A STUDY ON
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES
DONE FOR EVEREADY INDUSTRIES INDIA LTD.., UNIT: NATIONALCARBON PLANT CHENNAI PROJECT REPORT Submitted in partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION ADMINISTRATION BY CA JOSE KUMAR Regd. No: 19808319001 Under the Valuable guidance of
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd) Professor
SRI VENKATESWARA UNIVERSITY Tirupati
2008-2010
EVEREADY ► ►►
INDUSTRIES INDIA LTD. UNIT: NATIONAL CARBON PLANT 1075, T H ROAD, CHENNAI – 600 019 PHONE: 30421156-61, FAX: 044-25994146
Date: 29.05.10 TO WHOM SO EVER IT MAY CONCERN
This is to certified that Mr. CA. Jose Kumar, Regd, 19808319001,studying M.B.A III year in SRI VENKATESWARA UNIVERSITY, TIRUPATHI, has done a Project work entitled “EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES” in our organization for a period of 8 weeks from 05 Apr 2010 to 29 May 2010.
During the tenure, he was keen in observation and his project. His conduct and character found to be good.
We wish all the best for his future endeavor.
For EVEREADY INDUSTRIES INDIA LIMITED. UNIT: National Carbon plants,
G JAGANNATHAN PERSONNEL OFFICER
REGD OFFICE: 1, MIDDLETON STREET, KOLKATTA – 700 071.
DIRECTORATE OF DISTANCE EDUCATION SRI VENKATESWARA UNIVERSITY TIRUPATI – 517 502
Date: ___________
CERTIFICATE
This is to certify that the project work entitled “A STUDY ON EMPLOYEE EMPLOYEE’S ’S OPINION OPINION TOWO TOWORDS RDS THE HR ACTIVITI ACTIVITIES” ES” Done Done for
“EVEREADY EVEREADY INDUSTRI INDUSTRIES ES INDIA INDIA LTD., LTD., UNIT: UNIT: NATIONAL NATIONAL CARBON CARBON PLANT” is bonafied work done and submitted by Mr. CA.JOSE KUMAR in
partial fulfillment of the requirements for the degree of “MASTER OF BUSINESS ADMINSTRATION”
during the year (2008-2010) of SRI
VENKATESWARA UNIVERSITY, TIRUPATI.
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd) Project Guide Kandula School of Management Kadapa – 516 003
DECLARATION
I here by declare that the project report entitles “ A Study on EMPLOY EMPLOYEE’ EE’S S OPINIO OPINION N TOW TOWAR ARDS DS THE HR ACTIVI ACTIVITIE TIES” S”
undertaken for EVEREADY INDUSTRIES INDIA LTD... Submitted by me in partial partial fulfil fulfillme lment nt for the requi requirem rement ent for the award award of the degree of “Master of Business Administration ’’ of S V University, Tirupati and it has not been submitted previously in part or full to any university or institute.
Place
: Giddalur
Date
:
(CA Jose Kumar) 19808319001
ACKNOWLEDGEMENT I am very very happ happy y to pres presen entt this this diss disser erta tati tion on repo report rt on “A Stud Study y on “EMPLO “EMPLOYEE YEE’S ’S OPINI OPINION ON TOW TOWARD ARDS S THE HR ACTIV ACTIVITI ITIES” ES” did did for for “EVEREADY INDUSTRIES INDIA LTD…, CHENNAI” as a part of Master
of Business Administration. I sinc sincer erel ely y than thank k my guide guide Mr. Mr.
Dr. Dr. G Kris Krishn hnaa Mo Moha han, n, B.Tech B.Tech,,
M.B.A., (Ph.D), Kandula School of Management, Kadapa, for his guidance and valuable suggestions continuous support and encouragement played a significant role in bringing out the report. The stimulus provided and encouraging feedback helped me sustain my spirits. I would like to express my cordial gratitude to G.JAGANNATHAN (PERSONNEL OFFICER) for giving this opportunity to undertake project work in such an esteemed organization. My
special
acknowledgements
to
all
faculty
members
of SRI
VENKATESWARA UNIVERSITY, TIRUPATHI for generously sharing their
insight and experience with me. Finally, much credit goes to my beloved parents and close friends for their contribution, who have given right inspiration, encouragement and support in my efforts in successful completion of the research work.
(CA.JOSE KUMAR) 9808319001
CONTENTS
CHAPTERS
TITLE
PAGE NO
COMPANY CERTIFICATE CERTIFICATE DECLARATION ACKNOWLEDGEMENT CHAPTER-1
EXECUTIVE SYNOPSIS
1-6
CHAPTER-2
INDUSTRY PROFILE
7-8
CHAPTER-3
COMPANY PROFILE
9-22
CHAPTER-4
CONCEPTUAL FRAME WORK
23-29
CHAPTER-5
RESEARCH METHODOLOGY
30-32
CHAPTER-6
DATA ANAL NALYSIS SIS & INT INTERPRE RPRETA TAT TION ION
33-5 33-54 4
CHAPTER-7
FINDINGS AND SUGGESTIONS
55-57
ANNEXURES
QUESTIONSNAIRE
58-61
BIBILOGRAPHY
62
EXECUTIVE SYNOPSIS
EXECUTIVE SYNOPSIS
INDUSTRY PROFILE
The US battery manufacturing industry includes about 125 companies with combined combined annual revenue of about $6 billion. billion. Major companies companies are Exide Technolog Technologies, ies, Energizer, Energizer, and spectrum spectrum Brands Brands (Rayovac). (Rayovac).
Divisions Divisions of large large
electronic companies such as Sony also manufacture batteries. The industry is highly concentrated: the largest eight companies have about 75 percent market share and the largest 50 have over 98 percent. Demand depends primarily on the level of activity in the automotive and electronic sectors of the economy. Personal income drives new battery purchases purchases in consumer goods, while consumer usage levels drive demand for replacement batteries. Large companies have advantage in efficiency of operations and economies of scale. Smaller producers compete by focusing on specialized product offerings and superior customer service. Annual revenue per employee is about $240,000.
PRODUCTS AND BUSINESS
1. Dry cell Batteries 2. Flash lights 3. Cinema Arc Carbons 4. Hard Facing Alloys 5. Gouging Electrodes 6. Photo Engraver Plates
PROFILE OF THE COMPANY
Eveready Industries India Limited is one of India’s most reputed FMCG companies. The company has a portfolio comprising dry cell batteries (carbon zinc batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and packet tea. It has recently forayed into the mosquito repellent industry under the brand name, ‘Poweron’. Eveready is India’s largest selling brand of dry cell batteries and flashlights (torches) with dominant market shares of about 46%. Eveready Industry now has about 8200 Employees in the group. Eveready is certified with I.S.O-9002 certification for most of its plants. Customers are well satisfied with products of the company, and the plant is licensed by Bureau of Indian Standards for Manufacturing” of all its Batteries. NEED FOR THE STUDY:
People have always been central to organizations, but their strategic importance is growing in today’s knowledge –based industries. An organizations success increasingly depends on the knowledge, skills and abilities of employees, particularly as they help establish a set of core competencies that distinguish and organization from its competitors. With appropriate HR policies and practices an orga organi niza zati tion on is base based d on HR func functi tion onss keep keepin ing g in view view of sign signif ific ican ance ce the the researchers has undertaken the study to know the employees opinion regarding the activities in the organization.
Objectives of the study
To study the employees opinion towards HR functions in the organization.
To offer feasible ways and means to improve the employee morale and satisfaction in the organization.
REASEARCH METHODOLOGY:
Research design
:
Descriptive in nature
Resea esearc rch h inst instrrumen umentt
:
A well ell str structu ucture red d quest uestio ion nnai naire
Population
:
277
Sample size
:
100
Sample procedure
:
convenience sampling
Sources of data
:
Primary & secondary data
Prima Primary ry data data
:
Prima Primary ry
Questionnaire
data data
was
collec collected ted
using using
the information was
collec collected ted from from the employ employees ees throu through gh person personal al contacts Secondary data
:
Secondary data about the company profile
and other details were collected from the company’s website i.e., www.eveready.com and various journals, books & broachers. Statis Statistic tical al data data
:
simple simple percen percentag tagee and weight weighted ed averag averagee
FINDINGS:
1. 100% of the respondents satisfied with their their recruitment recruitment process 2. The respondents are satisfied satisfied with the job transfer transfer with the the weighted mean score of 0.7. 3. The respondents respondents said that management management reacts moderately moderately towards their their complaints complaints with the weighted mean score of 0.45. 4. The responden respondents ts are agreed agreed that the traini training ng impar imparted ted to them them helps helps to impro improve ve their their performance with the weighted mean score of 0.8. 5. The respondents respondents said that the management management strictly strictly reacted towards the punishment punishment of misconduct with the weighted mean score of 1.90. 6. The respondents respondents opined the industrial industrial relations relations are moderate moderate with the weighted score of 1.40. 7. 40% of respondents respondents said that compensation compensation is the main reason for industri industrial al disputes where as remaining 50% opined bonus & welfare measures and 10% rights. 8. The respondents respondents found to be highly dissatisfi dissatisfied ed towards the orientation orientation classes classes in the company with the weighted mean score of -0.7. 9. The responden respondents ts are having having no opinio opinion n of neither neither agree nor disagr disagree ee with the reward reward system with the weighted mean score of 0.3. 10. 100% of respondents need the changes in the company. 11. The respondents are highly satisfied towards the job with a weighted mean score of 1.46. 12. The respondents are comfortable with a shift of 6 AM to 2 PM with the weighted mean score of 1.20. 13. The respondents opined that the conditions are good with the weighted score of 1.70. 14. The respondents are undecided towards the health measures provided by the company and with the weighted mean score of 0.5. 15. 60% of respondents are not satisfied with the safety measures provided by the company and remaining 40% are satisfied. 16. The respondents found to be neither satisfied nor dissatisfied with the equality of food served at the canteen in the company. 17. Majori Majority ty of respon respondent dentss felt felt that that the intera interacti ction on levels levels would would be satisf satisfied ied with with the weighted mean score of 0.65. 18. 70% of respondents opined that the company is not providing any loan facility. 19. 60% of respondents opined that the token system in the company is good.
20. The respondents are having a positive opinion towards of the attendance system with weighted mean score of 0.6. 21. 60% of respondents said that the main reason for absenteeism is personal problem.
SUGGESTIONS: 1. The management has to attend the individual individual complaints seriously seriously and take action with in time.
2. The management may provide better compensation packages in time when
employees met with an accident. 3. The mana manage geme ment nt is prov provid idin ing g foll follow ow up orie orient ntat atio ion n clas classe sess bu butt it is suggestible to follow the supervisor induction classes along with the follow up orientation classes. 4. The management has to improve the reward system in both aspects of
monitory and non monitory. The monitory form of price amount rather than giving the torch lights, batteries. The non monitory rewards in the form of impressive job titles and recognition. 5. The management has has to bring some changes changes in production department which which includes the following aspects like establishment of new machinery infrastructure. 6. Managemen Managementt may provide better medical medical facilitie facilitiess including including provision provision of medicines and availability of specialist doctors round the clock and ambulance facilities. 7. Manage Managemen mentt can impro improve ve safety safety measur measures es like like provid providing ing of shoes, shoes, cap, cap,
gloves and Aprons to workers. 8. Management may provide loan facilities to workers which Education Loan,
Personal loan and Transportation. 9. Management may take care to provide tasty food for workers in the canteen
equally with executive.
INDUSTRIAL PROFILE
INDUSTRIAL PROFILE Covering industries and updated every 90 days, the First Research Industry profiles do the heavy lifting for you –saving your sales team valuable research
time, enhancing client communications and giving you the competitive edge to win more business. Easy-t Easy-to-u o-use se and up-toup-to-dat date, e, the indust industry ry profil profilee provid provides es you with with the indu indust stry ry rese resear arch ch nece necess ssar ary y to stay stay on top top of cons consta tant nt chan change gess in sele select cted ed industries. The industry profiles provide the information and understanding you need to engage new prospects during the sales process, deepen customer relationships and strengthen your own bottom line.
Executive Summary
Brief Excerpt from Industry Overview Chapter:
The US battery manufacturing industry includes about 125 companies with combined combined annual revenue of about $6 billion. billion. Major companies companies are Exide Techno Technolog logies ies,, Energi Energizer zer,, and spectr spectrum um Brands Brands (Rayov (Rayovac) ac).. Divisi Divisions ons of large large electronic companies such as Sony also manufacture batteries. The industry is highly concentrated: the largest eight companies have about 75 percent market share and the largest 50 have over 98 percent.
COMPETITIVE COMPETITIVE LANDSCAPE
Demand depends primarily on the level of activity in the automotive and electronic sectors of the economy. Personal income drives new battery purchases in consumer goods, while costumer usage levels drive demand for replacement batter batteries ies.. Large Large compan companies ies have have advant advantage agess in effici efficienc ency y of operat operation ionss and economies of scale. Smaller producers compete by focusing on specialized product offerings and customer service. Annual revenue per employee is about $240,000. PROJECTS, OPERATIONS & TECHNOLOGY
Major Major produc productt catego categorie riess are storag storagee batter batteries ies (55 percen percent) t) and primar primary y batteries (45 percent). Storage batteries are rechargeable, while primary batteries are discarded after the initial stored energy is consumed. Example of storage batteries are automotive and laptop computer batteries. Primary batteries include standard dry cell batteries (AA, AAA, C, D, and 9-volt) used in flash lights, radios, remote controls, and a variety of specialty applications, such as hearing aids and implantable medical devices.
COMPANY PROFILE
COMPANY PROFILE
Eveready Industries India Limited is one of India’s most reputed FMCG companies. The company has a portfolio comprising dry cell batteries (carbon zinc batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and packet tea. It has recently forayed into the Mosquito repellent industry under brand name, ‘Poweron’. EVEREADY is India’s largest selling brand of dry cell batteries and flashlights (torches), with dominant market shares of about 46% Eveready Industry now has about 8200 Employees in the group. Eveready is certified with I.S.O-9002 certification for most of its plants. Customers are well satisfied with products of the company, and the plant is licensed by Bureau of Indian Standards for Manufacturing” of all its Batteries. The new tagline “The Next Century of Power” affirms Eveready’s commit commitmen mentt to being being techno technolog logy y leader leaderss well well into into the futur future, e, evolvi evolving ng with with consumers to meet their changing needs. From small beginnings with an import consignment in 1905 of Rs 500, Eveready today dominates the Indian market and stands for portable power and light to millions of consumers. EVEREADY INDUSTRIES INDIA LTD, was originally founded in 1926 with the name “Eveready Company (India)”.This company was taken over by a joint stock company called “Eveready Company (India) Limited”. Incorporated under Indian companies Act, 1913 June 20, 1934 with a registered office at Calcutta, where it presently continues. On June 30, 1941 the name of the company was changed to “National carbon Company (India) Limited”. On December 24, 1959, the name of company was further changed to “Union Carbide India Limited” (UCIL).Recently on April 24, 1995 UCIL was renamed as Eveready Industries India Limited. Some of the major milestones for EVEREADY INDUSTRIES INDIA LTD include the following:
1926: Commencement of battery battery business. business.
1956: Commencement of zinc rolling rolling mill operation. operation.
1958: Manufacture and and sale of flashlight flashlight commenced. commenced.
1961: Commencement, manufacture manufacture and sale of chemicals and plastics (This business was sold in 1989).
1965: 1965: Manufactu Manufacture re and sale of battery electrode electrodess and cinema arc carbon carbon commenced.
1969: Start-up of the pesticides plant plant of Bhopal. Bhopal.
1971: 1971: Commence Commencement ment of marine marine products products business business (closed in November November 1983).
1972: Start-up of the the electrolytic Manganese Manganese Die-Oxide plant. plant.
1982: Start-up of the Nepal Nepal Battery Company, a joint joint venture at Katmandu, Katmandu, Nepal.
1984: The Bhopal incident and shutdown of the pesticides plant.
1986: 198 6:
Divest Divestitu iture re of worldw worldwide ide batter battery y business business (ex UCIL) by Union
Carbide Corporation to Ralston Purina.
1990: Suspension of operations operations at Srinagar Battery Plant due to civil unrest.
1992: Commencement of Computer Software Software Development business. business.
1992: Announcement of of sale of UCIL UCIL shares by UCC.
1992: A modern facility for manufacturing manufacturing UM3 (R-3) Penlight size metal metal clad Batteries was installed at the Madras plant.
1993: Discontinuation of the Computer Software Development business.
1994: 1994: In mid-Dece mid-December mber final final exist of UCIL UCIL and entry of Meleod Meleod Russel Russel (India) Ltd, a member of Williamson Major group as the majority share holder of UCIL. •
As a brand, the war cry Symbol
promises empowerment to young
consumers in urban India. •
The ionic
symbol similarly stands for the assurance of power to
rural consumers.
•
Eveready’s packet tea business and poised for greater gains in market share.
•
A bran brand d mean meanss adde added d valu value. e. It is the the on only ly stee steeri ring ng mech mechan anis ism m available to build profitable growth. We are the perfect companion who delivers power, light and beverages.
•
We are concerned about environmental issues we accompany consumers throughout their daily lives by providing maximum enjoyment.
•
We ensure widest availability.
•
Our corporate identity is highly visible.
•
The communication of our messages should intrigue consumers and be impl implan ante ted d in thei theirr sub sub cons consci ciou ouss on a cons consta tant nt basi basiss thro throug ugh h rational, mental and social benefits. Eveready industries India Ltd, was originally founded in 1926 with the name “Eveready Company (India).”This company was taken over by a joint stock company called “Eveready Company (India) Incorporated under Indian Companies Act -1913 on June 20/1934 with a registered office at Calcutta, where it is presently continuous. Further the name is to be changed as “National Carbon Company (India) Ltd” and “Union Carbide India Limited”. Recently on April 24/1995 UCIL was renamed as “EVEREADY INDUSTRIES INDIA LTD”.
Eveready Industry now has about 8200 Employees in the group. Eveready is certified with I.S.O-9002 certification for most of its plants. Customers are well satisfied with products of the company, and the plant is licensed by Bureau of Indian standards for Manufacturing” of all its Batteries.
ORIGIN OF THE PLANT LOCATED IN CHENNAI:
In 1952 the National Carbon plant-Chennai is set upped. This is one of the five Battery plants of the parent company Eveready industries India Ltd; The Company starts its production in the year 1952 manufacturing “D” size Bare Bottom Batteries, with an annual production of 10 million and 260 Hourly Rated Workmen. In 1965 Flat cell-manufacturing facility were added subsequently in 1971 “D” False Bottom and “AA” Batteries manufacturing facilities were installed. Late cell manufacturing facilities were upgrade by installing, AMJ line, which incorporates the latest Zinc Chloride technology and high level of automation. This plant now manufactures “D” size Bare Bottom paper clad for flash light application, False Bottom Batteries for heavy duty Transistors and multipurpose application and “AA” Batteries for Cameras, Toys and other multipurpose applications amounting to an annual volume of 220 million with 580 HRW. This plant has a modern Quality Assurance system which comprises of built in quality, on-line process control through programmable logic controllers and computers and automatic electronic testing of final product. The associated floor operations materials and finished goods control is done through computers, this plant also utilizes non-conventional energy system i.e. Solar heating system for process and wind mill for generating power. This plant has a very detailed training programmer for all its employees, which comprise both class room and On the Training to make them understand the history of the company, business scenario, achievement it has accomplished future goals, goals, Excell Excellenc encee throug through h Qualit Quality y (EQ) (EQ) tools tools employ employed ed in solvin solving g probl problems ems.. Quality circles, 5s, Etc.In the absence of any Manager the responsibility moves upwards for re-delegation.
ORGANIZATIONAL STRUCTURE NATIONAL CARBON PLANT, CHENNAI
GENERAL MANAGER
ASSISTANT WORK MANAGER
ENGINEERING MANAGER
PRODUCTION MANAGER
MANAGEMENT REPRESENTATIVES
PERSONAL OFFICER
MATERIALS MANAGER
ACCOUNT MANAGER
VISION •
For For ov over er a cent centur ury, y, ou ourr corp corpor orat atio ion n has has been been a part partne nerr to
consumers with our expertise in portable power and light. •
Today, we endeavor to be the perfect Companion to consumers
by provid providing ing valuevalue-for for-mo -money ney brand brandss with with tangib tangible le Diffe Differen rentia tiatio tion n in quality every day; we seek consumer proximity to ensure the enjoyment of better living. •
Our core competence will be based on these three core values
for the total synergy and future profitable growth of our corporation.
BOARD OF DIRECTORS Chairman (Non-Executive) (Non-Executive)
Mr. BM Khaitan Executive personnel Executive Vice Chairman and Managing Director
Mr. Deepak Khaitan
Chief Executive Officer of the company Whole Time Directors
Mr. Suvamoy saha Non-Executive personnel
Mr. Aditya Khaitan Mr. Bhasker Mitter Mr. Diwan Arun
PRODUCTS DRY CELL BATTERIES Carbon Zinc
Eveready industries India Limited are the World’s third largest producer of Carbon Zinc batteries, selling over 1 billion batteries every year. Present in all segments of dry cell batteries, Eveready holds the dominant Market shares in every segment. Eveready Industries India Limited is the first entrant and the leading brand in the organized rechargeable battery category. ‘ Eveready Recharge’ batteries can be rech rechar arge ged d up to a thou thousa sand nd time timess with with its its flag flagsh ship ip 21 2100 00 seri series es,, Ev Ever erea eady dy is providing the Indian consumer with the latest offering for digital cameras and other power-hungry applications. Everea Eveready dy also also provid provides es rechar recharge ge batter batteries ies for cordle cordless ss pho phones nes,, ensuri ensuring ng their their enduring performance. Eveready Industries India Limited is the largest manufacturer of flashlights in South Asia. Since pioneering the portable lighting revolution in the country a century ago, Eveready has enjoyed an uninterrupted leadership position in this segment. An unparalleled distribution network ensures that Eveready torches are always available within easy reach, wherever you are. From remote villages to the
city heights, Eveready flashlights light up lives across the length and breadth of the countr country. y. The trust trusted ed “Jeevan “Jeevan Sathi” Sathi” brass brass torch, torch, has been been a consta constant nt companion for generations of Indians, is one of the most trusted brands in rural India, across product categories, enjoying an enviable 90% market share. The Eveready range of flashlights covers a wide price band of Rs 40/- to Rs 1275/-, to suit every need and every pocket. Available in a wide range of colors, shap shapes es and and size sizes, s, Ev Ever erea eady dy torc torche hess are are the the ob obvi viou ouss choi choice ce for for mill millio ions ns of consumers from all walks of life. Eveready torches are the obvious choice for millions of consumers from all walks of life .Eveready has now launched an altogether new ‘category’ of torches – the LED torches. The category is being called “Eveready digiLED”… and will have many models in its portfolio. This category will offer to the consumers a torch which has.. •
Low battery consumption
•
Focused White light
•
Slide switch for easy operation-strong durable body.
Eveready Eveready
digiLED digiLED torches torches offer offer benefit benefitss of low batter battery y consumpti consumption, on, sharp sharp
focus and white light…whereas the Eveready regular incandescent bulb torches give bright light; long reach and area lighting… fulfilling all portable lighting needs of the consumers.
CFL (Compact Fluorescent Lamps) In June June 20 2007 07 Ev Ever erea eady dy Indu Indust stri ries es Indi Indiaa Ltd Ltd ente entere red d into into a sale saless and and distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact fluorescent Lamps) under the brand name Eveready Halonix. Phoenix Lamps Ltd an Indo Japanese joint venture with a total investment of over us $ 40 million with 4 plants having a production capacity of over 130 million lamps a year, benchmarked to international regulations for Quality, Performance and safety. Eveready extensive distribution network and high end lighting solutions of phoenix has resulted in this
synergistic tie-up. Eveready Halonix has a wide range of general lighting of over 200 SKUs for housing & Industrial purposes. CFL reduces the energy consumption by 75% and lasts up to 10 time’s longer then incandescent light lamps. DEPARTMENT FUNCTION
MANUFACTURING
Eveready state of the art manufacturing units are located at Kolkatta , Noida, Uttaranchal, Hyderabad, Chennai and Lucknow maximize logistical efficiency and reduce time to market. Today the company has high-speed manufacturing units, both for batteries and flashlights, with in-house facilities, with for metal flashlights along with a fully automated injection –molding set-up for plastic flashlights along with a fully automated injection-molding set-up for plastic flashlights. Eveready also has a full-fledged machine design group at Chennai with capabilities of making making specia speciall purpos purposee machin machinee for both both captiv captivee consum consumpti ption on and costum costumererspecific requirements.
RESEARCH & DEVELOPMENT
Eveready’s research team constitute highly qualified Scientists, Engineers, Engineers, Chemists and Technicians dedicated to maintaining technology leadership in ZincCarbon batteries, Flashlights and related components. The Research Center has pilot plant facilities, Analysis testing facilities such as Atomic Absorption Spectr Spectroph ophoto otomet meter er (AAS) (AAS),, polar polar graph, graph, X-Ray X-Ray Diffr Diffract act meter meter (XRD) (XRD) and a chemical Laboratory. The Eveready’s Research Centre is capable of providing World –class testing and research support to meet stringent customer requirements from across the World. The efforts of in-house R&D unit was recognized by the Dept. of science and Industrial Research and accorded recognition from Govt. of India. This is the only in-house R&D centre of a primary battery resting facility where batteries can be tested as per BIS, IEC and JEC standards.
QUALITY ASSURANCY
The
Company
has
adequate
internal
quality
Assurance
systems
commensurate with the Company’s size and nature of business. The objective of these systems are to ensure setting product performance standards for all types of batteries based on competitive assessments., performance to reflect leadership Visà-vis best of Competitions as per agreed Standards with Marketing department., implement new. Design inputs wherever required for product fortification, material substitution, cost reduction of existing products, setting Material Usage / Specification standards (Process Specification Sheet) for all battery plants, setting yearly yearly Cost Cost Reduct Reduction ion target targetss with with respec respectt to OIP (Opera (Operatio tion n Improv Improveme ement nt Progr Program) am).. Everea Eveready dy initia initiated ted World World Class Class Mainte Maintenan nance ce (WCM) (WCM) manage managemen mentt syst system em in 19 1997 97,, base based d on the the ph phil ilos osop ophy hy of focu focuss on defe defect ct and and vari variab abil ilit ity y reduction through planning of maintains to keep the production equipment in “as designed condition always”.
SALES & MARKETING
The company possesses none of the widest and deepest distribution networks among FMCG companies in India, reflected in its premium band equity and customer loyalty. To leverage the growth of this pan-national distribution pipeline, the Company extended its product category to the marketing of packet Tea, Mosquito repellents (Coil & Vaporizers), CFL lamp and dish wash bars. The company also has ambitions, plans of making its foray in the area of FMCG business based on its inherent strength of retail penetration will eventual translates into a significant market share over the foreseeable future.
FINANCE
The company’s performance is backed up by a strong accounts and finance team. team. The team team consis consists ts of season seasoned ed profe professi ssiona onall who carry out the variou variouss functi functions ons effect effective ively ly to enhanc enhancee / improv improvee the variou variouss key functi functions ons may be summarized as following. Workin Working g capita capitall manage managemen mentt to reduce reduce the intere interest st burden burden on workin working g capi capita tall loan loanss-al aler ertt mana manage geme ment nt on inve invent ntor ory y ho hold ldin ing g beyo beyond nd no norm rmss as also also negotiates competitive interest rates from banks.
Management or term loans to take care of the long-term business need of the company –includes debts restricting by retiring high cost debts in lieu of loans with lower interest rates.
Treasu Treasure re operat operation ion like like commo commodit dity y hedgin hedging g (to mitiga mitigate te the effect effect of volatile metal prices), fore management (to mitigate the effect of volatility in the value of rupee)
Profitability analysis and projections business wise to apprise management of the effectiveness of business decision and / to facilitate new decisions.
Ensure accurate pricing updating in order to facilitate error free invoicing.
Capital Budgeting to analyze / justify new projects.
Compliance of all statutory maters including taxation related issues.
Monitor profitability of new projects to benchmark against the projected profitability
Timely analysis of major accounts Trade Debtors, Institutional Debtors, CSD, Claims, Bank , Payables- Appropriate action taken based on such analysis.
Centrally co coordinating payment through the RTGS /NEFT mode.
Ensure timely data to operating groups for review of their respective areas of performance.
Ensure timely preparation of the quarterly and annual results head of the Board meetings.
Custodial Control over the assets of the company and review at least on an annualized basis any possible impairment of such assets.
Liaiso Liaison n with with system systemss Group Group to enhanc enhancee existi existing ng repor reportt platfo platforms rms / introduce new report platforms.
Payroll preparation-Also facilitates tax planning.
Monito Mon itorin ring g the PF, Gratui Gratuity ty and other other supera superannu nnuati ation on found foundss of the company.
The company has an in-house taxation Department which deals with all the direct and indirect tax cases covering all the manufacturing and commercial units. They are responsible fro smooth and timely compliance of all fiscal laws by all the units. The department also supplements business decision making by suggesting ways and means for setting up new projects in tax-free zones and also to minimize the incidence of / taxes on existing product lines.
The company also has an in-house internal audit Department manned by Trained Professionals. The pre-audit checks and review are carried out to ensure fallow up on the observations made by the Audit teams. The internal Audit reports, the progress in implementation of recommendation contained in such reports and the adequacy of internal control systems are reviewed by the Audit Committee of the board in its periodical meetings.
INFORMATION TECHNOLOGIES
EIIL has traditionally invested in information Technology (IT) to provide effective business solutions amenable to inform decision making. The IT process at
EIIL is one of continuous improvement .During the year, EILL standardized all its major applications across all locations on the Oracle Business Suite as an ERP solutions. This exercise was not without the usual teething problems. However, the process seems to have been internalized well in the organization. Needles to state, the ERP system has brought the expected benefits associated with it and would certainly bring in the forthcoming years.
HUMAN RESOURCE
Men power is one of the pillars of success at full at EILL. The Company employees nearly 2500 individuals across its various plants and branch locations, who share a passion for excellence. The key attributed of human capital at EIIL, are a rich knowledge base, expertise and experience. The department has IT enable HR systems, wherein oracle business suite (11i.5.9) is being used. The various key functions of the department are as follows. o
Talent acquisition management
o
Performance management
o
Career & succession planning
o
Compensation and benefits management
o
Training and development
o
Rewards & recognition management
o
Formulation & implementation of HR policies & procedures
o
Employee engagement
HR team operates out of Corporate Office in Kolkatta
WORK ETHOS IN EVEREADY INDUSRIES INDIA LIMITED
Caring organization
Open environment
Functional team work
Focus on development
Performance driven culture
Open door policy
BUSINESS LOCATION Manufacturing Manufacturing locations;
Batteries: -
Camper down (Kolkatta) First modern battery plant established in the year 1938. Plant output
:
915 PPS
Capacity
:
150 Mn
Plant output
:
2 D sized lines
Capacity
:
150 Mn
Plant output
:
1D sized line
Capacity
:
160 Mn
Plant output
:
2AA Rotary (MJ) lines
Capacity
:
350 Mn
Taratola (Kolkatta)
Noida
Haridwar
Chennai
Plant output
:
1 D line-false bottom & 2 AA (MJ) lines
Capacity
:
110 Mn
Plant output
:
1 D sized line
Capacity
:
160 Mn
Plant output
:
AAA plant
Capacity
:
90 Mn
Plant output
:
1 MJ D Line & 1 AA MJ Line
Capacity
:
100 Mn & 108 Mn respectively
Hyderabad
Selaqui
Maddur
Flashlights
Tefco (Lucknow) Others
Metco (Kolkatta) & Manali (Chennai): Zinc plants Hyderabad: Electrode plant Sales Branches:-
Nort North h
:
Delh Delhii (Reg (Regio iona nall Offi Office ce))
Indore, Delhi, Western UP & Jaipur East
:
Kolkatta (Regional Office)
Mumbai & Ahmedabad Sout South h
:
Chen Chenna naii (Reg (Regio iona nall Offi Office ce))
Chennai, Bangalore, Cochin & Hyderabad Central
:
Patna & Lucknow
BUSINESS DIVISIONS
Ever Ev erea eady dy Indu Indust stri ries es Indi Indiaa Limi Limite ted d (EIL (EIL)) is on onee of Indi India’ a’ss most most renowned and enduring FMCG companies, with the operations entrenched in the country for over 100 years. Over the decades, it has strengthened its position as the dry cell battery and flashlight market leader in the second most populous country in the world. The Company’s contemporary product portfolio comprises the following : •
Dry cell batteries, flashlights and rechargeable batteries under brand “Eveready”.
•
Packet tea under brands ‘TEZ’, ‘Jaago’, ‘Premium Gold’, ‘Classic’.
•
Mosquito repellents: Coil & Liquid Vaporizer under brand ‘Poweron’.
•
Dish wash bar under brand ‘Poweron’.
•
Compact fluorescent lamps under brand of ‘Eveready Halonix’ (cobranded)
CONCEPTUAL FRAME WORK
HR ACTIVITIES
INTRODUCTION FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT
On the basis of various functions which the personnel management generally undertakes, the functional areas of personnel management may be set forth as below: 1. Organizational planning, development and task specialization.
2. Staffing and employment 3. Training and development 4. Compensation, wage and salary administration
5. Motivation and incentives 6. Employee services and benefits 7. Employee Employee records records 8. Labour or industrial relations
1) ORGANIZATIONAL PLANNING AND DEVELOPMENT
“Organizational planning” is concerned with the division of all the tasks to be perfor performed med in to manage manageabl ablee and effici efficient ent units units (depa (departm rtment ent,, divisi divisions ons or positions) and with providing for their integration both differentiation and integration are vital for the achievement of pre-determined goals. i.
A determination of the needs of the needs of an organization in terms of a company’s short and long-term objectives, utilization of technology (industry engineering industrial psychology, and mechanical engineering) of prod produc ucti tion on,, deci decidi ding ng abou aboutt the the natu nature re of prod produc uctt to be manu manufa fact ctur ured ed,, keeping in view the external environment public policy.
ii.
The plannin planning, g, develop developmen mentt and design designing ing of an organi organizat zation ional al structur structuree through the fixing of the responsibility and designing of an organizational
stru struct ctur uree thro throug ugh h the the fixi fixing ng of the the resp respon onsi sibi bili lity ty and and auth author orit ity y of the the employees, so that organizational goals. iii.
Development inter-personal relationship through divisions of positions, jobs and tasks; the creation of a healthy and fruitful interpersonal relationship; and the formation of a homogenous, cohesive and effectively interacting informal group.
2) STAFFING AND EMPLOYMENT
The staffing process is a flow of events which results in a continuous mannin manning g of organi organizat zation ional al positi positions ons at all levels levels-fr -from om the manage managemen mentt to the operat operative ive level. level. This This proces processs includ includes es manpow manpower er planni planning, ng, author authoriza izatio tion n for planning, developing source of applications, evaluation of applicants, employment decisions decisions (selection (selection), ), Offers Offers (placeme (placement), nt), induction induction and orientat orientation, ion, resignatio resignation n disability, and death). i.
Manp Manpow ower er plan planni ning ng is a proc proces esss of anal analyz yzin ing g the the pres presen entt and and futu future re vacancies that may occur as a result of retirements, discharges, transfers, promotions, sick leaves, leave of absence, or other reasons, and an analysis of present and future expansion or curtailment in the various departments. Plans are then formulated for internal shifts or cutbacks in manpower, for the training and development of present employees, for the advertising openin openings, gs, or for recrui recruitin ting g and hiring hiring new person personnel nel with with approp appropria riate te qualifications.
ii.
Recrui Recruitme tment nt id concer concerned ned with with the proces processs of attrac attractin ting g qualif qualified ied and competent personnel for different jobs. This includes the identification of existing sources of the Labour market, the development of new sources, and the need for attracting large number of potential applicants so that a good selection may be possible.
iii.
Selection process is concerned with the development of selection policies and and proc proced edur ures es and and eval evalua uati tion on of po pote tent ntia iall empl employ oyee eess in term termss of job job
specification. This process includes development of application blanks, valid and reliable tests, interview technique, employee referral systems, evaluation and selection of personnel in terms of job specifications, the making up of final recommendations to the line management and the sending of offers and rejection letters. iv.
Placement is concerned with the task of placing an employee in a job for which he is best fitted, keeping in view the job requirement, his qualifications and personality needs.
v.
By induc inductio tion n and and orien orientat tation ion is meant meant the introd introduct uction ion of an an emplo employee yee to to the organization and the job by giving him all the possible information about the organizati organization’s on’s history, history, objectives objectives ,philosop ,philosophy, hy, policies, policies, future future develo developme pment nt opp opport ortuni unitie ties, s, produc products, ts, goo goodwi dwill ll in the market market and in the community, and by introducing him to other employees with whom and under whom he has to work.
vi.
Transfer process is concerned with the placement of an employee in a position in which his ability can be best utilized. This is done by developing transfer policies and procedures, counseling employees and line management on transfers and evaluating transfer policies and procedure.
vii.
Promotion process is concerned with the placement of an employee in a position in which his ability can be best utilized. This is done by developing transf transfer er polici policies es and proce procedur dures, es, counse counselin ling g and employ employees ees and line line ip management on transfers and evaluating transfer policies and procedures.
viii.
Separation process is concerned with the severing of relationship with an employee on grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews of employees are arranged, causes of Labour turnover are to be analyzed and advice is given to the line management on the causes of, and reduction in, Labour turnover.
A number of devices and sub-systems are used in the systems design to manage the staffing process. These are: a) Planning Tables and Charts.
b) Application Blanks. c) Interview Interviews. s. d) Psychological Tests. e) Reference Checks. f) Physical Physical Examinatio Examinations. ns. g) Performance Reviews And. h) Exit Interviews. 3. TRAINING AND DEVELOPMENT
It is complex process and is concerned with increasing the capabilities of individuals and groups so that they may contribute effectively to the attainment of organizational goals .this process includes: 1) The determination of training needs of personnel at all levels, skill training,
employee counseling, and programs for managerial, and employee development and. 2) Self-init Self-initiated iated developm development ent activitie activitiess (formal (formal education education), ), during during off-hours off-hours
reading and participation in the activities of the community. 4. COMPENSATION, WAGE AND SALARY ADMINISTRATION
It is concerned with the process of compensation directed towards remunerating employees for services rendered and motivating them to attain the desired levels of performance. The components of this process are: i.
Job evaluation through which the relative worth of a job is determined. This is done by selecting suitable job evaluation techniques, classifying jobs into variou variouss catego categorie ries, s, and then then determ determini ining ng their their relati relative ve value value in variou variouss categories.
ii.
Wage and salary salary program program consists of developing developing and operating operating a suitable suitable wage and salary program, taking into consideration certain facts such as the ability of the organization to pay, the cost of living ,the supply and demand cond condit itio ions ns in labo laborr mark market et,, and and the the wage wage and and impl implem emen ente ted, d, and and thei their r effectiveness evaluated. The incentive compensation plan includes non-monetary incentives which
iii.
have to be developed , administered and reviewed from time to time with a view to encourage the efficiency of the employee. iv.
The performance appraisal is concerned with evaluating employee performance at work in terms of pre-determined norms/standards with view to developing a sound system of rewards and punishment and identifying employees eligible for promotions. For this purpose, performance appraisal plans, plans, techni technique quess and progra programs ms are chalke chalked d out, out, their their implem implement entati ation on evaluated, and reports submitted to the concerned authorities.
v.
Motivation is concerned with motivating employees by creating conditions in which they may get social and psychological satisfaction. For this purpose ,a plan for non-financial incentives (such as recognition, privileges, symbols of status ) is formulated ; a communication system is developed, morale and attitude surveys are undertaken, the health of human organization diagnosed and efforts efforts are made to improve improve human relation relationss in the organizatio organization. n. The line management has to be advised on the implementation of the plan and on the need, areas and ways and means of improving the morale of employees.
5. EMPLOYEE SERVICE AND BENEFITS
These are concerned with the process of sustaining and maintain the work force in an organization. They include: a) Safety provision inside the workshop. For this purpose, policies, techniques,
and procedure for the safety and health of the employees are developed; the line management is advised on the implementation and operation of safety
programs training has to be given to first line supervisors and workers in safety practices; the causes of accidents have to be investigated and data collec collected ted on accide accidents nts;; and the effect effective ivenes nesss of the safety safety progr programm ammes es evaluated periodically. b) Employee counseling is the process through which employees are given counsel in solving their work problems and their personal problems. the line management has to be advised on the general nature of the problems which the employees may face from time to time . c) The medica medicall servic services es includ includee the provis provision ion of curati curative ve and preve preventi ntive ve medical and health improvement facilities for employees, training in hygienic and preventive measures are undertaken. d) The recreational and other welfare facilities include entertainment services
like film shows, sports and games; and housing, educational, transport and canteen facilities, free or at subsidized rates. Suitable policies and programs are framed and efforts are made to administer these services satisfactorily. The effectiveness of such programs has also to be evaluated. e) Fringe benefits benefits and supplementary items are made available available to employees in the form of: i.
Old age survivo survivor’s r’s and disabi disability lity benefit benefits, s, unemployme unemployment nt and workman’s compensation.
ii.
Pensions, gratuities and such other payments as are agreed upon death benefits, sickness, accidents and medical care, insurance, expenses of hospitals is action, voluntary retirement benefits.
iii.
Paid rest periods, lunch periods, wash-up time, travel time, get –ready time.
iv.
Payments for time during which no work is done –paid vacation or bonu bo nuss in lieu lieu of vaca vacati tion on,, paym paymen entt for for ho holi lida days ys,, paid paid sick sick and and maternity leave.
v.
Profit-sharing benefits, stock options contribution to employees, provident fund, employees educational expenditure and special wage payments ordered by the courts.
These benefits are usually given to employees in order to tempt them to remain in the organization, to provide them social security, and to reduce absenteeism and Labo Labour ur turn turnov over er.. Poli Polici cies es and and prog progra rams ms for for impl implem emen enti ting ng thes thesee have have to be properly developed.
6. EMPLOYEE RECORDS
In employee records records complete and up-to-date up-to-date information information is maintained about about employees, so that these may be utilized, if need be, at the time of making transfers/promotions, giving merit pay, or sanctioning leave and at the time of termination of service. Such records include information relating to personal qualifications, special interests, aptitudes, results of tests and interviews, job performance, leave promotions, rewards and punishments.
7. LABOUR RELATIONS
By Labour relations is meant the maintenance of healthy and peaceful Labour-management Labour-management relations so that production/work may go on undisturbed.
Under this area: a) Grievance handling policy and procedures are developed, after finding out
the nature and causes of grievances, and locating the most delicate areas or dissatisfaction b) Rules and regulations are framed for the maintenance of discipline in the
organization, and a proper system of reward and punishment is developed.
c) Efforts are made to acquire knowledge of, and to observe and comply with,
the Labour laws of the country and acquaint the line management with the provisions which are directly concerned with organization. Collective bargaining has to be developed so that all disputes may be settled by mutual discussions without recourse to the law court. Such bargaining, negotiating and administering agreements relating to wages, leave, working conditions and employee-employer relationship falls in this area.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
NEED FOR THE STUDY: People have always been central to organizations, but their strategic importence is growing in today’s knowledge- based industries. An organization success increasingly depends on the knowledge, skill and abilities of employees, particularly as they help establish a set of core competencies that distinguish and organization from its competitors. With appropriate HR policies and practices an organization can hire, develop and utilize best brains in the market place. A healthy and committed workforce ensures increased efficiency and productivity for orga organi niza zati tion on is base based d on HR func functi tion onss keep keepin ing g in view view of sign signif ific ican ance ce the the researchers has undertaken the study to know the employee opinion regarding the HR activities in the organization.
Objective of the study:
To study the employees opinion towards HR functions in the organization. To offer feasible ways and means to improve the employee morale and satisfaction in the organization.
RESEARCH DESIGN:
Generally the research design is of three types, viz…,exploratory, descriptive & casual research design is defined as the specification of methods and procedures for acquiring acquiring the informat information ion needed. It is a plan of organizat organization ion frame work, for doing the collection of data.
“The research design for this research is descriptive in nature.”
DESCRIPTIVE STUDY:
Descriptive research studies are those study which are concerned with describing the characteristics of a particular individual, or a group. In this research, the researchers must be able to define clearly, what he wants to measure and must find adequate methods for measuring it along with a clear cut definition of population he wants to study. study. The design in such studies studies must be rigid rigid and flexible flexible and must focus attention on the following.
1) Formulating the objective of the study. 2) Design the methods of data collection. 3) Selecting the sample. 4) Collection the data. 5) Processing and analyzing the data. 6) Reporting the finds.
The research design is descriptive in nature and study in mainly based on the data Collected from primary as well as secondary sources.
DATA SOURCES: The data is mainly collected through primary sources and secondary sources. Primary data;
It contains o original information gathered for a specific purpose.The first hand information has been collected through administering the questionnaire by direct contact method and through informal meetings and observations.
Secondary data:
It contains information that already exists have been collected for another purpose, the second hand information has been collected through company previous records, annual reports, journals industrial magazines, broachers, internet.
RESEARCH APPROACH:
Survey method is used in the collection of needed information from the respondents.
RESEARCH INSTRUMENT:
A STRUCTURED questionnaire consisting of 23 questions has been taken as the research instrument.
SAMPLING PLAN:
A it is practical to attempt a survey of the entire population, a limited number of people have been surveyed owing to the time constrint.
SAMPLING DESIGN: It deals with the method of selecting items to be observed for the given data.
SAMPLING UNIT: Employees in the Unit.
SAMPLE SIZE.
Convenience sampling has been used to the data from respondents. A convenience sampling IS obtained by selecting “convenient population unit”.
QUESTIONNAIRE QUESTIONNAIRE DESIGN: Questionnaire is designed in such a way that it is for respondents to answer. The questionna questionnaire ire consists consists of closed end questions questions for knowing knowing the effectivenes effectivenesss of Employees opinion towards HR Activities, in Eveready industrial ltd, Chennai.
LIMITATIONS:
1) Due to non availability of time, large sample size is not taken. 2) The lack of cooperation from some respondents. 3) Some of the respondents are not interested in giving more information due to their personnel bias or busy in work schedule.
DATA ANALASYS AND INTERPRETATION
1. Satisfaction of recruitment process in the company.
S No 1 2
Response Yes No Total
No. of Respondent 100 0 100
Percentage 100% 0% 100%
Response Chart 120 100 80 60 40 20 0 Yes
No
IINFERENCE:
It is inferred that 100% of the respondents are satisfied with their recruitment process.
2. Optional on jobs Transfer Scale
Response
1
Highly
No.
of
Percentage
Respondents 40 40%
Weighted
Weighted
Score 2
Total 80
Satisfied Satisfied Neither
2
satisfied
3
nor
30
30%
1
30
0
0%
0
0
20%
-1
-20
10%
-2
-20
dissatisfied Dissatisfied 20 Highly 10 Satisfied TOTAL 100
4 5
100%
70
Weighted Average= Weighted Total/Total T otal/Total Number of Respondents=70/100=0.7 Respondents=70/100=0.7
Response Chart 45 40 35 30 25 20 15 10 5 0 High ighly satisf tisfie ied d
Satis tisfied ied
Neith ither Satisfied nor Dissatisfied
Dissa issati tisf sfie ied d
High ighly dissatisfied
IINFERENCE:
40% respondents are highly satisfied with their job transfer, 30% are satisfied 20% are dissatisfied and 10% are highly dissatisfied.
3. Reaction of management with the Complaints
Sca Scale
Resp espon onse se
1 2 3 4 5
No.
of
Percentage
Weighted
Weighted Total 30 40 30 -25 -30
Very fast Fast Moderate Slow
Respondents 10 20 30 25
10% 20% 30% 25%
Score 3 2 1 -1
Very Slow
15
15%
-2
TOTAL 100 100% 45 Weighted Average= Weighted Total/Total T otal/Total Number of Respondents=45/100=0.45 Respondents=45/100=0.45
Response Chart 35 30 25 20 15 10 5 0 Very fast
Fast
Moderate
Slow
Very Slow
IINFERENCE:
10% of respondents are said that the management reacts very fast on complaints,20% are said fast,30% are said moderate,25% are said Slow are 15% are said very Slow.
4. Training helps to improve the performance of the employee
Sca Scale 1
Resp espon onse se Strongly
No.
of
Respondents
Percentage
Weighted Score
Weighted Total
60
60%
2
120
10 10
10%
1
10
2
Agree Agree Neither
3
agree nor 0
0%
0
0
4
disagree Disagree Strongly
10
10%
-1
-10
20
20%
-2
-40
100
100%
5
Agree TOTAL
80
Weighted Average= Weighted Total/Total T otal/Total Number of Respondents=80/100=0.8 Respondents=80/100=0.8
Response Chart
70 60 50 40 30 20 10 0 Strongly Agree
Agree
Neither agree nor disagree
Disa isagree
Stro trongly Agree
IINFERENCE:
60% of respondents are strongly agreed that the training helps to improve the performance, 10% are agreed, 10% are disagreed & 20% are strongly disagreed
5. Management reaction towards the punished of employee based on misconduct
Scale
Response
1 2 3 4 5
Very Strict Strict Normal Loose Very Loose TOTAL
No.
of
Respondents 30 30 40 40 0 0 100
Percentage 30% 30% 40% 0% 0% 100%
Weighted
Weighted
Score 3 2 1 -1 -2
Total 90 60 40 0 0 190
Weighted Average= Weighted Total/Total T otal/Total Number of Respondents=190/100=1.90 Respondents=190/100=1.90
Response Chart
45 40 35 30 25 20 15 10 5 0 Very Strict
Strict
Normal
Loose
Very Loose
IINFERENCE: 30% of the respondents are felt that the management is very strict on misconduct, 30% are said strict and 40% are said normal.
6. Industry Relation in the Company
No. Scale
Response
of
Responden
Percentage
ts 1
2
Excellen
1
10
t
0
%
Very
6
60
good
0
%
1
10
0 2
% 20
3
Average
4
Poor
Weighte
Weighted
d Score
Total 3
2
1 -
3 0 1 2 0 1 0 -
0 Very
5
0
poor
1 TOTAL
0 0
Weig Weight hted ed
Aver Averag age= e=
Weig Weight hted ed
% 0%
1 2
%
0
Numb Number er
Response Chart
70 60 50 40 30 20 10 0
IINFERENCE:
Very good
Average
Poor
0
4
Respondents=140/100=1.40
Excellent
0
1
100
Tota To tal/ l/To Tota tall
2
Very poor
of
10% of the respondents felt that the industrial relations are excellent, 60% are said very good, 10% are said average and 20% are said poor.
7. Main reason for industrial disputes
No. of Scale
Response
Re spo
Percentage
nde nts 1 2 3 4
Compensatio n Bonus Welfare Measures Rights TOTAL
Response Chart
40
40%
20
20%
30
30%
10 10
10%
0
100%
45 40 35 30 25 20 15 10 5 0 Compensaton
Bonus
Welfare Measures
Rights
IINFERENCE:
40% of the respondents are said compensation is the main reason for the industrial disputes, 20% are said bonus, 30% are said welfare measures and 10% are said for their rights.
8. Satisfaction of Orientation classes in the company Sc
Respon
ale
se
No. of Respondents
Percentage
Weighted
Weight ed Total
Score
Highly 1
2
Satisfie
10
10%
2
20
20
20%
1
20
0
0%
0
0
30
30%
-1
-30
Satisfie
40
40%
-2
-80
d TOTAL
10 100
100%
d Satisfie d Neither satisfied
3
nor dissatisf
4
5
ied Dissatis fied Highly
Weighted Weighted Average= Average= Weighted Weighted Total/Total Total/Total Number Number of Respondent Respondents=s=70/100=-0.7
Response Chart
-70
45 40 35 30 25 20 15 10 5 0 High ighly Satisf tisfie ied d
Sati Satisf sfie ied d
Neith ither satisfied nor dissatisfied
Dissatisfie Dissatisfied d
Highly Highly Satisfied Satisfied
IINFERENCE: 10% of the respon responden dents ts are highly highly satisf satisfied ied with with the orient orientati ation on classes, 20% are said satisfied, 30% are said dissatisfied and 40% are said highly dissatisfied.
9. Rewards system helps to motivate the employee
Sc
R
N
Per
We
We
ale
e
o
cent
igh
igh
. o f R s
e
p
s
o
p
n
o
s
n
e
d
age
ted
ted
Sc
Tot
ore
al
2
40
1
40
e n t s S t r o n g 1
l
2
20
y
0
%
4
4 40 0
A g r e 2
e A
g r
0
%
0
0%
0
0
e D
3
30
-1
-30
i
0
%
e e N e i t h e r a g r e 3
e n o r d i s a g r e
4
s a g r e e S t r o n g 5
l
1
10
y
0
%
-2
-20
A g r e e T O
1
T
0
A
0
100 %
30
L
Weighted Weighted Average= Average= Weighted Weighted Total/Total Total/Total Number Number of Respondent Respondents=s=30/100=0.3
Response chart
45 40 35 30 25 20 15 10 5 0 Strongly Agree
Agree
Neither agree nor disagre disagree
Disa isagree
Strongly Agree
IINFERENCE:
20% of respondents are strongly agreed that they are motivated by the rewa reward rds, s, 40 40% % are are agre agreed ed,, 30 30% % are are disa disagr gree eed d & 10 10% % are are stro strong ngly ly disagreed
10. Changes needed in the company
S.No
Response
No. of
Percentage
Respon 1 2
dent 100 0 100
Yes No Total
100% 0% 100%
Response Chart
120 100 80 60 40 20 0 Yes
No
IINFERENCE:
It is inference that 100% of the respondents need the changes in the company.
11. Optional on overall job satisfaction Scale
Respo espon nse
No. of Percentage Respondents
Weighted Score
Weighted Total
1
Highly Satisfied
62
62%
2
124
2
Satisfied
30
30%
1
30
3
Neither satisfied nor dissatisfied
0
0%
0
0
4
Dissatisfied
8
8%
-1
-8
5
Highly Satisfied
0
0%
-2
0
TOTAL
100
100%
146
Weighted Average= Weighted Total/Total Number of Respondents=-146/100=1.46 Response Chart
Scale
Response
No. of Respondents
Percentage
1
6-2 pm
70
70%
2
2-10 pm
10
10%
3
10-6 am
5
5%
4
General(8:15-4:30)
15 15
15%
TOTAL
100
100%
70 60 50 40 30 20 10 0 Highly Satisfied
Satis tisfied
Neither satisfied nor dissatisfied
Diss issatis tisfied
Highly Satisfied
IINFERENCE:
62% of the respondents are highly satisfied with the job, 30% are said satisfied and *% are said dissatisfied. 12. Comfortable with working shifts
Response chart
80 70 60 50 40 30 20 10 0 6-2 pm
2-10 pm
10-6 am
General(8:154:30)
IINFERENCE: 70%of 70%of the the resp respon onde dent ntss said said that that they they are are comf comfor orta table ble with with 6-2pm 6-2pm shif shift, t,10% 10% are are comfortable with 2-10pm shift,5% are comfortable with 10-6am shift & 15% are comfortable with general shift
13. Opinion on shifts S.NO
Response
Weight Weig hted ed score
Weighted total
Highly satisfied
No. of Perc Percen enta tage ge Respondent s 60 60%
1
2
120
2
Satisfied
20
20%
1
20
3
0
0
0
4
Neither satisfied 0 nor dissatisfied Dissatisfied 20
20%
-1
-20
5
Highly satisfied
0%
-2
0
0
TOTAL
100
100%
120
Weighted Average = Weighted Total/ Total number of respondents=120/100=1.20 Response chart
70 60 50 40 30 20 10 0
ly h ig H
d ie f its a s
r e h it e N
d ie f its a s
r o n
d ie f is t a s is d
ly h ig H
d ie f its a s
IINFERENCE:
60% of the respondents are highly satisfied with their shifts,20% are the satisfied & 20% are dissatisfied.
14. Opinion on working conditions preventing in the company Scale
Response Excellent
No. of Perc Percen enta tage ge despondence 20 20%
Weight Weig hted ed score 3
1
Weited total 60
2
Very good
50
50%
2
100
3
Average
20
20%
1
20
4
Poor
10
10%
-1
-10
5
Very poor
0
0%
-2
0
Total
100
100%
170
Weighted Average =Weighted Total/Total number of respondents=170/100=1.70 Response chart
60 50 40 30 20 10 0 Exellent
Very good
Average
Poor
Very poor
IINFERENCE: 20% of the the resp respond onden ents ts are are felt felt Ex Exce cell llen entt about about the the work workin ing g hour hours, s,50 50% % are are said said good,20%are said average & 10% are said poor.
15. Health measures provided by the company Scale
Response
No. of Percentage despondence
Weighted score
Waited total
1
Highly satisfied
30
30%
2
60
2
Satisfied
15
15%
1
15
3
Neither 0 satisfied satisfied nor
0%
0
0
dissatisfied 4
Dissatisfied
40
40%
-1
-40
5
Highly satisfied
15
15%
-2
-30
TOTAL
100
100%
5
Weighted Average =Weighted Total/Total number of respondents=5/100=0.05 Response chart 45 40 35 30 25 20 15 10 5 0
ly h ig H
d ie f its a s
r e h it e N
d ie f its a s
d ie f its a s is d
r o n
ly h ig H
d ie f its a s
IINFERENCE:
30% of the respondents respondents are highly satisfied satisfied , 415% are said satisfied, satisfied, 40% are said dissatisfied dissatisfied and 15% are said highly dissatisfied with the measures provided by the company.
16. Safety measures provide by the company
S.no
Response
No. of Responded
Pe Percentage
1
Yes
40
40%
2
No
60
60%
Total
100
100%
Response Chart 70 60 50 40 30 20 10 0 Yes
No
IINFERENCE:
40% of the respodedents are satisfied & 60% are not satisfied with their safety measures provided by the company.
17. Quality of food served at the canteen. Scale
Response
1
Highly satisfied Satisfied
2 3
No. of Perc Percen enta tage ge respondence 5 5%
Weight Weig hted ed score 2
10
5
5%
1
5
80%
0
0
Neither 80 satisfie satisfied d nor
Waited total
dissatisfied 4
Dissatisfied
5
5%
-1
-5
5
Highly satisfied TOTAL
5
5%
-2
-10
100
100%
0
Weighted Average =Weighted Total/Total number of respondents=0/100=0
90 80 70 60 50 40 30 20 10 0
ly h ig H
d ie f its a s
r e h it e N
d ie f is t a s
r o n
d ie f its a s is d
ly h ig H
d ie f its a s
IINFERENCE: 5% if the respondents are highlysatisfied, %5 are satisfied ,80% are Neither satisfied nor dissatisfied ,5% are dissatisfied,%5 are Highly satisfied with their food served at canteen.
18. Interaction levels in the company Scale
Response
No. of Percentage respondence
Weighted score
Waited total
1
Highly satisfied
50
50%
2
100
2
Satisfied
15
15%
1
15
3
Neither satisfie satisfied d nor 0 dissatisfied
0%
0
0
4
Dissatisfied
20
20%
-1
-20
5
Highly satisfied
15
15%
-2
-30
TOTAL
100
100%
65
Weighted Average =Weighted Total/Total number of respondents=65/100=0.65 Response chart 60 50 40 30 20 10 0
ly h ig H
d ie f its a s
r e h it e N
d ie f its a s
r o n
d ie f its a s is d
ly h ig H
d ie f its a s
IINFERENCE: 50% if the respondents are highly satisfied, %15 are satisfied ,20% are Neither satisfied nor dissatisfied ,15% are dissatisfied with their food served at canteen.
19. Providing of loan facility to the employees. S.no
Response
No.of Responded
Percentage
1
Yes
30
30%
2
No
70
70%
Total
100
100%
Response Chart
80 70 60 50 40 30 20 10 0 Yes
No
IINFERENCE:
30% of the respodedents are satisfied & 70% are not satisfied with their safety measures provided by the company.
20.Token system in the company S.no
Response
No.of Responded
Percentage
1
Yes
60
60%
2
No
40
40%
Total
100
100%
Response Chart
70 60 50 40 30 20 10 0 Yes
No
IINFERENCE:
60% of the respodedents are felt felt that token system is goog & 40% are not good.
21.Strictly considering attendance of the employees by the management
Scal Scalee 1
Resp Respon onse se Strongly Agree
No. of Respondent s Percentage
Weighted Score
Weighted Total
50
2
100
50%
2
Agree Neither agree agree nor disagree Disagree Strongly Agree TOTAL
3 4 5
15
15%
1
15
0 15
0% 15%
0 -1
0 -15
20 20 100
20% 100%
-2
-40 60
Weighted Average =Weighted Total/Total number of respondents=65/100=0.65
60 50 40 30 20 10 0 Strongly Agree
Agree
Neith ither agree nor disagree
Disa isagree
Strongly Agree
IINFERENCE:
50% of respondents are strongly agreed 15% are agreed, 315% are disagreed & 20% are strongly disagreed with their stickly gfollewed attendance.
22. Reson for absenteeism S.No
Response
No. of respondence
percentage pe
1
Sickness
40
40%
2
Personal problems
20
20%
3
Functions
30
30%
4
Others
10
10%
Total
100
100%
Response Chart
No. of responde 50 40 30 20 10 0 S ic i c k ne ne s s
P er e r s on o n a l p ro ro b l e m s F un u n ct ct io n s
O tthh e r s
Inference: 40% with sickness,20% with personal problems,30% with functions & 10%n with other problems are said the reasons for absenteeism.
FINDINGS AND SUGGESTIONS
FINDINGS 100% of the respondents satisfied with their recruitment process. The respondents are satisfied with the job transfer with the weighted mean score of 0.7. The respondents said that management reacts moderately towards their complaints with the weighted mean score of 0.45. The respondents are agreed that the training imparted to them helps to improve their performance with the weighted mean score of 0.8. The respondents said that the management strictly reacted towards the punishment of misconduct with the weighted mean score of 1.90. the respondents opined the industrial relations are moderate with the weighted score of 1.40/ 40% of respondents said that compensation is the main reason for industrial disputes where as remaining 50% opined bonus & welfare measures and 10% rights. The respondents respondents found to be highly highly dissatisf dissatisfied ied towards the orientation orientation classes in the company with the weighted mean score of -0.7. The respondents are having no opinion of neither agree nor disagree with the rewards system with the weighted mean score of 0.3. 100% of respondents need the changes in the company. The respondents are highly satisfied towards the job with a weighted mean score of 1046. The respondents are comfortable with a shift of 6 A.M to 2 P.M with the weighted mean score of 1.20. The respondents opined that the working conditions are good with the weighted score of 1.70. The respondents are undecided towards the health measures provided by the company and with the weighted mean score of 0.5. 60% of respondents are not satisfied with the safety measures provided by the company and remaining 40% are satisfied. The respondents found to be neither satisfied nor dissatisfied with the equality of food served at the canteen in the company. Majority of respondents felt that the interaction levels would be satisfied with the weighted mean score of 0.65. 70% of respondents opined that the company is not providing any loan facility. 60% of respondents opined that the token system in the company is good. The respondents are having a positive opinion towards of the attendance system with weighted mean score of 0.6. 60% of respondents said that the main reason for absenteeism is personal problem.
Suggestion The management has to attend the individual complaints seriously and take take action with in time The management may provide better compensation package in time when employees met with an accident The management may provide follow up orientation classes but it is suggestible to follow the supervisor induction classes along with the follow up orientation classes The managemen managementt has to impro improve ve the reward reward syste system m in both both aspect aspectss of monit monitory ory and non monitory. The monitory form of price amount rather than giving the torch lights, batteries the non monitory rewards in the form of impressive job titles and recognition. The managem management ent has to bring bring some some changes changes in produc productio tion n depart departmen mentt which which includ includes es the following aspects like establishment of new machinery infrastructure The management may provide better medical facilities including provision of medicines and availability of specialist doctors round the clock and ambulanc e facilities. Management can improve safety measures like providing of shoes, cap, Gloves and aprons to workers Management may proved loan facilities to workers which includes education loan, personal loan and transportation Management may take care to provide good quality of food for workers in the canteen equally with executives
ANNEXURES
QUESTIONAIRE EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES NAME: AGE: TOKEN NO: Are you satisfied the recruitment process in the company? (a) Yes (b) no If yes why: ------If no why: --------What is your on job transfer? (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)Dissatisfied (E) Highly dissatisfied How the management react with the complaints. (a) Very fast (b) fast (c) Moderate (e) Very slow
(d) Slow
4. The training imparted to the employee helps to improve their performance (a) Strongl Strongly y agree agree (b) Agree Agree (c) Neithe Neitherr Agree Agree nor disagr disagree ee (d) Disagr agree (e) Strong disagree
How the management reacts towards the punishment of the employee based on misconduct (a) Very strict (b) Strict (c) Normal (d) Loose (e) Very loose How do you feel about the industrial relations in the company? (a) Excellent (b) Very Good (c) Average (e)Very poor
(d) Poor
7. What is the the main reason for industrial disputes? (a)C (a)Com ompe pens nsat atio ion n (b) (b) Bonu Bonuss (c) (c) Welf Welfar aree meas measur ures es Do you satisfied with the orientation or induction classes in the company (a)S (a)Str tron ongl gly y Agre Agreee (b) (b) Agre Agreee (c) (c) neit neithe herr Agre Agreee nor nor Disa Disagr gree ee (d)Disagree (e) Strongly Disagree
(d) (d) Righ Rights ts
9. The reward in this company helps to motivate employees (a) (a) Stro Strongl ngly y Agree Agree (b) (b) Agree Agree (c) (c) Neit Neithe herr Agree Agree nor nor Disa Disagr gree ee (d)Disagr agree (e) Strongly gly Disagre gree 10.Do you need any changes in the company (a) Yes (b) no If yes why: ------If no why: --------11. Your opinion of overall job satisfaction (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d) Dissatisfied (e) Highly dissatisfied 12. Out of the following shifts of working which you feel comfort (a) 6-2 (b)2-10 (c)10-6 (d) General(8.15 to 4.30) 13.Your opinion regarding shifts (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 14.Your opinion on the working conditions prevailing in the company (a)Excellent (b) Good (c)average (d)poor (e) Very poor 15. The health measures Provided by the company is satisfied (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 16. Are you satisfied with the safety measures provided by the company (a) Yes (b) no If yes why: ------If no why: --------17. Are you satisfied with the quality of food served at canteen in the company (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 18. The interaction levels in the company would be satisfied (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 19. The company is providing p roviding any loan facility to the company (a) Yes (b) no If yes why: ------If no why: ---------
20. The token system in the company is good (a) Yes (b) no If yes why: ------If no why: --------21. The attendance of o f employees is considered strictly by the management (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 22. The reason for absenteeism in the company (a) Sickness (Family Problems
(c) functions
(d) others
23. Give some suggestions for the organization development -----------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
BIBILLOGRAPHY
BIBLIOGRAPHY 1. PERSONNEL/HUMAN RESOURCE MANAGEMENT -STEPHEN P.ROBBINS (Prentice-hall of India private ltd…, NEW DELHI) 2. PERSONNEL/HUMAN RESOURCE MANAGEMENT -P.SUBBA RAO (Himalaya publishing house, Mumbai) 3. HUMAN RESOURSE AND PERSONNEL MANAGEMENT -K.ASVATHAPPA ( Tata McGraw-Hill publishing company ltd…, New Delhi)
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