EMPLOYEE SATISFACTION SURVEY-2010ON

TATA STEEL- AGRICO DIVISIONJAMSHEDPUR

A Summer Report submitted to the SRM University in partial fulfillment of the requirement for the award of the degree

OFMASTER OF BUSINESS ADMINISTRATION

BY

MALLICK NEHA SAMEEN ABSAR AZAM(REG.NO. 3510910399)

UNDER THE GUIDANCE OF

Prof. SRIVIDYA

SRM SCHOOL OF MANAGEMENTSRM UNIVERSITY

KATTANKULATHUR CAMPUSCHENNAI-603203

JULY 2010

GUIDED BY:-

Mr. Vijay Kumar Mr. Rashid JaffreyHead, New Prod. Dev. Manager, Business HRTata Steel - Agrico Division Tata Steel

SUBMITTED BY:-

Name : Mallick Neha Sameen Absar Azam

Regn. No. : 3510910399Institute : S. R. M. SCHOOL OF MANAGEMENT,

CHENNAI

DECLARATION    

I Mallick Neha Sameen Absar Azam, , a bonafide student of S.R.M School Of Management, hereby declare that the project entitled “STUDY ON EMPLOYEE SATISFACTION SURVEY 2010 “,

submitted in partial fulfillment for the award of the Degree of Master of Business Administration is my original work.

 

    Place: Mallick Neha Sameen

Absar Azam Date:

BONA FI

DE CERTIFICATE

It is certified that this project report titled “STUDY ON EMPLOYEE SATISFACTION SURVEY 2010 ” is the bonafide work of Miss.Mallick Neha Sameen Absar Azam who carried out project under my supervision.

Certified further, that to the best of my knowledge the work reported herein does not form part of any other project report or dissertation on the basis of which a degree or award was conferred on an earlier occasion on this or any other candidate.

Dr Jayshresh Suresh Mrs. SRIVIDYADean(MBA) (Project Guide)

Contents

1. Preface

2. Acknowledgement

3. Objective Of The Study

4. Executive Summary Of The Project

5. Introduction To TATA STEEL

6. H. R. Policies Related To Tata Steel

7. Introduction To Tata Agrico

8. Company Profile Of Tata Agrico

9. About Employee Satisfaction

10. Research Methodology

11. Data Analysis – Graphical Representation

12. Observation

13. Recommendation And Findings

14. Limitations

15. Bibliography

16. Questionnaire (Annexure – 1)

PREFACE

“Employees should have satisfaction at each level of their job not merely due to formality, but for their expression of gratitude towards the organisation.”

India has the second largest pool of human resources in the world. HRD is the continuous and dynamic process encompassing individuals , organisations and societies. The core of management –HUMAN is the essence of the human resource development. With this realisation several organisations are creating a proper management and employee relation to survive in a dynamic and competitive business environment and coping with the market changes, employee’s satisfaction, productivity and quality target.

It is actually the human brain and efforts that sets the machine in motion. Survey of employee satisfaction is one of the best tool in the hands of management for measuring the “Employee Satisfaction Level”.

This project includes relevant suggestions for maintaining and improving the satisfaction level of the employees of Agrico division.

This project has been prepared as an attempt to reach various sections such as the management students and other readers of the project and provide them with some useful information.

ACKNOWLEDGEMENT

When expressed in words the feeling of gratitude is only partly conveyed with humble submission.

At first I would like to acknowledge my thanks to my project guide Mr. Rashid Jaffrey manager, business HR, for his valuable and enlightened guidance with critical appraisal of ideas expressed in this project work. It is needless to say that without his kind cooperation, inspiration and moreover his patient and consistent guidance this project wouldn’t have been possible.

I wish to express my deep gratitude and respect to Mr Vijay Kumar, Head-NPD who also gave his valuable time , support encouragement and suggestions during the project, these were very essential to make this project a successful one.

I also appreciate the kind cooperation given by the members of tata steel and the Agrico division who have helped in conducting a small survey for finding out the prospectus of the value proposition and suggesting measures to improve it.

At the end I would like to thank the college authorities who gave us the permission to do the project in the world class branded company i,e. Tata steel . I would also like to thank all those who contributed directly or indirectly for the successful completion of this project.

Objective of the study

The performance of an employee in any organisation is directly related to his degree of satisfaction. Higher is the degree of satisfaction higher is his efficiency and performance level. Thus employee satisfaction is part and parcel of HRM in any organisation. High level of employees satisfaction increases the morale , improves efficiency , reduces employees turnover retes and strikes and improves production.

Survey of employee satisfaction is the best criteria for evaluating the “EMPLOYEE SATISFACTION LEVEL” of the employees. Thus our survey on the topic of employee satisfaction was conducted to find out the current status of satisfaction index and to avoid the occurrence of any future dissatisfaction and to attain the following objectives—

Finding out the current employee satisfaction index of Agrico division among the officers.

*performance management system *position at the company *leadership *company rating *job at TATA Agrico

For realistic and generous understanding of the employee level of this department

EXECUTIVE SUMMARY

It was a great opportunity to do this project for the TATA STEEL, Agrico division. The basic objective of the project is to find the level of employee satisfaction among the executives of Agrico.

Keeping the above objective in mind, every effort was made to reach the factual position at the ground level and tried hard to figure out the constraints. The questionnaire was prepared with due diligence so that concrete and real issues can be captured. We focused on areas such as

*performance management system *position at the company *leadership *company rating *job at TATA Agrico

The comprehensive data collected thereby was of quality and has thrown up some revealing facts. Detailed analysis of the raw data depicted the present satisfaction level and the factors which decrease the satisfaction level of the customer.

Research shows that satisfied, motivated employees will create higher customer satisfaction and in turn positively influence organisational performance. Observing this trend, many organisations are investing in measuring and quantifying employee options and attitudes by incorporating employee satisfaction survey and other similar tools.

The survey results show that the satisfaction level of employees is satisfactory for all the executives as a whole.

Necessary measures are being taken to satisfy the employees regarding their cash and non cash benefits and their comfort level.

In fact , the brand equity of the group has been known for a high degree of trust ,loyalty, worthy price and dependability. Tata’s are known by their brand and their endeavor is for carving a niche in whatever business they are in. Tata’s have maintained high standards in addressing the employees welfare and I am sure the outcome of this study will be taken in a right perspective and hope it will act as a tool for improving the employees satisfaction in the Agrico division.

INTRODUCTION TO TATA STEEL

Backed by 100 glorious years of experience in steel making, Tata

Steel is the world’s 6th largest steel company with an existing

annual crude steel production capacity of 30 Million Tonnes Per

Annum (MTPA). Established in 1907, it is the first integrated steel

plant in Asia and is now the world`s second most geographically

diversified steel producer and a Fortune 500 Company. Tata Steel

has a balanced global presence in over 50 developed European and

fast growing Asian markets, with manufacturing units in 26

countries.

Tata Steel`s Jamshedpur (India) Works has a crude steel

production capacity of 6.8 MTPA which is slated to increase to 10

MTPA by 2010. The Company also has proposed three Greenfield

steel projects in the states of Jharkhand, Orissa and Chhattisgarh

in India with additional capacity of 23 MTPA and a Greenfield

project in Vietnam.

Tata Steel’s vision is to be the global steel industry benchmark for

Value Creation and Corporate Citizenship.

Tata Steel India is the first integrated steel company in the world,

outside Japan, to be awarded the Deming Application Prize 2008

for excellence in Total Quality Management.

Products: Tata Steel`s Jamshedpur Works produces hot and cold

rolled coils and sheets, galvanized sheets, tubes, wire rods,

construction rebars and bearings. In an attempt to 'decommoditise'

steel, Tata Steel has introduced brands like Tata Steelium (the

world's first branded Cold Rolled Steel), Tata Shaktee (Galvanized

Corrugated Sheets), Tata Tiscon (re-bars), Tata Bearings, Tata

Agrico (hand tools and implements), Tata Wiron (galvanized wire

products), Tata Pipes (pipes for construction) and Tata Structura

(contemporary construction material).Apart from these product

brands, the company also has in its folds a service brand called

“steeljunction”. Corus’ main operating divisions comprise Strip

Products, Long Products and Distribution & Building Systems

Division. The NatSteel group produces construction grade steel

such as rebars, ‘cut-andbend’ cages for construction, mesh,

precage bore pile, PC wires and PC strand. Tata Steel Thailand

produces round bars and deformed bars for the construction

industry.

Corporate Sustainability: Regarded globally as a benchmark in

corporate social responsibility, Tata Steel's commitment to the

community remains the bedrock of its hundred years of

sustainability. Its mammoth social outreach programme covers the

company-managed city of Jamshedpur and over 800 villages in

and around its manufacturing and raw materials operations through

uplift initiatives in the areas of income generation, health and

medical care, education, sports, and relief.

A few Important Awards and Recognitions:

Tata Steel India awarded the Deming Application Prize

2008 for excellence in Total Quality Management. It is the first

integrated steel company in the world, outside Japan to get this

award.

World Steel Dynamics has ranked Tata Steel as the world's best

steel maker (for two consecutive years) in its annual listing in

February 2006.

Tata Steel has been conferred the Prime Minister of India's

Trophy for the Best Integrated Steel Plant five times.

It has been awarded Asia's Most Admired Knowledge

Enterprise award five times in 2003, 2004, 2006, 2007 and

2008.

Conferred the prestigious Global Business Coalition Award for

Business Excellence in the Community in recognition of its

pioneering work in the field of HIV/ AIDS awareness.

Tata Steel works has been conferred the prestigious social

accountability (SA) 8000 certification by social. Accountability

international (SAI), USA. It is the first steel company in the

world to receive this certificate.

COMPANY HR REALTED POLICIES

In adherence to the Tata Code of Conduct, Tata Steel’s policies pertain to active sets of principles, in

different areas of operation that help to bring uniformity in processes by clearly defining the Company’s

approach.

Corporate Social Responsibility & Accountability Policy

 

Tata Steel believes that the primary purpose of a business is to improve the quality of life of people

Tata Steel shall volunteer its resources, to the extent it can reasonably afford, to sustain and improve healthy and prosperous

environment and to improve the quality of life of the employees and the communities it serves.

Tata Steel shall conduct its business ever mindful of its social accountability, respecting applicable laws and with regard for

human dignity.

Tata Steel shall positively impact and influence its partners in fostering a sense of social commitment for their stakeholders.

 Date: 1st October 2009

HM Nerurkar

( Managing Director)

 Quality Policy

 Consistent with the group purpose, Tata Steel constantly strives to improve the quality of life of the communities it serves through

excellence in all facets of its activities.

We are committed to create value for all our customers and key stakeholders by continually standardizing, improving and innovating our

offerings, systems and processes involving all our employees.

 This policy shall form the basis of establishing and reviewing the Business Objectives and Strategies and shall be communicated across

the organization. The policy will be reviewed to align with business direction and to comply with all the requirements of TQM Principles.

 Date: 1st October 2009

HM Nerurkar

( Managing Director)

Human Resource Policy

 

Tata Steel is an equal opportunity employer.

 Tata Steel recognizes that its people are the primary source of its competitiveness.

 It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their

productivity.

 It will aim at ensuring transparency, fairness and equality in all its dealings with its employees.

 Tata Steel shall strive continuously to foster a climate of openness, mutual trust and teamwork.

 In the process Tata Steel shall strive to be the employer of choice by attracting the best available talent and ensuring a cosmopolitan

workforce.

 

Date: 1st October 2009

HM Nerurkar ( Managing Director )

 

HR DEPARTMENT AND ITS FUNCTION :

HR department is divided into two major function areas: HR Section: It takes care of officers :Major task undertaken by HR department is manpower planning, recruitment, compensation planning, perks & benefits, defining training needs, carrier planning , managing grievances & conflicts etc.IR Section: It takes care of Workers & Supervisors :Major task undertaken by IR department is manpower planning, Industrial Harmony , wages negotiation with management & union , recruitment, defining training requirement , managing grievances & conflicts , legal , disciplinary procedure , undertaking litigation on behalf of company in labour court, civil court & tribunalsHR PLANNING :MANPOWER PLANNING :

Manpower planning enables HR department to project its short to long term needs on the basis of its departmental plans so that it can adjust its manpower requirements to meet changing priorities. The more changing the environment the department is in, the more the department needs manpower planning to show:

• the number of recruits required in a specified timeframe and the availability of talent• early indications of potential recruitment or retention difficulties• surpluses or deficiencies in certain ranks or grades• availability of suitable qualified and experienced successors

RECRUITMENT AND SELECTION:

Tata Steel's recruitment policy is designed to attract the right talent at the right time, to enhance the net worth of human capital and to

obtain the best possible person-to-job, which will contribute to company's effectiveness.

The Company's Recruitment Policy aim at:

Being fair and consistent; Being non-discriminatory on the grounds of sex, race, age,

religion or disability; Conform to statutory regulations

TATA STEEL VALUE SYSTEM :

Values Expected Leadership Behaviour

Trusteeship Contributing to the cause of betterment of society

Excellence Motivate the organisation to be the best Drive for understanding of external best practices,

competitive position and Industry trends Constantly drive for excellence and raise the bar in

everything that they doIntegrity Be transparent in rationale for all decisions

Commit to clear, honest and interactive communicationRespect for Individuals

Encourage open and patient debate in a respectful manner

Value and respect employee opinions Treat all people at all site equally

Credibility Ensure implementation of decisions with full commitment

Encourage and adopt an Enterprise-first approach

INTRODUCTION TO THE AGRICO DIVISION

Agrico Division, a division of Tata Steel is the pioneer manufacturer of superior quality agricultural implements in the country. It was link with company by an entrepreneur during the pre-independence period in 1923. The company was formed with the objective of manufacturing Agricultural Implements/hand tools indigenously, at par with imported ones with respect to quality. The company was taken over by TATA STEEL in 1925. Since then it became a Division of the TATA Steel Company it has been the leading manufacturer of Shovels, Powrahs, Crowbars, Kudalies, Pickaxe and Hammers. These implements cater to the needs of Agricultural, Horticulture Industry, Maintenance of Roads, Dams, Railway- Tracks, Collieries, etc., in India and abroad.

It is located at Jamshedpur, Jharkhand and is engaged in the

design, manufacturing, marketing and sales of agricultural

implements and hand tools.

Today Agrico Business is based on 100% outsourced

manufacturing through external manufacturing units who

are supplied the raw material from TATA Steel for

conversion to the finished products. The manufacturing

activity is done through a number of External Processing

Agents (known as EPAs) located across the country. The raw

material in the form of Billets / HR Sheet is supplied to these

EPAs from Long Products and Flat Products Division of

Tata Steel for conversion to the required products. The

manufacturing is done by the EPAs as per the design,

drawing and standard operating processes of Agrico

Division. The finished goods from the EPAs are transferred

from the EPAs to the Consignment Agents (CA ) of Agrico

Division located across the country.

The skill and knowledge acquired over half a century,

improved methods of manufacture such as forging, and heat

treatment and strict supervision at every stage of

manufacture, guarantee consistently good quality and

durability of Agrico products.

During last 2-3 years, Agrico Division has diversified its

product portfolio by adding new item such as Khurpa,

Garden Tools, Files , mechanized implements such as

Cultivator, Disc & Rotavator.

Some of the products like Garden Tools, Khurpa and Files are

purchased from the suppliers directly and sold to our

customers .

All TATA Agrico implements are distributed all over the country through a network of consignment agents and distributors.

AGRICO Product Profile Business Type Exporter , Manufacturer

Export Percentage 8%

Primary Competitive Advantages

Quality products at competitive prices, Prompt delivery assured, PAN India Brand

No of Staff 23

Year of Establishment 1923

Export Markets Worldwide

OEM Service Provided Yes

Production Type Automatic & semi-automatic

No of Engineers 15

Monthly Production Capacity

10 Lac Pcs

Product Range Agriculture and Garden Tools Hoe Pick-Axe Shovel Crowbar Sledge Hammer Sickle Khurpa Garden Tool Axe Pick Mattock Bill Hook Cane Chopper Spade & Fork

Mechanized Implements Tiller Shoe Harrow Disc Chaff Cutter Rotavator Blade Rotary Tyne

General Purpose Hand Tools Steel File Spanner Wrenches Hammer

Screw Drive

EMPLOYEE SATISFACTION

DefinitionEmployee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement

More about employee satisfaction

To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully.

Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.

Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies. While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing

workers that they are being heard and putting honest dedication into compromising will often help to improve morale.

Need for employee satisfaction1. Rapidly growing organization. When an

organization is growing quickly, it is critical to

find out how employees feel about their jobs, the

organization, and their fit and future within it.

2. High or

growing

turnover

rate.

While

some

industries

have a

naturally

high

turnover, growing turnover is a problem for any

organization. If your absolute level of turnover

exceeds the industry average, you have a

problem that an employee satisfaction survey is

the first step to solving.

3. Excessive rumours. A strong rumour mill is

symptomatic of other problems in the

organization. These can include

communications, trust, and fear. Only a survey

can uncover the extent to which any of these

issues exists.

4. Planned or recent organizational changes,

including change of leadership. Change can

be difficult for many people. If not handled

properly, productivity and profits can decline.

5. Highly competitive industry. In a highly

competitive industry, turnover minimization and

productivity and creativity maximization are

keys to success. Staying in touch with

employees is necessary to facilitate continued

competitiveness.

Steps in doing the survey

Points to remember while going through an employee satisfaction procedureKeeping your employees happy isn’t always easy,

1Determining the Need to

Survey

2.Selling the Survey to

Management

3. Determining What to Ask

4.Selecting the

Methodology

5. Proofing and Testing

6. Marketing the Survey

7. Inviting the Employees

8.Obtaining a High

Response Rate

9.Selecting the Norms to

Use

1

0.Interpreting the Results

1

1.Sharing the Results

1

2.Acting on the Results

but it is always important. A happy employee is likely to put his or her best work forward when he or she is happy in the position they hold. Studies have often shown that money is secondary to feeling needed and appreciated by the boss and the company. If the employee is unhappy, the amount of money you pay won’t make them do a better job or put in more time.

The first thing is, to know the employee’s name, there’s nothing worse than feeling like a number or feeling insignificant enough that the boss doesn’t care to know your name. They are an individual first, then an employee.

Take your employees needs and desires into consideration when doing scheduling. That doesn’t mean that you have to follow their schedule, just that you’re taking it into consideration and will explain to them why their schedule may not work. It feels good to at least have the importance to be considered.

Give your employee quarterly evaluations. Let them know how they’re doing. If they’re doing well, let them know and reward them. If they need improvement, tell them constructively. Everyone feels better when they know where they stand

If a higher position comes available and you have an employee qualified for it or with some training will be qualified for it, promote from within. Just because you have an employee that is very good at their job, doesn’t mean they don’t want to move up. Give them the choice and the chance.

5 Simple Actions You Can Take Today! Say thank you to your people regularly with

explanation for what it is that you appreciate in them.

Review any current bias in reward and plan to resolve to a timescale.

Find out from your people what they need to be happier in their work and involve them in resolving these issues. Resolve quickly those which are easy.

Spend time with your people to hear what is important to them (including non-work things) and value that in them. Show an interest.

Check what people think is expected of them and clarify immediately. Get this information out there to everyone.

RESEARCH METHODOLOGY

The method of data collection was on the based on questionnaire, which was distributed to the officers of the Agrico division .Under this method I used personal interview as well as observation method for collecting the data.Under the questionnaire method I had asked a set of question in a set of defined parameters.UNIVERSE- The universe of my study was the Agrico division of Tata steel.POPULATION- The population of my survey were the twenty five employees of Agrico division.PRIMARY DATA- For primary data collection I had used the method of personal interview and questionnaire(attached to annexure 1).SCOPE OF THE STUDY-To gaze the energy level of the HR/ employeesRATINGS- The ratings were following

*strongly agree*agree*neutral*disagree*strongly disagree

1)

Are you satisfied with your job at Tata Agrico

0

1

23

4

5

6

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

f E

mp

loye

es

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

The overall rating of all levels of management is 3.94 which shows that the employees agree that they are satisfied with their job at Tata agrico.But if we see level wise there exists a difference of opinion –

Top level rating- 4.2 (they have high satisfaction level with their job)

Senior level rating- 4( they also agree with the satisfaction level of their job)

Middle level rating- 3.6( the middle level employees seem to be neutral in their views)

Administrative level rating- 2(this shows that the employees in this level are not satisfied with their job)

2)

How committed are you at your job at Tata Agrico

0

1

2

3

4

Top m

anage

men

t

Senior

Man

agem

ent

Midd

le M

angem

ent

Admini

strat

ive S

uppo

rt

Levels of Management

No

. o

f E

mp

loye

es

Fully committed

SomewhatcommittedNot sure

Prefer to leave

3)

Job is Challenging

0

1

2

3

4

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels Of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

4)

Recieving supervision and feed back

0

1

2

3

4

Topmanagement

SeniorManagement

MiddleMangement

AdministrativeSupport

Levels of Mangement

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

5)

On the job training

0

1

2

3

4

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Mangement

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

6)

Opportunities for personal development

0

1

2

3

4

Top management Senior Management Middle Mangement AdministrativeSupport

Levels of Management

No.

of E

mpl

oyee

s

Excellent

Good

Average

Poor

Very Poor

7)

Opportunities for Advancement

0123456

Topmanagement

SeniorManagement

MiddleMangement

AdministrativeSupport

Level of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

8)

Team work within your department

0

1

2

3

4

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

9)

How would you like to refer a friend to Tata Agrico

0123456

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

f P

eop

le

Excellent

Good

Average

Poor

Very Poor

10)

Please rate Tata Agrico - Caring about employees

012345

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

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Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

11)

Please rate Tata Agrico - Attracting high quality employees

01234

Top

man

agem

ent

Sen

ior

Man

agem

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Mid

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Man

gem

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Adm

inis

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ive

Sup

port

Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

12)

Please Rate Tata Agrico - Retaining High quality employees

0

1

2

3

4

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

13)

Please rate Tata Agrico - Team Work across Department

01234

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

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Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

14)

Leadership at Tata Agrico - Setting Corporate Dimensions

012345

Top

man

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Levels of Management

No

. o

f E

mp

loye

es

Excellent

Good

Average

Poor

Very Poor

15)

Leadership at Tata Agrico - Keeping you informed

01234

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man

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Excellent

Good

Average

Poor

Very Poor

16)

Leadership of Tata Agrico - Caring about employees

0123456

Top

man

agem

ent

Sen

ior

Man

agem

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Mid

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Man

gem

ent

Adm

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Sup

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Levels of Management

No

. o

f E

mp

loye

es

Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

17)

Leadership at Tata Agrico - Serving as Ethical Role Model

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Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

18)

I am clear about the criteria based on which my performance will be assessed

(PMS)

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3

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StronglyagreeAgree

Neutral

Disagree

StronglyDisagree

19)

My superiors use the performance management system as a development

tool for me (PMS)

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Sen

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Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

20)

I recieve sufficient feed back about my performance (PMS)

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Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

21)

I recieve adequate technical/managerial training as per my job requirement - Training &

Development

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Sen

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Agree

Neutral

Disagree

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22)

I am satisfied with the training provided by my department - Trainig & Development

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StronglyagreeAgree

Neutral

Disagree

StronglyDisagree

23)

I am satisfied with the organization's promotion policy - Career Growth

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StronglyagreeAgree

Neutral

Disagree

StronglyDisagree

24)

I am satisfied with the present job rotation policy - Career Growth

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Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

25)

I am satisfied with the personal development plant at Tata Agrico - Career Growth

01234

Top

man

agem

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Sen

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Man

agem

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No

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Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

26)

I am satisfied with the internal recruitment policy at Tata Agrico - Career Growth

0

1

2

3

4

Top

man

agem

ent

Sen

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Man

agem

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Mid

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Man

gem

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Sup

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Levels of Management

No

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es

Strongly agree

Agree

Neutral

Disagree

StronglyDisagree

27)

My salary is appropriate as per my experience and skill as it is at par with

industry standards - Salary & Perks

0

1

2

3

4

Top

man

agem

ent

Sen

ior

Man

agem

ent

Mid

dle

Man

gem

ent

Adm

inis

trat

ive

Sup

port

Levels of Management

No

. o

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StronglyagreeAgree

Neutral

Disagree

StronglyDisagree

OBSERVATION

1) The overall rating about the satisfaction level of employees in Tata Agrico is 3.94 which can be said to be satisfactory. The top level management agree with their has a rating of 4.2 which shows that they are satisfied with their job but the administrative level has the lowest rating of 2 which shows their dissatisfaction and disagreement with the satisfaction level of their jobs.

2) All levels of management find their job quite challenging which can be assessed by the overall score which has a satisfied rating of 4.2. The highest scoring in this area is by the top level again with a score of 4.8 which indicates satisfactory result, whereas the lowest score of 3.5 is among the administrative support employees which shows that they are neutral in their decision.

3) The commitment level of the employees to Tata Agrico is some what committed as a result of the all over rating which is 3.16. Only the middle level management shows a rating of 2.8 which indicates that they are not sure about it yet.

4) The overall rating for supervision and feedback is 3.61, which shows a neutral response the highest rating for it is 4 from the senior level management. All other levels have a neutral response with an approximate score of 3.

5) On the job training is satisfactory at level levels with a neutral score of 3. Their does not exist any difference of opinion on this aspect.

6) All levels feel satisfactory for the opportunities for personal development with again a neutral score of 3.7. The senior level has

the highest rating of 4 for this area. Where as all other remain neutral.

7) All the levels of management feels tata agrico to be caring towards its employees they show a neutral response by an overall score of 3.7. It means they are satisfied with it.

8) As far as retaining high quality employees are concerned a neutral trend is observed with a scoring of approximately 3 by all levels of management.

9) All the levels are fairly satisfied by the salary and perks provided to them, this can be concluded by their score of 9.2. The highest level of satisfaction in this area is by the top level management with a score of 4.4. The lowest score is by the middle and administrative level with a score of 3.5 which is neutral.

10) The overall rating for the internal recruitment policy is 2.8 which shows the dissatisfaction of the people , the highest score in this area is 3 by the senior and administrative level, which shows their neutral response. The middle level management have a score of 2.5 which shows that they are not satisfied with this policy.

RECOMMENDATIONS & FINDINGS

Though Tata steel is a pioneer in implementing policies for the welfare and development of its employees, still there is much room for improvement in the satisfaction level of the employees in Agrico division.

For further improvement in the employee satisfaction index of this department following steps are to be recommended according to my findings based on personal interview of some of the employees at different levels in the organisation.

ALL LEVELS OF MANAGEMENT:-

1) Increased interaction with HR will help in surfacing some areas of concern/ communication need of the people.

2) There needs to be a more structured career path. As the job rotation and career planning initiative matures, it will address the career needs of the employees.

3) Positive trends are noticed in aspects like good teamwork challenging type of jobs and a lot of learning happening. I feel presently the people are working very effectively and are satisfied with the quality of job assigned to them. These aspects are very effective and need to be monitored for further scope of improvement in the near future.

4) There must be more transparency in the implementation of HR policies and it must be administered equitably.

ADMINISTRATIVE SUPPORT

5) The reward and appraisal system for appreciating the employees performance should be made more effective. There needs to be more focus on rewards and recognition of the officers.

6) the employees from administrative support are not very satisfied with the policies of the company regarding the salary.

Limitations

Time constraint for covering such a vast topic like employee satisfaction was a major limitation.

The busy schedule of the officers made it difficult to collect the responses on time

Satisfaction is an intangible factor that cannot be determined adequately . Moreover some psychological factors are always there to effect satisfaction level of a human being.

Bibliography

I would like to thank my project guid Mr. Vijay Kumar & Mr. Rashid Jaffrey for the successful completion of this project. The web sites referred by me were –

www.google.com

www.tatasteel.com

www.tataagrico.com

tata intranet

QUESTIONNAIRE – (ANNEXURE – 1)

Employee satisfaction survey for TATA AGRICO employees

* Required

Which of the following best describes your position in the Agrico Division ? * top management- IL2 $ IL3, senior management- IL4, middle level management- IL5$IL6

Top Management

Senior Management

Middle Management

Administrative Support

Which department do you work in Agrico? *

Marketing & Sales

Production

Supply Chain

New product Development

Other

How many years have you been with the Agrico Division ? *

0-2

2-5

5-10

>10

How many years have you been with TATA STEEL ? *

0-2

2-5

5-10

>10

Are you satisfied with work at Tata Agrico ? *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

How committed are you to a long-term at Tata Agrico ? *

Fully committed

Somewhat committed

Not sure how long i want to stay

Prefer to leave

How would you rate your job at Tata Agrico in each of the areas below ? * Excellent Good Average Poor Very Poor

Job is Challenging

Receiving superivision and feedback

On the job training

Opportunities for personal development

Opportunities for advancement

Teamwork within your department

How likely would you be to refer a friend to Tata Agrico as a place to work ? *

Very likely

Likely

Unlikely

Very Unlikely

Please rate Tata Agrico on the following dimensions : * Excellent Good Average Poor Very Poor

Caring about employees

Attracting high quality employees

Retaining high quality employees

Teamwork across departments

Valuing Diversity

How would you rate the leadership at Tata Agrico in the following areas ? * Excellent Good Average Poor Very Poor

Setting Corporate direction

Keeping you informed

Caring about employees

Serving as ethical role models

I am clear about the criteria based on which my performance will be assessed? *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

My superiors use the performance management system as a development tool for me *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I receive sufficient feedback about my performance *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I receive adequate technical /managerial training as per my job requirement. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I am satisfied with the training provided by my department. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I am satisfied with the organization promotion policy. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I am satisfied with the present job rotation policy of the Agrico Division. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I am satisfied with the personal developmen plan at Agrico Division. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

I am satisfied with the internal recruitment policy at Agrico Division. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree

My salary is appropriate as per my experience and skill and is at par with industry standards. *

Strongly agree

Agree

Neutral

Disagree

Strongly Disagree