in the
Janaki Printers.

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 CHAPTER- I
INTRODUTION AND DESING OF THE
STUDY

vii
 CHAPTER- I
INTRODUCTION AND DESIGN OF THE STUDY
Introduction
Human Resource Management (HRM) is the strategic and coherent approach to the
management of an organization's most valued assets the people working there, who
individually and collectively contribute to the achievement of the objectives of the
business. The terms "human resource management" and "human resources" (HR) have
largely replaced the term "personnel management" as a description of the processes
involved in managing people in organizations Human Resource Management is evolving
rapidly. Human Resource Management is both an academic theory and a business practice
that addresses the theoretical and practical techniques of managing a workforce.

Effective Employee Retention is a systematic effort by employers to create and foster

an environment that encourages current employees to remain employed, by having policies
and practices in place that address their diverse needs. A strong retention strategy,
therefore, becomes a powerful recruitment tool. Retention of key employees is critical to
the long-term health and success of any organization. It is a known fact that retaining the
best employees ensures customer satisfaction, increased product sales, satisfied colleagues
and reporting staff, effective succession planning, and deeply embedded organizational
knowledge and learning. Employee retention matters as organizational issues such as
training time and investment, lost knowledge, insecure employees, and a costly candidate
search are involved. Hence, failing to retain a key employee is a costly proposition for an
organization. Various estimates suggest that losing a middle manager in most
organizations costs up to five times his salary.

This title identifies the specific company being studied, Janaki Printers, and highlights
the focus of the study, which is to develop effective employee retention strategies. The use
of "factors affecting employee retention" suggests that the study will identify the various
factors that impact employee retention in this specific company of Janaki Printers.

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Definition of Key Terms
 Compensation
 Environment
 Growth
 Relationship
 Support

Compensation
Compensation constitutes the largest part of the employee retention process. The
employees always have high expectations regarding their compensation packages.
Compensation packages vary from industry to industry. So, an attractive compensation
package plays a critical role in retaining the employees. Compensation includes salary and
wages, bonuses, benefits, prerequisites, stock options, bonuses, vacations, etc. While sefting
up the packages, the following components should be kept in mind Salary and monthly wage:
It is the biggest component of the compensation package. It is also the most common factor
of comparison among employees. It includes:
 Basic wage
 House rent allowance
 Dearness allowance
 City compensatory allowance
Salary and wages represent the level of skill and experience an individual has. Tinte to time
increase in the salaries and wages of employees should be done. And this increase should be
based on the employee’s performance and his contribution to the organization. Bonus:
Bonuses are usually given to the employees at the end of the year or on a festival. Economic
benefits: It includes paid holidays, leave travel concession, etc. Long-term incentives: Long-
term incentives include stock options or stock grants. These incentives help retain employees
in the organization's start up stage. Health insurance: Health insurance is a great benefit to the
employees. It saves employees money as well as gives them a peace of mind that they have
somebody to take care of them in bad times. It also shows the employee that the organization
cares about the employee and its family. After retirement: It includes payments that an
Employee gets after he retires like EPF (Employee Provident Fund) etc. Miscellaneous

ix
 compensation: It may include employee assistance programs (like psychological counselling,
legal assistance etc.), discounts on company products, use of a company cars. etc.

Environment
It is not about managing retention. It is about managing people. If an organization
manages people well, employee retention will take care of itself. Organizations should focus
on managing the work environment to make better use of the available human assets. People
want to work for an organization which provides the following:
✓ Appreciation for the work done

✓ Ample opportunities to grow

✓ A friendly and cooperative environment

✓ A feeling that the organization is second home to the employee Organization environment
includes
✓ Culture

✓ Values Company reputation

✓ Quality of people in the organization

✓ Employee development and career growth

✓ Risk taking

✓ Leading technologies

✓ Trust

Types of environments the employee needs in an organization includes the following:

1 Learning environment It includes continuous learning and improvement of the individual,
certifications and provision for higher studies, etc
2. Supportive environment - Organization can provide support in the form of work- life
balance. Work life balance includes:
 Flexible hours
 Telecommuting
 Dependent care
 Alternate work schedules Vacations
 Wellness

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3. Work environment -It includes efficient managers, supportive co-workers, challenging work,
involvement in decision-making. clarity of work and responsibilities, and recognition. Lack or
absence of such an environment pushes employees to look for new opportunities. The
environment should be such that the employee feels connected to the organization in every
respect.

Growth and Career development

Growth and development are the integral part of every individual's career. If an
employee cannot foresee his path of career development in his current organization, there are
chances that he'll leave the organization as soon as he gets an opportunity. The important
factors in employee growth that an employee looks for himself are.
1 Work profile -The work profile on which the employee is working should be in sync with
his capabilities. The profile should not be too low or too high
2 Person il growth and dreams - Employees responsibilities in the organization should help
him achieve his personal goals also. Organizations cannot keep aside the individual goals of
employees and foster organizations goals. Employees' priority is to work for themselves and
later on comes the organization. If he's not satisfied with his growth, he'll not be able to
contribute in organization growth.
3. Training and development Employees should be trained and givenchance to improve and
enhance their skills. Many employers fear that if the employees are well rained, they'll leave
the organization for better jobs. Organization should not limit the resources on which
organization's success depends. These trainings can be given to improve many skills like
Communications skills
Technical skills
In-house processes and procedures improvement related skills or customer satisfaction
related skills
Special project related skills
Need for such trainings can be recognized from individual performance reviews,
individual meetings, employee satisfaction surveys and by being in constant touch with the
employees. Importance of Relationship in Employee Retention Program Sometimes the
relationship with the management and the peers becomes the reason for an employee to
leave the organization. The management is sometimes not able to provide an employee a
supportive work culture and environment in terms of personal or professional relationships

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 There are times when an employee starts feeling bitterness towards the management or
peers.
This bitterness could be due to many reasons. This decreases employee's interest and
he becomes demotivated. It leads to less satisfaction and eventually attrition. A supportive
work culture helps grow employee professionally and boosts employee satisfaction.

Relationship
To enhance good professional relationships at work, the management should keep the
following points in mind.
Respect for the individual: Respect for the individual is the must in the organization.

 Relationship with the immediate manager: A manger plays the role of a mentor and a
coach. He designs and plans work for each employee. It is his duty to imvolve the
employee in the processes of the organization So an organization should hire managers
who can make and maintain good relaions with their subordinates.
 Relationship with colleagues: Promote team work, not only among teams but in
different departments as well. This will induce competition as well as improve the
Relationship among colleagues.

 Recruit whole heartedly: An employee should be recruited if there is a proper place and
duties for him to perform. Otherwise, he'll feel useless and will be dissatisfied.
Employees should know what the organization expects from them and what their
expectation from the organization is. Deliver what is promised. Promote an employee-
based culture The employee should know that the organization is there to support him
at the time of need. Show them that the organization cares and he'll show the same for
the organization. An employee- based culture may include decision making authority,
availability of resources, open door policy, etc.

 Individual development: Taking proper care of employees includes acknowledgement

to the employee's dreams and personal goals. Create opportunities for their career
growth by providing mentorship programs, certifications, educational courses, ete

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  Induce loyalty: Organizations should be loyal as well as they should promote loyalty in
the employees too. Try to make the current employees stay instead of recruiting new
ones.

Support
Support Lack of support from management can sometimes serve as a reason for
employee retention. Supervisor should support his subordinates in a way so that each one of
them is a success. Management should try to focus on its employees and support them not
only in their difficult times at work but also through the times of personal crisis. Management
can support employees by providing them recognition and appreciation. Employers can also
provide valuable feedback to employees and make them feel valued to the organization. The
feedback from supervisor helps the employee to feel more responsible, confident and
empowered. Top management can also support its employees in their personal crisis by
providing personal loans during emergencies, childcare services, employee assistance
Programs, counselling services, etc. Employers can also support their employees by creating
an environment of trust and inculcating the organizational values into employees. Thus,
employers can support their employees in a number of ways as follows:
By providing feedback
By giving recognition and rewards
By counselling them
By providing emotional support

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 Conceptual Evolution

emplyoee
retention

jop
satisfactio
n

salary & onsite jop welfare leadership work life working

promotion
bonus opportuniy measures style balance environment

The above chart clearly describes the major determinants of employee retention and how they
are linked with each other. Job satisfaction is also one of the dependent factors which lead to
reduced employee retention in the organizations. The following factors highly determine the
employee retention for the research study:

Salary & Bonus

Salary is an amount or compensation paid to an employee by an employer for their exchange

of work. Salary most commonly is paid in fixed intervals. A bonus is the extra amount given
to the employees in addition to their base salary. Bonus is also one type of compensation
provided to the employees for the extra work carried out by them. Compensation is the
monetary and non-monetary payments given to the employees in exchange of work performed
by them. Compensation includes salary, bonus, medical benefits, life insurance, disability
benefits, unemployment, vacation, holiday package, maternity leave, pension payment, profit
sharing and stock options plan.

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Onsite Job Opportunities

Onsite is about work location. If employees work at the employer location and carry out in-
house projects it is termed as onsite. The situation that makes employees possible to do
something on onsite is known as onsite opportunities. It is one of the motivating factors that
help in retention of employees in the organizations. Onsite opportunities include work with
client's location, enhance onsite coordination experience, learn different culture towards works
and extra financial long-term benefits.

Promotion

Promotion refers to the advancement of an employee from one level to another level with
higher salary, greater responsibilities and duties. It is an upward movement of employees from
the current position to another within the organization. Organizations provide promotion to
employees based on their skills, knowledge, seniority and career growth. Promotion helps in
self-development and it boosts the morale of the employees to do better.

Career Growth

A career is a sequence of separate but work-related activity that provides continuity, order and
meaning to an individual life. Guttridge defines career development as the outcomes of actions
on career plan as viewed from both individual and organizational perspectives. Career
development plays a vital role for both the employees and organizations. It serves as a tool to
attain their goals. Career development aids the organizations towards best match between
people and jobs. Career growth can also help employee retention by way of flexibility in work
progress, employee desires, current life situation, performance in outcomes and leadership
development.

Leadership Style

A leader is a person who influences others to perform a task or activities. A person who gives
guidance, controls and leads the set of individuals can be called as a leader. Leadership is the
ability of an individual to lead ahead with passion and conviction to achieve the goal. A
leadership style will reflect the leader's characteristic behavior towards directing, motivating,
guiding and managing of people. Leadership style is the manner and method of providing
direction, plans and motivating people in decision making. A leader tells the employees what

xv
to do and how to do in a simple way. In this regard, leadership is also one of the factors that
determine employee retention.

Working Environment

Working environment refers to the psychological aspects of work and its surroundings.
Organizations always need to focus on managing the work environment to have better
utilization of human resources. Working environment includes culture, values, reputation, and
quality of people, growth and trust which lead to affect the employee retention in the
organization.

Work Life Balance

Work life balance is a situation where employees split their valuable time and energy between
work and their life. It is not easy to attain the work life balance on a regular base. At present,
each and every person has been facing huge challenges in allocating time for family, friends,
community, personal growth and self-care in between their work schedule the employees have
not been able to manta work life balance properly, because of the major issues in terms of
longer working hours, heavy workload, inadequate relaxation facilities and little time for
family activities. once, the employees are switching over to the other concern due to the above-
mentioned factors.

Welfare Measures

Welfare measures play a vital role in the growth of an organization which includes various
services, facilities and amenities provided to the employee by the organization for the
betterment of their life, health, economic improvement and social status. In addition to their
regular salary, other welfare benefits like medical, housing, education and recreation help
improving the standard of living of the employees with the result of higher productivity craned
in an organization. The welfare measures are the main factors which determine the employee
retention of the organization. If employees are not satisfied with the above welfare measures
provided by the company, it will affect the employee retention in the organization.

Choice of The Problem

The many problems are there in printing industry. Here the researcher focuses under human
resources in employee retention for the printing the poly products that time affected the health
employees for many reasons, so the experience employees are only continuing the work and

xvi
new employees are resigning the job. The researcher to take the study and analysis many ways
to retaining the employees. There are several problems faced by the employees that become a
challenge for HR as how to manage problems and to motivate employees for not leaving the
organization. The study says that the attrition in Janaki Printers has become the major issue.
The focus of the problem is that how HR can retain employees in this industry. The study will
identify the cause and need to fulfil the requirements of the employees.

Relevance of The Study

The researcher is a student of Bachelor of Business Administration studying 6th semester. The
researcher has Special Core paper in the current semester. The special core paper is to expose
the knowledge and skills of the researcher. The special core paper has Logistic Management
and Project & viva voce. The researcher to upgrade his skill has chosen Project & viva-voce
course, in partial fulfilment of the course, the researcher carried out survey on the topic
"Employee Retention". So, the researcher has referred this as his research topic.

Expected Outcome

This study helps to identify the employees' work-related problems and also provides possible
solution that could help respondents to overcome their problems. This study has also influenced
the overall organization by giving employee retention strategies so that they can sustain the
employees in the long run.

Implications of The Study

The study will provide great benefits for employees, employers managers and owner. The
ultimate aim of Employee Retention is to make both the stakeholders, ie, employees and
employer happier. It facilitates loyal employees sticking to the company for a longer duration,
which in turn will benefit both the stakeholders.

✓ Investors: Investors are interested in the financial performance of the organization. and
employee retention can impact profitability. Employee turnover rates can decrease recruitment
and training costs, which can increase profits. Therefore, employee retention can have a
positive impact on the financial performance of the organization and be seen as a favourable
investment opportunity.

xvii
✓ Customers: Employee retention can impact customer satisfaction. When employees stay
with an organization for an extended period, they develop deep knowledge and expertise, which
can translate into better customer service. Customers value consistency and continuity in the
people they interact with, which can lead to higher levels of customer loyalty.

✓ Employees: Retaining employees is essential for employee satisfaction and well- being.
Employee turnover rates can lead to job security, increase morale, and increased job
satisfaction. By contrast, employees who feel valued and supported by their organization are
more likely to be engaged, motivated, and committed to their work.

✓ Suppliers: Suppliers rely on stable relationships with the organizations they supply to
manage their business operations effectively. Employee turnover can affect to these
relationships, leading to increased efficiency, decreased costs, and a potential rise in quality.

xviii
 CHAPTER-II

COMPANY INTRODUTION

xix
 CHAPTER-II

COMPANY INTRODUTION

Company Information

The Janaki printers started on 20.03.2013. at Sivakasi. This is a partnership firm and the
partners are K. Augustin, K. Stephen and K. Masilamani. Before starting this firm, they are
separately running a trading from 1993-2013. The initial investment at the time Rs.50000 and
no. of employees in 5. The current time firm capacity to getting loan amount 10er from bank
and no. of employees in 85. The product mix of firms are

Product Mix

 Polythene-Printing - Roll & pouches/

 Polythene-Plain-Roll & pouches

Divisions of Production Department

 Printing
 Extruder
 Lamination
 Pouch making
 Slitting

The printing division is print on pollster and extruder division to produce the polythene
with a mix material linear low density and master packet. Lamination division to attach the
extruder output and printing output and slitting division is to cut the extra place and single
reel from two or three reels.

Types of Pouches

 Side pouch
 Center pouch
 Standard pouch

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 Side pouch is referring to lock of left and right corner of the printing paper. Center pouch
is referring to stretching center on the pouch. Standard pouch is referring to making
stretching in two side with a ship lock of top of the pouch.

The firm using machines for work in Chennai Mac for pouch making and Kolkata Mac for
printing & lamination and Doman for cutting & extruder. The organization structure flow
owners to manager and manager to office staff and office staff to supervisor and supervisor
to operators and operators to machine helpers.

Working Hours

 8 Hours
 8 Hours-Over Time

The firm holds PF & ESI for employee's benefits. Then 8 hours working hours and after 8
hours the firm provides Over Time to the employees. It will be calculated depends on our
salary. The over time working of employees' firm provide food allowance and petrol allowance.
The firms provide uniform to works and yearly once gave tour package. Employee's family
meet will be conducted yearly once. The firm getting insurance in our employees. Salary
increment is fixed and yearly once. The amount is 500-1000 and bonus will be providing yearly
two times. The bonus amount is two-month salary of the employee.

The firm receiving order at time 50% of payment also getting and after finishing work next
50% payment will be received. Finally received full payment the goods deliver to the order
placer.

Bank Account

SBI-Current a/c

IOB-Cash credit a/c

TMB-Current a/c

Warehouses

a. Finished goods

b. Raw material

xxi
The raw materials are input of printing machines and extruder. The firm are providing service
amount for three years experienced employee.

Our company manufactures and supplies a supreme quality range of Fast- moving consumer
goods Packaging Materials which are mainly used for the packaging of Cosmetic, Shampoo,
Incense Stick, Undergarments, Paste, Toiletry, House Hold Items, Soap, Ghee, Oil etc. During
the stage of handling and transportation, these FMCG Packaging Materials ensure maximum
safety of the products. These materials are used. Apart from these, these FMCG Packaging
Materials are ideal for the high-speed production lines, and are easily available at reasonable
prices to the clients. We offer these FMCG Packaging Materials within promised time frame
understanding the value of precious time of clients.

Features of product

✓ Durable

✓ Water proof

✓ Easy to use

We manufacture and supply a quality range of Stand-Up Laminated Pouches that are ideal to
reduce the packaging weight, waste volume and storage space. These Stand- Up Laminated
Pouches are excellent in quality and performance as compared to the traditional packaging
items, and are widely known for providing utmost safety. Our Stand-Up Laminated Pouches
are used for showcasing packaging as these looks excellent and these are laminated with
innovative technology. Stand Up Laminated Pouch, offered by us, are available as excellent
shelf-marketing medium for the packaging of spices, confectioneries, oils, allied products and
juices. We offer these pouches in well-defined standard size and shapes to the valuable clients
of domestic as well as overseas market. Our products are manufactured in different designs and
prints and these are used in diverse industries due to their water proof nature. In addition, these
pouches are available with increased visibility of the contents that is printed on the pouch, and
we offer them as per the client's desired demanded and needs.

xxii
 Pouch Products

Organization structure

owners

manager

office staff

supervisor

operator

machine
helpers

xxiii
 CHAPTER-III

PRINTING PROCESS

xxiv
FIVE-LAYER:

Components and Features Extruders:

The machine includes five separate extruders, each feeding a different polymer layer into a
common die. This allows for precise control over the composition of each layer. Die: The co-
extrusion die shapes the molten polymer into a tube that is then blown up to form a film. The
design of the die is crucial for ensuring uniform thickness and properties. Blowing Unit:
Once the film is extruded, it is inflated to create a bubble, which cools and solidifies as it
expands. Cooling System: Often, an air ring or water bath is used to cool the film quickly and
uniformly, which helps maintain the desired properties.

Winding Unit:

The final step involves winding the cooled film onto rolls for further processing or
distribution.

Applica Packaging:

Food packaging, agricultural films, and industrial packaging. Barrier Films: Films with
enhanced moisture and oxygen barriers for sensitive products.

Specialty Films:

Films that require specific characteristics, such as UV resistance or sealing properties.

ADVANTAGES:

Material Efficiency:

Reduces waste by optimizing the use of different materials. Enhanced Properties: Tailors the
film for specific applications by adjusting the layer composition. Cost-Effective: Offers a
way to produce high-performance films at a lower cost than single-layer alternatives.

Complexity:

Requires skilled operators and maintenance due to its intricate design. Initial Investment:

Higher initial costs compared to single-layer machines. Overall, a five-layer co-extrusion

blow film machine is vital for producing high-quality films that meet diverse market needs.
Polyester printing typically involves several steps in the engineering process for textiles.

xxv
Design Creation:

The process starts with designing the artwork or pattern that will be printed onto the
polyester fabric. This can be done digitally using software like Adobe Photoshop or
Illustrator.

Preparation:

The polyester fabric is prepared by washing and drying to ensure it's clean and free of
contaminants that could affect printing quality.

Printing Method:

There are several methods for printing on polyester: Sublimation Printing: This involves
using heat to transfer dye onto the fabric. The dye sublimates from solid to gas without
passing through a liquid state, bonding directly with the polyester fibers.

Digital Printing:

Directly printing the design onto the fabric using inkjet technology, which offers high detail
and cooler accuracy.

Screen Printing:

Less common for polyester due to its smooth surface, but still used in some applications.
After printing, the fabric is typically passed through a heat fixation process to ensure the ink
or dye adheres permanently to the polyester fibers and to improve wash-fastness.

Finishing:

Once printed and fixed, the fabric may undergo finishing processes such as calendering
(smoothing and compacting the fabric surface) or applying additional treatments for desired
properties like water resistance or texture.

Preparation of Artwork: Design is prepared digitally and separated into 12 different color
layers. Each color will correspond to a different screen.

Screen Preparation:

Screens (metal or polyester mesh) are created for each color. Each screen has a stencil for the
specific color in the design. These screens are coated with a light-sensitive emulsion and

xxvi
exposed to light, which hardens the emulsion on non-printing areas, leaving the desired
design as a stencil.

Printing Setup:

The polyester fabric is mounted on the machine’s conveyor belt. The machine is set to align
the fabric with the screens.

Application of Colors:

Each screen is applied to the fabric in sequence, starting with the lightest color and
progressing to the darkest. Printing Paste or Dye is pushed through the stencil onto the fabric,
typically using squeegees. After each color is printed, the fabric passes through a drying or
curing stage (using heat or UV light) to fix the dye or ink.

Color Registration:

Registration is crucial to ensure the alignment of all 12 colors. The machine uses precise
positioning mechanisms to ensure that each screen aligns perfectly with the previous layers. .

Curing:

Once the design is complete, the printed polyester fabric is passed through a curing oven or
fixation process to ensure that the inks or dyes bond with the polyester fibers.

Post-processing:

The fabric may go through additional treatments, such as washing, heat-setting, or finishing,
to enhance durability and appearance. This type of machine allows for more intricate, color
ful designs with accurate and repeatable results, often used in large-scale fabric production
for clothing, home textiles, and other polyester-based items.

Printing on Polyester:

The first step involves printing the design onto the polyester fabric using any of the standard
printing techniques (e.g., screen printing, sublimation, or digital printing). The ink or dye is
fixed to the fabric using heat, UV, or curing processes.

xxvii
Lamination Film Selection:

A lamination film is chosen based on the desired properties. These films can be Glossy or
matte to give different finishes. Clear or colored, depending on the design requirements. UV-
resistant, waterproof, or abrasion-resistant for added protection. Polyurethane (PU) or
polyvinyl chloride (PVC) are commonly used for their flexibility and durability.

Lamination Process:

The printed polyester is fed into a lamination machine along with the lamination film. Heat
and Pressure: The machine uses heat and pressure to bond the film to the surface of the
printed fabric. The heat activates the adhesive on the film, causing it to adhere to the fabric.

Roll-to-Roll Process:

In industrial applications, this is typically a continuous process, where rolls of printed fabric
are laminated with rolls of the lamination film.

Cooling and Curing:

After the film is applied, the laminated fabric passes through cooling rollers or a cooling
section to allow the adhesive to set and harden. The fabric may be left to cure for a certain
period to ensure the bonding is secure and long-lasting.

Trimming and Cutting:

Once the lamination is complete, the edges of the laminated fabric are trimmed to remove any
excess material, ensuring clean, finished edges. 6. Post-Lamination Processing: The
laminated fabric may undergo additional processes, such as cutting, sewing, or further
treatment (e.g., anti-microbial coating), depending on the end-use product. 7. Applications:
Laminated polyester fabrics are used in various industries, such as: Outdoor gear (e.g., tents,
tarps)

Polyester Printing Designing:

The process begins with the creation of the design or pattern to be printed on the fabric. This
can be done digitally. Polyester fabric is prepared for printing by pre-treating it to enhance
ink absorption. This step ensures better color vibrancy and fastness.

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Printing Methods:

Sublimation Printing: Sublimation is one of the most common techniques for polyester. It
uses heat to transfer dye onto the fabric, ensuring the colors are vivid and long-lasting. Direct
to Fabric (DTF): This method prints directly onto the polyester using specialized inks,
followed by a heat process to fix the print. Screen Printing: In some cases, polyester is also
printed using traditional screen printing for larger volumes of simple designs.

Post-Printing: The fabric is often steamed or heat-treated to set the design, followed by
washing to remove excess ink.

Cutting Process Fabric Inspection:

Before cutting, the polyester fabric is inspected for any defects like color streaks, printing
errors, or weaving flaws. This ensures only quality fabric is used. Pattern Layout: The layout
of the patterns to be cut is prepared. This involves arranging the pattern pieces on the fabric
to minimize waste and ensure efficient use

Manual Cutting:

For small batches, scissors or cutting machines may be used manually. Automatic Cutting:
Large-scale manufacturing may involve automated cutting machines, like laser cutters or
knife cutters, that can process multiple layers of fabric simultaneously. Labeling: After
cutting, each piece may be labeled or bundled for easier assembly in the sewing or stitching
process.

Vouching Process Definition:

Vouching is the process of verifying that the printed and cut pieces meet quality standards
and match the required specifications.

Inspection: During vouching, fabric is checked for: Print accuracy (colors, alignment of
design) Cutting precision (ensuring all pieces are cut to the exact measurements) Defects
(like misprints, tears, or fabric distortions)

Documentation:

Once the fabric passes inspection, a voucher or record is made to certify that the pieces are
ready for the next stage (usually sewing or assembly). This may include documenting any

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flaws and noting any corrective actions needed. Each of these steps is crucial for ensuring the
polyester fabric is ready for further processing, whether for garments, home textiles, or other
application/s.

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 CHAPTER-VI

PROCESS OF OPERATION OF
DIE

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Punching Operation

When the force is applied by using the punch on to the sheet, the cutting or shearing action
will be taking place in the sheet producing a piece/blank leaving a hole. In punch and die
working, if the hole produced in the sheet is useful, it is called Punching or Piercing operation.
To ensure that the cutting or shearing action is taking place on the sheet, the Punch size is
always less than the Die size. In punching operation, the punch size is made equal to hole size
and clearance is provided on the die and also in punching operation, the shear is provided only
on the Punch.

Note:

 Punch Size <Die Size (Basic Requirement)

 Punch Size Hole Size. (Needed)
 Clearance -Die.
 Shear -Punch.
 Blanking Operation:

When the force is applied by using the punch on to the sheet, the cutting or shearing action will
be taking place in the sheet producing a piece/blank. In punch and die working, if the
Piece/blank produced in the sheet is useful, it is called a Blanking operation. In blanking
Operation, the die size is made equal to blank size and clearance is provided on the Punch and
also the shear is provided on the die.

Note:

o Die Size= blank Size.

o Clearance -Punch.
o Shear- Die.
o Deep Drawing Operation:

It is a Sheet Metal forming process in which a sheet metal blank is radially drawn into a
forming die by the mechanical action of a punch. Deep drawing is mainly used for producing
Cup-shaped components.

Ex: Most of the utensils used in the kitchen are produced by using Deep Drawing Operation
only.

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In Deep drawing operation, when the force is applied by using the punch, the sheet is simply
pulled into the die without any shearing action and taking the shape and size same as that of
the die. But, the edges of the blank will be lifted upwards and produce the folding or wrinkles
on the deep drawing component. This will make the appearance of the component very bad.
To avoid the lifting of the edges of the blank and minimize drawing force, the optimum amount
of the Blank Holder Force (BHF) applied is one-third of the Drawing force. The BHF can be
applied by using spring-loaded stripper plate to maintain it until the punch is completely
withdrawn from the component so that the component can be always leftover inside the die and
it can be removed from the die using ejector pins.

Applications of Deep Drawing Operation:

Cookware, Aluminium cans, and kitchen sinks.

Bending Operation:

It is used for bending the sheet into the required angle.

Types of Bending Operations

Edge Bending

V Bending

U Bending

Edge Bending:

 Performed with a Wiping die

 These dies are complicated and costly.
 Below is the figure for V shaped Bending. formed with a V-shaped die
 V-Dies are simple and Inexpensive
 It is for Low Production

U Bending:

This bending operation is similar to V Bending operation but the V shaped Punch and die are
replaced with U shaped punch and die. The similar figure as of above can be drawn by changing
V shape to U shape.

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Applications of Bending Operation:

The applications of Bending Operation is as follows

 Drawing board clip

 Tube light frame Air conditioning duct etc

Products:

 Their product is
 Calendar
 Notebooks
 Diaries
 Export printed tags

Mangazines corrugated box and their own product in JANAKI PRINTERS not book diaries
cannot be having any separate name ; it should be custom knowledge

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 CHAPTER-V

FINDINGS, CONCLUSION

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 CHAPTER-V

FINDINGS, AND CONCLUSION

Findings

 The majority of the respondents 35% are between the age 19-29.
 The male respondents are 100%. There are no respondents are female.
 There are no female respondents.
 The majority of the respondents 80% are married.
 The majority of the respondents 65% are below SSLC level.
 The majority of the respondents 85% are belonging in the income level of between
Rs.11000-15250.
 The majority of the respondents 40% have the experience of between Above 11 years.
 The majority of the respondents said that their clean environment is positively
contribute in work environment. The employees can clean the environment regularly
 . The majority of the respondents said that their supervision is negatively contribute in
work environment. There are no visit and supervise the superior to the work
environment.
 The majority of the respondents said that their communication is promote in work
environment. The manager and supervisor are communicating the work ticket in
correctly.
 The majority of the respondents said that their bonus system is positively affect the
compensation factor. The company provide two bonuses on per year.
 The majority of the respondents said that their bonus system is fulfilled the work. The
bonus will be provided of our work basis so fulfilled their work.

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 The majority of the respondents said that their basic salary is negatively affect the
compensation factor. The company provide the salary package is pre-fixed.
 The majority of the respondents said that their training programme is positively
contribute in the training and development factor. The experienced employees to
provide traiming to new employee in regularly.
 The majority of the respondents said that their career development is negatively
affected the training and development factor. Some employees are experience in their
work but the company could not promote their job.
 The majority of the respondents said that their manager / superior is positively support
to their team work. So, the manager and superior encourage their team work.
 The majority of the respondents said that their welfare measures is positively contribute
their work. The company take insurance facility about the employees.
 The majority of the respondents said that their social security measures is positively
contribute their work. The company to support their family through any disability.
 The majority of the respondents said that their paid time off(leave) facility with happy
their work life balance. The company compulsory leave provides to any culture
function.
 The majority of the respondents said that their positively contribute their work life
balance. The company to accept their house work to manage the company work.
 The majority of the respondents said that their work load is normal and not feel work
related stress. The company to rotate their employee in one machine to another
machines.
 The majority of the respondents said that their interpersonal relationship is positively
encouraging their work. The company not involve the interpersonal relationship of their
work.
 The majority of the respondents said that their fairness of the employees is positively
contribute their employee relations. The company treating all the employee are equal.
 There was a bad odour coming from the poly-packs machines. The company did
provide mask facility to the employees. The employees did not wear the mask.

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Suggestions

 Introduce new compensation policy in the company, because of the basic salary is not
sufficient for the employees.
 The employees are working for long hours but the remuneration for that is not
sufficient. If the employees get sufficient remuneration, they will enjoy their life and
work v hole heartedly for their company to retain the employees in a long run.
 Sometime the employees got cold at work t at that time they need medical facility and
increase the exhauster fan facility or ventilation facility.
 The supervision is very low so it creates some time low productivity, increase the
supervision to enhance the productivity through retain the employees in long term.
 The employees increment system is very low, so it will increase to retain the employees
to long run.
 The training programmer is effectively followed but it negatively supports the
careerdevelopment. So, enhance the career development to positively affect the
employee retention in long run.
 Some respondents are not feeling good welfare measures, increase the welfare measures
to the employees in long term work in the company.
 The minority respondents are not feeling the good social security measures, enhance
the social security measures to the company in employee in long term work.
 The majority of the respondents said that their new employees not stay on the company
on long run, because of not enough sufficient salary and health affected in bad odour in
poly-pack machines. Increase the basic salary of new employees and enhance the
welfare measures in poly-pack machines to the company in retain the employees in long
run.
 The company Introduce new Disability benefits policy under the welfare measures
through enhance the employee trust and worthiness to retain the employees in long run.
 Some employees feel the training and development programmes is not improve the
skills and knowledge. The company provide the training and development programme
basis of the employee skills and knowledge enhance in long run.

 The company Introduce new Disability benefits policy under the welfare measures
through enhance the employee trust and worthiness to ret

xxxviii
Conclusion

To examine the concept of Employee Retention, the researcher realized this objective by
chapter-II through review of literature. To identify the factors of the employee in the
organization, the researcher realized this objective by chapter-III through methodology and
analysis. To study the factors and attributes of the employee retention, the researcher realized
this objective by chapter-IV through data analysis and interpretation. To analysis inter-
relationship among the factors affecting employee retention, the researcher realized this
objective by chapter-IV through data analysis and interpretation.

The study of employee retention through the researcher acquires document writing skills and
the study of employee retention is important for organizations to understand and develop
effective strategies to retain their talent. By retaining employees, organizations can benefit
from cost savings, improved employee morale, a positive organizational culture, knowledge
retention, and increased customer satisfaction.

Effectively retain employees, Janaki Printers should consider implementing the study of
employee retention through the researcher acquires document writing skills and the study of
employee retention is important for organizations to understand and develop effective
strategies to retain their talent. By retaining employees, organizations can benefit from cost
savings, improved employee morale, a positive organizational culture, knowledge retention,
and increased customer satisfaction. Effectively retain employees, Janaki Printers should
consider implementingstrategies such as offering competitive compensation and benefits
packages, providing opportunities for career development and advancement. The study of
employee retention is a critical aspect of organizational success, and Janaki Printers should
prioritize retaining their talented employees to achieve long-term success and sustainability.
Future research could be exploring the impact of technological advancements on employee
retention in the Janaki Printers.

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