COMPLETE PROJECT ON HR

A STUDY ON

EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES

DONE FOR

EVEREADY INDUSTRIES INDIA LTD..,

UNIT: NATIONALCARBON PLANT

CHENNAI

PROJECT REPORT

Submitted in partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

BY

CA JOSE KUMAR

Regd. No: 19808319001

Under the Valuable guidance of

Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd)

Professor

SRI VENKATESWARA UNIVERSITY

Tirupati

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.

For EVEREADY INDUSTRIES INDIA LIMITED.

UNIT: National Carbon plants,

G JAGANNATHAN

PERSONNEL OFFICER

REGD OFFICE: 1, MIDDLETON STREET, KOLKATTA – 700 071.

DIRECTORATE OF DISTANCE EDUCATION

SRI VENKATESWARA UNIVERSITY

TIRUPATI – 517 502

Date: ___________

CERTIFICATE

This is to certify that the project work entitled “A STUDY ON

EMPLOYEE’S 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.

Dr. G KRISHNA MOHAN, B.Tech, M.B.A., (P.hd)

Project Guide

Kandula School of Management

Kadapa – 516 003

DECLARATION

I here by declare that the project report entitles “A Study on

EMPLOYEE’S 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 (CA Jose Kumar)

Date : 19808319001

ACKNOWLEDGEMENT

I am very happy to present this dissertation report on “A Study on

“EMPLOYEE’S 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. Dr. G Krishna Mohan, B.Tech,

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

VENKATESWARA UNIVERSITY, TIRUPATHI for generously sharing their

insight and experience with me.

Finally, much credit goes to my beloved parents and close friends for their

contribution, who have given right inspiration, encouragement and support in my

efforts in successful completion of the research work.

(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 CONCEPTUAL FRAME WORK 23-29

CHAPTER-5 RESEARCH METHODOLOGY 30-32

CHAPTER-6 DATA ANALYSIS & INTERPRETATION 33-54

CHAPTER-7 FINDINGS AND SUGGESTIONS 55-57

ANNEXURES QUESTIONSNAIRE 58-61

BIBILOGRAPHY 62

EXECUTIVE SYNOPSIS

EXECUTIVE SYNOPSIS

INDUSTRY PROFILE

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.

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 consumer usage levels drive demand for replacement

batteries. Large companies have advantage in efficiency of operations and

economies of scale. Smaller producers compete by focusing on specialized product

offerings and superior customer service. Annual revenue per employee is about

$240,000.

PRODUCTS AND BUSINESS

1. Dry cell Batteries

2. Flash lights

3. Cinema Arc Carbons

4. Hard Facing Alloys

5. Gouging Electrodes

6. Photo Engraver Plates

PROFILE OF THE COMPANY

Eveready Industries India Limited is one of India’s most reputed FMCG

companies. The company has a portfolio comprising dry cell batteries (carbon zinc

batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and

packet tea. It has recently forayed into the mosquito repellent industry under the

brand name, ‘Poweron’. Eveready is India’s largest selling brand of dry cell

batteries and flashlights (torches) with dominant market shares of about 46%.

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.

NEED FOR THE STUDY:

People have always been central to organizations, but their strategic

importance is growing in today’s knowledge –based industries. An organizations

success increasingly depends on the knowledge, skills 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 is based on HR functions keeping in view of significance the

researchers has undertaken the study to know the employees opinion regarding the

activities in the organization.

Objectives 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.

REASEARCH METHODOLOGY:

Research design : Descriptive in nature

Research instrument : A well structured questionnaire

Population : 277

Sample size : 100

Sample procedure : convenience sampling

Sources of data : Primary & secondary data

Primary data : Primary data was collected using

Questionnaire the information was

collected from the employees through personal

contacts

Secondary data : Secondary data about the company profile

and other details were collected from the

company’s website i.e., www.eveready.com and

various journals, books & broachers.

Statistical data : simple percentage and weighted average

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.

2. The management may provide better compensation packages in time when

employees met with an accident.

3. The management is providing follow up orientation classes but it is

suggestible to follow the supervisor induction classes along with the follow

up orientation classes.

4. 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.

5. The management has to bring some changes in production department which

includes the following aspects like establishment of new machinery

infrastructure.

6. Management may provide better medical facilities including provision of

medicines and availability of specialist doctors round the clock and

ambulance facilities.

7. Management can improve safety measures like providing of shoes, cap,

gloves and Aprons to workers.

8. Management may provide loan facilities to workers which Education Loan,

Personal loan and Transportation.

9. Management may take care to provide tasty food for workers in the canteen

equally with executive.

INDUSTRIAL PROFILE

INDUSTRIAL PROFILE

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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

Eveready Industries India Limited is one of India’s most reputed FMCG

companies. The company has a portfolio comprising dry cell batteries (carbon zinc

batteries, rechargeable batteries and alkaline batteries), flashlights (torches) and

packet tea. It has recently forayed into the Mosquito repellent industry under brand

name, ‘Poweron’. EVEREADY is India’s largest selling brand of dry cell batteries

and flashlights (torches), with dominant market shares of about 46% 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.

The new tagline “The Next Century of Power” affirms Eveready’s

commitment to being technology leaders well into the future, evolving with

consumers to meet their changing needs. From small beginnings with an import

consignment in 1905 of Rs 500, Eveready today dominates the Indian market and

stands for portable power and light to millions of consumers.

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) Limited”. Incorporated

under Indian companies Act, 1913 June 20, 1934 with a registered office at

Calcutta, where it presently continues. On June 30, 1941 the name of the company

was changed to “National carbon Company (India) Limited”. On December 24,

1959, the name of company was further changed to “Union Carbide India Limited”

(UCIL).Recently on April 24, 1995 UCIL was renamed as Eveready Industries

India Limited.

Some of the major milestones for EVEREADY INDUSTRIES INDIA LTD

include the following:

1926: Commencement of battery business.

1956: Commencement of zinc rolling mill operation.

1958: Manufacture and sale of flashlight commenced.

1961: Commencement, manufacture and sale of chemicals and plastics (This

business was sold in 1989).

1965: Manufacture and sale of battery electrodes and cinema arc carbon

commenced.

1969: Start-up of the pesticides plant of Bhopal.

1971: Commencement of marine products business (closed in November

1983).

1972: Start-up of the electrolytic Manganese Die-Oxide plant.

1982: Start-up of the Nepal Battery Company, a joint venture at Katmandu,

Nepal.

1984: The Bhopal incident and shutdown of the pesticides plant.

1986: Divestiture of worldwide battery business (ex UCIL) by Union

Carbide Corporation to Ralston Purina.

1990: Suspension of operations at Srinagar Battery Plant due to civil unrest.

1992: Commencement of Computer Software Development business.

1992: Announcement of sale of UCIL shares by UCC.

1992: A modern facility for manufacturing UM3 (R-3) Penlight size metal

clad Batteries was installed at the Madras plant.

1993: Discontinuation of the Computer Software Development business.

1994: In mid-December final exist of UCIL and entry of Meleod Russel

(India) Ltd, a member of Williamson Major group as the majority share

holder of UCIL.

As a brand, the war cry promises empowerment to young

consumers in urban India.

The ionic symbol similarly stands for the assurance of power to

rural consumers.

Eveready’s packet tea business and poised for greater gains in market

share.

Symbol

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.

ORIGIN OF THE PLANT LOCATED IN CHENNAI:

In 1952 the National Carbon plant-Chennai is set upped. This is one of the

five Battery plants of the parent company Eveready industries India Ltd; The

Company starts its production in the year 1952 manufacturing “D” size Bare

Bottom Batteries, with an annual production of 10 million and 260 Hourly Rated

Workmen.

In 1965 Flat cell-manufacturing facility were added subsequently in 1971

“D” False Bottom and “AA” Batteries manufacturing facilities were installed. Late

cell manufacturing facilities were upgrade by installing, AMJ line, which

incorporates the latest Zinc Chloride technology and high level of automation. This

plant now manufactures “D” size Bare Bottom paper clad for flash light

application, False Bottom Batteries for heavy duty Transistors and multipurpose

application and “AA” Batteries for Cameras, Toys and other multipurpose

applications amounting to an annual volume of 220 million with 580 HRW.

This plant has a modern Quality Assurance system which comprises of built

in quality, on-line process control through programmable logic controllers and

computers and automatic electronic testing of final product. The associated floor

operations materials and finished goods control is done through computers, this

plant also utilizes non-conventional energy system i.e. Solar heating system for

process and wind mill for generating power.

This plant has a very detailed training programmer for all its employees,

which comprise both class room and On the Training to make them understand the

history of the company, business scenario, achievement it has accomplished future

goals, Excellence through Quality (EQ) tools employed in solving problems.

Quality circles, 5s, Etc.In the absence of any Manager the responsibility moves

upwards for re-delegation.

ORGANIZATIONAL STRUCTURE

NATIONAL CARBON PLANT, CHENNAI

VISION

For over a century, our corporation has been a partner to

consumers with our expertise in portable power and light.

Today, we endeavor to be the perfect Companion to consumers

by providing value-for-money brands with tangible Differentiation in

quality every day; we seek consumer proximity to ensure the enjoyment of

better living.

Our core competence will be based on these three core values

for the total synergy and future profitable growth of our corporation.

BOARD OF DIRECTORS

Chairman (Non-Executive)

Mr. BM Khaitan

Executive personnel

Executive Vice Chairman and Managing Director

Mr. Deepak Khaitan

Chief Executive Officer of the company

Whole Time Directors

Mr. Suvamoy saha

Non-Executive personnel

GENERAL MANAGER

ASSISTANT WORK MANAGER

MANAGEMENT REPRESENTATIVES

ENGINEERING MANAGER

PRODUCTION MANAGER

PERSONAL OFFICER

MATERIALS MANAGER

ACCOUNT MANAGER

Mr. Aditya Khaitan

Mr. Bhasker Mitter

Mr. Diwan Arun

PRODUCTS

DRY CELL BATTERIES

Carbon Zinc

Eveready industries India Limited are the World’s 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 digiLED torches offer benefits of low battery consumption, sharp

focus and white light…whereas 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 time’s 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 costumer-

specific requirements.

RESEARCH & DEVELOPMENT

Eveready’s research team constitute highly qualified Scientists, Engineers,

Chemists and Technicians dedicated to maintaining technology leadership in Zinc-

Carbon 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 Eveready’s 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 Company’s 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-

à-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”.

SALES & MARKETING

The company possesses none of the widest and deepest distribution

networks among FMCG companies in India, reflected in its premium band equity

and customer loyalty. To leverage the growth of this pan-national distribution

pipeline, the Company extended its product category to the marketing of packet

Tea, Mosquito repellents (Coil & Vaporizers), CFL lamp and dish wash bars. The

company also has ambitions, plans of making its foray in the area of FMCG

business based on its inherent strength of retail penetration will eventual translates

into a significant market share over the foreseeable future.

FINANCE

The company’s 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 has traditionally invested in information Technology (IT) to provide

effective business solutions amenable to inform decision making. The IT process at

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

HR team operates out of Corporate Office in Kolkatta

WORK ETHOS IN EVEREADY INDUSRIES INDIA LIMITED

Caring organization

Open environment

Functional team work

Focus on development

Performance driven culture

Open door policy

BUSINESS LOCATION

Manufacturing locations;

Batteries: -

Camper down (Kolkatta)

First modern battery plant established in the year 1938.

Plant output : 915 PPS

Capacity : 150 Mn

Taratola (Kolkatta)

Plant output : 2 D sized lines

Capacity : 150 Mn

Noida

Plant output : 1D sized line

Capacity : 160 Mn

Haridwar

Plant output : 2AA Rotary (MJ) lines

Capacity : 350 Mn

Chennai

Plant output : 1 D line-false bottom & 2 AA (MJ) lines

Capacity : 110 Mn

Hyderabad

Plant output : 1 D sized line

Capacity : 160 Mn

Selaqui

Plant output : AAA plant

Capacity : 90 Mn

Maddur

Plant output : 1 MJ D Line & 1 AA MJ Line

Capacity : 100 Mn & 108 Mn respectively

Flashlights

Tefco (Lucknow)

Others

Metco (Kolkatta) & Manali (Chennai): Zinc plants

Hyderabad: Electrode plant

Sales Branches:-

North : Delhi (Regional Office)

Indore, Delhi, Western UP & Jaipur

East : Kolkatta (Regional Office)

Mumbai & Ahmedabad

South : Chennai (Regional Office)

Chennai, Bangalore, Cochin & Hyderabad

Central :

Patna & Lucknow

BUSINESS DIVISIONS

Eveready Industries India Limited (EIL) is one of India’s 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 Company’s 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’ (co-

branded)

CONCEPTUAL FRAME WORK

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. A determination of the needs of the needs of an organization in terms of a

company’s short and long-term objectives, utilization of technology

(industry engineering industrial psychology, and mechanical engineering) of

production, deciding about the nature of product to be manufactured,

keeping in view the external environment public policy.

ii. The planning, development and designing of an organizational structure

through the fixing of the responsibility and designing of an organizational

structure through the fixing of the responsibility and authority of the

employees, so that organizational goals.

iii. Development inter-personal relationship through divisions of positions, jobs

and tasks; the creation of a healthy and fruitful interpersonal relationship;

and the formation of a homogenous, cohesive and effectively interacting

informal group.

2) STAFFING AND EMPLOYMENT

The staffing process is a flow of events which results in a continuous

manning of organizational positions at all levels-from the management to the

operative level. This process includes manpower planning, authorization for

planning, developing source of applications, evaluation of applicants, employment

decisions (selection), Offers (placement), induction and orientation, resignation

disability, and death).

i. Manpower planning is a process of analyzing the present and future

vacancies that may occur as a result of retirements, discharges, transfers,

promotions, sick leaves, leave of absence, or other reasons, and an analysis

of present and future expansion or curtailment in the various departments.

Plans are then formulated for internal shifts or cutbacks in manpower, for the

training and development of present employees, for the advertising

openings, or for recruiting and hiring new personnel with appropriate

qualifications.

ii. Recruitment id concerned with the process of attracting qualified and

competent personnel for different jobs. This includes the identification of

existing sources of the Labour market, the development of new sources, and

the need for attracting large number of potential applicants so that a good

selection may be possible.

iii. Selection process is concerned with the development of selection policies

and procedures and evaluation of potential employees in terms of job

specification. This process includes development of application blanks, valid

and reliable tests, interview technique, employee referral systems, evaluation

and selection of personnel in terms of job specifications, the making up of

final recommendations to the line management and the sending of offers and

rejection letters.

iv. Placement is concerned with the task of placing an employee in a job for

which he is best fitted, keeping in view the job requirement, his

qualifications and personality needs.

v. By induction and orientation is meant the introduction of an employee to

the organization and the job by giving him all the possible information

about the organization’s history, objectives ,philosophy, policies, future

development opportunities, products, goodwill in the market and in the

community, and by introducing him to other employees with whom and

under whom he has to work.

vi. Transfer process is concerned with the placement of an employee in a

position in which his ability can be best utilized. This is done by developing

transfer policies and procedures, counseling employees and line

management on transfers and evaluating transfer policies and procedure.

vii. Promotion process is concerned with the placement of an employee in a

position in which his ability can be best utilized. This is done by developing

transfer policies and procedures, counseling and employees and line ip

management on transfers and evaluating transfer policies and procedures.

viii. Separation process is concerned with the severing of relationship with an

employee on grounds of resignation, lay-off, death, disability, discharge or

retirement. Exit interviews of employees are arranged, causes of Labour

turnover are to be analyzed and advice is given to the line management on

the causes of, and reduction in, Labour turnover.

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. Wage and salary program consists of developing and operating a suitable

wage and salary program, taking into consideration certain facts such as the

ability of the organization to pay, the cost of living ,the supply and demand

conditions in labor market, and the wage and implemented, and their

effectiveness evaluated.

iii. The incentive compensation plan includes non-monetary incentives which

have to be developed , administered and reviewed from time to time with a

view to encourage the efficiency of the employee.

iv. The performance appraisal is concerned with evaluating employee

performance at work in terms of pre-determined norms/standards with view

to developing a sound system of rewards and punishment and identifying

employees eligible for promotions. For this purpose, performance appraisal

plans, techniques and programs are chalked out, their implementation

evaluated, and reports submitted to the concerned authorities.

v. Motivation is concerned with motivating employees by creating conditions

in which they may get social and psychological satisfaction. For this purpose

,a plan for non-financial incentives (such as recognition, privileges, symbols

of status ) is formulated ; a communication system is developed, morale and

attitude surveys are undertaken, the health of human organization diagnosed

and efforts are made to improve human relations in the organization. The

line management has to be advised on the implementation of the plan and on

the need, areas and ways and means of improving the morale of employees.

5. EMPLOYEE SERVICE AND BENEFITS

These are concerned with the process of sustaining and maintain the work force in

an organization. They include:

a) Safety provision inside the workshop. For this purpose, policies, techniques,

and procedure for the safety and health of the employees are developed; the

line management is advised on the implementation and operation of safety

programs training has to be given to first line supervisors and workers in

safety practices; the causes of accidents have to be investigated and data

collected on accidents; and the effectiveness of the safety programmes

evaluated periodically.

b) Employee counseling is the process through which employees are given

counsel in solving their work problems and their personal problems. the line

management has to be advised on the general nature of the problems which

the employees may face from time to time .

c) The medical services include the provision of curative and preventive

medical and health improvement facilities for employees, training in

hygienic and preventive measures are undertaken.

d) The recreational and other welfare facilities include entertainment services

like film shows, sports and games; and housing, educational, transport and

canteen facilities, free or at subsidized rates. Suitable policies and programs

are framed and efforts are made to administer these services satisfactorily.

The effectiveness of such programs has also to be evaluated.

e) Fringe benefits and supplementary items are made available to employees in

the form of:

i. Old age survivor’s and disability benefits, unemployment and

workman’s compensation.

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. Payments for time during which no work is done –paid vacation or

bonus in lieu of vacation, payment for holidays, paid sick and

maternity leave.

v. Profit-sharing benefits, stock options contribution to employees,

provident fund, employees educational expenditure and special wage

payments ordered by the courts.

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 today’s 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.

1) Formulating the objective of the study.

2) Design the methods of data collection.

3) Selecting the sample.

4) Collection the data.

5) Processing and analyzing the data.

6) Reporting the finds.

The research design is descriptive in nature and study in mainly based

on the data

Collected from primary as well as secondary sources.

DATA SOURCES:

The data is mainly collected through primary sources and secondary sources.

Primary data;

It contains o original information gathered for a specific purpose.The first hand

information has been collected through administering the questionnaire by direct

contact method and through informal meetings and observations.

Secondary data:

It contains information that already exists have been collected for another purpose,

the second hand information has been collected through company previous records,

annual reports, journals industrial magazines, broachers, internet.

RESEARCH APPROACH:

Survey method is used in the collection of needed information from the

respondents.

RESEARCH INSTRUMENT:

A STRUCTURED questionnaire consisting of 23 questions has been taken as the

research instrument.

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.

DATA ANALASYS AND INTERPRETATION

1. Satisfaction of recruitment process in the company.

S No Response No. of Respondent Percentage

1 Yes 100 100%

2 No 0 0%

Total 100 100%

Response Chart

IINFERENCE:

It is inferred that 100% of the respondents are satisfied with their

recruitment process.

2. Optional on jobs Transfer

Scale Response No. of Percentage Weighted Weighted

Respondents Score Total

1Highly

Satisfied40 40% 2 80

2 Satisfied 30 30% 1 30

3

Neither

satisfied

nor

dissatisfied

0 0% 0 0

4 Dissatisfied 20 20% -1 -20

5Highly

Satisfied10 10% -2 -20

TOTAL 100 100% 70

Weighted Average= Weighted Total/Total Number of Respondents=70/100=0.7

Response Chart

0

5

10

15

20

25

30

35

40

45

Highly satisfied Satisfied NeitherSatisfied norDissatisfied

Dissatisfied Highlydissatisfied

IINFERENCE:

40% respondents are highly satisfied with their job transfer,

30% are satisfied 20% are dissatisfied and 10% are highly dissatisfied.

3. Reaction of management with the Complaints

Scale ResponseNo. of

RespondentsPercentage

Weighted

Score

Weighted

Total

1 Very fast 10 10% 3 30

2 Fast 20 20% 2 40

3 Moderate 30 30% 1 30

4 Slow 25 25% -1 -25

5 Very Slow 15 15% -2 -30

TOTAL 100 100% 45


Response Chart

0

5

10

15

20

25

30

35

Very fast Fast Moderate Slow Very Slow

IINFERENCE:

10% of respondents are said that the management reacts very fast on

complaints,20% are said fast,30% are said moderate,25% are said Slow are 15%

are said very Slow.



Weighted

ScoreWeighted Total

1Strongly

Agree60 60% 2 120

2 Agree 10 10% 1 10

3

Neither

agree nor

disagree

0 0% 0 0

4 Disagree 10 10% -1 -10

5Strongly

Agree20 20% -2 -40

TOTAL 100 100% 80

4. Training helps to improve the performance of the employee


Response Chart

0

10

20

30

40

50

60

70

StronglyAgree

Agree Neither agreenor disagree

Disagree StronglyAgree

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



Weighted

Score

Weighted

Total

1 Very Strict 30 30% 3 90

2 Strict 30 30% 2 60

3 Normal 40 40% 1 40

4 Loose 0 0% -1 0

5 Very Loose 0 0% -2 0

TOTAL 100 100% 190


Response Chart

0

5

10

15

20

25

30

35

40

45

Very Strict Strict Normal Loose VeryLoose

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

Scale Response

No. of

Responden

ts

PercentageWeighte

d Score

Weighted

Total

1Excellen

t

1

0

10

%3

3

0

2Very

good

6

0

60

%2

1

2

0

3 Average1

0

10

%1

1

0

4 Poor2

0

20

%

-

1

-

2

0

5Very

poor0 0%

-

20

TOTAL

1

0

0

100

%

1

4

0

Weighted Average= Weighted Total/Total Number of

Respondents=140/100=1.40

Response Chart

0

10

20

30

40

50

60

70

Excellent Very good Average Poor Very poor

IINFERENCE:

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.

7. Main reason for industrial disputes

Scale Response

No.

of

Re

spo

nde

nts

Percentage

1 Compensation 40 40%

2 Bonus 20 20%

3Welfare

Measures30 30%

4 Rights 10 10%

TOTAL 100 100%

Response Chart

0

5

10

15

20

25

30

35

40

45

Compensaton Bonus WelfareMeasures

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.


RespondentsPercentage Weighted Score

1Highly

Satisfied10 10% 2

2 Satisfied 20 20% 1

3

Neither

satisfied

nor

dissatisfie

d

0 0% 0

4Dissatisfie

d30 30% -1

5Highly

Satisfied40 40% -2

TOTAL 100 100%

8. Satisfaction of Orientation classes in the company

Weighted Average= Weighted Total/Total Number of Respondents=-

70/100=-0.7

Response Chart

0

5

10

15

20

25

30

35

40

45

Highly Satisfied Satisfied Neithersatisfied nordissatisfied

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.

9. Rewards system helps to motivate the employee

Sc

ale

R

e

N

o

Per

cent

We

igh

We

igh

s

p

o

n

s

e

.

o

f

R

e

s

p

o

n

d

e

n

t

s

age

ted

Sc

ore

ted

Tot

al

1

S

t

r

o

n

g

l

y

A

g

r

e

e

2

0

20

%2 40

2

A

g

r

e

e

4

0

40

%1 40

3

N

e

i

t

h

e

r

a

g

r

e

e

n

o

r

d

i

s

a

g

r

e

e

0 0% 0 0

4

D

i

s

a

g

r

e

e

3

0

30

%-1 -30

5

S

t

r

o

n

g

l

y

A

g

r

e

e

1

0

10

%-2 -20

T

O

T

A

L

1

0

0

100

%30

Weighted Average= Weighted Total/Total Number of Respondents=-

30/100=0.3

Response chart

0

5

10

15

20

25

30

35

40

45

StronglyAgree

Agree Neither agreenor disagree


IINFERENCE:

20% of respondents are strongly agreed that they are motivated by the

rewards, 40% are agreed, 30% are disagreed & 10% are strongly

disagreed

10. Changes needed in the company

S.No Response

No. of

Respon

dent

Percentage

1 Yes 100 100%

2 No 0 0%

Total 100 100%

Response Chart

IINFERENCE:

It is inference that 100% of the respondents need the changes in the

company.

11. Optional on overall job satisfaction

Scale ResponseNo. of Respondents

PercentageWeighted Score

WeightedTotal

1Highly Satisfied

62 62% 2 124

2 Satisfied 30 30% 1 30

3Neither satisfied nor dissatisfied

0 0% 0 0


5Highly Satisfied

0 0% -2 0

TOTAL 100 100% 146

Weighted Average= Weighted Total/Total Number of Respondents=-146/100=1.46

Response Chart

0

10

20

30

40

50

60

70

HighlySatisfied

Satisfied Neithersatisfied nordissatisfied

Dissatisfied HighlySatisfied

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

Scale Response No. of Respondents Percentage

1 6-2 pm 70 70%

2 2-10 pm 10 10%

3 10-6 am 5 5%

4 General(8:15-4:30) 15 15%

TOTAL 100 100%

0

10

20

30

40

50

60

70

80

6-2 pm 2-10 pm 10-6 am General(8:15-4:30)

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

13. Opinion on shifts

S.NO Response No. of Respondents

Percentage Weighted score

Weighted total

1 Highly satisfied 60 60% 2 120

2 Satisfied 20 20% 1 20

3 Neither satisfied nor dissatisfied

0 0 0 0


5 Highly satisfied 0 0% -2 0

TOTAL 100 100% 120

Weighted Average = Weighted Total/ Total number of respondents=120/100=1.20

Response chart

0

10

20

30

40

50

60

70

Hig

hly

satisfied

Neither

satisfied

nor

dis

satisfied

Hig

hly

satisfied

IINFERENCE:

60% of the respondents are highly satisfied with their shifts,20% are the satisfied & 20% are dissatisfied.

14. Opinion on working conditions preventing in the company

Scale Response No. of despondence


Weited total

1 Excellent 20 20% 3 60

2 Very good 50 50% 2 100

3 Average 20 20% 1 20

4 Poor 10 10% -1 -10

5 Very poor 0 0% -2 0

Total 100 100% 170

Weighted Average =Weighted Total/Total number of respondents=170/100=1.70

Response chart

0

10

20

30

40

50

60

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.

15. Health measures provided by the company

Scale ResponseNo. of despondence

PercentageWeighted score

Waited total

1Highly satisfied

30 30% 2 60

2 Satisfied 15 15% 1 15

3Neither satisfied nor

0 0% 0 0

dissatisfied


5Highly satisfied

15 15% -2 -30

TOTAL 100 100% 5


Response chart

0

5

10

15

20

25

30

35

40

45

Hig

hly

satisfied

Neither

satisfied

nor

dis

satisfied

Hig

hly

satisfied

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.

16. Safety measures provide by the company

S.no Response No. of Responded Percentage

1 Yes 40 40%

2 No 60 60%

Total 100 100%

Response Chart

0

10

20

30

40

50

60

70

Yes No

IINFERENCE:

40% of the respodedents are satisfied & 60% are not satisfied with their safety measures provided by the company.

17. Quality of food served at the canteen.

Scale Response No. of respondence


Waited total

1 Highly satisfied

5 5% 2 10

2 Satisfied 5 5% 1 5

3 Neither satisfied nor

80 80% 0 0

dissatisfied4 Dissatisfied 5 5% -1 -5

5 Highly satisfied

5 5% -2 -10

TOTAL 100 100% 0

Weighted Average =Weighted Total/Total number of respondents=0/100=0

0

10

20

30

40

50

60

70

80

90

Hig

hly

satisfied

Neither

satisfied

nor

dis

satisfied

Hig

hly

satisfied

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.

18. Interaction levels in the company

Scale ResponseNo. of respondence

PercentageWeighted score

Waited total

1Highly satisfied

50 50% 2 100

2 Satisfied 15 15% 1 15

3 Neither satisfied nor

0 0% 0 0

dissatisfied


5Highly satisfied

15 15% -2 -30

TOTAL 100 100% 65


Response chart

0

10

20

30

40

50

60

Hig

hly

satisfied

Neither

satisfied

nor

dis

satisfied

Hig

hly

satisfied

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.

19. Providing of loan facility to the employees.

S.no Response No.of Responded Percentage

1 Yes 30 30%

2 No 70 70%

Total 100 100%

Response Chart

0

10

20

30

40

50

60

70

80

Yes No

IINFERENCE:

30% of the respodedents are satisfied & 70% are not satisfied with their safety measures provided by the company.

20.Token system in the company

S.no Response No.of Responded Percentage

1 Yes 60 60%

2 No 40 40%

Total 100 100%

Response Chart

0

10

20

30

40

50

60

70

Yes No

IINFERENCE:

60% of the respodedents are felt that token system is goog & 40% are not good.

21.Strictly considering attendance of the employees by the management

Scale ResponseNo. of Respondents Percentage

Weighted Score

Weighted Total

1Strongly Agree 50 50% 2 100

2 Agree 15 15% 1 15

3

Neither agree nor disagree 0 0% 0 0

4 Disagree 15 15% -1 -15

5Strongly Agree 20 20% -2 -40TOTAL 100 100% 60


0

10

20

30

40

50

60

StronglyAgree

Agree Neitheragree nordisagree


IINFERENCE:

50% of respondents are strongly agreed 15% are agreed, 315% are disagreed & 20% are strongly disagreed with their stickly gfollewed attendance.

22. Reson for absenteeism

S.No Response No. of respondence percentage

1 Sickness 40 40%

2 Personal problems 20 20%

3 Functions 30 30%

4 Others 10 10%

Total 100 100%

Response Chart

No. of respondence

0

10

20

30

40

50

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 AND SUGGESTIONS

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.

SuggestionThe management has to attend the individual complaints seriously and take action with in timeThe management may provide better compensation package in time when employees met with an accidentThe management may provide follow up orientation classes but it is suggestible to follow the supervisor induction classes along with the follow up orientation classesThe 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 infrastructureThe 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 workersManagement may proved loan facilities to workers which includes education loan, personal loan and transportationManagement 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 (d) Slow(e) Very slow

4. The training imparted to the employee helps to improve their performance (a) Strongly agree (b) Agree (c) Neither Agree nor disagree

(d) Disagree (e) Strong disagree

How the management reacts towards the punishment of the employee based on misconduct(a) Very strict (b) Strict (c) Normal (d) Loose(e) Very loose How do you feel about the industrial relations in the company?(a) Excellent (b) Very Good (c) Average (d) Poor(e)Very poor

7. What is the main reason for industrial disputes? (a)Compensation (b) Bonus (c) Welfare measures (d) Rights

Do you satisfied with the orientation or induction classes in the company(a)Strongly Agree (b) Agree (c) neither Agree nor Disagree(d)Disagree (e) Strongly Disagree

9. The reward in this company helps to motivate employees

(a) Strongly Agree (b) Agree (c) Neither Agree nor Disagree (d)Disagree (e) Strongly Disagree

10.Do you need any changes in the company (a) Yes (b) no

If yes why: -------If no why: --------- 11. Your opinion of overall job satisfaction(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d) Dissatisfied (e) Highly dissatisfied

12. Out of the following shifts of working which you feel comfort (a) 6-2 (b)2-10 (c)10-6 (d) General(8.15 to 4.30)

13.Your opinion regarding shifts(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d)dissatisfied (E)Highly dissatisfied

14.Your opinion on the working conditions prevailing in the company (a)Excellent (b) Good (c)average (d)poor (e) Very poor

15. The health measures Provided by the company is satisfied (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d)dissatisfied (E)Highly dissatisfied

16. Are you satisfied with the safety measures provided by the company (a) Yes (b) no

If yes why: -------If no why: ---------

17. Are you satisfied with the quality of food served at canteen in the company (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d)dissatisfied (E)Highly dissatisfied

18. The interaction levels in the company would be satisfied(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d)dissatisfied (E)Highly dissatisfied

19. The company is providing any loan facility to the company (a) Yes (b) no


20. The token system in the company is good (a) Yes (b) no


21. The attendance of employees is considered strictly by the management (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied(d)dissatisfied (E)Highly dissatisfied

22. The reason for absenteeism in the company (a) Sickness (Family Problems (c) functions (d) others

23. Give some suggestions for the organization development ---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

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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