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, UNIT: NATIONALCARBON PLANT CHENNAI PROJECT REPORT
Submitted in partial fulfillment of the requirements for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
BY CA JOSE KUMAR
Regd. No: 19808319001 Under the Valuable guidance of
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd)
SRI VENKATESWARA UNIVERSITY Tirupati
EVEREADY ► ►►
INDUSTRIES INDIA LTD.
UNIT: NATIONAL CARBON PLANT
1075, T H ROAD, CHENNAI – 600 019 PHONE: 30421156-61, FAX: 044-25994146
Date: 29.05.10 TO WHOM SO EVER IT MAY CONCERN
This is to certified that Mr. CA. Jose Kumar, Regd, 19808319001,studying M.B.A III year in SRI VENKATESWARA UNIVERSITY, TIRUPATHI, has done a Project work entitled “EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES” in our organization for a period of 8 weeks from 05 Apr 2010 to 29 May 2010. During the tenure, he was keen in observation and his project. His conduct and character found to be good. We wish all the best for his future endeavor.
For EVEREADY INDUSTRIES INDIA LIMITED. UNIT: National Carbon plants,
G JAGANNATHAN PERSONNEL OFFICER
REGD OFFICE: 1, MIDDLETON STREET, KOLKATTA – 700 071.
DIRECTORATE OF DISTANCE EDUCATION SRI VENKATESWARA UNIVERSITY TIRUPATI – 517 502 Date: ___________
This is to certify that the project work entitled “A STUDY ON EMPLOYEE’S OPINION TOWORDS THE HR ACTIVITIES” Done for “EVEREADY INDUSTRIES INDIA LTD., UNIT: NATIONAL CARBON PLANT” is bonafied work done and submitted by Mr. CA.JOSE KUMAR in partial fulfillment of the requirements for the degree of “MASTER OF BUSINESS ADMINSTRATION” during the year (2008-2010) of SRI VENKATESWARA UNIVERSITY, TIRUPATI.
Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd) Project Guide Kandula School of Management Kadapa – 516 003
DECLARATION I here by declare that the project report entitles “A Study on EMPLOYEE’S OPINION TOWARDS THE HR ACTIVITIES” undertaken for EVEREADY INDUSTRIES INDIA LTD...Submitted by me in partial fulfillment for the requirement for the award of the degree of “Master of Business Administration ’’ of S V University, Tirupati and it has not been submitted previously in part or full to any university or institute.
: Giddalur :
(CA Jose Kumar) 19808319001
encouragement and support in my efforts in successful completion of the research work.Tech. I would like to express my cordial gratitude to G. The stimulus provided and encouraging feedback helped me sustain my spirits. CHENNAI” as a part of Master of Business Administration. (Ph.JOSE KUMAR) 9808319001 . M. who have given right inspiration.JAGANNATHAN (PERSONNEL OFFICER) for giving this opportunity to undertake project work in such an esteemed organization.B.. for his guidance and valuable suggestions continuous support and encouragement played a significant role in bringing out the report. (CA. TIRUPATHI for generously sharing their insight and experience with me. Finally. Kadapa. G Krishna Mohan. Kandula School of Management. My special acknowledgements to all faculty members of SRI VENKATESWARA UNIVERSITY.A.ACKNOWLEDGEMENT I am very happy to present this dissertation report on “A Study on “EMPLOYEE’S OPINION TOWARDS THE HR ACTIVITIES” did for “EVEREADY INDUSTRIES INDIA LTD…. I sincerely thank my guide Mr.D). Dr. B. much credit goes to my beloved parents and close friends for their contribution.
CONTENTS CHAPTERS TITLE COMPANY CERTIFICATE CERTIFICATE DECLARATION ACKNOWLEDGEMENT CHAPTER-1 EXECUTIVE SYNOPSIS 1-6 PAGE NO CHAPTER-2 INDUSTRY PROFILE 7-8 CHAPTER-3 COMPANY PROFILE 9-22 CHAPTER-4 CONCEPTUAL FRAME WORK 23-29 CHAPTER-5 RESEARCH METHODOLOGY 30-32 CHAPTER-6 DATA ANALYSIS & INTERPRETATION 33-54 CHAPTER-7 FINDINGS AND SUGGESTIONS 55-57 ANNEXURES QUESTIONSNAIRE 58-61 BIBILOGRAPHY 62 .
EXECUTIVE SYNOPSIS EXECUTIVE SYNOPSIS INDUSTRY PROFILE .
Cinema Arc Carbons 4. Hard Facing Alloys 5. Annual revenue per employee is about $240. Dry cell Batteries 2. Gouging Electrodes 6. while consumer usage levels drive demand for replacement batteries. Energizer. Major companies are Exide Technologies. Flash lights 3. PRODUCTS AND BUSINESS 1. Smaller producers compete by focusing on specialized product offerings and superior customer service. Divisions of large electronic companies such as Sony also manufacture batteries. and spectrum Brands (Rayovac). The industry is highly concentrated: the largest eight companies have about 75 percent market share and the largest 50 have over 98 percent.000.The US battery manufacturing industry includes about 125 companies with combined annual revenue of about $6 billion. Demand depends primarily on the level of activity in the automotive and electronic sectors of the economy. Personal income drives new battery purchases in consumer goods. Large companies have advantage in efficiency of operations and economies of scale. Photo Engraver Plates PROFILE OF THE COMPANY .
Objectives of the study To study the employees opinion towards HR functions in the organization. but their strategic importance is growing in today’s knowledge –based industries. Eveready is India’s largest selling brand of dry cell batteries and flashlights (torches) with dominant market shares of about 46%. ‘Poweron’. It has recently forayed into the mosquito repellent industry under the brand name. With appropriate HR policies and practices an organization is based on HR functions keeping in view of significance the researchers has undertaken the study to know the employees opinion regarding the activities in the organization. rechargeable batteries and alkaline batteries). skills and abilities of employees. An organizations success increasingly depends on the knowledge. Customers are well satisfied with products of the company. Eveready is certified with I. Eveready Industry now has about 8200 Employees in the group. flashlights (torches) and packet tea.Eveready Industries India Limited is one of India’s most reputed FMCG companies.S. The company has a portfolio comprising dry cell batteries (carbon zinc batteries. NEED FOR THE STUDY: People have always been central to organizations. To offer feasible ways and means to improve the employee morale and satisfaction in the organization. REASEARCH METHODOLOGY: Research design : Descriptive in nature .O-9002 certification for most of its plants. and the plant is licensed by Bureau of Indian Standards for Manufacturing” of all its Batteries. particularly as they help establish a set of core competencies that distinguish and organization from its competitors.
.eveready. www. books & broachers.com and various journals.e. Statistical data : simple percentage and weighted average .Research instrument Population Sample size Sample procedure Sources of data Primary data : : : : : : A well structured questionnaire 277 100 convenience sampling Primary & secondary data Primary data was collected using the information was Questionnaire contacts Secondary data : collected from the employees through personal Secondary data about the company profile and other details were collected from the company’s website i.
14. 6. The respondents are agreed that the training imparted to them helps to improve their performance with the weighted mean score of 0. 10. 60% of respondents are not satisfied with the safety measures provided by the company and remaining 40% are satisfied. 100% of the respondents satisfied with their recruitment process 2. Majority of respondents felt that the interaction levels would be satisfied with the weighted mean score of 0.65. 100% of respondents need the changes in the company. The respondents are highly satisfied towards the job with a weighted mean score of 1. 19.FINDINGS: 1.40. 16. The respondents opined the industrial relations are moderate with the weighted score of 1. 17. 12. 70% of respondents opined that the company is not providing any loan facility. The respondents said that management reacts moderately towards their complaints with the weighted mean score of 0.7. 13.5.20. The respondents are comfortable with a shift of 6 AM to 2 PM with the weighted mean score of 1. 15.46. The respondents are having no opinion of neither agree nor disagree with the reward system with the weighted mean score of 0. 40% of respondents said that compensation is the main reason for industrial disputes where as remaining 50% opined bonus & welfare measures and 10% rights. The respondents are undecided towards the health measures provided by the company and with the weighted mean score of 0. 8.3. 9. The respondents said that the management strictly reacted towards the punishment of misconduct with the weighted mean score of 1. 18.8. The respondents found to be highly dissatisfied towards the orientation classes in the company with the weighted mean score of -0. 3. The respondents found to be neither satisfied nor dissatisfied with the equality of food served at the canteen in the company. 7. .220.127.116.11. 60% of respondents opined that the token system in the company is good. 11. The respondents opined that the conditions are good with the weighted score of 1. 5. 4. The respondents are satisfied with the job transfer with the weighted mean score of 0.
The respondents are having a positive opinion towards of the attendance system with weighted mean score of 0. .6. 60% of respondents said that the main reason for absenteeism is personal problem. The management has to attend the individual complaints seriously and take action with in time. SUGGESTIONS: 1.20. 21.
4. Management may provide better medical facilities including provision of medicines and availability of specialist doctors round the clock and ambulance facilities. The management has to improve the reward system in both aspects of monitory and non monitory. The monitory form of price amount rather than giving the torch lights. 6. cap.2. 5. batteries. The management is providing follow up orientation classes but it is suggestible to follow the supervisor induction classes along with the follow up orientation classes. Management may take care to provide tasty food for workers in the canteen equally with executive. 7. 8. Personal loan and Transportation. 3. 9. The non monitory rewards in the form of impressive job titles and recognition. . The management has to bring some changes in production department which includes the following aspects like establishment of new machinery infrastructure. gloves and Aprons to workers. Management may provide loan facilities to workers which Education Loan. The management may provide better compensation packages in time when employees met with an accident. Management can improve safety measures like providing of shoes.
INDUSTRIAL PROFILE INDUSTRIAL PROFILE Covering industries and updated every 90 days. the First Research Industry profiles do the heavy lifting for you –saving your sales team valuable research .
Annual revenue per employee is about $240. COMPETITIVE LANDSCAPE Demand depends primarily on the level of activity in the automotive and electronic sectors of the economy. Executive Summary Brief Excerpt from Industry Overview Chapter: The US battery manufacturing industry includes about 125 companies with combined annual revenue of about $6 billion. Smaller producers compete by focusing on specialized product offerings and customer service. Energizer.000. enhancing client communications and giving you the competitive edge to win more business. deepen customer relationships and strengthen your own bottom line. while costumer usage levels drive demand for replacement batteries. Easy-to-use and up-to-date. Divisions of large electronic companies such as Sony also manufacture batteries.time. Personal income drives new battery purchases in consumer goods. Major companies are Exide Technologies. OPERATIONS & TECHNOLOGY . The industry is highly concentrated: the largest eight companies have about 75 percent market share and the largest 50 have over 98 percent. Large companies have advantages in efficiency of operations and economies of scale. the industry profile provides you with the industry research necessary to stay on top of constant changes in selected industries. The industry profiles provide the information and understanding you need to engage new prospects during the sales process. and spectrum Brands (Rayovac). PROJECTS.
C. and a variety of specialty applications. . radios. remote controls. while primary batteries are discarded after the initial stored energy is consumed. AAA. such as hearing aids and implantable medical devices. and 9-volt) used in flash lights. Primary batteries include standard dry cell batteries (AA. Storage batteries are rechargeable. Example of storage batteries are automotive and laptop computer batteries. D.Major product categories are storage batteries (55 percent) and primary batteries (45 percent).
COMPANY PROFILE COMPANY PROFILE .
1956: Commencement of zinc rolling mill operation. ‘Poweron’. where it presently continues. Eveready today dominates the Indian market and stands for portable power and light to millions of consumers. .This company was taken over by a joint stock company called “Eveready Company (India) Limited”. rechargeable batteries and alkaline batteries).Eveready Industries India Limited is one of India’s most reputed FMCG companies. was originally founded in 1926 with the name “Eveready Company (India)”. From small beginnings with an import consignment in 1905 of Rs 500. On June 30. and the plant is licensed by Bureau of Indian Standards for Manufacturing” of all its Batteries. EVEREADY is India’s largest selling brand of dry cell batteries and flashlights (torches). Incorporated under Indian companies Act. 1995 UCIL was renamed as Eveready Industries India Limited. Some of the major milestones for EVEREADY INDUSTRIES INDIA LTD include the following: 1926: Commencement of battery business. with dominant market shares of about 46% Eveready Industry now has about 8200 Employees in the group. The new tagline “The Next Century of Power” affirms Eveready’s commitment to being technology leaders well into the future. Eveready is certified with I. 1913 June 20. It has recently forayed into the Mosquito repellent industry under brand name. evolving with consumers to meet their changing needs.O-9002 certification for most of its plants. 1941 the name of the company was changed to “National carbon Company (India) Limited”. the name of company was further changed to “Union Carbide India Limited” (UCIL).Recently on April 24. 1959. 1934 with a registered office at Calcutta. The company has a portfolio comprising dry cell batteries (carbon zinc batteries. EVEREADY INDUSTRIES INDIA LTD.S. On December 24. Customers are well satisfied with products of the company. flashlights (torches) and packet tea.
1992: A modern facility for manufacturing UM3 (R-3) Penlight size metal clad Batteries was installed at the Madras plant. 1984: The Bhopal incident and shutdown of the pesticides plant. 1994: In mid-December final exist of UCIL and entry of Meleod Russel (India) Ltd. 1969: Start-up of the pesticides plant of Bhopal. a member of Williamson Major group as the majority share holder of UCIL. 1982: Start-up of the Nepal Battery Company. the war cry Symbol consumers in urban India. • As a brand. Nepal. 1958: Manufacture and sale of flashlight commenced. 1990: Suspension of operations at Srinagar Battery Plant due to civil unrest. 1992: Commencement of Computer Software Development business. promises empowerment to young . 1971: Commencement of marine products business (closed in November 1983). 1965: Manufacture and sale of battery electrodes and cinema arc carbon commenced. 1993: Discontinuation of the Computer Software Development business. 1986: Divestiture of worldwide battery business (ex UCIL) by Union Carbide Corporation to Ralston Purina. 1961: Commencement. • The ionic symbol similarly stands for the assurance of power to rural consumers. 1972: Start-up of the electrolytic Manganese Die-Oxide plant. manufacture and sale of chemicals and plastics (This business was sold in 1989). 1992: Announcement of sale of UCIL shares by UCC. a joint venture at Katmandu.
A brand means added value. It is the only steering mechanism available to build profitable growth. We are the perfect companion who delivers power. Eveready is certified with I. • • We are concerned about environmental issues we accompany consumers throughout their daily lives by providing maximum enjoyment. • We ensure widest availability. • Our corporate identity is highly visible.O-9002 certification for most of its plants. Eveready Industry now has about 8200 Employees in the group. was originally founded in 1926 with the name “Eveready Company (India). light and beverages.”This company was taken over by a joint stock company called “Eveready Company (India) Incorporated under Indian Companies Act -1913 on June 20/1934 with a registered office at Calcutta.S. and the plant is licensed by Bureau of Indian standards for Manufacturing” of all its Batteries. . Eveready industries India Ltd. Customers are well satisfied with products of the company. • The communication of our messages should intrigue consumers and be implanted in their sub conscious on a constant basis through rational.• Eveready’s packet tea business and poised for greater gains in market share. where it is presently continuous. mental and social benefits. Recently on April 24/1995 UCIL was renamed as “EVEREADY INDUSTRIES INDIA LTD”. Further the name is to be changed as “National Carbon Company (India) Ltd” and “Union Carbide India Limited”.
5s. this plant also utilizes non-conventional energy system i. Solar heating system for process and wind mill for generating power.e. AMJ line. with an annual production of 10 million and 260 Hourly Rated Workmen. This is one of the five Battery plants of the parent company Eveready industries India Ltd. The Company starts its production in the year 1952 manufacturing “D” size Bare Bottom Batteries. on-line process control through programmable logic controllers and computers and automatic electronic testing of final product. achievement it has accomplished future goals. This plant now manufactures “D” size Bare Bottom paper clad for flash light application. business scenario. which incorporates the latest Zinc Chloride technology and high level of automation. This plant has a very detailed training programmer for all its employees. False Bottom Batteries for heavy duty Transistors and multipurpose application and “AA” Batteries for Cameras. . Late cell manufacturing facilities were upgrade by installing.In the absence of any Manager the responsibility moves upwards for re-delegation. Toys and other multipurpose applications amounting to an annual volume of 220 million with 580 HRW. Quality circles. The associated floor operations materials and finished goods control is done through computers. Excellence through Quality (EQ) tools employed in solving problems. which comprise both class room and On the Training to make them understand the history of the company. Etc.ORIGIN OF THE PLANT LOCATED IN CHENNAI: In 1952 the National Carbon plant-Chennai is set upped. In 1965 Flat cell-manufacturing facility were added subsequently in 1971 “D” False Bottom and “AA” Batteries manufacturing facilities were installed. This plant has a modern Quality Assurance system which comprises of built in quality.
BM Khaitan Executive personnel Executive Vice Chairman and Managing Director Mr. our corporation has been a partner to Today. • Our core competence will be based on these three core values for the total synergy and future profitable growth of our corporation. BOARD OF DIRECTORS Chairman (Non-Executive) Mr. we seek consumer proximity to ensure the enjoyment of better living. Deepak Khaitan .ORGANIZATIONAL STRUCTURE NATIONAL CARBON PLANT. • by providing value-for-money brands with tangible Differentiation in quality every day. we endeavor to be the perfect Companion to consumers consumers with our expertise in portable power and light. CHENNAI GENERAL MANAGER ASSISTANT WORK MANAGER MANAGEMENT REPRESENTATIVES ENGINEERING MANAGER PRODUCTION MANAGER PERSONAL OFFICER MATERIALS MANAGER ACCOUNT MANAGER VISION • For over a century.
Chief Executive Officer of the company Whole Time Directors Mr. Eveready holds the dominant Market shares in every segment. Eveready is providing the Indian consumer with the latest offering for digital cameras and other power-hungry applications. Since pioneering the portable lighting revolution in the country a century ago. Eveready Industries India Limited is the first entrant and the leading brand in the organized rechargeable battery category. ensuring their enduring performance. Diwan Arun PRODUCTS DRY CELL BATTERIES Carbon Zinc Eveready industries India Limited are the World’s third largest producer of Carbon Zinc batteries. wherever you are. Eveready has enjoyed an uninterrupted leadership position in this segment. selling over 1 billion batteries every year. Eveready also provides recharge batteries for cordless phones. From remote villages to the . ‘Eveready Recharge’ batteries can be recharged up to a thousand times with its flagship 2100 series. An unparalleled distribution network ensures that Eveready torches are always available within easy reach. Eveready Industries India Limited is the largest manufacturer of flashlights in South Asia. Present in all segments of dry cell batteries. Bhasker Mitter Mr. Suvamoy saha Non-Executive personnel Mr. Aditya Khaitan Mr.
long reach and area lighting… fulfilling all portable lighting needs of the consumers. sharp focus and white light…whereas the Eveready regular incandescent bulb torches give bright light.Eveready has now launched an altogether new ‘category’ of torches – the LED torches.city heights. CFL (Compact Fluorescent Lamps) In June 2007 Eveready Industries India Ltd entered into a sales and distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact fluorescent Lamps) under the brand name Eveready Halonix. Phoenix Lamps Ltd an Indo Japanese joint venture with a total investment of over us $ 40 million with 4 plants having a production capacity of over 130 million lamps a year. The trusted “Jeevan Sathi” brass torch. Eveready digiLED torches offer benefits of low battery consumption.to Rs 1275/-. across product categories. is one of the most trusted brands in rural India. Performance and safety. This category will offer to the consumers a torch which has. enjoying an enviable 90% market share.. • Low battery consumption • Focused White light • Slide switch for easy operation-strong durable body. shapes and sizes. has been a constant companion for generations of Indians. to suit every need and every pocket. Eveready extensive distribution network and high end lighting solutions of phoenix has resulted in this . The category is being called “Eveready digiLED”… and will have many models in its portfolio. Available in a wide range of colors. Eveready torches are the obvious choice for millions of consumers from all walks of life . benchmarked to international regulations for Quality. Eveready flashlights light up lives across the length and breadth of the country. The Eveready range of flashlights covers a wide price band of Rs 40/. Eveready torches are the obvious choice for millions of consumers from all walks of life.
This is the only in-house R&D centre of a primary battery resting facility where batteries can be tested as per BIS. X-Ray Diffract meter (XRD) and a chemical Laboratory. CFL reduces the energy consumption by 75% and lasts up to 10 time’s longer then incandescent light lamps. RESEARCH & DEVELOPMENT Eveready’s research team constitute highly qualified Scientists. Noida. Flashlights and related components. The efforts of in-house R&D unit was recognized by the Dept. Chemists and Technicians dedicated to maintaining technology leadership in ZincCarbon batteries. with in-house facilities. Analysis testing facilities such as Atomic Absorption Spectrophotometer (AAS). The Eveready’s Research Centre is capable of providing World –class testing and research support to meet stringent customer requirements from across the World. with for metal flashlights along with a fully automated injection –molding set-up for plastic flashlights along with a fully automated injection-molding set-up for plastic flashlights. Chennai and Lucknow maximize logistical efficiency and reduce time to market. Engineers. The Research Center has pilot plant facilities. . of India. both for batteries and flashlights. DEPARTMENT FUNCTION MANUFACTURING Eveready state of the art manufacturing units are located at Kolkatta . of science and Industrial Research and accorded recognition from Govt. polar graph.synergistic tie-up. IEC and JEC standards. Uttaranchal. Today the company has high-speed manufacturing units. Eveready Halonix has a wide range of general lighting of over 200 SKUs for housing & Industrial purposes. Eveready also has a full-fledged machine design group at Chennai with capabilities of making special purpose machine for both captive consumption and costumerspecific requirements. Hyderabad.
The company also has ambitions. setting Material Usage / Specification standards (Process Specification Sheet) for all battery plants. CFL lamp and dish wash bars. The objective of these systems are to ensure setting product performance standards for all types of batteries based on competitive assessments.QUALITY ASSURANCY The Company has adequate internal quality Assurance systems commensurate with the Company’s size and nature of business. implement new. the Company extended its product category to the marketing of packet Tea. SALES & MARKETING The company possesses none of the widest and deepest distribution networks among FMCG companies in India. based on the philosophy of focus on defect and variability reduction through planning of maintains to keep the production equipment in “as designed condition always”. Mosquito repellents (Coil & Vaporizers). To leverage the growth of this pan-national distribution pipeline.. reflected in its premium band equity and customer loyalty. performance to reflect leadership Visà-vis best of Competitions as per agreed Standards with Marketing department. Design inputs wherever required for product fortification. . cost reduction of existing products. plans of making its foray in the area of FMCG business based on its inherent strength of retail penetration will eventual translates into a significant market share over the foreseeable future. setting yearly Cost Reduction targets with respect to OIP (Operation Improvement Program).. Eveready initiated World Class Maintenance (WCM) management system in 1997. material substitution.
Ensure timely data to operating groups for review of their respective areas of performance. The team consists of seasoned professional who carry out the various functions effectively to enhance / improve the various key functions may be summarized as following. Capital Budgeting to analyze / justify new projects. Claims. CSD. fore management (to mitigate the effect of volatility in the value of rupee) Profitability analysis and projections business wise to apprise management of the effectiveness of business decision and / to facilitate new decisions. Management or term loans to take care of the long-term business need of the company –includes debts restricting by retiring high cost debts in lieu of loans with lower interest rates. . Bank . Treasure operation like commodity hedging (to mitigate the effect of volatile metal prices). Compliance of all statutory maters including taxation related issues. Payables.Appropriate action taken based on such analysis. Monitor profitability of new projects to benchmark against the projected profitability Timely analysis of major accounts Trade Debtors. Centrally co coordinating payment through the RTGS /NEFT mode. Ensure accurate pricing updating in order to facilitate error free invoicing. Institutional Debtors.FINANCE The company’s performance is backed up by a strong accounts and finance team. Working capital management to reduce the interest burden on working capital loans-alert management on inventory holding beyond norms as also negotiates competitive interest rates from banks.
INFORMATION TECHNOLOGIES EIIL has traditionally invested in information Technology (IT) to provide effective business solutions amenable to inform decision making. The company also has an in-house internal audit Department manned by Trained Professionals. The internal Audit reports. They are responsible fro smooth and timely compliance of all fiscal laws by all the units. Liaison with systems Group to enhance existing report platforms / introduce new report platforms. Payroll preparation-Also facilitates tax planning. The company has an in-house taxation Department which deals with all the direct and indirect tax cases covering all the manufacturing and commercial units. The department also supplements business decision making by suggesting ways and means for setting up new projects in tax-free zones and also to minimize the incidence of / taxes on existing product lines. Ensure timely preparation of the quarterly and annual results head of the Board meetings. The pre-audit checks and review are carried out to ensure fallow up on the observations made by the Audit teams. The IT process at . Monitoring the PF. Gratuity and other superannuation founds of the company. the progress in implementation of recommendation contained in such reports and the adequacy of internal control systems are reviewed by the Audit Committee of the board in its periodical meetings. Custodial Control over the assets of the company and review at least on an annualized basis any possible impairment of such assets.
are a rich knowledge base. expertise and experience. the process seems to have been internalized well in the organization. EILL standardized all its major applications across all locations on the Oracle Business Suite as an ERP solutions.During the year. This exercise was not without the usual teething problems. wherein oracle business suite (11i. the ERP system has brought the expected benefits associated with it and would certainly bring in the forthcoming years. However. The key attributed of human capital at EIIL.5.9) is being used. Needles to state. The Company employees nearly 2500 individuals across its various plants and branch locations. who share a passion for excellence. o Talent acquisition management o Performance management o Career & succession planning o Compensation and benefits management o Training and development o Rewards & recognition management o Formulation & implementation of HR policies & procedures o Employee engagement HR team operates out of Corporate Office in Kolkatta . The department has IT enable HR systems. HUMAN RESOURCE Men power is one of the pillars of success at full at EILL. The various key functions of the department are as follows.EIIL is one of continuous improvement .
Batteries: Camper down (Kolkatta) First modern battery plant established in the year 1938. Plant output Capacity Taratola (Kolkatta) Plant output Capacity Noida Plant output Capacity Haridwar Plant output Capacity : : 2AA Rotary (MJ) lines 350 Mn : : 1D sized line 160 Mn : : 2 D sized lines 150 Mn : : 915 PPS 150 Mn .WORK ETHOS IN EVEREADY INDUSRIES INDIA LIMITED Caring organization Open environment Functional team work Focus on development Performance driven culture Open door policy BUSINESS LOCATION Manufacturing locations.
Chennai Plant output Capacity Hyderabad Plant output Capacity Selaqui Plant output Capacity Maddur Plant output Capacity Flashlights Tefco (Lucknow) Others Metco (Kolkatta) & Manali (Chennai): Zinc plants Hyderabad: Electrode plant Sales Branches:North East South Central : : : : Delhi (Regional Office) Kolkatta (Regional Office) Chennai (Regional Office) Indore. Bangalore. Western UP & Jaipur Mumbai & Ahmedabad Chennai. Delhi. Cochin & Hyderabad Patna & Lucknow : : 1 MJ D Line & 1 AA MJ Line 100 Mn & 108 Mn respectively : : AAA plant 90 Mn : : 1 D sized line 160 Mn : : 1 D line-false bottom & 2 AA (MJ) lines 110 Mn .
BUSINESS DIVISIONS Eveready Industries India Limited (EIL) is one of India’s most renowned and enduring FMCG companies. Dish wash bar under brand ‘Poweron’. The Company’s contemporary product portfolio comprises the following : • Dry cell batteries. ‘Jaago’. it has strengthened its position as the dry cell battery and flashlight market leader in the second most populous country in the world. flashlights and rechargeable batteries under brand “Eveready”. Compact fluorescent lamps under brand of ‘Eveready Halonix’ (cobranded) • • • • . Packet tea under brands ‘TEZ’. with the operations entrenched in the country for over 100 years. Mosquito repellents: Coil & Liquid Vaporizer under brand ‘Poweron’. Over the decades. ‘Premium Gold’. ‘Classic’.
CONCEPTUAL FRAME WORK .
Employee records 8. A determination of the needs of the needs of an organization in terms of a company’s short and long-term objectives. 2. Employee services and benefits 7. Compensation. The planning.HR ACTIVITIES INTRODUCTION FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT On the basis of various functions which the personnel management generally undertakes. the functional areas of personnel management may be set forth as below: 1. keeping in view the external environment public policy. wage and salary administration 5. deciding about the nature of product to be manufactured. Staffing and employment 3. ii. Motivation and incentives 6. utilization of technology (industry engineering industrial psychology. divisions or positions) and with providing for their integration both differentiation and integration are vital for the achievement of pre-determined goals. Training and development 4. development and task specialization. development and designing of an organizational structure through the fixing of the responsibility and designing of an organizational . Organizational planning. Labour or industrial relations 1) ORGANIZATIONAL PLANNING AND DEVELOPMENT “Organizational planning” is concerned with the division of all the tasks to be performed in to manageable and efficient units (department. i. and mechanical engineering) of production.
Manpower planning is a process of analyzing the present and future vacancies that may occur as a result of retirements. Offers (placement). or other reasons. Recruitment id concerned with the process of attracting qualified and competent personnel for different jobs. transfers. This includes the identification of existing sources of the Labour market. iii. employment decisions (selection). for the advertising openings. Selection process is concerned with the development of selection policies and procedures and evaluation of potential employees in terms of job . i. resignation disability. discharges. Development inter-personal relationship through divisions of positions. This process includes manpower planning. and death). the creation of a healthy and fruitful interpersonal relationship. so that organizational goals. leave of absence. iii. cohesive and effectively interacting informal group. sick leaves. and an analysis of present and future expansion or curtailment in the various departments. induction and orientation. or for recruiting and hiring new personnel with appropriate qualifications.structure through the fixing of the responsibility and authority of the employees. evaluation of applicants. for the training and development of present employees. promotions. jobs and tasks. developing source of applications. 2) STAFFING AND EMPLOYMENT The staffing process is a flow of events which results in a continuous manning of organizational positions at all levels-from the management to the operative level. ii. authorization for planning. the development of new sources. and the formation of a homogenous. and the need for attracting large number of potential applicants so that a good selection may be possible. Plans are then formulated for internal shifts or cutbacks in manpower.
viii. causes of Labour turnover are to be analyzed and advice is given to the line management on the causes of. Transfer process is concerned with the placement of an employee in a position in which his ability can be best utilized. products. objectives . interview technique. Labour turnover. v. keeping in view the job requirement. lay-off. and reduction in. vii. By induction and orientation is meant the introduction of an employee to the organization and the job by giving him all the possible information about the organization’s history. This process includes development of application blanks.philosophy. discharge or retirement. his qualifications and personality needs. Promotion process is concerned with the placement of an employee in a position in which his ability can be best utilized. goodwill in the market and in the community. This is done by developing transfer policies and procedures. death. disability. policies. and by introducing him to other employees with whom and under whom he has to work. evaluation and selection of personnel in terms of job specifications. iv. counseling employees and line management on transfers and evaluating transfer policies and procedure. vi. future development opportunities. Separation process is concerned with the severing of relationship with an employee on grounds of resignation. Placement is concerned with the task of placing an employee in a job for which he is best fitted. .specification. valid and reliable tests. This is done by developing transfer policies and procedures. Exit interviews of employees are arranged. counseling and employees and line ip management on transfers and evaluating transfer policies and procedures. the making up of final recommendations to the line management and the sending of offers and rejection letters. employee referral systems.
2) Self-initiated development activities (formal education). h) Exit Interviews. and employee development and.this process includes: 1) The determination of training needs of personnel at all levels. skill training. e) Reference Checks. c) Interviews. 4. during off-hours reading and participation in the activities of the community. COMPENSATION. This is done by selecting suitable job evaluation techniques. and programs for managerial. 3. classifying jobs into various categories. and then determining their relative value in various categories. Job evaluation through which the relative worth of a job is determined. d) Psychological Tests. TRAINING AND DEVELOPMENT It is complex process and is concerned with increasing the capabilities of individuals and groups so that they may contribute effectively to the attainment of organizational goals .A number of devices and sub-systems are used in the systems design to manage the staffing process. g) Performance Reviews And. WAGE AND SALARY ADMINISTRATION It is concerned with the process of compensation directed towards remunerating employees for services rendered and motivating them to attain the desired levels of performance. b) Application Blanks. f) Physical Examinations. employee counseling. The components of this process are: i. These are: a) Planning Tables and Charts. .
the supply and demand conditions in labor market. For this purpose. morale and attitude surveys are undertaken. the cost of living . the line management is advised on the implementation and operation of safety . and procedure for the safety and health of the employees are developed. symbols of status ) is formulated . and the wage and implemented. Wage and salary program consists of developing and operating a suitable wage and salary program.ii.a plan for non-financial incentives (such as recognition. Motivation is concerned with motivating employees by creating conditions in which they may get social and psychological satisfaction. The incentive compensation plan includes non-monetary incentives which have to be developed . privileges. They include: a) Safety provision inside the workshop. their implementation evaluated. iii. For this purpose . taking into consideration certain facts such as the ability of the organization to pay. For this purpose. v. a communication system is developed. policies. techniques and programs are chalked out. the health of human organization diagnosed and efforts are made to improve human relations in the organization. performance appraisal plans. 5. and their effectiveness evaluated. The line management has to be advised on the implementation of the plan and on the need. techniques. administered and reviewed from time to time with a view to encourage the efficiency of the employee. areas and ways and means of improving the morale of employees. iv. EMPLOYEE SERVICE AND BENEFITS These are concerned with the process of sustaining and maintain the work force in an organization. and reports submitted to the concerned authorities. The performance appraisal is concerned with evaluating employee performance at work in terms of pre-determined norms/standards with view to developing a sound system of rewards and punishment and identifying employees eligible for promotions.
voluntary retirement benefits. unemployment and workman’s compensation. The effectiveness of such programs has also to be evaluated. get –ready time. d) The recreational and other welfare facilities include entertainment services like film shows. sickness. b) Employee counseling is the process through which employees are given counsel in solving their work problems and their personal problems. iii. accidents and medical care. lunch periods. sports and games. ii. insurance. gratuities and such other payments as are agreed upon death benefits. travel time. wash-up time. training in hygienic and preventive measures are undertaken. Payments for time during which no work is done –paid vacation or bonus in lieu of vacation. Suitable policies and programs are framed and efforts are made to administer these services satisfactorily. transport and canteen facilities. e) Fringe benefits and supplementary items are made available to employees in the form of: i. the line management has to be advised on the general nature of the problems which the employees may face from time to time . c) The medical services include the provision of curative and preventive medical and health improvement facilities for employees. expenses of hospitals is action. Old age survivor’s and disability benefits. Pensions. iv.programs training has to be given to first line supervisors and workers in safety practices. and housing. educational. . free or at subsidized rates. the causes of accidents have to be investigated and data collected on accidents. Paid rest periods. and the effectiveness of the safety programmes evaluated periodically. paid sick and maternity leave. payment for holidays.
giving merit pay. special interests. job performance. leave promotions. and to reduce absenteeism and Labour turnover. aptitudes. EMPLOYEE RECORDS In employee records complete and up-to-date information is maintained about employees. 7. at the time of making transfers/promotions. so that these may be utilized. 6. provident fund. Profit-sharing benefits. Under this area: a) Grievance handling policy and procedures are developed.v. employees educational expenditure and special wage payments ordered by the courts. and locating the most delicate areas or dissatisfaction b) Rules and regulations are framed for the maintenance of discipline in the organization. Policies and programs for implementing these have to be properly developed. results of tests and interviews. after finding out the nature and causes of grievances. if need be. Such records include information relating to personal qualifications. to provide them social security. stock options contribution to employees. rewards and punishments. These benefits are usually given to employees in order to tempt them to remain in the organization. . and a proper system of reward and punishment is developed. LABOUR RELATIONS By Labour relations is meant the maintenance of healthy and peaceful Labour-management relations so that production/work may go on undisturbed. or sanctioning leave and at the time of termination of service.
working conditions and employee-employer relationship falls in this area. Such bargaining. negotiating and administering agreements relating to wages. leave. . the Labour laws of the country and acquaint the line management with the provisions which are directly concerned with organization.c) Efforts are made to acquire knowledge of. Collective bargaining has to be developed so that all disputes may be settled by mutual discussions without recourse to the law court. and to observe and comply with.
RESEARCH METHODOLOGY RESEARCH METHODOLOGY .
exploratory. viz…. but their strategic importence is growing in today’s knowledge. particularly as they help establish a set of core competencies that distinguish and organization from its competitors. Objective of the study: To study the employees opinion towards HR functions in the organization. To offer feasible ways and means to improve the employee morale and satisfaction in the organization. RESEARCH DESIGN: Generally the research design is of three types. skill and abilities of employees. develop and utilize best brains in the market place. With appropriate HR policies and practices an organization can hire. It is a plan of organization frame work. An organization success increasingly depends on the knowledge.” .based industries. descriptive & casual research design is defined as the specification of methods and procedures for acquiring the information needed. for doing the collection of data. A healthy and committed workforce ensures increased efficiency and productivity for organization is based on HR functions keeping in view of significance the researchers has undertaken the study to know the employee opinion regarding the HR activities in the organization.NEED FOR THE STUDY: People have always been central to organizations. “The research design for this research is descriptive in nature.
or a group. 2) Design the methods of data collection. . 4) Collection the data. the researchers must be able to define clearly. 3) Selecting the sample. 6) Reporting the finds. 5) Processing and analyzing the data. 1) Formulating the objective of the study. The research design is descriptive in nature and study in mainly based on the data Collected from primary as well as secondary sources.DESCRIPTIVE STUDY: Descriptive research studies are those study which are concerned with describing the characteristics of a particular individual. The design in such studies must be rigid and flexible and must focus attention on the following. In this research. what he wants to measure and must find adequate methods for measuring it along with a clear cut definition of population he wants to study.
the second hand information has been collected through company previous records. broachers. SAMPLING PLAN: . RESEARCH APPROACH: Survey method is used in the collection of needed information from the respondents. Secondary data: It contains information that already exists have been collected for another purpose. Primary data.The first hand information has been collected through administering the questionnaire by direct contact method and through informal meetings and observations. internet. journals industrial magazines. It contains o original information gathered for a specific purpose.DATA SOURCES: The data is mainly collected through primary sources and secondary sources. RESEARCH INSTRUMENT: A STRUCTURED questionnaire consisting of 23 questions has been taken as the research instrument. annual reports.
LIMITATIONS: . QUESTIONNAIRE DESIGN: Questionnaire is designed in such a way that it is for respondents to answer. SAMPLE SIZE.A it is practical to attempt a survey of the entire population. A convenience sampling IS obtained by selecting “convenient population unit”. SAMPLING UNIT: Employees in the Unit. The questionnaire consists of closed end questions for knowing the effectiveness of Employees opinion towards HR Activities. SAMPLING DESIGN: It deals with the method of selecting items to be observed for the given data. a limited number of people have been surveyed owing to the time constrint. Convenience sampling has been used to the data from respondents. in Eveready industrial ltd. Chennai.
1) Due to non availability of time. 2) The lack of cooperation from some respondents. large sample size is not taken. . 3) Some of the respondents are not interested in giving more information due to their personnel bias or busy in work schedule.
DATA ANALASYS AND INTERPRETATION 1. . Satisfaction of recruitment process in the company.
of Respondent 100 0 100 Percentage 100% 0% 100% Response Chart 120 100 80 60 40 20 0 Yes No IINFERENCE: It is inferred that 100% of the respondents are satisfied with their recruitment process. 2.S No 1 2 Response Yes No Total No. of Respondents 40 40% Percentage Weighted Score 2 Weighted Total 80 . Optional on jobs Transfer Scale 1 Response Highly No.
7 Response Chart 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neither Satisfied nor Dissatisfied Dissatisfied Highly dissatisfied IINFERENCE: 40% respondents are highly satisfied with their job transfer. 30% are satisfied 20% are dissatisfied and 10% are highly dissatisfied. .2 Satisfied Satisfied Neither satisfied nor 30 30% 1 30 3 0 0% 0 0 4 5 dissatisfied Dissatisfied 20 Highly 10 Satisfied TOTAL 100 20% 10% 100% -1 -2 -20 -20 70 Weighted Average= Weighted Total/Total Number of Respondents=70/100=0.
3. .25% are said Slow are 15% are said very Slow. Reaction of management with the Complaints No.20% are said fast.45 Response Chart 35 30 25 20 15 10 5 0 Very fast Fast M oderate Slow Very Slow IINFERENCE: 10% of respondents are said that the management reacts very fast on complaints.30% are said moderate. of Weighted Score 3 2 1 -1 -2 Weighted Total 30 40 30 -25 -30 Scale 1 2 3 4 5 Response Very fast Fast Moderate Slow Respondents 10 20 30 25 Percentage 10% 20% 30% 25% 15% Very Slow 15 TOTAL 100 100% 45 Weighted Average= Weighted Total/Total Number of Respondents=45/100=0.
4.8 Response Chart . Training helps to improve the performance of the employee Scale 1 2 3 4 5 Response Strongly Agree Agree Neither disagree Disagree Strongly Agree TOTAL No. of Percentage 60% 10% 0% 10% 20% 100% Weighted Score 2 1 0 -1 -2 Weighted Total 120 10 0 -10 -40 80 Respondents 60 10 agree nor 0 10 20 100 Weighted Average= Weighted Total/Total Number of Respondents=80/100=0.
Management reaction towards the punished of employee based on misconduct No. of Weighted Weighted Score 3 2 1 -1 -2 Total 90 60 40 0 0 190 Scale 1 2 3 4 5 Response Very Strict Strict Normal Loose Very Loose TOTAL Respondents 30 30 40 0 0 100 Percentage 30% 30% 40% 0% 0% 100% Weighted Average= Weighted Total/Total Number of Respondents=190/100=1.90 .70 60 50 40 30 20 10 0 Strongly Agree Agree N either agree nor disagree D isagree Strongly Agree IINFERENCE: 60% of respondents are strongly agreed that the training helps to improve the performance. 10% are agreed. 10% are disagreed & 20% are strongly disagreed 5.
Scale Response Excellen t Very good Average Poor ts 1 1 0 6 0 1 0 2 10 % 60 % 10 % 20 of Percentage Responden Weighte d Score 3 Weighted Total 3 0 1 2 0 1 0 - 2 2 3 4 1 - . 6. Industry Relation in the Company No.Response Chart 4 5 4 0 3 5 3 0 2 5 2 0 1 5 1 0 5 0 V r S ic ey tr t S ic tr t N rm l o a Loe os V ry e Loe os IINFERENCE: 30% of the respondents are felt that the management is very strict on misconduct. 30% are said strict and 40% are said normal.
0 5 Very poor TOTAL 0 1 0 0 % 0% 100 % 1 2 2 0 0 1 4 0 Weighted Average= Weighted Total/Total Number of Respondents=140/100=1.40 Response Chart 70 60 50 40 30 20 10 0 Excellent Very good Av erage Poor Very poor IINFERENCE: .
7. 60% are said very good. of Scale Response Re spo nde 1 2 3 4 Compensation Bonus Welfare Measures Rights TOTAL nts 40 20 30 10 10 0 40% 20% 30% 10% 100% Percentage Response Chart . 10% are said average and 20% are said poor. Main reason for industrial disputes No.10% of the respondents felt that the industrial relations are excellent.
4 5 4 0 3 5 3 0 2 5 2 0 1 5 1 0 5 0 C m nsa o pe ton Bo nus W re elfa M su s ea re R hts ig IINFERENCE: 40% of the respondents are said compensation is the main reason for the industrial disputes. 30% are said welfare measures and 10% are said for their rights. . 20% are said bonus.
Satisfaction of Orientation classes in the company Sc ale 1 Respon se Highly Satisfie d Satisfie d Neither satisfied 3 nor dissatisf ied Dissatis fied Highly Satisfie d TOTAL 0 0% 0 0 10 10% 2 20 No.8.7 Response Chart . of Respondents Weighted Score Weight ed Total Percentage 2 20 20% 1 20 4 30 30% -1 -30 5 40 100 40% 100% -2 -80 -70 Weighted Average= Weighted Total/Total Number of Respondents=70/100=-0.
9. 20% are said satisfied. Rewards system helps to motivate the employee Sc ale R e N o Per cent We igh We igh . 30% are said dissatisfied and 40% are said highly dissatisfied.45 40 35 30 25 20 15 10 5 0 Highly Satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly Satisfied IINFERENCE: 10% of the respondents are highly satisfied with the orientation classes.
. o f R s p o n s e e s p o n d e n t s S t r o n g 1 l y A g r e 2 e A 4 40 1 40 2 0 20 % 2 40 age ted Sc ore ted Tot al .
g r e e N e i t h e r a g r e 3 e n o r d i s a g r e 4 e D i 3 0 30 % -1 -30 0 0% 0 0 0 % .
3 .s a g r e e S t r o n g 5 l y A g r e e T O T A L 1 0 0 100 % 30 1 0 10 % -2 -20 Weighted Average= Weighted Total/Total Number of Respondents=30/100=0.
No Response No.Response chart 45 40 35 30 25 20 15 10 5 0 Strongly Agree Agree N either agree nor disagree D isagree Strongly Agree IINFERENCE: 20% of respondents are strongly agreed that they are motivated by the rewards. 30% are disagreed & 10% are strongly disagreed 10. of Percentage . Changes needed in the company S. 40% are agreed.
.Respon 1 2 Yes No Total dent 100 0 100 100% 0% 100% Response Chart 120 100 80 60 40 20 0 Yes No IINFERENCE: It is inference that 100% of the respondents need the changes in the company.
46 Response Chart .11. of Percentage Respondents 62 30 62% 30% Weighted Score 2 1 Weighted Total 124 30 3 Neither satisfied nor 0 dissatisfied Dissatisfied Highly Satisfied TOTAL 8 0 100 0% 0 0 4 5 8% 0% 100% -1 -2 -8 0 146 Weighted Average= Weighted Total/Total Number of Respondents=-146/100=1. Optional on overall job satisfaction Scale 1 2 Response Highly Satisfied Satisfied No.
30% are said satisfied and *% are said dissatisfied.Scale 1 2 3 4 Response 6-2 pm 2-10 pm 10-6 am General(8:15-4:30) TOTAL No. Comfortable with working shifts Response chart . of Respondents 70 10 5 15 100 Percentage 70% 10% 5% 15% 100% 70 60 50 40 30 20 10 0 Highly Satisfied Satisfied Neither satisfied nor dissatisfied Dissatisfied Highly Satisfied IINFERENCE: 62% of the respondents are highly satisfied with the job. 12.
10% are comfortable with 2-10pm shift. of Percentage Respondents 60 60% 20 20% 0 20% 0% Weighted score 2 1 0 -1 -2 Weighted total 120 20 0 -20 0 Neither satisfied 0 nor dissatisfied Dissatisfied 20 Highly satisfied 0 .5% are comfortable with 10-6am shift & 15% are comfortable with general shift 13.8 0 7 0 6 0 5 0 4 0 3 0 2 0 1 0 0 6 p -2 m 2 0p -1 m 1 -6 a 0 m G n ra :1 e e l(8 5 4 0 :3 ) IINFERENCE: 70%of the respondents said that they are comfortable with 6-2pm shift.NO 1 2 3 4 5 Response Highly satisfied Satisfied No. Opinion on shifts S.
TOTAL 100 100% 120 Weighted Average = Weighted Total/ Total number of respondents=120/100=1. 14.20% are the satisfied & 20% are dissatisfied. Opinion on working conditions preventing in the company Scale 1 2 3 Response Excellent Very good Average No. of Percentage despondence 20 20% 50 20 50% 20% Weighted score 3 2 1 Weited total 60 100 20 Highly nor .20 Response chart 7 0 6 0 5 0 4 0 3 0 2 0 dissatisfied 1 0 satisfied satisfied Highly Neither 0 satisfied IINFERENCE: 60% of the respondents are highly satisfied with their shifts.
50% are said good. of Percentage despondence 30 15 30% 15% 0% Weighted score 2 1 0 Waited total 60 15 0 Neither 0 satisfied nor . Health measures provided by the company Scale 1 2 3 Response Highly satisfied Satisfied No. 15.70 Response chart 6 0 5 0 4 0 3 0 2 0 1 0 0 E lle t xe n V ry g o e od Ae g v ra e Po or V ry p o e or IINFERENCE: 20% of the respondents are felt Excellent about the working hours.4 5 Poor Very poor Total 10 0 100 10% 0% 100% -1 -2 -10 0 170 Weighted Average =Weighted Total/Total number of respondents=170/100=1.20%are said average & 10% are said poor.
40% are said dissatisfied and 15% are said highly dissatisfied with the measures provided by the company. 415% are said satisfied.no 1 2 Response Yes No No. Safety measures provide by the company S.dissatisfied 4 5 Dissatisfied Highly satisfied TOTAL 40 15 100 40% 15% 100% -1 -2 -40 -30 5 Weighted Average =Weighted Total/Total number of respondents=5/100=0. 16. of Responded 40 60 Percentage 40% 60% satisfied Highly nor .05 Response chart 4 5 4 0 3 5 3 0 2 5 2 0 1 5 dissatisfied 1 0 5 Highly 0 satisfied satisfied Neither IINFERENCE: 30% of the respondents are highly satisfied .
Quality of food served at the canteen. of Percentage respondence 5 5% 5 5% 80% Weighted score 2 1 0 Waited total 10 5 0 Neither 80 satisfied nor . Scale 1 2 3 Response Highly satisfied Satisfied No. 17.Total 100 100% Response Chart 7 0 6 0 5 0 4 0 3 0 2 0 1 0 0 Ys e N o IINFERENCE: 40% of the respodedents are satisfied & 60% are not satisfied with their safety measures provided by the company.
dissatisfied 4 5 Dissatisfied Highly satisfied TOTAL 5 5 100 5% 5% 100% -1 -2 -5 -10 0 Weighted Average =Weighted Total/Total number of respondents=0/100=0 9 0 8 0 7 0 6 0 5 0 4 0 3 0 dissatisfied 2 0 1 0 Highly 0 satisfied satisfied Neither IINFERENCE: 5% if the respondents are highlysatisfied. Interaction levels in the company Scale 1 2 Response Highly satisfied Satisfied No. 18.%5 are Highly satisfied with their food served at canteen.5% are dissatisfied. of Percentage respondence 50 15 50% 15% Weighted score 2 1 Waited total 100 15 satisfied Highly nor . %5 are satisfied .80% are Neither satisfied nor dissatisfied .
20% are Neither satisfied nor dissatisfied .3 4 5 Neither satisfied nor 0 dissatisfied Dissatisfied Highly satisfied TOTAL 20 15 100 0% 20% 15% 100% 0 -1 -2 0 -20 -30 65 Weighted Average =Weighted Total/Total number of respondents=65/100=0. Providing of loan facility to the employees. 19.no 1 2 Response Yes No No.of Responded 30 70 Percentage 30% 70% nor . %15 are satisfied .15% are dissatisfied with their food served at canteen. S.65 Response chart 6 0 5 0 4 0 3 0 2 0 1 0 dissatisfied satisfied satisfied Highly Neither Highly 0 satisfied IINFERENCE: 50% if the respondents are highly satisfied.
Token system in the company S. 20.no 1 2 Response Yes No No.Total Response Chart 100 100% 8 0 7 0 6 0 5 0 4 0 3 0 2 0 1 0 0 Ys e N o IINFERENCE: 30% of the respodedents are satisfied & 70% are not satisfied with their safety measures provided by the company.of Responded 60 40 Percentage 60% 40% .
of Respondents Percentage 50 15 50% 15% Weighted Score 2 1 Weighted Total 100 15 .Strictly considering attendance of the employees by the management Scale 1 2 Response Strongly Agree Agree No.Total 100 100% Response Chart 7 0 6 0 5 0 4 0 3 0 2 0 1 0 0 Ys e N o IINFERENCE: 60% of the respodedents are felt that token system is goog & 40% are not good. 21.
315% are disagreed & 20% are strongly disagreed with their stickly gfollewed attendance.No 1 2 3 Response Sickness Personal problems Functions No. of respondence 40 20 30 percentage 40% 20% 30% . Reson for absenteeism S.65 6 0 5 0 4 0 3 0 2 0 1 0 0 S n ly tro g A re g e A re g e N ith r e e a re n r g e o d g e isa re D g e isa re S n ly tro g A re g e IINFERENCE: 50% of respondents are strongly agreed 15% are agreed.3 4 5 Neither agree nor disagree Disagree Strongly Agree TOTAL 0 15 20 100 0% 15% 20% 100% 0 -1 -2 0 -15 -40 60 Weighted Average =Weighted Total/Total number of respondents=65/100=0. 22.
4 Others Total 10 100 10% 100% Response Chart N o. of res pondenc e 50 40 30 20 10 0 S ic k nes s P ers onal problem s F unc tions O thers Inference: 40% with sickness.30% with functions & 10%n with other problems are said the reasons for absenteeism.20% with personal problems. .
FINDINGS AND SUGGESTIONS .
20. 100% of respondents need the changes in the company. 70% of respondents opined that the company is not providing any loan facility.90. The respondents said that management reacts moderately towards their complaints with the weighted mean score of 0. The respondents found to be neither satisfied nor dissatisfied with the equality of food served at the canteen in the company. 60% of respondents said that the main reason for absenteeism is personal problem.6. the respondents opined the industrial relations are moderate with the weighted score of 1.7. The respondents said that the management strictly reacted towards the punishment of misconduct with the weighted mean score of 1. The respondents are satisfied with the job transfer with the weighted mean score of 0. The respondents are undecided towards the health measures provided by the company and with the weighted mean score of 0. The respondents are having a positive opinion towards of the attendance system with weighted mean score of 0. The respondents opined that the working conditions are good with the weighted score of 1. 60% of respondents opined that the token system in the company is good.FINDINGS 100% of the respondents satisfied with their recruitment process.40/ 40% of respondents said that compensation is the main reason for industrial disputes where as remaining 50% opined bonus & welfare measures and 10% rights. .M to 2 P.18.104.22.168.70.65.5. The respondents are comfortable with a shift of 6 A. The respondents are highly satisfied towards the job with a weighted mean score of 1046. The respondents are agreed that the training imparted to them helps to improve their performance with the weighted mean score of 0. The respondents found to be highly dissatisfied towards the orientation classes in the company with the weighted mean score of -0. Majority of respondents felt that the interaction levels would be satisfied with the weighted mean score of 0. The respondents are having no opinion of neither agree nor disagree with the rewards system with the weighted mean score of 0.M with the weighted mean score of 1. 60% of respondents are not satisfied with the safety measures provided by the company and remaining 40% are satisfied.
cap. The management has to bring some changes in production department which includes the following aspects like establishment of new machinery infrastructure The management may provide better medical facilities including provision of medicines and availability of specialist doctors round the clock and ambulance facilities. Gloves and aprons to workers Management may proved loan facilities to workers which includes education loan. Management can improve safety measures like providing of shoes. The monitory form of price amount rather than giving the torch lights. personal loan and transportation Management may take care to provide good quality of food for workers in the canteen equally with executives .Suggestion The management has to attend the individual complaints seriously and take action with in time The management may provide better compensation package in time when employees met with an accident The management may provide follow up orientation classes but it is suggestible to follow the supervisor induction classes along with the follow up orientation classes The management has to improve the reward system in both aspects of monitory and non monitory. batteries the non monitory rewards in the form of impressive job titles and recognition.
QUESTIONAIRE EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES NAME: AGE: TOKEN NO: Are you satisfied the recruitment process in the company? (a) Yes (b) no If yes why: ------If no why: --------What is your on job transfer? (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)Dissatisfied (E) Highly dissatisfied How the management react with the complaints. (a) Very fast (b) fast (c) Moderate (e) Very slow (d) Slow
4. The training imparted to the employee helps to improve their performance (a) Strongly agree (b) Agree (c) Neither Agree nor disagree (d) Disagree (e) Strong disagree How the management reacts towards the punishment of the employee based on misconduct (a) Very strict (b) Strict (c) Normal (d) Loose (e) Very loose How do you feel about the industrial relations in the company? (a) Excellent (b) Very Good (c) Average (e)Very poor 7. What is the main reason for industrial disputes? (a)Compensation (b) Bonus (c) Welfare measures Do you satisfied with the orientation or induction classes in the company (a)Strongly Agree (b) Agree (c) neither Agree nor Disagree (d)Disagree (e) Strongly Disagree (d) Poor
9. The reward in this company helps to motivate employees (a) Strongly Agree (b) Agree (c) Neither Agree nor Disagree (d)Disagree (e) Strongly Disagree 10.Do you need any changes in the company (a) Yes (b) no If yes why: ------If no why: --------11. Your opinion of overall job satisfaction (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d) Dissatisfied (e) Highly dissatisfied 12. Out of the following shifts of working which you feel comfort (a) 6-2 (b)2-10 (c)10-6 (d) General(8.15 to 4.30) 13.Your opinion regarding shifts (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 14.Your opinion on the working conditions prevailing in the company (a)Excellent (b) Good (c)average (d)poor (e) Very poor 15. The health measures Provided by the company is satisfied (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 16. Are you satisfied with the safety measures provided by the company (a) Yes (b) no If yes why: ------If no why: --------17. Are you satisfied with the quality of food served at canteen in the company (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 18. The interaction levels in the company would be satisfied (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 19. The company is providing any loan facility to the company (a) Yes (b) no If yes why: ------If no why: ---------
20. The token system in the company is good (a) Yes (b) no If yes why: ------If no why: --------21. The attendance of employees is considered strictly by the management (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied (d)dissatisfied (E)Highly dissatisfied 22. The reason for absenteeism in the company (a) Sickness (Family Problems (c) functions (d) others
23. Give some suggestions for the organization development ------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
NEW DELHI) 2. PERSONNEL/HUMAN RESOURCE MANAGEMENT -P.SUBBA RAO (Himalaya publishing house.google.BIBLIOGRAPHY 1.evereadydy.ROBBINS (Prentice-hall of India private ltd…. PERSONNEL/HUMAN RESOURCE MANAGEMENT -STEPHEN P.ASVATHAPPA ( Tata McGraw-Hill publishing company ltd…. Mumbai) 3. HUMAN RESOURSE AND PERSONNEL MANAGEMENT -K. New Delhi) Websites: www.com .com www.