INDEX

SR. NO TITLE PAGE NO.

1. INTORDUCTION TO TOPIC 01-24

2. RESEARCH METHODLOGY 25-30

3. DATA ANALYSIS AND 31-51

INTERPRETATION

4. CONCLUSION 52-53

5. LIMITATION 54-55

6. ANNEXURE 56-59
 CHAPTER-1

INTRODUCTION TO
THE TOPIC

1
INTRODUCTION TO THE PROJECT

Organization is nothing but a group of people whose activities have been planned &
coordinated to meet organization objectives. An organization that exists to produce &
services has a good chance to service & prosper it. It consists of right people.

The vast majority of people work to support themselves & their families. But
people work for many other reasons other than economic security e.g. many also work to
keep busy & feel useful, to create & achieve something. They want to gain recognition &
achiever status or to test & stretch their capabilities. To meet these multifarious needs,
people & organization join forces.

The biggest challenge to an the manager is to make all employees contribute to the
success of the organization in an ethical & socially responsible way. The society well-
being, to a large extend depends on its organization particularly business organization. It
is the business organization which makes goods & service available, provided job,
generate wealth & land stability & security to the people.

To assist employees in achieving their personal goals, at least in so for as these

goals enhance the individual’s contribution to the organization. Personal objective of
employees must be met if workers leave the organization is to be maintained retained &
motivated. Otherwise, employee performance & satisfaction may decline & employee
may leave the organization.

Human resource is the important factor of the organization. If this factor is not satisfied
or not work properly then organization cannot achieve their target.

For that purpose employees are of ten asked to supply Hindware information
about the content of job, given their familiarity with it. An organization expects accurate
information about the job as well as organization also concerned about the employee’s
reaction to having their jobs analyzed. In order to prevent employee dis-satisfaction
uncertainty & anxiety, organization should communicate the reason for conducting the
job analysis & keep the employee informed about employee satisfaction process.

2
1.Employees are the most valuable assets of an organization there should be a
conscious effort to realize goals by satisfying needs and aspiration of employees.

Organization must meet their goals by which employees feel satisfied in their
work lines due to the key strength of the company determined by the human power of the
organization.

Basically two types of functions performed by HR Manager these are operative &
managerial both function are helpful to get the employee satisfaction working in the
company.

3
 FUNCTION OF HRM

Operation Functions Managerial Functions

EMPLOYEE
SATISFACTION

Wages
Nature of work
Promotion Chances
Supervision
Work Group
Working Conditions

➢ Employee satisfaction surveys are a Hindware tool to a measure and benchmark the
satisfaction of employees. Local and productive employees are any business’s most
Hindware asset, yet few take time to measure their employees’ satisfaction. Even
fewer track how this measure moves over time.

➢ High employee satisfaction levels can reduce employee turnover.

Dissatisfied employees tend to perform below their capabilities, result in high
turnover of staff
4
 and leave their jobs relatively quickly and are not very likely to recommend the
company as an employer.

➢ Employee satisfaction research give employees ‘a voice’ and also allow the
pinpointing of problematic areas leading to the raising of staff satisfaction levels,
developing and reviewing of staff management and optimizing corporate
communication.

➢ Issues covered include the current workplace situation, management

styles/attitudes, internal communications, workplace atmosphere, corporate
culture/vision and image.
Employee satisfaction research encompasses many different research techniques but
the measurement of satisfaction is only the first step to improving employee satisfaction.

Job Satisfaction is influenced by:

Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority

Research done by various researcher show that satisfied, motivated employees will create
higher customer satisfaction and in turn positively influence organizational performance.
Noticing this trend, many organizations are investing in measuring and quantifying
employees opinions and attitudes by incorporating Employees Satisfaction Surveys into
their existing HR and organizational processes.

5
 By establishing frequent and consistent employee feedback processes,
enterprises can retain and develop their most Hindware asset: employees.

Benefits of Employee Satisfaction:

More Accurate Perspective:

Organization achieve a more accurate view of current policies and a more clear
perspective of issue that are of priority to employees than others, such as benefits versus
career development, versus compensation.
Increased Employee Loyalty:
By quantifying and analyzing employee attitudes and opinions, enterprises can
identify problem areas and solutions to create a supportive work environment encouraging
a motivated and loyal workforce.
Training Needs Assessment:
Employees Satisfaction Surveys aid in developing individual goals and
career potential. With more insight into their opinion and attitudes, management can
establish professional development initiatives.
Improved Customer Service:
Because motivated employees are critical to improved organizational initiative,
such as increasing customer satisfaction, enterprises that value had strive for greater
employee satisfaction ultimately create higher customer satisfaction.
A comprehensive employee satisfaction process can be keys to a more a
motivated and loyal workforce leading to increased customer satisfaction and overall
profitability for an enterprise.

6
“COMPANY PROFILE”

7
 INTRODUCTION

Hindustan Sanitaryware & Industries Ltd., (HSIL)

Brief History & Business of the Company

Hindustan Sanitaryware & Industries Ltd., (HSI) was established as Hindustan Twyfords
Ltd., in 1960 by the Somany Group, in collaboration with Twyfords Ltd., the Sanitaryware
giant of U.K. When the Indian company opted for exports, in order to avoid brand
interpolation in the international market, the company was given its existing name.

Initially, Twyfords U.K. had an equity of 26% in HSI but, as Twyfords U.K. itself
changed hands very often, sometimes being held by Groups who by themselves did not
have much interest in the housing or construction business (such as Reed- a large paper
conglomerate), and the fact that H.S.I. diversified and took over sick companies such as
Associated Glass Industries and Krishna Ceramics Ltd., by way of mergers which
resulted into dilution of Twyfords stake.

HSIL was the first company in India to manufacture Vitreous China Sanitaryware when
even in the U.K. production of such sanitary ware was only 50% of the total sanitaryware
being produced. From a meager start, the company today commands a 41% market share.
The installed capacity of 600 tonnes/year at the time of inception has now reached 32000
tonnes/year (2.8 million pieces/year), after the expansion and modernization at
Bahadurgarh, acquisition of Krishna Ceramics Ltd., at Bibinagar in 1989 and its merger
into HSI (Ceramic Divn.II) and also its modernization and expansion, and the acquisition
of Raasi Ceramics (Division of India Cements Ltd.,) recently in March 1999.

HSI has continuously reinvested in creating the finest production facilities. The company
has the largest of its kind 110 meter long, 5.5 meter wide open flame microprocessor
controlled and one of the most energy efficient kilns in the world. The company has also
invested significantly in a high-voltage electrostatic automatic glazing system, operating at
100,000 volts, for a superior glaze finish.

The company extensively uses battery casting for the highest productivity in sanitaryware
in the country.

8
HSI is first to help Indian Standards Institution (ISI) now named Bureau of Indian
Standards (BIS) to develop quality standards for sanitaryware industry and first to obtain
license for marking their products with ISI mark.

HSI is the only company in the sanitaryware field, which has an applied R&D Centre
recognized by the Ministry of Science & Technology, Govt. of India for more than 25
years.

The company has the largest product range to suite any bathroom economic or luxurious,
Indian style or European, conventional or ultra modern matched with whisper or
flamboyant colures.
With over 500 exclusive dealers and products available at nearly 10000 retail outlets,
backed by ISO 9002 certification at all units, FASCINATING HINDWARE aims to
enrichcustomer homes all over the country. The Bahadurgarh plant is also ISO 14001
certified. On the export front also, the company has done remarkably well and has
maintained itsstatus of the single largest exporter of sanitaryware in the country. In
this sector, new markets have been identified. The company has also developed new
models and new colours for these markets.

Glass Division of HSI was earlier “Associated Glass Ind. Ltd.,” incorporated in 1965 and
was promoted by a private promoter with financial participation of APIDC (a state
government financial institution). The plant was set up in 1966 and production started in
1972. The initial licensed capacity of the plant was 24000 tonnes/annum of glass bottles
and 1500 tonnes/annum of crystal ware. Factory started with two small furnaces (flint and
amber) with individual capacities of about 40 tonnes draw per day.

The unit was continuously faring badly because of lower capacity utilization and lower
efficiency. The unit became sick by the end of 1979 having accumulated losses over 150
million rupees. In June 1981 company was acquired by and merged in HSI and now is
known as AGI glaspac (A strategic Business Unit of HSI). An ambition program for
modernization was well implemented to achieve greater efficiency. This unit now ISO
9001 certified recently installed a state-of-the-art 250 TPD deep refiner type furnace and
supplies glass containers to a wide spectrum of industries with major quality conscious
multinational customers. With the commissioning of the new furnace, the production
capacity has increased to 110,000 tonnes/annum.

This unit is strategically located to supply to southern and western States.

What is at the heart of HSI? A value system that believes in no compromises, that believes
in offering total value to its customers and that believes in the integrity of character and
product. With a mindset like this, no wonder HINDWARE is fascinating,to say the least.

9
The company is proud to appear in the list of 100 best small and medium companies of the
world published by international magazine ‘FORBES’ in its November 1, 1999 issue.

The ‘H-Vitreous Hindware Brand’ has been conferred with the prestigious ‘Brand Equity
Award 1999’ by the PHD Chamber of Commerce & Industry, a leading chamber of
commerce

ORGANISATION AND LOCATIONS IN INDIA

FACTORIES

The Company has two plants for manufacturing sanitaryware and one for glass containers.
One plant for sanitaryware is located at Bahadurgarh in Haryana in North India and the
other two are in South India Hyderabad (A.P.). The container glass unit is at Hyderabad.
The plant at Bahadurgarh is the first sanitaryware plant in India to obtain the ISO:
9001:2000 series certification as well as the ISO 14001 certification. The other plants have
received ISO: 9002 certifications.

MANUFACTURING PLANT IS AT THE FOLLOWING PLACES:

BAHADURGARH:

HINDUSTAN SANITARYWARE AND INDUSTRIES Ltd,

BAHADURGARH 124507
DIST JHAJJAR, INDIA

TEL: +91-1276-212226/7/8
FAX: +91-1276-210138
EMAIL: gen@hindware.co.in
Website: www.hindwarebathrooms.com

HYDERABAD:

GLASS FACTORY ROAD,

Off. MOTI NAGAR
PB NO. 1930
SANATHNAGAR
HYDERABAD-500018

SECUNDERABAD:

10
304, ASHOKA BHOOPAL CHAMBERS,
SP.ROAD, SECUNDERABAD-500003
TEL-+91-40—27848416/7/9
EMAIL:marketing.hyd@hindware.co.in

OFFICES
The company has four registered offices in India. They are located at Delhi, Hyderabad,
Kolkata, and Mumbai.
DELHI MARKETING OFFICE:
11/B TEWARI HOUSE
PUSA ROAD
NEW DELHI

KOLKATA:
2, RED CROSS PLACE
KOLKATA-700001

11
TEL: +91-33-22487406/7
FAX: +91-33-22487045
EMAIL: hsikolsale@somanyent.com

MUMBAI:
14. VASWANI MANSIONS
D.W ROAD, BACKBAY RECLAMATION
MUMBAI-400020
TEL: +91-22-22044766, 22022247
EMAIL:Mumbai@hindware.co.in

OTHER OFFICES
BANGALORE:
FLAT NO.1, 1ST FLOOR
CRESCENT COURT APPARTMENT
CRESCENT ROAD, HIGH GROUNDS
BANGALORE-560001
TEL: +91-80-51136377
EMAIL:bangalore@hindware.co.in

CHENNAI:
M.K.M CHAMBERS
FIRST FLOOR 154&155
KODAMBAKKAM HIGH ROAD
CHENNAI-600034
TEL: +91-44-28220912
EMAIL: chennai@hindware.co.in

PUNE:
KRISHNA BUSINESS CENTER
600 DECCAN GYMKHANAS
OFF JANGLI MAHARAJ ROAD
PUNE-411004
TEL: +91-22-4019340

12
 CERAMIC DIVISION-I

D G M P .E n g r .

BRANDS

13
14
the leading faucet brands. In India, HSIL has

a strategic sales/marketing tie-up with

Grohe for marketing their products; and

over 30 distributors to support Grohe sales

all over India.

'Keramag' is the number 1 selling brand

from Europe’s largest bathroom product

company. In India, this select, upmarket

range of bathroom solutions is brought to

you by Hindustan Sanitaryware Industries

Ltd. (HSIL), through an exclusive tie-up

for their distribution. Keramag comes

with special features like Keratect glaze,

waste and overflow systems; dual-flush

removable seats; and the Kerafic invisible

fixing system. Now, these imported

sanitaryware products are sold across

India, by select dealers from the HSIL

network.

15
HR VISION

HR shall strive towards creating a learning organization of self directed and self
regulated, self motivated work groups coupled who synergies themselves towards
surpassing the highest standards of excellence and achievement of common objectives.

HR will act as a catalyst in creating a culture of openness and trust wherein each
member of the organization will have ample opportunity to actualize his/her full potential.

Empowerment and meaningful allocation of responsibilities coupled with

continuous learning and development on the basic tenet of HRD at HSIL.

HR aims to create a synchronous organization where each of its people provides

maximum value to their customer.

MISSION

We will strive to be the best in all we do and lead by example in our chosen field.

We will achieve excellence in team work through empowerment.

We will build a people organisation characterized by dignity and respect for every
individual.

We will recognize changing market needs and use new technology to build a financially
sound and profitable organisation.

As conscious corporate citizens, we will make continuous positive contributions towards

nation building.

18
VALUES AND BELIEFS

RESPONSIBLE We are responsible to our customers,

employees, community and other segments of society.

ETHICAL We are committed to the highest standards of ethics,

integrity, honesty and fairness in our approach. We have
respect and concern for individuals-customers, employees,
suppliers and other members of society.

INNOVATIVE We strive continually for newer and better ways to meet

the customer needs by innovatively improving our
products.
ENTERPRISING We constantly explore opportunities to expand our business
in pursuance to meeting our customers – changing needs
and expectations.

PROFITABLE We expect profit, profit from work that benefits

humanity. We maintain the financial health of the
enterprise and provide a very attractive return to our
shareholders

BUSINESS ETHICS

❖ HSIL expects its employees to act in accordance with the highest standards of
business conduct.
❖ HSIL will conduct its affairs in compliance with all laws and regulations andni
accordance with company’s ethical standards.
❖ All employees of HSIL are encouraged to contribute towards community
responsibilities.

HR OBJECTIVES

(1) Business Driven: HR shall be an integral part of company’s business plan and
strategies and shall proactively respond to the needs of business, to become a
major factor in achieving business objectives.

(2) Building Shared Visions: HR shall unearth shared picture of the future that fosters
genuine commitment within people who are fused together by common aspirations.

19
 (3) Competency Building: Competency of employees shall be continually enhanced
to attain world class performance/standards. HR shall act as catalyst in
providing avenues for developing world class competence.

(4) Continuous Improvement: HR will be developing tool for continuous

improvement within the organization as to respond to the organizational needs.

(5) Quality of Work Life: The quality of work life of the company shall be
continuously enriched by creating and sustaining healthy organization culture,
designing meaningful jobs and innovative HR practices and innovations.

QUALITY POLICY

WE ARE COMMITTED TO A CONTINUOUS IMPROVEMENT IN OUR

PRODUCTS AND SERVICES THROUGH INNOVATIVE TECHNOLOGY,
MEANINGFUL HUMAN RESOURCE DEVELOPMENT, INSTALLATION OF
QUALITY MANAGEMENT SYSTEMS OF NATIONAL/INTERNATIONAL
STANDARDS AND ESTABLISHING AND REVIEWING QUALITY OBJECTIVES
FOR SUPERIOR CUSTOMER VALUES AND ASPIRATIONS

QUALITY OBJECTIVES

TO BE COST EFFECTIVE AND PROFITABLE ORGANISATION.

TO RETAIN MARKET LEADERSHIP.

TO COMPLY WITH RELEVANT STATUTORY AND

REGULATORY REQUIREMENTS RELATED TO OUR PRODUCTS
TO CONTINUOUSLY TRAIN & UPGRADE SKILLS OF THE EMPLOYEES

ENVIRONMENTAL POLICY

HINDUSTAN SANITARYWARE & INDUSTRIES LIMITED,

BAHADURGARH is committed to:-

20
 Pursue sustainable growth while continually improving environmental performance
of our organisation.
Comply with relevant environmental legislations, regulations and other requirements.

Establish objectives and targets for environmental performance, review regularly

and revise policy, if required.

Promote increased environmental awareness among our people and interested parties.

HR POLICY

HSIL , fervently and strongly believes that Human Resources is the most valuable asset
of the Company and the HR policy is fused and dovetailed to the Corporate and business
goals , drawing support and continuity from the business philosophy which pivot around:

Deference and Respect for the

Individual Inherent potential of the
Individual
Each employee is an internal customer and we value his initiative,
inventiveness, creativity, provide opportunity for development, growth and promote
mutual trust.

The cardinal planks of HR policy are:

➢ Learning Organisation
➢ People Organisation
➢ Excellence in teamwork through empowerment
➢ Quality in all spheres of action
➢ Thinking and doing differently
➢ Reward linked to performance
➢ Growth based on potential
➢ Fair, truthful, ethical-action and image.

ORGANISATION

➢ Lean, trim and flexible

➢ Continuous enhancement of skills and encouragement of innovation ➢
Manpower optimization
➢ Greater use of Information Technology for optimization in all spheres
➢ Communication
➢ Succession Planning
➢ Career Plan
➢ Performance/ Productivity benchmarking

21
QUALITY PEOPLE

We believe in attracting, nurturing, developing and retaining the talent

through competitive compensation by:

Recruiting the best talent

Filling up identified positions with experienced persons meeting job requirements
conforming to Company norms.

TRAINING

Continuous up gradation of skills and need based training form the road map for
training and developmental activities.

INDUSTRIAL RELATIONS
➢ Management’s right to manage business
➢ Building bridges to the workmen based on trust and relationships
➢ Grievance Handling- immediate redressal
➢ Proactive Public Relations
➢ Safeguarding Management’s authority and image
➢ Enforcement of discipline
➢ Continuous Education

HUMAN RESOURCE PLANNING

Human Resources is the most valuable asset of any organization and business. It is more
valuable than capital or equipment. The key to success of any organization depend on the
people. Every forward looking and progressive organization to succeed and have cutting
edge over competitors call for right foundation and the right foundation is TQP, Total
Quality People- people with character, integrity, good values, positive attitude , a burning
desire and vision. Some of the greatest buildings have the strongest foundations. Just like
a great building stands on a strong foundation, so does success. And the foundation of
success is Total Quality People- people with character, integrity, good values, positive
attitude, a burning desire and vision.

ENCOURAGE CREATIVITY & INNOVATION TO DRIVE

3Ps (People, Processes & Products)

➢ We demonstrate leadership by advancing new technologies, innovative

manufacturing techniques, enhanced customer service, inspired management
and the application of best practices throughout our organization
➢ We aggressively pursue new business and determined to add value for our
customers with ingenuity, have a determination and a positive approach to every

22
 task, have a “can-do” sprit and a restless determination to continually improve
and excel
➢ We utilize our ability t o combine strength with speed i n responding
enthusiastically to every new opportunity and every new challenge

RESPECT FOR INDIVIDUAL

➢ We passionately believe that people are the most valued assets of our company,
and that they are essential participants with a shared responsibility in fulfilling our
mission
➢ We trust, inspire, and empower our people to set and achieve high expectations,
standards and challenging goals
➢ We treat all people with dignity and courtesy
➢ We strive to support mutually beneficial and enduring relationships with our
stakeholders

RESPECT FOR WORK-PLACE ETHICS

➢ We work smartly with passion, integrity, conviction and commitment

➢ We work in teams with a shared purpose and value individual ability and diversity
as essential to promote harmony and open communication. Each of us
succeeds individually ... when we, as a team, achieve success
➢ We respect and adhere t o company policies, systems and procedures

OBJECTIVE OF THE STUDY

➢ To find out the importance of already existing policies or bringing satisfaction

among the employees.
➢ To find out healthy relationship between employees and management and
recommend them respectively.
➢ To assess the existing satisfaction level of the employees.
➢ To check out the satisfaction level of employees regarding the existing HR
policies.
➢ To check out better working condition and smooth functioning in
the organization.

23
 SCOPE

In this project, Focus is on measuring the satisfaction of employee at

HINDWARE (Plant-CD-I). Satisfaction is measured in term of various parameters like
salary & wages, employee welfare, training & development etc.

For student or academicians, it gives the guidelines for conducting such surveys.
It assists the management to take corrective actions in order to give maximum
satisfaction to their employees.

This project provides the basis of innovation, identifies the critical areas to satisfy
an employee and , is an aid to decision making.

24
CHAPTER-2

25
 RESEARCH
METHODOLOGY

Research is an art of scientific investigation. It refers to a search for knowledge. The

advance Learner’s Dictionary English lays down the meaning of research as, “A careful
investigation or inquiry especially through search for new facts in any branch of
knowledge.”
Research Methodology is a way to systematically solve the research problem. Theresearch
begins its formation when the problem or objective of the research is identified for which
a research report is conducted. The main objective for which this report is carried out
is to find out “Satisfaction level of employees at HINDWARE.

In this present study descriptive type of research is used

Descriptive research includes surveys and fact-findings enquiries of different kind.
The major purpose of descriptive research is description of the state of affairs as it exists

at present. The main characteristics of this method are that the researcher has no control
over the variables; he can only report what has happened or what is happening.

Research Design:-

A research design is the arrangement of conditions for collection and analysis of data in a
systematic manner. In fact, the research design is the conceptual structure within which
research is conducted; it constitutes the blueprint for the collection, measurement and
analysis of data.

In this study Descriptive research studies is used because descriptive research studies
are those studies which are concerned with describing the characteristics of a particular
26
 individual, or a group and situation etc. and in this report the descriptive research design
is used to find out the satisfaction level of employees at HINDWARE.

The design in such studies must focus attention on the following or process in descriptive
research design is as follows:-
(a) Formulating the objective of the study.
(b) Designing the methods of data collection.
(c) Selecting the sample
(d) Collecting the data.
(e) Processing and analyzing the data.
(f) Reporting the findings.

Sources Of Data:-

The task of data collection begins after a research problem has been defined and research
design plan chalked out. Basically two types of data are available to the research namely:-

27
 Primary Data:- We collect primary data during the course of doing experiments
research but in case we do research of the descriptive type and performs surveys,
whether sample survey or census surveys, then we can obtain primary data either
through observation or through direct communication with respondents in one form
or another or through personal interviews.

Secondary Data:- Secondary data means data that are already available i.e., they
refer to the data which have already been collected and analyzed by someone else.

In the present study, primary as well as secondary data has been used.

Sample Design:-

In most of the research design it becomes almost impossible to examine the entire universe.
So the only alternative is to report to sampling. This is true for the present studyas well.
Basic principles to be followed in sampling are that the sample chosen must be
representative of entire universe to be studied.

In this present study universe is 120 and survey population is 100 peoples.

Sample Size:-

In this present study we have taken the sample size of 100 employees to get their views
regarding how much they are much satisfied with their job, training provided to them for
their future growth and other facilities provided to them. These 100 people included
employees of different level working in HSIL.

Sampling Method:-

28
In the present study, convenience sampling method has been used.

Data Collection Method:-

In dealing with any real life problem it is often found that data at hand are inadequate, and
hence, it becomes necessary to collect data that are appropriate. There are several ways of
collecting data which differ considerably in context of a survey, data can be otherresources
at the disposal of the researcher.

Primary Data can be collected through various methods like:-

Questionnaire method
Observation Method
Through Schedules
Interview method

In the present study Primary data is collected through Questionnaire cum personal
interview method.

Secondary data can be collected though various methods like:-

Magazines
Newspapers
Websites
Books

In the Present Study Secondary Data is collected through:-

Different Websites
Company Journals
Books

29
Analysis & Interpretation of Data:-

Data collection through Questionnaire resulted in availability of the desired information

but these were useless until these were analyzed. Various steps required for this purpose
were editing, coding and tabulating. Tabulating refers to bringing together similar data and
compiling them in an accurate and meaningful manner. In this present study the data
collected by questionnaire was analyzed, interpreted with the help of table, pie charts
and bar diagrams.

30
 CHAPTER-3
ANALYSIS &
INTERPRETATION
1.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR
COMMUNICATION WITH SUPERIOR
Table-1
Various Response %age
Strongly Agree 35
Agree 37
Neutral 8
Disagree 20
Strongly Dis-agree 0
Total 100

Graph-1

Strongly
Disagree, 0%
Disagree, 20%
Strongly
Agree, 35.00%
Strongly Agree
Neutral, 8% Agree
Neutral
Disagree
Strongly Disagree

31
 Agree, 37.00%

Interpretation:-
35% employees strongly agree that superior communicate to them what they expect and
37% employees are also quite but 8% employees are not agree with this statement and
8% 20% employees are disagree with the statement.

2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST OF

JOB
51%
Table-2
Various Response %age
Strongly Agree 20
Agree 50
Neutral 16
Disagree 14
Strongly Dis-agree 0
Total 100

Graph-2

Strongly
Disagree, 0% Strongly
Disagree, 14% Agree, 20.00%

Neutral, 16% Strongly Agree

Agree
Neutral
Disagree
Strongly Disagree
Agree, 50.00%

32
Interpretation:- 20% employees states their job are very interesting and 50% employees
also quite satisfy with the nature of the job they perform but 16% are neutral and 14% are
disagree with interest of job.

3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY

COMPANY
Table-3
Various Response %age

Strongly Agree 36

Agree 40

Neutral 8

Disagree 16

Strongly Dis-agree 0

Total 100

33
 Graph-3
Strongly
Disagree, 0%
Disagree, 16%
Strongly Agree,
Neutral, 8% 36.00% Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Agree, 40.00%

Interpretation:- 36% employees are very much satisfaction with holidays provided by
organization and 40% employees are quite satisfied but 8% employees neutral with the
statement and 16% employees are dissatisfied with holidays by the company.

4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOUR

Table-4
Various Response %age

Strongly Agree 28

Agree 50

Neutral 8

Disagree 10

Strongly Dis-agree 4

Total 100

Graph-4

34
 Strongly
Disagree, 4%
Disagree, 10% Strongly Agree,
28.00%
Neutral, 8%

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree
Agree, 50.00%

Interpretation:-28% employees are very satisfied with their working hour in the
organization and 50% employees are also satisfied with working hour, 8% employees are
quite satisfied, 10% people are disagree and 4% employees are strongly disagree with
their working hour in the organization

5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING &

DEVELOPMENT
Table-5
Various Response %age

Strongly Agree 20

Agree 30

Neutral 12
Disagree 16

Strongly Dis-agree 22

Total 100

Graph-5

35
 Strongly
Disagree, 0%
Disagree, 20%
Strongly Agree,
35.00%
Strongly Agree
Neutral, 8% Agree
Neutral
Disagree
Strongly Disagree

Agree, 37.00%

Interpretation:- 20% employees are very much satisfied with training & development
Program provided by company and 30% employees are satisfied with training &
development 12% employees are quiet satisfied with training & development 16%
employees are not satisfied and 22% employees are strongly disagree with training &
development program provided by company.

6.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY

SENIOR FOR EMPLOYEES GREIVENCES
Table-6
Various Response %age

Strongly Agree 16

Agree 48

Neutral 24

Disagree 8

Strongly Dis-agree 4

Total 100

Graph-6

36
 Strongly
Strongly
Disagree, 4%
Disagree, 8% Agree, 16.00%

Strongly Agree
Neutral, 24% Agree
Neutral
Disagree
Agree, 48.00% Strongly Disagree

Interpretation:-16% employees are very much satisfied with action taken by seniors for
employees grievances and 48% employees are satisfied and 24% employees and 24%
employees are quite satisfied but 8% employees are dis-satisfied action taken by seniors
for employees grievances and 4% employees are very dis-satisfied.

7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK METHOD

USES BY THEIR SENIOR.
Table-7
Various Response %age

Strongly Agree 16

Agree 50

Neutral 16

Disagree 18

37
 Strongly Dis-agree 0

Total 100

Graph-7

Strongly
Disagree, 0% Strongly
Disagree, 18% Agree, 16.00%

Strongly Agree
Neutral, 16% Agree
Neutral
Disagree
Strongly Disagree
Agree, 50.00%

Interpretation:-16% employees are very much satisfied with feed back method used by
their senior and 50% employees are satisfied, 16% employees are quite satisfied and 18%
people are disagree with feed back method used by their senior.

8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY

DISTRIBUTED IN THE WORK GROUP
Table-8
Various Response %age

Strongly Agree 8
Agree 48
Neutral 16
Disagree 24
Strongly Dis-agree 4
Total 100
38
 Strongly Strongly
Disagree, 4A
%gre e, 8.00%

Disagree, 24%

Strongly Agree
Agree
Neutral
Agree, 48.00% Disagree
Neutral, 16% Strongly Disagree

Graph-8

Interpretation:- 8% employees are very much satisfied regarding work is fairly

distributed in the work group, 48% employees are satisfied and 16% employees are quite
satisfied but 24% employees are disagree and 4% employees are strongly disagree with
the statement

9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS &

RECOGNITION SYSTEM
Table-9
Various Response %age
Strongly Agree 8
Agree 28

39
 Neutral 24
Disagree 28
Strongly Dis-agree 12
Total 100

Graph-9

Strongly Strongly
Disagree, 12% Agree, 8.00%

Agree, 28.00%Strongly Agree

Agree
Disagree, 28%
Neutral
Disagree
Strongly Disagree
Neutral, 24%

Interpretation:-8% employees are very much satisfied with rewards & recognition
system of the company and 28% employees are satisfied 24% employees are quite
satisfied but 28% employees are dissatisfied with rewards & recognition system and 12%
employees are very dissatisfied.

10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY

Table-10
Various Response %age

Strongly Agree 16

Agree 32

40
 Neutral 8

Disagree 32

Strongly Dis-agree 12

Total 100

Graph-10

Strongly Strongly Agree,

Disagree, 12% 16.00%

Strongly Agree
Agree
Disagree, 32% Neutral
Agree, 32.00% Disagree
Strongly Disagree
Neutral, 8%

Interpretation:-16% employees are very much satisfied with their salary. 32%
employees are satisfied and 8% employees are quite satisfied but 32% employee are
disagree with their salary and 12% employees are strongly disagree with their salary.

11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE

Table-11
Various Response %age

Strongly Agree 28
Agree 40

41
 Neutral 20

Disagree 8

Strongly Dis-agree 4

Total 100

Graph-11
Strongly
Disagree, 4%
Disagree, 8% Strongly
Agree, 28.00%

Strongly Agree
Neutral, 20%
Agree
Neutral
Disagree
Strongly Disagree

Agree, 40.00%

Interpretation:- 28% employees are very much satisfied with their work place. 48%
employees are satisfied and 20% employees are quite satisfied but 8% employee are
disagree and 4% employees are strongly disagree with work place.

12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY

Table-12
Various Response %age

Strongly Agree 16

Agree 20

43
 Neutral 20

Disagree 28

Strongly Dis-agree 16

Total 100

Graph-12

Strongly Strongly
Disagree, 16% Agree, 16.00%

Strongly Agree
Agree
Agree, 20.00%
Neutral
Disagree, 28%
Disagree Strongly
Disagree
Neutral, 20%

Interpretation:-16% employees are very much satisfied with promotion policy. 20%
employees are satisfied and 20% employees are quite satisfied but 28% employee are
dissatisfied and 16% employee are very dissatisfied with promotion policy.

13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIRPERFORMANCE

APPRAISAL SYSTEM
Table-13
Various Response %age
Strongly Agree 12

Agree 52

44
 Neutral 12
Disagree 16
Strongly Dis-agree 8
Total 100

Graph-13
Strongly Strongly
Disagree, 8% Agree, 12.00%

Disagree, 16%
Strongly Agree
Agree
Neutral, 12% Neutral
Disagree
Agree, 52.00% Strongly Disagree

Interpretation:-12% employees are very much satisfied with their performance appraisal
from their superior. 52% employees are satisfied and 12% employees are quite satisfied
with their performance appraisal system but 16% employee are disagree and 8%
employee are strongly diaagree with their performance appraisal system.

14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WELFARE

ACTIVITIES
Table-14
Various Response %age

Strongly Agree 0

Agree 48

46
 Neutral 16

Disagree 20

Strongly Dis-agree 16

Total 100

Graph-14
Strongly
Strongly Agree, 0.00%

Disagree, 16%

Strongly Agree
Agree, 48.00%Agree
Disagree, 20%
Neutral
Disagree
Strongly Disagree
Neutral, 16%

Interpretation:- 48% employees are satisfied with their welfare activities and 16%
employees are quite satisfied but 20% employee are disagree and 16% employee are
strongly disagree with their welfare activities.

15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE

GROWTH IN THE COMPANY
Table-15
Various Response %age

Strongly Agree 12

Agree 52

47
 Neutral 20

Disagree 8

Strongly Dis-agree 8

Total 100

Graph-15
Strongly Strongly
Disagree, 8% Agree, 12.00%
Disagree, 8%

Strongly Agree
Agree
Neutral, 20%
Neutral
Disagree
Agree, 52.00% Strongly Disagree

Interpretation:-12% employees are very much satisfied about their future growth in the
cmpany. 52% employees are satisfied and 20% employees are quite satisfied with their
career but 8% employee are disagree and 8% employee are strongly disagree about their
future growth in the company .

FINDINGS

➢ LPS needs to focus on betterment of society.

➢ Training is not made as per new requirement as it should be fro Senior officials
also.
➢ Promotion and increment policies needs to be revised.

49
➢ More outdoor tours are needed for training.
➢ Management policies are not discussed with every dept. before implementation.
➢ Morale building is required.
➢ Need to improve information system.
➢ Management policy need to be transparent.
➢ Need to pay attention on promotion at lower level.
➢ Working facilities like gloves, glasses, helmets & fans etc. needs
To be used religiously
➢ Conveyance facilities need to be provided.

50
 SUGGESTIONS

➢ Promotion practices should be well defined & must be done in practices.

➢ Adequate rewards must be given to the employee either rewards may in the form of
monitory & non-monitory.

➢ Employees must be recognized by their potential or efforts apply in their jobs.

➢ Salary must be provided to the employees according to their potential.

➢ Adequate welfare activities should be adopted by company in regular intervals.

➢ Grievance should equally with all the employee working in the organization.

➢ Plans made should be strictly implemented it should not be in papers.

➢ Company should start its own conveyance facility for the comfort of employees.

➢ Meditation or yoga classes should be started so as to reduce the stress of employee.

➢ There’s need to focus more on fulfilling social responsibility towards society.

51
CHAPTER – 4
Conclusions

52
 CONCLUSION

In conclusion it can be said that employees in Hindware are satisfied with the
communication with their superiors. They are satisfied with their interest of job. They are
satisfied with holidays provided to them. They are also satisfied with their working hour
of their job. Employees are not so much satisfy with their training and development
program provided to them. They are satisfied with the authority and responsibility given to
them. Employees in Hindware are satisfied with the safety measures used in the
organization. They are also satisfied with the co-operation from co-workers. They are also
satisfied with the action taken by their seniors for employee grievances. Employees are not
satisfied with their reward and recognition system. Food provided in the canteenis not up
to the mark. Employees are not so much satisfied with their salary. They are also not much
satisfied with their workplace and promotion policy..

53
CHAPTER-5
Limitations

54
 LIMITATIONS

➢ Sample size does not exactly represent the total population.

➢ Language problem while interacting with few south Indian employees.

➢ Response from respondents may be different from actual view. Respondents

might not disclose actual views.

➢ As the study was conducted at one branch (group) only, result involving may not
be true at zonal level.

55
CHAPTER-6

ANNEXURE

56
 EMPLOYEE SATISFACTION QUESTIONNAIRE

The questionnaire contains a number of statements related to human resource policies,

systems and practices of the organization. The participants are required to choose one
option as their response out of five options given for each statement. These option are based
on FIVE POINTS SCALE – Strongly agree (SA), Agree (A), Neutral (N), Disagree
(D) and Strongly disagree (SD).
It is assured that individual response would be kept confidential and only the conclusion
or common views will be communicated to the top management.
Response
S. No. Statements
S A N D SD
A
1. My superior communicate clearly as to what is
expected of me.
2. My job is interesting enough to perform it well.
3. The number of holidays provided by LPS is
sufficient
4. The working hour in the company Industrial
Relation Satisfied.
5. Training & development is satisfactory
6. The responsibility and authority are clearly
defined.
7. The safety measures are sufficient
8. Co-operation from co-workers
9. The senior take immediate & suitable action to
redress grievance of subordinate.
10. The senior uses normally feedback method in all
these interaction
11. The team member share sufficient information
about important method affecting them.
12. Are you satisfied with the work given in the
workgroup.
13. Adequate reward & recognition system in the LPS
14. The food & snacks provided in the canteen are
hygienic & of reasonably good quality.

57
15. Are salary is given as per the capabilities of the
employees and ability of LPS
16. My work place is need & clean.
17. Are promotion policy of LPS is well defined & in
practice.
18. The good performance always receives praise
from superiors.
19. Are welfare activities followed one satisfactory
20. My career will have enough growth in LPS

58
 BIBLIOGRAPHY

➢ Kothari. C.R. Research Methodology- Methods and techniques, New Delhi,

Wiley Inernational Ltd.,2005
➢ Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing
House, 2002.

➢ Raom V.S.P Human Resource Management – Text & Cases, New Delhi, Excel
Books, 2003.
➢ Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance
Learning, April, 2002.
➢ Stephan P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of
India, 1989.
➢ Research Methodology Methods & Techniques , N K Malhotra.
➢ Axelrod and Wybenga (1985) in their study on perceptions.

➢ Carpenter and Nakamoto (1989) “pioneering advantage.

➢ Marketing Management: PHILIP KOTLER.
➢ Ofir and Simonson (2001) customer evaluations of quality and satisfaction.

59