Employee Satisfaction Survey Tata Steel

CONT ACT :
Tata Steel Growth Shop(Design cell) Works

3rd Floor, Commercial Center Tata Steel Growth shop
TATA STEEL LIMITED Adityapur complex,
Jamshedpur 831001,Jharkhand,India P.O. Gamharia,
Tel:+91-657-2426950/2432162 Jharkhand 832108,India
Fax:+91-657-2431917 Tel:+91-657-6511388/2387512
1
EMPL OYEE S ATISF ACTION SUR VEY 2009
FOR
T ATA STEEL GR OWTH SHOP

J AMSHEDPUR
BY :
P AR VEEN SI NGH
TEL : +919958598663
GREA TER NOID A
2
India is considered as a developing country but at a slow pace, one of the
reasons for which is the misutilization of the resources in all respect. These
drawbacks can be overcome by sharpening our managing techniques,
promoting training and development programmes etc for the efficient
working of the organization and maintaining harmonious relations among
the employees of the hierarichal structure in the company. It is very
important for the employees to be satisfied and motivated so that they can
give their hundred percent to their work, to develop and prosper at a faster
pace.
Practically observation of an industrial functioning is an important method

in the study of management. It provides first hand information regarding the
functioning of an industry and different problems faced in the practical field.
Rapid growth of an industry and social awareness of labor have
necessitated labor welfare activities and relation between employees and
management. Employee’s satisfaction is an essential element for industrial
growth and increasing productivity and economy of the country.
The focus of my study is to take analytical study of employee’s satisfaction.
3
ACKNOWLED GE MENT
I wish to express my sincere gratitude to the Human

Resource department of TATA STEEL GROWTH SHOP for
allowing me to study the various functions of personnel
department as required for the making of the project.
It gave me an opportunity to understand the practical

aspects of the TGS. I am deeply indebted to
Mr. Amitabh Jha (Head HR/IR) and
Mr. Kenneth Ekka (senior manager HR/IR) for all the help,
cooperation and guidance given. I would specially thank Mr.
Ekka for sharing his knowledge, experience and spending
his precious time despite his busy schedule during my
summer training project at TGS.
Lastly, I feel privileged for getting an opportunity to

undergo training in an esteemed organization like TATA
STEEL GROWTH SHOP, JAMSHEDPUR.
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EXECUTIVE SUMMAR Y
Employee satisfaction generates a feeling of well being and
belongingness with the organization. The greater truth is the fact that in
a globally competitive environment, it is an effective tool that can
improve productivity and consequently impact the bottom line of the
company. Our topic of research “A study of employee satisfaction at
TATA GROWTH SHOP” aims at finding the different level of employee
satisfaction with respect to the service provided to them.
The dimensions which we have covered are Goals, The Job, The Work
Environment, Communication, Leadership and Management, Decision
Making, Rewards and Recognition, Training and development, Work
Discipline and The Company.
This survey was conducted in the following departments of TGS:

1. Machine Shop
2. Fabrication & Welding
3. Assembly
4. Maintenance
5. Quality Assurance
6. Security
7. Stores
8. Accounts
9. Human Resource/Industrial Relation
In the project, quantitative findings have been shown on the basis of the
survey done in the various departments. It has been presented
graphically as well as data wise. Qualitative findings have been done on
the basis of likes and dislikes of the employees regarding the company.
Data analysis have been done :

1. Dimension wise
2. Department wise
3. Work Experience wise
4. As a whole
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Recommendations and suggestions have been given on the basis of
findings and analysis
CONTENTS
 Intr oduction of Tata S teel

 Intr oduction of TGS
 Intr oduction of Pr oject T opi c
 Ob ject iv e of T he Pr oject
 Scope & Li mi ta tions
 Def init ion of Resear ch
 Ob ject iv e of T he Study
 Resear ch De si gn
 Samp le D es ign
 Co llec tion of Data
 Find ings & Anal ysi s
 Find ings : Quant it ati ve
: Qua li ta ti ve
 Anal ys is : Di men sion W ise
: Depar tment W ise
: Wor k Experi ence W ise
: Ov er al l
 Conc lu si on
 Reco mmenda tions
 Bi bl io g r aph y
A ppendix
 Information Regarding Calculations
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Consistent with the vision of the founder JAMSHEDJI TATA; Tata
steel strives to strengthen India’s industrial base through the
effective utilization of men and material. The means envisaged to
achieve this are high technology and productivity, consistent with
modern management practices.
Tata steel recognizes that honesty and integrity are essential

ingredients of a strong and stable enterprises, profitability
provides the main spark for economic activity.
Over all the company seeks to scale heights of excellence in all

that it does in an atmosphere free from fear, and one which
encourages innovativeness and creativity.
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We aspire to be the global steel industry benchmark
for
Value Creation and Corporate Citizenship.
We make the difference through:
• Our people, by fostering team work, nurturing

talent, enhancing leadership capability and acting
with pace, pride and passion.
• Our offer, by becoming the supplier of choice,
delivering premium products and services, and
creating value with our customers.
• Our innovative approach, by developing leading
edge solutions in technology, processes and
products.
• Our conduct, by providing a safe working place,
respecting the environment, caring for our
communities and demonstrating high ethical
standards.
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STR ATEG IC G OALS
 Create a culture of continuous learning and change
 Achieve world class status in services and products
 Reach the status of the most competitive steel producer
 Establish industry leadership
HUM AN RE SO UR CE POL IC Y
Tata steel recognizes that its people are the primary source of its
competitiveness. It is committed to equal employment opportunities for
attracting the best available talent and ensuring a cosmopolitan work force.
It will pursue management practices designed to enrich the quality of life its
employees, develop their potential and maximize their productivity. It will
aim at ensuring transparency, fairness and equity in all it’s dealings with its
employees. Tata steel will strive continuously to foster of openness, mutual
trust and team work.
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Backed by 100 glorious years of experience in steel making, Tata Steel is the
world’s 6th largest steel company with an existing annual crude steel
production capacity of 30 Million Tones Per Annum (MTPA). Established in
1907, it is the first integrated steel plant in Asia and is now the world’s
second most geographically diversified steel producer and a Fortune 500
Company.
Tata Steel has a balanced global presence in over 50 developed European and
fast growing Asian markets, with manufacturing units in 26 countries.
It was the vision of the founder; Jamsedji Nusserwanji Tata., that on 27th
February, 1908, the first stake was driven into the soil of Sakchi. His vision
helped Tata Steel overcome several periods of adversity and strive to improve
against all odds.
Tata Steel’s Jamshedpur (India) Works has a crude steel production capacity
of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company
also has proposed three Greenfield steel projects in the states of Jharkhand,
Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a
Greenfield project in Vietnam.
Through investments in Corus, Millennium Steel (renamed Tata Steel

Thailand) and Nat Steel Holdings, Singapore, Tata Steel has created a
manufacturing and marketing network in Europe, South East Asia and the
pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in
2008, has operations in the UK, the Netherlands, Germany, France, Norway
and Belgium.
Tata Steel Thailand is the largest producer of long steel products in

Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has
proposed a 0.5 MTPA mini blast furnace project in Thailand. Nat Steel
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Holdings produces about 2 MTPA of steel products across its regional
operations in seven countries.
Tata Steel, through its joint venture with Tata Blue Scope Steel Limited, has
also entered the steel building and construction applications market.
The iron ore mines and collieries in India give the Company a distinct
advantage in raw material sourcing. Tata Steel is also striving towards raw
materials security through joint ventures in Thailand, Australia,
Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an
agreement with Steel Authority of India Limited to establish a 50:50 joint
venture company for coal mining in India. Also,Tata Steel has bought 19.9%
stake in New Millennium Capital Corporation, Canada for iron ore mining.
Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-

chrome plant in South Africa and setting up of a deep-sea port in coastal
Orissa are integral to the Growth and Globalization objective of Tata Steel.
Tata Steel’s vision is to be the global steel industry benchmark for Value
Creation and Corporate Citizenship.
Tata Steel India is the first integrated steel company in the world, outside
Japan, to be awarded the Deming Application Prize 2008 for excellence in
Total Quality Management.
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PR ODUC TS
Tata Steel’ s J amshedpu r W or ks pr oduces hot and cold r olled coils

and sheet s, galvaniz ed sheet s, tubes, wir e r ods, constr uction
rebar’ s and bearings. I n an a ttemp t to 'discommodi ties' steel, T ata
Steel has intr oduced br ands lik e T ata Steelium (the w or ld' s fir st
br anded Cold R olled Steel), T ata S haktee (Galvaniz ed Cor r uga ted
Sheets), T ata Tiscon (r e-bar s), T ata Bearings, T ata Ag rico (hand
tools and implements), T ata W ir on (galvaniz ed wir e pr oducts), T ata
Pipes (pipes f or constr uc tion) and T ata Str uctur a (contempor ar y
const r uction ma terial).A pa r t fr om these pr oduct br ands, the
company also has in its f olds a ser vice br and called
“steeljunc tion”.
Cor us’ main oper ating division s comprise Strip Pr oducts, Long
Pr oducts and Distribu tion & Building System s Divi sion.
T he Na t Steel g roup pr oduces constr uc tion g rade steel suc h as

rebar’ s, ‘cut- and-bend’ ca ges f or constr uc tion, mesh, pr eca ge bor e
pile, PC wir es and PC str and.
Tata Steel T hailand pr oduces r ound bar s and def or med bar s f or the
const r uction indust r y.
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COR PO RATE S UST AIN AB IL ITY
Regarded globally as a benchmark in corporate social responsibility, Tata

Steel's commitment to the community remains the bedrock of its hundred
years of sustainability. Its mammoth social outreach programme covers the
company-managed city of Jamshedpur and over 800 villages in and around
its manufacturing and raw materials operations through uplift initiatives in
the areas of income generation, health and medical care, education, sports,
and relief.
The Company, fully conscious of its responsibilities to the future

generations, has always taken pro-active measures to ensure optimum
utilization of natural resources. This is reflected in the ISO-14001
certification that all its operations have achieved for environment
management. The SA 8000 certification for work conditions and
improvements in the workplace at the steel works in Jamshedpur, along with
its Ferro Alloys and Minerals Division, is a reiteration of its commitment
towards the Company's employees. Tata Steel has pioneered numerous
employee welfare measures such as the 8 hours working day and the three
tier joint consultation system of management which have been the platform
for nearly 80 years of industrial harmony in its Steel Works in Jamshedpur.
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AWARD S AND R EC OGNI TI ONS
• Tata Steel India awarded the Deming Application Prize 2008 for excellence in Total
Quality Management. It is the first integrated steel company in the world, outside
Japan to get this award.
• World Steel Dynamics has ranked Tata Steel as the world's best steel maker (for
two consecutive years) in its annual listing in February 2006.
• Tata Steel has been conferred the Prime Minister of India's Trophy for the Best
Integrated Steel Plant five times.
• It has been awarded Asia's Most Admired Knowledge Enterprise award five times
in 2003, 2004, 2006, 2007 and 2008.
• Conferred the prestigious Global Business Coalition Award for Business
Excellence in the Community in recognition of its pioneering work in the field of
HIV/ AIDS awareness.
• Tata Steel works has been conferred the prestigious social accountability (SA)
8000 certification by social. Accountability international (SAI), USA. It is the first
steel company in the world to receive this certificate.
• Corporate Sustainability Report of Tata Steel hailed by United Nation's
Environment Programme (UNEP) and Standard and poor as strongest, submitted
by any corporate house from emerging economies.
• Best governed company Award 2006 for setting high standards in governance
practices.
• Tata Steel won "Award for Corporate Social Responsibility in Public health" by US-
Indian Business Council (USIBC), Population Services International (PSI) and the
center for Strategic and International Studies (CSIS) in 2007.
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Tata Steel Growth Shop (TGS), a division of Tata Steel Ltd. is spread in an
area of more than 350 acres of land at Gamharia, Dist - Saraikela, about 16
Kms from Jamshedpur, 250 Kms from Kolkata in eastern part of India.
The complex houses 9 covered sheds covering an area of above 72000 Sq

meters. The main strength of the Growth Shop is its multidisciplinary
engineering approach for the Design, Manufacturing & Supply of high
precision equipment for various industrial sectors such as:
• Steel
• Aluminum
• Energy & Power
• Railways
• Cement
• Aviation & Space Research etc.
The Manufacturing facilities include an excellent machining facility, one of

the best in the country, a large & well equipped fabrication & welding shop
with crane lifting capacity of more than 100T, a big assembly shop to carry
any complicated precise assembly and a heat treatment shop.
Stringent Quality Control checks are ensured by a well equipped Quality

Assurance department having wide range of testing & Inspection facilities.
The best in class facilities are manned with highly skilled people in each
area from designing to manufacturing and quality inspection, thus delivering
the world class products.
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The product range include Steel plant equipment like Blast Furnace,
Torpedo Ladle Cars, Caster Equipment, Transfer Cars, Ladles, Rolling Mills
Equipment, Steel Melting Shop Equipment, Sponge Iron Plant Equipment,
EOT Cranes up to 500T Capacity, Pot Tending Machines for Aluminum
Industry, Diesel Locomotive Parts like 16 Cylinder & 6 Cylinder Engine
Blocks, Crank Case, Under Frame Kit, Floor Frame Assembly, Hydro &
Thermal Power Plant Equipment like Spiral Casing, Draft Tube, Pit Liners,
Rope Drums, Stator Frames, Fabricated Structures etc. One of the major
strength of TGS is its ability to deliver the products faster than the normal
market lead time. This had been possible with the tremendous
synchronization and control in the flow which could be achieved across the
functions and various facilities.
Commensurating with the above TGS has the customer Mantra of "Creating
Time Value for its Customers" and had been able to create substantial
benefits for the customers in terms of reducing the project lead time.
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ORGA NIZA TIO N ST RUCT UR E
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VAL UE D CUST OME RS OF TGS
Sector Product Customer
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Domestic STEEL Steel Plant Equipment & Bokaro Steel Plant
Spares
Bhilai Steel Plant
Rourkela Steel Plant
Durgapur Steel Plant
JVSL Steel Plant
JSPL Steel Plant
INDOMAG
VAI
Concast
MECON
Usha Martin
Salem Steel
Tinplate Company of India Ltd
NALCO
Aluminum Plant
Aluminum BALCO
Equipment & Spares
HINDALCO
Equipment for 2nd Launch
ISRO MECON
Pad
NICCO
Oil & Natural
Pressure vessels Engineers India Ltd.
Gas
IOCL, Haldia
EOT Cranes for Power
Thermal BHEL, Trichy / Delhi
Plant
Power
EOT Cranes equipment NPCIL, Mumbai
Equipment for Non
Nuclear Power BARC, Mumbai
Reactor Zone
Radial Gates, Flap Gates,
Jai Prakash Industries
etc
Draft tubes, Extra large
Tehri hydro power ltd.
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Exports Middle East
Steel Plant Equipment &
Saudi Iron & Steel, Middle East
Spares
Qatar Steel ,Middle East
Spares
Cement Plant Equipment Saudi Cement Company
Collector Bars Dubai Aluminum, Middle East
Chock, Rolls, Equipment Thyssen Steel, EUROPE

Europe
Crusher components Nordberg, EUROPE
UK VAI, UK
Spares
Roof Bolts, Crusher parts Mining Sector, Australia
Chocks, Rolls, etc. Steel Sector, Australia
Australia
Crust Breakers, Scoops,
Aluminum Sector, Australia
Collector bars, Rolls, etc.
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PR ODUC TS
INDU STR IA L E QU IP MENTS
F OR
COKE SINTER PLANT
 Coke Transfer car

 Daub Car
 Tar Catch Tank
 Electrostatic Tar Precipitator
 Stamp Charging & Pushing Machine
 Coke Breeze Scrapper
 Electric Locomotives
 Quenching Car
 Ram machine
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 Door Extractor
FO R
BLAST FURNACE
TGS has been involved in the up-gradation of the existing Blast Furnaces to higher
capacity as well as manufacturing of new ones.
Tata steel’s H-Blast furnace manufactured by TGS is the biggest blast furnace in India with
the capacity of about 3800 M3.
The various supplies for the blast furnace equipments includes:
 Blast Furnace Shells

 Hot Blast Stoves
 Dust Catcher
 Bustle Pipe
 Variable Throat Armour
 Uptake & Downcomer
 Scrubber
 Mudgun
 Revolving Distributor
 Rotaing Chute
 Larry Cars
 Hot Metal Cars
 Hot Blast Valve
 Slag Transfer Cars
 Torpedo Ladle Cars
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F OR
WIDE AND ROD
TGS offers a wide array of equipments for use in steel plants.
 Mill Drive Gear Boxes

 Stelmor Conveyor
 Two Arm Mandrel
 Housing Less Stands (Horizontal & Vertical)
 Coil Transfer Car
 Crop Shear
 Roll Changing Robot
 Side Looper
 Snap shear
 Reform Tub Station
 Billet Skid
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FO R
HOT STRIP MILL
 High Speed Slab Transfer Trolley

 Roller Table
 Rotating Trolley
 Slab Receiving & Furnace Charging Roller Table
 Various Types Of Roller Tables
 3-roller Lelever
 Loopers
 Roll Cooling System
 Down Coiler
 Roll Transfer Trolley
 Line (Bomb door stacker)
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FO R
COLD ROLLING MILL
TGS offers a wide array of equipments for use in steel plants.
 Recoiling Line
 Batch Annealing Furnaces
 Continuous Galvanizing Line
 Pickling Line
 Skin Pass Mill
 Tandem Cold Mill
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VARIOU S D EPAR TMENTS OF T GS
ASSE MBL Y
The Assembly Section undertakes shop assembly and testing of intricate and
complicated equipment, comprising of mechanical, structural, hydraulic,
pneumatic and electrical items. From gigantic cranes to highly sophisticated
equipment, TGS can handle a wide variety of jobs, through its unique
combination of engineering skills and technology, that is hard to match.
Bridle Roll for CRM
26
FAB RI CATIO N AN D WELD IN G
TGS has a large set up for Heavy Fabrication Assembly, where almost any
nature of complicated and heavy job can be carried out. The facility had
enabled TGS to carry out jobs like Class IV duty Hot Metal Ladle Cranes up to
260T capacity, Torpedo Ladle Cars to carry up to 320T, Mobile Launching Pad
with Bogie system weighing about 750 tons, Shells & Stoves for the Largest
Blast Furnace in India (capacity 3800 cubic meter), Sponge Iron Plants up to
500 tons per day capacity and many more.
A combination of meticulous training and experienced enables the TGS shop
floor team to utilize these excellent facilities for sustained high quality of
production.
No. of
Machine Capacity
Machines
Rolling / Bending Machine 125 mm max. Thickness (cold) 5100 mm max. width 5
Shearing Machine 25 mm x 3150 mm max. 2
Angle 150 x 150 x 18 mm, Rod 65 mm, Square 55

Angle Shearing Machine 1
mm
Press Brakes 500 t max. 3
Horizontal Presses 600 t max. 6
Vertical Presses 600 t 1
Drilling Machines 75 mm dia 3
Profile Gas Cutting Machine 300 mm thick 5000 mm max. width 4
Welding Generators & Transformers 75
Manipulators Up to 10 t 5
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GEAR MANUF ACTURING
The Growth Shop is equipped to design and manufacture custom-built gear-
boxes. It has some of the latest Gear Cutting Machines, Gear Grinding, Gear
Testing, Gear Hardening and Heat Treatment Facilities, so essential in making
highly accurate gears to international standards. Special processes have been
developed for cutting large diameter and module gears for application, such as
Rotary Kiln Girth Gears. Exacting inspection facilities guarantee a high degree of
pitch and profile accuracy.
DESCRIPTION Maximum Size
Outside Dia (mm) Width of Face (mm) Module
Spur Gears 3000 450 40
3000 - 375 19
Single and Double Helical - 324 17
Gears - 253 14
3000 325 on each side 17
200 12
Internal Gears 2800
245 10
630 ratio 1:5

Spiral bevel gears 95 11
450 ratio 1:1
Tooth flank grinding 1200 450 30
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HEA T TRE ATMENT
A versatile set of facilities for Heat Treatment include Normalizing, Stress
Relieving, Flame Hardening (Spin, Horizontal and Vertical Flame Hardening),
Quenching, Tempering and Carburizing.
Facilities - Heat Treatment
DESCRIPTION CAPACITY QTY
Furnaces
Gas Carburising Furnace 600 MM DIA X 2200 MM HEIGHT 1
1200 MM DIA X 1000 MM HEIGHT 1
Stress Relieving Furnace 4500 MM X 3280 MM X 1500 MM 1
880 MM DIA X 1500 MM HEIGHT 2
Hardening Machines
Spin Hardening Machine 800 MM DIA 1
Vertical Flame Hardening Machine 1
Horizontal Flame Hardening Machine 1200 MM DIA X 6000 MM LONG 1
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HORIZONT AL BORING
Horizontal Boring
Table Type Machines 13 Nos
Spindle Dia (mm) min 80
max 125
Table capacity max wt. 100t
size 10m x 10m
Floor Type Machines 08 Nos.
Spindle Dia (mm) min 130
max 200
30
CNC Horizontal Boring Machine CNC Poreba Horizontal Boring Machine
Horizontal Boring Machines Pama CNC Horizontal Boring Machine
L ATHE
No. of Lathe 46
Swing Over (mm) max 4500 min 255
Bed Length (mm) max 8000 min 250
Modular Lathe Ejector Drilling Machine
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Dinichi CNC Lathe Long bed high capacity Skoda Lathe
M ACH INI NG
Accuracy is the watchword in the machining section, which is equipped with

over a 100 precision Machine Tools, including the latest Computerized
Numerically Controlled (CNC) machines, Medium and Heavy Horizontal
Borers, Vertical Borers, Profile Turning Centers, Plano Millers, etc. TGS can
machine components of various weights and sizes, all the while maintaining
a very high degree of accuracy. Special care is taken in training the shop
floor team which operates these machines. It is this vital combination of
man and machine that makes each assignment taken up by the Growth
Shop, an exercise in precision, quality and guaranteed reliability.
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M ILL IN G
No of Machines 10
Max. Size (mm) 2800x2500x9000
33
Conventional Plano Miller
WMW CNC Plano Milling Machine
Q UAL ITY A SSU RAN CE
TGS has set for itself the most stringent quality specifications. It has its own
Quality Assurance department with testing facilities that include chemical,
physical and non-destructive testing as well as a metrology laboratory. It
also has ultrasonic, X-ray, Gamma Ray, Die Penetrant and Magnetic Particle
testing facilities. Besides, Growth Shop constantly pursues on the principles
of Total Productive Maintenance (TPM) & Total Quality Management (TQM)
that has the satisfaction of the customer as its prime focus. To this end, the
Tata Steel Growth Shop is certified to the prestigious ISO 9001 quality
34
certification as well as the ASME U-Stamp certification which puts TGS right
on par with the finest international suppliers of heavy engineering plants
and equipment.
SL
EQUIPMENT MAKE MODEL CAPACITY ACCURACY
NO
1 3D COORDINATE MEASURING LEITZ PMM 302016 3000X2000X1600 28+L/300 MICRONS

MACHINE
2 OPTICAL PROFILE PROJECTOR (550 BATY 100 TIMES 2 MICRON

MM SCREEN) MAGNIFICATION
3 OPTICAL MICRO ALIGNMENT TAYLER 20 MICRON

TELESCOPE HOBSON
4 SWEEP OPTICAL SQUARE TAYLER

HOBSON
5 SURFACE ROUGHNESS TESTER TAYLOR SURTRONIC 3P

HOBSON
MITITOYO
6 LASER MEASURING SYSTEM LMS 2000 0.1 MICRON
7 SLIP GAUGE CALIBRATOR MIKRONIX 0.5 TO 175 MM 0.01 MICRON
8 DIGITAL HEIGHT GAUGE MITITOYO 1000 MM 1 MICRON
OBJECT IVE OF T HE STU DY
The main objective of this study was to ascertain the different factors
which affect the level of satisfaction, morale and motivation of the
employees of an organization and the extent up to which those factors
influence the working of individuals of an organization.
35
The prime motive of carrying out this study was to ascertain the
various factors that are responsible for negatively motivating and satisfying
the employees and thereby what are its consequences.
Finally the prime objective behind this study is to find out the de-
motivating factors and suggest ways to remove them, so that the
employees are provided with a decent as well as satisfactory working
condition.
EMPL OYEE S ATISF ACTI ON
Employee satisfaction is a measure of how happy workers are with their job
and working environment. Keeping morale high among workers can be of
tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company. There are
many factors in improving or maintaining high employee satisfaction, which
wise employers would do well to implement.
36
To measure employee satisfaction, many companies will have mandatory
surveys or face-to-face meetings with employees to gain information. Both
of these tactics have pros and cons, and should be chosen carefully.
Surveys are often anonymous, allowing workers more freedom to be honest
without fear of repercussion. Interviews with company management can feel
intimidating, but if done correctly can let the worker know that their voice
has been heard and their concerns addressed by those in charge. Surveys
and meetings can truly get to the center of the data surrounding employee
satisfaction, and can be great tools to identify specific problems leading to
lowered morale.
Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel like part of a family or team. Holding
office events, such as parties or group outings, can help build close bonds
among workers. Many companies also participate in team-building retreats
that are designed to strengthen the working relationship of the employees in
a non-work related setting. Camping trips, paintball wars and guided
backpacking trips are versions of this type of team-building strategy, with
which many employers have found success.
37
Of course, few workers will not experience a boost in morale after receiving
more money. Raises and bonuses can seriously affect employee
satisfaction, and should be given when possible. Yet money cannot solve all
morale issues, and if a company with widespread problems for workers
cannot improve their overall environment, a bonus may be quickly forgotten
as the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make

certain they have a comfortable, clean break room with basic necessities
such as running water. Keep facilities such as bathrooms clean and stocked
with supplies.
38
While an air of professionalism is necessary for most businesses, allowing
workers to keep family photos or small
trinkets on their desk can make them feel more comfortable and nested at
their workstation. Basic considerations like these can improve employee
satisfaction, as workers will feel well cared for by their employers.
The backbone of employee satisfaction is respect for workers and the job
they perform. In every interaction with management, employees should be
treated with courtesy and interest. An easy avenue for employees to discuss
problems with upper management should be maintained and carefully
monitored. Even if management cannot meet all the demands of employees,
showing workers that they are being heard and putting honest dedication
into compromising will often help to improve morale.
39
FACT ORS IN FL UEN CI NG EMP LOYEE
SATISF ACTI ON
Several factors influence employee satisfaction. Each factor interacts

with the others, and
Collectively all factors contribute to employee satisfaction.
40
LIM ITATI ON S O F THE STU DY
We have concluded the following limitations from the given project:
 In the actual practice it is very difficult to satisfy each and every

individual.
 Satisfaction is a subjective term and it differs from one
individual to another.
 For some employees we found that the physical and social
environment in which they were working, was good and for
some it was unsatisfactory.
 Due to space and time constraint the survey was not covered
among all the employees of TGS, otherwise a more satisfied
index would have been possible.
41
RESEA RCH MET HO DOL OGY
In the project the research is conducted for the purpose to find out the
employee’s satisfaction level in TGS and the factors affecting the level of
employee’
s satisfaction.
OBJECTIVE OF THE RESEARCH STUDY:
The main objective of this study was to ascertain the different factors
which affect the level of satisfaction, morale and motivation of the
employees of an organization and the extent up to which those factors
influence the working of individuals of an organization.
The prime motive of carrying out this study was to ascertain the
various factors that are responsible for negatively motivating and
satisfying the employees and thereby what are its consequences.
Finally the prime objective behind this study is to find out the de-
motivating factors and suggest ways to remove them, so that the
employees are provided with a decent as well as satisfactory working
condition.
42
RESEARCH DESIGN
A research design is the arrangement of conditions for collection and

analysis of data, in a manner that aims to combine relevance to research
purpose with economy in procedure.
We have selected descriptive research study for our project. DRS are those
studies which are concern with describing the character of a particular
individual or of a group.
This RSD focuses attention on the following :-
 Formulating the objectives of the study.

 Designing the methods of data collection.
 Selecting the sample.
 Collecting the data.
 Processing and analyzing the data.
 Reporting the findings
SAMPLING
This deals with the methods of selecting items to be observed for

the given study. In the given project we have targeted the employees
working in TGS for the purpose of collection of data. The sampling
elements were the individual employees of the TGS. Our sampling size
were 147 employees in which 27 were supervisors and 120 were workers.
Our sampling plan was probability sampling also known as random

sampling or chance sampling. Under this sampling every item of the
universe has an equal chance of inclusion in the sample. Here it is blind
chance alone that determines whether one item or other is selected.
43
COLLECTION OF DATA
The task of data collection begins after the research problem has been
defined and the research design plan chalked out.
In this we had described about the sources of data collection, methods of

data collection and instruments of data collection
The various sources of data collection are:

 Primary sources: We approached to employees of TGS for the purpose
of surveying about the satisfaction level of the employees.
 Secondary sources: We visited to TGS websites, library and the last
year’s project on employee’s satisfaction.
The different methods of data collection are:
OBSERVATION METHOD: under this method the information is solved by the

way of investigator’s own direct observation, without asking from the
respondent. For this, we visited to the workshop and spent time with
the workers and supervisors during the working hours.
QUESTIONNAIRE: This method is quite popular particularly in the case of

big inquires ,in this method a questionnaire is given to the person
concerned with the request to answer the question and return it ,the
respondent has to answer the question on their own. For this, we had
prepared a questionnaire which is shown in the appendix.
INTERVIEW METHOD: It involves collection of data, presentation of oral-

verbal stimuli and reply in the terms of oral-verbal response. This can
44
be done with the help of personal interviews or telephonic interviews.
In this we interviewed the employees while they were filling the
questionnaire to find out their problems and satisfaction level.
DATA COLLECTION INSTRUMENTS
For collecting the data we have selected questionnaires and interview

method. In this we distributed the questionnaires to respondents and
personally interviewed them. We had prepared the questionnaire and we
met the employees personally for filling it and for interviewing them.
FINDINGS AND ANALYSIS:

In our research project we had shown our findings under the two broad
heads:
 Quantitative: In this, the findings are shown on the basis of questions
no.1 to question no. 48 from the questionnaire.
 Qualitative: In this, the findings are shown on the basis of subjective
questions (question no. 49 & 50).
In the analysis part we had done analysis on the basis of five major aspects,
which are:
 Dimension wise
 Department wise
 Work experience wise
 Over all
45
QUALIT ATIVE FINDINGS OF THE STUD Y
The qualitative findings are observed on the basis of likes and dislikes
of the employees of the TGS. It is based on all the dimensions taken
into account while doing the survey.
The likings of the employees regarding the company are as follows:
 Brand name
 Benefits
 Work environment
 Job security
 Credibility of the company
 Neatness
 Law abiding
 Proper work discipline
 Socially responsible
 Timely payments
The disliking of the employees regarding the company are as follows:

 Work pressure
 Poor promotion policies
 Misutilization of manpower
 Improper reward policies
 Poor recruitment policies
 Less cooperation of departmental heads
46
 Lack of recognition of work
 Lack of motivation
 Improper union management
 Maintenance problem in plant (leakage of the shed during rainy
season).
WOR K E XPER IE NCE WISE

0-10 YEARS OF EXPERIENCE
0-10 years of experience
5% 3% 11%
very low
35%
low
fair
high
very high
46%
47
7% 4%
18%
very low
34% low
fair
high
very high
37%
5% 7%
18%
26%
very low
low
fair
high
very high
44%
48
14% 4%
15%
very low
low
fair
high
29%
very high
38%
DEP AR TMENT WISE

• ASSEMBL Y\
WORKERS
14% 1% 7%
very low
low
fair
33% high
very high
45%
49
SUPERVISORS
5% 2%
24%
27% very low
low
fair
high
very high
42%
STRE NG TH & WE EK NESS

(ON THE BASIS OF DIMENSIONS)
ASSEMBLY
STRENGTH
1. THE COMPANY
2. WORK DISCIPLINE
3. WORK ENVIROMENT
4. GOALS
50
5. JOB
WEAKNESS
1. DECISION MAKING
2. REWARDS & RECOGNITIONS
3. LEADERSHIP & MANAGEMENT
4. COMMUNICATION
• MA CHIN E S HOP
WORKERS
13% 11%
19% very low

18%
low
fair
high
very high
39%
51
SUPERVISORS
4% 3%
17%
31% very low
low
fair
high
very high
45%
MACHINE SHOP
STRENGTH
1. GOALS
2. THE COMPANY
WEAKNESS
52
2. TRAINING & DEVELOPMENT
3. COMMUNICATION
FABRICA TION AND WELDING
WORKERS
1% 4%
17%
very low
44% low
fair
high
very high
34%
53
SUPERVISORS
4% 2% 6%
very low
36%
low
fair
high
very high
52%
FABRICATION & WELDING
STRENGTH
1. THE COMPANY
2. THE JOB
WEAKNESS
54
1. DECISION MAKING
3. GOALS
4. WORK DISCIPLINE
WORKERS ARE MORE DISSATISFIED AS COMPARED TO

SUPERVISORS
• MAINTEN ANCE
55
WORKERS
5% 7%
22%
22% very low
low
fair
high
very high
44%
SUPERVISORS
1% 1%
23%
31% very low
low
fair
high
very high
44%
MAINTENANCE
56
STRENGTH
1. COMMUNICATION
2. GOALS
3. WORK ENVIROMENT
WEAKNESS
WORKERS & SUPERVISORS BOTH ARE DISSATISFIED.
• QU ALITY ASSURANCE
57
SUPERVISORS
7% 2% 17%
very low
low
fair
37% high
very high
37%
• ST ORES
SUPERVISORS
5% 0% 8%
28% very low

low
fair
high
very high
59%
58
STRENGTHS
WEAKNESS
1. DECISION MAKING
3. COMMUNICATION
EMPLOYEES ARE MORE DISSATISFIE
SECURITY
59
WORKERS
9% 0% 12%
very low
low
fair
high
39%
40% very high
SUPERVISORS
0% 5% 6%
29%
very low
low
fair
high
very high
60%
SECURITY
60
WEAKNESS
1. WORK DISCIPLINE
2. GOALS
STRENGTHS
1. COMMUNICATION
2. THE COMPANY
SUPERVISORS ARE MORE SATISFIED AS COMPARED TO

WORKERS
61
• ACCOUNTS
SUPERVISORS
4% 0%
17%
41% very low
low
fair
high
very high
38%
• HUMAN RESOUR CE A ND INDUSTRIAL

RELA TIONS
SUPERVISORS
1% 4%
15%
very low
46% low
fair
high
very high
34%
62
ACCOUNTS
STRENGTH
1. THE JOB
2. GOALS
WEAKNESS
2. WORK DISCIPLINE
3. DECISION MAKING
IN THE ACCOUNTS DEPARTMENT SATISFACTION LEVEL IS

LESS
63
HR/IR
STRENGTHS
1. THE COMPANY
3. WORK ENVIROMENT
WEAKNESS
1. COMMUNICATION
2. WORK DISCIPLINE
64
DIMENSION WISE
• GO ALS
SUPERVISORS
0%
15% 4%
very low
40% low
fair
high
very high
41%
WORKERS
12% 3% 11%
very low
low
fair
high
36%
38% very high
65
• JOB
WORKERS
11% 2% 11%
very low
low
fair
high
38%
38% very high
SUPERVISORS
4% 4% 7%
very low
low
fair
44% high
41% very high
66
• WORK ENVIR ONMENT
WORKERS
10% 5%
11%
very low
low
fair
high
35%
very high
39%
67
SUPERVISORS
11% 4%
11%
very low
low
fair
high
33%
very high
41%
• COMMUNICA TIO N
WORKERS
13% 5%
19%
very low
low
fair
25% high
very high
38%
68
SUPERVISORS
0% 4%
26% 19%
very low
low
fair
high
very high
51%
• LEADERSHIP AND MAN AGEMENT
69
WORKERS
9% 6%
14%
27% very low

low
fair
high
very high
44%
SUPERVISORS
11% 4%
7%
very low
22%
low
fair
high
very high
56%
70
• DECISION MAKING
WORKERS
6% 10%
25%
23% very low
low
fair
high
very high
36%
SUPERVISORS
7% 4%
19%
22%
very low
low
fair
high
very high
48%
71
• REWARDS AND RECOGNITION
WORKERS
6% 9%
20%
24% very low
low
fair
high
very high
41%
SUPERVISORS
7% 4%
15%
very low
37%
low
fair
high
very high
37%
72
• TRAINING AND DEVEL OPMENT
WORKERS
6% 7%
23% 22%
very low
low
fair
high
very high
42%
SUPERVISORS
11% 0%
33%
very low
26% low
fair
high
very high
30%
73
• WORK DISCIPLINE
WORKERS
8% 3%
12%
very low
low
fair
33% high
very high
44%
SUPERVISORS
11% 4%
29%
very low
26% low
fair
high
very high
30%
74
• THE COMP ANY
WORKERS
2% 6%
19%
very low
33% low
fair
high
very high
40%
SUPERVISORS
0% 11%
30%
very low
low
fair
high
very high
44%
15%
75
OVERALL EMPL OYEES SA TISF ACTION
LEVELS
OVERALL EMPLOYEES SATISFACTION LEVELS
10% 5%
16%
very low
29% low
fair
high
very high
40%
76
CONCL USI ON
As a part of my PGDM curriculum I was required to undergo a six week

summer internship project. I am very grateful to TATA STEEL GROWTH
SHOP, JAMSHEDPUR for giving me an opportunity to do my project in their
esteemed organization. The duration of six weeks was a lot of learning and
pleasure mainly because of guidance and support that i received from the
Human Resource department and other employees of various sections.
TGS has an extremely cordial atmosphere which is very conducive for
growth, teamwork and efficient job performance. The atmosphere makes my
work easier. It has provided me with a rich experience of working with
people of different culture, backgrounds & levels, all working cordially in a
team. It has also exposed me to the industrial environment, professional
working styles, organizational systems & procedures.
In TGS, the employee’s satisfaction level is almost up to the mark but again
in few of its department the employees are not fully satisfied with the overall
working conditions. At the same time it has also been analyzed that the
company is taking proper measures and effective steps for the increment in
the satisfaction level of the employees that will consequently motivate them
better performance and the overall development of the company.
At last it can be said that though the study to measure the level of
satisfaction come to an end but still the scope are open for further research.
77
RE CO MMEN DATIO NS AND SU GGESTI ON S
After conducting the survey through questionnaire and interview methods

among the employees of the company, following recommendations and
suggestions can be given for the betterment of the satisfaction level of the
employees as well as the productivity of the department.
 Performance appraisal system should be effective for workers as well.

 Maintenance of plant is necessary specially during rainy season
(leakage of the shed).
 Availability of the required tools and equipments should be on time for
the successful completion of the job.
 Effective two-way communication should be maintained in the
company.
 Decision making and authorization of work should be delegated to the
workers to some extent.
 Necessary steps should be taken to avoid sound pollution. E.g.:
special equipments should be provided to the workers for the
protection of ears from noise pollution.
 Superior-worker relation should be verified.
 Rewards and recognition should be given to the deserving candidate
on time.
 Promotion policies should be re-defined.
 Medical facilities should be improved.
78
BIBL IO GR APH Y
(1) RESEARCH METHODLOGY (C.R. Kothari)

(2) T.G.S. LIBRARY
(3) S.N.T.I. and T.M.D.C. LIBRARY
(4) WWW.TATA STEEL.COM
(5) WWW.TATA GROWTH SHOP.COM
79
SUPPORTING FACTS
Question wise tables for each departments

Q-1
ARE YOU CLEAR ABOUT THE RESULTS EXPECTED OF YOU IN
YOUR JOB?
Fabricatio Quality
Machin n& Assembl Maintenanc Assuranc Securit Store Account HR/I
Department e Shop Welding y e e y s s R
W S W S W S W S W s W S W S W S W S
Very low
extent 4 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 2 0 0 0 2 0 0 0 0 1 1 0 0 0 0 0 0 1
Fair extent 15 2 8 1 12 1 6 0 0 3 1 0 0 2 0 2 0 0
High extent 9 1 19 2 15 1 8 3 0 1 1 2 0 1 0 0 0 2
Very high
extent 10 0 3 0 2 0 1 0 0 0 0 0 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-2
ARE YOU CLEAR ABOUT THE GOALS OF YOUR WORK UNIT?
Fabricatio Quality
80
Very low
extent 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 2 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 0
Fair extent 13 2 15 1 11 0 9 1 0 3 1 0 0 1 0 1 0 1
High extent 13 1 15 1 17 2 4 2 0 1 1 2 0 2 0 1 0 2
Very high
extent 9 0 0 1 4 0 2 0 0 0 0 0 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-3
ARE YOU CLEAR ABOUT THE OVERALL GOALS OF THE COMPANY?
Fabricatio Quality
Very low
extent 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 5 0 2 1 4 1 2 0 0 3 0 0 0 0 0 0 0 0
Fair extent 17 0 14 1 10 0 9 2 0 2 2 1 0 0 0 1 0 1
High extent 10 2 12 0 15 0 2 0 0 0 1 1 0 1 0 0 0 0
Very high
extent 7 1 2 1 3 1 3 1 0 0 0 0 0 2 0 1 0 3
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-4
ARE YOU INVOVLED IN THE GOAL-SETTING IN YOUR AREA OF WORK?
Fabricatio Quality
Very low
extent 0 0 5 1 2 0 1 0 0 2 0 0 0 0 0 0 0 0
Low extent 7 0 14 0 4 0 0 0 0 1 1 0 0 1 0 1 0 0
Fair extent 19 1 6 1 12 1 5 1 0 2 1 2 0 1 0 1 0 2
81
High extent 6 2 5 1 10 1 7 2 0 0 1 0 0 0 0 0 0 1
Very high
extent 8 0 0 0 4 0 1 0 0 0 0 0 0 1 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-5
ARE YOU SATISFIED WITH YOUR JOB ASSINGMENT?
Machine Fabrication Assembl Quality

Department Shop & Welding y Maintenance Assurance Security Stores Accounts HR/IR
Very low
extent 1 0 2 0 1 0 0 0 0 1 0 0 0 0 0 0 0 0
Low extent 6 0 4 0 4 0 1 2 0 0 0 1 0 0 0 0 0 0
Fair extent 21 2 9 1 7 1 7 0 0 2 2 1 0 3 0 1 0 0
High extent 5 1 11 2 12 1 5 1 0 2 1 0 0 0 0 1 0 2
Very high
extent 7 0 3 0 8 0 2 0 0 0 0 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-6
DOES YOUR JOB MAKE USE OF YOUR SKILLS AND ABILITIES?
Fabricatio Quality
Departmen Machin n& Assembl Maintenanc Assuranc Securit Store Account
t e Shop Welding y e e y s s HR/IR
Very low
extent 3 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 3 0 1 0 0 0 2 0 0 1 0 0 0 0 0 0 0 1
Fair extent 15 0 11 2 10 1 7 2 0 4 0 0 0 1 0 1 0 0
High extent 14 3 18 1 15 1 5 1 0 0 2 1 0 2 0 0 0 3
82
Very high
extent 5 0 0 0 5 0 1 0 0 0 1 1 0 0 0 1 0 0
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-7
DO YOU GET A SENSE OF ACCOMPLISHMENT FROM YOUR WORK?
Fabricatio Quality
Departmen Machin n& Assembl Maintenanc Assuranc Securit Store Account
t e Shop Welding y e e y s s HR/IR
Very low
extent 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 9 1 1 0 3 0 5 1 0 0 0 0 0 0 0 0 0 0
Fair extent 16 1 20 2 18 1 7 2 0 3 2 0 0 1 0 1 0 1
High
extent 8 1 8 1 9 1 3 0 0 2 1 2 0 2 0 1 0 1
Very high
extent 6 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-8
WOULD YOU LIKE TO CONTINUE IN YOUR CURRENT AREA OF WORK?
Very low
extent 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 1 2 0 1 0 7 1 0 0 0 0 0 0 0 0 0 0
Fair extent 15 1 19 1 9 0 3 0 0 5 0 0 0 1 0 1 0 0
High extent 6 1 8 2 16 2 5 2 0 0 2 2 0 2 0 1 0 3
Very high
extent 9 0 1 0 6 0 0 0 0 0 1 0 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
83
Q-9
DOES YOUR JOB,THROUGH VARIETY AND CHALLENGE,PROVIDE
OPPORTUNITIES FOR LEARING AND GROWTH?
Very low
extent 2 0 1 0 0 0 0 0 0 4 0 0 0 0 0 0 0 0
Low extent 7 0 0 0 2 0 0 0 0 0 0 0 0 0 0 1 0 0
Fair extent 11 2 5 1 4 0 7 2 0 1 1 0 0 2 0 0 0 2
High extent 10 0 23 2 19 1 6 1 0 0 2 2 0 0 0 1 0 2
Very high
extent 10 1 1 0 7 1 2 0 0 0 0 0 0 1 0 0 0 0
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Very low
extent 3 0 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 0 6 0 2 0 1 0 0 1 0 0 0 0 0 1 0 0
Fair extent 19 2 15 2 1 0 8 1 0 1 2 1 0 2 0 1 0 1
High extent 11 1 8 1 19 1 3 2 0 3 1 1 0 1 0 0 0 0
Very high
extent 3 0 0 0 9 1 2 0 0 0 0 0 0 0 0 0 0 3
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-10
IS THE ENVIRONMENT OF YOUR WORKPLACE SAFE CLEAN, HEALTHY
AND HYGIENIC?
84
Q-11
IS THE COOPERATION BETWEEN INDIVIDUALS AND DEPARTMENTS TO
GET THE JOB DONE?
Fabricatio Quality
Very low
extent 1 0 0 0 1 0 0 0 0 2 0 0 0 0 0 0 0 0
Low extent 15 0 0 0 2 0 4 0 0 0 0 0 0 0 0 1 0 0
Fair extent 12 1 18 1 6 1 4 2 0 1 1 0 0 1 0 0 0 2
High extent 6 2 12 2 18 0 5 1 0 2 2 1 0 2 0 0 0 2
Very high
extent 6 0 0 0 5 1 2 0 0 0 0 1 0 0 0 1 0 0
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-12
ARE YOU SATISFIED WITH YOUR TOTAL REMUNERATION PACKAGE
CONSIDERING YOUR DUTIES AND RESPONSIBILITIES?
Fabricatio Quality
85
Very low
extent 5 0 0 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0
Low extent 8 1 1 0 3 0 0 1 0 3 0 0 0 0 0 0 0 0
Fair extent 14 2 9 1 5 2 9 1 0 2 0 0 0 2 0 2 0 1
High extent 7 0 20 2 20 0 3 0 0 0 1 2 0 1 0 0 0 0
Very high
extent 6 0 0 0 4 0 1 0 0 0 2 0 0 0 0 0 0 3
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-13
ARE YOU SATISFIED WITH THE PERKS, CIVIC FACILITIES AND WELFARE
MEASURES PROVIDED BY THE COMPANY?
Fabricatio Quality
Very low
extent 5 0 0 0 0 0 1 1 0 1 0 0 0 0 0 0 0 0
Low extent 7 1 1 0 1 0 1 0 0 2 0 0 0 1 0 1 0 0
Fair extent 17 2 13 2 16 1 11 1 0 2 0 0 0 2 0 0 0 0
High extent 7 0 16 1 11 1 1 0 0 0 3 1 0 0 0 1 0 1
Very high
extent 4 0 0 0 4 0 1 1 0 0 0 1 0 0 0 0 0 3
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-14
ARE THE ROLES AND RESPONSIBILITIES OF PEOPLE IN YOUR
WORKPLACE CLEARLY DEFINED?
Fabricatio Quality
Very low
extent 7 0 0 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0
Low extent 6 2 3 0 3 0 3 0 0 1 0 0 0 0 0 1 0 0
86
Fair extent 14 1 18 1 5 1 5 2 0 2 1 0 0 2 0 1 0 1
High extent 6 0 9 2 19 0 6 1 0 0 2 1 0 1 0 0 0 2
Very high
extent 7 0 0 0 5 1 0 0 0 2 0 1 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-15
DOES YOUR JOB LEAVE YOU WITH SUFFICIENT TIME FOR YOUR
PERSONAL/FAMILY AND SOCIAL LIFE?
Fabricatio Quality
Very low
extent 4 0 0 0 1 0 1 0 0 2 0 0 0 0 0 0 0 0
Low extent 7 1 2 0 1 1 4 0 0 0 0 0 0 1 0 1 0 0
Fair extent 15 1 20 1 19 1 9 1 0 1 1 0 0 1 0 0 0 1
High extent 8 1 8 2 7 0 1 2 0 0 2 1 0 0 0 1 0 1
Very high
extent 6 0 0 0 4 0 0 0 0 2 0 1 0 1 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-16
DO YOU CONSIDER THE OVERALL CULTURE OF TATA STEEL FREE OF
UNDUE FEAR?
Fabricatio Quality
Very low
extent 6 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 6 1 5 0 4 1 2 0 0 3 0 0 0 1 0 1 0 0
Fair extent 17 1 16 3 10 0 9 0 0 2 1 0 0 1 0 0 0 1
High extent 8 1 8 0 10 1 4 3 0 0 2 2 0 1 0 1 0 1
Very high
extent 3 0 0 0 8 0 0 0 0 0 0 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
87
Very low
extent 5 0 0 2 0 0 0 0 0 2 0 0 0 0 0 0 0 0
Low extent 11 0 0 0 1 0 4 1 0 3 2 0 0 0 0 0 0 0
Fair extent 14 3 13 0 8 2 5 1 0 0 1 0 0 2 0 2 0 2
High extent 7 0 17 1 20 0 5 1 0 0 0 2 0 1 0 0 0 0
Very high
extent 3 0 0 0 3 0 1 0 0 0 0 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-17
DO YOU RECEIVE THE INFORMATION YOU NEED TO DO YOUR JOB WELL?
Q-18
DOES MANAGEMENT KEEP YOU WELL INFORMED ABOUT IMPORTANT
CORPORATE MATTERS OF GENERAL INTEREST?
Fabricatio Quality
Departme Machin n& Assembl Maintenanc Assuranc Securit Store Account HR/I
nt e Shop Welding y e e y s s R
Very low
extent 3 0 0 0 1 0 3 0 0 2 0 0 0 0 0 0 0 0
Low extent 17 2 8 0 4 1 3 0 0 1 0 0 0 0 0 1 0 0
Fair extent 10 1 20 2 14 1 6 3 0 2 3 0 0 2 0 1 0 1
High
extent 8 0 2 0 8 0 3 0 0 0 0 2 0 1 0 0 0 1
Very high
extent 2 0 0 1 5 0 0 0 0 0 0 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
88
Q-19
DO YOUR SUPERIORS WELCOME FREE AND FRANK COMMUNICATION
FROM BELOW?
Fabricatio Quality
Very low
extent 7 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 8 2 1 0 1 0 6 2 0 3 0 0 0 0 0 1 0 1
Fair extent 14 1 19 0 14 2 4 1 0 2 2 0 0 2 0 1 0 1
High extent 5 0 10 3 12 0 4 0 0 0 1 2 0 1 0 0 0 0
Very high
extent 6 0 0 0 4 0 1 0 0 0 0 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-20
IS MANAGEMENT WELL INFORMED ABOUT THE REAL PROBLEM YOU
FACE IN YOUR DEPARTMENT?
Fabricatio Quality
Very low
extent 5 0 0 0 1 0 0 0 0 1 0 0 0 0 0 0 0 0
Low extent 16 2 8 0 6 2 3 3 0 3 0 0 0 0 0 1 0 0
Fair extent 13 1 16 3 6 0 10 0 0 1 0 0 0 2 0 0 0 0
High extent 3 0 6 0 16 0 2 0 0 0 2 2 0 1 0 1 0 1
Very high
extent 3 0 0 0 3 0 0 0 0 0 1 0 0 0 0 0 0 3
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
89
Q-21
ARE YOU SATISFIED WITH THE GENERAL SPEED AND FLOW OF
COMMUNICATION IN THE COMPANY?
Fabricatio Quality
dept e Shop Welding y e e y s s R
Very low
extent 5 0 1 0 1 0 0 0 0 1 0 0 0 0 0 0 0 0
Low extent 12 1 2 0 0 0 2 2 0 4 1 0 0 0 0 0 0 1
Fair extent 12 2 18 3 14 2 9 1 0 0 1 0 0 2 0 1 0 0
High extent 7 0 9 0 13 0 2 0 0 0 1 2 0 0 0 1 0 1
Very high
extent 4 0 0 0 4 0 2 0 0 0 0 0 0 1 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-22
IN THE FINAL ANALYSIS,IS THERE EFFECTIVE ,TWO-WAY
COMMUNICATION IN THE COMPANY?
Fabricatio Quality
Very low
extent 5 0 0 0 1 0 1 0 0 2 0 0 0 0 0 0 0 0
Low extent 13 1 6 0 2 0 4 0 0 3 0 0 0 0 0 0 0 0
Fair extent 12 2 15 2 13 2 8 3 0 0 1 0 0 2 0 2 0 0
High extent 8 0 9 1 11 0 2 0 0 0 1 2 0 1 0 0 0 3
Very high
extent 2 0 0 0 5 0 0 0 0 0 1 0 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
90
Dept Shop & Welding y Maintenance Assurance Security Stores Accounts HR/IR
Very low
extent 5 0 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0
Low
extent 5 1 7 0 2 0 2 0 0 4 1 0 0 0 0 1 0 0
Fair
extent 17 2 10 1 5 2 7 2 0 0 0 0 0 2 0 1 0 1
High
extent 6 0 13 2 19 0 5 1 0 0 2 1 0 1 0 0 0 2
Very high
extent 7 0 0 0 6 0 1 0 0 0 0 1 0 0 0 0 0 1
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-23
DO YOUR SUPERIORS FOCUS ON TEAMBUILDING AND TEAM WORK?
Q-24
DO YOUR SUPERIORS ENCOURAGE YOU TO THINK INNOVATIVELY AND
CHALLENGE OUTMODED TRADITIONS AND PRACTICES?

dept Shop & Welding y Maintenance Assurance Security Stores Accounts HR/IR
Very low
extent 9 0 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 1 0 0 2 1 3 1 0 4 0 0 0 0 0 1 0 0
Fair extent 19 2 19 3 8 0 7 2 0 1 1 2 0 2 0 1 0 1
High extent 4 0 10 0 18 0 4 0 0 0 0 0 0 1 0 0 0 1
Very high
extent 4 0 0 0 4 0 1 0 0 0 2 0 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
91
Q-25
DO YOUR SUPERIORS DEVELOP THEIR SUBORDINATES THROUGH
APPROPRIATE DELEGATION AND COACHING?
Fabricatio Quality
Very low
extent 6 0 0 0 0 1 1 0 0 1 0 0 0 0 0 0 0 0
Low extent 10 0 6 0 2 0 3 0 0 3 0 0 0 0 0 1 0 0
Fair extent 14 3 22 3 10 1 7 2 0 2 1 0 0 3 0 0 0 0
High extent 8 0 2 0 17 0 3 1 0 0 1 0 0 0 0 1 0 2
Very high
extent 2 0 0 0 3 0 1 0 0 0 1 2 0 0 0 0 0 2
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-26
HAVE YOUR SUPERIORS IN THE FINAL ANALYSIS,BEEN SUCCESSFUL IN
CREATING A CLIMATE OF HIGH MOTIVATION,ACHIEVEMENT AND
EXCELLENCE IN YOUR AREA OF WORK?
Fabricatio Quality
Dept e Shop Welding y e e y s s R
Very low
extent 2 0 0 0 0 0 1 0 0 1 0 0 0 0 0 0 0 0
Low extent 14 2 3 0 2 0 5 0 0 2 0 0 0 0 0 1 0 0
Fair extent 14 1 15 2 9 2 6 1 0 2 1 0 0 1 0 1 0 1
High extent 6 0 12 1 16 0 3 2 0 0 1 0 0 2 0 0 0 3
Very high
extent 4 0 0 0 5 0 0 0 0 0 1 2 0 0 0 0 0 0
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
92
Q-27
ARE YOUR SUPERIORS FAIR AND EQUITABLE IN THEIR DEALINGS WITH
PEOPLE?
Fabricatio Quality
Very low
extent 7 0 0 0 0 0 2 0 0 2 0 0 0 0 0 0 0 0
Low extent 9 2 2 0 1 1 6 0 0 0 0 0 0 0 0 1 0 0
Fair extent 13 1 15 2 7 1 3 1 0 3 0 0 0 2 0 0 0 0
High extent 5 0 13 1 24 0 4 2 0 0 1 1 0 1 0 1 0 0
Very high
extent 6 0 0 0 0 0 0 0 0 0 2 1 0 0 0 0 0 4
Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4
Q-28
DO YOUR SUPERIORS ACT AS role models AND SET AN EXAMPLE FOR
OTHER TO FOLLOW?
Fabricatio Quality
Very low
extent 6 3 1
Low extent 8 1 2 1 6 1 2 2
Fair extent 16 2 25 1 11 2 6 2 2 1 1 1
High extent 2 5 14 2 2 1 1
Very high
extent 6 6 1 2
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
93
Q-29
ARE DECISION IN THE COMPANY MAKE AT THE APPROPRIATE LEVEL?

Very low
extent 7 1 1 1 1
Low extent 10 2 3 4 1 4
Fair extent 17 2 21 2 14 6 2 1 1 1 1
High extent 9 7 1 8 2 1 2 2 1 1
Very high
extent 3 7 2 2
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 2
Q-30
ARE DECISIONS IN THE COMPANY MADE PROMPTLY?
Fabricatio Quality
Very low
extent 3 1 1
Low extent 15 2 5 2 1 5 1
Fair extent 12 1 15 2 11 2 4 1 2 1 1
High extent 6 9 1 13 11 1 2 2 1 1
Very high
extent 4 5 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
94
Q-31
DO YOUR SUPERIORS INVOLVE YOU IN DECISIONS DIRECTLY RELATED
TO YOUR AREA OF WORK?
Fabricatio Quality
Very low
extent 7 1 1 2
Low extent 13 2 7 3 4 1 2 1
Fair extent 12 1 20 3 10 2 8 1 3 1 3 1 2
High extent 2 2 14 1 1 2 2 1
Very high
extent 6 4 1
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-32
ARE YOU EMPOWERED TO MAKE AND IMPLEMENT YOUR OWN
DECISIONS IN YOUR AREA OF WORK?
Fabricatio Quality
Very low
extent 7 1 1 4 1
Low extent 17 2 1 1 3 4 1 1
Fair extent 9 23 2 10 2 6 1 4 1 2 1 1
High extent 2 5 15 1 1 2 2 1
Very high
extent 5 4 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
95
Q-33
HAVE YOUR PERFORMANCE APPRAISALS BEEN FAIR?
Fabricatio Quality
Very low
extent 7 2 5
Low extent 14 6 3 4 3 5
Fair extent 13 3 16 14 1 5 3 1
High extent 6 14 1 2 3 1 3 1 3
Very high
extent 4 1 1
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 2
Q-34
ARE THERE CLEAR CRITERIA FOR GIVING REWARDS?
Fabricatio Quality
Very low
extent 7 5
Low extent 18 6 3 1 3 2 1
Fair extent 10 3 19 3 9 6 2 3
High extent 2 5 18 1 1 3 2 1 1 1 2
Very high
extent 3 2 1 1 2
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
96
Q-35
IS CREDIT FOR WORK WELL DONE GIVEN TIMELY?
Fabricatio Quality
Very low
extent 8 0 0 0 0 4 0 0 0 0 0 0
Low extent 15 1 5 0 3 1 5 2 2 0 1 0 1 1
Fair extent 13 1 23 2 13 1 5 1 3 3 0 2 1 0
High extent 2 1 2 1 13 0 1 0 0 0 0 1 0 2
Very high
extent 2 0 0 0 3 0 0 0 0 0 1 0 0 1
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-36
ARE REWARDS AND RECOGNITION GIVEN TO THOSE WHO TRULY
DESERVE THEM?
Fabricatio Quality
Very low
extent 6 0 1 0 0 5 0 1 0 0 0 0 0
Low extent 11 1 9 0 6 1 5 1 4 0 0 0 1 0
Fair extent 17 2 18 2 13 1 3 0 0 3 0 3 0 1
High extent 3 0 2 1 11 0 1 2 0 0 1 0 1 2
Very high
extent 3 0 0 0 2 0 1 0 0 0 1 0 0 1
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
97
Q-37
ARE REWARDS,IN GENERAL,GIVEN ON THE BASIS OF MERIT AND
PERFORMANCE?
Fabricatio Quality
Very low
extent 3 2 1 0 1 0 5 0 0 0 0 0 0 0
Low extent 15 1 12 1 5 0 4 1 2 0 0 1 1 1
Fair extent 13 0 13 2 11 2 6 2 2 1 0 1 1 0
High extent 3 0 4 0 10 0 0 0 1 1 2 1 0 0
Very high
extent 6 0 0 0 5 0 0 0 0 1 0 0 0 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-38
DO YOU REGARD THE NON-MONETARY REWARDS GIVEN IN THE
COMPANY AS SUFFICIENTLY ATTRACTIVE?
Fabricatio Quality
Very low
extent 4 1 0 0 0 0 3 0 0 0 0 0 0 0
Low extent 13 2 1 0 3 1 7 1 1 0 0 1 2 0
Fair extent 14 0 23 2 14 1 4 0 2 1 0 1 0 0
High extent 6 0 6 1 10 0 2 2 2 2 2 1 0 1
Very high
extent 3 0 0 0 5 0 0 0 0 0 0 0 0 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
98
Q-39
ARE YOU SATISFIED WITH THE OPPORTUNITIES FOR ADVANCEMENT TO
HIGHER LEVELS?
Fabricatio Quality
Very low
extent 5 0 0 0 0 0 2 0 0 0 0 0 0 0
Low extent 14 3 6 0 1 0 6 2 3 0 0 1 1 0
Fair extent 12 0 14 1 12 0 6 1 2 2 0 1 1 1
High extent 5 0 10 2 14 2 1 0 0 1 1 1 0 0
Very high
extent 4 0 0 0 5 0 0 0 0 0 1 0 0 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-40
DOES COMPANY ATTACH GENUINE IMPORTANCE TO TRAINING ALL ITS
EMPLOYEES?
Fabricatio Quality
Very low
extent 6 0 0 0 1 0 4 0 1 0 0 0 0 0
Low extent 13 1 7 0 1 0 8 2 2 1 0 1 1 0
Fair extent 15 2 15 1 20 0 3 1 2 1 0 2 1 2
High extent 4 0 8 2 7 2 0 0 0 1 1 0 0 2
Very high
extent 3 0 0 0 3 0 0 0 0 0 1 0 0 0
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
99
Q-41
ARE YOU SATISFIED WITH THE ATTENTION GIVEN TO YOUR TRAINING
AND DEVELOPMENT NEEDS?
Fabricatio Quality
Very low
extent 6 0 1 0 0 0 2 0 0 0 0 0 0 0
Low extent 14 0 6 1 2 0 6 1 2 1 0 0 2 0
Fair extent 16 2 21 2 11 1 5 0 3 1 0 2 0 2
High extent 2 1 3 0 16 1 2 2 0 1 1 1 0 2
Very high
extent 2 0 0 0 3 0 0 0 0 0 1 0 0 0
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-42
ARE YOU SATISFIED WITH THE IN-HOUSE FACILITIES FOR TRAINING
EMPLOYEES?
Fabricatio Quality
Very low
extent 3 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 0 2 0 1 0 2 0 1 1 0 0 1 1
Fair extent 16 2 21 1 14 2 7 3 4 1 0 3 1 0
High extent 11 1 7 2 15 0 3 0 0 1 1 0 0 3
Very high
extent 6 0 0 0 2 0 3 0 0 0 1 0 0 0
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
100
Q-43
ARE YOU SATISFIED WITH THE OVERALL QUALITY OF TRAINING
PROVIDED BY:
*SNTI
*TMDC
*YOUR DEPARTMENT
*YOUR SUPERIORS AS A MENTOR
Fabricatio Quality
Very low
extent 2 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 0 0 0 2 0 3 1 2 1 0 0 1 0
Fair extent 19 2 14 1 11 0 5 0 3 1 0 1 1 1
High extent 8 1 16 2 16 2 4 2 0 1 1 2 0 1
Very high
extent 7 0 0 0 3 0 2 0 0 0 1 0 0 2
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-44
ARE THE STEPS TO BE FOLLOWED IN ENFORCING DISCIPLINE CLEARLY
DEFINED AND UNDERSTOOD?
Fabricatio Quality
Very low
extent 4 0 2 0 1 0 0 0 1 0 0 0 0 0
Low extent 10 2 2 0 5 1 4 0 2 1 0 1 2 1
Fair extent 15 0 13 3 8 1 9 3 1 1 0 1 0 0
High extent 8 0 14 0 13 0 3 0 1 1 0 1 0 2
Very high
extent 3 1 0 0 5 0 0 0 0 0 2 0 0 1
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
101
Q-45
IS PROPER WORK DISCIPLINE MAINTAINED IN YOUR DEPARTMENT?
Fabricatio Quality
Very low
extent 4 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 4 0 0 0 1 0 2 2 0 0 0 1 1 0
Fair extent 15 0 16 2 6 2 10 1 5 2 0 1 1 0
High extent 11 1 14 1 19 0 3 0 1 1 0 0 0 1
Very high
extent 6 2 0 0 6 0 0 0 0 0 2 1 0 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
Q-46
Do you get the support you need from the personnel division for enforcing
or maintaining proper work discipline?
Fabricatio Quality
Very low
extent 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Low extent 7 0 0 0 0 0 1 0 3 0 0 1 0 0
Fair extent 16 2 9 0 5 0 4 1 2 1 0 1 1 0
High extent 8 0 17 1 13 2 9 2 0 2 0 1 1 1
Very high
extent 9 1 4 2 14 0 1 0 0 0 2 0 0 3
Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4
102

Employee Satisfaction Survey Tata Steel

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Employee Satisfaction Survey Tata Steel

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CONT ACT :

Tata Steel Growth Shop(Design cell) Works

T ATA STEEL GR OWTH SHOP

GREA TER NOID A

Practically observation of an industrial functioning is an important method

The focus of my study is to take analytical study of employee’s satisfaction.

I wish to express my sincere gratitude to the Human

It gave me an opportunity to understand the practical

Lastly, I feel privileged for getting an opportunity to

This survey was conducted in the following departments of TGS:

Data analysis have been done :

 Intr oduction of Tata S teel

Tata steel recognizes that honesty and integrity are essential

Over all the company seeks to scale heights of excellence in all

We make the difference through:

• Our people, by fostering team work, nurturing

Through investments in Corus, Millennium Steel (renamed Tata Steel

Tata Steel Thailand is the largest producer of long steel products in

Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-

Tata Steel’ s J amshedpu r W or ks pr oduces hot and cold r olled coils

T he Na t Steel g roup pr oduces constr uc tion g rade steel suc h as

Regarded globally as a benchmark in corporate social responsibility, Tata

The Company, fully conscious of its responsibilities to the future

The complex houses 9 covered sheds covering an area of above 72000 Sq

The Manufacturing facilities include an excellent machining facility, one of

Stringent Quality Control checks are ensured by a well equipped Quality

Sector Product Customer

Collector Bars Dubai Aluminum, Middle East

Chock, Rolls, Equipment Thyssen Steel, EUROPE

 Coke Transfer car

The various supplies for the blast furnace equipments includes:

 Blast Furnace Shells

TGS offers a wide array of equipments for use in steel plants.

 Mill Drive Gear Boxes

 High Speed Slab Transfer Trolley

TGS offers a wide array of equipments for use in steel plants.

Bridle Roll for CRM

Shearing Machine 25 mm x 3150 mm max. 2

Angle 150 x 150 x 18 mm, Rod 65 mm, Square 55

Press Brakes 500 t max. 3

Horizontal Presses 600 t max. 6

Vertical Presses 600 t 1

Drilling Machines 75 mm dia 3

Profile Gas Cutting Machine 300 mm thick 5000 mm max. width 4

Welding Generators & Transformers 75

DESCRIPTION Maximum Size

Outside Dia (mm) Width of Face (mm) Module

Spur Gears 3000 450 40

630 ratio 1:5

Tooth flank grinding 1200 450 30

Facilities - Heat Treatment

DESCRIPTION CAPACITY QTY

Gas Carburising Furnace 600 MM DIA X 2200 MM HEIGHT 1

1200 MM DIA X 1000 MM HEIGHT 1

Stress Relieving Furnace 4500 MM X 3280 MM X 1500 MM 1

880 MM DIA X 1500 MM HEIGHT 2

Spin Hardening Machine 800 MM DIA 1

Vertical Flame Hardening Machine 1

Horizontal Flame Hardening Machine 1200 MM DIA X 6000 MM LONG 1

Table Type Machines 13 Nos

Spindle Dia (mm) min 80

Table capacity max wt. 100t

size 10m x 10m