A Study On

EMPLOYEE ENGAGEMENT SURVEY

Under

EXIDE INDUSTRIES LIMITED

Bawal, Rewari
HARYANA- 123501

A synopsis submitted towards the partial fulfilment of PGDM in HRM

Submitted By:

JAGSHISH SINGH
Roll No: 63
HRM 2014-16

Under the supervision of

Prof. Nidhi Shukla

XAVIER INSTITUTE OF SOCIAL SERVICE

RANCHI, JHARKHAND
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Contents
Introduction........................................................................................................... 3
Scope of the Study................................................................................................ 7
Objectives.............................................................................................................. 7
Organizational Profile............................................................................................. 8
Methodology........................................................................................................ 10
Tentative Chapterisation...................................................................................... 12
Conclusion........................................................................................................... 13
Bibliography......................................................................................................... 14
Annexures............................................................................................................ 15

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Introduction
Employee engagement is a measure of an employees positive attitude towards his/her work
and commitment to remain attached to the organization for a long period of time.
Employee engagement is the level of commitment and involvement an employee has towards
his organization and its values and engages employee is aware of business context, works
with colleagues to improve performance within the job for the benefit of the organization. It
is the positive attitude held by the employees towards the organization and its values.
Engaged employees care about the future of the company and are willing to be attached to the
company for a longer period of time and invests their efforts towards achieving the
organization goal.
Such employees act as brand ambassador of the organization and promote the organization as
an Employer of Choice. It involves creating a work environment that gives employee
happiness and pride to be associated with the organization. Engagement focuses on factors
beyond compensation; it focuses on linking individual employees personal aspiration and
values with those of the organization.
It involves creating a work environment that gives employee happiness and pride to be
associated with the organization. Engagement focuses on factors beyond compensation; it
focuses on linking individual employees personal aspiration and values with those of the
organization.
10 Cs of Employee Engagement

Connect: Leaders must show that they value employees. Employee engagement is a
direct reflection of how employees feel about their relationship with the immediate
boss.

Career: Leaders should provide challenging and meaningful work with opportunities
for career advancement. Most people want to do new things in their job.

Clarity: Leaders must communicate a clear vision. Success in life and organizations
is, to a great extent, determined by how clear individuals are about their goals and
what they really want to achieve.

Convey: Leaders clarify their expectations about employees and provide feedback on
their functioning in the organization.
Congratulate: Exceptional leaders give recognition, and they do so a lot; they coach
and convey.

Contribute: People want to know that their input matters and that they are
contributing to the organization's success in a meaningful way.

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Control: Employees value control over the flow and pace of their jobs and leaders
can create opportunities for employees to exercise this control.

Collaborate: Studies show that, when employees work in teams and have the trust
and cooperation of their team members, they outperform individuals and teams which
lack good relationships.

Credibility: Leaders should strive to maintain a companys reputation and

demonstrate high ethical standards.

Confidence: Good leaders help create confidence in a company by being exemplars

of high ethical and performance standards.

Why Employee Engagement is so important

Employees who are engaged in their work and committed to their organizations give
companies crucial completive advantages- higher productivity and lower employee turnover.
Thus, it is not surprising that organizations of all sizes and types have invested substantially
in policies and practices that foster engagement and commitment in their workforces. In
addition, engaged employees may be more likely to commit to staying with their current
organization.
Various researches have been conducted in the past and all of them have one thing in
common that if an organization wants to sustain in the long run then its really essential for it
to have an engaged workforce. Employees feel engaged when they find personal meaning and
motivation in their work, receive positive interpersonal support, and operate in an efficient
work environment. All efforts are made on maximizing employee output and making the
most of organizational resources. An engaged workforce takes an organization to great
heights. Research has proved that employee engagement begins from day one. Preparing
employees for their new roles and communicating how they can help the firm meets its goals
can go a long way toward determining whether new employees ultimately succeed. The main
requirement is to focus on improving communication, both to managers who do hiring and to
employee's themselves. Thus, for this there should be structured inductions. Organizations
seeking ways to build a motivated, satisfied and engaged workforce should start by putting in
place structured and well-planned orientation programmes for their new employees.
Engagement is linked to three essential forces in the organization - Attrition, Productivity and
Profitability.
Attrition is the number of people leaving the organization and it's a well-known fact that is
one of the major problem being faced by the organizations be it any sector. An engaged
workforce definitely has less chances of leaving the organization, a person who is engaged in
his work is likely to stick to the company as he offers his best and as result of which the
organizations takes due care of him in the form of hike in salary by way of incentives and
bonus. Attrition is likely to come down in the organization, which have engaged workforce
and this will get in the likely benefits for the organization.
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Productivity is the output of the workers in the form of work done by them its not the
quantity that matters it's the quality that is of importance for the organization. An engaged
workforce has an understanding of what is expected of them at work so thus they are able to
carry on their task effectively and efficiently thus adding to the productivity of the
organization.
Profitability is the ability of a company to earn a profit. It is a relative measure of success for
a business. Research has proved that an engaged workforce is likely to result in an increase in
the profitability of the concern as they have complete dedication and commitment to their
work and thus this is likely to result in an increase in the profit of the concern and thus
ensuring the success of the organization.
The organizations now days take all reasonable steps to ensure that they have engaged
workforce like organizing birthday bashes, talent shows, sports activities and many other
things. They want their employees to be committed to their work fully besides all the above
activities they also make sure that the employees have role clarity.
The employee must feel that there is somebody in the organizations who cares for him and
wants his success and growth.
Importance of Engagement:
An organizations capacity to manage employee engagement is closely related to its
ability to achieve high performance levels and superior business results. Some of the
advantages of Engaged employees are:

Engaged employees will stay with the company, be an advocate of the

company products and services, and contribute to the bottom line of the business
success.
They will normally perform better and are Self-Motivated.
There is a significant link between employee engagement and profitability.
They form an emotional connection with the company. This impacts their attitude
towards the companys clients, and thereby improves customer satisfaction and
service levels.
It builds passion, commitment and alignment with the organizations strategies and
goals.
Increases employees trust in the organization
Creates a sense of loyalty in a competitive environment
Provides a high-energy working environment
Boosts business growth
Makes the employees effective brand ambassadors for the company a highly engaged
employee will consistently deliver beyond expectations.

What Drives Engagement

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The strongest driver of all is a sense of feeling valued and involved.

This has several key components:
1) Involvement in decision making.
2) The extent to which employees feel able to voice their ideas, and managers listen to
these views, and value employees contribution.
3) The opportunities employees have to develop their jobs.
4) The extent to which the organization is concerned for employees health and
wellbeing.

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Scope of the Study

All of the employees working in Exide Industries Ltd. At Bawal Plant in Rewari district of
Haryana.

Objectives

To find the overall Employee Engagement level in Exide Industries Ltd, Bawal.
To find out the relationship between employees gender and engagement.
To find out the relationship between work experience in Exide Industries and
Engagement.
To study various factors which influence employee engagement and satisfaction at
Exide Industries
To see the alternative ways to improve the levels of Employee Engagement and
satisfaction at Exide Industries(if required)
To examine the quality of work-life of the employees in Exide Industries
To find out whether the employees are being adequately compensated for their service
and labor.

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Organizational Profile
Since its inception in 1880, Exide remains the first and foremost battery brand in India.
Exide's journey dates back to as far as the 1880s when the automobile battery was at its
infancy and evolving to maturity step by step.
While the lead acid battery had been discovered in 1860, storage batteries began to be
produced by Mather & Platt in the 1880s. The batteries - or accumulators as they were then
called - followed a design in which Lead Chloride was the active material. Accordingly, the
new company was christened Chloride Electrical Storage Syndicate.
One of the critical ingredients in making the plates of such a battery was oxide. Having
perfected the technology, Chloride coined the brand name "Exide", a derivative acronym
from the term 'Excellent Oxide'.
After the USA emerged as a major automobile market, Chloride entered into a joint venture
with the Electrical Storage Battery Company of Philadelphia and began promoting the 'brand
Exide'. As a result, both Chloride and brand Exide reached far-flung parts of the globe
(including British colonies) as part of the British Empire's industrialisation process.
The Company was incorporated as Associated Battery Makers (Eastern) Ltd., on 31st
January, 1947 under the Companies Act, 1913 to purchase all or any of the assets of the
business of manufacturers, buyers and sellers of and dealers in and repairers of electrical and
chemical appliances and goods carried on by the Chloride Electric Storage Company (India)
Ltd, in India , since 1916 with a view thereto to enter into and carry into effect (either with or
without modification) an agreement which had already been prepared and was expressed to
be made between the Chloride Electric Storage Co (India) Ltd on the one part and the
Company of the other part. The name of the Company was changed to Chloride India Ltd on
2nd August, 1972. The name of the Company was again changed to Chloride Industries Ltd.
vide fresh Certificate of Incorporation dated 12th October, 1988. The name of the Company
was further changed to Exide Industries Ltd. on 25th August, 1995.
The Company manufactures the widest range of storage batteries in the world from 2.5 Ah to
20,400 Ah capacities, covering the broadest spectrum of applications. The Company has also
recently forayed into manufacture and sale of Home UPS/Inverters. The Company has seven
battery manufacturing facilities strategically located across the country three in
Maharashtra, two in West Bengal, one in Tamil Nadu and one in Haryana. In addition, the
Company also has two Home UPS/Inverter manufacturing facilities in Uttarakhand. The
Companys predecessor carried on their operations as import house from 1916 under the
name Chloride Electrical Storage Company. Thereafter, the Company started manufacturing
storage batteries in the country and have grown to become one of the largest manufacturer
and exporter of batteries in the sub-continent today. Exide separated from its UK-based
parent, Chloride Group Plc., in 1989, after the latter divested its ownership in favour of a
group of Indian shareholders. The Company has grown steadily, modernized its
manufacturing processes and taken initiatives on the service front. Constant innovations have
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helped the Company to produce the worlds largest range of industrial batteries extending
from 2.5 Ah to 15000 Ah and covering various technology configurations.

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Methodology
Research design provides the glue that holds the research project together. A design is used to
structure the research, to show how all of the major parts of the research project --the samples
or groups, measures, treatments or programs, and methods of assignment --work together to
try to address the central research questions.
Research Design
For this study Descriptive Research Design has been used.
Descriptive research, also known as statistical research, describes data and characteristics
about the population or phenomenon being studied.
The description is used for frequencies, averages and other statistical calculations. Often the
best approach, prior to writing descriptive research, is to conduct a survey
investigation. Qualitative research often has the aim of description and researchers may
follow-up with examinations of why the observations exist and what the implications of the
findings are.
This research work is both qualitative and quantitative. So the following may be used:
A sampling scheme
Interviews
Statistical analysis

Universe of the Study And Data Collection

All Employees at Exide Industries, Bawal Plant.

Sample Size and Composition

The sample size is 50 consisting of FTCs and entry level employees

Method of Sampling Used

In my project I have decided to use stratified sampling method and convenient sampling for
the collection of data.

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Primary and secondary source of Data

Primary Data
The steps undertaken for conducting the research were as follows:

Formulation of questionnaire in accordance with the desired responses

Questionnaire distribution and data collection
Data classification and arrangement
Data analysis
Interpretation and ascertainment of inferences based upon the data analysis.

Secondary Data

Journals and research papers

Newsletters
Exide Industries website and other websites pertaining to human resource
Academic books based on research methodology and HR

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Tentative Chapterisation
1. The Standard Cover Page
2. Approval Sheet
3. Acknowledgement
4. Table of Contents( Followed by list of tables, list of figures if one wants)
5. Abstract
6. Chapter I: Introduction
7. Chapter II: Review of Literature
8. Chapter III: Methodology of the Study
9. Chapter IV: Organizational and Study Area Profile
10. Chapter V: Findings and Analysis
11. Chapter VI: Suggestions and Recommendations
12. Chapter VII: Conclusion
Bibliography
Annexure: Questionnaire, Interview Schedule, maps, pictures etc.

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Conclusion
Employee Engagement is one of the many issues that arise in a company. The best way to
tackle these issues is to make sure your HR has the right tools and solutions to fix whatever is
thrown their way. Engagement is not about managing engaging employees but it is about
whether or not employees are emotionally driven to throw everything they have at their work.
That means all of their brainpower with all of its creativity, innovation, and productivity, and
all of their energy, intelligence, knowledge, and experience.
Each employee is unique in what motivates them ( Maslows hierarchy of needs) and by
adopting an on-going, localized tactic rather than a blanket approach, the entire organization
will transform form the inside out.

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Bibliography
1. Robbins (2012).Human Resource Management: Pearson Education, Inc.
2. Focusing on Employee Engagement: How to Measure It and Improve It, Pat Calado
(2011),Konrad, A.M. (2006) Engaging employees through high-involvement work
practices, Ivey Business Journal, March/April, pp1-6.
3. Purcell, J., Kinnie, N., Hutchinson, S., Rayton, B. and Swart, J. (2003) Understanding
the People and Performance Link: Unlocking the Black Box. London, CIPD.
4. (Bersin, 2014)

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Annexures
EMPLOYEE ENGAGEMENT SURVEY
Strongly
Disagree

1) Do you know
what is expected of
you at work
2)There is good
communication
between you and
your superiors
3)At work, your
opinions seems to
matter
4)Your department
provides a safe and
clean
working
environment
5)Your
company
provides
attractive
opportunities
for
growth
and
improvement
6)You are proud to
say that you work at
this company
7)The people you
work with treat you
with respect
8)You see yourself
continuing to work
for this organization
two years from now
9)This past year you
had opportunities at
work to learn and
grow

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Disagree

Neutral

Agree

Strongly
Agree

10)You think the

company
has
provided the prerequisite
training
needed to the job
11)Are you satisfied
by the locker and
restroom
service
provided by the
organization
12)Are you satisfied
by the quality and
taste
of
food
provided
in
the
cafeteria
13)Are you happy
with the recreation
activities provided
14)Do you feel that
the income from your
job alone is enough
to meet your familys
usual expenses and
bills

15)Do you think

organization policies
are
clearly
communicated in the
organization
16)Do you feel in
any
way
discriminated against
on your job because
of your age
17)Do you feel in
any
way
discriminated against
on your job because
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of your gender
18) Do you feel any
way
discriminated
against on your job
because of your race
or ethnic origin

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