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A Case Study of "Employee Engagement" in Tata Steel, West Bokaro Division. Department - Q-Acd & Central Garage
A Case Study of "Employee Engagement" in Tata Steel, West Bokaro Division. Department - Q-Acd & Central Garage
A Case Study of "Employee Engagement" in Tata Steel, West Bokaro Division. Department - Q-Acd & Central Garage
PREPARED BY
MAHADEV RANA
PGDM (HR) GNITCM
Gr. Noida (up)
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
Page 1
ACKNOWLEDGEMENT
I commence with the holy name of almighty GOD benevolence and
beneficence who enabled me to complete this project. I express my deep
sense of gratitude and indebtedness to Mr N.K. Pandey Sr MANAGER
(HR/IR) who was very kind to provide me an opportunity to work under his
supervision.
Last but not the least I am thankful to all the employees of TISCO West
Bokaro Division who have extended their kind co-operation.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
Page 2
PREFACE
It gives me great pleasure in presenting the project on,
Not only I hope but believe that it would provide great help to the
organization. Finally all research is cumulative. I have( as a trainee), tried
to call out priorities interpret and finally put down my analysis.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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DECLARATION
I declare that the project report titled A case study on
Employee Engagement West Bokaro Division of TATA
STEEL in Q-ACD & Central Garage at west bokaro
division has been prepared by me under the guidance of
Mr. N.K PANDEY(Senior Manager (HR/IR).I further
declare that this is my original work, as part of our
academic course.
PLACE:- SIGNATURE
DATE :- Mahadev Rana
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
Page 4
CERTIFICATE
This is certify that Mr. MAHADEV RANA a student of
PGDM(HR) from GNIT College of Management, Greater Noida
has undergone project work on Employee Engagement at
West Bokaro Division of TATA STEEL under the supervision and
guidance of Mr. N K PANDEY(HR/IR) 0F WEST BOKARO
DIVISION.
The details of training are as follows.
The period of training:
No of days present:
Conduct:
Certificate issued on:
Mr N K Pandey
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
Page 5
Contents
Particulars
Chapter-1
1.1) TATA STEEL Introduction.
1.2) Introduction to West Bokaro Division.
1.3) West Bokaro Operation.
1.4) Policies of TATA STEEL.
1.5) Awards, HR function & process of West Bokaro Division
Chapter2
2.1) Introduction to the Employee Engagement.
2.2) Aspects of Employee Engagement.
2.3) Categories of Employee Engagement.
2.4) Factors leading to Employee Engagement.
2.5) Importance of Employee Engagement.
2.6) How to measure Employee Engagement.
2.7) 10cs of Employee Engagement.
2.8) Employee Engagement of West Bokaro Division.
2.9) TQM, SGA, DM, PM, QC, TOC.
2.10) Scope and limitations of study.
Chapter3
3.1) Research Methodology.
3.2) Universe.
3.3) Sample of the Study.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Chapter4
4.1) Process of Data Analysis
Chapter5
5.1) Findings.
5.2) Conclusion.
5.3) Suggestions and Recommendations.
Chapter6
Appendix
6.1) Bibliography.
6.2) Questionnaire.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Chapter-1
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Established in 1907.
TATA STEEL is the worlds 6th largest steel company.
Existing annual crude steel capacity of 28 million tones.
Asias 1st integrated steel plant.
Indias largest integrated private sector steel company.
TATA STEEL worlds 2nd most geographically diversified steel
producer.
TATA STEEL have operations in 24 countries and commercial
presence in over 50 countries.
TATA STEEL completed 100 glorious years of existence on
august 26, 2007.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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2006
1994
1982
1972 P ro d u c e
M o d e rn i M o d e rn i s 1 .9
Becom e z a t io n z a t io n m tp a
1947 Phase c le a n
s a P a h s e II,
The d iv is io n III, coal at
p ro d u c e
year o f Ta t a s 0 .9 p ro d u c e 13%
W est S t e e l. s 1 .4 ash
m tp a
Bokar M o d e rn i m tp a
c le a n
o z a t io n c le a n
coal at
Cam e P h a s e I, coal at
1 7 .5 %
in t o P ro d u c e 17% ash
ash
b e in g s 0 .4
m tp a
c le a n
coal at
18% ash
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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OVERBURDEN
REMOVAL
Earth Filling
Afforestation
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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VALUES
Trusteeship.
Integrity.
Respect for the Individual.
Credibility.
Excellence
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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o
o TATA STEEL POLICIES and AWARDS.
TATA STEEL Follows Certain Policies.
1) HR POLICY
2) Research Policy
3) Environmental Policy
4) Quality Policy
5) Corporate Social Responsibility
6) Affirmative Action Policy
7) Safety Principles and Occupational Health Policy.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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RESEARCH POLICY
TATA STEEL believes that research provides the foundation for
sustained, long term, stake holders delight.
TATA STEEL shall nurture and encourage innovative research
in a creative ambience to assure that the competive advantage
in its overall business is retained.
The company commits itself to providing all necessary
resources and facilities for use by motivated researchers of the
highest caliber.
Research in TATA STEEL shall be aligned to the technological
initiative necessary to evolve and fulfill the overall business
objective of the company.
ENVIRONMENTAL POLICY
1) TATA STEEL environmental responsibilities are drawn by
our commitment to preserve the environment and are
integral to the way we do business.
We are committed to deal proactively with climate change
issue by efficient use of natural resources and energy;
reducing and preventing pollution; promoting waste
avoidance and recycling measures; and product
stewardship.
We shall identify, access and manage our environment
impact.
We regularly monitor reviews and report publicly our
environmental performance.
We shall develop and rehabilitate a bonded sites through
forestation and landscaping and shall protect and
preserve the biodiversity in the areas of our operations.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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MANAGING DIRECTOR
Mr HM NILUKAR
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Tata Steel has been conferred the Prime Minister of Indias Trophy
for the Best Integrated steel plants five times.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Tata Steel India awarded the Deming Grand Application Prize 2008
for excellence in Total Quality Management. It is the first integrated
steel company in the world, outside Japan to get this award.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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1. SKILL 2.
ACQUISATION
DEVELOPMENT
HR Functions in WEST
BOKARO DIVISION
4. 3.
. MOTIVATION
MAINTENANCE
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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SKILL ACQUISATION
Skill Manpower Analysis.
Recruitment.
Engagement through Service Providers.
DEVELOPMENT
Knowledge Management.
4- Q Based Training.
E-Learning.
Training on Wheel.
Total Quality Management.
Suggestion Management.
Women Empowerment.
Art camp.
MOTIVATION
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Sabash.
Incentive.
School BUS Facility.
Reimbursement of school fees
MAINTENANCE
Wage Agreement.
Discipline in the industry.
Safety.
Canteen Facility.
House Allotment.
Long Service Award.
Farewell Function.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Chapter2
Abstract
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Introduction
Employee engagement called worker engagement, is a business
management concept.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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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
coworkers.
Leadership- Clarity of
company
Leadership Respectful
E treatment
of employees
N FEELING
VALUED
AND
Leadership Companys INVOLVED
G standards
of ethical behavior
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Empowerment
G
Image
E
Equal opportunities & fair
treatment
E Performance Appraisal
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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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
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Performance appraisal
Fair evaluation of an employees 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.
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.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Family Friendliness
A persons family life influences his wok life. When an employee realizes
that the organization is considering his familys 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.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Step I: Listen
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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The employer must listen to his employees and remember that this is a
continuous process. The information employees 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.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Do what I do best every day - Are your employees cast in the right roles?
Knowing the critical demands for every role is a key to ensuring that talents
fit those demands.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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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.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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How can leaders engage employees heads, hearts, and hands? the
literature offers several avenues for action; we summarize these as ten cs
of employee engagement, which are supposed to be essential for
employee engagement.
1.CONNECT:
Leaders must show that they value employees. employee engagement is a
direct reflection of how employees feel about their relationship with the
boss. employees look at whether organization and their leader walk the
talk when they proclaim that, our employees are most valuable asset.
2.CAREER:
Leader should provide challenging and meaningful work with opportunities
for career advancement. Most of the people want to do new thing in their
job. Good leader challenge employee; but at the same time, they must
instill the confidence that the challenge can be made.
3.CLARITY:
Leader must communicate a clear vision. people want to understand the
vision that senior leadership has for the organization, and the goals that
leaders or department heads have for the division, unit, or team. success
in life and organizations, to a great extent, determined by how clear
individuals are about their goals and what they really want to achieve.
4.CONVEY
Leaders clarify their expectations about employees and provide feedback
on their functioning in the organization .Good leaders establish processes
and procedures that help people master important tasks and facilitate goal
achievement.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5.CONGRATULATE
Survey show that, over and over, employees feel that they receive
immediate feedback when their performance is poor, or below
expectations. these same employees also report that praise and
recognition for strong performance is much less common. exceptional
leaders give recognition, they do so a lot; they coach and convey.
6.CONTRIBUTE
People want to know that their input matters and that they are contributing
to the organizations success in a meaningful way. in sum, good leaders
help people see and feel how they are contributing to the organizations
success and future.
7.CONTROL
Employees value control over the flow and pace of their jobs and leaders
can create opportunities for employees to exercise this control. a feeling of
being in on thing and of being given opportunities to participate in
decision making often reduces stress; it also create trust and culture where
people want to take ownership of problem and their solution.
8.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. great leader are team builders; they create
an environment that fosters trust and collaboration. surveys indicate that
being cared about by colleagues is a strong predictor of employee
engagement. thus, a continuous challenge for leaders is to rally individuals
to collaborate on organizational, departmental, and group goals , while
excluding individuals pursuing their self-interest.
9.CREDIBILITY
Leaders should strive to maintain a companys reputation and demonstrate
high ethical standards. People want to be proud of their jobs, their
performance, and their organization.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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10.CONFIDENCE
Good leaders help create confidence in a company by being exemplars of
high ethical and performance standards. Leaders should actively try to
identify the level of engagement in their organization. Find the reason
behind the lack of full engagement, strive to eliminate those reasons, and
implement behavioral strategies that will facilitate full engagement.
Definition of TQM
TQM is Total Quality Management.
It is defined as :-
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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FOCUS
CONTINUOUS TOTAL
LEADERSHIP EMPLOYEE
PARTICIPATION
IMPROVEMENT
AND
COMMUNICATION
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Objective
Effectiveness (fitness
for objectives)
Input Output
SYSTEM
Efficiency= output/input
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Customers basic
requirements
Customers
latent
requirements
DAILY MANAGEMENT
Daily Management is defined as all the activities that must be carried out to
efficiently achieve the business objectives of each department is
responsible for.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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What include.
Management of regular/ routine/ transactional activity es.
Why include.
Maintain current levels of performance.
Gradual improvement.
How include.
Stable and predictable operations.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Identify your jobs (roles and objectives) and the related key
performance indicators.
Develop standard operating procedures.
Monitor the KPIs against target/plan
Identify and document abnormalities (deviations from target) with
reasons.
Rotate PDCA on abnormalities (corrective actions).
Revise standard operating procedures.
Horizontal deployment of the learning.
POLICY MANAGEMENT
Activities that are conducted, with the co-operation of the entire company,
to establish and efficiently achieve mid- and long term business plans and
short term business policies based on fundamental management policies.
A P
PDCA
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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PLAN
Set up objective/target
Do
Implement process.
Check.
Act
What is a POLICY?
A policy usually contains:
-Direct to which an enterprise is going, target (goal, level) to
be attained in future, strategies on how to realize it and
delivery.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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PDCA
PLAN: policy setting
Policy deployment.
DO: policy implementation.
CHECK: evaluation of implementation
ACT : act and feed forward the learning to next cycle.
QUALITY CIRCLE
A quality circle is
A small group of people
From the same workplace
Who perform quality control activities.
On their own initiative.
MANAGERS ROLE.
a. Train
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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b. Encourage
c. Recognize.
What is 5s?
Seiri Sorting
Seition Systematizing.
Seiso Shining.
Skiketsu Standardising.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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Benefits of implementating 5s
Workplace becomes clean and better organized.
Shop floor and office operations become easier and safer.
Time lost due to unnecessary searching are minimized.
Consumables and material wastage are minimized.
Results are visible to everyone- the insider and outsider.
Enhancement of company/department image and employee
morale.
People develop self- discipline and positive attitude.
Quality of life at work place and home becomes better and
better..
THEORY OF
CONSTRAINTS.
TOC helps in focusing on the goal.
It tells us to focus on the weakest link.
It is a thinking process- which helps us think across the system.
It is a process of ongoing improvement of the complete system
The 1st focus should be on the resource/process where this gap is the
highest (the weakest link).
Ensure that the bottleneck does not suffer for required resources like
power, raw materials, evacuation for its output products etc.
Like any other research, this study also suffers from few limitations, while
conducting this survey, are listed as bellow:-
Considering the sort time duration for the survey, the sample had to be
restricted to 100 respondents only.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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Chapter3
RESEARCH METHODOLOGY
Research methodology refers to the body of methods or techniques
used in the study. The term method means an appropriate way of doing
something. Every case of study requires a suitable method of
investigation. There are various important methods, but questionnaire
and interview are worthy to note.
UNIVERSE
The universe comprises of Tata Steel, West Bokaro Division. This
includes total of 3700 of different Employees and different positions/
designations.
The sample size refers to the number of items to be selected from the
universe to constitute a sample. The sample size used for the study
includes 100 employees from Q-ACD &Central Garage department, of
different skill, qualification, designation.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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The questions were distributed among the eligible participant and were to
be filled by them. The research explained the questions to the participant
who were unable to the implications of the given questions and helped in
filling up the questionnaire. In Q-ACD department, the researchers met
each and every participant personally in the shop floor.
PRIMARY DATA: Primary data are those data which are collected for
the first time and thus happens to be original in nature. In this study
primary data were collected through a questionnaire .
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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In order to express the data into concise and logical form, the data
collected was transformed into the form of charts.
Employees of Tata Steel were chosen randomly from different skill, age
group, designation ,qualification.
The records for the employee engagement events that were organized
in the last years.
Companys website (http://www.tatasteel.com)
Other relevant study materials and websites.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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Chapter4
age group, qualification, skill, designation of the Q- ACD & Central Garage
department in Tata Steel, at West Bokaro Division was done through
tabulation and pie-chart. Each question of the questionnaire, used for
survey, was translated into separate pie chart with percentage break-up.
The questionnaire utilized for the purpose of the research was a semi-
quantative one.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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honest and two way communication between the managers and workers,
commitment to the assigned job, etc.
2. Employee Profile.
Qualification non- metric metric intermediate graduate
No:of respondent 35 35 25 15
Supervisor majdoor/
Explosive
Carrier
Greaser
Helper
A CaseNo:of
studyrespondent
on Employee Engagement in TATA STEEL, West Bokaro
35 Division,
10 at Q-ACD & Central
25 30
Garage Department.
Page 63
4. Year of service Less than 15 15-25 25-35 35-45
No:of respondent 20 25 35 20
needed? 0 10 10 0 80
yearly? 4 to 6 kaizens
14. Do you think quality circle tools are problem solving tools? 0 0 5 15 80
16. Do you feel that KAIZEN is necessary for the growth of the
KAIZEN? 0 10 0 10 80
0 0 10 5 85
ideas?
18. A
DoCase study
you feel on Employee
that your Engagement
ideas are implemented in yourinorganization
TATA STEEL, ? West 0Bokaro Division,
20 at 0Q-ACD & Central
70 10
Garage Department.
Page 64
Sr no. Questions strongly disagree neither agree agree strongly
by company ? 0 5 0
11 85
0 80 0
22. Do you feel that new ideas and initiatives improve your
24. Do you feel that your jobs are challenging and exciting? 0 0 0 5 95
26. If you are offered high salaried job and facilities in another
your work? 0 0
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
0 5 95
Garage Department.
31. Do you feel that there are promotion in right time?
Page 65 0 10 0 75 15
Employee Profile.
15%
20%
25-35 years
36-45 years
46-55 years
30% 56-above
35%
% of respondent.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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Qualification
5%
non metric
25% 35% metric
intermediate
graduate
35%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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Designation
operator
30%
35% auto- electrician
overman/supervisor
explosive carrier/general
majdoor/greaser helper
10%
25%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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Year of Service
20% 20%
less than 15
16-25 years
26-35 years
36-45 years
25%
35%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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QUESTIONNAIRE
1) Are you clearly aware of your role in this organization?
11%
Strongly disagree
Disagree
neither agree nor
disagree
Agree
89% Strongly agree
About = 100% of employees aware of their role in TATA STEEL. It means every employees of TATA
STEEL aware about their job what they have to do actually.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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3%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
97%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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20%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
80%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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5%
strongly disagree
disagree
neither agree nor
disagree
agree
95% strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5% 5%
strongly disagree
10% disagree
neither agree nor
disagree
agree
80%
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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10%
strongly disagree
10%
disagree
neither agree nor
disagree
agree
80%
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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strongly disagree
30% disagree
50% neither agree nor
disagree
agree
20%
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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strongly
20% disagree
30%
disagree
neither agree
nor disagree
30%
20% agree
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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5%
10%
30% 2
4
6-Jan
25% 8
5% more than these
nil
25%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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10%
5%
strongly disagree
5%
disagree
neither agree nor
disagree
20% 60% agree
strongly agree
5%
15%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
80%
10%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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5%
strongly disagree
25% disagree
40%
neither agree nor
disagree
agree
30% strongly agree
10%
20%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
70%
5%
10%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
85%
20; 20%
80; 80%
10%
strongly disagree
disagree
40%
neither agree nor
disagree
agree
50%
strongly agree
5%5%
strongly disagree
disagree
neither agree neither
disagree
agree
strongly agree
90%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
95%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5% 5%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
90%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5%5%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
90%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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10% 15%
strongly disagree
5% disagree
neither agree nor
disagree
agree
strongly agree
70%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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10% 15%
strongly disagree
5%
disagree
neither agree nor
disagree
agree
strongly agree
70%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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15% 15%
strongly disagree
5% disagree
neither agree nor
disagree
agree
strongly agree
65%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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5%
strongly disagree
disagree
neuther agree nor
disagree
agree
strongly agree
95%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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15% 10%
strongly disagree
disagree
neither agree
nor disagree
agree
strongly agree
75%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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strongly disaree
disagree
40%
neither agree nor
disagree
60%
agree
strongly agree
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
Garage Department.
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2%
strongly disagree
disagree
neither agree nor
disagree
agree
strongly agree
98%
Discipline.
System of work.
Company Code of Conduct.
Administration.
Rule and Regulation.
Cleaning at workplace.
Salary.
Goodwill.
Policy.
Growth of the company.
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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chart
disengaged; 15%
engaged; 15%
A Case study on Employee Engagement in TATA STEEL, West Bokaro Division, at Q-ACD & Central
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BIBLIOGRAPHY
Websites:
1. http:/www.tatasteel.com/
2. http:/www.tata.in/
3. www.google.co.in
Books
1. C.R Kothari- Research Methodology.
2. Stephin Robbins- Organizational Behaviour.
Magazines:
Annual report of TATA STEEL
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