Professional Documents
Culture Documents
Submitted to Punjabi University Patiala, in fulfillment Of the requirement of Master of usiness Administration de!ree
(E)*ARA+,O-
I hereby declare that the work, which is being presented in the project report .-A/AR ,O +E)/$ *E/RA0 for the fulfillment of the requirement for the arkrishan Girls degree of Master of Business Administration submitted in Guru
!ollege of "unjabi #ni$ersity, "atiala is record of my own work and is carried out under the guidance of "rof% &ishal &inayak 'ecturer in (epartment of Business Management%
Pa'an &aur
(ated) ************** +his is to certify that the abo$e statement made by the candidate is correct to the best of knowledge%
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Ac&no'led!ement
I am student of MBA .Master of business administrati$e/ in Guru arkrishan Institute of Management and +echnology% I am $ery thankful to the staff of Guru arkrishan institute of management and technology who ga$e me $aluable +he project title 01mployee 2etention%3 has been conducted at 4ahar Bio +ech% at lehra% I am greatly thankful to 4ahar Bio +ech% for pro$iding a platform where I e5perienced real,life situations% +his in plant training report is a synoptic collection of information and data regarding the plant and its $arious acti$ities% I am $ery heartiest thankful to Mr% 4ahar 6ingh for his appro$al of training% I am indeed indebted to all the sectional in charges and the entire employee who e5tended my wholehearted help support during the training period% , have completed this project, based on the primary research% I would like to thank all the respondents, without whose cooperation, my project would not ha$e been possible% , 'ould li&e to than& especially professors of M!t% !roup of my colle!e% I am $ery grateful thanks of my parents and my friends who supported me for the successful accomplishment% I am deeply thanks to all those persons who ha$e been helpful to me directly or indirectly during the training and also for the preparation of training report% theoretical knowledge%
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1stablished in the year1><<, at 'udhiana ."unjab, India/, the 0-ahar io$tech,0 are sole proprietorship firm and counted among the notable manufacturers and suppliers of a di$erse range of io mass riquettes and briquettin! *ine% 8ur range encompasses of riquettin! presses, Rotary (rum (ryers, /ammer Mill "rinder, )hipper cum "rinder and so on% +hese highly ad$anced machines and equipment are known for their trouble free operations, robust construction, energy efficient and durability% +he machines offered by us, can be customiFed to suit the di$ersified requirements of our customers% 8ur sound infrastructure is backed by all the modern and requisite facilities that ha$e enabled us to fabricate our products in compliance with international quality standards% Ge also pro$ide after sales ser$ice to our customers on turkey basis related to installation and operation% +o facilitate our customers, we also offer user manual with our products% 8ur entire production process is efficiently carried out by adroit professionals who are well $ersed with the latest updates of the industry% 8wing to our quality products, ser$ices and timely deli$eries, we ha$e garnered a huge client base and also achie$ed a turno$er of 2s% 1 !rore appro5%
Ge are progressing under the able guidance of our owner and mentor, Mr% -ahar Sin!h, who has immense industry e5perience and technical e5pertise of the industry% 8wing to his futuristic $ision and sharp business insight, we ha$e been able to establish a niche for oursel$es in the industry%
)OMPA-< PRO1,*E#$
)ompany name usiness type <ear established Product manufacturer Address Proprietor =ebsite +urnover Mobile > )ell Phone *e!al Status of 1irm
4ahar biotech manufacturer 1><< Biomass briquette, rotary drum dryer &"8 '1 2A, 'udhiana , 1?111<, "unjab, India Mr% 4A A2 6I4G '1 2A http)HHwww%naharbiotech%com
Upto US$ 0.25 Million (or upto Rs. 1 Crore Approx.)
I.>1/,><1?B7B77:
Sole Proprietorship (Individu l)
Manufacturer of biomass fuel plant and briquette, biomass briquette, rotary drum dryer Ge are progressing under the able guidance of our owner and mentor, Mr% -ahar Sin!h, who has immense industry e5perience and technical e5pertise of the industry% 8wing to his futuristic $ision and sharp business insight, we ha$e been able to establish a niche for oursel$es in the industry%
Mission
0"ro$iding efficient = reliable ser$ices to the customer by adding genuine $alue to the product3
?ision
0+o be globally recogniFed as a supplier if choice in this highly competiti$e global economy3
@uality Objectives
1ollo'in! are the features that help us in establishin! our reputation as a prominent business enterprise#
Juick processing of clientKs inquiries Gide distribution network +imely deli$ery of consignments within scheduled time 'eading industry prices "ro$ide after sales support 8perational training #ser manual 15perienced 2=( department Good financial position = +JM
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'arge product line 'arge production capacity "ro$ide customiFed solutions +esting facilities !ustomiFed packaging
MA-A"EME-+
Proprietor Mr% 4A A2 6I4G '1 2A
Ge are assisted by a team of professionals, who help us in deli$ering a flawless range of products to our clients% Gith their immense knowledge and industrial e5pertise, they can easily comprehend the specific requirements of our customers in our offered products% =e have the service support of the follo'in! professionals# +echnocrats 1ngineers Juality !ontrollers Garehousing personnel "ackaging e5perts 2=( e5perts 6killed laborers 9urthermore, they also assist us in increasing the producti$ity and e5panding our client base in all across the country% Product Ge are a preferred name in manufacturing and e5porting a comprehensi$e range of precision engineered Plant and Machinery% +hese are fabricated using quality components and by utiliFing the latest process technology by our e5pert professionals% All of our products are designed in compliance with well defined quality standard% Our ran!e includes# Material andling ammer Mill Grinder 9lash (ryers .9our "ass/ 9lash (ryers .6ingle "ass/ !hipper !um Grinders 2otary (rum (ryer 9lash (ryers .(ouble "ass/ Briquette "ress
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Some of the hi!hli!htin! features of our ran!e are as follo's# !ompact in siFe (imensional accuracy igh performance !orrosion resistance 1nergy efficiency Gear = +ear resistance
Product Portfolio Ge are a preferred name in manufacturing and e5porting a comprehensi$e range of precision engineered Plant and Machinery% +hese are fabricated using quality components and by utiliFing the latest process technology by our e5pert professionals% All of our products are designed in compliance with well defined quality standard% Our ran!e includes# Material andling ammer Mill Grinder 9lash (ryers .9our "ass/ 9lash (ryers .6ingle "ass/ !hipper !um Grinders 2otary (rum (ryer 9lash (ryers .(ouble "ass/ Briquette "ress
Some of the hi!hli!htin! features of our ran!e are as follo's# !ompact in siFe (imensional accuracy igh performance !orrosion resistance 1nergy efficiency Gear = +ear resistance ,nfrastructure Backed by a resourceful infrastructure, we are capable of deli$ering a range of highly ad$anced Plants and Machinery% 8ur infrastructure is well equipped and outfitted with the latest machines and tools% ,t is se!re!ated into various units includin!# Manufacturing unit In,house designing unit Juality testing department Garehouse = "ackaging unit
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2=( unit +he effecti$e use of the latest machinery in our processes helps us in successfully deli$ering the bulk orders within the stipulated time frame% 1$ery unit is managed under the careful super$ision of our e5perienced workforce%
)ompanyAs @uality Assurance Being a quality conscious organiFation, we offer quality products to our customers% 9or ensuring that our products meet international standards, we ha$e employed a team of super$isors who keep a strict $igil on the products being manufactured at different le$els of production% Ge follow stringent quality control measures in which the finished products are subjected to rigorous inspection% +he ran!e is quality tested on the follo'in! 'ell defined parameters# 6trength !orrosion resistance (urability 2eliable performance Research and (evelopment Ge ha$e a separate research and de$elopment unit, which assists us to enhance the quality of our products% It is efficiently manned by a team of research e5perts, who follow standard quality norms to gi$e rise to unbeatable products% +his unit is further equipped with the latest equipment and tools, that make the research easy for our research associates% 8ur research e5perts keep track on current market trends and client requirements% +he researchers also coordinate closely with the production team, thus, resulting into a new product range with better performance% =arehouse and Pac&a!in! Ge ha$e a huge warehouse that is segregated into different sections% It is used to store raw material as well as finished products and also protects our products in ad$erse conditions% Gell segregated and labeled sections of this unit help us in storing our products in an organiFed manner% 8ur packaging professionals are highly e5perienced and hold in,depth knowledge of their domain% Ge make use of quality packaging material to ensure the products are transported safely without damage at our customerKs end%
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)lient Satisfaction Ge gi$e profound importance to the client satisfaction as it is a mute testimony to any organiFation% In this regard, we make e$ery possible effort to attain and to ma5imiFe the satisfaction le$el of customers% 8ur products are fabricated in compliance with well defined quality standards and norms% !ustomiFation and operational training is offered as per the requirements of our customers% Moreo$er, being the client centric and financially sound organiFation, we go miles to o$ercome the clientLs satisfaction% +o facilitate our customers, we offer easy payment modes including !heque and (emand (raft
Products B Services
Being one of the eminent manufacturers and suppliers, we pro$ide Plant B Machinery in a wide range% 8ur products are highly ad$anced and embedded with hi, tech features% +hese quality products are a$ailable in wide range, which includes Material /andlin!, )hipper cum "rinders, /ammer Mill "rinder and so on% All of these products are energy efficient and capable of pro$iding long lasting e5cellent performance at low maintenance cost%
Plants B Machineries
Ge also manufacture and supply plants = Machines, which are used to mark on both mild steels and hard metals% +hese are used to etch $arious machine tools and components like cutting tools and other related tools% Material Handling Equipments
Ge ha$e in store, Material andling equipment for our customers% 8ur precisely engineered range of material handling equipments is used in $arious applications of different industries% +his simple to use equipment make the material handling task easy
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and time sa$ing% 2eckoned for low maintenance, this equipment is fabricated as per the international quality standards% 8ur customers can purchase it from us at competiti$e prices% Chipper cum Grinders
)hipper )um "rinders Ge offer a qualitati$e range of !hipper !um Grinder, which is fabricated using the best grade raw materials and latest process technology% +his chipper cum grinder is used to chip and grind the long material .dry = wet/ into required siFe for briquetting in single action% 8ur range comes in $arious models and other specifications to meet the $aried requirements of customers% 9eatures) igh efficiency Ability to withstand e$en in rugged conditions !orrosion resistance% Hammer Mill Grinder
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Ge are offering ammer mill grinder, which is used to grind the loose material% +his helps in reducing sharp edges of incoming material and increasing the bulk density to the required le$el% 8ur highly ad$anced equipment is e5tensi$ely used in $arious industrial applications and renders quality ser$ices for long time% 6pecifications) 'arge diameter dynamically balanced rotor Its body is made from tested plate Alloy steel shaft Bearings are width , dust protected and fitted away from grinder body Grinder blades are fitted with rotor 6creen is fitted for particular siFe of ground material Balanced ammer system Anti $ibration mounting pads% Rotary Drum Dryer
Ge manufacture and supply superior quality 2otary (rum (ryer, which is fabricated using high grade components and latest process technology% 8ur drum dryer is a$ailable in three different models such as double drum dryers, single drum dryers and cooling drum dryers% It has gained appreciation amidst our customers for their quality attributes like corrosion resistance and longer ser$ice life%
1lash (ryers
Ge are engaged in offering 9lash (ryers, which is appreciated by our client for its best quality%
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Ge ha$e gained e5pertise in manufacturing a wide range of flash dryers% 8ur flash spray dryers are used in industries such as food, mineral, polymer and chemical% +hese are highly appreciated for their quick processing and quality ser$ices% 9lash dryers offered by us are efficiently used in drying the wet materials and granules% 6pecifications) Model -o% '9( 7BB '9( 1-BB '9( -ABB Flash Dryers Single Pass Po'er Required ? " 11 " -1 "
Ge manufacture and e5port high quality 9lash (ryers .6ingle "ass/ that are a$ailable in a wide range of specifications to suit the di$ersified requirements of our customers% +hese wide ranges of flash dryers are widely used for drying of powders, granules and crystalline material% !ustomers can source them from us at market leading prices% 1A
Model -o% '9( 7BB '9( 1-BB '9( -ABB Flash Dryers
1our Pass 1lash (ryers we are engaged in manufacturing and offering 9lash (ryer .9our "ass/ of superior quality% It also has an insulated drying column and con$eyor, through which wet or moist material is transported in the presence of hot air to the cyclone% +he powerful low pressure centrifugal fan of this de$ice, assures sufficient resilience time for complete remo$al of e5cess moisture% By the means of a rotary air lock material is discharged through the cyclone% 6pecifications) 6crew con$eyor 9eeding hopper &ane guide 2otary air lock !entrifugal fan%
riquettin! Press
1C
Ge are engaged in offering , Briquetting "ress which is appreciated by our client for its best quality% Industrial riquetting Press
,ndustrial riquettin! Press Ge manufacture Briquetting "ress of superior quality% Based on ad$anced technology, these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% 6pecifications) Model -o% 4B+ 7B 4B+ ?B 4B+ AB Model -o% 4B+ CB 4B+ :B Model -o% 4B+ >B 4B+ 1BB Production 1AB kgHh 7BB kgHh CBB kgHh Production >BB kgHh 1-BB kgHh Production 1ABBH-BBB kgHh -CBB kgHh Po'er Required 17 " 1< " 7C " Po'er Required ?: " ?> " Po'er Required C>H<: " <> "
1:
riquetting Machine
riquetting Machine Ge manufacture Briquetting "ress of superior quality% Based on ad$anced technology, these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% 6pecifications) Model -o% 4B+ 7B 4B+ ?B 4B+ AB Model -o% 4B+ CB 4B+ :B Model -o% 4B+ >B 4B+ 1BB Production 1AB kgHh 7BB kgHh CBB kgHh Production >BB kgHh 1-BB kgHh Production 1ABBH-BBB kgHh -CBB kgHh Po'er Required 17 " 1< " 7C " Po'er Required ?: " ?> " Po'er Required C>H<: " <> "
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riquettin! Press C3: MMD Ge manufacture Briquetting "ress of superior quality% Based on ad$anced technology, these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% Model -o% 4B+ ?B Production 7BB kgHh Po'er Required 1< "
riquettin! Press C7: MMD Ge manufacture Briquetting "ress of superior quality% Based on ad$anced technology, 1>
these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% 6pecifications) Model -o% 4B+ AB Production CBB kgHh Po'er Required 7C "
riquettin!
Machine
of
a!ro
'aste
we manufacture Briquetting "ress of superior quality% Based on ad$anced technology, these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% CAdvance /ydrau$+ech has ta&en oath to ma&e our environment healthy by providin! hi!h quality source of ener!y named biomass pellets or briquettes% Each and every year millions of 'astes bein! burnt or !et 'aste 'hich caused air pollution in our society% +he 'astes include a!ricultural, industrial or forest 'aste 'hich is ta&en in loose form% +he compactness of this bio$Mass is very lo' so the handlin! and carryin! of these resources is not only difficult but ma&es it eEpensive also% =e therefore provide the chance to turn this 'aste in different form of ener!yD
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riquettin! Press C8: MMD Ge manufacture Briquetting "ress of superior quality% Based on ad$anced technology, these are a$ailable in different specifications, our metal briquetting presses are widely acclaimed for optimum performance, easy maintenance, corrosion resistance and long ser$ice life% Ge fabricate these presses using quality components that are procured from our reliable $endors, ensuring their compliance with the defined quality norms% 6pecifications) Model -o% 4B+ CB Production >BB kgHh Po'er Required ?: "
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(,S)R,P+,O- O1 PROFE)+
)/AP+ER $2
OEMP*O<EE RE+E-+,O-
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2ecruitment, selection, and on boarding .resourcing/ 1mployee recordkeeping and confidentiality 8rganiFational design and de$elopment Business transformation and change management "erformance, conduct and beha$ior management Industrial and employee relations uman resources .workforce/ analysis and workforce personnel data management !ompensation and employee benefit management +raining and de$elopment .learning management/ 1mployee moti$ation and morale,building .employee retention and loyalty/
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A good employee is hard to come% +his entails understanding just a little history% +he term 0employee retention3 first began to appear with regularity on the business scene in the 1>:Bs and early L<Bs until then, during the early and mid, 1>BBs, the essence of the relationship between employer and employee% Gith the financial drain of replacing someone high, employers are willing to do whate$er is necessary to decrease turno$er rates while increasing employee retention and satisfaction% Below are some tips on how to retain employees through open con$ersation%
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remain 'ith the or!aniGation for the maEimum period of time or until the completion of the project% 1mployee retention is beneficial for the organiFation as well as the employee% 1mployees today are different% +hey are not the ones who donLt ha$e good opportunities in hand% As soon as they feel dissatisfied with the current employer or the job, they switch o$er to the ne5t job% It is the responsibility of the employer to retain their best employees% A good employer should know how to attract and retain its employees% 1mployee retention in$ol$es taking measures to encourage employees to remain in the organiFation for the ma5imum period of time% !orporate is facing a lot of problem in employee retention these days% 2etention is e$en more important than hiring% +here is no dearth of opportunities for talented person% +here are many organiFations which are looking for such employees% If a person is not satisfied by the job heLs doing, he may switch o$er to some other more suitable job% In todayLs en$ironment it becomes $ery important for organiFations to retain their employees%
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)OMPE-A+,O-
E-?,RO-ME-+
"RO=+/
RE*A+,O-S/,P
SUPPOR+
)OMPE-SA+,O-C
!ompensation constitutes the largest part of the employee retention process% +he employees always ha$e high e5pectations regarding their compensation packages%
Meanin! of )ompensation#$
!ompensation is the total amount of the monetary and non,monetary pay pro$ided to an employee by an employer in return for work performed as required% !ompensation packages $ary from industry to industry% 6o an attracti$e compensation package plays a critical role in retaining the employees% !ompensation includes salary and 'a!es, bonuses, benefits, prerequisites, stoc& , options, bonuses, vacations, etc% Ghile setting up the packages, the following components should be kept in mind)
6alaries, bonus, contribution to pro$ident fund and gratuities 6taff welfare and training e5penses 168" Arrears paid, reimbursements and other e5penses on employees
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asic 'a!e /ouse rent allo'ance (earness allo'ance )ity compensatory allo'ance
6alary and wages represent the le$el of skill and e5perience an indi$idual has% +ime to time increase in the salaries and wages of employees should be done% And this increase should be based on the employeeLs performance and his contribution to the organiFation%
+heories of 'a!es
Adam SmithAs 'a!e fund theory C5K26$5KL:D$#
e assumed that wealthy
persons ha$e fund of surplus wealth% +his could be utiliFed for employing laborers for work% If the fund was large, wages would be high, if it small, wages would be low%
the iron law of wages was based on assumption that workers should be paid just
onus# Bonuses are usually gi$en to the employees at the end of the year or
on a festi$al%
Economic benefits# It includes paid holidays, lea$e tra$el concession, etc% *on! term incentives include stock options or stock grants% +hese
*ime +age system$# In this system the wages are paid according to
time spent by the workers irrespecti$e of his output of work done% +he wage rates are fi5ed for an hour, a day, a week or a month% Gages are calculated in this method,)
2D /ealth insurance#
sa$es employees money as well as gi$es them a peace of mind that they ha$e 6omebody to take care of them in bad times% It also shows the employee that the organiFation cares about the employee and its family%
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"rograms .like psychological counseling, legal assistance etc/, discounts on !ompany products, use of a company cars, etc
+he Q1mployees "ro$ident 9und ActQ mandates that employers are required to make a contribution, in fa$our of the employees, to the "ro$ident 9und Account an amount equal to 1- per cent .earlier 1B per cent/ of the basic pay and dearness allowance% +his is a statutory requirement essentially to sa$e for the post,retirement life of employees% !ompanies may sometimes report the contribution made to pro$ident fund along with gratuity and other funds%
mission statement, leadership styles, and its or!aniGational culture% 8rganiFations internal en$ironment refers to the elements within the organiFation% Internally, an organiFation can be $iewed as a resource con$ersion machine that takes inputs .labor, money, materials and equipment/ from the e5ternal
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en$ironment .i%e%, the outside world/, con$erts them into useful products, goods, and ser$ices, and makes them a$ailable to customers as outputs%
A2 BI8 +1! %
a fat salary alone is not enough to make workers stay% +o retain their best employees,
org
Most managers understand the importance of employee retention and its impact on the o$erall health and $itality of an organiFation% In a pre$ious article we identified some useful tips to help impro$e employee retention in your organiFation% Gi$en the importance of employee retention, we ha$e compiled another list of important factors that can affect employee retention in your organiFation%),
organiFations are offering in terms of salary and benefits% It is also important to research what the regional and national compensation a$erages are for that particular position% ;ou can be sure that if your compensation package is not competiti$e, team members will find this out and look for employers who are willing to offer more competiti$e compensation packages%
J e'are of burnout4
6taff adequately to reduce the amount of unwanted o$ertime a team member must work% 6ome employees enjoy the e5tra money that accompanies o$ertime hours, while others would rather spend their time with their families or doing other acti$ities they enjoy% Burnout can be a leading cause of turno$er% 2ecogniFe the warning signs and gi$e employees a break when they need it%
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1$erybody has opinions and ideas, some are better than others%
member wants to feel that their input is welcome and will be taken seriously without ridicule or condescension% 6ome of the greatest ideas can come from the most unlikely of places and people% !reating a culture where input is welcome from all le$el of the organiFational chart will help your organiFation grow and encourage employee retention%
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3% Effective /R (epartment
+rain the 2 department to respond quickly to employee complaints, concerns and inquiries% 7 % Allo' Employees to Spea& Up !reate a non,threatening atmosphere where employees can e5press their take on tasks assigned% Ask for feedback and suggestions from employees% !reate a format that allows employees to register complaints anonymously%
8% Provide Opportunities for "ro'th 8ffer promotions, opportunities to learn new skills% +his helps to a$oid intellectual stagnation%
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21A684 982 1M"'8;11 !8M1 + 1 82GA4I6A+I84M J Pay, J *ocation, J enefits, J Advancement Possibilities, J Fob Security, J -ature of 'or&, J Personal>1amily +ime%
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R Make clear of performance enhanced incenti$es and other benefits% Teep these promises, later%
6D At the office
R An employeeLs work must be communicated to him clearly and thoroughly% +he details of the job, its importance, the way it should be done, ma5imum time that can be allotted to complete it etc%, must be made clear% If there are changes to any of these, let the employee know at the earliest R Gi$e the employees necessary tools, time and training% +he employee must ha$e the tools, time and training necessary to do their job well , or they will mo$e to an employer who pro$ides them% R a$e a person to talk to each employee at regular inter$als% 'isten and sol$e elp employees manage stress, both at work and if employee complaints and problems, as much as possible% 9airness and impartial treatment by seniors is important% possible, off work too% Gi$e them special concessions, when in need% +reat the employees well = pro$ide dignity of job% R +he quality of the super$ision an employee recei$es is critical to employee retention% 9requent employee complaints arise on this issue% R "ro$ide the employees a stress free work en$ironment% "eople want to enjoy their work% Make work and work place cheerful and fun,filled as possible%
RMake sure that employees know that their work is important for the organisation%
9eeling $alued by their employer is key to hi!h employee motivation and morale % 2ecogniFe their strengths and help them to impro$e those they lack% R 1mployees must feel rewarded, recogniFed and appreciated% Gi$ing periodical raise in salary or position helps to retain staff%
R 8ffer e5cellent career growth prospects% 1ncourage = groom employees to take up
higher positionsHopenings% If they donLt get opportunity for growth within the organisation, they will look elsewhere for it%
R Gork,life balance initiati$es are important% Inno$ati$e and practical employee policies pertaining to fle5ible working hours and schemes, granting compassionate
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and urgency lea$e, pro$iding healthcare for self, family and dependants, etc% are important for most people% Gork,life balance policies would ha$e a positi$e impact on retaining skilled employees, as well as on attracting high,caliber recruits% R Implement competency models, which are well integrated, with 2 processes like selection = recruitments, training, performance appraisal and potential appraisal%
J Person $ culture fit $ It is important that employees share similar $alues and are
able to function within the cultural en$ironment of the firm% A fair proportion of early departures are employees that were ne$er likely to be able to perform to an appropriate le$el within the firm, due to ha$ing $alues that are incongruent with those of the firm%
J Person>s&ills $ job fit $ +hink carefully about the skills needed to do the job well%
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6D Fob Sculptin!#
Many departures arise from frustrations due to the day to day e5perience of the role, rather than the issues relating to the firm or to indi$iduals%
J Move them internally first $ If someone is unhappy in their role, see if you can
find them a new position internally, before they opt to lea$e%
J ,ncrease job variety $ 6ometimes the lack of $ariety in$ol$ed in their role can
frustrate employees to the e5tent that they decide to lea$e% 6ome people like routine, others like change% Again, a little imagination, a small adjustment, can be the difference between losing them and retaining them%
J +ailor roles to suit individuals $ If you ha$e indi$iduals you wish to retain, it
makes sense to tailor roles to suit them% +his way they get far more $alue from work and it is more difficult for other firms to attract them away% !ustomiFing roles to suit indi$iduals can be a winning retention strategy for some firms%
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J Enrichin! jobs , 1nriched jobs ha$e long been shown to offer e5tra $alue to many
employees% +he keys to job enrichment) 6kill $ariety, +ask completion, +ask significance, Autonomy and 9eedback%
J Meanin!ful 'or& $ 6ome employees find it difficult to connect their day to day
work with the end product% In a sense their work appears to lack meaning% By e5plaining how their job fits into the big picture, you can create meaning, thus increasing their moti$ation, and perhaps their willingness to stay%
J Select mana!ers 'ith !ood people s&ills $ +he selection of managers is crucial%
(onLt promote indi$iduals into people management roles when their strengths lie elsewhere%
J As& mana!ers to help you $ Asking managers to help you% 6ometimes the smart
tactic is to e5plain the problem and ask managers to help%
J Pay careful attention to the 'ay you assess and re'ard mana!ers $ If you
assess managers on the numbers that is what they are likely to focus on% If their pay is determined solely by results, donLt e5pect them to pay much attention to retaining employees% +hink about ways in which their assessment, and perhaps e$en reward, can be designed to encourage beha$ior that will assist retention% 9ocus on creating $alue for employees%
R "erformance agreement R (e$elopment plan R (ialogue R Goal setting R "ro$ide the resources they need to the job R (elegation, autonomy and initiati$e R 1ncourage ideas R "ro$ide challenging work
?7
9D )ommunication#
2ecent years ha$e seen firms place emphasis on communicating their message to employees% !ommunication in the opposite direction is rarely as effecti$e% It is possible to impro$e lines of communication should employee insight re$eal this to be an issue that needs to be addressed% 6ome firms use schemes that encourage employees to contribute their ideas on potential impro$ements%
A part from the legal and mandatory benefits such as pro$ident,fund and gratuity, below is a list of other benefitsU)
illness, disease or injury or pregnancy in case of female employees or spouse of male employees% All employees and their dependent family members are eligible% (ependent family members include spouse, non,earning parents and children abo$e three months
?A
1mployee will feel comfortable asking clarifying questions and may ha$e ideas on how to complete an assignment more efficiently% C/ (e$elop communication strategies% In many work en$ironments, people are not always geographically co,located or they are segmented by departments with different Management structures% If a communication system is not in place or is lacking, people may not learn about an important issue or new policy%
6ometimes the relationship with the management and the peers becomes the reason for an employee to lea$e the organiFation% +he management is sometimes not able to pro$ide an employee a supporti$e work culture and en$ironment in terms of personal or professional relationships% +here are times when an employee starts feeling bitterness towards the management or peers% +his bitterness could be due to many reasons% +his decreases employeeLs interest and he becomes demoti$ated% It leads to less satisfaction and e$entually attrition% A supporti$e work culture helps grow employee professionally and boosts employee satisfaction% +o enhance good professional relationships at work, the management should keep the following points in mind% 2espect for the indi$idual) 2espect for the indi$idual is the must in the organiFation% J Relationship 'ith the immediate mana!er ) A manger plays the role of a mentor and a coach% e designs and plans work for each employee% It is his duty to in$ol$e
the employee in the processes of the organiFation% 6o an organiFation should hire managers who can make and maintain good relations with their subordinates%
?C
J Relationship 'ith collea!ues ) "romote team work, not only among teams but in different departments as well% +his will induce competition as well as impro$e the 2elationship among colleagues% J Recruit 'hole heartedly) An employee should be recruited if there is a proper place and duties for him to perform% 8therwise heLll feel useless and will be dissatisfied% 1mployees should know what the organiFation e5pects from them and what their e5pectation from the organiFation is% (eli$er what is promised% "romote an employee based culture) +he employee should know that the organiFation is there to support him at the time of need% 6how them that the organiFation cares and heLll show the same for the organiFation% An employee based culture may include decision making authority, a$ailability of resources, open door policy, etc% J,ndividual development# +aking proper care of employees includes acknowledgement to the employeeLs dreams and personal goals% !reate opportunities for their career growth by pro$iding mentorship programs, certifications, educational courses, etc% J ,nduce loyalty) 8rganiFations should be loyal as well as they should promote loyalty in the employees too% +ry to make the current employees stay instead of recruiting new ones
?:
SUPPOR+
6upport from management can sometimes ser$e as a reason for employee retention% 6uper$isor should support his subordinates in a way so that each one of them is a success% Management should try to focus on its employees and support them not only in their difficult times at work but also through the times of personal crisis% Management can support employees by pro$iding them recognition and appreciation% 1mployers can also pro$ide $aluable feedback to employees and make them feel $alued to the organiFation% +op management can also support its employees in their personal crisis by pro$iding personal loans during emergencies, child care ser$ices, employee assistance "rograms, conseling ser$ices, etc 1mployers can also support their employees by creating an en$ironment of trust and inculcating the organiFational $alues into employees% +hus employers can support their employees in a number of ways as follows) R R R R By pro$iding feedback By gi$ing recognition and rewards By counseling them By pro$iding emotional support
?<
Re'ards are the e5tra perks you offer beyond the basics of respect and
recognition that make it worth peopleLs while to work hard, to care, to go beyond the call of duty% Ghile rewards represent the smallest portion of the retention equation, they are still an important one%
?>
Ghen you implement the 0three 2s3 approach, you will reduce turno$er and
1njoy the following)
Increased producti$ity 2educed absenteeism A more pleasant work en$ironment .for both employees and you/ Impro$ed profits
4ow that so much is being done by organiFations to retain its employees, why is retention so importantM Is it just to reduce the turno$er costsM Gell, the answer is a definite no% ItLs not only the cost incurred by a company that emphasiFes the need of retaining employees but also the need to retain talented employees from getting poached% +he process of employee retention will benefit an organiFation in the following ways)
employee in e5pectation of a future return% Ghen the employee lea$es, the in$estment is not realiFed%
)/AP+ER$6
A1
questionnaire%
@uestionnaire 'as filled up by 7: employees of -ahar bio +ech% =ith trusty communication doin! permanent B temporary &ind of job at the company%
2esearch methodology is a way to systematically sol$e the research problem% It may be understood as a science of studying how research is done systematically = scientifically% +he scope of research methodology is wider than that of research method% +hus when we talk of research methodology we will not only talk of the research method but also consider the logic behind the methods we use in the conte5t of our research study and e5plain why we are using a particular method or techniques%
RESEAR)/ (ES,"2esearch design is the blue print for the collection, measurement and analysis of data% It is framework for conducting the research project% It details the procedures necessary for obtaining the information need to structure or sol$e research% My project research design is a descripti$e research% Because descripti$e research studies are those studies which are concerned which describing the characteristics of particular indi$idual or a group%
A7
)hapter$3
,-+ERPRE+A+,OA-( A-A*<S,S
)/AP+ER$3
A?
A-A*<S,S#$+his table no% 5 is sho's that ho' much employees are satisfied
'ith current job% So , analysis that in the 5 st section 9 1arley satisfyB2 are very hi!h satisfy% employees% 1arley satisfy employees$$$$$$$$$$$$$$K:S ?ery hi!h satisfy employees$$$$$$$$$$6:S So all employees are satisfied 'ith the current job% -o one li&e that 'ho is very less satisfy 'ith current job% So company provides !ood facilities to the employees% ut in the 3 th section 3 employees are very hi!h satisfy% +otal 67 employees are 1arley satisfies and 57 employees are hi!hly satisfied out of 7:
AA
5st
5: 5:
2nd
5: 5:
6rd
5: 5:
3th
5: 5:
7th
5: 5:
+O+A*
7: 7:
100 &0 %0 $0 #0 50 "0 !0 20 10 0 10 10 1st 10 10 2nd 10 10 !rd 10 10 "th 10 10 5th '('A) 50 S tis*+ ,or-er 'ot l no. o* ,or-ers 50
A-A*<S,S#$
+his table sho's that ho' much 'or&ers are satisfy 'ith
compensation pac&a!e% So all employees are satisfy 'ith it% +his sho' that company !ives the compensation pac&a!e to employees is very !ood% All employees of different sections are all satisfy 'ith compensation pac&a!e% =hen company !ain the profit then at that time the company !ives the !ood compensation pac&a!e to employees% Satisfy Employees $$$$$$$$$$$$$$$$$$$$$5::S Unsatisfied Employees$$$$$$$$$$$$$$$$$$$:S So the S is fully satisfied 'ith compensation pac&a!e %
+A *E$6#$Salary is !ood enou!h to meet the 'or&ers eEpenses% Sections
+otal no% of employees Response of employees
5st 5: 8
2nd 5: 8
6rd 5: 8
3th 5: 9
7th 5: L
7: 69
AC
in yes
K8S
A-A*<S,S# $ +his table sho's that ho' much employees have !ood salary to meet theirAs eEpenses% ,n the 5st, 2nd, 6rd the no% of employees are same C8 out of 5:D 69 employees are that 'hoAs salary is !ood enou!h to meet theirAs eEpenses% 52 employees that 'hoAs salary is not !ood for theirAs eEpenses% SSalary meets to employeeAs eEpenses$$$$$$$$$$$$$$K8S SSalary not meets to employeeAs eEpenses$$$$$$$$$$23S Response of employees is !ood as compared to others because the rateTsS is hi!h to meet the eEpenses%
5st 5:
2nd 5:
6rd 5:
3th 5:
7th 5:
7:
A:
35
92S
A-A*<S,S#$ +his table sho's that ho' much employees are eEist here 'ho
ta&in! the re'ard for better performance% +here is the rate of employees of ta&in! the re'ard for better performance is !ood% ,n the 5 stB2nd B6rdB7th section 9 employees from each section are same% +otal 35 employees are re'arded for efficient performance out of 7:% S of Re'arded Employees$$$$$$$$$$$$$$$92S S of non re'arded employees$$$$$$$$$$$$$59S ,n the 3th section only 5 employee 'ho does not ta&e the re'ard for efficient performance%
5st 5:
2nd 5:
6rd 5:
3th 5:
7th 5:
7:
A<
5:
5:
5:
5:
5:
7:
5::S
A-A*<S,S#$
+his table
incentives B bonus% So , analyGed that all employees 'ho are in -ahar bio +ec !ainin! the incentives B bonus profit% )ompany !ives the incentives B bonus to employees% So 7: employees are !et the incentives B bonus out of 7:% S of employees to ta&e the incentives B bonus$$$$$$$$$$$$$$$$$$$$$$$5::S ut the rate of bonus is !iven different to different employees 'hich is analysis in neEt table%
+A *E$8#$Rate of job incentives for different employees% Sections -o% of EEcellent employees "ood Avera!e Poor ?ery Poor
A>
5: 5: 5: 5: 5: 7:
5 2 5 6 6 5:
L K L K 8 69
: 5 : : 5 2
: : : : :
: : : : :
A-A*<S,S#$
+his table sho's that the rate of job incentives for different
employees so mostly !ood rate is more as compared to others% ,n the 5 st section 5 employee ta&e eEcellent incentives B bonus%L employees have !ood rate of bonus%6 employeeAs response is eEcellent in the 3thB 7th section Percenta!e of eEcellent$$$$$$$$$$$$$$$$$$$$$$$$2:S Percenta!e of !ood$$$$$$$$$$$$$$$$$$$$$$$$$$$$K8S Percenta!e of Avera!e$$$$$$$$$$$$$$$$$$$$$$$$$3S So company is !iven the !ood incentive to employees%
+A *E$K#$Rate of employees about 'or&in! conditions% Sections -o% of EEcellent "ood Avera!e employees 5st 5: : 9 2 nd 2 5: 2 9 : 6rd 5: 2 8 2 th 3 5: 5 9 5 7th 5: : L 5 7: 7 6L 8
Poor : : : : :
?ery Poor : : : : :
A-A*<S,S#$ +his table sho's the rates about 'or&in! conditions% So the 'or&in! conditions are !ood in company%6L 'or&ers have !ood response about the 'or&in! conditions B EEcellence response of 7 employeesB 8 employees have a response is avera!e% Percenta!e of eEcellent$$$$$$$$$$$$$$$$$$$$$$$$5:S Percenta!e of !ood$$$$$$$$$$$$$$$$$$$$$$$$$$$$K9S Percenta!e of Avera!e$$$$$$$$$$$$$$$$$$$$$$$$$52S So K9S employees are that 'ho have a !ood response% -o one have response of very poor or poor% My analysis is sho'n that company provides !ood 'or&in! conditions to employees%
C1
Sections
+otal no% of employees Response of employees in yes
5st 5: 5:
2nd 5: 5:
6rd 5: 5:
3th 5: 5:
7th 5: 5:
7: 7:
5::S
50 45 40 35 30 25 20 15 10 5 0
1st
2nd
3rd
4th
5th
total
A-A*<S,S# $ +his table sho's ho' much 'or&ers are satisfy 'ith proper functionin! of tools and machines% So , analysis the company is provide the fully tools and machines to the employees %7: employees are fully satisfy out of 7: employees% All employeesA response in yes% Sof employees positively$$$$$$$$$$$$$$$$$5::S So -ahar bio +ec )ompany is fully provided machines to employees of better quality% +ime to +ime )ompany chec&in! the machines%
5st 5:
2nd 5:
6rd 5:
3th 5:
7th 5:
7: C-
5:
5:
5:
5:
5:
7:
5::S
50 40 30 20 10 0 1st 2nd 3rd 4th 5th Response of employees in yes % Total no.of employees
A-A*<S,S#$
+his table
opportunities at job providin! by company% So , analysis the company is fully provide the promotional opportunities to employees% An employees have chance to !ain the promotional opportunities at present job% 7: employees are fully satisfied out of 7: employees% All employees responses in yes% S of employees positively$$$$$$$$$$$$$$$$$5::Ss So -ahar bio +ec )ompany is fully provide promotional opportunities to employees time to time%
5st 5:
2nd 5:
6rd 5:
3th 5:
7th 5:
7:
C7
5:
5:
5:
5:
5:
7:
5::S
A-A*<S,S#$ +his table sho's that company motivate to employees or not for theirAs !ro'th% +his chance is !iven to all employees% All employeesA response in yes option% So all employees are motivated by company% Employees are motivated throu!h trainin! B salary rise% =hen any ne' employee come to in company then company provide him trainin! for his better !ro'th% ,f any technolo!y is chan!e then also company is provide the trainin! to employees 'ho have need% % S of employees positively$$$$$$$$$$$$$$$$$5::S
C?
Sections
+otal no% of employees Response of employees in yes
5st 5: 5:
2nd 5: 5:
6rd 5: 5:
3th 5: 5:
7th 5: 5:
7: 7:
5::S
A-A*<S,S#$ +his table sho's that ho' much employees are a'are about the "ratuity Act 5LK2% , analysis that all employees of every section are a'are about this act% 7: employees are a'are out of 7:% ecause all employees are !ain benefit of this act% AllTs response in yes option% S of employees positively$$$$$$$$$$$$$$$$$5::S
Sections
+otal no% of employees
5st 5: 9 2
2nd 5: K 6
6rd 5: 5: :
3th 5: 9 2
7th 5: L 5
total 7: 32 9 97S
A-A*<S,S#$ +his table sho's that the rate of satisfy about the family needs of employees throu!h salary% So , analysis that yes response of employees is 32 out of 7: employees and 9 employees have no response%,n 6 rd section all employees have positively response% ,n the 5st B3th section same no% employees have same response C9D% ,n the 2nd section K employees have yes response out of 5: ,n the 7th section L employees have yes response out of 5: ut in the 6rd section 5: employees have yes response out of 5: +otal S of employees in yes response$$$$$$$$$$$$$97S +otal S of employees in no response$$$$$$$$$$$$$5
CC
EEcellent 2 : 5 : : 6 7S
"ood 9 5: L 5: 5: 3K L7S
poor : : : : : ::
'orst : : : : : ::
A-A*<S,S# $ +his table sho's that the relationship of employees 'ith direct supervisor% So in this table very !ood response of 3K employees out of 7:% EEcellent response of 6 employees% -o anyone employees in company 'hoAs relation is not !ood 'ith supervisor% ,n the 5 st section 9 employees response is !ood B 2 employees have eEcellent response% ,n the 2nd,3thB 7th sections 6: employees have !ood response% +otalS of employees in !ood response$$$$$$$$$$$$$$$$L7S +otalS of employees in eEcellent response$$$$$$$$$$$7S
+A *E$53#$ Relations of employees amon! staff members%
C:
EEcellent 8 6 8 3 2 25 78S
"ood 3 K 3 8 9 2L 33S
poor : : : : : ::
'orst : : : : : ::
A-A*<S,S# $ +his table is sho's that relationship amon! employees to each others% +he relation amon! staff members is very !ood response of 2L employees% 25 employees have eEcellent response% All employees are co$operate 'ith each other and theirAs tal&in! 'ay 'ith each other is very nice% -o one have poor response%
+otal S of eEcellent response$$$$$$$$$$$$$$$$$78S +otal S of !ood response $$$$$$$$$$$$$$$$$$$$$33S
+A *E$57#$Participation in decision ma&in! of employees% Sections 5st 2nd 6rd 3th 7th C<
5: 5:
5: 5:
5: 5:
5: 5:
5: 5:
7: 7:
5::S
'ee&ly response
monthly
@uartly
A-A*<S,S#$
ma&in! ta&e or not% So , analysis that the employees are also includin! in decision ma&in!% +he supervisor also !ive the chance to employees to sho' theirAs decision% So this is !ivin! the chance to employees quartly% Supervisor &eep a meetin! and ta&in! the participation of employees All employeesTs response is in yes option%
+otal S of yes response$$$$$$$$$$$$$$$$$5::S
C>
/ealthy environment
A-A*<S,S#$ +his table is sho's that 'hich su!!estions are !iven to supervisor by employees% So , analysis that 8 employees are come 'ho 'ant !ive su!!estion of !ood trainin!, but all others are satisfy throu!h trainin!% 23 employees are 'ant !ive su!!estions of salary rise B 2: employees are 'ant !ive su!!estion of better !ro'th of employees -obody employee !ive the su!!estion of healthy environment because thereAs environment conditions are fully satisfy to employees% +otal S of su!!estion of salary rise$$$$$$$$$$$$$39S +otal S of su!!estion of !ood trainin!$$$$$$$$$52S +otal S of su!!estion of etter !ro'th$$$$$$$$3:S +otal S of su!!estion of healthy E?S$$$$$$$$$$:S
-o% of employees 5: 5: 5: 5: 5: 7:
A!ree 9 K L 5: 5: 37
(isa!ree 2 6 5 : : 7
A1ree &0.
A-A*<S,S#$ +his table is sho's that ho' much employees 'ant to shiftin!B hourin! of 'or&% , analysis that 37 employees are a!ree out of 7: employees 'ith the procedure of shiftin! B hour of 'or&% ut only 7 employees are disa!ree 'ho 'ants to chan!e the procedure of it% +otalS of a!ree employees$$$$$$$$$$$$$$$$$L:S +otalS of disa!ree employees$$$$$$$$$$$$5:S
:1
A!ree 5: 5: 5: 5: 5: 7:
(isa!ree : : : : : ::
A-A*<S,S#$ +his table is sho's ho' much employees are a!ree or disa!ree 'ith canteen facilities B vacation policy% So all employees are satisfy 'ith these facilities %-obody employee li&e that 'ho are not satisfy 'ith this% +otalS of a!ree employees$$$$$$$$$$$$$$$$$5::S +otalS of disa!ree employees$$$$$$$$$$$$$$$$:S
:-
)/AP+ER$7
O SER?A+,O-S B 1,-(,-"
:7
+here were many things which can be obser$ed% Apart from the main topic there were many other aspects related to /R in the -A/AR ,O +E), which came into light not only through my topic but also through a small interaction with workers% +he main findings are) R Gorkers are promoted on the basis of e5perience% R Mostly employees are satisfied with policies related to promotional opportunities% R As far as job satisfaction is concerned mostly all the employees are satisfied with their job because of promotion and salary policies are good% R Gorkers in 4ahar bio +ec are $ery co,operate with all staff members% R !ooperation can be seen from upper le$el to lower le$el% R 4o specific qualification is required to work as a workmen or an operator in the plant% R 15perience of working comes by working under somebody elseLs super$ision and initially no formal training is pro$ided to any worker% R All employees are satisfied with mediclaim policy, compensation package and bonus% R All workers are satisfied with working conditions and proper functioning of tools and machines% R All workers are agreeing with good $acation policy%
:?
1$erybody is in$ited to put forward their ideas for the impro$ement of the plant good at many things which make it one of best of all such factories in India% 6ome of the areas which are really needed to be appreciated are in 4ahar bio +ec), But still I felt some of the things and areas where there is actually required some sort of impro$ement% 9or this some of the suggestions are) 9oremost important suggestion is that should not be high stress work% +here should be rewarded for efficient performance of employees% +here are some of the parts in the plant where electricity is wasted% +his thing should be taken care of "roblem of energy scarcity% 6pecial program must be started for creating awareness among the employee related to their personal growth% +here is a need of promoting recreational acti$ities
:A
! A"+12,C
8%5 )O-)*US,O-
+his training ga$e a lot to me% Gith this training we got the e5posure to industrial en$ironment% I got the opportunity to closely e5perience the working in the big organiFations% +alking about the topic for the study which is P1mployee 2etentionL,
:C
initially I had no idea what e5actly about employee retention% My officers in the 4ahar bio tecl told me about this concept% It is old concept used in $arious organiFations to protect the rights of employees% At the end when if we conclude the topic we can say that scope of 1mployee 2etention is $ery important% +he entire social, economic and other means which satisfy with companies acti$ities% Go$ernment makes rules and laws which are following in the 4ahar bio +ec so that they retain to employees and the ha$e there own rules for retaining the employees% 1mployees are moti$ates through their work properly without any partiality and discrimination concern% 6o in the end we can say that the company does all acti$ities to retain the employees%
, *,O"RAP/<
OOHS
1% 9or Books) @oshi, 2osy .-BB</S uman resource management, Talyani, (elhi% ::
-% Internet resources
=E S,+,ES
1. 7 ?%
http://www.naharbiotech.com
:<
A--E;URE
PROFE)+ O- EMP*O<EE RE+E-+,OMy project on .EMP*O<EE RE+E-+,O-N with special reference to N-ahar bio +ec 'udhiana%
:>
@UES+,O--A,RE
6ection,A
Socio-demographic &actors.5D -ame#$%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% 2D SeE#$ .a/ Male 6D A!e#$ .a/#" to -B years .c/ 7B,?B years .b/ 9emale .b/ -B,7B years .d/ abo$e ?B years .b/ #nmarried .b/ 6! .e/ "G .c/ (iploma
3D Marital status#$
.a/Married Ca/66'! .d/#G .a/"roduction .c/Accounts
7D Educational @ualification#$
8D (epartment#$
.b/ 2 .d/ 8thers
6ection,B
<B
,f you leave the job then 'hat 'ill be reason for leavin! employmentQ .a/Insufficient 6alary .b/Insufficient 2etirement .c/"ursue 8ther !areer Goals% .d/"oor "hysical Gorking !onditions .e/ igh 6tress Gorking !onditions .f/Gork oursH6hift Gork .g/8ther********************* !8M"146A+I84 Juestionnaire 2D Are you satisfied 'ith your compensation pac&a!esQ i/ ;es ii/ 4o 6D =hether your salary is !ood enou!h to meet your eEpensesQ i/ ;es ii/ 4o 3D /ave you re'arded for your efficient performanceM i/ ;es ii/ 4o 7D =hether you are !ettin! your periodical incentives or bonusQ i/ ;es ii/ 4o 8D =hat 'ould you rate the job incentives in your or!aniGationQ UUUUUUUUUUUU 1% 15cellent, -, good, 7, a$erage, ?, poor, A, $ery poor
14&I284M14+ Juestionnaire KD /o' do you rate the 'or&in! conditions at your jobQ UUUUUUUUUUU 1% 15cellent, -, good, 7, a$erage, ?, poor, A, $ery poor 9D Are you satisfy 'ith proper functionin! and machinesQ i/ ;es ii/ 4o
G28G+ Juestionnaire
<1
LD (o you thin& your job provides more scope for promotional opportunitiesQ i/ ;es ii/ 4o 5:D (oes your company motivate you for your !ro'thQ i/ ;es ii/ 4o if yes, 'hat sources%% O "ersonal de$elopment through training Osalary rise Oothers 55D are you a'are of payment of P"rautiy Act 5LK2P% Q i/ ;es ii/ 4o 52D ,s your job more helpful to satisfy your family needsQ i/ ;es ii/ 4o 21'A+I846 I") Juestionnaire 56D CAD ho' is your relationship 'ith your direct supervisors M A/ 15cellent B/ &ery good !/ Good (/ "oor 1/ Gorst .b//o' is your relationship 'ith other staff membersQ A/ 15cellent B/ &ery good !/ Good (/ "oor 1/ Gorst ,f poor B 'orst, 'hy % %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% 53D ,s your or!aniGation encoura!in! employee participation in decision ma&in!Q i/ ;es ii/ 4o ,f yes, 'hat are the different employee participative pro!rams$$$$$$$$$$$$$$Q .O/ Geekly .O/ Monthly .O/ Juarterly .O/8thers .specify/%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% Juestion for !ompany%%%%%%% 57D =hich method of calculatin! employee turnover do you useQ %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% 58D =hat is the employee turnover rate of your companyQ %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
<-
5KD Some ne' /R retention policies of your companyQ %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% %%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%% 8ther Juestions), 1</ (8 you AG211 or (I6AG211 with), .a/A good $acation policy,,,,,,,,,,,,,,,,,,,,,,,,,,,,AG2116 or (I6AG2116 .b/Insurance policy,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,AG2116 or (I6AG2116 .c/Gork shifting time,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,AG211 or (I6AG211 .d/!anteen facilities,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,AG211 or (I6AG211 Any other comments $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ *H'/0S
<7