HUMAN RESOURCES INTERNSHIP

A PROJECT REPORT

Submitted by

NITIN YADAV

In partial fulfilment of award of degree of

MASTERS OF BUSINESS ADMINISTRATION

IN
BUSINESS ANALYTICS

Chandigarh University
October,2022
 BONAFIDE CERTIFICATE

Certified that this project report on “Human Resources internship” is the

bonafide work of “Nitin Yadav” who carried out the project work under my/our
supervision.

Dr. Bhupinder Singh Chahal Hunny Chawla

HEAD OF THE DEPARTMENT SUPERVISOR
MBA- Business Analytics MBA- Business Analytics

Submitted for the project viva-voce examination held on

INTERNAL EXAMINER EXTERNAL EXAMINER

 TABLE OF CONTENTS

OFFER LETTER….......................................................................................... i
COMPLETION CERTIFICATE.................................................................... ii
ACKNOWLEDGEMENT................................................................................iii
ABSTRACT....................................................................................................... iv
ABBREVATIONS............................................................................................. v
CHAPTER 1: INTRODUCTION....................................................................
Introduction to Internship................................................................................
1.1 Project Scope ...............................................................................................
1.2 Objectives
1.3 The Company
1.3.1 History
1.3.2 About
1.3.3 Mission
1.3.4 Vision
1.3.5 Services
1.3.6 Clients
1.3.7 Contact Details
CHAPTER 2: LITERATURE REVIEW
2.1 Introduction to the problem
2.2 Findings
2.3 Secondary Data
2.4 Data Analysis and Interpretation
2.5 Limitations to the study
Chapter 3: ANALYSIS OF ACTIVITY DONE
3.1 Literature review
3.2 Research Methodology
3.3 Research Objective
3.4 Area of Research
3.5 Research Design
3.6 Data Collection Designs
3.7 Sampling Designs
 3.8 Data Analysis Designs
3.9 Operational Designs
Questionnaire
CONCLUSION
References
 ACKNOWLEDGEMENT

It gives me immense pleasure to express my deepest sense of gratitude and

sincere thanks to our highly respected and esteemed guide Mrs. Silochana
for her valuable guidance, encouragement and help during this period of
internship work. Their useful suggestions for this whole duration and
cooperation are sincerely acknowledged.

I owe my deep sense of gratitude to Mrs. Silochana for helping me ang

guiding me through the period and helping me carry out the internship work
at organisation.

Furthermore, I would like to thank Dr. Bhupender Singh Chahal Head of

Department for whole hearted support. I am also grateful to our teachers Mr.
Hunny Chawla (Assistant professor) and Dr. Hariom Gujjar their
constant support and guidance.

At the end we would like to express our sincere thanks to all my friends,
colleagues and others who helped us directly or indirectly during this
internship, both mentally and physically in completion of this report.

Nitin Yadav
(21MBA7032)
 ABSTRACT
During my internship I gained practical knowledge on how the human resource division of an
organization operates and coordinates its activities to ensure smooth functioning of the
organization at all levels by ensuring right numbers of people are available at the right time to
do the right job. Not only that I have also gained insight into the working culture of the
organization and observed how Evolet Industry handles its employees with value and
empowerment to ensure they are motivated to give their best to the organization. The report
starts with an organization profile of Evolet Industry giving its background, mission, vision, its
products and services, the hierarchy and organogram of the organization. The next section is
the comprises the project, Human Resource Management in Evolet Industry. The project
encompasses introduction to the topic, recruitment, selection, training and development. Each
chapter contains detailed discussion of the HR functions followed by Organization Practice at
EVOLET which basically conveys how things are done in the HR Department. The next part
of the project carries out data analysis for 15 questionnaire which was asked to their employees
and got their answer further this answer were deeply analysed and found some insights which
is mentioned below. Finally there is the conclusion followed by references.
INTRODUCTION TO THE INTERNSHIP

I have selected the topic of this report is “Human Resource Management of EVOLET”. I tried
to integrate my theoretical knowledge of HR and combine it with practical examples as
observed during my internship. I have tried to cover all the major functions of Human Resource
Management- recruitment, selection, compensation and benefits, training and development and
convey my understandings of the different functions of Human Resource Management through
this project. At the end of the report I have done a Data Analysis on the HRM Practice of
EVOLET followed by discussing critical points. I have also tried to provide some
recommendations based on my knowledge followed by the conclusion which I gathered during
my internship

Scope of the Report

This report has been prepared through extensive discussion with company employees.
Prospectus provided by the asset management company also helped in preparing the report. At
the time of preparing the report, I had a great opportunity to have an in-depth knowledge of all
the investment activities practiced by the EVOLET.

1.1 Vision – To achieve a front runner position in disruptive technologies by embracing

environmentally sound technologies & services in automotive industry, to create long term
value for our stakeholders.

 We will invest in Technology, in People and in Processes to realize our Vision.

 We will work closely with our Customers across the Globe to better understand their
requirements.
 We will deliver world class Products & Solutions at Competitive Prices.
 We will identify Geographies for establishing our presence.
 We will consistently enhance our Manufacturing and R&D footprint.

1.2 Mission – A Progressive Group, our Mission is to make mobility innovations sustainable
for everyone by actively shaping the automotive ecosystem that spurs positive economic
value and a truly customer-centric organization.

1.3 Core Values –

We are also committed to create and deliver value to our –

Stakeholders: We will ensure that our enterprise grows aggressively and earns adequate
returns.

Customers: We will make customers for lifetime and always strive to exceed their
expectations.

Business Partners: We will develop long term relationships with our partners based on mutual
benefit, trust, support & transparency.

Employees: We will nurture talent, develop competencies and would provide them a safe,
healthy, stimulating and rewarding work environment.
Society: We will always be conscious of our responsibilities towards the society at large and
undertake welfare activities for the community.

2. Problem Identification for the summer project

2.1 Employee Engagement in the company
Employee engagement has emerged as a popular organizational concept in recent years. It is
the level of commitment and involvement of an employee towards the organization and its
values. An engaged employee is aware of business context, and works with colleagues to
improve performance within the job for the benefit of the organization. Employee engagement
develops positive attitude among the employees towards the organization.
Employee engagement is a complex equation that reflects each individual's unique, personal
relationship with work. The term means different things to different organizations. Some
equate it with job satisfaction, some by gauging employee's Emotional commitment to their
organization but a conclusive nature and definition of the same cannot be obtained.
To make an effort it can be defined as aligning employees' values, goals, and aspirations with
those of the organization in the best method for achieving the sustainable employee
engagement requires for an organization to reach its goals.
Employee engagement also called work engagement or worker engagement is a business
management concept. An engaged employee is one who is fully involved in, and enthusiastic
about, his or her work, and thus will act in a way that further their organization's interest.
Employee engagement is a level of commitment and involvement employees have towards
their organization and its values. An engaged employee is aware of business context, and works
with colleagues to improve performance within the job for the benefit of the organization. It is
a positive attitude held by the employees towards the organization and its values.
Employee engagement is the means or strategy, by which an organization seeks to build a
partnership between the organization and its employees, such that:
 Employees fully understands and is committed to achieve the organization's objectives
and
 The organization respects the personal aspirations and ambitions of its employees. It is
seen largely the organization's responsibility to create an environment and culture
conducive to this partnership.

Definition:
Employee engagement is a process of retaining the employees in the organisation. Emotional
connection of employee feels towards his her employment organisation which tends to
influence his/her behaviour and level of effort in work related activities.
According to different scholars/practitioners Employee Engagement is;
 Engaged employees are not recruited, they are created-Lisa Wojtkowiak
 Management can't manage without employee-Tim Lobzun
 From "me" to "we" to "us" is employee engagement-Tom Rausch
  Ask much more than you tell is employee engagement-Richard Lock
 Engage your people from their soul are employee engagement - David. L Cowen

The 3 aspects of employee engagement

Global studies suggest that there are three basic aspects of employee engagement:
 The employees and their own unique psychological makeup and experience. The
employers and their ability to create the conditions that promote employee engagement.

 Interaction between employees at all levels.

 Employee engagement creates greater motivation within employees for the work they
do and their commitment to the organization. It is about creating an enthusiasm for
their roles, their work and the organization, and ensuring they are aligned with the
values of the organization, well informed and well-integrated with their colleagues and
the fabric or culture of the organization.

Categories of Employee Engagement

 Engaged: "Engaged employees are builders. They want to know the desired
expectations for their role so they can meet and exceed them. They're naturally curious
about their company and their place in it. They perform at consistently high levels. They
want to use their talents and strengths at work every day. They work with passion and
they drive innovation and move their organization forward

 Not Engaged: "Not-engaged" employees tend to concentrate on tasks rather than the
goals and outcomes they are expected to accomplish. They want to be told what to do
just so they can do it and say they have finished. Employees who are not - engaged tend
to feel their contributions are being overlooked, and their potential is not being tapped.
They often feel this way because they don't have productive relationships with their
managers or with their co-workers.

 Disengaged: The "actively disengaged employees are the cave dwellers." Actively
they're "Consistently against Virtually Everything. They're not just unhappy at work
they're busy acting out their unhappiness they sow seeds of negativity at every trinity.
Every day, actively disengaged workers undermine what their engaged co-workers
accomplish. As workers increasingly rely on each other to generate products and
services, the

problems and tensions that are fostered by actively disengaged workers can cause great
damage to an organization's functioning.

Importance of employee engagement

Employee engagement is the sum total of the work place behavior demonstrated by the people.
Such behavior is characterized by:
 Belief in the organization

 Drive to work to make things better

 Understanding of business context

 Respect and support for others

 Desire to learn new skill

 The level of employee engagement affects key results such as sales, customer
satisfaction, innovation and employee turnover, An engaged workforce is capable of
delivering sustained differentiation and a significant competitive advantage.

Scope of the study:

As we have seen that employee engagement is nothing but emotionally and positively attached
of an employee towards the organization, so with the help of this project we will be able to
know the degree of engagement of the employees in Infinite skills and we can study the
methods to increase the engagement level in the organization which will definitely be helpful
to employer as well as employees.

There is a significant link between employee engagement and profitability.

 They form an emotional connection with the company. This impacts their attitude
towards the company's clients and thereby improves customer satisfaction and service
levels
 It builds passion, commitment and alignment with the organization's 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. In the work place research on the employee
engagement (Harter, Schmidt & Hayes, 2002) have repeatedly asked employees whether they
have the trinity to do what they do best every day. While one in five employees strongly agrees
with this statement those work units scoring higher on this perception have substantially higher
performance.
Thus, employee engagement is critical to any organization that seeks to retain Valued
employees The Watson Wyatt consulting companies has been proved that there is an intrinsic
link between employee engagement, customer loyalty, and profitability. As organizations
globalize and become more dependent on technology in a virtual working environment, there
is a greater need to connect and engage with employees to provide them with an organizational
identity.
Employee engagement carries 3 points:
 Growth
 Recognition
 Trust and confidence

Factors Leading to Employee Engagement:

Studies have shown that there are some critical factors which lead to Employee engagement.
Some of them are identified as
 Career Development
 Leadership-Charity of company value
 Leadership-Respectful treatment
 Leadership Company's Standards
 Equal rtunities & fair treatment
 Performance Appraisal
 Pay & Benefits
 Health & Safety
 Job Satisfaction
 Communication
 Family friendliness
 Co-operation

Career Development-opportunities for Personal Development:-

Organizations with high levels of engagement provide employees with rtunities to develop their
abilities, learn new skills, acquire new knowledge and realize their Potential. When companies
plan for the career paths of their employees and invest in them in this way their people invest
in them.

Career Development-Effective Management of Talent:-

Career development influences engagement for employees and retaining the most talented
employees and providing rtunities for personal development.
Leadership Clarity of Company Values:-
Employees need to feel that the core values for which Leadership –Respectful Treatment of
Employees their companies stand are unambiguous and clear.
Leadership-Respectful Treatment of Employees:-
Successful organizations show respect for each employee's qualities and contribution
regardless of their job level.
Leadership Company's Standards of Ethical Behavior:-
A company's ethical standards also lead to engagement of an individual.
Empowerment: -
Employees want to be involved in decisions that affect their work. The leaders of high
engagement workplaces create a trustful and challenging environment, in which employees are
encouraged to dissent from the prevailing orthodoxy and to input and innovate to move the
organization forward.
Image: -
How much employees are prepared to endorse the products and services which their company
provides its customers depends largely on their perceptions of the quality of those goods and
services. High levels of employee engagement are inextricably linked with high levels of
customer engagement.
Other factors are:
Equal opportunities and Fair Treatment:-
The employee engagement levels would be high if their bosses (superiors) provide equal
opportunities for growth and advancement to all the employees.
Performance appraisal: -
Fair evaluation of an employee's performance is an important criterion for determining the level
of employee engagement. The company which follows an appropriate performance appraisal
technique (which is transparent and not biased) will have high levels of employee engagement.
Pay and Benefits: -
The company should have a proper pay system so that the employees are motivated to work in
the organization. In order to boost his engagement levels the employees should also be provided
with certain benefits and compensations.
Health and Safety:-
Research indicates that the engagement levels are low if the employee does not feel secure
while working. Therefore every organization should adopt appropriate methods and systems
for the health and safety of their employees.
Job Satisfaction:-
Only a satisfied employee can become an engaged employee. Therefore it is very essential for
an organization to see to it that the job given to the employee matches his career goals which
will make him enjoy his work and he would ultimately be satisfied with his job.
Communication:-
The company should follow the open door policy. There should be both upward and downward
communication with the use of appropriate communication channels in the organization. If the
employee is given a say in the decision making and has the right to be heard by his boss than
the engagement levels are likely to be high.

Family Friendliness:-
A person's family life influences his wok life. When an employee realizes that the organization
is considering his family's benefits also, he will have an emotional attachment with the
organization which leads to engagement.
Co-operation:-
If the entire organization works together by helping each other i.e. all the employees as well as
the supervisors co-ordinate well than the employees will be engaged
How to measure Employee Engagement?
Gallup research consistently confirms that engaged work places compared with least engaged
are much more likely to have lower employee turnover, higher than average customer loyalty,
above average productivity and earnings. These are all good things that prove that engaging
and involving employees make good business sense and building shareholder value. Negative
workplace relationships may be a big part of why so many employees are not engaged with
their jobs.
Step 1: Listen
The employer must listen to his employees and remember that this is a continuous process. the
information employee's supply will provide direction. This is the only way to identify their
specific concerns. When leaders listen, employees respond by becoming more engaged. This
results in increased productivity and employee retention. Engaged employees are much more
likely to be satisfied in their positions, remain with the company, be promoted, and strive for
higher levels of performance.

Step 2: Measure current level of employee engagement

Employee engagement needs to be measured at regular intervals in order to track its
contribution to the success of the organisation. But measuring the engagement (feedback
through surveys) without planning how to handle the result can lead employees to disengage.
It is therefore not enough to feel the pulse the action plan is just as essential.
Knowing the Degree in which Employees Are Engaged ?
Employee engagement satisfaction surveys determine the current level of employee
engagement. A well-administered satisfaction survey will let us know at what level of
engagement the employees are operating. Customizable employee surveys will provide with a
starting point towards the efforts to optimize employee engagement. The key to successful
employee satisfaction surveys is to pay close attention to the feedback from the staff. It is
important. that employee engagement is not viewed as a onetime action. Employee engagement
should be a continuous process of measuring, analyzing, defining and implementing
Step 3: Identify the problem areas
Identify the problem areas to see which are the exact areas, which lead to disengaged employees
Step 4: Taking action to improve employee engagement by acting upon the problem areas
Nothing is more discouraging to employees than to be asked for their feedback and see no
movement toward resolution of their issues. Even the smallest actions taken to address
concerns will let the staff know how their input is valued. Feeling valued will boost motivate
and encourage future input. Taking action starts with listening to employee feedback and a
definitive action plan will need to be put in place finally morale.

1) Literature Review

Employee engagement is an important issue in management theory and practice. However,

there are still major differences in the concept, theory, influencing factors and outcomes of
employee engagement, and there is still no authoritative standard. This paper attempts to
review and summarize previous research results on employee engagement. Two kinds of
definitions of employee engagement are identified: employee engagement as a multi-faceted
construct (cognition, emotions and behaviors) and as a unitary construct (a positive state of
mind, a dedicated willingness, the site of burnout). Three theoretical frameworks are used to
explain the varying degrees of employee engagement: Needs-Satisfaction framework, Job
Demands-Resources model and Social Exchange Theory. The influencing factors of
employee engagement are divided into three categories: organizational factors (management
style, job rewards, etc.), job factors (work environment, task characteristics, etc.) and
individual factors (physical energies, self-consciousness, etc.). Employee engagement is
found to have a positive relationship with individual performance (organizational
commitment, positive behavior, etc.) and organizational performance (customer satisfaction,
financial return, etc.) The research findings show that there are three shortcomings in
previous studies: lack of research on demographic variables, personality differences and
cross-cultural differences in employee engagement, lack of research on the mediating or
moderating role of employee engagement, and lack of intervention mechanism for employee
engagement.
Research Methodology
Objectives of Study

1) Synthesize the definitions and theoretical basis of employee engagement.

2) Synthesize the antecedents associated with employee engagement.
3) Synthesize the outcomes associated with employee engagement.
Area of research
The research study covers the Rissala Electric Motors Technology Pvt. Ltd. Chandigarh. The
employees of Rissala Electric Motors company in the region of Jammu and Kashmir, Himachal
Pradesh and Chandigarh are covered under this project.
Research design
A research design is the setting up of circumstances for data collection and analysis in a way
that tries to combine relevance to the study purpose with the economy of the method. In other
words, the term "research design" generally refers to the organizational structure of a research
study. A research design is also created by decisions about a research study's what, where,
when, how, etc.
Data Collections Design-

Data collection is a systematic process of gathering observations or measurements. Whether

you are performing research for business, governmental or academic purposes, data collection
allows you to gain first-hand knowledge and original insights into your research problem.
While methods and aims may differ between fields, the overall process of data collection
remains largely the same. Before you begin collecting data, you need to consider:
 The aim of the research
 The type of data that you will collect
 The methods and procedures you will use to collect, store, and process the data

Since there is a need to find the factors affecting employee engagement activities and the
constraints faced by the concerned, this research is exploratory in nature. Research-based on
Field surveys and observation is the method of data collecting, and it is qualitative and
descriptive in character. The direct Oral Investigation method is also part of the research. The
questionnaire is the main tool for collecting the data.

 Primary Data: Through Field Survey, Field Observation, interviews, Projective

technique, and Delphi technique.
 Secondary Data: Research Papers for Study.

Data collection tool pretest-

To determine whether the tool material is accurate in the respondents' understanding, pretests
for questionnaires, interviews, and tools were undertaken. A few small adjustments were made
to the data collection tools after receiving input. The 30 sample sizes used in the pilot test for
the questionnaire were chosen at random from the target respondents.

Sampling Design-
A crucial component of statistics is sampling. Because it is often not practical to watch every
member of the community, samples are taken to better understand the population. The objective
is to gather samples that accurately reflect the population. The sampling attempt must be
effective due to time and financial restrictions. In comparison to fewer variable populations,
highly variable populations require more samples to characterize their characteristics. The
sample designs are basically of two types viz., non-probability sampling and probability
sampling. We take up these two designs separately.

• Probability Sampling Design: Each element/respondent has a known probability of being

included in the sample

• Non-probability Sampling Design: Each element/respondent in the population is not given

an equal chance of selection.

Since the study is restricted to company, all the functional Departments of Rissala Electric
Motors
and the respondents are found at the company only so according to the convenience randomly
they are being picked so sampling method is used in this study is Random Convenient
Sampling.
Sample Size 30 Responses

Sampling Method Random Convincing Method

Sample Unit Employees of Rissala Electric Motors ()

Measuring Tools Questioner

Data Analysis Design-

Data analysis is defined as a process of cleaning, transforming, and modeling data to discover
useful information for business decision-making. The purpose of Data Analysis is to extract
useful information from data and make a decision based on the data analysis.
A simple example of Data analysis is whenever we take any decision in our day-to-day life by
thinking about what happened last time or what will happen by choosing that particular
decision. This is nothing but analyzing our past or future and making decisions based on it. For
that, we gather memories of our past or dreams of our future. So that is nothing but data
analysis. Now the same thing an analyst does for business purposes is called Data Analysis.
Various statistical tools like mean, standard deviation, variance, trends, tables, charts, graphs,
etc. are preferred to examine the effect of factors affecting the milk procurement process. Also,
some statistical tests like t-test, chi-square test, two-way ANOVA, etc. are performed to
analyze the data effectively. The data analysis is to be done with the help of the software-
Statistical Package for Social Sciences (SPSS).

Operational Design-
The operational design is a creative process where the commander develops their basic idea
(vision) of how the operation will proceed, what military conditions in the operational area
need to be created to achieve strategic objectives, how those activities should be organized in
time, space, and purpose to achieve these conditions, and what military resources and
capabilities can be used to achieve these conditions.

Questioner for Survey-

Employee Engagement
1. Name of Employee*

Your answer

2. Age*

Your answer

3. Gender*
Male
Female
Other

4. How long have you been working in this company*

Less than a year
2-3 years
More than 3 years
Other:

5. Do you enjoy working here?*

Yes
No
To some extent

6. Do you feel you have a voice in the company?*

Yes
No
To some extent

7. Does higher authority engage you in decision making?*

Yes
No
To some extent
8. Do you receive timely and proper information & communication about the job you need to
do?
Yes
No
To some extent

9. Does your team leader and colleagues helps you when you face any difficulty in completing
the task?
Yes
No
To some extent

10. Do you receive recognition or praise for doing good work?*

Yes
No
To some extent

11. Does your supervisor care about you as person?*

Yes
No
To some extent

12. Do you feel as if your manager and colleagues would support you through a personal crisis?
Yes
No
To some extent

13. Do you feel as if leaders present you with adequate rtunities for learning and improvement?
Yes
No
To some extent

14. Do you feel as if every team member pulls equal weight?

Yes
No
To some extent

15. Do you feel as if you have friends at work?

Yes
No
To some extent

16. Are you satisfied with your current compensation and benefits?
Yes
No
To some extent

17. Does company organize employee engagement programs on regular bases?*

Yes
No
To some extent

18. Overall are you satisfied with the job?*

Yes
No
To some extent

Introduction to problem
Employee Engagement in the company
Employee engagement has emerged as a popular organizational concept in recent years. It is
the level of commitment and involvement of an employee towards the organization and its
values. An engaged employee is aware of business context, and works with colleagues to
improve performance within the job for the benefit of the organization. Employee engagement
develops positive attitude among the employees towards the organization.
Employee engagement is a complex equation that reflects each individual's unique, personal
relationship with work. The term means different things to different organizations. Some
equate it with job satisfaction, some by gauging employee's Emotional commitment to their
organization but a conclusive nature and definition of the same cannot be obtained.
To make an effort it can be defined as aligning employees' values, goals, and aspirations with
those of the organization in the best method for achieving the sustainable employee
engagement requires for an organization to reach its goals.
Employee engagement also called work engagement or worker engagement is a business
management concept. An engaged employee is one who is fully involved in, and enthusiastic
about, his or her work, and thus will act in a way that further their organization's interest.
Employee engagement is a level of commitment and involvement employees have towards
their organization and its values. An engaged employee is aware of business context, and works
with colleagues to improve performance within the job for the benefit of the organization. It is
a positive attitude held by the employees towards the organization and its values.
Employee engagement is the means or strategy, by which an organization seeks to build a
partnership between the organization and its employees, such that:
 Employees fully understands and is committed to achieve the organization's objectives
and
 The organization respects the personal aspirations and ambitions of its employees. It is
seen largely the organization's responsibility to create an environment and culture
conducive to this partnership.
Findings
 Out of the total sample of Rissala Electric Motors () 18 respondents representing 63%
are male while 11 accounting for 36% are female employees.
 50% i.e. 15 employees are working from 2 to 3 years, 30% means 9 have been working
for more than 3 years and 20% i.e. 6 are working from less than a year.
 It is found that 90% i.e. 27 of employees enjoys working in the company, 6% i.e. 2 of
employees are enjoying to some extent and 4% i.e.1 of employees are not enjoy
working in the company.
 In research it is found In survey 86% of employees i.e. 26 feels they have voice in the
company 10% of the employees means 3 are satisfied to some extent and only 3% mean
1 employee do not feels like they have voice in the company.
 It was found that 86% of employees means 26 are engaged in decision making 10%
i.e. 3 employees feels like they are engaged to some extent and 4% of employees means
that 1 of the employee doesn't feels like they are engaged in decision making.
 In survey it is found that 83% means 25 of employees agree that they received timely
and proper information, 13% i.e. 4 employees feels that to some extent and 4% i.e. 1 of
employees doesn't feel like they received timely and proper information about the job
to do.
 In survey 86% of employees thinks that their team leader and colleagues helps them
when they face difficulty in work, where as 10% of employees feels that to some extent
and 4% of employees doesn't feel like that.
 Almost 86% of employees i.e. 26 thinks that their team leader and colleagues helps
them when they face difficulty in work, where as 10% i.e. 3 of employees feels that to
some extent and 4% that 1 of employees doesn't feel like that.
 Majority of the employees i.e. 90% of employees means 27 thinks that they receive
recognition for doing good job where as 6% i.e. 3 of employees feels that to some extent
and 3% means 1 employee doesn't feel that they received recognition at all.
 It was discovered that 86.7% i.e. 26 employees has the feeling that their supervisor care
about them on personal level where as 10% i.e. 3 employees agrees to some extent and
3.6% i.e. 1 employee does not agree at all.
 Out of total 76.7% of employees i.e. 23 feel their manager and colleagues help them in
personal crisis, 20% means 6 employees agrees to it on some extent and rest of the 4%
means only 1 employee does not agree with the statement.
 During study it was found that 83.3% which means 25 of the employees has the feeling
that their leaders present them with adequate rtunities for learning and improvement,
13.3% means 4 employees agrees to that some extent and 4% means only 1 employee
does not feel like that at all.
 Findings were made that out of total 73.3 % means 22 of employees agrees that
everyone pulls equal weight of work where as 10% i.e. 3 of the employees does not
feels like it and rest of the 17 % i.e. 5 of the employees do not agree with the statement.
 Almost 83% of employees i.e. 25 have friend in the organization where as 7% which
means 2 employees are somewhere agreeing to some extent and 10% i.e. 3 of the
employees does not have any friends.
  About 76.7% of the employees i.e. 23are satisfied with their current compensation,
13.3% i.e. 4 employees are agreeing with the statement to some extent and 10% i.e. 3
employees are not at all satisfied with their current compensation.
 From total number of employees 83.3% of the employees i.e. 25 agrees that company
organize time to time employee engagement programs, 6% i.e. 2 employees does agree
to some extent where as rest of the 10% i.e 3 employees dose not feels like that at all.
 About 80% of employees i.e. 24 are satisfied with their jobs where as 10% which means
4 are satisfied to some extent and 10% means 4 employees not at all satisfied with the
job.
Secondary Data
Secondary data:
Secondary data refers to the data, which is not newly generated but rather obtained from.
 Published sources.
 Unpolished sources i.e., information about the performance of the company
 Report on the study.
 Review of literature etc.
Data Analysis
After the data have been collected it has to be analysed the data obtained from the
questionnaire is arranged in a serial order. A master copy with tabulation methods has been
prepared. Tabulation is a part of technical procedure where in classified data are put in the form
of tablets. The tablets thus obtained were analysed with statistical techniques so that
interpretation would be precise.
Analysis and Interpretation
The primary data has been collected through google forms. We have performed a survey to see
what employees think about employee engagement in the company. The sample size is limited
to 30 employees of Rissala Electric Motors.
Analysis
From survey, 61.3% of the respondents are male and 38.7% of the respondents are female.
Interpretation
It is interpreted that there is more number of males working in the organization than female.

Analysis
From survey 50% of employees are working from 2 to 3 years, 30% have been working for
more than 3 years and 20% are working from less than a year.
Interpretation
From the data we can interpret that less number of people are staying in company for more
than 3 years which shows the stability rate of employees in the company

Analysis
In survey 90% of employees enjoys working in the company, 6% of employees are enjoying
to some extent and 4% of employees are not enjoy working in the company.
Interpretation
From the data we can interpret that most of the employees are enjoying working with the
company.

Analysis
In survey 86% of employees feels they have voice in the company 10% of the employees are
satisfied to some extent and only 3% do not feels like they have voice in the company.
Interpretation
From the above data we can interpret that most of the employees feels like they have voice in
the company which describes the company is involving its employees in discussions.

Analysis
In survey 86% of employees are engaged in decision making 10% feels like they are engaged
to some extent and 4% of employees doesn't feels like they are engaged in decision making.
Interpretation
From the above data we can interpret that higher authorities engage middle management and
lower management in decision making which encourages the employees to take responsibility.

Analysis
In survey 83% of employees agree that they received timely and proper information, 13% feels
that to some extent and 4% of employees doesn't feel like they received timely and proper
information about the job to do.
Interpretation
From the data we can interpret that majority of people agreees that they received timely and
proper information and communication about the job they need to do which means the
management is playing their part effectively.

Analysis
In survey 86% of employees thinks that their team leader and colleagues helps them when they
face difficulty in work, where as 10% of employees feels that to some extent and 4% of
employees doesn't feel like that.
Interpretation
From the above data we can interpret that employees agree that team leaders and colleagues
are helping each other in the face of difficulty in completing the task which means the
organisation has friendly environment in the company.
Analysis
In survey 90% of employees things that they receive recognition for doing good job where as
6% of employees feels that to some extent and 3% doesn't feel that they received recognition
at all
Interpretation
From the above data we can interpret that majority of the employees feels they receive
recognition for doing good work which means higher management is concerned about its
employees and efforts they are putting in work.

Analysis
In survey 86.7% has the feeling that their supervisor care about them on personal level where
as 10% agree to some extent and 3.6% does not agree at all.
Interpretation
From the above data we can interpret that majority of the employees feels there is informal
environment as well which creates the sense of home to them.
Analysis
In survey 76.7% of employees feel their manager and colleagues help them in personal crisis,
20% agrees to it on some extent and rest of the four percent does not agree with the statement.
Interpretation
From the above data we can interpret that majority of the employees have the gut feeling that
if they are going through a personal crisis their manager and colleagues would support them
throughout but some of the employees does not feel like that which means there is a loop hole
in trust among the employees of the company.
Analysis
In survey 83.3% has the feeling that their leaders present them with adequate rtunities for
learning and improvement, 13.3% agrees to that some extent and 4% does not feel like that at
all.
Interpretation
From the above data we can interpret that there is environment of motivation in team members.

Analysis
In survey 73.3 % of employees agrees that everyone pulls equal weight of work where as 10%
of the does not feels like and rest of the 17 % do not agree with the statement.
Interpretation
From the above data we can interpret that principle of division of work is followed in the
company.
Analysis
In survey 83% of employees have friend in the organization where as 7% are somewhere
agreeing to some extent and 10% of employees does not have any friends.
Interpretation
From the above data we can interpret that organization have friendly environment .

Analysis
In survey 76.7% employees are satisfied with their current compensation, 13.3% are agreeing
with the statement to some extent and 10% are not at all satisfied with their current
compensation.
Interpretation
From the above data we can interpret that most of the employees are satisfied with the
compensation and benefits which the company is providing them.
Analysis
In survey 83.3% of the employees agrees that company organize time to time employee
engagement programs, 6% does agree to some extent whereas rest of the 10% employees’ dose
not feels like that at all.
Interpretation
From the above data we can interpret that as majority of the employees agrees with the
statement that company organizes employee engagement activities like cultural activities
which means company is concerned about its employee’s mental health and is concerned about
involvement of all its employees.

Analysis
In survey 80% of employees are satisfied with their jobs where as 10% are satisfied to some
extent and 10% not at all satisfied with the job.
Interpretation
From the above data we can interpret that majority of the employees are satisfied with their
jobs which means company is somehow doing good.
Limitations to the study
 Engagement surveys are too little, too late. They just give employers a snapshot of how
their employees are feeling at that time. If an employee is having a particularly bad day
or week, all of that bad energy is going to be channelled into their responses to the
engagement survey.
 Employee engagement surveys are too long or time-consuming.
It’s no secret that employees dread the annual employee engagement survey. It’s so
long, often up to 100 questions (or more), and it takes workers away from their daily
deadlines for extended periods of time.
 Employee engagement surveys may not give you a clear picture. Unfortunately, your
staff may not provide the most truthful answers, even on anonymous surveys. Given
the data collected in employee engagement surveys — pay grade, department, how long
they’ve been with the company, position, etc — employees feel that anonymous
surveys are exactly the site of anonymous
Conclusion

Employee Engagement is the buzz word term for employee communication. It is a Positive
attitude held by the employees towards the organization and its values, It is rapidly gaining
popularity, use and importance in the workplace and impacts organizations in many ways.
Employee engagement emphasizes the importance of employee communication on the success
of a business. An organization should thus recognize employees, more than any other variable,
as powerful contributors to a company's competitive position. Therefore employee engagement
should be a continuous process of learning. improvement, measurement and action. We would
hence conclude that raising and maintaining employee engagement lies in the hands of an
organization and requires a perfect blend of time, effort, commitment and investment to craft
a successful endeavour. As the survey is to be filled by employees, the field survey is employed
where the Projective technique is to be applied. Along with it, Direct Oral investigation and
field observation are some ways to get the survey filled by employees. Work environment
observation and Questionnaire survey are employed for the employees. Different statistical
tools are to be applied to make the data clear and to get the required result from the research
study. Descriptive statistics are used to describe or summarize the characteristics of a sample
or data set, such as a variable's mean, standard deviation, or frequency. A chi-square test is
appropriate for this when the data being analysed is from a random sample, and when the
variable in question is a categorical variable. With factor analysis, we can investigate the
number of underlying factors and, in many cases, identify what the factors represent
conceptually. Hypothesis testing is used to assess the plausibility of a hypothesis by using
sample data. A two-way ANOVA tests the effect of two independent variables on a dependent
variable. Similarly, the use of statistical tools will help to make data more meaningful and help
in analysing data to interpret the result and draw a conclusion. As an intern, though I had a limited
space to work, I still managed to grab plentiful of experiences. I made the best of every opportunity I
was given and made the utmost use of my abilities and knowledge to fulfil all my responsibilities. I
could implement my academic skills into practice and my efforts were highly acknowledged. There is
however some gap between our theoretical knowledge and real life practice, yet the managerial level
staff members is quite open towards upgrading current approach, which was extremely motivating.
Hence, I can sum up by saying that my internship experience was a milestone to my academic and
professional experience. I thoroughly enjoyed the challenges that came along every single day. I could
also bring some minor improvisations during my internship which were able to leave their marks.
These lessons that I have learned will be a valuable one for my future endeavours as well.
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