Professional Documents
Culture Documents
1 INTRODUCTION
During the past decade, employee turnover has become a very serious problem
for organizations. Managing retention & keeping the turnover rate below target &
including norms is one of the most challenging issues facing business. All indications
point toward the issue compounding in the future and even as economic time change,
turnover will continue to be an important issue for most job groups. The causes of
turnover are not adequately identified & solutions are often not matched with the
causes, so the fail. Preventive measures are either not in place or do not target the
issue properly, and therefore have little or no effect, and a method for measuring
progress & identifying a monetary value (ROI) on retention does not exists in most
organizations. Managing employee retention is a practical guide for manager to retain
their talented employees. It shows how to manage & monitor turnover and how to
develop the ROI of keeping your talent using innovative retention program.
Employee are the most important and valuable asset of an organization.
Organizations today are doing their best to hold on to their employees. Retaining them
is as important as hiring them in the first place. Retention is the next challenge after
hiring the employees. Retention is important because to make good people stick in the
organization.
Employees today are different. They are not the ones who don’t have good
opportunities in hand. As soon as they feel dissatisfied with the current employer or
the job, they switch over to the next job. It is the responsibility of the employer to
retain their best employees.
Definition
1
FACTORS THAT AFFECTS RETENTION :
Shifting markets
Demands for specific skills
Business conditions
Demographics
Lifestyle changes
Technology issues
Trends in work life decision as employees needs change
2
IMPORTANCE OF EMPLOYEE RETENTION
Now that so much is being done by organizations to retain its employees why
is retention so important? Is it just to reduce the turnover costs? Well, the answer is a
definite no. it’s not only the cost incurred by a company that emphasizes the need of
retaining employees but also the need to retain talented employees from getting
poached.The process of retention will benefit an organization in the following ways:
3
even after this you cannot assure us of the same efficiency from the new
employee.
4
EMPLOYEE RETENTION CAN BE INCREASES BY
5
EMPLOYEE RETENTIONS STRATEGIES
The basic practices which should be kept in mind in the employee retention
strategies are:
Standing up for the Team: Team leaders are closest to their team
members. While they need to ensure smooth functioning of their team by
implementing management decisions, they also need to educate their managers about
the realities on the ground. When agents see the team leader standing up for them,
they will have one more reason to stay in the team.
Delegation: Many team leaders and managers feel that they are the only
people who can do a particular task or job. Therefore, they do not delegate their jobs
as much as they should. Delegation is a great way to develop competencies.
6
employees of how to manage responsibilities given to them so that they don’t feel
over burdened.
When asked about why employees leave, low salary comes out to be a
common excuse. However, research has shown that people join companies, but leave
because of what their manager’s do or don’t do. It is seen that managers who respect
and value employees’ competency, pay attention to their aspirations, assure
challenging work, value the quality of work life and when asked about why
employees leave, low salary comes out to be a common excuse. However, researcher
when asked about why employees leave, low salary comes out to be a common
excuse. However, research has shown that people join companies, but leave because
of what their manager’s do or don’t do. It is seen that managers who respect and value
employees’ competency, pay attention to their aspirations, assure challenging work,
value the quality of work life and provided chances fro learning have loyal and
engaged employees. Therefore, managers and team leader play an active and vital role
in employee retention.
Managers and team leaders can reduce the attrition levels considerably by
creating a motivating team culture and improving the relationships with team
members. This can be done in a following way:
1. Hire the right people in the first place.
2. Empower the employees: Give the employees the authority to get things done.
3. Make employees realize that they are the most valuable asset of the
organization.
4. Have faith in them, trust them and respect them.
5. Provide them information and knowledge.
6. Keep providing them feedback on their performance.
7
7. Recognize and appreciate their achievements.
8. Keep their morale high.
9. Create an environment where the employees want to work an have fun.
8
TIPS FOR EMPLOYEE RETENTION
The ability of the employee to speak his or her mind freely within the
organization is another key factor in employee retention.
Involve employees in decisions that affect their jobs and the overall direction
of the company.
Recognize excellent performance, and especially link pay to performance.
Provide the opportunities within the company for cross training and career
progression.
Provide opportunity for career and personal growth through training and
educations challenging assignments.
The quality of the supervisor an employee receives is critical to employee
retention
The ability of the employee to speak his or her mind freely within the
organization.
Talent & skill utilization is a key factor to seek employees in workplace.
Select right people
Offer an attractive, Competitive, Benefits package
Provide opportunities for people to share their knowledge via training
sessions, present actions, mentioning others & flexible house Retention tips
9
1.2 THE ADITYA BIRLA GROUP
Vision:
Mission:
Values:
Integrity
Commitment
Passion
Seamlessness
Speed
ABG is a 24 billion dollars corporation; the Aditya Birla Group is anchored by an
extraordinary force of 100,000 employees, belonging to 25 different nationalities. The
diversity of location, language and culture blends seamlessly into a common work
ethos, which hinges on fostering excellence, recognizing and rewarding
entrepreneurship.
ABG believes in empowerment, delegation and calculated risk taking. ABG’s
ongoing endeavor is to create an organizational ambience where talent can bloom. To
do so, ABG strives to make the workplace a source of creativity, innovation and one
that makes work meaningful.
ABG ensures that all the Group’s polices, forward – looking initiatives and
goals are fully communicated to all employees and that they understand and relate to
these. ABG’s commitment to their people is reflected in the sense of belonging and
pride every employee feels towards the Group and the passion and commitment they
bring to their work.
10
The Aditya Birla Group is India’s first truly multinational corporation. Global
in vision, rooted in Indian values, the group is driven by a performance ethic pegged
on value creation for its multiple stakeholders. Over 50 per cent of its revenues flow
from its operations across the world. The Aditya Birla Group’s products and services
offer distinctive customer solutions worldwide. The Group has operations in 20
countries - India, Thailand, Laos, Indonesia, Philippines, Egypt, China, Canada,
Australia, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg,
Switzerland, Malaysia and Korea.
In India, the Group has been adjudged “The Best Employer in India and
among the top 20 in Asia” by the Hewitt-Economic Times and Wall Street Journal
Study 2007. This has been announced recently.
In India:
11
• The 2nd largest in the Chlor-alkali sector
• Among the top 5 mobile telephone companies
• A leading player in Life Insurance and Asset Management
– Birla Sun Life.
Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success
does not come in the way of the need to keep learning afresh, to keep experimenting.
Beyond Business:
A value – based, caring corporate citizen, the Aditya Birla Group inherently
believes in the trusteeship concept of management. Part of the Group’s profits is
ploughed back into meaningful welfare – driven initiatives that make a qualitative
difference to the lives of marginalized people. These activities are carried out under
the aegis of the Aditya Birla Centre for Community Initiatives and Rural
Development, which is spearheaded by Mrs. Rajashree Birla.
12
PLANT PROFILE
A. P. Cement Works
Introduction:
UltraTech Cement Limited was formed effective July 2004, with the demerger
of Cement Division from Larsen & Toubro Limited, and was taken over by the Aditya
Birla Group and got merged into A.V.Birla Group of Industries.
13
• Rapid hardening Portland cement
• Sulphate resistant cement
1. Jarsuguda Orissa
2. Arakkonam Tamilnadu
3. Durgapur West Bengal
Cement Plants:
Grinding Units:
Magdalla Gujarat
Ratnagiri Maharashtra
14
ANDHRA PRADESH CEMENT WORKS
Even the acute shortage of power in the state did not hamper the construction
activities. The construction was completed totally with the help of diesel generating
sets. In view of the expected power shortage, APCW is provided with two diesel
generator sets of 24.6 MW (i.e., 2x12.3 MW) which is around 60% of total power
requirement of the plant. Now it also introduced Waste Heat Recovery Plant (4 MW)
and Thermal Power Plant (50 MW). This Plant has been set up with the coordinated
efforts of all its business groups, which minimized the problems during the execution
stage. The plant now started its Second Phase Construction.
Plant Capacity:
Even though the plant has started with an installed capacity of 6,000 TPD,
later- on the capacity has been enhanced to 8,000 TPD. The cement plant's installed
capacity is 2 million tones per annum (MTPA). APCW caters to the cement users in
the southern part of India. It is ideally located as far as the market is concerned.
15
Unique features of APCW:
Only cement plant in UltraTech Cement Limited, with a split location of entire
main plant on top of a hillock and the packing plant down the hill.
Only plant where the entire cement-loading rake of 40 wagons can be placed
on one stretch constructed on engine on load concept.
The RCC chimney at the plant is the tallest in the Indian cement Industry.
It has two vertical raw mills (Atox 50) having a roller diameter of 5 M these
are the biggest mills in the country.
First unit to implement computerized billing for cement loading.
Cement Machinery:
Complete range – from crushing to packing plants are supplied by Larsen &
Toubro’s Machinery Division, in Collaboration with F.L.Smitdth & co., Denmark.
Presently the largest capacity of 8000 TPD in a single line production in India.
High pressure roller presses for cement mill for cement grinding
Hydraulic drive coolax cooler with new generation CIS cooler inlet.
16
Efficient Pollution control equipments like ESPs, Bag Houses and Reverse air
Bag house at appropriate locations
The plant is certified by DNV of Netherlands as an ISO 9001, ISO 14001 and
OHSAS 18001 company. APCW manufactures Ordinary Portland Cement, Portland
Pozzolana Cement and Portland Blast Furnace Slag Cement, which is distributed
through a wide network of Authorized Stockiest.
Limestone is the major raw material in cement and is mined from captive
mines and crushed to the desired size fraction at a rated output of 1200 TPH. APCW
is having two vertical roller mills of rated capacity 265 tph @20% residue on 90-
micron sieve, each for raw material grinding. The raw meal is transported by bucket
elevator system to 22.4 m dia C.F.(Control flow)Silo with a capacity of 2100m3.
The coal used at APCW is either imported from South Africa / Australia /
Indonesia / China or procured indigenously. The coal required for burning into the
rotary kiln and calciner is pulverized in a vertical coal-mill with a capacity 71 tph at a
fineness of 15 % on 90 micron sieve. The coal-meal is stored in two fine coal bins,
one for kiln firing and the other for calciner firing. The coal meal is dedusted through
a bag filter.
The raw meal is taken to the top of the six stage preheater by bucket elevators
and fed into the kiln and calciner strings where heat transfer is done by counter
current method upto 95 - 99% degree of calcination is achieved before being fed into
the rotary kiln for further processing. The output of kiln is called clinker, which is
then cooled, in a cooler. The air cooled clinker is then transported through a deep pan
conveyor to the two clinker silos which each having capacity to store 1,50,000 tons
and 57,000 tons of clinker respectively. The raw mills and the rotary kiln system
exhaust gases are dedusted through Reverse Air Bag House.
17
The final stage is grinding of clinker and other additives into cement. There are
two cement mills with Roller Press of capacity 161 tph (on OPC basis) at a specific
surface of 3000 cm2/gm each. The cement mills are dedusted /vented through ESP’s
(Electrostatic Precipitators). APCW manufactures OPC, PPC & PSC. At APCW there
are six silos of 4600 m3 storage capacity for storing the cement.
The cement is packed in bags with the help of six electronic packers operating
round the clock. The packed cement is dispatched to various destinations by road and
rail. Dedusting of the packing machines is done by jet pulse filters. The material
handling conveyors at transfer points in the plant are vented /dedusted through dust
collectors.
CEMENT LIMITED:
Human Resource policy is managed at corporate level and unit levels. Major
policy and strategies in certain areas are formulated at Corporate HR. APCW
formulates the local level strategies and policies in line with the Corporate HR. HR
SET at UltraTech, APCW, implements both local level and corporate level HR
polices and strategies. Unit Head, Operations Head, Functional Heads and Unit
Personnel Manager are involved in formulating APCW polices and strategies.
Man power:
18
available departmental job description to ensure role clarity and to avoid role
ambiguity. The Central Personnel Dept. carries out the recruitment process.
The total employees in APCW are 444 covering all departments as on
26.06.2007, out of which 225 are in Officers and Supervisor Cadre, 44 are Monthly
rated employees and 175 are Daily rated employees. There are nearly 500 contract
labors working every day on casual basis.
People Management at UltraTech Cement Limited:
19
• Management Aptitude
• Leadership Behavior
The recruitment of Diploma Engineering Trainees (DET) and Graduate
Engineering Trainees (GET) are done at Central Personnel Department once in a year
through Campus Selections / advertisements in famous newspapers. The recruited
candidates are kept under probation for a period of 2 years and then are absorbed to
suitable cadre in the organization. During the probation period the absorbed
candidates are sent to each department to get acquainted with the departmental
activities and then they are sent to the other units of UltraTech Cement Limited for
proper orientation in the respective fields.
20
A. Survey – A Feedback Mechanism:
B. Participatory Mechanisms:
21
One of the success stories of UltraTech APCW is the existence of harmonious
work culture. Though the plant is situated in a volatile region, yet, not a single day is
lost due to industrial disturbances. The unit has witnessed continuously low rate of
absenteeism over the years. This was attained through sustained intervention such as
continuous training with wage board and contract workmen.
Training Setup:
Employment Avenue:
The employment potential of the company is about 3000 (both direct and
indirect). There were about 300 quarters in the township for employees and the
population was about 2000 including employees, contractors and others.
IR Scenario:
22
rendering various welfare measures and community development activities in the
surrounding villages of the factory under various government schemes.
India is the second largest cement producer in the world after China. The
present installed capacity of 119 million tones per annum is distributed over 113 large
size plant and over 300 mini cement plants.
The cement production raised from a mere 22.54 million tones per annum in
1982 to 95 million tones per annum by 2001, registered more than 200% growth.
“Economy builds the nation and industry builds the Economy”
Of the many industries influencing the growth of the economy, cement
industry has occupied a relevant position, which it deserves. Cement industry in India
is 8 decades old and yet it is in its youth as one can see the use of the cement anytime
and anywhere in cities or towns in the form of buildings or industries. Keeping in
view the importance of cement in the current economy, it can be said that no other
industry exits in the absence of cement industry.
History Of Cement:
23
The search for men made bonding materials began with human endeavor to
mimic the habits gifted by nature. Situations changed with growth in population
during Paleolithic Age men used to enjoy adequate shelter provided by nature.
The Bronze Age also witnessed the age of building materials from clay based
mixture. The Bronze Age also witnessed the use of air hardening lime. This obviously
linked with the discovery of fire and chanced calcinations of limestone in some forest
tracts.
In the evolutionary process the Phoenicians perfected the practice of mortar
preparation with the burnt lime and volcanic ash. The use of lime and its preparation
was handed over from generation to generation to present times.
Modern Portland Cement was invented by JOSEPH ASPDIA of LEEDS in the
year 1824 and this was patented as PORTLAND because of its hardening, this used to
look like stone from Isle of PortLand.
In modern terminology cement can be defined as follows:
“The word cement means BOND and material possessing binding. This
cementing property is called as Cement.” Cement as used in the construction industry
is a fine inorganic powder inherent, cohesive and adhesive properties. It is hydraulic
material, which sets and hardens on addition of water and imparts strength to the
structure.
24
RESEARCH METHODOLOGY
2.1 TITLE
2.2 INTRODUCTION
This methodology includes need of the study, objectives of the study, research
design, collection of data and the limitations of the study.
25
2.6 RESEARCH DESIGN
Descriptive Research:
This research includes surveys and facts finding enquires of different kinds.
The major purpose of descriptive research is that the research can only describe the
state of affairs existing at present in the organization. The main feature of this method
is that the researcher has no control over the extraneous variables called the
respondents as they are going to interview the employees of the organization in order
to perform study.They can only report what happened or what is happening. In social
science and business research, we quiet often use the terms “ex-post facto research”
for descriptive research studies, the researcher can discover and describe the causes
for various situations but they cannot control the situations.
26
27
2.8 DATA SOURCES AND COLLECTION
METHODS
1. Primary data
2. Secondary data
PRIMARY DATA
Primary data are those which are colleted a fresh and for the first time
& thus happen to be original in character.Primary data is obtained by the study
specially designed to fulfill the data needs to problem hand. Such data are original
in characters generated by the way of conducting survey.
SECONDARY DATA
Secondary data are those which have already been collected by someone
else and which have already been passed through the statistical process.The
Secondary data consist of reality available compendices already complied statistical
statements. Secondary data consists of not only published records and reports but also
unpublished records.
28
3 ANALYSIS AND INTERPRETATION
Introduction:
This question is incorporated in the questionnaire for the purpose of identifying the
duties and responsibilities of employees in Ultratech Cements Ltd.
Table 3.1
Graph 3.1
DUTIES AND RESPONSIBILITIES
60 52
NO.OF RESPONDENTS
50
40
40
30 PERCENTAGE
20
10 4 3
1
0
Strongly agree Agree Disagree Strongly Neither agree
disagree nor disagree
DIMENSIONS
Inference:
29
3.2 Company provides proper Authority, Responsibility, and
Accountability to employees.
Introduction:
Table3.2
Graph 3.2
AUTHORITY,RESPONSIBILITY,ACCOUNTIBILITY
50 46
NO.OF RESPONDENTS
40 35
30
PERCENTAGE
20
13
10 3 3
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 81% of the respondents have
accepted that they are assigned the job with authority responsibilities and
accountability to perform well. Around 16% of the respondents have not accepted the
statement.
30
3.3 Identified for new assignments organized by the company.
Introduction:
Employees are given new assignments based on their consultation and by training and
in this question it is to identify whether the employees are identified for new jobs or
not.
Table 3.3
Graph 3.3
50 44
NO.F RESPONDENTS
45
40
35
30 26
25 PERCENTAGE
20
13
15 10
10 7
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
31
3.4 Stress on employees converts into positive manner.
Introduction:
Employees face some sort of stress while performing assignments and in this question
it is to identify how stress is converted into a positive manner to complete the
assignments.
Table 3.4
Graph 3.4
50 44
NO.OF RESPONDENTS
45
40
35
30 26
25 PERCENTAGE
20
15 11 9 10
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
32
3.5 Job rotation leads to the individual improvement.
Introduction:
Job rotation refers employee moving from one job to another job and in this it is to
identify whether job rotation leads to the individual improvement and to
organizational benefit or not.
Table 3.5
Graph 3.5
JOB IS ROTATED
40 35
NO.OF RESPONDENTS
35 31
30
25
20 15 PERCENTAGE
15 10 9
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 66% of the respondents have
accepted that their job is rotated and led to both individual improvements and
organizational benefits around 25% of respondents have not accepted the
statement.
33
3.6. Superior identifies employee’s skills and potentials
Introduction:
Skills and potentials are required to perform a job effectively. This question is to
identify whether the superior identifies their skills are not and how the training is
impacted.
Table 3.6
Graph 3.6
50 44
NO.OF RESPONDENTS
45
40
35
30 26
25 20 PERCENTAGE
20
15
10 5 5
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
34
3.7. Company provides new opportunities apart from regular
assignments
Introduction:
Table3.7
Graph 3.7
50 44
NO.OF RESPONDENTS
45
40
35 29
30
25 19 PERCENTAGE
20
15
10 6
5 2
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
35
3.8 Superior guides to their subordinates as and when required.
Introduction:
Decision making is critical and essential to every employee and this question is to
identify whether the employees are allowed to take decisions or not and superior
provide guidance to them or not.
Table 3.8
Graph 3.8
SUPERIOR GUIDES ME AS AND WHEN REQUIRED
50 44
NO.OF RESPONDENTS
45
40
35 31
30
25 PERCENTAGE
20
15 12
10 6 7
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
36
3.9 HOD addresses grievances
Introduction:
Table 3.9
Graph 3.9
45 39
NO.OF RESPONDENTS
40
35
30 26
25
PERCENTAGE
20 14
15 11 10
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
37
3.10 Organization utilizes employee services effectively and
efficiently.
Introduction:
Table3.10
Graph 3.10
40 35
NO.OF RESPONDENTS
35
30 26
25
20 17 PERCENTAGE
15 12
10
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
38
3.11. Present job leads satisfaction to the employees.
Introduction:
Table 3.11
Graph 3.11
50 46
NO.OF RESPONDENTS
45
40
33
35
30
25 PERCENTAGE
20
15 11
10 6 4
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 79% of the respondents have
accepted that they derive satisfaction in performing the job. Around 17% of
respondents have not accepted the statement.
39
3.12. Seniors, colleagues and subordinates are very cooperative in the
organization
Introduction:
Graph 3.12
SENIORS,COLLEAGUES AND SUBORDINATES ARE VERY COOPERATIVE
50 46
NO.OF RESPONDENTS
45
40 35
35
30
25 PERCENTAGE
20 14
15
10
3 2
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
40
3.13. Employees are recognized and rewarded suitably by the
organization.
Introduction:
The employee recognition and rewarding plays an important role in motivating the
employees. So proper recognition should be given to the employees according to their
performance. This question is to identify whether they are recognized or not.
Table3.13
Graph 3.13
40 35
NO,OF RESPONDENTS
35
30
23
25
19
20 PERCENTAGE
15 11 12
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
respondents have accepted that they have been recognized and rewarded suitably
by the organization for their performance as per the policy. Around 30% of
41
3.14. Organization provides compensation based on qualification,
experience.
Introduction:
Compensation refers to giving an additional pay to the employees if any loss occurs.
This question is to identifying whether compensation commensurate with
qualification.
Table 3.14
DIMENSIONS NO.OF RESPONDENTS PERCENTAGE
Strongly agree 27 24
Agree 64 56
Disagree 17 15
Strongly disagree 3 3
Neither agree nor disagree 3 2
TOTAL 114 100.0
Graph 3.14
60 56
NO.OF RESPONDENTS
50
40
30 24 PERCENTAGE
20 15
10 3 2
0
Strongly agree Agree Disagree Strongly Neither agree
disagree nor disagree
DIMENSIONS
Inference:
42
3.15. Organization provides job security to the employees.
Introduction:
Table3.15
Graph 3.15
60
NO.OF RESPONDENTS
48
50
40 35
30 PERCENTAGE
20
8
10 5 4
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
43
3.16. Proud of working with ABG Group
Introduction:
ABG group is one of the major cement industries. It occupied third place in all
cement industries and this question is to identify how they feel working with ABG
group.
Table 3.16
Graph 3.16
60 53
NO.OF RESPONDENTS
50
40
30
30 PERCENTAGE
20
9
10 4 4
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference
From the above graph, it is observed that 83% of the respondents have
accepted that they have feel proud of working with ABG group. Around 13% of
respondents have not accepted the statement.
44
3. 17 ABG group provides career opportunities
Introduction:
Table 3.17
Graph 3.17
40 35
NO.OF RESPONDENTS
35
30 26
25
20 17 PERCENTAGE
15 13
9
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference
45
3.18 Organization provides health, accident and insurance policy to the
employees
Introduction:
The life is not guaranteed to anyone. So every employee needs the Insurance policies.
This question is to identify whether the employees are provided with health, accident
and insurance policy.
Table 3.18
Graph 3.18
50 44
NO.OF RESPONDENTS
45
40 35
35
30
25 PERCENTAGE
20
15 10
8
10
3
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 79% of the respondents have
accepted that they have been covered under the health and accident insurance policy
by the organization or by other insurance company. Around 11% of respondents have
not accepted the statement.
46
3.19 Organization is concerned about the health of the employees
Introduction:
Employee safety and health influence the productivity of the organization. Some
welfare facilities should provide to the employees. This question is to identify
whether the organization is concerned about the health of the employees or not.
Table 3.19
Graph 3.19
ORGANIZATION IS CONCERNED ABOUT THE HEALTH OF THE EMPLOYEES
45 39
NO.OF RESPONDENTS
40 35
35
30
25
PERCENTAGE
20
15 11 10
10 5
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 74% of the respondents have
accepted that the organization is concerned about the health of the employees
and their dependents in providing good health awareness programmers like
Pulse Polio heart checkups and eye checkups etc at regular intervals. Around
21% of respondents have not accepted the statement.
47
3.20. Organization extended transportation facilities to the township.
Introduction:
Transportation refers to getting the employees from one place to another .This
question is to identify that whether the transportation facilities provided to
township residents are at specified time or not.
Table 3.20
Graph 3.20
45 39
NO.OF RESPONDENTS
40 35
35
30
25
PERCENTAGE
20
15 9 10
10 7
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph, it is observed that 74% of the respondents have
accepted that they feel that the transportation facilities are extended to the
township residents in at specified timings by the organization and the transport
cell is arranging need based vehicles to the employees. Around 19% of the
respondents have not accepted the statement.
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3.21. Organization provides accommodation facility to the employees
Introduction:
Table 3.21
Graph 3.21
ACCOMMODATION FACILITY
50 44
NO.OF RESPONDENTS
45
40 35
35
30
25 PERCENTAGE
20
15
10 7 7 7
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
From the above graph,it is observed that 79% of the respondents have
accepted that they accommodation facility is provided to the employees based
on the availability of the quarter as per the policy. Around 14% of respondents
have not accepted the statement.
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3.22. Organization provides good education and the amenities to the
students.
Introduction:
Providing good education to children makes them to achieve the success in their
lives. This question is to identify whether the school provides good education and
amenities or not.
Table 3.22
Graph 3.22
40 35 35
NO.OF RESPONDENTS
35
30
25
20 PERCENTAGE
15 13
9 8
10
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMENSIONS
Inference:
50
3.23. Employees are familiar and satisfied about the recreation activities
facilitated by the organization.
Introduction:
Employees require some recreation activities to feel free and to reduce stress from
work. This question is to identify that whether the employees are satisfied with
recreation facilities provided by the organization.
Table 3.23
DIMENSIONS NO.OF RESPONDENTS PERCENTAGE
Strongly agree 40 35
Agree 40 35
Disagree 13 12
Strongly disagree 5 4
Neither agree nor disagree 16 14
TOTAL 114 100.0
Graph 3.23
RECREATION ACTIVITIES
40 35 35
NO.OF RESPONDENTS
35
30
25
20 PERCENTAGE
14
15 12
10
4
5
0
Strongly agree Agree Disagree Strongly disagree Neither agree nor
disagree
DIMSNSIONS
Inference:
51
FINDINGS
(1) It is observed that 92% of the respondents are aware of their duties and
responsibilities and only 5% of the respondents are not aware of their duties and
responsibilities.
(2) 81% of the respondents are assigned their job with Authority, Responsibility and
Accountability and only 16% of the employees have not accepted the same.
(3) 70% of the respondents are identified for new assignments and 23% of the
employees have not accepted the same.
(4) It is observed that 70% of the respondents converted their stress into a positive
manner while performing a task but 20% of the employees are unable to convert their
stress into a positive manner.
(5) 66 % of the respondents are satisfied about their job rotation and 25% of the
respondents are not satisfied about their job rotation.
(6) 70% of the respondents are accepted that their HOD identified their present skills
and potentials in performing the job and 25% of the respondents have not specified
this.
(7) It is observed that 73% of the respondents are provided new opportunities and
25% of the respondents are not provided new opportunities.
(8) 75% of the respondents are specified that they are asked to take decisions and their
superior guides the when required but 18% of the respondents have not specified this.
(9) It is observed that 65% of the respondents are accepted that superior addresses
their grievances and 21 % of the respondents have not accepted the same.
(10) 61% of the respondents have accepted that the organization utilizes their services
effectively and efficiently and 29% of the respondents have not accepted the same.
(11) It is found that 79% of the respondents are satisfied with their job and 17% of the
respondents are not satisfied with their job.
(12) 81% of respondents agreed that their seniors colleagues and subordinates are
very cooperative but 17% have not agreed the same.
(13) It is observed that 58% of respondents have been recognized and rewarded
suitably but 30% of the respondents have not recognized suitably.
(14) 80% of the respondents are known that the compensation commensurate with
their qualification but 18% of the respondents are not aware of this.
52
(15) It is found that 83% of the respondents feel a sense of job security and social
belongingness and 13% did not feel a sense of job security and social belongingness.
(16) It is found that 83% felt proud of working with ABG group and 13% have not
accepted the same.
(17) 71% have accepted ABG group provides career opportunities but 22% of the
respondents have not accepted the same.
(18) It is found that 79% of the respondents are covered under health and accident
insurance policy and 11% of the respondents are not covered under health and
accident insurance policy.
(19) 74% of the respondents specified that the organization is concerned about the
health of employees and their dependents but 21% have not specified this.
(20)It is observed that 74% of the respondents are satisfied about the transportation
facilities and 19% are not satisfied about the transportation facilities.
(21) 79% felt that accommodation facility is provided based on the availability at the
quarter and 14% have not accepted the same.
(22) It is observed that 70% of the respondents have accepted that school provides
good education and the amenities and 22% of the respondents have not accepted the
same.
(23) It is observed that 70% of the respondents are satisfied about the recreation
activities and 16% of the respondents have not satisfied with the recreation activities.
53
SUGGESTIONS
(1) 30% of the respondents are not identified for new assignments so extend their
assignments by providing proper training to the employees.
(2) 30% of the respondents are dissatisfied due to lack of recognition and rewards. A
positive recognition for work boosts the motivational level of employees. Recognition
can be made explicit by providing awards like best employee of the month.
(3) Provide opportunities for career personal growth through training and education,
challenging assignments and more.
(4 Identify the key performance areas of the individuals and conduct training
programmes to develop their skills and knowledge.
(5) Immediate resolution of the grievance is necessary otherwise it will effects the
productivity of the organization so immediate actions should be taken to resolve the
grievance of the employees.
54
BIBLIOGRAPHY
SITES :
WWW.HR.COM
WWW.GOOGLE.COM
WWW.QUESTIONNARIE.COM
BOOKS :
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