INTRODUCTION OF THE STUDY

HR Audit refers to an examination and evaluation in policies, procedures and practices to determine the effectiveness and efficiency of Human Resource Management. It determines what should or should not be done in the future as a result of such measurement. It measures the mission, objectives, strategies, policies, procedures, programs, and activities of HRM. It is used to evaluate the performance of the personnel staff and employees. By performing this task, we can know the actual performance of the company. The company which is performing certain HR activities will direct to attaining their objectives. HR audit will identifies the errors and it devices a solution for their. It is a mandatory task by an organization, if they want to develop their HRM in future. It verifies all the activities which are undergoing in the organization and identifies the errors to give a proper solution. It reflects the organization for the development of HRM in future. By undergoing HR audit regularly in reorganization the efficiency levels of the personnel staff and employees will improve. An HR Audit should be done once in 6 months, so that the organization will be effective. It rectifies the problems and errors which have been arrived in the organization. It certainly reduces the errors and makes an effective HRM. My personal reason for taking this project is by doing HR Audit we can know the overall performance of the organization. It clearly explains the things “what should be or should not be done, what are the things should (or) should not be done for attaining development in both employee and managerial point of view. HR Audit is very important task to know their efficiency of HR Activities. Among all the topics of HRM, HR Audit plays a vital role in the organization. The reasons for taking this project are

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1. It evaluates the performance of personnel staff and employees. It determines the performance of the employees. From the basis of there results, we can do Performance Appraisal. 2. It rectifies the problems (or) errors arise in the organization and the employees need motivation to develop themselves. What type of motivation can be known by making HR Audit. 3. HR Audit examines the entire HR department and all HR Activities. So, we can gain knowledge of all the activities undergone. 4. HR Audit is involved with all the HR Departments, so we can know the levels of employee job satisfaction levels by making interaction with them through questionnaire.

So, HR Audit is linked with all the necessary HR Activities. By selecting one topic (or) HR Activities, we can gain knowledge about that topic itself. But, by doing HR audit we can gain knowledge about all the HR Activities. HR Audit results in gaining the overall knowledge of HRM in the organization. It is very important for the organization to know their efficiently of HRM. It results to gain knowledge from the manager and managee’s point of view. HR Audit is a mixture of all HR activities in every point of view. By making HR Audit, we can know about whole HRM briefly rather than going for taking one topic and know about that.

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The need of the audit is to reveal the strengths and weaknesses of the organization to solve their problems. This audit helps us to know the opinions of the employees towards the organization in which they are working. The organization can identify and solve the problem of the employees to achieve their goals. By studying this topic, we can know the overall knowledge about HRM in an organization.

OBJECTIVES OF THE STUDY
• • • • • To evaluate the strengths and weaknesses of the organization. To identify and finding the solutions for the occurrence of the problems by the employees. To know the opinions of the employees towards organization. To gain knowledge from the manager and managee’s point of view To gain the overall knowledge of Human Resource Management of an organization.

SCOPE OF THE STUDY
Employees play a vital role in determining the scope of the study. It gives a broader way to understand Human Resource Management and gives tremendous knowledge about all elements. It relates to each and every element in HRM and determines the way to do in the organization. It also provides scope to understand the environmental conditions in the organization. The study depends upon the opinions of the employees working in the organization. There is no guarantee that the employees are determining the accurate or exact opinions in the questionnaire. If they mislead us, the whole study may become inaccurate. The scope of the study mainly depends upon the opinions of the employees who are working in the organization.

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RESEARCH METHODOLOGY: Research is essentially an investigation. 2. • • Primary data are those which are collected afresh and for the first time. primary data and secondary data. Data collection: The task of data collection begins after a research problem has been defined and research design/plan chalked out. Secondary data are those which have already been collected by someone else. Secondary data sources. Primary data sources.. Research Design: “A research design is simply the frame work or plan for a study that is used as a guide in collecting and analyzing the data. It is blue print that is followed in completing a study. 4 . Sources of data: Sources of data are 2 types. a recording and analysis of evidence for the purpose of gaining knowledge. 1. the researcher should keep in mind two types of data viz.” Research design can be thought of as the structure of research – it is the ‘glue’ that holds all of the elements in a research project together. While deciding about the method of data collection to be used for the study.

and data for specialized studies. Questionnaire refers to forms filled in by respondents alone. Questionnaires. Interviews. we collect the data ourselves using methods such as interviews and questionnaires. multiple choice questions. representing a population. In order to maximize return rates. For example. Observation. b. Primary data are those data which are collected for the first time. Survey. Questionnaire. taking a sample. Primary data is the data which is collected by the researcher directly from his own observations and experiences. d. a.1. or they can contain open-ended questions where the respondent is encouraged to reply at length and choose their own focus to some extent. like interviews. Questionnaires may be used to collect regular data or infrequent routine data. Questionnaires: In this project questionnaire method is used to collect the data. e. questionnaires should be designed to be as simple and clear as possible. c. The key point here is that the data we collect is unique to us and our research. Schedules. can contain either structured questions with blanks to be filled in. This method can be adopted for the entire population or sampled sectors. Primary data sources: In primary data collection. 5 . if the researcher conducts a survey for the collected data then it is known as Primary data. There are many methods of collecting primary data and the main methods include.

true/false. I strongly disagree"). This kind of question asks the respondents to look at a statement and then "rank" this statement according to the degree to which they agree ("I strongly agree. or multiple choice with an option for "other" to be filled in. incorrect scaling. a specific simple piece of information. I somewhat agree. incorrect ordering of questions. 6 . A useful method for checking a questionnaire and making sure it is accurately capturing the intended information is to pretest among a smaller subset of target respondents. and are frequently used in confirmatory research. and Ordinal. Likert-scale. The participants are allowed to choose from either a pre-existing set of dichotomous answers. Closed-ended questions provide primarily quantitative data. or bad questionnaire format can make the survey valueless. Questionnaires are a valuable method of collecting a wide range of information from a large number of individuals. Categorical. such as yes/no. I have no opinion. Closed-Ended Questions: In this project closed-ended questions are used. often referred to as respondents. or a selection from multiple choices. A closed-ended question is a form of question which can normally be answered using a simple "yes" or "no".A questionnaire is a series of questions asked to individuals to obtain statistically useful information about a given topic. or ranking scale response options. as it may not accurately reflect the views and opinions of the participants. The most common of the ranking scale questions is called the Likert scale question. Closed-ended questions limit respondents' answers to the survey. I somewhat disagree.There are 5 basic types of closed-ended questions: Multiple-choice. Inappropriate questions. Numerical. Adequate questionnaire construction is critical to the success of a survey.

7 . 1 being not very important. Numerical When the answer must be a number. A ranking indicates the importance assigned by a participant to an attitudinal object.Likerts scale has 5 points. Categorical Use a categorical question when the possible answers are categories.Multiple Choice Use a multiple-choice question when you want your respondents to choose the best possible answer among all options presented. Secondary data sources: Secondary sources of information may be divided into two categories. 2. 5 being extremely important. and the respondent must belong to one category Likert-Scale Use a Likert-scale question when you are trying to determine respondents’ attitudes or feelings about something. Internal sources: Data that originate within the firm for which the research is being conducted are internal data. Ordinal Sometimes you may want your respondents to rank order their responses. ask a numerical question.

banks. But these are very useful for understanding various aspects of the economy. The researchers can utilize them for the purposes of their researchers. insurance companies. which purchase and sell marketing information and data. 8 . Commercial data: There are several institutions and companies. Consultations of this literature may provide proper guidance pertaining to publication. which can be used from time to time. research institutes. Government departments: Different government departments have different data. The main sources of external secondary data are. Management institutes. Literature: A great amount of secondary data is available from literature. Libraries: Researcher first attends libraries to find out relevant data pertaining to research. Some such companies collect and process the secondary data and supply them to their subscribers. public utility companies and manufacturing units have maintained adequate libraries. particularly literature on marketing subjects. which are not available in libraries. They collect information and data directly from field surveys. Some of the companies are solely engaged in marketing research.External sources: Which are generally published and are available in different forms and from different sources.

especially for the purposes of making predictions based on statistical inference. A simple random sample: The simplest form of random sampling is called simple random sampling. Since the data set is smaller it is possible to ensure homogeneity and to improve the accuracy and quality of the data.Sampling: Data collection from the subset of population is called ‘sampling.’ It is the process of obtaining information about an entire population by examining only a part of it. A simple random sample is obtained by choosing elementary units in search a way that each unit in the population has an equal chance of being selected. Sampling is that part of statistical practice concerned with the selection of an unbiased or random subset of individual observations within a population of individuals intended to yield some knowledge about the population of concern. Sampling is the act. or technique of selecting a suitable sample. A simple random sample is free from sampling bias. Sampling is an important aspect of data collection. It is most popular technique. or a representative part of a population for the purpose of determining parameters or characteristics of the whole population. process. Data collection is faster. 9 . Advantages of sampling: • • • The cost is lower.

With fixed resources which are always the case. Questionnaire has been distributed to 120 members and we received answers from 95 members. sample size depends on the nature of the analysis to be performed. It will depend on what you want to know. In purposeful sampling. the purpose of the inquiry.Sample size: Sample size can be determined by various constraints. what will have credibility and what can be done with available time and resources. Tool: The tool which is used in this project is ‘Percentage tool. the number of variables that have to be examined simultaneously and how heterogeneous a universe is sampled. the desired precision of the estimates one wishes to achieve. Deciding on a sample size for qualitative inquiry can be even more difficult than quantitative because there are no definite rules to be followed. you can choose to study one specific phenomenon in depth with a smaller sample size or a bigger sample size when seeking breadth. the sample should be judged on the basis of the purpose and rationale for each study and the sampling strategy used to achieve the studies purpose.’ Number of respondents/Sample size (100) 10 . The sample size here is 95. the kind and number of comparisons that will be made. what is at stake. what will be useful. In general.

The actual problems occurring by the employees cannot be identified. • time • • The actual environment of organization cannot be known and the employees won’t reveal them us. There is a chance of gathering false information. Otherwise. Though the information gathered from the employees who are working in the organization may or may not reveal the truth. it may move for a long period of 11 . We can’t find the solution to them. If they permit us our work concludes shortly.LIMITATIONS OF STUDY • The audit information may or may not be accurate. our findings and suggestions will not be used for the organization and for us also Time taking element depends upon the employees working in the organization. If they provide inaccurate information.

who used the term "opus caementicium" to describe masonry which resembled concrete and was made from crushed rock with burnt lime as binder. has got a huge cement industry.g. The chemical reaction that results when the dry cement powder is mixed with water produces hydrates that are not water-soluble. Cement used in construction is characterized as hydraulic or non-hydraulic.g.2 Million Tones (MT). Upon the addition of water and/or additives the cement mixture is referred to as concrete. The volcanic ash and pulverized brick additives which were added to the burnt lime to obtain a hydraulic binder were later referred to as cementum. India. lime and gypsum plaster) must be kept dry in order to gain strength. the cement industry in India is currently growing at an enviable pace.INDUSTRY PROFILE CEMENT INDUSTRY In the most general sense of the word. The most important use of cement is the production of mortar and concrete—the bonding of natural or artificial aggregates to form a strong building material which is durable in the face of normal environmental effects. cement is a binder. More growth in the Indian cement industry is expected in the coming years. a substance which sets and hardens independently. Non-hydraulic cements (e. With the government of India giving boost to various infrastructure projects. they can harden even underwater or when constantly exposed to wet weather. especially if aggregates have been added. It is 12 . Concrete should not be confused with cement because the term cement refers only to the dry powder substance used to bind the aggregate materials of concrete. Portland cement) harden because of chemical reactions that do not involve "drying out". cäment and cement. and can bind other materials together. The word "cement" traces to the Romans. housing facilities and road networks. being the second largest cement producer in the world after China with a total capacity of 151. cimentum. Hydraulic cements (e.

31 MT an increase of 12.37 per cent over 142.61 MT in FY12.65 MT in 2008-09. cement despatches during 200910 were 159. according to the Cement Manufacturer’s Association. Cement production during 2009-10 was 160. Swiss cement company Holcim announced plans to invest US$ 1 billion for setting up 2-3 greenfield manufacturing plants in India in the next five years.23 in 2008-09. rating agency Fitch predicted that the country will add about 50 million tonne cement capacity in 2010. The cement industry in India is dominated by around 20 companies.71 billion between April 2000 and February 2010. ACC. which account for almost 70% of the total cement production in India. according to India’s largest cement company.16 MT in FY11.also predicted that the cement production in India would rise to 236. In the present year. 13 . It took the total cement production in FY09 to 231 MT.43 million tonnes (MT) increasing by 12 per cent over 142. the Indian cement companies have produced 11 MT cement during April-September 2009. India is the world's second largest producer of cement with total capacity of 219 million tonnes (MT) at the end of FY 2009. New Investments Cement and gypsum products have received cumulative foreign direct investment (FDI) of US$ 1. taking the total to around 300 million tonne. In January 2010. The expansion will take the company’s total cement-making capacity to 60 mtpa (million tonnes per annum) from 50 mtpa currently. According to the Cement Manufacturer’s Association. It's also expected to rise to 262. Moreover. the government’s continued thrust on infrastructure will help the key building material to maintain an annual growth of 9-10 per cent in 2010. according to the Department of Industrial Policy and Promotion • In January 2010.

plans to spend around US$ 756. • In April 2010.7 per cent at an investment of US$ 38. Work on the two plants will begin in the October-December quarter under a new division of the company to be christened Monnet Cement. French cement maker Vicat bought 51 per cent in Bharathi Cement. 14 . In the Union Budget 2010-11. Ultratech Cement. Madras Cements Ltd is planning to invest US$ 178. Mergers and Acquisitions (M&As) • Dalmia Cement has increased its stake in OCL India to 45. coupled with the housing sector boom and urban development. US$ 37.9 million.24 million as part of its plan to expand its footprint in eastern India.4 billion has been provided for infrastructure development. continue being the main drivers of growth for the Indian cement industry. • Government Initiatives Government initiatives in the infrastructure sector.5 MT from 2 MT by April 2011.3 million to expand its capacity to 24 mtpa from the current 19 mtpa by year-end to meet strong demand from the infrastructure sector.4 per cent from 21. the country’s third-largest cement maker. • Increased infrastructure spending has been a key focus area. the country’s second-largest cement maker and a part of Aditya Birla group is acquiring Dubai-based ETA Star Cement for an enterprise value of US$ 382.1 million to take its cement manufacturing capacity from 20 mtpa to 33 mtpa by 2012. • Ambuja Cements.• Jaiprakash Associates Ltd will invest US$ 984.4 million to increase the manufacturing capacity of its Ariyalur plant in Tamil Nadu to 4.1 million. • • Monnet Ispat & Energy (MIEL) will set up cement plants in Chhattisgarh and Gujarat with an investment of about US$ 527.

in any country. especially in the pricing. In 1927. A couple of years later. government introduced a three-tier pricing system with different pricing on cement produced in high. is still evident in India. The World War I gave the first initial thrust to the cement industry in India and the industry started growing at a fast rate in terms of production. manufacturing units.3 billion. Cement industry. The cement industry in India saw the price and distribution control system in the year 1956. In 1914. it got relief at a large extent after the economic reform. Industry Background The history of the cement industry in India dates back to the 1889 when a Kolkata-based company started manufacturing cement from Argillaceous. Concrete Association of India was set up to create public awareness on the utility of cement as well as to propagate cement consumption. plays a major role in the growth of the nation. India falls in the list of lowest per capita consumption of cement with 125 kg.• The government has also increased budgetary allocation for roads by 13 per cent to US$ 4. the demand and supply of cement in India has grown up. Cement industry in India was under full control and supervision of the government. 15 . In a fast developing economy like India. and installed capacity. medium and low cost plants. there is always large possibility of expansion of cement industry.000 tons and production of 1000 installed. Despite the fact. The reason behind this is the poor rural people who mostly live in mud huts and cannot afford to have the commodity. However. But government interference. India Cement Company Ltd was established in Porbandar with a capacity of 10. Later in 1977. In spite of being the second largest cement producer in the world. But the industry started getting the organized shape in the early 1900s. This stage was referred to as the Nascent Stage of Indian Cement Industry. government authorized new manufacturing units (as well as existing units going for capacity enhancement) to put a higher price tag for their products. established to ensure fair price model for consumers as well as manufacturers.

and finally patented in 1796. and to finish them with a stucco to imitate stone. but the need for a fast set time encouraged the development of new cements.They used both natural pozzolans (trass or pumice) and artificial pozzolans (ground brick or pottery) in these concretes. in contact with sea water. • In Britain particularly. although weak pozzolanic concretes continued to be used as a core fill in stone walls and columns.” This was developed by James Parker in the 1780s. and it became a common practice to construct prestige buildings from the new industrial bricks. driven by three main needs: • • Hydraulic renders for finishing brick buildings in wet climates Hydraulic mortars for masonry construction of harbor works etc. Most famous was Parker's "Roman cement. Development of strong concretes. Many excellent examples of structures made from these concretes are still standing.. but concrete made from such mixtures was first used on a large scale by Roman engineers. notably the huge monolithic dome of the Pantheon in Rome and the massive Baths of Caracalla The vast system of Roman aqueducts also made extensive use of hydraulic cement. 16 . The use of structural concrete disappeared in medieval Europe. Hydraulic limes were favored for this.History of the origin of cement Early uses It is uncertain where it was first discovered that a combination of hydrated nonhydraulic lime and a pozzolan produces a hydraulic mixture (see also: Pozzolanic reaction). Modern cement Modern hydraulic cements began to be developed from the start of the Industrial Revolution (around 1800). good quality building stone became ever more expensive during a period of rapid growth.

and. made into a mortar with sand. Smeaton was a civil engineer by profession. Vicat went on to devise a method of combining chalk and clay into an intimate mixture. Because they were burned at temperatures below 1250 °C. which is responsible for early strength in modern cements. produced an "artificial cement" in 1817. working in Britain. In 1824. Belite develops strength slowly. He performed an exhaustive market research on the available hydraulic limes. and took the idea no further. in fact. which he called Portland cement. nothing like any material used by the Romans.nodules that are found in certain clay deposits. All the above products could not compete with lime/pozzolan concretes because of fastsetting (giving insufficient time for placement) and low early strengths (requiring a delay of many weeks before formwork could be removed). This product. The burnt nodules were ground to a fine powder. set in 5–15 minutes. and noted that the "hydraulicity" of the lime was directly related to the clay content of the limestone from which it was made. burning this. visiting their production sites. because the render made from it was in color similar to the prestigious Portland stone. Apparently unaware of Smeaton's work. John Smeaton made an important contribution to the development of cements when he was planning the construction of the third Eddystone Lighthouse (1755-9) in the English Channel. but was a "Natural cement" made by burning septaria . The success of"Roman Cement" led other manufacturers to develop rival products by burning artificial mixtures of clay and chalk. James Frost. "natural" cements and "artificial" cements all rely upon their belite content for strength development. Hydraulic limes. they contained no alite. Joseph Aspdin patented a similar material. He needed a hydraulic mortar that would set and develop some strength in the twelve hour period between successive high tides. The first cement to consistently contain alite was made by 17 . but did not obtain a patent until 1822. and that contain both clay minerals and calcium carbonate.It was. the same principle was identified by Louis Vicat in the first decade of the nineteenth century. produced what he called "British cement" in a similar manner around the same time.

Thus Portland cement began its predominant role. Manufacturing costs were therefore considerably higher. which is then blended with the other materials that have been included in the mix. thus opening up a market for use in concrete. but recent analysis of both his concrete and raw cement have shown that William Aspdin's product made at Northfleet. Types of modern cement Portland cement Cement is made by heating limestone (calcium carbonate). The resulting hard substance. and Johnson established the importance of sintering the mix in the kiln.Joseph Aspdin's son William in the early 1840s. The most common use for Portland cement is in the production of concrete. However. because they required a much higher kiln temperature (and therefore more fuel) and because the resulting clinker was very hard and rapidly wore down the millstones which were the only available grinding technology of the time. Concrete is 18 . is then ground with a small amount of gypsum into a powder to make 'Ordinary Portland Cement'.g. the most commonly used type of cement (often referred to as OPC). Because of the air of mystery with which William Aspdin surrounded his product. because they required more lime in the mix (a problem for his father). Vicat and I C Johnson) have claimed precedence in this invention. called 'clinker'. in a process known as calcination. Kent was a true alite-based cement. This was what we call today "modern" Portland cement. William Aspdin's innovation was counter-intuitive for manufacturers of "artificial cements". and was soon the dominant use for cements. others (e. The use of concrete in construction grew rapidly from 1850 onwards. or quicklime. mortar and most non-speciality grout. whereby a molecule of carbon dioxide is liberated from the calcium carbonate to form calcium oxide. with small quantities of other materials (such as clay) to 1450°C in a kiln. Portland cement is a basic ingredient of concrete. but the product set reasonably slowly and developed strength quickly. Aspdin's methods were "rule-of-thumb": Vicat is responsible for establishing the chemical basis of these cements.

Because fly ash addition allows lower concrete water content. Addition of silica fume can yield exceptionally high strengths. Chile. The fly ash is pozzolanic. Portland cement may be gray or white. early strength is reduced. but as slag content is increased. However. concrete can be cast in almost any shape desired. Portland silica fume cement. Portland pozzolan cement includes fly ash cement. Mexico. Where good quality cheap fly ash is available. As a construction material. Portland fly ash cement contains up to 30% fly ash. and once hardened. while sulfate resistance increases and heat evolution diminishes. silica fume is more usually added to Portland cement at the concrete mixer.a composite material consisting of aggregate (gravel and sand). and water. with the rest Portland clinker and a little gypsum. since fly ash is a pozzolan. so that ultimate strength is maintained. Italy. and cements containing 5-20% silica fume are occasionally produced. In countries where volcanic ashes are available (e. Portland blast furnace cement contains up to 70% ground granulated blast furnace slag. but similar formulations are often also mixed from the ground components at the concrete mixing plant. cement. Used as an economic alternative to Portland sulfate-resisting and low-heat cements.g. Portland cement blends These are often available as inter-ground mixtures from cement manufacturers. Masonry cements are used for preparing bricklaying mortars and stuccos. early strength can also be maintained. this can be an economic alternative to ordinary Portland cement. but also includes cements made from other natural or artificial pozzolans. the Philippines) these cements are often the most common form in use. All compositions produce high ultimate strength. They are usually complex proprietary formulations containing 19 . can become a structural (load bearing) element. and must not be used in concrete.

Colored cements are used for decorative purposes.g. The hydration products that produce strength are essentially the same as those produced by Portland cement. Very finely ground cements are made from mixtures of cement with sand or with slag or other pozzolan type minerals which are extremely finely ground together. Subtle variations of Masonry cement in the US are Plastic Cements and Stucco Cements. 20 . the addition of pigments to produce "colored Portland cement" is allowed. but their ultimate strength can be very high. In other standards (e. the Pantheon in Rome). ASTM). They are formulated to yield workable mortars that allow rapid and consistent masonry work. Such cements can have the same physical characteristics as normal cement but with 50% less cement particularly due to their increased surface area for the chemical reaction. pigments are not allowed constituents of Portland cement. These are designed to produce controlled bond with masonry blocks.Portland clinker and a number of other ingredients that may include limestone. air entrainers. waterproofers and coloring agents. retarders. Non-Portland hydraulic cements Pozzolan-lime cements. and are to be found in Roman structures still standing (e. Even with intensive grinding they can use up to 50% less energy to fabricate than ordinary Portland cements. expansive clinkers (usually sulfoaluminate clinkers). In some standards. Expansive cements contain. White blended cements may be made using white clinker and white supplementary materials such as high-purity metakaolin. They develop strength slowly. and are designed to offset the effects of drying shrinkage that is normally encountered with hydraulic cements. hydrated lime. Mixtures of ground pozzolan and lime are the cements used by the Romans. in addition to Portland clinker. This allows large floor slabs (up to 60 m square) to be prepared without contraction joints. and colored cements are sold as "blended hydraulic cements".g.

e. in ultra-high early strength cements. Only granulated slag (i. SO2 emissions are usually significantly higher. and in "low-energy" cements. with strength growth similar to a slow Portland cement. Energy requirements are lower because of the lower kiln temperatures required for reaction. glassy slag) is effective as a cement component. but is "activated" by addition of alkalis. where several million tonnes per year are produced. including sulfate. Calcium sulfoaluminate cements are made from clinkers that include ye'elimite (Ca4(AlO2)6SO4 or C4A3 in Cement chemist's notation) as a primary phase. Calcium aluminate cements are hydraulic cements made primarily from limestone and bauxite. Strength forms by hydration to calcium aluminate hydrates. They exhibit good resistance to aggressive agents. Hydration produces ettringite. for furnace linings. most economically using lime. the lower limestone content and lower fuel consumption leads to a CO2 emission around half that associated with Portland clinker. They are similar to pozzolan lime cements in their properties.g. These contain about 80% ground granulated blast furnace slag. They are used in expansive cements. 21 . They are well-adapted for use in refractory (high-temperature resistant) concretes. Super sulfated cements. or C12A7 in CCN). and the lower amount of limestone (which must be endothermically decarbonated) in the mix. 15% gypsum or anhydrite and a little Portland clinker or lime as an activator. and specialized physical properties (such as expansion or rapid reaction) are obtained by adjustment of the availability of calcium and sulfate ions.Slag-lime cements. Ground granulated blast furnace slag is not hydraulic on its own. They produce strength by formation of ettringite. CCN) and mayenite Ca12Al14O33 (12 CaO · 7 Al2O3 . However. water-quenched.e. In addition. The active ingredients are monocalcium aluminate CaAl2O4 (CaO · Al2O3 or CA in Cement chemist notation. Their use as a low-energy alternative to Portland cement has been pioneered in China.

gypsum is added as a compound preventing cement flash setting. gases. Geopolymer cements are made from mixtures of water-soluble alkali metal silicates and aluminosilicate mineral powders such as fly ash and metakaolin. noise and vibration when operating machinery and during blasting in quarries. The different constituents slowly crystallise and the interlocking of their crystals gives to cement its strength. After the initial setting. Environmental protection also includes the re-integration of quarries into the countryside after they have been closed down by returning them to nature or recultivating them. high-late strength mineral in Portland cement) are formed without the formation of excessive amounts of free lime. These include emissions of airborne pollution in the form of dust. Equipment to reduce dust emissions during quarrying and manufacture of cement is widely used. such cements have highly variable properties."Natural" Cements correspond to certain cements of the pre-Portland era. The level of clay components in the limestone (around 30-35%) is such that large amounts of belite (the low-early strength. Environmental and social impacts Cement manufacture causes environmental impacts at all stages of the process. In Portland cement. As with any natural material. and damage to countryside from quarrying. The setting of cement Cement sets when mixed with water by way of a complex series of chemical reactions still only partly understood. Carbon dioxide is slowly absorbed to convert the portlandite (Ca(OH)2) into insoluble calcium carbonate. produced by burning argillaceous limestones at moderate temperatures. immersion in warm water will speed up setting. and equipment to trap and separate exhaust gases are coming into increased use. 22 .

sewage sludge has a low but significant calorific value. lime mortar. of which 50% is from the chemical process. Newly developed cement types from Novacem and Eco-cement can absorb carbon dioxide from ambient air during hardening. replacing a portion of conventional fossil fuels. alumina. 23 . reabsorbs the CO2 chemically released in its manufacture. depending on the raw materials and the process used. if they meet strict specifications. particularly if the energy is sourced from fossil fuels. replacing raw materials such as clay. and also indirectly through the use of energy. Selected waste and by-products with recoverable calorific value can be used as fuels in a cement kiln. Fuels and raw materials A cement plant consumes 3 to 6 GJ of fuel per tonne of clinker produced. Selected waste and by-products containing useful minerals such as calcium. The amount of CO2 emitted by the cement industry is nearly 900 kg of CO2 for every 1000 kg of cement produced. The cement industry produces about 5% of global man-made CO2 emissions. the distinction between alternative fuels and raw materials is not always clear.CO2 emissions Cement manufacturing releases CO2 in the atmosphere both directly when calcium carbonate is heated. shale. producing lime and carbon dioxide. In certain applications. and iron can be used as raw materials in the kiln. like coal. silica. and limestone. and to a lesser extent natural gas and fuel oil. Because some materials have both useful mineral content and recoverable calorific value. and 40% from burning fuel. and burns to give ash containing minerals useful in the clinker matrix. Most cement kilns today use coal and petroleum coke as primary fuels. and has a lower energy requirement in production. For example.

Mr. The Senior Management team consists of highly qualified Professionals with rich experience in the area of their Specialization. engaged in manufacture of Cement at its Plant in Mattampally. Vijay Kumar Baldawa The Board of Directors of the company is: 1. The Company has a strong committed marketing network comprising various layers like Distributors.S. has now found its acceptance among the customers in the neighboring States as well. The Company employs modern technology in each of its process of manufacture at its Plant and has adopted progressive manufacturing practices.A. Mr. Mrs.S. Mr.Srinivas Reddy 2. The Company manufactures various varieties of cement like Ordinary Portland Cement (OPC) of 53 grade. Andhra Pradesh. K. Dealers. (Retd.COMPANY PROFILE Sagar Cements Limited (SCL) is a Company of 25 Years standing. Mr. Leela VidyaSagar 3. VidyaSagar. Portland Pozzalona Cement (PPC) and Sulphate Resistant Cement (SRC) to suit different needs of customers and all these products are being sold under the Brand Name “Sagar” which has already become popular in Andhra Pradesh. I. all of whom are served by dedicated marketing 24 . I.Anand Reddy The Company is managed by a Board. whether it relates to maintaining high standards of quality of its products or development of its highly valued human resources or the need to keep the pollution to the barest minimum. C&F Agents. Nalgonda District. whose members are highly competent and well known.S. 43 grade.) 2. The first directors of the company are: 1.

it has been declaring dividend at reasonable percentages.creating value for all our stakeholders 25 .35 MTPA.personnel. The Company believes in the importance of development of Human Resources as a valuable asset and is endeavoring to enhance its value by organizing various need based in-house training programmes and encouraging their participation in the external programmes sponsored by various institutions of repute. The Company which started its operation with a Cement capacity of 66000 TPA has gradually increased it to the level of 2. except for a few years when it was either executing its expansion plans or the industry as a whole was undergoing a difficult period. while its Clinker capacity has also witnessed a significant increase from 66000 TPA in 1982 to present level of 2. Sagar Cements has a consistent Profit track record and. where they are actively traded. VISION To provide foundations for society’s future MISSION To be the India's most respected and attractive company in our industry .10 MTPA. The company’s Shares are listed on Hyderabad and Bombay Stock Exchanges. The Company has a well-designed Organizational Structure and the roles and responsibilities of each of its personnel have been well defined.

sagarsoft.Consulting for setting Cement Plants .Software Services for global CORPORATE GOVERNANCE Sagar Cements has set itself high standards of corporate governance. ensuring responsible and transparent company management to enable its long-term success.GROUP Sagar is well diversified group serving various sectors of the economy.Production of Hydel Power . The group constitutes of Sagar Cements Limited Production of Cement & Clinker Production of Cement & Clinker Amareswari Cements Limited Sagar Power Limited Panchavati Polyfibers RV Consulting Sagarsoft (India) limited clients HISTORY .in.www.Production of PP Fabric / Woven Sacks for Cements . 26 .

regulations and guidelines while discharging their respective roles and to promote honesty in the process apart from abiding themselves by the policies and procedures laid down for the conduct of the business. The accounts of the Company will be maintained in a fare and accurate manner in accordance with the relevant accounting and financial reporting standards. • There exists a significant ownership interest with any supplier. rules. CONFLICTS OF INTEREST A conflict situation is deemed to arise directly or indirectly when: • It is difficult to exercise an independent judgment of the company's interest. • A Director or a member of the Senior Management Team accepts any personal benefits or gifts or entertainment beyond the customary level either by himself or through his family as a result of his position in the company from any person / company with which the company may have business dealings. • A Director or a member of the Senior Management Team engages in any other business activity that detracts his ability to devote appropriate time and attention to his responsibilities to the company. It is expected of the Directors and Senior Management Team of the Company to comply with applicable laws. rules. regulations and statutory guidelines as are in force and with highest standards of business ethics.CODE OF CONDUCT: CODE OF CONDUCT AND ETHICS FOR DIRECTORS AND SENIOR MANAGEMENT TEAM Sagar Cements being committed to be a good corporate citizen conducts its business as per the applicable laws. customer or competitor of the company 27 .

The person’s in-charge of finance and accounting function should prepare and maintain company’s accounts fairly and accurately in accordance with generally accepted guidelines. PROTECTING COMPANY ASSETS The assets of the company should not be misused but employed only for the purpose of conducting the business for which they are authorized. FINANCIAL REPORTING AND RECORDS As the professional and ethical conduct in the matter of financial affairs is essential for the proper functioning of the company. Any willful material misrepresentation or misinformation on the financial accounts and reports shall be regarded as a violation of this code. standards. All Directors and members of the Senior Management Team should strive to protect company's assets and property and ensure efficient use of them. principles. the officers and employees engaged in the finance functions should act with honesty and integrity. 28 . he should disclose all facts and circumstances thereof to the Board of Directors or any officer nominated for this purpose by the Board and a prior written approval should be obtained.• There is any employment relationship between a Director or a member of the Senior Management Team with any supplier. customer. laws and regulations applicable to the company. in case of unavoidable conflict of interest. While it is expected of a member of the Board and the Senior Management Team to avoid generally the situations where the 'conflicts of interest' can be deemed to exit. business associate or competitor of the company. There shall be no willful omissions of the company transactions from the books and records. Internal accounting and audit procedures shall fairly and accurately reflect all of the company's business transactions and disposition of assets.

information or position for personal gains. information. abuse of confidential. CONFIDENTIALITY The Directors and the Senior Management Team shall maintain utmost confidentiality of information or that of any customer. ENVIRONMENT AND SOCIAL RESPONSIBILITY Sagarsoft shall strive to provide a safe and healthy working environment and comply with all regulations regarding the preservation of the environment in and around its manufacturing facilities and other points of operations. production. They should not use company's property. use and disposal of any of its products and services on the ecological environment. SAFETY. HEALTH. honesty and ethical conduct. or any other unfair practices. proprietary or trade secret. INTEGRITY AND HONESTY The Directors and Senior Management Team shall act in accordance with the highest standards of personal and professional integrity. Their conduct shall conform to the professional standards of conduct. All Directors and Senior Management Team of the company must strive to perform their best at all times.PROMOTING INTEREST OF THE COMPANY Directors and Senior Management Team owe a duty to the company to promote its legitimate interests when the opportunity to do so arises. He should not take unfair advantage of anyone through manipulation. misrepresentation of material facts. The companies is committed to efficient use of natural resources and minimize any hazardous impact of the development. concealment. They shall act and conduct free from fraud and deception. FAIR DEAL Each Director and the member of Senior Management Team should deal fairly with customers. suppliers and competitors. supplier or business associates of the company 29 .

The essential components of Cement are Lime.to which company has a duty to maintain confidentiality except when disclosure is authorized. which may even include termination of services of the employee. COMPLIANCES The Directors and the Senior Management Team shall comply with all applicable laws. All Directors and Senior Management Team should adhere to the Code of Conduct and Ethics of the company. The company recognizes that resolving such problems or concerns will advance the overall interests of the company that will help to safeguard the company’s assets. PRODUCTS Cement is the basic and the most widely used building material. A Mixture of Limestone and Clay is ground and burnt at a very high temperature to form Clinker. Silica. The Board of Directors or any person designated by the Board for this purpose shall determine appropriate action in response to violations of this Code. financial integrity and reputation. Twice as much Cement/Concrete is used worldwide than all other Building Materials. he must immediately report the same to the Board of Directors or any designated person thereof. rules or regulations or this Code of Conduct. Transactions relating to sale or purchase of company's equity shares should not be undertaken without complying with the formalities contained in the company's code of internal procedures and conduct for prevention of insider trading. If any Director or Member of the Senior Management Team who knows of or suspects of any violation of applicable laws. The Clinker is ground to a fine powder with addition of Gypsum ( up to 5 %) to form Cement. The use of confidential information for his own advantage or profit is also prohibited. Violations of this Code of Ethics will result in disciplinary action. rules and regulations. 30 . Alumina and Iron Oxide. Such person should as far as possible provide the details of suspected violations with all known particulars relating to the issue.

4 per cent to ensure whiteness. White cement is much more expensive than grey cement. Ordinary Portland Cement. Portland Puzzolona Cement (PPC) PPC has 80 per cent clinker. The basic difference lies in the percentage of clinker used. Portland Blast Furnace Slag Cement and Specialized Cement. However.There are different types of Cement. namely. A special cooling technique is used in its production. the manufacturing process remains the same. White Cement. It is manufactured because it uses fly ash/burnt clay/coal waste as the main ingredient.Varieties There are different varieties of cement based on different compositions according to specific end uses. Portland Puzzolona Cement.clinker using fuel oil (instead of coal) with iron oxide content below 0. It is used to enhance aesthetic value in tiles and flooring. 31 . popularly known as grey cement. 15 per cent Pozzalona and 5 per cent gypsum and accounts for 18 per cent of the total cement consumption. has 95 per cent clinker and 5 per cent gypsum and other materials. which differ based on their chemical composition. It accounts for 70 per cent of the total consumption. Ordinary Portland cement (OPC) OPC. White Cement White cement is basically OPC . Cement .

the compressible strength increases rapidly. Specialized Cement Oil Well Cement is made from clinker with special additives to prevent any porosity. Water Proof Cement Water Proof Cement is similar to OPC. except that it is ground much finer. It has a heat of hydration even lower than PPC and is generally used in construction of dams and similar massive constructions. so that on casting.Portland Blast Furnace Slag Cement (PBFSC) PBFSC consists of 45 per cent clinker. Rapid Hardening Portland cement Rapid Hardening Portland Cement is similar to OPC. 32 . with small portion of calcium stearate or nonsaponifibale oil to impart waterproofing properties. 50 per cent blast furnace slag and 5 per cent gypsum and accounts for 10 per cent of the total cement consumed.

We too care for them in every way so that they can have total job satisfaction while putting efforts to serve the end users in a best possible way.CONTACT Like any other standard company. 1 Banjara Hills. 14 Jubilee Hills Hyderabad .500 033 Administrative Office 8-2-472/B/2 Road No. Sagar Cements Limited too believes that the employees are the most important assets to the company. Hyderabad . Sagar Cements Limited Registered Office Plot No. 205 Road No.500 034 Factory Mattampally Via Huzurnagar Nalgonda District Andhra Pradesh .508 024 INTRODUCTION 33 . Our 3000 trained and professional employees make the toughest targets possible.

HR Audit begins with a data and documentation request that require the company to gather many of their policy manuals. privately held organization in Ohio was interested in positioning itself for growth.A small. this client was challenged with where to start work on their people issues. CHALLENGE With minimal support to the Human Resource function. They needed to attract and retain some very specialized talent to continue their business success. The audit team then met with the HR and Finance staff to gain a better understanding of the current practices as well as identify other issues in the organizations. It was time to focus on the work force needs and issues while creating a top employer in the region. the organization would not be able to maintain its past achievements and certainly could not expand its operations into new markets. benefits descriptions and other employee communications. Process improvements that will support HR in providing the highest quality service to employees. Findley Davies recommended on audit which would review all current HR policies and practices to determine: • • • Which “Best practices” should be implemented to better position the organization to achieve its goals. Which practices or lack of practices might place the organization at risk for compliance or regulatory violations. Without this talent. The Audit report identified and prioritized recommendations in six key areas: 34 .

It is an opportunity to assess what an organization is doing right. An Audit is used to determine what processes are strong. It can be used to create a plan for development of an HR department’s functions. The delivery of these programs and services by HR and opportunities to enhance. General HR Structure 2. 5.1. as well as how things might be done differently. 35 . Employee life cycle (Attraction. Policies and Procedures. It included a number of recommendations to improve their ability to attract and retain talent. 6. Recruitment. Employee communication The HR Audit was delivered to the company’s management team as a detailed report and then presented to the executives in a summary format. An audit can help to evaluate the effectiveness of programs and services. developing. Termination) 4. Human Resource Audits or used to evaluate HR policies and practices. OBJECTIVES • • • It reviews the system of acquiring. what processes will need attention. Hiring. 3. Orientation. Compensation and Benefits Administration. To review the HR System in comparision with other organizations needs and modify them to meet the challenges of Human Resource Management. An HR Audit is used to identify problems and find solutions in an attempt to address problems before they become unmanageable. allocating and utilization of Human Resources in the organization. Performance evaluation and Training. To evaluate the extent to which the line managers have implemented the policies and programs initiated by the top management towards HR. change or remove programs and processes. more efficiently or with reduced costs.

procedures. to face business competition and to achieve organization goals. Whenever the HR audit is taken up. directives of the HR department and to know the areas where non-implementation has hindered the planned programs and activities. Compensation extra. the scope is decided. and any issues needing resolution. more or less remains the same.• To locate the gaps. to the organization and employees and their collective data. • • To evaluate the effectiveness of various HR policies & practices and HR staff. Audit need not be exhaustive. The scope of the audit is determined by the management and organization. SCOPE HR Audit scope is limited. short comings in the implementation of the policies. regardless of scope. Performance Appraisal. practices and directives in Human Resources. issues and challenges in Human Resource Development. The extent and boundaries of the audit in terms of factors such as physical location and organizational activities as well as the manner of reporting. The resources committed to the audit should be sufficient to meet its intended scope. An HR Audit entails 36 . lapses. NEED The need of the audit is to reveal the strengths and weaknesses in the organization’s Human Resource System. The audit works best when the focus is on analyzing and improving the HR function in organization. but should be focused on particular functions of Human Resource Management such as Training and Development. To seek answers to such questions as “What happened?”. However the objective and approach of HR Audit. “Why it happened?” or “Why it did not happen?” while implementing policies. Top management can look solutions to the problems. practices.

Strategic HR inc. These laws vary by the number of employees a company has from 1 to 1. state and federal regulations governing how a company operates.000 or more. Legal compliance There are litanies of local.1. Compensation/Salary Administration: 37 . To maintain legal compliance and avoid penalties. companies need to be aware of what the regulations are and how they impact the organization. can assist with your Legal Compliance by: • Conducting a human resources audit to determine compliance and areas for improvement Conducting investigations for potential harassment situations Developing or updating policies to ensure compliance with legislation • • 2.

Internal recruitment can provide the most cost-effective source for recruits if the potential of the existing pool of employees has been enhanced through training. These rules and pay plans should address internal equity. Employment/Recruiting: Employee recruitment forms a major part of an organization's overall resourcing strategies. underpinned by a commitment for strong employer branding and employee engagement and on boarding strategies. competitiveness with the appropriate external markets. To be effective these initiatives need to include how and when to source the best recruits internally or externally. Common to the success of either are. which identify and secure people needed for the organization to survive and succeed in the short to medium-term. and compliance with appropriate federal and state laws. objective and fair treatment. well-defined organizational structures with sound job design. reward. 38 . development and other performance-enhancing activities such as performance appraisal. Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels.Total compensation includes not only direct pay but also indirect compensation including insurance and retirement benefits and time off programs. 3. existing in his/her component. Pay plans must interface with the Budget/Payroll/Personnel (B/P/P) system design. Each CEO shall establish and communicate salary administration rules. The Texas Legislature sets eligibility requirements for these benefits and programs. A regular employee is one who is listed in the position identification database for 50 percent or more time for at least four and one-half months. Specific eligibility requirements for various programs appear in the appropriate policies and regulations. robust task and person specification and versatile selection processes. excluding students employed in positions that require student status as a condition for employment. procedures and pay plans for all categories of positions. employment relations and human resource policies. except Board-appointed positions. based on the definition of regular employee.

conducting aptitude testing. unexpected requirements for an unusually large number of new recruits often delegates the task to a specialist external recruiter. Sourcing executive-level and senior management as well as the acquisition of scarce or ‘high-potential’ recruits has been a long-established market serviced by a wide range of ‘search and selection’ or ‘headhunting’ consultancies. 39 . Finally. Increasingly. preliminary interviews or reference and qualification verification. This may involve a range of support services. Rapidly changing business models demand skill and experience that cannot be sourced or rapidly enough developed from the existing employee base. an organization faced with sudden. small organizations may not have in-house resources or. certain organizations with sophisticated HR practices have identified there is a strategic advantage in outsourcing complete responsibility for all workforce procurement to one or more third-party recruitment agencies or consultancies. Except in sectors where high-volume recruitment is the norm. these are referred on an ad hoc basis to government job centers or commercially run employment agencies. identifying recruitment media. advertisement design and media placement for job vacancies. In the most sophisticated of these arrangements the external recruitment services provider may not only physically locate.succession planning and development centers to review performance and assess employee development needs and promotional potential. which typically form long-standing relationships with their client organizations. Where requirements arise. It would be unusual for an organization to undertake all aspects of the recruitment process without support from third-party dedicated recruitment firms. their resourcing team(s) in the client organization's offices. at least occasionally if not substantially. may not possess the particular skill-set required to undertake a specific recruitment assignment. in common with larger organizations. but work in tandem with the senior human resource management team in developing the longer-term HR resourcing strategy and plan. such as. provision of CVs or resumes. or ‘embed’. on external recruitment methods. short listing. candidate response handling. Typically. securing the best quality candidates for almost all organizations relies.

Two questions need to be answered in regards to the orientation of a new employee: 1. other employees. Personnel policies including probationary period. pay day. It is important to develop open. Items such as pay. vacation. be sure to introduce the new employee to the farm management team. this will be the owner/operator. Generally. Finally. Information covered will change from farm to farm. Orientation New employee orientation effectively integrates the new employee into your organization and assists with retention. including such specific characteristics of the farm as layout of operation. This kind of information provides the "big picture" of the farm to the employee. but a basic core of material should be discussed with the new employee. on large farm operations. work schedule. history. Discuss specific responsibilities the new employee will be assigned. job satisfaction. Answer all of the immediate questions that the new employee might have. another employee may specifically be responsible for orientating all new employees. Who will orientate the new employee? 2. The orientation of a new employee can involve several people even though one person has overall responsibility. and quickly enabling each individual to become contributing members of the work team. Having just one individual in charge of orientation ensures a consistent message to new employees. What should be covered during orientation? One person should be in charge of handling orientation. sick leave. and use of equipment also need to be covered. however. and safety rules. disciplinary actions.4. safety rules. motivation. two-way lines of communication between the employer and 40 . including family members and other employees. and role of the employee. how the job relates to other work on the farm. New employees are always interested in their benefits. mission. It is helpful to develop an employee handbook so policies and benefits can be accessible and clear to both employer and employee. goals. and other benefits should be covered.

Clear. Consider the time spent for orientation as an investment for both you and the employee. By orientating the new employee properly. Sick. and Funeral Leave Personnel Records Drug-Free Workplace Conflict of Interest Alternative Dispute Resolution 41 . Family Medical. a smooth transition can be made to the next step--training. Proven benefits of an effective orientation are: • • • • • better understanding of job functions higher level of motivation improved learning curve improved employee retention rate ultimately improved productivity for the organization Human Resource Management Services conducts an employee orientation session for new state employees at the beginning of every month. Orientation can make the difference in your employee feeling part of your "team" or not. Following are some of the topics on which new employees are briefed: • • • • • • • • • • • • • Health Plan Retirement Benefits Life Insurance Options Flex Comp Plan Employee Assistance Program Sexual Harassment Americans with Disabilities Act Holidays Annual. well-defined expectations will pay dividends and reduce possible misunderstandings between employer and employee.employee right from the beginning.

holidays. The following guidelines will help make the orientation for a new employee successful: • Focus on the job and those aspects that are most important. responsibilities. information on benefits. The purpose of the orientation program is to provide the employee with the information to make those first days of new employment easier. job description. To ensure that various topics are addressed in employee orientation. etc. The wealth of information to be learned in a new environment can be overwhelming for a new employee. Don’t explain everything about the agency on the first day.The appointing authority or supervisor has responsibility to orient the new employee on: • • • • • • • Job duties. and flex comp benefits and completion of forms Other benefits such as leave. and expectations or goals Probationary period Hours of work and FLSA status Agency and/or work unit policies Employee Assistance Program Safety issues Agency mission and organization It is the responsibility of the agency payroll clerk or human resource officer to cover the following topics: • • • Payroll information and completion of forms Insurance. etc. an employee handbook. retirement. you may wish to use the SFN 19452 Employee Orientation Checklist. • Pull together a set of orientation materials including work unit and/or agency organizational charts. 42 . Those types of things can be learned over time. such as the day-today events that an employee needs to know to get up to speed and be a part of the team.

In each instance.• The supervisor should follow up with the employee on a regular basis to monitor how the employee is doing and the effectiveness of the orientation. Employees leave your organization for good reasons and bad reasons. career progression or preparation for entry into a new career. better hours. 5. or mutually agreed upon by both." Some common reasons for voluntary termination include: • Personal dissatisfaction with job. • Factors in employee's personal life not related to the job that makes holding or performing the job impossible or more difficult. burnout. 43 . the decision may be made by the employee. they are fired for poor performance or poor attendance or experience a layoff because of a business downturn. you need an employment termination checklist to help the employee exit process go smoothly. • Hire at a new job. retire or land their dream job. go back to school. Less positively. Depending on the case. education. Reasons for wanting a different job may be better working conditions. or working conditions. or moving to a new location." "quitting. Terminations Termination of employment is the end of an employee's duration with an employer. There are Voluntary termination Voluntary termination is a decision made by the employee to leave the job. or a career change. On the positive side. the employer." "leaving. These may include family obligations. Such a decision is commonly known as "resignation. they find new opportunities. Here's a sample employment termination checklist. graduation. employer. a shorter distance to work. hours. better pay. health. There are two types of terminations in human resource management. or in more severe cases." or" giving notice.

Dismissal Dismissal is the employer's choice to let the employee leave. particularly if he/she has been fired from earlier jobs. often at least two weeks. depending on job type and benefits available following retirement) or else an injury. voluntary termination may be sudden and abrupt without warning to the employer. as opposed to being laid off. The employee may wish to take matters into his/her own hands in order to leave more honorably. Involuntary termination Involuntary termination is the employee's departure at the hands of the employer. is generally thought of to be the employee's fault. accordingly. unexplained gaps in employment and refusal to contact previous employers are often regarded as red flags. comfort with the employer. Generally. and to get a better reference for future employers. and dedication to the job. Depending on the employee's reason. or with a certain amount of notice given. this often called a two-week notice.• Feared or anticipated involuntary termination. Often. to receive their full benefits from the employer." To be fired. There are two basic types of involuntary termination. and therefore is considered in most cases to be dishonorable and a sign of failure. 44 . employers prefer that a departing employee provide at least some notice to the employer. generally for a reason which is the fault of the employee. known often as being "fired" and "laid off. Those in compliance with this requirement are more likely to be rehired by the same employer in the future. disability. This may be as a result of the employee's age (which may vary. Job-seekers sometimes do not mention jobs which they were fired from on their résumés. it may hinder the new job-seeker's chances of finding new employment. • Retirement. This is also known as mutual consent in some parts. or other medical condition forcing early retirement. The most common colloquial term for dismissal in America is being fired whereas in Britain the term 'getting the sack' is used.

However. such as that of the United States. no employees are forced to leave their jobs. or otherwise lacks the economic stability to retain the position. In a postmodern risk economy. or due to a change in the function of the employer (for example. the firm itself is going out of business. a laid-off employee may be offered a re-hire by his/her respective company. and therefore jobs related to that product or service are no longer needed). laid-off employees jobs are terminated and not re-filled. in which both the employee and the employer reach an agreement that the employer is allowed to lay off the employee if the probation period is not satisfied. In some cases. However. Some companies resort to attrition (voluntary redundancy in British English) as a means to reduce their workforce. 45 . Often. s/he may have found a new job.Layoff A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). those who do depart voluntarily are not replaced. a certain type of product or service is no longer offered by the company. and often for reasons unrelated to performance or ethics. frequently a few years of their salary. employment termination can also result from a probation period. "reduction in force" or "redundancy". In such a situation. A layoff is usually not strictly related to personal performance. Such plans have been carried out by the United States Federal Government under President Bill Clinton during the 1990s and by the Ford Motor Company in 2005. One type of layoff is the aggressive layoff. but instead due to economic cycles or the company's need to restructure itself. employees are given the option to resign in exchange for a fixed amount of money. layoffs occur as a result of "downsizing". Under such a plan. a large proportion of workers may be laid off at some time in their life. though by this time. but not replaced as the job is eliminated. These are not technically classified as firings. because either the company wishes to reduce its size or operations. Additionally. the employee is laid off for a just cause.

Forced resignation • • 5. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. There were also some views that training is a very costly affair and not worth. When this happens. They were holding the traditional view that managers are born and not made. Termination by mutual agreement Some terminations occur as a result of mutual agreement between the employer and employee. Some types of termination by mutual agreement include: • The end of an employment contract for a specified period of time (such as an internship) Mandatory retirement. In many of these cases.However layoff may be specifically addressed and defined differently in the articles of a contract in the case of union work. such as commercial airline pilots. Organizations used to believe more in executive pinching. TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVELOPMENT Traditional Approach – Most of the organizations before never used to believe in training. but the employer offered the mutual termination agreement in order to soften the firing (as in a forced resignation). But now the scenario seems to be changing. it was originally the employer's wish for the employee to depart. Some occupations. it is sometimes debatable if the termination was truly mutual. But there are also times when a termination date is agreed upon before the employment starts (as in an employment contract). Training and Development Training and Development is a subsystem of an organization. The modern approach of training and development is that Indian Organizations have 46 . face mandatory retirement at a certain age.

which in turn. and Societal. Functional. the office of Employee Relations offers a variety of services. 47 . Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness. Individual Objectives – help employees in achieving their personal goals. there are four other objectives: Individual. Training is now considered as more of retention tool than a cost. Organizational. The company is committed to promoting a productive and positive work environment for all of its employees. In support of this.realized the importance of corporate training. Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. 7. In addition to that. Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. enhances the individual contribution to an organization. • Consulting with individuals and departments to foster a positive and productive work environment. Employee Relations Welcome to the Employee Relations division of the Office of Human Resources Management.

collective bargaining and ongoing union-management relations. Supporting the campus community through administrative processes including disputes. communications. Advising and training departments on corrective actions and administering the company’s progressive disciplinary process. Some issues may require further investigation or consultation with other campus departments. information will only be shared with other individuals on a need-to-know basis. and resolving workplace disputes. Advising individuals and departments on matters and policies related to employee relations and employee rights. • • • • Investigating and resolving complaints and charges of discrimination. It also includes matters that focus on HR careers. • If you need to discuss a matter with Employee Relations staff. In such cases. 48 . sexual harassment. retaliation or other work related complaints.• Providing coaching and training regarding the company’s performance management system. It does not include matters involving union organizing. technology. administering and analyzing the employer-employee relationship. managing employee performance. as well as effective employee relations practices and global employee relations issues. state and local laws and regulations. metrics and outsourcing in the employee relations field. and appeals related to various employee relations issues. confidentiality will be maintained to the extent possible. which are encompassed in the Labor Relations Discipline. It includes the processes of developing. grievances. union elections. performing ongoing evaluation of it. ensuring that relations with employees comply with applicable federal. charges. mediation and training. implementing. Providing conflict resolution options including: facilitation. The Employee Relations Discipline concerns the relationship of employees with the organization and with each other. legal and regulatory issues.

Once you have the difference measured between perception and reality then you have the opportunity to commence dialogue about with your employees about what customers really think. Sometimes they even ask questions about competitor products and services. None of these questions prove that the employee communication tools measure engagement which is what every CEO wants to know. There is one key reason that the companies are measuring the acceptance of communication tools. • One year on when the customer survey is conducted. The company knows that the questions such as do they read the newsletter. and do they find the information sessions interesting. Organizations then take that information and work towards improving the rating they received by introducing improvements to services. • Every organization conducts market research surveys. do they access the corporate blog. So here's what the companies do. Most importantly it allows you to design employee communication strategies specifically to target that business issue. These surveys typically measure customer satisfaction levels across services and products provided by your organization. you ask the same questions and again do the same with the staff survey. products and information. So now you have a business and know the key messages for your employee communication strategy. Communications If the company is involved in employee communication then they already know that one of the most important aspects of employee communication today is measurement. What you seek to find is that the measure of the perception staff have of what customers think and what customers actually think have moved closer together and towards the 49 . But so much of that measurement is focused on whether employees access the tools organizations use to communicate with them.8. • Typically the result demonstrates disparity between what customers think and what employees think customers think. not measuring employee communication strategy.

"Now I can do something about it".organizations desired outcome. The investment in the human resources staff survey and the marketing departments' customer research is already locked in. all you do is tailor the articles to reflect the main focus of your employee engagement strategy. The engagement strategies are generally low cost because they involve people. access of our intranet and other tools. By this I mean that employees are involved in doing something differently to bring about change in an organization. This approach to measurement is low cost. However the only way to impact perceptions of the value that the employee communication function contributes to an organization is to measure engagement strategies against business outcomes. The Aha Moment is based on information that challenges the employee's belief about an aspect of the business. "Now I understand". This low cost yet highly effective approach will ensure that you can measure your employee communication strategies against business outcomes. If the gap still exists then the design of your employee communication strategy is flawed in someway. it is important that we measure employee communication tools such as readership of our staff magazine. Finally. The information that suddenly helps employees say. The staff newsletter and other information tools already exist. • This information is important because your ultimate aim in employee communication has to be to create the "Aha Moment". It is only once you see this gap close between what customers actually think about an issue and what employees think the customer thinks that you have a measure that demonstrates your employee communication engagement strategy has been successful. This becomes your business measure of whether you have engaged employees. You are simply adding 10 questions to the end of the human resources survey based on the marketing questions. "Now it makes sense". not tools. 50 .

Policies and procedures (including employee hand book) Policies. handbooks and procedures provide guidance for fair and consistent staff treatment. authentic. the regulatory environment and community expectations. destruction alteration or removal of records. grievances and lawsuits. accessible. such as access monitoring. clear and concise HR policies and job descriptions are important for a number of reasons. Failing to implement policies and job descriptions leaves your company open to legal challenges. Straight-forward. user verification authorized destruction and security are implemented to prevent unauthorized access. retained. especially if you 51 . useable.9. The record management system: • • creator • • • Protects the records from unauthorized alteration or disposition Routinely functions as the primary source of information about actions that are Provides ready access to all relevant records and related metadata. damage and misuse. Files/Record maintenance technology The university uses and maintaining a records management system that is secure from unauthorized access. The system captures and supports records that are accurate. Routinely captures all records within the scope of the business activities of Griffith Organizes the records in a way to reflect the business processes of the record’s University: documented in the records: and Control measures. 10. and regular operation and is managed in compliance with all requirements arising from current business processes. They are most useful when applied as guidelines rather than as rules and laws.

Your company needs human resources policies and procedures and current job descriptions so that your staffs are treated equally across a variety of employment issues. contracts. human resource polices help if legal situations arise. In addition. Companies looking for fresh ideas and a fresh start to can find what they are looking for with our sample hr policies and sample job descriptions 52 . procedures and job descriptions and you can easily do this if you download our sample job descriptions and hr policies. Grievances and lawsuits lead to: • • • Increased costs that affect your profits Increased turnover Negative morale Your company will avoid these problems if you implement hr policies. developing HR policies and procedures and writing job descriptions.inconsistently apply your human resources policies and your pay structure/system. many large companies have dated policies. In addition. procedures and job descriptions that no longer reflect the reality of today's business world. Our products and services are ideally suited for: • • • • • Small Business Owners Managers HR Professionals HR Consultants Lawyers Small businesses often scramble for resources when compiling staffing information.

it may move for a long period of 53 . Otherwise. It will help you identify what you are missing or need to improve. If they permit us our work concludes shortly. its HR function to a level where its full potential to support the organization’s mission and objectives can be realized. but it can’t tell It is most useful when an organization is ready to act on the findings and to evolve function in the organization.LIMITATIONS • • • • The audit works best when the focus is on analyzing and improving the HR The audit itself is a diagnostic tool. not a prescriptive document. • time Time taking element depends upon the employees working in the organization. • The audit information may or may not be accurate. There is a chance of gathering false information.-if not it is a tooth less document. Though the information gathered from the employees who are working in the organization may or may not reveal the truth. you what you need to do to address these issues.

210 100 GRAPH: 90 80 70 60 Number of 50 Respondents 40 30 20 10 0 Number of respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: 54 . ATTRIBUTES 1.210 4. COMMUNICATION (A) Employees generally feels informed about changes that affect them within company.No opinion 4.1.315 84. Disagree 3.Agree 5.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 3 6 80 4 95 PERCENTAGES 2.105 3.Strongly Disagree 2.160 6.

According to the above table. 1.105 100 GRAPH: 90 80 70 60 50 40 30 20 10 0 Number of Respondents Number of respondents Percentages Strongly Disagree No Disagree opinion Agree Strongly Agree INTERPRETATION: 55 .210 6.2% of employees are feeling that the company is informing that affect them within the company. (B) Employees usually know about the important things that happen within the company ATTRIBUTES 1. Disagree 3.Strongly Disagree 2. 84.Strongly Agree TOTAL NUMBER OF RESPONDENTS 4 6 3 80 2 95 PERCENTAGES 4.Agree 5.210 2. It denotes that the company is taking care of their employees.160 84.315 3.No opinion 4.

315 100 GRAPH: 90 80 70 60 Number of 50 Respondents 40 30 20 10 0 Number of respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: 56 .No opinion 4.According to the above table. It shows that the employees are aware of the things that happen within the company. 84.160 2.216 6. Disagree 3.105 4.Strongly Disagree 2.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 2 4 80 6 95 PERCENTAGES 3. (C) Employees can see the link between their work and objectives ATTRIBUTES 1.2 % of employees feel that they usually know about the important things that happen with in the company.210 84.Agree 5. 1.

2% of employees can see the link between their work and the company’s objectives. Managers communicate clear objectives for the company to achieve.315 4... It shows that the employees can see the difference between their work and company’s objectives.Agree 5. 1(D).Strongly Disagree 2. 84.210 2.2% of employees feel that the manager communicate clear objectives for the company to achieve.160 100 GRAPH: 90 80 70 60 50 40 30 20 10 0 Number of Respondents Percentages Strongly Disagree No Disagree opinion Agree Strongly Agree INTERPRETATION: According to the above table. 57 . ATTRIBUTES 1.105 84.No opinion 4.Strongly Agree TOTAL NUMBER OF RESPONDENTS 6 4 2 80 3 95 PERCENTAGES 6. 84.According to the above table. It denotes that there is an open communication between managers and employees.210 3. Disagree 3.

263 6. employees are satisfied at the company. 53.526 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. ATTRIBUTES 1. 58 .686 30. Disagree 3.315 4.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 6 4 51 29 95 PERCENTAGES 5.5% employee’s answers that they are strongly agree that they are satisfied at the company.Strongly Disagree 2. 30.6% of employee’s answers as agree.Agree 5. SATISFACTION (A) Considering every thing.No opinion 4.2.210 53. It denotes that most of the employees are very much satisfied at the company.

2(B) Employees find their work challenging.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 6 7 46 33 95 PERCENTAGES 3.736 100 GRAPH: 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.368 48. Disagree 3.315 7. It shows that the employees are very much committed to the work that the company is assigned to do.Agree 5. 34.No opinion 4. ATTRIBUTES 1.4% of employee’s found that their work is challenging.Strongly Disagree 2. 59 .421 34.160 6.4% of employee’s hangs on to the opinion as agree. 48.

63. ATTRIBUTES 1.421 7.No opinion 4.1% of employee’s feel that they like the kind of work that they are doing in the company 10. Disagree 3.Strongly Agree TOTAL NUMBER OF RESPONDENTS 8 7 10 60 10 95 PERCENTAGES 8.368 10.526 100 GRAPH: 70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.5 % of employee’s feels those they strongly agree that they like their work.Agree 5.Strongly Disagree 2.157 10.526 63.2(C) Employees like the kind of work they do. 60 .

2 % of employee’s votes as agree. Disagree 3.734 100 GRAPH: 70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.528 65.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 6 10 62 14 95 PERCENTAGES 3.2(D) Employee’s working conditions are good. ATTRIBUTES 1. 14.315 10.Strongly Disagree 2. TRAINING 61 .160 6. 65.263 14.No opinion 4.7% of employee’s votes as strongly agree that the working conditions in the company are good.Agree 5. 3.

6% of employee’s votes as agree. Overall. 73% of employee’s agrees that the company is providing essential training to do their job well. 21% of employee’s votes as strongly agree that the company is providing the training that they need to do their job well.263 8.631 21.Agree 5.Strongly Disagree 2. 3(B) Employees aware of available training and development activities.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 8 12 50 20 95 PERCENTAGES 5.(A)Employees get the training they need to do their job well. Disagree 3. 52.No opinion 4.631 52. 62 ..421 12.054 100 GRAPH: 60 50 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree 40 Number of Respondents Percentages INTERPRETATION: According to the above table. ATTRIBUTES 1.

63 .Strongly Disagree 2. 3(C) Employees gave a real opportunity to improve their skills in this company.263 15.ATTRIBUTES 1.789 47.315 100 GRAPH: 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. It shows that the company is informing the employees about the training and development activities that are providing to them.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 5 15 45 25 95 PERCENTAGES 5.No opinion 4.Agree 5. 47.3% of employee’s votes as strongly agree that they are aware of available training and development activities.3% of employee’s votes as agree. Disagree 3. 26.370 26.263 5.

No opinion 4.368 8. 3(D) Employees training meets they needs for their current job.Strongly Agree TOTAL NUMBER OF RESPONDENTS 7 8 10 52 18 95 PERCENTAGES 7.528 54. 54.7% of employee’s votes as agree.Agree 5.Strongly Disagree 2. Disagree 3. ATTRIBUTES NUMBER OF RESPONDENTS PERCENTAGES 64 .ATTRIBUTES 1. It denotes that the most of the employees are skilled in this company.736 18. 18.947 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.9% of employee’s votes as strongly agree that the company is giving real opportunities to improve their skills.421 10.

It shows that the training providing by the company is helping the employees to meet their needs. CAREER (A) Employees believes there are a variety of ways for them to develop their carrier at company 65 .No opinion 4.894 21.263 7.054 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. 4.1.368 8.Agree 5.421 57.Strongly Agree TOTAL 5 7 8 55 20 95 5. 57.Strongly Disagree 2.8% of employee’s votes as agree 21% of employee’s votes as strongly agree that their training meets their needs for their current job. Disagree 3.

ATTRIBUTES 1.370 10.Strongly Disagree 2.5% of employee’s votes as strongly agree that they believe there are a variety of ways for them to develop their career at company.3% of employee’s votes as agree. 47.Agree 5.No opinion 4.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 3 35 45 10 95 PERCENTAGES 2.105 3. ATTRIBUTES NUMBER OF RESPONDENTS PERCENTAGES 66 . 4(B) Job promotions with in the company are fair and reasonable.160 36. Disagree 3. that they are not aware of possible ways for them to develop their career at company. 10.525 100 GRAPH: 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.840 47.36.8% of employee’s are in panic.

15.7% of employee’s votes as strongly agree that the job promotions within the company are fair and reasonable.8% of employees feel that the job promotions are unfair.789 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly agree Number of Respondents Percentages INTERPRETATION: According to the above table.Strongly Agree TOTAL 2 8 16 54 15 95 2.843 56.Agree 5.421 16.8% of employee’s votes as agree.Strongly Disagree 2.105 8. 56. Disagree 3.No opinion 4.842 15.1. 16. ATTRIBUTES NUMBER OF RESPONDENTS PERCENTAGES 67 . \ 4(C) Employees are aware of promotion opportunities within company. It denotes that there is a slight variation in job promotion activities.

315 9.1. 15. 21% of employee’s votes as strongly agree that they are aware of promotion opportunities within the company. 47. 4(D) Employees have the opportunities within company ATTRIBUTES 1.Strongly Disagree 2.789 47.7% of employee’s have no idea about the promotion opportunities within the company.476 15. Disagree 3.368 21.052 68 .Strongly Agree TOTAL 6 9 15 45 20 95 6.052 100 GRAPH: 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.Agree 5.3% of employee’s votes as agree.Strongly Disagree NUMBER OF RESPONDENTS 1 PERCENTAGES 1.No opinion 4.

21% of employee’s votes as strongly agree that they have opportunities to progress with in the company.1% of employee’s votes as agree. 63.Strongly Agree TOTAL 4 10 60 20 95 4.No opinion 4.Agree 5. Disagree 3.158 21..528 63. ATTRIBUTES NUMBER OF RESPONDENTS PERCENTAGES 69 . It shows that company is providing necessary opportunities to progress for the employees.052 100 GRAPH: 70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. COMPANY (A) Company is innovative in developing new ways to serve their customers.210 10.2. 5.

5% of employee’s votes as strongly agree that the company is innovative in developing in new ways to serve their customers.210 8.6% of employee’s votes as agree.1.526 52.Agree 5. Disagree NUMBER OF RESPONDENTS 4 8 PERCENTAGES 4.157 10.633 31. Disagree 3.Strongly Agree TOTAL 2 3 10 50 30 95 2.Strongly Disagree 2. It shows that the employees are aware of company’s innovative aspects.579 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to above table.105 3.421 70 .No opinion 4. 31. 52. 5(B) Company’s image is that of high quality company.Strongly Disagree 2. ATTRIBUTES 1.

5(C) Company’s work performs its business operations to a high standard.421 42..840 100 GRAPH: 45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.8% of employee’s votes as strongly agree that the company’s image is that of a high quality company.1% of employee’s votes as agree. 36. Disagree 3.. 42.3.No opinion NUMBER OF RESPONDENTS 5 5 5 PERCENTAGES 5.No opinion 4.263 71 .Agree 5.Strongly Disagree 2.263 5.263 5.Strongly Agree TOTAL 8 40 35 95 8. ATTRIBUTES 1.108 36.

6% of employee’s votes as agree.105 7..Agree 5.Agree NUMBER OF RESPONDENTS 1 2 7 70 PERCENTAGES 1..686 72 .632 31.4. It denotes that the company is upgrading their technology within a short period of time.579 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.No opinion 4. 5(D) The work policies are well developed and organized.5% of employee’s votes as strongly agree that the company is performing its business operations to a high standard. 31.Strongly Disagree 2. ATTRIBUTES 1.Strongly Agree TOTAL 50 30 95 52.368 73. Disagree 3. 52.052 2.

789 100 GRAPH: 80 70 60 50 Number of 40 Respondents 30 20 10 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. Disagree 3.5.789 73 .No opinion NUMBER OF RESPONDENTS 4 6 15 PERCENTAGES 4.Strongly Agree TOTAL 15 95 15.7% of employee’s votes as strongly agree that the company’s work policies are well developed and organized. 6.6% of employee’s votes as agree. APPRAISALS (A) Manager holds employees accountable for the work that they do..210 6. 15.315 15. 73. ATTRIBUTES 1.Strongly Disagree 2.

052 54. It shows that the manager is efficient for assigning the job to employees.Agree 5.160 21. 6(B) Manager provides employees with adequate feed back.736 18.3% of employee’s votes as agree. Disagree 3.318 100 GRAPH: 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. ATTRIBUTES 1.No opinion 4.Agree 5.368 26. 26.3% of employee’s votes as strongly agree that the manager holds them accountable for the work that they do.105 3.Strongly Agree NUMBER OF RESPONDENTS 2 3 20 52 18 PERCENTAGES 2.4.947 74 .Strongly Agree TOTAL 45 25 95 47.Strongly Disagree 2. 47.

7% of employee’s votes as agree.630 52.Strongly Agree TOTAL NUMBER OF RESPONDENTS 4 8 12 50 21 95 PERCENTAGES 4.Strongly Disagree 2.TOTAL 95 100 GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number Of Respondents Percentages INTERPRETATION: According to the above table.9% of employee’s votes as strongly agree that the manager provides them with adequate feedback.No opinion 4. 21% of employee’s feel that the manager doesn’t provide them adequate feedback 6(C) Employees have clear measure for each of their objectives.Agree 5. Disagree 3. 18. ATTRIBUTES 1.105 100 75 .210 8.634 22. 54.421 12..

263 5. 22.1% of employee’s votes as strongly agree that they have clear measures for each of their objectives.102 26.Agree 5.No opinion 4. 6(D) Employees know what is expected of them in their job.054 42. It denotes that the employees are working in the company according to their objectives. Disagree 3.GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree No Disagree opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.318 100 76 .Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 5 20 40 25 95 PERCENTAGES 5.263 21. 52.Strongly Disagree 2. ATTRIBUTES 1.6% of employee’s votes as agree.

Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 5 15 30 40 95 PERCENTAGES 5.Strongly Disagree 2.102 100 GRAPH: 77 .263 5.Agree 5.789 31. 42.GRAPH: 45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree 5. 26.263 15. It shows that the employees are aware and working according to the company’s objectives. Disagree 3.583 42. ATTRIBUTES 1.1% of employee’s votes as agree. 7.No opinion 4. RECOGNITION (A) Hard work is usually rewarded at my company.Strongly Agree INTERPRETATION: According to the above table.3% of employee’s votes as strongly agree that they know what is expected of them in their job.

45 40 35 30 Number of 25 Respondents 20 15 10 5 0

Number of Respondents Percentages

Strongly Disagree

Disagree

No opinion

Agree

Strongly Agree

INTERPRETATION: According to the above table, 31.5% of employee’s votes as agree, 42.1% of employee’s votes as strongly agree that the hard work is usually rewarded at their company. It denotes that the employees working in the company are hard working.

7(B) Employees receive enough recognition for work that they do.

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 3 12 10 38 32 95

PERCENTAGES 3.160 12.631 10.525 40.000 33.684 100

GRAPH:

78

40 35 30 25 Number of 20 Respondents 15 10 5 0

Number of Respondents Percentages

Strongly Disagree

Disagree

No opinion

Agree

Strongly Agree

INTERPRETATION: According to the above table, 40% of employee’s votes as agree, 33.6% of employee’s votes as strongly agree that they receive enough recognition for work that they do in the company. It shows that the company’s commitment towards hardworking employees in case of recognition.

7(C) If Employees does a good job, they have a better chance of getting ahead.

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 1 4 12 58 20 95

PERCENTAGES 1.052 4.210 12.634 61.052 21.052 100

GRAPH:

79

70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages

INTERPRETATION: According to the above table, 61% of employee’s votes as agree, 21%of employee’s votes as strongly agree that if they do a good job they have a better chance of getting ahead in the employment.

7(D) Employees are recognized, whenever they do a good job.

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 2 2 6 60 25 95

PERCENTAGES 2.105 2.105 6.315 63.160 26.315 100

GRAPH:

80

MANAGEMENT (A) Manager helps employees to get ahead at their job. ATTRIBUTES 1.3% of employee’s votes as strongly agree that they are recognized whenever they do a good job.842 31.Strongly Disagree 2.1% of employee’s votes as agree.No opinion 4. 63.789 36. 26. 8.368 8.580 100 GRAPH: 81 .70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.421 15.Agree 5. Disagree 3.Strongly Agree TOTAL NUMBER OF RESPONDENTS 7 8 15 35 30 95 PERCENTAGES 7.

210 29.Strongly Agree TOTAL NUMBER OF RESPONDENTS 4 8 13 42 28 95 PERCENTAGES 4.5% of employee’s votes as strongly agree that the manager helps them to get ahead at their job.7% of employees have no opinion that the manager helps them to get ahead at their job. But 15. Disagree 3.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. 8(B) The relation between management and employees is good. ATTRIBUTES 1.213 8.Agree 5. 36. 31.684 44.No opinion 4.8% of employee’s votes as agree.421 13.475 100 GRAPH: 82 .Strongly Disagree 2.

Agree 5.843 100 GRAPH: 83 .No opinion 4. 7(C) Management of company makes wise decision ATTRIBUTES 1.842 16.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 5 18 54 16 95 PERCENTAGES 2.Strongly Disagree 2.105 5.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. Disagree 3.263 18.4% of employee’s votes as strongly agree that the relationship between management and employees is good. 44. It denotes that there is a good relationship between the management and employees within the company. 29.947 56.2% of employee’s votes as agree.

No opinion 4.528 26.Strongly Disagree 2.789 100 GRAPH: 84 .9% of employee’s has no idea about the management’s decisions. Disagree 3.Agree 5.8% of employee’s votes as strongly agree that the management of the company makes wise decisions.60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. 7(D) The company executive cares about employee’s ideas. 16. 56.8% of employee’s votes as agree.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 25 40 15 95 PERCENTAGES 5. But 18.102 15. ATTRIBUTES 1.318 42.263 10.

7% of employee’s votes as strongly agree that the company executive cares about their ideas. 15.054 100 GRAPH: 85 .Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 19 41 20 95 PERCENTAGES 5. ATTRIBUTES 1.Agree 5.Strongly Disagree 2. But 26.155 21.3% of employee’s has no idea that the company executive cares about their ideas.000 43.1% of employee’s votes as agree. 9. 42.No opinion 4.528 20.263 10.. DEPARTMENT (A) Conditions in departments allows employees to perform to a high standard.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. Disagree 3.

1% of employee’s votes as agree. ATTRIBUTES 1.263 5.Strongly Disagree 2. 21% of employee’s votes as strongly agree that the conditions in their department allows them to perform to a high standard.No opinion 4.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 5 30 40 15 95 PERCENTAGES 5.43.Agree 5. Disagree 3. But 20% of employee’s have no opinion about the conditions in the department that allow them to perform to a high standard. 9(B) Employee’s team focuses on fixing the problem rather than finding someone to blame.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.582 42.263 31.789 100 GRAPH: 86 .103 15.

263 10. 9(C) Employee’s team looks for ways to change processes to improve performance.631 15. It denotes that the employees are committed to work that they have been done.528 15.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. Disagree 3.789 100 GRAPH: 87 . ATTRIBUTES 1.No opinion 4.789 52. 15% of employee’s votes as strongly agree that their team focuses on fixing the problem rather than finding someone to blame.1% of employee’s votes as agree.Strongly Disagree 2. 42.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 15 50 15 95 PERCENTAGES 5.Agree 5.

Disagree 3.263 15.60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.318 21.6% of employee’s votes as agree. It shows that the team is very much innovative in finding their ideas to improve their performance.580 26.No opinion 4. ATTRIBUTES 1.050 100 GRAPH: 88 . 15% of employee’s votes as strongly agree that their team looks for ways to change processes to improve performance.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 15 30 25 20 95 PERCENTAGES 5.Strongly Disagree 2.789 31.Agree 5. 52. 9(D) The morale in employee’s department is generally high.

ATTRIBUTES 1. But most of the employee’s feels that they have no opinion about the morale in the department.894 55. TEAMWORK (A) Employees believe that all the division in the company work together to achieve a common goal.263 8. 21% of employee’s votes as strongly agree that the morale in their department is generally high. 26% of employee’s votes as agree.421 17.633 100 89 .No opinion 4.789 12. 10.Agree 5. Disagree 3.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 8 17 53 12 95 PERCENTAGES 5.35 30 25 Number of 20 Respondents 15 10 5 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.Strongly Disagree 2.

It denotes that all the divisions in the company have a common goal and they work together to achieve it.No opinion 4. 12.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 7 8 65 10 95 PERCENTAGES 5.GRAPH: 60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.Agree 5.6% of employee’s votes as strongly agree that they believe that all the divisions in the company work together to achieve a common goal.263 7. 55.420 68.421 10.368 8. Disagree 3.7% of employee’s votes as agree.528 100 GRAPH: 90 . 10(B) The people where employees work will co-operate to get the work done.Strongly Disagree 2. ATTRIBUTES 1.

10% of employee’s votes as strongly agree that the people where they work will cooperate to get the work done.No opinion 4.107 100 GRAPH: 91 . 68.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 9 27 35 21 95 PERCENTAGES 3.842 22. 10(C) There is a spirit of togetherness of employees within the company. Disagree 3.Agree 5. It shows that the employee relations in the company are good. ATTRIBUTES 1.4% of employee’s votes as agree.473 28.421 36.157 9.Strongly Disagree 2.70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.

22.054 2. that there is a spirit of equality with in the company.789 10.No opinion 4.Strongly Disagree 2. 10(D) There is cooperation among team members.105 10.4% of employee’s have no opinion about the equality among themselves. But 28. ATTRIBUTES 1.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.1% of employee’s votes as strongly agree. Disagree 3.8% of employee’s votes as agree.Strongly Agree TOTAL NUMBER OF RESPONDENTS 1 2 10 72 10 95 PERCENTAGES 1.526 100 GRAPH: 92 .Agree 5.526 75. 36.

Agree 5.7% of employee’s votes as agree.No opinion 4. It denotes that the employees cooperate with each other in the company. 75. RESPECT (A) Employees feel that they are valued at work ATTRIBUTES 1.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 2 14 41 36 95 PERCENTAGES 2.Number of 40 Respondents 30 20 10 0 80 70 60 50 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. Disagree 3.105 14. 11.155 37.736 43.Strongly Disagree 2. 10.105 2.5% of employee’s votes as strongly agree that there is cooperation among team members.899 100 GRAPH: 93 .

Disagree 3. ATTRIBUTES 1.Strongly Disagree 2.526 31.1% of employee’s votes as agree.263 10. 37.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.No opinion 4.580 36.842 15. It shows that the company is valuing each employee at work 11(B) At Company. 43.789 100 GRAPH: 94 .Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 30 35 15 95 PERCENTAGES 5. Employee’s opinions count.8% of employee’s votes as strongly agree that they feel that they are valued at work.Agree 5.

11(C) Employees in the company are treated with respect regardless their job.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 5 22 48 18 95 PERCENTAGES 2.5% of employee’s don’t know whether their opinions will count or not. But 31. ATTRIBUTES 1.949 100 GRAPH: 95 .157 50. Disagree 3.526 18.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. 36. 15.Agree 5.105 5.7% of employee’s votes as strongly agree that their opinions will count at company.263 23.8% of employee’s votes as agree.No opinion 4.Strongly Disagree 2.

Strongly Disagree 2.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 6 20 42 22 95 PERCENTAGES 5. ATTRIBUTES 1.Agree 5.160 100 GRAPH: 96 .5% of employee’s votes as agree. 50. 12.. EQUALITY (A) Employees believe that rewards are given fairly where they work.60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.315 21.9% of employee’s votes as strongly agree that employees in the company are treated with respect regardless of their job. Disagree 3.No opinion 4.052 44.210 23.263 6. 18.

2% of employee’s votes as agree. ATTRIBUTES 1.947 21.Strongly Disagree 2. Disagree 3.738 58. But 21% of employees feels that they have no opinion about the rewards are given unfairly or fairly. 12(B) Every one at company does their share of work.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.No opinion 4. 44.1% of employee’s votes as strongly agree that they believe that rewards are given fairly in the company.Agree 5.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 3 14 56 20 95 PERCENTAGES 2. 23.160 14.105 3.050 100 GRAPH: 97 .

60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. 12(C) Company is committed to ensuring equal opportunities for all employees.Strongly Agree TOTAL NUMBER OF RESPONDENTS 2 6 17 57 13 95 PERCENTAGES 2. It denotes that the employees in the company are committed to the work. ATTRIBUTES 1. 58.105 6.9% of employee’s votes as agree.Agree 5. 21% of employee’s votes as strongly agree that every one at the company does their share of work.686 100 GRAPH: 98 .000 13.Strongly Disagree 2.315 17.894 60. Disagree 3.No opinion 4.

210 33. It denotes the equality of the company towards the employees 12(D) Employees feel everyone are treated fairly in their department ATTRIBUTES 1.687 100 GRAPH: 99 .60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.No opinion 4. Disagree 3.Strongly Disagree 2.Agree 5. 13.631 44.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 6 12 42 32 95 PERCENTAGES 3.157 6. 60% of employee’s votes as agree.6% of employee’s votes as strongly agree that the company is committed to ensuring equal opportunities for all employees.315 12.

SECURITY (A) Employees feel to express their opinions without worrying about negative actions/responses.Strongly Disagree 2.842 21.528 26.263 10. 44. 14.054 100 GRAPH: 100 .No opinion 4. Disagree 3.6% of employee’s votes as strongly agree that they feel everyone is treated fairly in their department. 33.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 25 35 20 95 PERCENTAGES 5.313 36.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. It shows that the company is treating everyone fairly. ATTRIBUTES 1. but not with partiality.Agree 5.2% of employee’s votes as agree.

787 100 GRAPH: 101 .528 31. But 26.842 15.Agree 5. 21% of employee’s votes as strongly agree that they feel free to express their opinions with out worrying about negative actions/responses. ATTRIBUTES 1.8% of employee’s votes as agree.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 30 35 15 95 PERCENTAGES 5.263 10.Strongly Disagree 2.Number of Respondents 40 35 30 25 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. 36. 14(B) Employees feel they have job security. Disagree 3.580 36.No opinion 4.3% of employee’s have no idea about expressing there opinions in the company.

210 25. 36.7% of employee’s votes as strongly agree that they have job security.Agree 5.Strongly Disagree 2. EMPLOYEE’S SALARY AND COMPENSATION BENEFITS (A) The company is providing with reasonable remuneration to employees.No opinion 4. ATTRIBUTES 1. Disagree 3.947 10. But 31.5% of employee’s feel that they have no idea about their job security. 13.528 100 GRAPH: 102 .Strongly Agree TOTAL NUMBER OF RESPONDENTS 1 4 24 56 10 95 PERCENTAGES 1.8% of employee’s votes as agree. 15.052 4.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.263 58.

Disagree 3.Strongly Disagree 2. 13(B) Employees are satisfied with the salary that the company is offering.842 14. But 25. 10.9% of employee’s votes as agree.528 31.315 10.5% of employee’s votes as strongly agree that the company is providing with reasonable remuneration to them.580 36.Strongly Agree TOTAL NUMBER OF RESPONDENTS 6 10 30 35 14 95 PERCENTAGES 6.Agree 5.No opinion 4.60 50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table. 58.735 100 GRAPH: 103 . ATTRIBUTES 1.2% of employee’s have no answer whether the company is providing with reasonable remuneration or not.

13(C) Employees are expecting more salary from the company.5% of employee’s have no answer that they are satisfied with the salary or not that the company is offering.528 21.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.Agree 5. 36. ATTRIBUTES 1. But 31.8% of employee’s votes as agree.054 100 GRAPH: 104 .053 42.263 10. 14. Disagree 3.Strongly Agree TOTAL NUMBER OF RESPONDENTS 5 10 20 40 20 95 PERCENTAGES 5.7% of employee’s votes as strongly agree that they are satisfied with the salary that the company is offering.No opinion 4.Strongly Disagree 2.102 21.

. Disagree 3. 42.Agree 5.631 21.Strongly Disagree 2.No opinion 4.157 12.45 40 35 30 Number of 25 Respondents 20 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 12 20 45 15 95 PERCENTAGES 3. ATTRIBUTES 1. But 21% of employee’s have no opinion about this issue. 21% of employee’s votes as strongly agree that they are expecting more salary from the company.054 47. 13(D) Employee’s salary is equivalent to their work that they have been done.369 15.789 100 GRAPH: 105 .1% of employee’s votes as agree.

50 40 Number of 30 Respondents 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages

INTERPRETATION: According to the above table, 47.3% of employee’s votes as agree, 15.7% of employee’s votes as strongly agree that the salary is equivalent to the work that they have been done. But 21% of employee’s have no idea about the sense of equality between their salary and work.

13(E) The Company is providing employees with all necessary benefits.

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 2 10 20 40 23 95

PERCENTAGES 2.105 10.526 21.054 42.103 24.212 100

GRAPH:

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45 40 35 30 Number of 25 Respondents 20 15 10 5 0

Number of Respondents Percentages

Strongly Disagree

Disagree

No opinion

Agree

Strongly Agree

INTERPRETATION: According to the above table, 42.1% of employee’s votes as agree, 24% of employee’s votes as strongly agree that the company is providing them with all necessary benefits. But 21% of employee’s have no opinion about this topic.

13(F) The Company is providing with all compensation benefits if any damage occurs to employees...

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 4 7 12 62 10 95

PERCENTAGES 4.210 7.368 12.631 65.265 10.526 100

GRAPH:

107

70 60 50 Number of 40 Respondents 30 20 10 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages

INTERPRETATION: According to the above table, 65.2% of employee’s votes as agree, 10.5% of employees votes as strongly agree that the company is providing with all compensation benefits if any damage occurs to them.

13(G) The compensation benefits providing by the company are reasonable.

ATTRIBUTES 1.Strongly Disagree 2. Disagree 3.No opinion 4.Agree 5.Strongly Agree TOTAL

NUMBER OF RESPONDENTS 3 12 35 25 20 95

PERCENTAGES 3.157 12.631 36.845 26.313 21.054 100

GRAPH:

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.3% of employee’s votes as agree.894 33.685 21.210 37.054 100 GRAPH: 109 .No opinion 4.Strongly Disagree 2.8% of employee’s has no idea that the compensation benefits are reasonable or not. 21% of employee’s votes as strongly agree that the compensation benefits providing by the company are reasonable. Disagree 3.Strongly Agree TOTAL NUMBER OF RESPONDENTS 3 4 36 32 20 95 PERCENTAGES 3. 13(H) The Company provides any monetary benefits in case of emergency to employees.40 35 30 25 Number of 20 Respondents 15 10 5 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table.Agree 5..157 4. 26. ATTRIBUTES 1. But 36.

33.Strongly Agree TOTAL NUMBER OF RESPONDENTS 10 14 26 32 13 95 PERCENTAGES 10. 13(I) The Company provides all benefits at correct time without any delay.736 27.526 14.No opinion 4. Disagree 3. 21% of employee’s votes as strongly agree that the company provides any monetary benefits in case of emergency to them.Number of 20 Respondents 15 10 5 0 40 35 30 25 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. But most of the employees have no opinion about this issue.Agree 5. ATTRIBUTES 1.686 13.Strongly Disagree 2.368 33.6% of employee’s votes as agree.684 100 GRAPH: 110 .

13. But 27.Agree 5.Strongly Disagree 2.052 2.35 30 25 Number of 20 Respondents 15 10 5 0 Strongly Disagree Disagree No opinion Agree Strongly Agree Number of Respondents Percentages INTERPRETATION: According to the above table.210 71.Strongly Agree TOTAL NUMBER OF RESPONDENTS 1 2 4 68 20 95 PERCENTAGES 1. Disagree 3.6% of employee’s votes as strongly agree that the company provides all benefits at correct time without any delay.579 21. 13(J) Employees are totally satisfied with all benefits that the company is providing.6% of employee’s votes as agree. 33.054 100 GRAPH: 111 . ATTRIBUTES 1.105 4.No opinion 4.3% of employee’s has no answer to this question.

21% of employee’s votes as strongly agree that they are totally satisfied with all benefits that the company is providing to them. 15. PERSONAL OPINIONS (A) Will employees refer others who are seeking employment to company? ATTRIBUTES 1. Overall. 71. No TOTAL NUMBER OF RESPONDENTS 76 19 95 PERCENTAGES 80 20 100 GRAPH: 112 . Yes 2.5% of employee’s votes as agree.Number of Respondents 80 70 60 50 40 30 20 10 0 Number of Respondents Percentages Strongly Disagree Disagree No opinion Agree Strongly Agree INTERPRETATION: According to the above table. most of the employees feel that they are very much satisfied by the company.

80 70 60 50 Number of 40 Respondents 30 20 10 0 Number of Respondents Percentages Yes No INTERPRETATION: According to the above table. ATTRIBUTES 1. Yes 2. 15(B) Employees feel good about their continued employment with company. No TOTAL NUMBER OF RESPONDENTS 80 15 95 PERCENTAGES 84. 80% of employees would refer others who are seeking employment into this company.790 100 GRAPH: 113 .210 15.

Poor TOTAL NUMBER OF RESPONDENTS 30 50 13 2 95 PERCENTAGES 31.630 13.105 100 114 . Excellent 2.684 2. how would employees rate their overall employment with company? ATTRIBUTES 1.582 52.100 80 60 Number of Respondents 40 20 0 Yes No Number of Respondents Percentages INTERPRETATION: According to the above table.2% of employee’s feel good about their continued employment with the company. Average 4. 15(C) On the scale of excellence to poor. Good 3. 84.

GRAPH:

60 50 40 Number of 30 Respondents 20 10 0 Excellent Good Average Poor Number of Respondents Percentages

INTERPRETATION: According to the above table, 52.6% of employee’s votes as good and 31.5% of employees votes as excellent. It denotes that the employees are very much satisfied by the company.

FINDINGS
The important findings known by studying HR Audit are: 1. There is a nice way of communication between the manager and employees which determines an effective relationship between them 2. The organization is taking care of their employees by providing essential training which results in their development 3. The organization is providing enough job promotion activities which results in progress of employees.

4. The organization has enough care about their customers to serve them in an innovate way, which determines that their work policies or well developed and organized.

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5. The organization is recognizing the employees work by making appraisals which shows that hard work is usually rewarded, when ever employees does a good job 6. The working environment of the company is good, where the employees share their work and they focuses on finding the solution to the problem rather than finding someone to blame. It shows that the morale is high and they find ways to improve their performance. 7. Employees have enough cooperation to get their work done and they respect each other. It shows that there is equality among the employees working in the organization 8. Employees feel that they have job security and they prefer others to seek employment in the organization 9. The organization is providing all necessary benefits to the employees and they feel that the benefits are reasonable 10. Most of the employees feel that they are very much satisfied to work for this organization.

SUGGESTIONS
• • • • • It is recommended that the organization must provide clear-cut or in detailed information about it to the employees. Employees should aware about the organization if once they entered in it. The organization should focus on the employees who are incompetent in the team to make them competent which could be very much useful for the organization in the future. Few of the employees responded that they need some more benefits. So it is suggested that all the employees should be educated about the remuneration paid to them is as per the performance and the seniority. The company should put more emphasis on career development programs and constantly should conduct counseling programs. The organization should focus on the employee’s working environment in order to work more freely.

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These are few suggestions where employees need some change in their working environment.

CONCLUSIONS
According to the opinions of the employees we know that they are very much satisfied and need few minor changes in their working environment in the organization. Most of the employees are satisfied and the organization should take necessary actions to increase their employee’s satisfaction levels which results in their growth.

QUESTIONNAIRE
1. COMMUNICATION S.no A) Questions I generally feel informed about changes that affect me within (company) I usually know in plenty of time when important things happen. Strongly Disagree No Disagree opinion Agree Strongly Agree

B)

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I am satisfied at (Company) I find my work challenging I like the kind of work I do My working conditions are good.no Questions Strongly Disagree Disagree No opinion Agree Stro ngly Agre e A) Considering everything. Managers communicate clear objectives for the company to achieve D) 2. B) C) D) 3.no A) Questions I get the training I need to do my job well. TRAINING S.C) I can see the link between my work and (company) objectives. I am aware of available training and development activities. I am given a real opportunity to improve my skills in this company Strongly Disagree No Disagree opinion Agree Strongly Agree B) C) 118 . SATISFACTION S.

D) My training meets my needs for my current job 4. COMPANY S.no A) Questions (Company) is innovative in developing new ways to serve our customers (Company) ‘s image is that of a high quality company (Company)’s performs its business operations to a high standard Strongly Disagree No Disagree opinion Agree Strongly Agree B) C) 119 . CAREER S.no A) Questions I believe there are a variety of ways for me to develop my career at (Company) Job promotions within the company are fair and reasonable. I am aware of promotion opportunities within (company) I have the opportunity to progress within (Company) Strongly Disagree Disagree No opinion Agree Strong ly Agree B) C) D) 5.

no A) Questions Hard work is usually rewarded at my company I receive enough recognition for work that I do If I do a good job I have a better chance of getting ahead Strongly Disagree No Disagree opinion Agree Strongly Agree B) C) 120 . APPRAISALS S.D) The work policies are well developed and organized 6. RECOGNITION S.no A) Questions My manager holds me accountable for the work that I do My manager provides me with adequate feedback I have clear measures for each of my objectives I know what is expected of me in my job Strongly Disagree Disagree No opinion Agree Strongly Agree B) C) D) 7.

My team focuses on fixing the problem rather than finding someone to blame My team looks for ways to change processes to improve performance. MANAGEMENT S. 8.D) I am recognized whenever I do a good job. Strongly Disagree No Disagree opinion Agree Strongly Agree B) C) 121 . The relationship between management and employees is good Management of my company makes wise decisions The company executive cares about my ideas Strongly Disagree Disagree No opinion Agre e Strongly Agree B) C) D) 9. DEPARTMENT S.no A) Questions My manager helps me to get ahead at my job.no A) Questions Conditions in my department allow me to perform to a high standard.

I believe that all the divisions in the company work together to achieve a common goal.no A) B) C) Questions I feel I am valued at work At (Company) my opinions count. The people I work with cooperate to get the work done There is a spirit of we’re all in this together within (Company) There is cooperation among team members. Strongly Disagree No Disagree opinion Agree Strongly Agree 122 . RESPECT S. Strongly Disagree Disagree No opinion Agre e Strongly Agree B) C) D) 11.no A) Questions .D) The morale in my department is generally high 10. Employees in the company are treated with respect regardless of their job. TEAMWORK S.

I believe that rewards are given fairly where I work Every one a(Company) does their share of work (Company) is committed to ensuring equal opportunities for all employees I feel everyone is treated fairly in my department. EMPLOYEE’S SALARY AND COMPENSATION BENEFITS S.no A) B) C) Questions . Strongly Disagree Disagree No opinion Agree Strong ly Agree D) 13.n o A) B) C) Questions Strongly Disagree Disagree No Agree opinion Strongly Agree The company is providing with reasonable remuneration to you Are you satisfied with salary that the company is offering? Are you expecting more salary from the company? 123 . EQUALITY S.12.

14.no A) Questions I feel free to express my opinions without worrying about negative actions/responses I feel I have job security Strongly Disagree Disagree No opinion Agree Strongly Agree B) 124 . SECURITY S.D) E) F) G) H) I) J) Is the salary is equivalent to your work u have been done? The company is providing you with all necessary benefits The company is providing with all compensation benefits if any damage occurs to you The compensation benefits providing by the company are reasonable The company provides any monetary benefits in case of emergency to you The company provides all benefits at correct time without any delay You are totally satisfied with all benefits that the company is providing.

Ivancevich.no C) Question How would you rate your overall employment with the Company Excellent Good Average Poor Books  Personal and Human resource management  Human resource management  Research methodology & Statistical tools - Authors P.Narayana reddy & GVRK Acharyulu 125 . PERSONAL OPINIONS S.no A) B) Questions Would you refer others who are seeking employment to (Company) I feel good about my continued employment with (Company) YES NO S.Subbarao.15. P.

net  www.in  Social research methods.google.co.Web-sites  www.blurtit.com 126 .

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