Project Report- Employee Job Satisfaction

7/28/2019 Project Report- Employee Job Satisfaction

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HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

CHAPTER-1

INTRODUCTION TO

THE TOPIC

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INTRODUCTION TO THE PROJECT

Organization is nothing but a group of people whose activities have been planned &

coordinated to meet organization objectives. An organization that exists to produce &

services has a good chance to service & prosper it. It consists of right people.

The vast majority of people work to support themselves & their families. But

people work for many other reasons other than economic security e.g. many also work to

keep busy & feel useful, to create & achieve something. They want to gain recognition &

achiever status or to test & stretch their capabilities. To meet these multifarious needs,

people & organization join forces.

The biggest challenge to an the manager is to make all employees contribute tothe success of the organization in an ethical & socially responsible way. The society well-

being, to a large extend depends on its organization particularly business organization. It

is the business organization which makes goods & service available, provided job,

generate wealth & land stability & security to the people.

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

goals enhance the individuals contribution to the organization. Personal objective of

employees must be met if workers leave the organization is to be maintained retained &

motivated. Otherwise, employee performance & satisfaction may decline & employee

may leave the organization.

Human resource is the important factor of the organization. If this factor is not satisfied

or not work properly then organization cannot achieve their target.

For that purpose employees are of ten asked to supply Hindware information

about the content of job, given their familiarity with it. An organization expects accurateinformation about the job as well as organization also concerned about the employees

reaction to having their jobs analyzed. In order to prevent employee dis-satisfaction

uncertainty & anxiety, organization should communicate the reason for conducting the

job analysis & keep the employee informed about employee satisfaction process.

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1.Employees are the most valuable assets of an organization there should be a conscious

effort to realize goals by satisfying needs and aspiration of employees.

Organization must meet their goals by which employees feel satisfied in their

work lines due to the key strength of the company determined by the human power of the

organization.

Basically two types of functions performed by HR Manager these are operative &

managerial both function are helpful to get the employee satisfaction working in the

company.

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2

Employee satisfaction surveys are a Hindware tool to a measure and benchmark the

satisfaction of employees. Local and productive employees are any businesss mostHindware asset, yet few take time to measure their employees satisfaction. Even

fewer track how this measure moves over time.

High employee satisfaction levels can reduce employee turnover. Dissatisfied

employees tend to perform below their capabilities, result in high turnover of staff

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Operation Functions Managerial Functions

EMPLOYEE

SATISFACTION

WagesNature of work

Promotion Chances

SupervisionWork Group

Working Conditions

FUNCTION OF HRM


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and leave their jobs relatively quickly and are not very likely to recommend the

company as an employer.

Employee satisfaction research give employees a voice and also allow the

pinpointing of problematic areas leading to the raising of staff satisfaction levels,

developing and reviewing of staff management and optimizing corporate

communication.

Issues covered include the current workplace situation, management

styles/attitudes, internal communications, workplace atmosphere, corporate

culture/vision and image.

Employee satisfaction research encompasses many different research techniques but the

measurement of satisfaction is only the first step to improving employee satisfaction.

Job Satisfaction is influenced by:

Research done by various researcher show that satisfied, motivated employees will create

higher customer satisfaction and in turn positively influence organizational performance.

Noticing this trend, many organizations are investing in measuring and quantifying

employees opinions and attitudes by incorporating Employees Satisfaction Surveys into

their existing HR and organizational processes.

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Opportunity

Stress

Leadership

Work Standards

Fair Rewards

Adequate authority


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By establishing frequent and consistent employee feedback processes, enterprises

can retain and develop their most Hindware asset: employees.

Benefits of Employee Satisfaction:

More Accurate Perspective:

Organization achieve a more accurate view of current policies and a more clear

perspective of issue that are of priority to employees than others, such as benefits versus

career development, versus compensation.

Increased Employee Loyalty:

By quantifying and analyzing employee attitudes and opinions, enterprises can

identify problem areas and solutions to create a supportive work environment

encouraging a motivated and loyal workforce.

Training Needs Assessment:

Employees Satisfaction Surveys aid in developing individual goals and career

potential. With more insight into their opinion and attitudes, management can establish

professional development initiatives.

Improved Customer Service:

Because motivated employees are critical to improved organizational initiative,

such as increasing customer satisfaction, enterprises that value had strive for greater

employee satisfaction ultimately create higher customer satisfaction.

A comprehensive employee satisfaction process can be keys to a more a

motivated and loyal workforce leading to increased customer satisfaction and overall

profitability for an enterprise.

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COMPANY PROFILE

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INTRODUCTION

Hindustan Sanitaryware & Industries Ltd., (HSIL)

Brief History & Business of the Company

Hindustan Sanitaryware & Industries Ltd., (HSI) was established as Hindustan Twyfords

Ltd., in 1960 by the Somany Group, in collaboration with Twyfords Ltd., the

Sanitaryware giant of U.K. When the Indian company opted for exports, in order to avoid

brand interpolation in the international market, the company was given its existing name.

Initially, Twyfords U.K. had an equity of 26% in HSI but, as Twyfords U.K. itself

changed hands very often, sometimes being held by Groups who by themselves did not

have much interest in the housing or construction business (such as Reed- a large paper

conglomerate), and the fact that H.S.I. diversified and took over sick companies such as

Associated Glass Industries and Krishna Ceramics Ltd., by way of mergers which

resulted into dilution of Twyfords stake.

HSI was the first company in India to manufacture Vitreous China Sanitaryware

when even in the U.K. production of such sanitary ware was only 50% of the total

sanitaryware being produced. From a meager start, the company today commands

a 41% market share. The installed capacity of 600 tonnes/year at the time of

inception has now reached 32000 tonnes/year (2.8 million pieces/year), after the

expansion and modernization at Bahadurgarh, acquisition of Krishna Ceramics

Ltd., at Bibinagar in 1989 and its merger into HSI (Ceramic Divn.II) and also its

modernization and expansion, and the acquisition of Raasi Ceramics (Division of

India Cements Ltd.,) recently in March 1999.

HSI has continuously reinvested in creating the finest production facilities. The

company has the largest of its kind 110 meter long, 5.5 meter wide open flame

microprocessor controlled and one of the most energy efficient kilns in the world.

The company has also invested significantly in a high-voltage electrostatic automatic

glazing system, operating at 100,000 volts, for a superior glaze finish.

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The company extensively uses battery casting for the highest productivity in

sanitaryware in the country.

HSI is first to help Indian Standards Institution (ISI) now named Bureau of Indian

Standards (BIS) to develop quality standards for sanitaryware industry and first toobtain license for marking their products with ISI mark.

HSI is the only company in the sanitaryware field, which has an applied R&D

Centre recognized by the Ministry of Science & Technology, Govt. of India for more

than 25 years.

The company has the largest product range to suite any bathroom economic or

luxurious, Indian style or European, conventional or ultra modern matched with

whisper or flamboyant colures.

With over 500 exclusive dealers and products available at nearly 10000 retail

outlets, backed by ISO 9002 certification at all units, FASCINATING HINDWAREaims to enrich customer homes all over the country. The Bahadurgarh plant is alsoISO 14001 certified.

On the export front also, the company has done remarkably well and has

maintained its status of the single largest exporter of sanitaryware in the country.

In this sector, new markets have been identified. The company has also developed

new models and new colours for these markets.

Glass Division of HSI was earlier Associated Glass Ind. Ltd., incorporated in 1965 and

was promoted by a private promoter with financial participation of APIDC (a stategovernment financial institution). The plant was set up in 1966 and production started in

1972. The initial licensed capacity of the plant was 24000 tonnes/annum of glass bottlesand 1500 tonnes/annum of crystal ware. Factory started with two small furnaces (flint and

amber) with individual capacities of about 40 tonnes draw per day.

The unit was continuously faring badly because of lower capacity utilization and lower

efficiency. The unit became sick by the end of 1979 having accumulated losses over 150

million rupees. In June 1981 company was acquired by and merged in HSI and now isknown as AGI glaspac (A strategic Business Unit of HSI). An ambition program for

modernization was well implemented to achieve greater efficiency. This unit now ISO

9001 certified recently installed a state-of-the-art 250 TPD deep refiner type furnace and

supplies glass containers to a wide spectrum of industries with major quality consciousmultinational customers. With the commissioning of the new furnace, the production

capacity has increased to 110,000 tonnes/annum.

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

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What is at the heart of HSI? A value system that believes in no compromises, that

believes in offering total value to its customers and that believes in the integrity of

character and product. With a mindset like this, no wonderHINDWARE is fascinating,to say the least.

The company is proud to appear in the list of 100 best small and medium companies of

the world published by international magazine FORBES in its November 1, 1999 issue.

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

commerce

ORGANISATION AND LOCATIONS IN INDIA

FACTORIES

The Company has two plants for manufacturing sanitaryware and one for glass

containers. One plant for sanitaryware is located at Bahadurgarh in Haryana in NorthIndia and the other two are in South India Hyderabad (A.P.). The container glass unit is at

Hyderabad. The plant at Bahadurgarh is the first sanitaryware plant in India to obtain the

ISO: 9001:2000 series certification as well as the ISO 14001 certification. The otherplants have received ISO: 9002 certifications.

MANUFACTURING PLANT IS AT THE FOLLOWING PLACES:

BAHADURGARH:

HINDUSTAN SANITARYWARE AND INDUSTRIES Ltd,BAHADURGARH 124507

DIST JHAJJAR, INDIA

TEL: +91-1276-212226/7/8

FAX: +91-1276-210138

EMAIL: [email protected]: www.hindwarebathrooms.com

HYDERABAD:

GLASS FACTORY ROAD,

Off. MOTI NAGAR

PB NO. 1930SANATHNAGAR

HYDERABAD-500018

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SECUNDERABAD:

304, ASHOKA BHOOPAL CHAMBERS,SP.ROAD, SECUNDERABAD-500003

TEL-+91-4027848416/7/9

EMAIL:[email protected]

OFFICES

The company has four registered offices in India. They are located at Delhi, Hyderabad,Kolkata, and Mumbai.

DELHI MARKETING OFFICE:

11/B TEWARI HOUSEPUSA ROAD

NEW DELHI

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KOLKATA:

2, RED CROSS PLACEKOLKATA-700001

TEL: +91-33-22487406/7

FAX: +91-33-22487045EMAIL: [email protected]

MUMBAI:14. VASWANI MANSIONS

D.W ROAD, BACKBAY RECLAMATION

MUMBAI-400020

TEL: +91-22-22044766, 22022247EMAIL:[email protected]

OTHER OFFICES

BANGALORE:FLAT NO.1, 1ST FLOOR

CRESCENT COURT APPARTMENTCRESCENT ROAD, HIGH GROUNDS

BANGALORE-560001

TEL: +91-80-51136377EMAIL:[email protected]

CHENNAI:

M.K.M CHAMBERSFIRST FLOOR 154&155

KODAMBAKKAM HIGH ROAD

CHENNAI-600034TEL: +91-44-28220912

EMAIL: [email protected]

PUNE:

KRISHNA BUSINESS CENTER

600 DECCAN GYMKHANASOFF JANGLI MAHARAJ ROAD

PUNE-411004

TEL: +91-22-4019340

CERAMIC DIVISION-I

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BRANDS

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S r . G M - P r o d .

E x e c u t i v e S e c r e t a r y

G M P r o d .

M G R - Q A M g r . S t o r e M g r . P u r c h a s e

G M - I TH e a d - Q AG M P e r s .

S r . M g r . A / c

D G M P . E n g r . D G M D e s i g nD G M P . E n g .

A s s t t . M g r . W a

r e H o u s e

M g r . S p l . P r o j .M g r . P r o d . D y . M g r . G l a z i n

g & I n s p .

J M D

P r e s i d e n t

C M D


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The brand 'Hindware' commands more

than a third of the domestic sanitaryware

market, and is the leader in several areas.

Even on the international front, its parent

company, Hindustan Sanitaryware

Industries Limited (HSIL) is the leading

exporter of sanitaryware from India.

Indeed, HSIL today provides a complete

range of solutions: sanitaryware, bath

fittings, tubs, shower enclosures,

whirlpools and kitchen fittings. And this

is through an extensive, nationwide

network of more than 800 dealers and

20,000 sub-dealers.

'Grohe' is the largest faucet manufacturer

in Europe, and ranks amongst the top three

in the world. Truly international in scope,

Grohe is distributed in over 185 countries

and is recognized by custom made homes

and upscale remodeling projects as one of

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the leading faucet brands. In India, HSIL

has a strategic sales/marketing tie-up with

Grohe for marketing their products; and

over 30 distributors to support Grohe sales

all over India.

'Keramag' is the number 1 selling brand

from Europes largest bathroom product

company. In India, this select, upmarket

range of bathroom solutions is brought to

you by Hindustan Sanitaryware Industries

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

for their distribution. Keramag comes

with special features like Keratect glaze,

waste and overflow systems; dual-flush

removable seats; and the Kerafic invisible

fixing system. Now, these imported

sanitaryware products are sold across

India, by select dealers from the HSIL

network.

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An SBU of HSIL, 'Raasi Ceramics'

produces vitreous sanitaryware. Available

in a wide range of products at affordable

prices, it comes in 14 glittering colours.

Raasi is widely distributed, through our

250 Authorized Dealers. All of who are in

turn, serviced by the company's Re-

distribution Centres (RDC's).

Imported &

indigenously made

products in myriaddesigns and colours.

Indeed Hindware has anexcess of 200 products

in over 16 colours.

These are quite perfect

outside to inside. Their

advanced, all new 3Ctechnology prevents

leakages and drippingand also promises an

enduring performance.

Ergonomically designed

in various sizes, shapes,

& colours. In materials

ranging from steel andiron to fiberglass and

acrylic.

These come in various

styles & designs to suit

one's body type and to

harmonize with thesanitaryware in one's

bathroom.

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http://www.hindwarebathrooms.com/products/products.asp?catid=45http://www.hindwarebathrooms.com/products/products.asp?catid=45http://www.hindwarebathrooms.com/products/products.asp?catid=43http://www.hindwarebathrooms.com/products/products.asp?catid=43http://www.hindwarebathrooms.com/products/bathfittings.asphttp://www.hindwarebathrooms.com/products/bathfittings.asphttp://www.hindwarebathrooms.com/products/sanitaryware.asphttp://www.hindwarebathrooms.com/products/sanitaryware.asp


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A range of shower

enclosures incorporateimported partitions and

cubicles that are made

with toughened safetyglass.

These sinks are based

on the revolutionary 3-Step Deep Draw

Technology, ensuring

superior drainage andenhancing their strength

and life.

This set of washbasins and closets showcases the best

Italian designs. Fully imported and fashioned by state-of

theart technology, its colours and styles are stunning.

Further, its strength and quality is beyond compare.

Perfectly crafted, this assortment comprises closets and

washbasins in creative shapes and designs. Contemporary

colours, contours, curves and classical lines are all

elements in Hindwares Art Collection.

While this range is economical and functional, the closets

and basins have an aesthetic appeal, and they improve the

look and feel of any bathroom

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http://www.hindwarebathrooms.com/products/sanitaryware_hindware.asphttp://www.hindwarebathrooms.com/products/sanitaryware_hindware.asphttp://www.hindwarebathrooms.com/products/category.asp?catid=12http://www.hindwarebathrooms.com/products/category.asp?catid=12http://www.hindwarebathrooms.com/products/category.asp?catid=13http://www.hindwarebathrooms.com/products/category.asp?catid=13http://www.hindwarebathrooms.com/products/kitchensinks.asp?catid=49http://www.hindwarebathrooms.com/products/kitchensinks.asphttp://www.hindwarebathrooms.com/products/products.asp?catid=50http://www.hindwarebathrooms.com/products/products.asp?catid=50


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HR VISION

HR shall strive towards creating a learning organization of self directed and selfregulated, self motivated work groups coupled who synergies themselves towards

surpassing the highest standards of excellence and achievement of common objectives.

HR will act as a catalyst in creating a culture of openness and trust wherein each member

of the organization will have ample opportunity to actualize his/her full potential.

Empowerment and meaningful allocation of responsibilities coupled with continuous

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

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

maximum value to their customer.

MISSION

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

We will achieve excellence in team work through empowerment.

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

individual.

We will recognize changing market needs and use new technology to build a financially

sound and profitable organisation.

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

nation building.

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VALUES AND BELIEFS

RESPONSIBLE We are responsible to our customers, employees,

community and other segments of society.

ETHICAL We are committed to the highest standards of ethics,

integrity, honesty and fairness in our approach. We haverespect and concern for individuals-customers, employees,

suppliers and other members of society.

INNOVATIVE We strive continually for newer and better ways to meet thecustomer needs by innovatively improving our products.

ENTERPRISING We constantly explore opportunities to expand our business

in pursuance to meeting our customers changing needsand expectations.

PROFITABLE We expect profit, profit from work that benefits humanity.

We maintain the financial health of the enterprise and

provide a very attractive return to our shareholders

BUSINESS ETHICS

HSIL expects its employees to act in accordance with the highest standards ofbusiness conduct.

HSIL will conduct its affairs in compliance with all laws and regulations and in

accordance with companys ethical standards.

All employees of HSIL are encouraged to contribute towards communityresponsibilities.

HR OBJECTIVES

(1) Business Driven: HR shall be an integral part of companys business plan and

strategies and shall proactively respond to the needs of business, to become a

major factor in achieving business objectives.

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(2) Building Shared Visions: HR shall unearth shared picture of the future that

fosters genuine commitment within people who are fused together by common

aspirations.

(3) Competency Building: Competency of employees shall be continually enhanced

to attain world class performance/standards. HR shall act as catalyst in providing

avenues for developing world class competence.

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

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

(5) Quality of Work Life: The quality of work life of the company shall be

continuously enriched by creating and sustaining healthy organization culture,

designing meaningful jobs and innovative HR practices and innovations.

QUALITY POLICY

WE ARE COMMITTED TO A CONTINUOUS IMPROVEMENT IN OUR

PRODUCTS AND SERVICES THROUGH INNOVATIVE TECHNOLOGY,

MEANINGFUL HUMAN RESOURCE DEVELOPMENT, INSTALLATION OF

QUALITY MANAGEMENT SYSTEMS OF NATIONAL/INTERNATIONAL

STANDARDS AND ESTABLISHING AND REVIEWING QUALITY OBJECTIVES

FOR SUPERIOR CUSTOMER VALUES AND ASPIRATIONS

QUALITY OBJECTIVES

TO BE COST EFFECTIVE AND PROFITABLE ORGANISATION.

TO RETAIN MARKET LEADERSHIP.

TO COMPLY WITH RELEVANT STATUTORY AND REGULATORYREQUIREMENTS RELATED TO OUR PRODUCTS

TO CONTINUOUSLY TRAIN & UPGRADE SKILLS OF THE EMPLOYEES

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ENVIRONMENTAL POLICY

HINDUSTAN SANITARYWARE & INDUSTRIES LIMITED,

BAHADURGARH is committed to:-

Pursue sustainable growth while continually improving environmental performance

of our organisation.

Comply with relevant environmental legislations, regulations and other requirements.

Establish objectives and targets for environmental performance, review regularly and

revise policy, if required.

Promote increased environmental awareness among our people and interested parties.

HR POLICY

HSIL , fervently and strongly believes that Human Resources is the most valuable assetof the Company and the HR policy is fused and dovetailed to the Corporate and business

goals , drawing support and continuity from the business philosophy which pivot around:

Deference and Respect for the Individual

Inherent potential of the Individual

Each employee is an internal customer and we value his initiative, inventiveness,

creativity, provide opportunity for development, growth and promote mutual trust.

The cardinal planks of HR policy are:

Learning Organisation

People Organisation

Excellence in teamwork through empowerment

Quality in all spheres of action

Thinking and doing differently

Reward linked to performance

Growth based on potential

Fair, truthful, ethical-action and image.

ORGANISATION

Lean, trim and flexible

Continuous enhancement of skills and encouragement of innovation

Manpower optimization

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Greater use of Information Technology for optimization in all spheres

Communication

Succession Planning

Career Plan

Performance/ Productivity benchmarking

QUALITY PEOPLE

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

competitive compensation by:

Recruiting the best talentFilling up identified positions with experienced persons meeting job requirements

conforming to Company norms.

TRAINING

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

training and developmental activities.

INDUSTRIAL RELATIONS

Managements right to manage business

Building bridges to the workmen based on trust and relationships

Grievance Handling- immediate redressal

Proactive Public Relations

Safeguarding Managements authority and image

Enforcement of discipline

Continuous Education

HUMAN RESOURCE PLANNING

Human Resources is the most valuable asset of any organization and business. It is more

valuable than capital or equipment. The key to success of any organization depend on the

people. Every forward looking and progressive organization to succeed and have cuttingedge over competitors call for right foundation and the right foundation is TQP, Total

Quality People- people with character, integrity, good values, positive attitude , a burning

desire and vision. Some of the greatest buildings have the strongest foundations. Just likea great building stands on a strong foundation, so does success. And the foundation of

success is Total Quality People- people with character, integrity, good values, positive

attitude, a burning desire and vision.

ENCOURAGE CREATIVITY & INNOVATION TO DRIVE 3Ps

(People, Processes & Products)

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We demonstrate leadership by advancing new technologies, innovativemanufacturing techniques, enhanced customer service, inspired management and

the application of best practices throughout our organization

We aggressively pursue new business and determined to add value for our

customers with ingenuity, have a determination and a positive approach to everytask, have a can-do sprit and a restless determination to continually improve

and excel

We utilize our ability to combine strength with speed in respondingenthusiastically to every new opportunity and every new challenge

RESPECT FOR INDIVIDUAL

We passionately believe that people are the most valued assets of our company,

and that they are essential participants with a shared responsibility in fulfilling our

mission

We trust, inspire, and empower our people to set and achieve high expectations,standards and challenging goals

We treat all people with dignity and courtesy

We strive to support mutually beneficial and enduring relationships with our

stakeholders

RESPECT FOR WORK-PLACE ETHICS

We work smartly with passion, integrity, conviction and commitment

We work in teams with a shared purpose and value individual ability and diversity

as essential to promote harmony and open communication. Each of us succeeds

individually ... when we, as a team, achieve success

We respect and adhere to company policies, systems and procedures

OBJECTIVE OF THE STUDY

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

among the employees.

To find out healthy relationship between employees and management and

recommend them respectively.

To assess the existing satisfaction level of the employees.

To check out the satisfaction level of employees regarding the existing HR

policies.

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To check out better working condition and smooth functioning in the

organization.

SCOPE

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

HINDWARE (Plant-CD-I). Satisfaction is measured in term of various parameters like

salary & wages, employee welfare, training & development etc.

For student or academicians, it gives the guidelines for conducting such surveys.

It assists the management to take corrective actions in order to give maximum

satisfaction to their employees.

This project provides the basis of innovation, identifies the critical areas to satisfy an

employee and , is an aid to decision making.

CHAPTER-2

RESEARCH

METHODOLOGY24


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

advance Learners Dictionary English lays down the meaning of research as, A careful

investigation or inquiry especially through search for new facts in any branch of

knowledge.

Research Methodology is a way to systematically solve the research problem. The

research begins its formation when the problem or objective of the research is identified

for which a research report is conducted. The main objective for which this report is

carried out is to find out Satisfaction level of employees at HINDWARE.

In this present study descriptive type of research is used

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Descriptive research includes surveys and fact-findings enquiries of different kind.

The major purpose of descriptive research is description of the state of affairs as it exists

at present. The main characteristics of this method are that the researcher has no control

over the variables; he can only report what has happened or what is happening.

Research Design:-

A research design is the arrangement of conditions for collection and analysis of data in a

systematic manner. In fact, the research design is the conceptual structure within which

research is conducted; it constitutes the blueprint for the collection, measurement and

analysis of data.

In this study Descriptive research studies is used because descriptive research studies

are those studies which are concerned with describing the characteristics of a particular

individual, or a group and situation etc. and in this report the descriptive research

design is used to find out the satisfaction level of employees at HINDWARE.

The design in such studies must focus attention on the following or process in descriptive

research design is as follows:-

(a) Formulating the objective of the study.

(b) Designing the methods of data collection.

(c) Selecting the sample

(d) Collecting the data.

(e) Processing and analyzing the data.

(f) Reporting the findings.

Sources Of Data:-

The task of data collection begins after a research problem has been defined and research

design plan chalked out. Basically two types of data are available to the research

namely:-

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Primary Data:- We collect primary data during the course of doing experiments

research but in case we do research of the descriptive type and performs surveys,

whether sample survey or census surveys, then we can obtain primary data either

through observation or through direct communication with respondents in one

form or another or through personal interviews.

Secondary Data:- Secondary data means data that are already available i.e., they

refer to the data which have already been collected and analyzed by someone else.

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

Sample Design:-

In most of the research design it becomes almost impossible to examine the entire

universe. So the only alternative is to report to sampling. This is true for the present study

as well. Basic principles to be followed in sampling are that the sample chosen must berepresentative of entire universe to be studied.

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

Sample Size:-

In this present study we have taken the sample size of 100 employees to get their views

regarding how much they are much satisfied with their job, training provided to them for

their future growth and other facilities provided to them. These 100 people included

employees of different level working in HSIL.

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Sampling Method:-

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

Data Collection Method:-

In dealing with any real life problem it is often found that data at hand are inadequate,

and hence, it becomes necessary to collect data that are appropriate. There are several

ways of collecting data which differ considerably in context of a survey, data can be other

resources at the disposal of the researcher.

Primary Data can be collected through various methods like:-

Questionnaire method

Observation Method

Through Schedules

Interview method

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

interview method.

Secondary data can be collected though various methods like:-

Magazines

Newspapers

Websites

Books

In the Present Study Secondary Data is collected through:-

Different Websites

Company Journals

Books

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Analysis & Interpretation of Data:-

Data collection through Questionnaire resulted in availability of the desired information

but these were useless until these were analyzed. Various steps required for this purpose

were editing, coding and tabulating. Tabulating refers to bringing together similar data

and compiling them in an accurate and meaningful manner. In this present study the

data collected by questionnaire was analyzed, interpreted with the help of table, pie

charts and bar diagrams.

CHAPTER-329


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ANALYSIS &

INTERPRETATION

1.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR

COMMUNICATION WITH SUPERIOR

Table-1

Various Response %age

Strongly Agree 35

Agree 37

Neutral 8

Disagree 20

Strongly Dis-agree 0Total 100

Graph-1

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Strongly

Agree, 35.00%

Agree, 37.00%

Neutral, 8%

Disagree, 20%

Strongly

Disagree, 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:-

35% employees strongly agree that superior communicate to them what they expect and

37% employees are also quite but 8% employees are not agree with this statement and

20% employees are disagree with the statement.

2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST OF

JOB

Table-2


Strongly Agree 20

Agree 50

Neutral 16

Disagree 14

Strongly Dis-agree 0

Total 100

Graph-2

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%

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Strongly

Agree, 20.00%

Agree, 50.00%

Neutral, 16%

Disagree , 14%

Strongly

Disagree, 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:- 20% employees states their job are very interesting and 50% employees

also quite satisfy with the nature of the job they perform but 16% are neutral and 14% are

disagree with interest of job.

3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY

COMPANY

Table-3


Strongly Agree 36

Agree 40

Neutral 8

Disagree 16


Total 100

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Graph-3

Strongly Agree ,36.00%

Agree, 40.00%

Neutr al, 8%

Disagree, 16%

Strongly

Disagree, 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:- 36% employees are very much satisfaction with holidays provided by

organization and 40% employees are quite satisfied but 8% employees neutral with the

statement and 16% employees are dissatisfied with holidays by the company.

4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOUR

Table-4


Strongly Agree 28

Agree 50

Neutral 8

Disagree 10


Total 100

Graph-4

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Strongly Agree,

28.00%

Agree, 50.00%

Neutral, 8%

Disagree, 10%

Strongly

Disagree, 4%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:-28% employees are very satisfied with their working hour in the

organization and 50% employees are also satisfied with working hour, 8% employees are

quite satisfied, 10% people are disagree and 4% employees are strongly disagree with

their working hour in the organization

5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING &

DEVELOPMENT

Table-5


Strongly Agree 20

Agree 30

Neutral 12

Disagree 16


Total 100

Graph-5

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Strongly Agree,

35.00%

Agree, 37.00%

Neutral, 8%

Disagree, 20%

Strongly

Disagree, 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:- 20% employees are very much satisfied with training & development

Program provided by company and 30% employees are satisfied with training &

development 12% employees are quiet satisfied with training & development 16%

employees are not satisfied and 22% employees are strongly disagree with training &

development program provided by company.

6.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY

SENIOR FOR EMPLOYEES GREIVENCESTable-6


Strongly Agree 16

Agree 48

Neutral 24

Disagree 8


Total 100

Graph-6

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Strongly

Agree, 16.00%

Agree, 48.00%

Neutral, 24%

Disagree, 8%

Strongly

Disagree, 4%

Strongly Agree

Agree

NeutralDisagree

Strongly Disagree

Interpretation:-16% employees are very much satisfied with action taken by seniors for

employees grievances and 48% employees are satisfied and 24% employees and 24%

employees are quite satisfied but 8% employees are dis-satisfied action taken by seniors

for employees grievances and 4% employees are very dis-satisfied.

7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK METHOD

USES BY THEIR SENIOR.

Table-7


Strongly Agree 16

Agree 50

Neutral 16

Disagree 18

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Total 100

Graph-7

Strongly

Agree, 16.00%

Agree, 50.00%

Neutral, 16%

Disagree, 18%

Strongly

Disagree, 0%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:-16% employees are very much satisfied with feed back method used by

their senior and 50% employees are satisfied, 16% employees are quite satisfied and 18%

people are disagree with feed back method used by their senior.

8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY

DISTRIBUTED IN THE WORK GROUP

Table-8


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Strongly Agree 8

Agree 48

Neutral 16

Disagree 24


Total 100

Strongly

Agree, 8.00%

Agree, 48.00%

Neutral, 16%

Disagree, 24%

Strongly

Disagree, 4%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Graph-8

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

distributed in the work group, 48% employees are satisfied and 16% employees are quite

satisfied but 24% employees are disagree and 4% employees are strongly disagree with

the statement

9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS &

RECOGNITION SYSTEMTable-9


Strongly Agree 8

Agree 28

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Neutral 24

Disagree 28


Total 100

Graph-9

Strongly

Agree, 8.00%

Agree, 28.00%

Neutral, 24%

Disagree, 28%

Strongly

Disagree , 12%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:-8% employees are very much satisfied with rewards & recognition

system of the company and 28% employees are satisfied 24% employees are quite

satisfied but 28% employees are dissatisfied with rewards & recognition system and 12%

employees are very dissatisfied.

10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY

Table-10


Strongly Agree 16

Agree 32

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Neutral 8

Disagree 32


Total 100

Graph-10

Strongly

Agree, 16.00%

Agree, 32.00%

Neutral, 8%

Disagree, 32%

Strongly

Disagree , 12%

Strongly AgreeAgree

Neutral

Disagree

Strongly Disagree

Interpretation:-16% employees are very much satisfied with their salary. 32%

employees are satisfied and 8% employees are quite satisfied but 32% employee are

disagree with their salary and 12% employees are strongly disagree with their salary.

11.)SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE

Table-11Various Response %age

Strongly Agree 28

Agree 40

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Neutral 20

Disagree 8


Total 100

Graph-11

Strongly

Agree, 28.00%

Agree, 40.00%

Neutral, 20%

Disagree, 8%

Strongly

Disagree, 4%

Strongly Agree

Agree

NeutralDisagree

Strongly Disagree

Interpretation:- 28% employees are very much satisfied with their work place. 48%


disagree and 4% employees are strongly disagree with work place.

12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY

Table-12


Strongly Agree 16

Agree 20

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Neutral 20

Disagree 28


Total 100

Graph-12

Strongly

Agree, 16.00%

Agree, 20.00%

Neutral, 20%

Disagree , 28%

Strongly

Disagree , 16%

Strongly Agree

Agree

NeutralDisagree

Strongly Disagree

Interpretation:-16% employees are very much satisfied with promotion policy. 20%


dissatisfied and 16% employee are very dissatisfied with promotion policy.

13.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR

PERFORMANCE APPRAISAL SYSTEM

Table-13


Strongly Agree 12

Agree 52

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Neutral 12

Disagree 16


Total 100

Graph-13

Strongly

Agree, 12.00%

Agree, 52.00%

Neutral, 12%

Disagree, 16%

Strongly

Disagree, 8%

Strongly Agree

AgreeNeutral

Disagree

Strongly Disagree

Interpretation:-12% employees are very much satisfied with their performance appraisal

from their superior. 52% employees are satisfied and 12% employees are quite satisfied

with their performance appraisal system but 16% employee are disagree and 8%

employee are strongly diaagree with their performance appraisal system.

14.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WELFARE

ACTIVITIESTable-14


Strongly Agree 0

Agree 48

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Neutral 16

Disagree 20


Total 100

Graph-14

Strongly

Agree , 0.00%

Agree, 48.00%

Neutral, 16%

Disagree, 20%

Strongly

Disagree , 16%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:- 48% employees are satisfied with their welfare activities and 16%

employees are quite satisfied but 20% employee are disagree and 16% employee are

strongly disagree with their welfare activities.

15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE

GROWTH IN THE COMPANY

Table-15


Strongly Agree 12

Agree 52

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Neutral 20

Disagree 8


Total 100

Graph-15

Strongly

Agree, 12.00%

Agree, 52.00%

Neutral, 20%

Disagree, 8%

Strongly

Disagree, 8%

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

Interpretation:-12% employees are very much satisfied about their future growth in the

cmpany. 52% employees are satisfied and 20% employees are quite satisfied with their

career but 8% employee are disagree and 8% employee are strongly disagree about their

future growth in the company .

FINDINGS

LPS needs to focus on betterment of society.

Training is not made as per new requirement as it should be fro Senior officials

also.

Promotion and increment policies needs to be revised.

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More outdoor tours are needed for training.

Management policies are not discussed with every dept. before implementation.

Morale building is required.

Need to improve information system.

Management policy need to be transparent.

Need to pay attention on promotion at lower level.

Working facilities like gloves, glasses, helmets & fans etc. needs

To be used religiously

Conveyance facilities need to be provided.

SUGGESTIONS

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

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Adequate rewards must be given to the employee either rewards may in the form of

monitory & non-monitory.

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

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

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

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

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

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

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

Theres need to focus more on fulfilling social responsibility towards society.

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CHAPTER - 4

CONCLUSION

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In conclusion it can be said that employees in Hindware are satisfied with the

communication with their superiors. They are satisfied with their interest of job. They are

satisfied with holidays provided to them. They are also satisfied with their working hour

of their job. Employees are not so much satisfy with their training and development

program provided to them. They are satisfied with the authority and responsibility given

to them. Employees in Hindware are satisfied with the safety measures used in the

organization. They are also satisfied with the co-operation from co-workers. They are

also satisfied with the action taken by their seniors for employee grievances. Employees

are not satisfied with their reward and recognition system. Food provided in the canteen

is not up to the mark. Employees are not so much satisfied with their salary. They are

also not much satisfied with their workplace and promotion policy..

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CHAPTER-5

LIMITATIONS

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Sample size does not exactly represent the total population.

Language problem while interacting with few south Indian employees.

Response from respondents may be different from actual view. Respondentsmight not disclose actual views.

As the study was conducted at one branch (group) only, result involving may not

be true at zonal level.

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CHAPTER-6

ANNEXURE

EMPLOYEE SATISFACTION QUESTIONNAIRE

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

systems and practices of the organization. The participants are required to choose one

option as their response out of five options given for each statement. These option are

based on FIVE POINTS SCALE Strongly agree (SA), Agree (A), Neutral (N), Disagree

(D) and Strongly disagree (SD).

It is assured that individual response would be kept confidential and only the

conclusion or common views will be communicated to the top management.

S. No. Statements

Response

S

A

A N D SD

1. My superior communicate clearly as to what is

expected of me.

2. My job is interesting enough to perform it well.

3. The number of holidays provided by LPS is

sufficient

4. The working hour in the company Industrial

Relation Satisfied.

5. Training & development is satisfactory

6. The responsibility and authority are clearly

defined.7. The safety measures are sufficient

8. Co-operation from co-workers

9. The senior take immediate & suitable action to

redress grievance of subordinate.

10. The senior uses normally feedback method in all

these interaction

11. The team member share sufficient information

about important method affecting them.12. Are you satisfied with the work given in the

workgroup.

13. Adequate reward & recognition system in the LPS

14. The food & snacks provided in the canteen are

hygienic & of reasonably good quality.

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15. Are salary is given as per the capabilities of the

employees and ability of LPS

16. My work place is need & clean.

17. Are promotion policy of LPS is well defined & in

practice.18. The good performance always receives praise

from superiors.

19. Are welfare activities followed one satisfactory

20. My career will have enough growth in LPS

BIBLIOGRAPHY

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

Wiley Inernational Ltd.,2005

Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing

House, 2002.

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Raom V.S.P Human Resource Management Text & Cases, New Delhi, Excel

Books, 2003.

Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance

Learning, April, 2002.

Stephan P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of

India, 1989.

Research Methodology Methods & Techniques ,N K Malhotra.

Axelrod and Wybenga (1985) in their study on perceptions.

Carpenter and Nakamoto (1989) pioneering advantage.

Marketing Management: PHILIP KOTLER.

Ofir and Simonson (2001) customer evaluations of quality and satisfaction.

Documents

Project Report- Employee Job Satisfaction