A

SUMMER TRAINING PROJECT REPORT

ON

“EMPLOYEE ENGAGEMENT”
IN EXIDE INDUSTRIES LIMITED

SUBMITTED IN PARTIAL FULFILMENT OF THE

REQUIREMENT
FOR THE
MASTER OF MANAGEMENT STUDIES
IN HUMAN RESOURCE

SUBMITTED BY
Ms. SNEHAL RAVINDRA JADHAV
ROLL NO. 22

Y.M.T. COLLEGE OF MANAGEMENT

KHARGHAR, NAVI MUMBAI – 410210
UNIVERSITY OF MUMBAI
2009-11
 A
SUMMER TRAINING PROJECT REPORT
ON
“EMPLOYEE ENGAGEMENT”
IN EXIDE INDUSTRIES LIMITED

SUBMITTED BY
Ms. SNEHAL RAVINDRA JADHAV
ROLL NO. 22

Y.M.T. COLLEGE OF MANAGEMENT

KHARGHAR, NAVI MUMBAI – 410210
UNIVERSITY OF MUMBAI
 2009-11

CERTIFICATE FROM INSTITUTION

This is to certify that Ms.Snehal Ravindra Jadhav has

undertaken and successfully completed the project entitled
“Employee Engagement” under our supervision. This work is
original and is being submitted as a part of the Summer
Internship Project in Third Semester postgraduate curriculum for
the academic year 2009-10.

The project contains true and complete information.

Research Guide
Director

Prof. Namita Mishra Dr. C.

Babu
 DECLARATION

I, Ms. Snehal Ravindra Jadhav hereby declare that the project on the
said subject i.e. “Employee Engagement”. Submitted to YMT
COLLEGE OF MANAGEMENT by me in partial fulfillment of the
requirement for the award of degree of Master of Management
Studies, is a bonafide work carried out by me under the supervision
and guidance of Mr. P. Chaoudhuri.

This work has not been submitted anywhere else for any other degree
or diploma. The original work was carried during the period of two
months from 12th May 2010 to 5th June 2010 at EXIDE
INDUSTRIES LIMITED.

Date: 5th June, 2010 Ms.Snehal Ravindra

Jadhav
Place: Mumbai
 ACKNOWLEDGEMENT

I, Miss. Snehal Ravindra Jadhav, the student of YMT College of

Management would like to extend my sincere gratitude to all those who have
guided and helped me in the successful completion of this project entitled
“Employee Engagement”. I would like to thank our Professors

I would like to thank our Dr.C.Babu , Director of YMT College of

Management.

I would also thank my faculty guide Dr. Namita Mishra and staff of YMT
College of Management for their assistance.

“Mr. J.K.Banerjee” and “Mr. Sachin Deshmukh” for their

encouragement, guidance, and constant motivation which served as a driving
force in the successful completion of the project.

In particular, I am grateful to “Mr. Pradip Chaudhary”, Chief

Executive, PM&IR Head of Exide Industries ltd, Taloja and “Mr. Anil
Chodankar, and Mr. N.C.Kolekar” for giving me the necessary
information, support, guidance, and insights about the practical situation
regarding climate prevailing in the organization and who in spite of his busy
schedules, took time to provide me with the requisite data. I am also specially
grateful to Mrs. Ranjani Pillai, Personnel, Exide Industries ltd.
 Last but not the least I would like to thank the employees of the
factory, Taloja that is, our respondents who openly discussed their views and
concerns, which helped us a great deal in shaping up the project to best of our
abilities

I am also thankful to all those seen and unseen hands and heads, which
have been of direct and indirect help in the completion of this project.

EXECUTIVE PRÉCIS

Human resource management (HRM) is the strategic and coherent

approach to the management of an organization's most valued assets - the people
working there who individually and collectively contribute to the achievement of
the objectives of the business. The terms "human resource management" and
"human resources" (HR) have largely replaced the term "personnel management"
as a description of the processes involved in managing people in organizations.
In simple words, HRM means employing people, developing their capacities,
utilizing, maintaining and compensating their services and most important
Industrial Relation in tune with the job and organizational requirement.

Industrial relations are the relationships between employees and

employers within the organizational settings. The field of industrial relations
looks at the particularly groups of workers represented by a union. Industrial
relations are basically the interactions between employers, employees and the
government, and the institutions and associations through which such
interactions are mediated.

The term industrial relations has a broad as well as a narrow outlook. Originally,
industrial relations was broadly defined to include the relationships and
interactions between employers and employees. From this perspective, industrial
relations covers all aspects of the employment relationship, including human
resource management, employee relations, and union-management (or labor)
relations. Now its meaning has become more specific and restricted.
Accordingly, industrial relations pertains to the study and practice of collective
bargaining, trade unionism, and labor-management relations, while human
resource management is a separate, largely distinct field that deals with nonunion
employment relationships and the personnel practices and policies of employers.

Industrial relations also includes the processes through which these relationships
are expressed (such as, collective bargaining, workers’ participation in decision-
making, and grievance and dispute settlement), and the management of conflict
between employers, workers and trade unions, when it arises.
This concept will help to diagnose the organization's problems and dysfunctions
since it measures the perceptions of the employees and evaluation of workplace
practices

Hence one has to make sure that all the needs of humans are given due
importance. In every work setting there are dozens of organizing forces
operating simultaneously on the behavior of employees. The needs of the
employees don’t just stop at Salary but goes beyond that ….. It also includes
work environment, work facilities, relationship with peers and seniors as well
as the food served at the canteen. While industrial/organizational psychology
is concerned specifically with the behavior of individuals in their jobs, the
understanding, prediction, and control of occupational behavior can only be
achieved through the context of the organization. It follows that any research
about personnel management practice must be considered in the context of the
organization and the effect it has on those working in that organization. One
of the better known ways of studying enterprises has been to measure
Organizational climate.
 Employee engagement is the thus the level of commitment and
involvement an employee has towards their organization and its values. An
engaged employee is aware of business context, and works with colleagues to
improve performance within the job for the benefit of the organization. The
organization must work to develop and nurture engagement, which requires
a two-way relationship between employer and employee.’ Thus Employee
engagement is a barometer that determines the association of a person
with the organization

This concept will help to diagnose the organization's problems and

dysfunctions since it measures the perceptions of the employees and evaluation
of workplace practice.

TABLE OF CONTENTS

Sr.No Particulars Page No

1 Introduction 1
2 Company Profile 3

3 What is Employee Engagement 8

4 Design Of Study 13

4.1 Objective of the study

4.2 Sample size and technique

4.3 Methodology
5 Analysis 16
6 Factor Analysis 24
7 Findings 28
8 Recommendations 49
9 Comparative Analysis 51
10 Epilogue 53
11 Webliography and bibliography 54
12 Annexure 55

11.1 Questionnaire.