BESs Institute of Management Studies and Research

RESEARCH REPORT
VINAYL CHEMICAL LTD. Specialization: Human Resource Management

Submitted To:
Prof.Mrunali tikare

Submitted By:
Name: Trilok Mishra Roll NO.#: 19 Email: mishratrilok3@gmail.com Date of Submission: 25-04-2012

BESs Institute of Management Studies and Research

A C K N O W L E D G E M E N T

I am thankful to Mr. Mrunali Tikare for giving me the opportunity to conduct a research on HRM Function, Job Satisfaction, Recruitment, Performance Appraisal,etc. This assignment discusses how employees are satisfied with their jobs and what is the effect of job satisfaction on employees productivity and turnover rates. The subject is of great importance from the view point of corporate world.

I am also thankful to Mr. Vikram Shikhare and the management of BESS Institute of Management Studies and Research for allowing me computer laboratory while doing my assignment, which otherwise would have been difficult.

I am sincerely thankful to Mr. M.R. GARACIA (Vinayl chemical ltd.) sr.HR executive- for providing me great support and information that enables me to complete this project.

OBJECTIVE OF STUDY
The objective of the study is to find out the difference between what the HR Manager perception and what is actually practiced in an organization. . To see the relationship between the HR department and the employees

To study the level of motivation in the employees.

To study what is the impact of performance appraisal promotion systems and various factors on the employees in an organization.

LIKERTS SCALE
An important distinction must be made between a Likert scale and a Likert item. The Likert scale is the sum of responses on several Likert items. Because Likert items are often accompanied by a visual analog scale (e.g., a horizontal line, on which a subject indicates his or her response by circling or checking tick-marks), the items are sometimes called scales themselves. This is the source of much confusion; it is better, therefore, to reserve the term Likert scale to apply to the summated scale, and Likert item to refer to an individual item. A Likert item is simply a statement which the respondent is asked to evaluate according to any kind of subjective or objective criteria; generally the level of agreement or disagreement is measured. Often five ordered response levels are used, although many psychometricians advocate using seven or nine levels; a recent empirical study found that a 5- or 7- point scale may produce slightly higher mean scores relative to the highest possible attainable score, compared to those produced from a 10-point scale, and this difference was statistically significant. In terms of the other data characteristics, there was very little difference among the scale formats in terms of variation about the mean, skewness or kurtosis. The format of a typical five-level Likert item is: 1. 2. 3. 4. 5. Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree

other format: ( very effective) (effective) (somewhat effective) (not effective) (very not effective) Likert scaling is a bipolar scaling method, measuring either positive or negative response to a statement. Sometimes a four-point scale is used; this is a forced choice method since the middle option of "Neither agree nor disagree" is not available. Likert scales may be subject to distortion from several causes. Respondents may avoid using extreme response categories (central tendency bias); agree with statements as presented (acquiescence bias); or try to portray themselves or their organization in a more favorable light (social desirability bias). Designing a scale with balanced keying (an equal number of positive and negative statements) can obviate the problem of acquiescence bias, since acquiescence on positively keyed items will balance acquiescence on negatively keyed items, but central tendency and social desirability are somewhat more problematic.

Company information
Vinyl Chemicals (India) Ltd.
Vinyl Chemicals India Ltd , A Parekh Group company is in the business of selling various specialty chemicals mainly to textile, paints and adhesive sectors since 1991. Vinyl Acetate
Monomer (VAM) was manufactured in the plant located at Mahad in Raigad Dist , Maharashtra , India and was sold all over the World. We were having major share of business of this product in India. Lately during Dec'07 the said plant was de-merged to resultant parent company M/s. Pidilite Industries Ltd for strategic reasons.
Shri B.K. Parekh, Chairman

CORPORATE OFFICE Ramkrishna Mandir Road Off Mathuradas Vasanji Road Andheri (East), Mumbai 400 059

Human Resources: Harmonious relations continued to prevail with employees.

HRM practices influencing on front office satisfaction

Q.NO. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Factors Preference to Internal Recruitment Systematic Appointment Process Structured Interview Systematic Induction Complete Information about Organization Satisfaction for Right job Profile Accurate job Description Clear job responsibilities Availability of Tools and Resources Opportunity to work on interesting projects Information about Training calendar Active Supervisor for individual training Needs Accessibility to company Sponsored training Communication for expectation for performance Satisfaction with Appraisal process Performance feedback Guidance for performance Improvement Awareness about pay and performance Connection Satisfaction with promotion System Satisfaction with salary structure Healthcare and Retirements benefits Healthcare benefits to my family Listening of disputes Feeling of job Stability Career Planning by Organization Mean 3.20 3.83 3.43 2.90 3.10 3.70 3.80 3.80 3.77 3.00 3.03 3.37 2.83 3.03 3.20 3.10 3.10 3.23 3.63 4.03 3.77 3.30 3.13 3.73 3.80 Standard deviation 1.13 0.91 1.01 0.92 0.92 0.60 0.41 0.66 0.73 0.79 0.93 0.76 0.65 0.67 0.66 0.71 0.66 0.68 0.67 0.41 0.73 0.84 0.57 0.64 0.61

The Mean and Standard Deviations from Front Office Staff

5 4 3 2 1 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Mean Standard Deviation

Favorable respondents:
Question 20 2 7 8 25 9 21 Mean 4.03 3.83 3.80 3.80 3.80 3.77 3.77 SD 0.41 0.91 0.41 0.66 0.61 0.73 0.73

(Q.NO.20) I am satisfied with salary structure

Mean: 4.03, SD: 0.41
It means employees are strongly agrees that they are satisfied with their salary structure which is indicated by mean 4.03 and SD 0.41.

(Q.NO.2) I feel my appointment is done by following systematic recruitment plan

Mean: 3.83, SD: 0.91
It means employees are strongly agrees that their appointment is done by systematic manner which is shown by mean 3.83 and SD 0.91. Because The recruitment and staffing process is a key
HR Process to achieve the satisfaction of employees (especially managers) and the ability of the organization to reach its business targets and goals. The recruitment process is always monitored closely, discussed widely, and the goals of the recruitment process have to be defined precisely.

(Q.NO.7) I received accurate job description

Mean: 3.80, SD: 0.41
It means employees strongly agree that they have received accurate job description on the basis of mean 3.80 and SD 0.41. Job description is very important thing for employee & company also. Company always provides job description to the employees & standard deviation also showing this with mean.

(Q.NO.8) After joining my manager clearly defines me job responsibilities

Mean: 3.80, SD: 0.66
It means employees are strongly agrees that after joining manager clearly defines job responsibilities. Employee can work efficiently if he knows his responsibilities. If employees understand it they can give good results. Again Very important thing managers should follows. It is not important for employees but for managers also in the sense that this things also affects on their career. If employees improve then only performance of manager is improve because this is related with the productivity of the organization.

(Q.NO.25) I have a clear path for career advancement

Mean: 3.80, SD: 0.61
It means employees are strongly agrees that after joining they clearly known their path for career advancement which is shown by Mean 3.80 and SD 0.61. They need to be happy, healthy, and stable. This means recognizing that their success relies on experiencing their personal and professional life in harmony.

(Q.NO.9) I have the tools and resources to do my job well

Mean: 3.77, SD: 0.73
It means employees are strongly agrees that they have all resources which is required to do their job well on the basis of Mean 3.77 and SD 0.73. Managers have Focus on the resources provided to do the job. Do employees have what they need to perform well and meet expectations? It signals to members of your team that you're interested in their perspective and are willing to make the required changes.

(Q.NO.21) I get Health care benefits, Retirement benefits

Mean: 3.77, SD: 0.73
It means employees are strongly agrees that after joining they get their required health care and retirement benefits which is shown by mean 3.77 and SD 0.73.
9

The Employee Benefits Security Administration (EBSA) enforces and administers the Employee Retirement Income Security Act of 1974 (ERISA), which provides a number of rights and protections for private-sector retirement and health plan participants and their beneficiaries.

Unfavorable respondents:
Question 11 14 10 4 13 Mean 3.03 3.03 3.00 2.90 2.83 SD 0.93 0.67 0.79 0.92 0.65

(Q.NO11) I Know my training Calenders

Mean: 3.03, SD: 0.93
It means employees strongly disagree about training Calendars which is shown by Mean 3.03 and SD 0.93. all their training calendar, must create impact on the business, not just ripples, but visible results, visible working speed etc.

(Q.NO.14) My manager clearly communicates what is expected from me before appraisal period
Mean: 3.03, SD: 0.67
It means employees strongly disagrees that current performance appraisal process is satisfactory. This is also like promotion system where employees might feel that fevarism could happen. Hear also number of factors effects on this. Sometime
10

managers fail to use right techniques at right time with right persons. Care should always take.

(Q.NO.10) projects

I am getting opportunity to work on interesting

Mean: 3.00, SD: 0.79

It means employees strongly disagrees that they getting opportunity to work on interesting projects. The key point is that when a work interesting, the employee may bring
greater commitment to the job. If an employee's doesnt get opportunity to do work on interesting projects, the employee do not respond more favorably to the job.

(Q.NO.4) My Company is conducting formal and systematic Induction programme

Mean: 2.90, SD: 0.92
It means employees strongly disagrees that their company conducting formal and systematic induction programme. What staff needs to know will change regularly, therefore an
Induction programme needs to be reflective of these changing needs. A systematic evaluation should be carried out between the line manger and the new member of staff at the end of the Primary Induction period.

(Q.NO.13) seminars

I have Access to company-sponsored training and

Mean: 2.83, SD: 0.65

It means employees strongly disagrees that they access company-sponsored training and seminars on the basis of Mean 2.83, SD 0.65. Every organization has its own unique
needs for employee training and education. With Company-Sponsored Seminars, you get training when you want it, where you want it, and how you want it.

11

Graphs Favorable questions

Question 20 2 7 8 25 9 21 Mean 4.03 3.83 3.80 3.80 3.80 3.77 3.77 SD 0.41 0.91 0.41 0.66 0.61 0.73 0.73

4.5 4 3.5 3 2.5 2 1.5 1 0.5 0 2 7 8 9 20 21

Mean Standard Deviation

25

12

Unfavorable questions
Question Mean SD 11 3.03 0.93 14 3.03 0.67 10 3.00 0.79 4 2.90 0.92 13 2.83 0.65

3.5 3 2.5 2 1.5 1 0.5 0 11 14 10 4

Mean Standard Deviation

13

13

FINDINGS
The largest decline in overall Questionnaire, that managers did not guide about their company sponsored training and seminars because the mean is 2.83 & standard deviation is 0.65 occurred among workers. The second largest decline took place among workers in induction program, which is very costlier for managers from employees point of view. The smallest decline occurred among workers training calendar. The most favorable respondent regarding their salary structure and recruitment procedure. Overall job satisfaction is neutral & making these employees, the most satisfied with their jobs. *Training and learning development includes aspects such as: ethics and morality; attitude and behavior; leadership and determination, as well as skills and knowledge therefore it is important from managers point of view & hence the employees are well being satisfied if we are going to compare with overall performance of companies. The performance appraisal level is very poor condition because the company can used the ranking method that the employees are ranked from best to worst on some characteristics, which is sometimes not perfect and not accurate. Current system for career development is committed to offering our employees a benefits package that will allow them to find a balance between their professional and personal life as well as the opportunity for career development.

14

RECOMMENDATIONS
The study says Managers can create satisfied employees. There are some factors conducive to high levels of employee job satisfaction, performance appraisal, Training & Development program which is Mentally challenging work, supportive working conditions, equitable rewards and supportive colleagues.

Challenging work: People prefer jobs that give them opportunities to use their skills and abilities and offer a variety of tasks, freedom and feedback on how well they are doing. These characteristics make work mentally challenging. Equitable Rewards: Employees want pay systems and promotion policies that they perceive as being just, unambiguous, and in line with their expectations. When pay is seen as fair based on job demands, individuals skill level, and community pay standards, satisfaction is likely to result. Similarly, employees seek fair promotion policies and practices .Promotions provide opportunities for personal growth, more responsibilities and increased social status. in a fair and just manner,

Individuals who perceive that promotion decisions arte made therefore, are likely to experience satisfaction from their jobs.

Supportive working conditions: Employees are concerned with their work environment for both personal comfort and facilitating doing a good job. Studies demonstrate that employees prefer physical surroundings that are not dangerous or uncomfortable. In addition, most employees prefer working relatively close to home, in clean and relatively modern facilities, and with adequate tools and equipment. Supportive colleagues: People get more out of work than merely money or tangible achievements. For most employees, work also fills the need for social interaction. Not surprisingly, therefore, having friendly and supportive coworkers leads to increased job satisfaction. The behavior of one Boss is also a major determinant of satisfaction. Studies generally find that employee satisfaction is increased when the immediate supervisor understands and friendly, offers praise for good performance, listens to employees opinions, and shows a personal interest in them.

15