Professional Documents
Culture Documents
Complete On HR
Complete On HR
2008-2010
EVEREADY
INDUSTRIES INDIA LTD.
UNIT: NATIONAL CARBON PLANT
1075, T H ROAD, CHENNAI 600 019
PHONE: 30421156-61, FAX: 044-25994146
Date: 29.05.10
TO WHOM SO EVER IT MAY CONCERN
This is to certified that Mr. CA. Jose Kumar, Regd, 19808319001,studying M.B.A III year
in SRI VENKATESWARA UNIVERSITY, TIRUPATHI, has done a Project work entitled
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES in our organization for a
period of 8 weeks from 05 Apr 2010 to 29 May 2010.
During the tenure, he was keen in observation and his project. His conduct and character
found to be good.
We wish all the best for his future endeavor.
G JAGANNATHAN
PERSONNEL OFFICER
CERTIFICATE
This is to certify that the project work entitled A STUDY ON
EMPLOYEES OPINION TOWORDS THE HR ACTIVITIES Done for
EVEREADY INDUSTRIES INDIA LTD., UNIT: NATIONAL CARBON
PLANT is bonafied work done and submitted by Mr. CA.JOSE KUMAR in
partial fulfillment of the requirements for the degree of MASTER OF
BUSINESS ADMINSTRATION during the year (2008-2010) of SRI
VENKATESWARA UNIVERSITY, TIRUPATI.
DECLARATION
I here by declare that the project report entitles A Study on
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES
undertaken for EVEREADY INDUSTRIES INDIA LTD...Submitted
by me in partial fulfillment for the requirement for the award of the
degree of Master of Business Administration of S V University,
Tirupati and it has not been submitted previously in part or full to any
university or institute.
Place
: Giddalur
Date
ACKNOWLEDGEMENT
I am very happy to present this dissertation report on A Study on
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES did for
EVEREADY INDUSTRIES INDIA LTD, CHENNAI as a part of Master
of Business Administration.
I sincerely thank my guide Mr.
M.B.A., (Ph.D), Kandula School of Management, Kadapa, for his guidance and
valuable suggestions continuous support and encouragement played a significant
role in bringing out the report. The stimulus provided and encouraging feedback
helped me sustain my spirits.
I would like to express my cordial gratitude to G.JAGANNATHAN
(PERSONNEL OFFICER) for giving this opportunity to undertake project work in
such an esteemed organization.
My
special
acknowledgements
to
all
faculty
members
of
SRI
(CA.JOSE KUMAR)
9808319001
CONTENTS
CHAPTERS
TITLE
PAGE NO
COMPANY CERTIFICATE
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT
CHAPTER-1
EXECUTIVE SYNOPSIS
1-6
CHAPTER-2
INDUSTRY PROFILE
7-8
CHAPTER-3
COMPANY PROFILE
9-22
CHAPTER-4
23-29
CHAPTER-5
RESEARCH METHODOLOGY
30-32
CHAPTER-6
33-54
CHAPTER-7
55-57
ANNEXURES
QUESTIONSNAIRE
58-61
BIBILOGRAPHY
62
EXECUTIVE SYNOPSIS
EXECUTIVE SYNOPSIS
INDUSTRY PROFILE
Divisions of large
Descriptive in nature
Research instrument
Population
277
Sample size
100
Sample procedure
convenience sampling
Sources of data
Primary data
Primary
Questionnaire
data
was
collected
using
FINDINGS:
1. 100% of the respondents satisfied with their recruitment process
2. The respondents are satisfied with the job transfer with the weighted mean score of 0.7.
3. The respondents said that management reacts moderately towards their complaints with
the weighted mean score of 0.45.
4. The respondents are agreed that the training imparted to them helps to improve their
performance with the weighted mean score of 0.8.
5. The respondents said that the management strictly reacted towards the punishment of
misconduct with the weighted mean score of 1.90.
6. The respondents opined the industrial relations are moderate with the weighted score of
1.40.
7. 40% of respondents said that compensation is the main reason for industrial disputes
where as remaining 50% opined bonus & welfare measures and 10% rights.
8. The respondents found to be highly dissatisfied towards the orientation classes in the
company with the weighted mean score of -0.7.
9. The respondents are having no opinion of neither agree nor disagree with the reward
system with the weighted mean score of 0.3.
10. 100% of respondents need the changes in the company.
11. The respondents are highly satisfied towards the job with a weighted mean score of 1.46.
12. The respondents are comfortable with a shift of 6 AM to 2 PM with the weighted mean
score of 1.20.
13. The respondents opined that the conditions are good with the weighted score of 1.70.
14. The respondents are undecided towards the health measures provided by the company
and with the weighted mean score of 0.5.
15. 60% of respondents are not satisfied with the safety measures provided by the company
and remaining 40% are satisfied.
16. The respondents found to be neither satisfied nor dissatisfied with the equality of food
served at the canteen in the company.
17. Majority of respondents felt that the interaction levels would be satisfied with the
weighted mean score of 0.65.
18. 70% of respondents opined that the company is not providing any loan facility.
19. 60% of respondents opined that the token system in the company is good.
20. The respondents are having a positive opinion towards of the attendance system with
weighted mean score of 0.6.
21. 60% of respondents said that the main reason for absenteeism is personal problem.
SUGGESTIONS:
1. The management has to attend the individual complaints seriously and take
action with in time.
INDUSTRIAL PROFILE
INDUSTRIAL PROFILE
Covering industries and updated every 90 days, the First Research Industry
profiles do the heavy lifting for you saving your sales team valuable research
time, enhancing client communications and giving you the competitive edge to win
more business.
Easy-to-use and up-to-date, the industry profile provides you with the
industry research necessary to stay on top of constant changes in selected
industries. The industry profiles provide the information and understanding you
need to engage new prospects during the sales process, deepen customer
relationships and strengthen your own bottom line.
Executive Summary
Brief Excerpt from Industry Overview Chapter:
The US battery manufacturing industry includes about 125 companies with
combined annual revenue of about $6 billion. Major companies are Exide
Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large
electronic companies such as Sony also manufacture batteries. The industry is
highly concentrated: the largest eight companies have about 75 percent market
share and the largest 50 have over 98 percent.
COMPETITIVE LANDSCAPE
Demand depends primarily on the level of activity in the automotive and
electronic sectors of the economy. Personal income drives new battery purchases
in consumer goods, while costumer usage levels drive demand for replacement
batteries. Large companies have advantages in efficiency of operations and
economies of scale. Smaller producers compete by focusing on specialized product
offerings and customer service. Annual revenue per employee is about $240,000.
PROJECTS, OPERATIONS & TECHNOLOGY
Major product categories are storage batteries (55 percent) and primary
batteries (45 percent). Storage batteries are rechargeable, while primary batteries
are discarded after the initial stored energy is consumed. Example of storage
batteries are automotive and laptop computer batteries. Primary batteries include
standard dry cell batteries (AA, AAA, C, D, and 9-volt) used in flash lights, radios,
remote controls, and a variety of specialty applications, such as hearing aids and
implantable medical devices.
COMPANY PROFILE
COMPANY PROFILE
rural consumers.
Evereadys packet tea business and poised for greater gains in market
share.
A brand means added value. It is the only steering mechanism
available to build profitable growth. We are the perfect companion
who delivers power, light and beverages.
We are concerned about environmental issues we accompany
consumers throughout their daily lives by providing maximum
enjoyment.
We ensure widest availability.
Our corporate identity is highly visible.
The communication of our messages should intrigue consumers and
be implanted in their sub conscious on a constant basis through
rational, mental and social benefits.
Eveready industries India Ltd, was originally founded in 1926
with the name Eveready Company (India).This company was taken
over by a joint stock company called Eveready Company (India)
Incorporated under Indian Companies Act -1913 on June 20/1934
with a registered office at Calcutta, where it is presently continuous.
Further the name is to be changed as National Carbon Company
(India) Ltd and Union Carbide India Limited. Recently on April
24/1995 UCIL was renamed as EVEREADY INDUSTRIES
INDIA LTD.
Eveready Industry now has about 8200 Employees in the group. Eveready is
certified with I.S.O-9002 certification for most of its plants. Customers are well
satisfied with products of the company, and the plant is licensed by Bureau of
Indian standards for Manufacturing of all its Batteries.
ORGANIZATIONAL STRUCTURE
NATIONAL CARBON PLANT, CHENNAI
GENERAL
MANAGER
ASSISTANT WORK
MANAGER
ENGINEERING
MANAGER
PRODUCTION
MANAGER
MANAGEMENT
REPRESENTATIVES
PERSONAL
OFFICER
MATERIALS
MANAGER
ACCOUNT
MANAGER
VISION
For over a century, our corporation has been a partner to
BOARD OF DIRECTORS
Chairman (Non-Executive)
Mr. BM Khaitan
Executive personnel
Executive Vice Chairman and Managing Director
PRODUCTS
DRY CELL BATTERIES
Carbon Zinc
Eveready industries India Limited are the Worlds third largest producer of
Carbon Zinc batteries, selling over 1 billion batteries every year.
Present in all segments of dry cell batteries, Eveready holds the dominant
Market shares in every segment.
Eveready Industries India Limited is the first entrant and the leading brand in the
organized rechargeable battery category. Eveready Recharge batteries can be
recharged up to a thousand times with its flagship 2100 series, Eveready is
providing the Indian consumer with the latest offering for digital cameras and other
power-hungry applications.
Eveready also provides recharge batteries for cordless phones, ensuring their
enduring performance.
Eveready Industries India Limited is the largest manufacturer of flashlights in
South Asia. Since pioneering the portable lighting revolution in the country a
century ago, Eveready has enjoyed an uninterrupted leadership position in this
segment. An unparalleled distribution network ensures that Eveready torches are
always available within easy reach, wherever you are. From remote villages to the
city heights, Eveready flashlights light up lives across the length and breadth of
the country. The trusted Jeevan Sathi brass torch, has been a constant
companion for generations of Indians, is one of the most trusted brands in rural
India, across product categories, enjoying an enviable 90% market share.
The Eveready range of flashlights covers a wide price band of Rs 40/- to Rs
1275/-, to suit every need and every pocket. Available in a wide range of colors,
shapes and sizes, Eveready torches are the obvious choice for millions of
consumers from all walks of life. Eveready torches are the obvious choice for
millions of consumers from all walks of life .Eveready has now launched an
altogether new category of torches the LED torches.
The category is being called Eveready digiLED and will have many models in
its portfolio. This category will offer to the consumers a torch which has..
Low battery consumption
Focused White light
Slide switch for easy operation-strong durable body.
Eveready
focus and white lightwhereas the Eveready regular incandescent bulb torches
give bright light; long reach and area lighting fulfilling all portable lighting
needs of the consumers.
CFL (Compact Fluorescent Lamps)
In June 2007 Eveready Industries India Ltd entered into a sales and
distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact fluorescent
Lamps) under the brand name Eveready Halonix. Phoenix Lamps Ltd an Indo
Japanese joint venture with a total investment of over us $ 40 million with 4 plants
having a production capacity of over 130 million lamps a year, benchmarked to
international regulations for Quality, Performance and safety. Eveready extensive
distribution network and high end lighting solutions of phoenix has resulted in this
synergistic tie-up. Eveready Halonix has a wide range of general lighting of over
200 SKUs for housing & Industrial purposes. CFL reduces the energy consumption
by 75% and lasts up to 10 times longer then incandescent light lamps.
DEPARTMENT FUNCTION
MANUFACTURING
Eveready state of the art manufacturing units are located at Kolkatta , Noida,
Uttaranchal, Hyderabad, Chennai and Lucknow maximize logistical efficiency and
reduce time to market. Today the company has high-speed manufacturing units,
both for batteries and flashlights, with in-house facilities, with for metal flashlights
along with a fully automated injection molding set-up for plastic flashlights along
with a fully automated injection-molding set-up for plastic flashlights. Eveready
also has a full-fledged machine design group at Chennai with capabilities of
making special purpose machine for both captive consumption and costumerspecific requirements.
RESEARCH & DEVELOPMENT
Evereadys research team constitute highly qualified Scientists, Engineers,
Chemists and Technicians dedicated to maintaining technology leadership in ZincCarbon batteries, Flashlights and related components. The Research Center has
pilot plant facilities, Analysis testing facilities such as Atomic Absorption
Spectrophotometer (AAS), polar graph, X-Ray Diffract meter (XRD) and a
chemical Laboratory. The Evereadys Research Centre is capable of providing
World class testing and research support to meet stringent customer requirements
from across the World. The efforts of in-house R&D unit was recognized by the
Dept. of science and Industrial Research and accorded recognition from Govt. of
India. This is the only in-house R&D centre of a primary battery resting facility
where batteries can be tested as per BIS, IEC and JEC standards.
QUALITY ASSURANCY
The
Company
has
adequate
internal
quality
Assurance
systems
commensurate with the Companys size and nature of business. The objective of
these systems are to ensure setting product performance standards for all types of
batteries based on competitive assessments., performance to reflect leadership Vis-vis best of Competitions as per agreed Standards with Marketing department.,
implement new. Design inputs wherever required for product fortification, material
substitution, cost reduction of existing products, setting Material Usage /
Specification standards (Process Specification Sheet) for all battery plants, setting
yearly Cost Reduction targets with respect to OIP (Operation Improvement
Program). Eveready initiated World Class Maintenance (WCM) management
system in 1997, based on the philosophy of focus on defect and variability
reduction through planning of maintains to keep the production equipment in as
designed condition always.
FINANCE
The companys performance is backed up by a strong accounts and finance
team. The team consists of seasoned professional who carry out the various
functions effectively to enhance / improve the various key functions may be
summarized as following.
Working capital management to reduce the interest burden on working
capital loans-alert management on inventory holding beyond norms as also
negotiates competitive interest rates from banks.
Management or term loans to take care of the long-term business need of
the company includes debts restricting by retiring high cost debts in lieu
of loans with lower interest rates.
Treasure operation like commodity hedging (to mitigate the effect of
volatile metal prices), fore management (to mitigate the effect of volatility
in the value of rupee)
Profitability analysis and projections business wise to apprise management
of the effectiveness of business decision and / to facilitate new decisions.
Ensure accurate pricing updating in order to facilitate error free invoicing.
Capital Budgeting to analyze / justify new projects.
Compliance of all statutory maters including taxation related issues.
Monitor profitability of new projects to benchmark against the projected
profitability
Timely analysis of major accounts Trade Debtors, Institutional Debtors,
CSD, Claims, Bank , Payables- Appropriate action taken based on such
analysis.
Centrally co coordinating payment through the RTGS /NEFT mode.
Ensure timely data to operating groups for review of their respective areas
of performance.
Ensure timely preparation of the quarterly and annual results head of the
Board meetings.
Custodial Control over the assets of the company and review at least on an
annualized basis any possible impairment of such assets.
Liaison with systems Group to enhance existing report platforms /
introduce new report platforms.
Payroll preparation-Also facilitates tax planning.
Monitoring the PF, Gratuity and other superannuation founds of the
company.
The company has an in-house taxation Department which deals with all the
direct and indirect tax cases covering all the manufacturing and commercial units.
They are responsible fro smooth and timely compliance of all fiscal laws by all the
units. The department also supplements business decision making by suggesting
ways and means for setting up new projects in tax-free zones and also to minimize
the incidence of / taxes on existing product lines.
The company also has an in-house internal audit Department manned by
Trained Professionals. The pre-audit checks and review are carried out to ensure
fallow up on the observations made by the Audit teams. The internal Audit reports,
the progress in implementation of recommendation contained in such reports and
the adequacy of internal control systems are reviewed by the Audit
Committee of the board in its periodical meetings.
INFORMATION TECHNOLOGIES
EIIL is one of continuous improvement .During the year, EILL standardized all its
major applications across all locations on the Oracle Business Suite as an ERP
solutions. This exercise was not without the usual teething problems. However, the
process seems to have been internalized well in the organization. Needles to state,
the ERP system has brought the expected benefits associated with it and would
certainly bring in the forthcoming years.
HUMAN RESOURCE
Men power is one of the pillars of success at full at EILL. The Company
employees nearly 2500 individuals across its various plants and branch locations,
who share a passion for excellence. The key attributed of human capital at EIIL,
are a rich knowledge base, expertise and experience. The department has IT enable
HR systems, wherein oracle business suite (11i.5.9) is being used. The various key
functions of the department are as follows.
o Talent acquisition management
o Performance management
o Career & succession planning
o Compensation and benefits management
o Training and development
o Rewards & recognition management
o Formulation & implementation of HR policies & procedures
o Employee engagement
BUSINESS LOCATION
Manufacturing locations;
Batteries: Camper down (Kolkatta)
First modern battery plant established in the year 1938.
Plant output
915 PPS
Capacity
150 Mn
Plant output
2 D sized lines
Capacity
150 Mn
Plant output
1D sized line
Capacity
160 Mn
Plant output
Capacity
350 Mn
Taratola (Kolkatta)
Noida
Haridwar
Chennai
Plant output
Capacity
110 Mn
Plant output
1 D sized line
Capacity
160 Mn
Plant output
AAA plant
Capacity
90 Mn
Plant output
Capacity
Hyderabad
Selaqui
Maddur
Flashlights
Tefco (Lucknow)
Others
Metco (Kolkatta) & Manali (Chennai): Zinc plants
Hyderabad: Electrode plant
Sales Branches:North
BUSINESS DIVISIONS
Eveready Industries India Limited (EIL) is one of Indias most
renowned and enduring FMCG companies, with the operations entrenched in the
country for over 100 years. Over the decades, it has strengthened its position as the
dry cell battery and flashlight market leader in the second most populous country
in the world.
The Companys contemporary product portfolio comprises the following :
Dry cell batteries, flashlights and rechargeable batteries under brand
Eveready.
Packet tea under brands TEZ, Jaago, Premium Gold, Classic.
Mosquito repellents: Coil & Liquid Vaporizer under brand Poweron.
Dish wash bar under brand Poweron.
Compact fluorescent lamps under brand of Eveready Halonix (cobranded)
HR ACTIVITIES
INTRODUCTION
FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT
On the basis of various functions which the personnel management generally
undertakes, the functional areas of personnel management may be set forth as
below:
1. Organizational planning, development and task specialization.
2. Staffing and employment
3. Training and development
4. Compensation, wage and salary administration
5. Motivation and incentives
6. Employee services and benefits
7. Employee records
8. Labour or industrial relations
1) ORGANIZATIONAL PLANNING AND DEVELOPMENT
Organizational planning is concerned with the division of all the tasks to
be performed in to manageable and efficient units (department, divisions or
positions) and with providing for their integration both differentiation and
integration are vital for the achievement of pre-determined goals.
i.
ii.
ii.
iii.
v.
vi.
policies
and
procedures,
counseling
employees
and
line
viii.
A number of devices and sub-systems are used in the systems design to manage the
staffing process. These are:
a) Planning Tables and Charts.
b) Application Blanks.
c) Interviews.
d) Psychological Tests.
e) Reference Checks.
f) Physical Examinations.
g) Performance Reviews And.
h) Exit Interviews.
3. TRAINING AND DEVELOPMENT
It is complex process and is concerned with increasing the capabilities of
individuals and groups so that they may contribute effectively to the attainment of
organizational goals .this process includes:
1) The determination of training needs of personnel at all levels, skill training,
employee counseling, and programs for managerial, and employee
development and.
2) Self-initiated development activities (formal education), during off-hours
reading and participation in the activities of the community.
4. COMPENSATION, WAGE AND SALARY ADMINISTRATION
It is concerned with the process of compensation directed towards
remunerating employees for services rendered and motivating them to attain the
desired levels of performance. The components of this process are:
i.
Job evaluation through which the relative worth of a job is determined. This
is done by selecting suitable job evaluation techniques, classifying jobs into
various categories, and then determining their relative value in various
categories.
ii.
iii.
iv.
v.
ii.
Pensions, gratuities and such other payments as are agreed upon death benefits, sickness, accidents and medical care, insurance,
expenses of hospitals is action, voluntary retirement benefits.
iii.
Paid rest periods, lunch periods, wash-up time, travel time, get ready
time.
iv.
v.
These benefits are usually given to employees in order to tempt them to remain in
the organization, to provide them social security, and to reduce absenteeism and
Labour turnover. Policies and programs for implementing these have to be
properly developed.
6. EMPLOYEE RECORDS
In employee records complete and up-to-date information is maintained about
employees, so that these may be utilized, if need be, at the time of making
transfers/promotions, giving merit pay, or sanctioning leave and at the time of
termination of service.
Such records include information relating to personal qualifications, special
interests, aptitudes, results of tests and interviews, job performance, leave
promotions, rewards and punishments.
7. LABOUR RELATIONS
By Labour relations is meant the maintenance of healthy and peaceful
Labour-management relations so that production/work may go on undisturbed.
Under this area:
a) Grievance handling policy and procedures are developed, after finding out
the nature and causes of grievances, and locating the most delicate areas or
dissatisfaction
b) Rules and regulations are framed for the maintenance of discipline in the
organization, and a proper system of reward and punishment is developed.
c) Efforts are made to acquire knowledge of, and to observe and comply with,
the Labour laws of the country and acquaint the line management with the
provisions which are directly concerned with organization. Collective
bargaining has to be developed so that all disputes may be settled by mutual
discussions without recourse to the law court. Such bargaining, negotiating
and administering agreements relating to wages, leave, working conditions
and employee-employer relationship falls in this area.
RESEARCH METHODOLOGY
RESEARCH METHODOLOGY
NEED FOR THE STUDY:
People have always been central to organizations, but their strategic
importence is growing in todays knowledge- based industries. An organization
success increasingly depends on the knowledge, skill and abilities of employees,
particularly as they help establish a set of core competencies that distinguish and
organization from its competitors. With appropriate HR policies and practices an
organization can hire, develop and utilize best brains in the market place. A healthy
and committed workforce ensures increased efficiency and productivity for
organization is based on HR functions keeping in view of significance the
researchers has undertaken the study to know the employee opinion regarding the
HR activities in the organization.
Objective of the study:
To study the employees opinion towards HR functions in the organization.
To offer feasible ways and means to improve the employee morale and satisfaction
in the organization.
RESEARCH DESIGN:
Generally the research design is of three types, viz,exploratory, descriptive &
casual research design is defined as the specification of methods and procedures
for acquiring the information needed. It is a plan of organization frame work, for
doing the collection of data.
The research design for this research is descriptive in nature.
DESCRIPTIVE STUDY:
Descriptive research studies are those study which are concerned with describing
the characteristics of a particular individual, or a group. In this research, the
researchers must be able to define clearly, what he wants to measure and must find
adequate methods for measuring it along with a clear cut definition of population
he wants to study. The design in such studies must be rigid and flexible and must
focus attention on the following.
SAMPLING PLAN:
A it is practical to attempt a survey of the entire population, a limited number of
people have been surveyed owing to the time constrint.
SAMPLING DESIGN:
It deals with the method of selecting items to be observed for the given data.
SAMPLING UNIT:
Employees in the Unit.
SAMPLE SIZE.
Convenience sampling has been used to the data from respondents.
A convenience sampling IS obtained by selecting convenient population unit.
QUESTIONNAIRE DESIGN:
Questionnaire is designed in such a way that it is for respondents to answer. The
questionnaire consists of closed end questions for knowing the effectiveness of
Employees opinion towards HR Activities, in Eveready industrial ltd, Chennai.
LIMITATIONS:
1) Due to non availability of time, large sample size is not taken.
2) The lack of cooperation from some respondents.
3) Some of the respondents are not interested in giving more information due to
their personnel bias or busy in work schedule.
S No
1
2
Response
Yes
No
Total
No. of Respondent
100
0
100
Percentage
100%
0%
100%
Response Chart
120
100
80
60
40
20
0
Yes
No
IINFERENCE:
It is inferred that 100% of the respondents are satisfied with their
recruitment process.
Response
No.
of Percentage Weighted
Weighted
Respondents
Highly
Satisfied
Satisfied
Neither
satisfied
nor
Total
40
40%
80
30
30%
30
0%
20%
-1
-20
10%
-2
-20
dissatisfied
Dissatisfied 20
Highly
10
Satisfied
TOTAL
100
Score
100%
70
IINFERENCE:
Satisfied
Neither
Satisfied nor
Dissatisfied
Dissatisfied
Highly
dissatisfied
Scale
Response
1
2
3
4
Very fast
Fast
Moderate
Slow
Very Slow 15
of
Respondents
10
20
30
25
Weighted
Weighted
10%
20%
30%
25%
Score
3
2
1
-1
Total
30
40
30
-25
15%
-2
-30
Percentage
TOTAL
100
100%
45
Weighted Average= Weighted Total/Total Number of Respondents=45/100=0.45
Response Chart
35
30
25
20
15
10
5
0
Very fast
IINFERENCE:
Fast
Moderate
Slow
Very Slow
10% of respondents are said that the management reacts very fast on
Scale
1
Response
Strongly
No.
of
Respondents
Percentage
Weighted
Score
Weighted Total
60
60%
120
10
10%
10
Agree
Agree
Neither
agree nor 0
0%
disagree
Disagree
Strongly
10%
-1
-10
10
20
20%
-2
-40
Agree
TOTAL
100
100%
80
complaints,20% are said fast,30% are said moderate,25% are said Slow are 15%
are said very Slow.
4. Training helps to improve the performance of the employee
Response Chart
70
60
50
40
30
20
10
0
Strongly
Agree
Agree
Neither agree
nor disagree
Disagree
Strongly
Agree
IINFERENCE:
60% of respondents are strongly agreed that the training helps to improve the
performance, 10% are agreed, 10% are disagreed & 20% are strongly disagreed
5. Management reaction towards the punished of employee based on misconduct
Scale
Response
1
2
3
4
5
Very Strict
Strict
Normal
Loose
Very Loose
TOTAL
No.
of
Respondents
30
30
40
0
0
100
Percentage
30%
30%
40%
0%
0%
100%
Weighted Weighted
Score
3
2
1
-1
-2
Total
90
60
40
0
0
190
Response Chart
45
40
35
30
25
20
15
10
5
0
Very Strict
Strict
Normal
Loose
Very
Loose
IINFERENCE:
30% of the respondents are felt that the management is very
strict on misconduct, 30% are said strict and 40% are said normal.
6. Industry Relation in the Company
No.
Scale
Response
of
Responden
Percentage
ts
1
Excellen
10
Very
60
good
10
0
2
%
20
Average
Poor
Weighte
Weighted
d Score
Total
3
1
-
3
0
1
2
0
1
0
-
Very
poor
0%
1
TOTAL
Average=
100
Weighted
Weighted
Total/Total
Number
of
Respondents=140/100=1.40
Response Chart
70
60
50
40
30
20
10
0
Excellent
IINFERENCE:
Very good
Average
Poor
Very poor
10% of the respondents felt that the industrial relations are excellent,
60% are said very good, 10% are said average and 20% are said poor.
No.
of
Scale
Response
Re
spo
Percentage
nde
nts
1
2
3
4
Compensatio
n
Bonus
Welfare
Measures
Rights
TOTAL
Response Chart
40
40%
20
20%
30
30%
10
10
10%
100%
45
40
35
30
25
20
15
10
5
0
Compensaton
Bonus
Welfare
Measures
Rights
IINFERENCE:
40% of the respondents are said compensation is the main reason for the
industrial disputes, 20% are said bonus, 30% are said welfare measures
and 10% are said for their rights.
Response
Highly
Satisfied
Satisfied
Neither
No. of
Respondents
Percentage
Weighted Score
10
10%
20
20%
0%
30
30%
-1
40
40%
-2
100
100%
satisfied
3
nor
dissatisfie
4
5
d
Dissatisfie
d
Highly
Satisfied
TOTAL
Response Chart
45
40
35
30
25
20
15
10
5
0
Highly Satisfied
Satisfied
Neither
satisfied nor
dissatisfied
Dissatisfied
Highly Satisfied
IINFERENCE:
10% of the respondents are highly satisfied with the orientation
classes, 20% are said satisfied, 30% are said dissatisfied and 40% are said
highly dissatisfied.
Per
We
We
ale
cent
igh
igh
.
o
f
R
s
age
ted
ted
Sc
Tot
ore
al
40
40
e
n
t
s
S
t
r
o
n
g
1
20
40
A
g
r
e
2
e
A
g
r
0%
e
D
30
-1
-30
e
e
N
e
i
t
h
e
r
a
g
r
e
3
e
n
o
r
d
i
s
a
g
r
e
s
a
g
r
e
e
S
t
r
o
n
g
5
10
-2
-20
A
g
r
e
e
T
O
100
%
30
Response chart
45
40
35
30
25
20
15
10
5
0
Strongly
Agree
Agree
Neither agree
nor disagree
Disagree
Strongly
Agree
IINFERENCE:
20% of respondents are strongly agreed that they are motivated by the
rewards, 40% are agreed, 30% are disagreed & 10% are strongly
disagreed
Response
No. of
Percentage
Respon
1
2
dent
100
0
100
Yes
No
Total
100%
0%
100%
Response Chart
120
100
80
60
40
20
0
Yes
No
IINFERENCE:
It is inference that 100% of the respondents need the changes in the
company.
Weighted
Score
Weighted
Total
62
62%
124
30
30%
30
Neither
satisfied nor 0
dissatisfied
0%
Dissatisfied
8%
-1
-8
0%
-2
100
100%
Scale
1
2
Response
Highly
Satisfied
Satisfied
Highly
Satisfied
TOTAL
146
Scale
Response
No. of Respondents
Percentage
6-2 pm
70
70%
2-10 pm
10
10%
10-6 am
5%
General(8:15-4:30)
15
15%
TOTAL
100
100%
70
60
50
40
30
20
10
0
Highly
Satisfied
Satisfied
Neither
satisfied nor
dissatisfied
Dissatisfied
Highly
Satisfied
IINFERENCE:
62% of the respondents are highly satisfied with the job, 30% are said satisfied and *% are said
dissatisfied.
12. Comfortable with working shifts
Response chart
80
70
60
50
40
30
20
10
0
6-2 pm
2-10 pm
10-6 am
General(8:154:30)
IINFERENCE:
70%of the respondents said that they are comfortable with 6-2pm shift,10% are
comfortable with 2-10pm shift,5% are comfortable with 10-6am shift & 15% are comfortable
with general shift
Response
Weighted
score
Weighted
total
Highly satisfied
No.
of Percentage
Respondent
s
60
60%
120
Satisfied
20
20%
20
Neither satisfied 0
nor dissatisfied
Dissatisfied
20
20%
-1
-20
Highly satisfied
0%
-2
TOTAL
100
100%
120
satisfied
Highly
nor
satisfied
Neither
satisfied
Highly
10
dissatisfied
20
IINFERENCE:
60% of the respondents are highly satisfied with their shifts,20% are the satisfied & 20%
are dissatisfied.
Response
Weighted
score
3
Weited total
Excellent
No.
of Percentage
despondence
20
20%
1
2
Very good
50
50%
100
Average
20
20%
20
60
Poor
10
10%
-1
-10
Very poor
0%
-2
Total
100
100%
170
60
50
40
30
20
10
0
Exellent
Very good
Average
Poor
Very poor
IINFERENCE:
20% of the respondents are felt Excellent about the working hours,50% are said
good,20%are said average & 10% are said poor.
Response
No.
of
Percentage
despondence
Weighted
score
Waited total
Highly
satisfied
30
30%
60
Satisfied
15
15%
15
Neither
0
satisfied nor
0%
dissatisfied
4
Dissatisfied
40
40%
-1
-40
Highly
satisfied
15
15%
-2
-30
TOTAL
100
100%
satisfied
Highly
dissatisfied
nor
satisfied
Neither
Highly
10
5
satisfied
20
15
IINFERENCE:
30% of the respondents are highly satisfied , 415% are said satisfied, 40% are said dissatisfied
and 15% are said highly dissatisfied with the measures provided by the company.
Response
No. of Responded
Percentage
Yes
40
40%
No
60
60%
Total
100
100%
Response Chart
70
60
50
40
30
20
10
0
Yes
No
IINFERENCE:
40% of the respodedents are satisfied & 60% are not satisfied with their safety measures
provided by the company.
Response
Highly
satisfied
Satisfied
2
3
No.
of Percentage
respondence
5
5%
Weighted
score
2
Waited total
5%
80%
Neither
80
satisfied nor
10
dissatisfied
4
Dissatisfied
5%
-1
-5
Highly
satisfied
TOTAL
5%
-2
-10
100
100%
90
80
70
60
50
satisfied
Highly
dissatisfied
nor
satisfied
Neither
Highly
20
10
satisfied
40
30
IINFERENCE:
5% if the respondents are highlysatisfied, %5 are satisfied ,80% are
Neither satisfied nor dissatisfied ,5% are dissatisfied,%5 are Highly satisfied with their food
served at canteen.
Response
No.
of
Percentage
respondence
Weighted
score
Waited total
Highly
satisfied
50
50%
100
Satisfied
15
15%
15
Neither
satisfied nor 0
dissatisfied
0%
Dissatisfied
20
20%
-1
-20
Highly
satisfied
15
15%
-2
-30
TOTAL
100
100%
65
satisfied
Highly
dissatisfied
nor
satisfied
Neither
satisfied
Highly
10
IINFERENCE:
50% if the respondents are highly satisfied, %15 are satisfied ,20% are Neither satisfied
nor dissatisfied ,15% are dissatisfied with their food served at canteen.
Response
No.of Responded
Percentage
Yes
30
30%
No
70
70%
Total
100
100%
Response Chart
80
70
60
50
40
30
20
10
0
Yes
No
IINFERENCE:
30% of the respodedents are satisfied & 70% are not satisfied with their safety measures
provided by the company.
Response
No.of Responded
Percentage
Yes
60
60%
No
40
40%
Total
100
100%
Response Chart
70
60
50
40
30
20
10
0
Yes
No
IINFERENCE:
60% of the respodedents are felt that token system is goog & 40% are not good.
Scale
1
Response
Strongly
Agree
No.
of
Respondent
Weighted
s
Percentage Score
Weighted
Total
50
100
50%
Agree
Neither
agree nor
disagree
Disagree
Strongly
Agree
TOTAL
3
4
5
15
15%
15
0
15
0%
15%
0
-1
0
-15
20
100
20%
100%
-2
-40
60
60
50
40
30
20
10
0
Strongly
Agree
Agree
Neither
agree nor
disagree
Disagree
Strongly
Agree
IINFERENCE:
50% of respondents are strongly agreed 15% are agreed, 315% are disagreed & 20% are strongly
disagreed with their stickly gfollewed attendance.
Response
Sickness
Personal problems
No. of respondence
40
20
percentage
40%
20%
3
4
Functions
Others
Total
30
10
100
30%
10%
100%
Response Chart
No. of respondence
50
40
30
20
10
0
Sickness
Personal problems
Functions
Others
Inference:
40% with sickness,20% with personal problems,30% with functions & 10%n with
other problems are said the reasons for absenteeism.
FINDINGS
100% of the respondents satisfied with their recruitment process.
The respondents are satisfied with the job transfer with the weighted mean score of 0.7.
The respondents said that management reacts moderately towards their complaints with the
weighted mean score of 0.45.
The respondents are agreed that the training imparted to them helps to improve their performance
with the weighted mean score of 0.8.
The respondents said that the management strictly reacted towards the punishment of misconduct
with the weighted mean score of 1.90.
the respondents opined the industrial relations are moderate with the weighted score of 1.40/
40% of respondents said that compensation is the main reason for industrial disputes where as
remaining 50% opined bonus & welfare measures and 10% rights.
The respondents found to be highly dissatisfied towards the orientation classes in the company
with the weighted mean score of -0.7.
The respondents are having no opinion of neither agree nor disagree with the rewards system
with the weighted mean score of 0.3.
100% of respondents need the changes in the company.
The respondents are highly satisfied towards the job with a weighted mean score of 1046.
The respondents are comfortable with a shift of 6 A.M to 2 P.M with the weighted mean score of
1.20.
The respondents opined that the working conditions are good with the weighted score of 1.70.
The respondents are undecided towards the health measures provided by the company and with
the weighted mean score of 0.5.
60% of respondents are not satisfied with the safety measures provided by the company and
remaining 40% are satisfied.
The respondents found to be neither satisfied nor dissatisfied with the equality of food served at
the canteen in the company.
Majority of respondents felt that the interaction levels would be satisfied with the weighted mean
score of 0.65.
70% of respondents opined that the company is not providing any loan facility.
60% of respondents opined that the token system in the company is good.
The respondents are having a positive opinion towards of the attendance system with weighted
mean score of 0.6.
60% of respondents said that the main reason for absenteeism is personal problem.
Suggestion
The management has to attend the individual complaints seriously and take action with in time
The management may provide better compensation package in time when employees met with
an accident
The management may provide follow up orientation classes but it is suggestible to follow the
supervisor induction classes along with the follow up orientation classes
The management has to improve the reward system in both aspects of monitory and non
monitory. The monitory form of price amount rather than giving the torch lights, batteries the
non monitory rewards in the form of impressive job titles and recognition.
The management has to bring some changes in production department which includes the
following aspects like establishment of new machinery infrastructure
The management may provide better medical facilities including provision of medicines and
availability of specialist doctors round the clock and ambulance facilities.
Management can improve safety measures like providing of shoes, cap, Gloves and aprons to
workers
Management may proved loan facilities to workers which includes education loan, personal loan
and transportation
Management may take care to provide good quality of food for workers in the canteen equally
with executives
ANNEXURES
QUESTIONAIRE
EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES
NAME:
AGE:
TOKEN NO:
Are you satisfied the recruitment process in the company?
(a) Yes
(b) no
If yes why: ------If no why: --------What is your on job transfer?
(a)Highly satisfied
(b) Satisfied
(c) Neither Satisfied nor Dissatisfied
(d)Dissatisfied
(E) Highly dissatisfied
How the management react with the complaints.
(a) Very fast
(b) fast
(c) Moderate
(e) Very slow
(d) Slow
(d) Poor
(d) Rights
(c) functions
(d) others
BIBILLOGRAPHY
BIBLIOGRAPHY
1. PERSONNEL/HUMAN RESOURCE MANAGEMENT
-STEPHEN P.ROBBINS
(Prentice-hall of India private ltd, NEW DELHI)
2. PERSONNEL/HUMAN RESOURCE MANAGEMENT
-P.SUBBA RAO
(Himalaya publishing house, Mumbai)
3. HUMAN RESOURSE AND PERSONNEL MANAGEMENT
-K.ASVATHAPPA
( Tata McGraw-Hill publishing company ltd, New Delhi)
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