hemraj singh choudhary n.b.c report
TRANSCRIPT
A
Project Study Report
ON
National Engineering Industries Ltd.
“H.R. INTERVENTION AT N.E.I.,JAIPUR”( EMPOLYEE SATISFACTION SURVEY )
Submitted in partial fulfillment for the
Award of the degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted By: Submitted to:Hemraj Singh Choudhary Dr. Sonal Jain M.B.A. IVth SEM. HOD, D.C.T.E Mansarover, Jaipur
DEEPSHIKHA COLLEGE OF TECHNICAL EDUCATION (2010-2011)
CONTENTS
1. INTRODUCTION OF INDUSTRY
2. INTRODUCTION OF COMPANY
3. RESEARCH METHODOLOGY
TITLE OF THE STUDY
DURATION OF THE PROJECT
OBJECTIVES OF STUDY
TYPE OF RESEARCH
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
SCOPE OF STUDY
LIMITATIONS OF THE STUDY
4. FACTS AND FINDINGS
5. ANALYSIS AND INTERPRETATION
6. SWOT ANALYSIS
7. CONCLUSION
8. SUGESSTIONS
9. RECOMMENDATION
10. APPENDIX
11. BIBLIOGRAPHY
INTRODUCTION OF INDUSTRY
THE BEARING INDUSTRY
The Indian bearing industry is estimated at Rs30bn. The Industry has established a highly
diversified product range of around 1000 types of bearings, having high volume demand. The
domestic industry caters to almost 70% of total demand for common varieties and sizes of
bearings. The remaining demand to the tune of 30% is being imported, essentially for industrial
applications and special purpose.
Bearing Industry in India can be divided into three segments – the organized sector,
unorganised sector and imports.
The organized sector primarily caters to the Original Equipment Manufacturers (OEM)
segments, which are predominantly automotive, railways and other industrial users. The
replacement, market is dominated by unorganised sector.
The organized sector comprises of 12 leading manufacturers who contribute to over 55% of
the total turnover. The total investment in the organized sector is about Rs17bn with an annual
installed capacity of 234mn bearings and employs more than 14000 people. Most of the big
players are having either technical or financial collaboration with leading auto manufacturers.
International collaboration gives access to best technology in the world.
Growth Drivers
Bearing Industry is likely to witness good times ahead riding on auto sector boom, economic
revival and export growth. Valuations of bearing companies have not seen the kind of run up
seen by Auto Ancillary peer group due to concerns over industry demand-supply dynamics and
huge presence of unorganized sector. However the leading players in the bearing industry are
expected to report a better performance over the next two years, as demand growth in key
user industries is expected to rise sharply. The demand for bearing industry is derived from
demand in two key user segments - automobile and industrial sector growth. The automobile
industry is the largest growth driver for OEM market as it accounts for almost 45% of total
bearing market. Engineering sector, which accounts for 28% of total share, holds the second
growth driver. Considering the high reliance of bearing industry on automobile sector, the fate
of bearing industry is largely dependent on production of vehicles. The demand of bearing is
also linked to heavy-duty industrial application in rolling stock, rolling mills, heavy earth moving
equipments and other heavy machinery, accounting for 21% of total bearing market. However
demand in the latter category is met through imports and therefore does not have significant
impact on domestic growth.
The automobile industry the largest user segment for Indian bearing market grew 16.5% yoy in
FY03 and registered a similar growth of 16.5% yoy in September 2003. All segment of
automobile industry are expected to report strong growth in the coming year. Infrastructure has
received a fillip in last 2 years through N-S-E-W corridor and Golden Quadrilateral projects.
The transformation of road transport through these initiatives as well as higher economic
growth would lead to higher demand for commercial vehicle industry. Passenger Cars continue
to grow in double digit driven by rising aspirations and cheap and easy availability of finance.
Within two wheelers, motorcycle industry growth is expected to continue on its growth path.
The overall revival in industry and manufacturing will drive capital investments and spur growth
in the engineering industry – the second largest customer for bearings industry.
Export Potential
Exports of bearings companies has increased at a CAGR of 13% in last seven years from
1995-96 to 2001-02 at Rs2.5bn. Big players in Indian ball and roller bearing have been already
exporting a part of their production to developed countries like US, Europe etc. Domestic
players are already sensing the outsourcing opportunity and have initiated the process of
manufacturing a range of bearings for meeting the requirements of global customers. The
Indian bearing industry, especially the companies having technical/ financial collaboration with
global players like SKF Bearings, FAG Bearings, Timken India, ABC Bearings and NRB
Bearings are expected to garner higher pie in export market.
Export Trend
INTRODUCTION OF COMPANY
INTRODUCTION
NATIONAL ENGINEERING INDUSTRIES (NEI) Limited,
belong to the renowned industrialist, Late Shri B.M.BIRLA
(Late Shri B.M.BIRLA)
“NATIONAL BEARING INDUSTRIES LIMITED” (NBC)
Founded in Jaipur in the year 1946 as a pioneer industry in the field of bearing manufacturing,.
The first bearing was manufactured in 1950 with a modest start of 30,000 bearing in 19 sizes.
The company is now producing nearly 3.8 millions bearings per month in over 500 different
sizes ranging from 20mm Diameter to 1350mm Diameter and has the capacity to produce
bearing up to 2000mm diameter. With ever increasing activities and grant of industrial licenses
for other vital industries and manufacturing of Roller Bearing Axle Boxes for Railway rolling
stock, Steel balls, Tapered Roller bearings, Spindle Inserts etc., the name of company was
changed in 1958 to” NATIONAL ENGINEERING INDUSTRIES Ltd.” retaining its original trade
mark NBC.
The industry now spread over 118 acres of land in Jaipur & 56 acres in Gunsi (Newai). This is
the only unit in the country manufacturing ball bearings, Steel bearings, tapered roller
bearings, cylindrical roller bearings and axle boxes for railway rolling stock including spherical
roller bearings, cartridge roller bearings & large diameter special bearings in separate fully
equipped factories. The development of national engineering industries Ltd., was pioneered
with a theme
“Indigenization and Self – reliance.”
Raw material is received from Tisco and from West Germany, Japan and Holland.
NEI NETWORK ALL OVER INDIA
DESIGNATIONS & GRADS GRADES
DESIGNATION GRADE
President & CEO No Grade
Senior Vice President No Grade
Vice President E-8
Assistant Vice President E-7
General Manager E-6
Deputy General Manager E-5
Assistant General Manager E-4
Divisional Manager E-3
Deputy Divisional Manager E-2
Senior Manager E-1
Manager M-9 & M-8
Area Manager/Deputy Manager M-7
Assistant Manager M-6
Senior Superintendent M-5
Superintendent M-4
Senior Engineer/Senior Officer M-3(2) & M-3(1)
Engineer/Officer M-2
Assistant Engineer M-1
Senior Officer/Senior Accounts Officer S-8
Officer/Accounts Officer S-7
Asstt. Officer/Asstt. Accounts Officer S-6
Junior Officer/Junior Accounts Officer S-5
Senior Assistant/Sr. Shift Supervisor S-4
Senior Assistant/Shift Supervisor S-3
Assistant S-2
Clerk S-1
Peons, Security Guards, Head Jamadars Z-1, Z-2 & Z-3
NEI EDGE
NEI is powered by a strong faith in its own capabilities. This explains its success in building up
an improved infrastructure of technical strength for designing & consulting engineering
machines, even designing new mean & methods for upgrading.
NEI provides a friendly environment to work together as a team with mutual understanding,
responsibility, trust, respects & dignity. NEI always attempts to explore new ideas & adopt the
latest technology in world to come up with the very best for customers.
The company has been awarded ISO-9001 certificate “The Mark of Excellence in Quality
Management System” by BVQI of U.K. in 1995
The bearings of NBC are widely used by automobiles, truck, tractors, steel mills, thermal
power plant, railways etc.
The company has been awarded ISO-9001 certificate “The Mark of Excellence in Quality
Management System” by BVQI of U.K. in 1995.
EVER GROWING NEI'S TURNOVER
LAYOUT OF ORGANISATIONAL STRUCTURE
2001-02 2002-03 2003-04 2004-05 2005-2006 2006-07 2007-080
1,000
2,000
3,000
4,000
5,000
6,000
7,000
24462907
32423900
49395671
6417
Year
INR
Mill
ion
s
3855
3248
2742
2302 2212 2107 2084 2080
0
500
1000
1500
2000
2500
3000
3500
4000
4500
2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08
VISION
NEI will be the best market driven Antifriction Bearing Company providing innovative products
& service to achieve satisfaction of customers and other stake –holders by using world class
technology and management practices and through employee commitment.
NEI will diversify in allied precision engineering products and special purpose machine.
MISSION
NEI Ltd. is in the business of precision rolling bearings, providing technical services and
seeking opportunities for new business consistent with its vision to
Provide product and services of world class quality.
Meet customer requirements.
Increase Shareholder value.
Develop mutually beneficial supplier relationships.
Create opportunity for the employees to achieve their reasonable
Aspirations.
To serve the society by providing products and services of excellent quality, meeting
consumer requirement, providing adequate return to shareholders and creating opportunity for
the employees to achieve their aspirations.
MILESTONES
QUALITY POLICIES
1946 company established under the name of N.B.C
1950 Ball bearing production started
1957 Company name changed to National Egg.Industries
1971 Established Research & Development division
1981 Separate plant established at GUNSI (NEWAI)
1995 ISO 9001 Certification by BVQI
1999 Implemented ERP-SAP System
2000 QS 9000 & ISO14001 Certification by BVQI
2003 TS -16949 Certification by BVQI
2004-05 Separate Assembly plant atMANESAR (GURGAON)
2005-06 AAR-M 1003 Certification
2006-07 A pplied TPM Award (JIPMS)
NEI believes in the maxim “Consumer is always right”. With this in mind NEI shall
design, manufacture and deliver products to provide consumers satisfaction, through
continuous improvement.
To achieve this, management shall: -
Provide education and training in planned manner to the employees.
Maintain international quality management system as per ISO-9001 and adopt QS-9000
system.
TECHNICAL COLLABORATIONS
Hoffman Manufacturing Company limited, UK from 1946 for ball bearings and
cylindrical roller bearings in railways stock..
SRO-FAG 1975 for spherical roller bearings for railway coaches.
NTN Corporation of Japan since 1985 for ball, cylindrical and roller
Bearings.
IZUMI KINZOKU KOGYO Co. Ltd. Japan since 1996 for remanufacturing and
overhauling of bearings
Grinding and super finishing machines for bearing races.
PRODUCT OF NEI
Spherical Roller Bearings.
Ball Bearings.
Roller Bearings.
Tapered Roller Bearings.
Cartridge Tapered Roller Bearings.
Steel Ball
GRAPH SHOWS THE PERCENTAGE OF DIFFERENT
PRODUCT WHICH PRODUCE AT NEI LIMITED
7%
1%3%
16%
13%
7%
53%
Ball Bearings Tapered Roller Brgs.Cartridge Tapered Roller Brg Spherical Roller Brg.Axle Box & Cylindrical roller Brgs. Large Dia Brgs.Straight Roller Brgs.
PRODUCT AT NEI
1) BALL BEARING:-
Precision ball bearing from 6mm to 75mm bore diameter is manufactured on the
different machines in grinding and centrally air conditioned. Assembly lines with auto gauging
and testing equipments. The latest advance techniques for manufacturing and quality are
applied. The plant is spread over a covered area of 14694sq.m.
2) STEEL BALL:-
Precision Steel Balls up to 25mm diameters for NBC Bearings are manufactured on
Precision and lapping machines to achieve super finished surface, accuracy and roundness as
per standards. This Division is spread over a covered area of 4,700 Sq. Meters
3) TAPERED ROLLER BEARING:-
This plant with the most modern equipment was set up in the year 1968. Precision
Tapered Roller Bearings are manufactured in Inch and Metric series from 15.875mm bore to
95.25mm bore with technology obtained from our earlier collaborator, Federal Mogul
Corporation, USA and now with NTN Corporation, Japan. These bearings are used by all
major Automobile manufacturers in the country as Original Equipment This Division is spread
over a covered area of 11,652 Sq. Meters.
4) RAILWAY BEARING:-
With the production of Roller Bearings and Axle Boxes since 1952, the company has
fully met the requirements of the Indian Railways (one of the largest systems of the world) by
designing and developing Axle Boxes and bearings for fitment to Locomotives manufactured
by Diesel Locomotive Works, Chittaranjan Locomotive Works, various wagon builders, the ICF
broad and meter gauge coaches. Over a million NBC bearings and boxes are in service with
the Indian Railways. The development of completely indigenized Axle Boxes and bearings for
the high speed Rajdhani Locomotive, the Yugoslavian and Egyptian Railway wagons are the
highlights of the design capabilities at NEI. On date more than 100 types of Axle Boxes and
Bearings have been manufactured.
5) SPHERECAL ROLLER BEARINGS:-
The manufacturing of spherical roller bearings was started in the year 1975-76 for the fitment
to broad-gauge and meter-gauge passenger coaches with design technology machines and
equipments procured from the collaborators.
6) CARTRIDGE TAPERED ROLLER BEARING:-
For fitment to the new BOX-IN Up rated Wagons designed by the RDSO, NEI is the only
manufacturer in the country to indigenize these bearings to a high percentage under
collaboration with the largest manufacturer of these bearings in the world. Production of these
bearings commenced in the year 1984. These bearings are grease packed and require no field
lubrication for a Period of 7 years. This Division is spread over a covered area of 4,855 Sq.
Meters
7) LARGE DIAMETER BEARING:-
NEI is one of the tenth manufactures of manufacturing the bearings up to 2000mm
diameter. The largest bearing produced by NEI for fitment to the plate mill of Rourkela was
released by Mr G.P Birla in1985.This four row tapered bearing has 1300 mm diameter and
4.39 tonne weight. The large diameter bearings are produced out of case carbonized steels
and heat treated on special equipments and furnaces developed by NEI. The company makes
over 100 different types of special large diameter, which are successfully used in steel mills,
heavy engineering plants, bulldozers, thermal power plants and in many other industries,
saving foreign exchange for the country. Covered areas of 2,508 Sq. Meters.
PLANT AT GUNSI (NEWAI):-
Established in the year 1980-81 as an expansion project of NEI Ltd. The factory is equipped
with fully automated grinding lines with electronic in- process and post-process gauging and
centrally air-conditioned assembly lines with auto gauging and test equipments for quality and
reliability of the products.
The plant is spread over a covered area of 7,200 Sq. Meters.
RESERCH AND DEVELOPMENT AT JAIPUR
a. DESIGN AND DEVELOPMENT:-
Complete in house facilities for design development of all types of ball bearings and
tooling are available. The design is done on CAD. The large diameter bearing and tooling have
been entirely designed and developed at NEI’s R&D at its computer centre.
Complete Engg. and research facilities are available to solve intricate problems with
experts advice, development. Manufacturing and maintenance of brg. With shinning of
technical collaboration agreement with NTN Collaboration agreement with NTN Corporation,
Japan and Brenco Inc of USA.
b. MACHINE BUILDING
The NEI has the capacity of the machine building to design, develop and manufacture special
purpose CNC grinding lines, HT lines, and material
Handling equipments etc. which have been made for its capacity use to keep pace with the
latest technology.
A well -equipped electronic design, development laboratory with all testing facilities supports
the machine building division.
This Division is spread over a covered area of 2,007 Sq. Meters.
DEPARTMENTS IN NEI LTD., JAIPUR
There is three main production workshop (Ball Bearing, Taper Bearing/ Large Dia. Bearing and
Axle Box) equipment with precise and sophisticated production machines, where production
being created out. Besides these three main production buildings, there is a separate building
for foundry shop to produce casting and machine building (R & D) to produce m/c for NEI Ltd.,
Jaipur and Gunsi and a building for precision balls. Layout of the department is well planned.
All departments are work independently but with remarkable Co-operation. Brief account of
various shop and section is account as:
DIFFERENT DEPARTMENT AT NEI Ltd.
(A) BALL BEARING DIVISION
(1) Turret Section
(2) Grinding
(3) Cage Section
(4) Heat Treatment Section
(5) Inspection and Assembly
(B) TAPER BEARING DIVISION
(1) Taper Roller Section
(2) Cage Section
(3) Heat treatment
(4) Inspection and assembly
(5) Turret Section
(6) Grinding Section
(C) AXLE BOX DIVISION
(1) Box Machine Section
(2) Race Turning Section
(3) Race Grinding Section
(4) Heat Treatment Section
(5) Inspection and Assembly
(D) TOTAL PRODUCTIVE MAINTENANCE (TPM)
(E) BALL SECTION
(F) LARGE DIAMETER BEARING
(G) RESEARCH AND DEVELOPMENT & M/C BUILDING
(H) ADMINISTRATIVE DEPARTMENT
MAIN COMPETITOR OF NEI
OUR VALUED CUSTOMERS
ABC Ranchi
H.M.T. Bearing
FAG, Mumbai
S.K.F., Pune & Bangalore
TISCO etc.
KOYO India, Hyderabad
S.B.L. Ranchi
TIMKEN
GRAPH
SHOWS
THE
PERCENTAGE OF COMPITITOR OF
NEI Ltd
Tractors: - • Eicher
• Escorts
• HMT
• International Tractor
• Mahindra & Mahindra
• Punjab Tractors
• TAFE
• VST Tillers
Electric Motors & Pumps: -
• Crompton Greaves
• G.E. Motors
• Kirloskar Electric
• NGEF
• MICO
• LUCAS-TVS
Alternators
Tractors: - • Eicher
• Escorts
• HMT
• International Tractor
• Mahindra & Mahindra
• Punjab Tractors
• TAFE
• VST Tillers
Electric Motors & Pumps: -
• Crompton Greaves
• G.E. Motors
• Kirloskar Electric
• NGEF
• MICO
• LUCAS-TVS
Alternators
Fans: - •Bajaj Electricals
•Crompton Greaves
•Khaitan
•Orient
• Polar
Defense: - • Vehicle Factory
Large Dia Bearing Customers: -
•Cement Plants
• Earth Moving Equipment
• Steel Plants
• Thermal Power Plants
Fans: - •Bajaj Electricals
•Crompton Greaves
•Khaitan
•Orient
• Polar
Defense: - • Vehicle Factory
Large Dia Bearing Customers: -
•Cement Plants
• Earth Moving Equipment
• Steel Plants
• Thermal Power Plants
MARKET OF PRODUCTS
a) BALL/ ROLLER/TAPER ROLLER BRG.
Telco, Eischer
Hindustan motors
Tafe, Mahindra & Mahindra
Dynamo pumps
Crompton greaves
HMT tractors, orient fans, Usha fans
Maruti, Escort, Hero Honda
Bajaj scooters, Kinetic Engineering
b) AXLE BOXES
Indian railways
Arabian countries
Cimco wagon in dust
NEI QUALITY OBJECTIVES
Fulfill the commitments to customers.
Quality as per customer requirements.
Delivery as per commitment.
Develop new products.
Develop, motivate and involve employee for continuous improvement through
Task Force
Quality Circles
5'S' Program
Suggestion Scheme
Cost reduction projects
Improvement Projects
Training
Balance Score Card
Total Productive Maintenance
INTRODUCTION OF HUMAN RESOURCE MANAGEMENT
HUMAN RESOUSE MANAGEMENT
INTRODUCTION
Human resource management (HRM) is a management function that helps manager’s recruit,
select, train and develops members for an organization.
DEFINATION OF HRM:
HRM involves the application of management functions and principles. The functions and
principles are applied to acquisitioning, developing, maintaining, and remunerating employees
in organizations
Staimez: defines ‘Training is a short term process utilizing a systematic and organized
procedure by which non-managerial personnel to learn technical knowledge and skill”
Mamoria: defines “Development covers not only the activities which improve job performance,
but also those which b ring about growth of personality, helps individual in the process towards
maturity and actualization of this potential capacities so that they become not only good
employees but also both good men and women.
S. P. Robbins: defines “Training is a learning process which seeks a relatively permanent
change in behaviour that occurs as a result of experience.
Dale Yoder: defines “It is that deals with the effective control and use of manpower as a
distinguished from other source of man power”
“All we have accomplished so far is only a beginning. We must keep going never giving into
the temptation to rest on our laurels, always bearing in mind our responsibility and seeing a
greater goal before us.”
SHRI B.M.BIRLA
In today’s environment of globalization, a company can remain competitive by efficient use of
its human resource for which it needs a well functioning HR department.
NEI has a very strong HRD department, which is engaged in performing the functions of
recruitment and selection of all personnel’s with the active participation of well-experienced
and qualified HRD professionals and technical executives.
The main objective of HRD department is:-
1. Effective utilization on Human Resources.
2. Describe working relationship.
3. Maximum individual development.
4. Preparation of effective welfare programmes for all levels.
5. Monitoring the efficiency and effectiveness of the personnel.
The HR system performs the functions under four groups. They are as under:
HUMAN RESOURCE PLANNING
Manpower planning, career planning and succession planning, recruitment.
HUMAN RESOURCE DEVELOPMENT
Induction, training, performance and potential appraisal, job rotation, promotion.
HUMAN RESOURCE MAINTENANCE
Wages and salaries, rewards, lab our welfare and industrial relation.
ORGANIZATIONAL DEVELOPMENT
5s scheme, communication, monitoring, suggestion scheme and socialization.
A detailed analysis of the HR system is given below-
MANPOWER PLANNING
The policy of NEI on manpower emphasis link between manpower planning and strategic.
Planning so that appropriate expertise is inducted into the organization at the right time.
SCOPE OF HRM:
The scope of HRM is indeed. The activity includes are –HR planning, job analysis and design,
recruitment and selection, orientation and placement, training and development, performance
appraisal and job evaluation, employee and executive remuneration, motivation and
communication, welfare, safety and health, industrial relation (IR) and the like.
We can categorize all these function into seven sections –
(i) Introduction to HRM
(ii) Employee hiring
(iii) Employee and executive remuneration
(iv) Employee motivation
(v) Employee maintenance
(vi) Industrial relations
(vii) Prospects of HRM.
DIGRAM OF SCOPE OF HUMAN RESOURCE MANAGEMENT
OBJECTIVES OF HRM:
The primary objective of HRM is to ensure the availability of a competent and willing workforce
to an organization. HRM objectives are four fold –
1. Societal:
To be ethically and socially responsible to the needs and challenges of the society while
minimizing the negative impact of such demands upon the organization.
2. Organizational:
To recognize the role of HRM in bringing about organization effectiveness. HRM is not an
end in itself.
3. Functional:
To maintain the department’s contribution at a level appropriate to the organization’s
needs.
4. Personal:
To assist employees in achieving their personal goals.
Introduction to
HRM
Employee hiring
Employee
and
executive
remuneration
Employee motivatio
n
Employee maintena
nce
Industrial relations
Prospects of
HRM.
HUMAN RESOURCE DEPARTMENT:
Status of the HR department in the total organizational structure depends on whether a unit is
small or large .HRD is a system having several inter dependent parts or subsystem such as
procurement, appraisal, development etc change any one subsystem leads to change parts for
example; if there is a Change in promotion policy where seniority is replaced with merit, the
chain relation on affected individuals, union and shall have to be assessed keeping the
difficulties in framing acceptable guidance regarding merit in mind.
HRD is an inter disciplinary concept .HRD use amalgamation at various ideas, concepts,
principles and practices drawn form a number of soft sciences such as sociology, psychology,
anthropology, economics etc.
HRD FUNCTIONS:
Development oriented
Consists of inter dependent parts.
Responsibility of all managers in the organization.
Better use of human resource leads to improved satisfaction and moral.
Proactive function trying to anticipate and read with appropriates responses.
It tries to develop the organization as a whole and its culture.
HRD GOALS
The goal of HRD system is to develop the capabilities of each employee as an individual.
The capabilities of each individual in relation to his or her personal role.
The capabilities of each employee in relation to his or her expected future role.
The dyadic relationship between each employee and his or her employer.
The team sprit and functioning in every organization unit.
Collaboration among different parts of the organization.
The organization over all health and self- renewing capabilities, which in term increase the
enabling capabilities of individuals, teams and the entire organization.
NEED OF HRD:
HRD is needed by any organization that wants to grow continuously in he fast changing
environment organization can scale new heights only through the effective use of human
resource. Appropriate personnel policies help maintain employee motivation and moral a high
level but this along may not help the organization archive success and venture in to new ideal
to this and employee’s capabilities must be continuously trained, develop and expended the
employee must be encouraged to take risks an experiment an atmosphere of mutual trust and
goodwill and cooperation. “People need competencies to perform tasks higher and quality. Its
performance required higher level of skills, without continuous development of competencies in
people; originations are known likely to achieve its goals. Competent and motivated employees
are essential for organizational survival, growth and excellence.
BENEFITS OF HRD:
HRD improves the capabilities of people. They become innovative and enterprising ever eager
to take risk and get ahead. It improve the all round of an employees feedback and one from
superior help employees grow continuously and snow superior performance.
HRD improve teamwork. Employees become more open and trust each other. The
organization climate, too improve a lot.
Performance related rewards help employees realize the importance of utilizing their sills fully
in the service goals. The organization capabilities, too improve quite significantly.
An HRD lead to greater organizational effectiveness appropriate employee center polices help.
The organization achieve employees centered polices help the organization achieve its goals
more effectively.
HR AT NEI
HRD department at NEI holds great importance as this department is responsible for meeting
the entire organizational requirement in terms of
1) Staff
2) Labour
3) Workers/Labours
4) Higher management etc.
Hrd is not only concerned with only recruitment but they are also responsible for other activities
like
a) Training
b) Industrial relation
c) Labour welfare activities.
d) Industry related education/training
e) Promotional activities.
f) Skill development etc.
Benefits To The Business:
Leads to improve profitability and more positive attitude towards profit orientation.
Improves the job knowledge and skill at all level of organization.
Improves the morale of the workforce.
Helps people in identifying organizational goal.
Helps in creating a better corporate image.
Aids in organizational development.
Helps in preparing guideline for work.
Aids in understanding and carrying out organizational policies.
Benefits To The Employees:
Helps the individual in making better decisions and effective problem solving.
Motivational variables of recognition, achievement, growth, responsibility and advancement
are internalized and operationalized.
Aids in encouraging and achieving self development and self confidence
Helps a person in handling stress, tension, frustration and conflict.
Increase job satisfaction and recognition.
Provides the trainee an avenue for growth.
RESEARCH METHODOLOGY
Research can be defined as “a scientific and systematic search for pertinent information in any
branch of knowledge’. It is the pursuit of truth with the help of study, observation, comparison
and experiment. Research is, thus, an original contribution to the existing stock of knowledge
making for its advancement.
TITLE OF THE STUDY
Title of the study is “EMPOLYEE SATISFACTION SURVEY”
DURATION OF THE PROJECT
The duration of the project is 15 Days in N. E.I .Limited Jaipur.
OBJECTIVES OF STUDY
The purpose of the conducting the survey at NEI, Jaipur was to gather information about the
present status of the various areas namely,
Employee Satisfaction
Working Environment
Communication
Welfare and Reorganization/ Mentoring & Counselling
Training & Development
Motivation
Career Development /Performance Appraisal
Work Safety
Future planning
Customer Satisfaction
Quality Measure
Technology
The objective of the survey was to keep in consideration with the requirements of ISO-9001 &
TS -16949, which the organization has already achieved.
This Survey would help in knowing the strengths and weaknesses of the organization and
thereafter –proposed measures would be taken to develop a stress free, co-operative and
healthy work culture and healthy work environment at NEI, Jaipur.
OBJECTIVES OF RESEARCH
Research inculcates scientific and inductive thinking and it promotes the development of
logical habits of thinking and organization. The purpose of research is to discover answer to
question through the application of scientific procedures. The main aim of research is to find
out the hidden truth, which has not been discovered yet. Though each research study has its
own specific purpose, we may think of research objectives as falling not a number of following
broad groupings:
· To gain familiarity with a phenomenon or to achieve new insights into it (Exploratory or
formularize research studies)
· To portray accurately the characteristics of a particular individual, situation or a group
(Descriptive research studies) · To determine the frequency with which something occurs or
with which it is associated with something else. (Diagnostic Research Studies)
To test a hypotheses of a casual relationship between variables (hypothesis testing research
studies)
This research is an amalgamation of both formularize as well as descriptive research, as it
reflects on the present satisfaction level of the employees at N.E.I. LIMITED regarding the
various training and development programmes being conducted here. In the process, it also
aims to collect more detailed information on the subject of training and development itself.
TYPES OF RESEARCH
ROLE OF SURVEY ACTIVITY IN THE ORGANIZATION:-
The study of Employee satisfaction survey allow an organization to understand employee
perceptions. Perception is reality. Because employees at every organization act on the basis of
their perceptions, management must be keenly aware of employees' views. Surveys deliver a
successful means of measuring, and acting upon, employees' current beliefs on many job-
related subjects.
Results
The information garnered from surveys can give you the management knowledge that directly
impacts the bottom line and fosters positive employee relations in any or all of the following
ways:
Identifying cost-saving opportunities
Improving productivity
Reducing turnover
Curbing absenteeism
Strengthening supervision
Evaluating customer-service issues
Assessing training needs
Streamlining communication
Benchmarking the organization's progress in relation to the industry
Gauging employees' understanding of, and agreement with, the company mission
Conducting surveys is an excellent method of collecting feedback to ensure HR staff is
successfully coordinating with the agency’s key leaders. Such surveys can be distributed: -
In a paper based form
By e-mail
Via specified web location
In todays highly competitive and globalisation era it has become essential for any organization
to study the Organization Work Culture to enhance the satisfaction level of the employees to
develop a stress free, cooperative and healthy work culture.
The present survey is an attempt towards exploring ways to identify measures that can better
realign the job satisfaction measures towards a harmonized and stress free work environment.
Scholars have conceptualised job satisfaction as an independent, a mediating, and a
dependent variable, which is seen as a panacea for the ills of working people as well as the
foundation on which Organizations can achieve bottom line financial effectiveness.
SAMPLE SIZE AND METHOD OF SELECTING SAMPLE
In organization development, carefully constructed survey instruments are often used as the
basis for data gathering, organizational diagnosis, & subsequent action planning.
A Simple Random Survey method was used for this.
The Questionnaire was designed in a structured way so that they can be easily standardized
so as to yield statistical data, which can be quantified.
Closed ended question of the Linker scale type was used to know respondents' feelings or
attitudes about something.
The respondents were supposed to indicate how closely their feelings match the question or
statement on a rating scale. The number at one end of the scale represents least agreement,
or "Strongly Disagree," and the number at the other end of the scale represents most
agreement, or "Strongly Agree."
STEPS INVOLVED:
1. PREPERATION OF FEEDBACK FORM: The forms were designed in consultation
with various department heads & the HR Manager. Two separate forms were designed
for staff (in English) & workmen (in Hindi).
2. DETERMINING SAMPLE POPULATION OF EMPLOYEES FOR SURVEY: A sample
size of 40% & above was taken. Total 513 employees, 107 staff (In grades S1 &
above) & 406 workmen constituted the sample.
3. DISTRIBUTION OF FEEDBACK FORM: during distribution of the forms the
respondents were fully briefed by the trainees about the purpose off the survey so that
actual facts, opinions & views could be revealed in all the areas of work culture. To
ensure unbiased ness the employees name & employee ID was not mentioned.
4. FEEDBACK FORM COLLECTION: Maximum forms were filled in the presence of the
trainees to ensure fairness. Remaining filled forms were collected later as per the
employee’s convenience. The fieldwork was completed within 4 to 5 days with the help
of trainees. Finally the feedback forms were segregated department wise.
5. SURVEY ANALYSIS: The different responses from all the forms were interpreted to get
an idea about the organizations existing work conditions & identify areas of
improvement. For this a percentage agreed matrix was created using the weighted
average method.
6. SUGGESTIONS& RECOMMENDATIONS: Based on the feedback of the employees
suggestions were given regarding all aspects of work culture.
SCOPE OF STUDY
The Scope of the survey at NEI was, that the conditions as well as rules and regulation under
which the employees done their work, whether they are satisfied or not related with work
culture which was related with
Work Environment
Worker Safety
Interaction between staff and worker
New Technology
Welfare
Health Security
Motivation
Shifting System
Quality Measure
Customer Satisfaction
If employee are not satisfied with all the safety features which mention above then the head of
the departments conduct the meeting and take measures related to the problem and take
effective decision . With this the NEI profitability, quality will increase and made an operative
and healthy NEI should exist in Jaipur.
MAJOR PARAMETERS FOR SURVEY ACTIVITY
MOTIVATION:
According to the motivation theory opportunities can aid opined individual effort. An employee
will exert a high level of effort if he or she perceives that there is a strong relationship between
effort and performance, performance and rewards, and rewards & satisfaction of personal
goals. Each of these relationships, in turn, is influenced by
certain factors. For effort to lead good performance, the individual must have the requisite
ability to perform, and the performance appraisal system that measures the individual’s
performance must be perceived as being fair and objective. The performance-reward
relationship will be strong if the individual perceives that it is performance rather than seniority,
personal favourites, or other criteria that is rewarded. Motivated individuals stay with a task
long enough to achieve their goal. What workers want?
Interesting work
Full appreciation of work done
Feeling of being in on things
Job security
Good wages
Promotion & growth in organization
Good working conditions
Personal loyalty to employees
Tactful discipline
Sympathetic help with personal problems
TECHNOLOGY:
The term technology refers to how an organization transfers its inputs into outputs. Every
Organization has at least one technology for converting financial, human and physical
resources into products or services.
Technology is changing people’s jobs and their work behaviour. Quality management and its
emphasis on continuous process improvement can increase employee stress as individuals
find that performance expectations are constantly being increased. Process reengineering is
eliminating millions of jobs and completely reshaping the jobs of those who remain. And mass
communication requires employees to learn new skills.
The e-organization, with its heavy reliance on the internet, increases potential workplace
distractions.
COMMUNICATION:
Good communication is essential to any Group or Organization’s effectiveness.
Communication must include both the transference and the understanding of meaning.
ENCODINGSOURCE CHANNEL
The source initiates a message by encoding a thought. The message is the actual physical
product from the source encoding. The channel is the medium through which the message
travels. It is selected by the source, which must determine whether to use a formal or informal
channel. The receiver is the object to which the message is directed. But before the message
can be received, the symbols in it must be translated into a form that can be understood by the
receiver. This step is the decoding of the message. The final link in the communication process
is a feedback loop. Feedback is the check on how successful we have been in transferring our
messages as originally intended. It determines whether understanding has been achieved.
CAREER DEVELOPMENT:
Few human resource issues have changed as much in the past decade or two as the role of
the Organization in its employee’s careers. It has gone from paternalism in which the
organization took complete responsibility for managing its employee’s careers to supporting
individuals as they take personal responsibility for their future.
For much of the twentieth century, Companies recruited young workers with the intent that they
would spend their entire career inside that single organization. For those with the right
credentials and motivation, they created promotion paths dotted with ever increasing
responsibility. Employers would provide the training and opportunities, and employees would
respond by demonstrating loyalty and hard work. It has become the employee’s responsibility
to keep his skills, abilities and knowledge.
TRAINING AND DEVELOPMENT:
The game of economic competition has new rules. Firms should be fast and responsive. This
requires responding to customers’ needs for quality, variety, customization, convenience and
timeliness. Meeting these new standards require a workforce that is technically trained in all
RECIVER DECODING
respects. It requires people who are capable of analyzing and solving job related problems,
working cooperatively in teams and ‘changing hats ‘ and shifting from job to job as well.
Training has increased in importance in today’s environment where jobs are complex and
change rapidly.
Training is the process of increasing the knowledge and skills for doing a particular job. It is an
organized procedure by which people learn Knowledge and skill for a definite purpose. The
purpose of training is basically to bridge the gap between job requirements and present
competence of an employee. Training is aimed at improving the behavior and performance of
a person. It is never ending or continuous process.
Today, employee training and development is not only an activity that is desirable but also an
activity that organization must commit resources to if it to maintain a viable and knowledgeable
work force.
LIMITATIONS OF THE STUDY
1) The time provided was very short as compared to the time required for the study.
2) It was difficult to locate the employees at the shop floor or the plant area .
3) Some employees were unable to understand the importance of filling the forms.
4) Many employees were at leaves so it was very difficult to collect the skill mapping sheets
from them.
5) Some employees doing office work were so busy that they did not show any interest in
filling the forms.
FACTS AND FINDINGS
SAMPLE SIZE:-
A random sample of 40% employees was taken from the 625 employees of the BALL
BEARING division. This included 125 workers and 11 staff members.
The feedback form given o workers was in Hindi and those given to the staff members were in
English language.
SURVEY ANALYSIS: STAFF
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- WORKMEN-NEI (%AGREED)
73.274.5
64.1
65.5
53.968.568.2
82.2
78.3
81.268.8
Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
ANALYSIS AND INTERPRETATION
1) BALL BEARING
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 79.9
78.4
58.4
63.6
43.848.856.7
83.8
88.5
81.1
67.2Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above pie chart shows the graph of ball bearing department (staff).
In this graph, the maximum weight age is for technology
88.5% and the minimum percentage 43.8%. This means that the staff of the ball bearing
department is agree that the staff of the ball bearing department uses latest technology for
bearing production. But the performance appraisal does not interest them much. They don’t
think that the performance appraisals are useful to them.
2) TAPER DEPARTMENT
INTERPRETATION:
Above graph shows the overall satisfaction level of the staff employees of the taper
department. The maximum percentage comes out to be for customer satisfaction which 97.5%
which is excellent in the and a good indication for the company. But the negative side is that
the minimum percentage is for the motivation. It is only 46% the employees are least
motivated.
3) RBGRAPH
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF NEI(%AGREED)
0 48.074.3
61.4
60.9
51.850.666.7
75.3
79.8
79.0
55.5 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph is for the Railway Bearing Department. Here the maximum percentage is 79.8%
which is for quality measures again just like the taper department. They support the excellence
in the quality of the company products. The minimum percentage is 48% which is for
communication. It means that there is no proper communication between the fellow employees
themselves as well as with their senior officials.
4) MACHINE BUILDING
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 78.6
70.0
60.0
62.543.825.062.5
100.0
36.4
66.756.3 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph is for the machine building department. Again, customer satisfaction has
achieved the maximum percentage. Here it is 100%. That is the staff employee of the machine
building department thinks that the customer of the company are fully satisfied with the product
and the services of the company. The maximum percentage of the mentoring and counselling
which shows that the employees don’t think that they any opportunity to discus and solve their
problems. That is they are not getting proper counselling at all. Because the percentage is only
25%.
5) RB/LDB SALES DEPARTMENT
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 49.065.7
56.4
49.1
50.057.160.0
69.4
76.2
69.0
58.9 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph is for RB/LDB Sales department. Here the maximum percentage is again for
customer satisfaction which is 76.2%just like the other departments. The minimum percentage
is for communication (49%). Here also the employees find it difficult to communicate with their
senior or fellows.
6) FINANCE DEPARTMENT
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- WORKMEN-NEI (%AGREED)
0 69.8
86.8
60.9
65.3
56.279.674.0
84.3
82.9
82.1
73.6Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
This graph is for finance department. It is also a very important department at NEI as it controls
all the financial flows of the company. The majority of this department also again goes for the
customer satisfaction of the company which is 84.3%. The minimum percentage is for the
training and development which is 60%. That is the employees of this department don’t think
that the training imparted to them proves fruitful.
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL-STAFF-NEI (%AGREED)
85.7
88.3
81.0
69.8
73.468.860.4
89.1
93.8
70.877.4 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
7) BB SALES
INTERPRETATION:
Above graph is for BB sales department. This department is also called just the sales
department as it deals with the sales of the ball bearing which is the major production of NEI.
Here the maximum percentage is for customer satisfaction that is, 93.8% and maximum
percentage is for training and development which is 69.8%.
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 73.0
67.6
55.3
51.7
47.982.959.0
74.4
66.7
73.1
62.4Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
8) REASEARCH AND DEVELOPNMENT DEPARTMENT
INTERPRETATION:
Above graph shows the percentage of the various parameters in the R&D department. The
views of this department are very important. The maximum percentage is for customer
satisfaction which coincides with the other department and the minimum percentage is for
career development that is 51.7%this shows that the employees in R&D department don’t think
that there are proper career development opportunities for them.
9) TQM DEPATMENT
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 35.795.0
69.0
87.5
42.958.391.7
85.7
66.7
58.3
81.3Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph is for TQM or Total Quality Management Department. This department specially
looks for after and checks the quality of the bearing produced. The maximum percentage here
comes for the quality measure (91.7%) which is very obvious. The minimum percentage is for
communication (35.7%) which again shows that there is no proper communication between the
employees.
10) QA DEPARTMENT:
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 69.2
69.1
60.2
59.8
55.876.7
58.4
70.5
56.0
78.9
59.2 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph shows for quality assurance department. The maximum percentage here comes
out to be for mentoring and counselling that is 76.7% shows that much work in QA department
is carried out through mentoring and counselling. The minimum percentage is for technology
which goes with the point explained above. There is no proper technology to check the and
assure the quality of the bearing but these bearing are checked manually.
11) PERSSONEL DEPARTMENT
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 94.817.6
75.9
83.7
69.077.376.7
94.8
66.7
93.9
85.2 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph shows for personnel or human resource department. This department is the heart
of the organization. Its manages, maximum of the functions of the organization as it maintains
and manages the human resource of the company. The employees of this department think
that the customers are very well satisfied with the product of the company as this percentage
comes out to be 94.8%. But there one more percentage in this category. This is for
communication which is again 94.8%. This is a very good indication. This explains that the
employees of this department communicate very well between themselves as well as with their
seniors. The employees are well informed about their duties and responsibilities.
12) GA DEPARMENT
ORGANISATION WORK CULTURE SURVEY OVERALL SATISFACTION LEVEL- STAFF-NEI (%AGREED)
0 64.342.1
66.7
56.3
75.0
100.083.3
42.9
50.0
75.0
81.3 Working Environment
Communication
Motivation
Training &DevelopmentCarrer Development
Performance Appraisal
Mentoring &CounsellingQuality Measures
Customer Satisfaction
Technology
Safety Measures andmiscellaneous
INTERPRETATION:
Above graph is for GENRAL ADMINISTRATION DEPARTMET. This is display maximum
percentage for mentoring ands counseling which is 100%. Through the staff in this department
is very less but still this department makes a difference. The minimum percentage is for
customer satisfaction is contradictory with the rest of the departments that is 42.9%. This is the
only department in which the employees think that customers of the company are not satisfied
with the product of the company.
SWOT ANALYSIS
SWOT analysis is a very important part for every organization that wants to sustain its values,
goodwill and leadership approach in the mind of customer.
It is overall evaluation of a company’s strengths, weaknesses, opportunities and threats. The
internal enviourment analysis is called analysis of strength and weaknesses and external
enviourment analysis is called analysis of opportunities and threats.
In this reference we also went into deep study of SWOT analysis of N.E.I. LIMITED and found
that it has lot of opportunities and success probability which are as follows:-
1. STRENGTHS:
Strength is an inherent capability, which an organization can use to gain strategic
advantage.
Strength of N.E.I. LIMITED as follows:-
The machinery is the best quality and company adopts newly technology for
manufacturing the product.
The company have world wide network for sale the product in the
international market.
The interests of the employees in the new technology are much batter in the
all department.
The brand value is varying high in the market behalf another competitor
product.
Technical manufacturing skill is better.
Good marketing strategies to capture market
Strong managerial capacity.
2. WEAKNESSES:
Weaknesses are as inherent limitation or constraint, which creates a strategic
disadvantage for an organization.
Weaknesses of N.E.I.LIMITED as follows:-
The workers are do not have much knowledge about the latest machinery.
High price of products comparatively author competitive products.
Dependence on import for manufacturing equipments &Technology for the
manufacturing a new advance product.
The company can improve better technical efficiency in our worker by the help of
organizing training and recruitments.
The companies do not provide safety equipments like Helmet, Mask etc. for our
workers with out these equipments working in industrial area are bad for health.
3. OPPORTUNITIES:
An opportunity is an unfavourable condition in the organization’s environment,
which enables it to consolidate and strengthen its position.
Opportunities of Bearing Industry in the State as follows:-
Increasing circulation will give more strength its financial position.
Increasing demand for consumer durables as well industrial durables.
Rapid change In industrialization
Increase the market of automobiles, industrial machinery and agriculture
equipments and author consumer product.
Batter demand in international market.
4. THREATS:
A threat is an unfavourable condition in the organization’s environment, which
creates a risk for or cases damages to the organization.
Threat of Steel Industry in the state as follows:-
Increased Competition from domestic as well as international market.
Competitors take initiative launch better products.
Some technologically advance countries are made batter product in the country
and these product will decries of the product in these country.
Rising row material price in the international market like steel, oil etc.
National Economy slow down.
Higher duties and taxes.
Some times political pressure to end the matter.
CONCLUSION
That the staff member is satisfied at fairly good level with the work culture of the company.
The conclusion indicates clearly that among all the parameters, maximum percentage goes for
the working environment of the company. That is, 82% of the workers agree that working
environment in the company is good and satisfactory. Work place is clean and completely
ventilated.
Among all the staff members, 74.5% agree that the communication between the employees is
good. Information provided to them related to the work is related to their work and easy to
understand. The suggestions giving by the employee are considered by the senior official.
There are no restrictions for junior officials communicate with their seniors.
As far as motivation is concerned, 64.1% of the staff employee are fairly motivated which is a
good figure. They are satisfied with their salary and incentives, support of their senior officials.
They are rewarded properly from time to time for their good work so that they may feel
encouraged. Overall, they feel motivated.
65.5% of the staff members agree that the training and development schemes imparted are
beneficial to them. They agree that the organization gives them proper job related to the
training. Training increases the productivity and leads to an overall grooming of the personality
of the person who is trained.
Only 53.9% of the staff employee is agreeing that there is good career development
opportunity in the organization. This parameter needs to improve further. Employees don’t
feels that they will be promoted on the basis of job knowledge and basic skills.
Then comes to the performance appraisal in the company. The percentage of the staff
employees who agree that the performance appraisal help in creating a positive and healthy
climate in the organization in 68.5%. They believe that the criterion of the performance
appraisal is appropriate and helps in proper understanding of the role of that particular
employee in the organization.
68.2% of the company staff employees agree that mentoring and counselling corrects their
misconceptions and give an opportunity to discus their work problem and how they can be
solved. It also improves the working relationship with the supervisor.
The parameter of quality measure holds the maximum percentage in the above in the above
graph which is 82.2%. It means that organization make good efforts to maintain the quality of
its product. The cost as well as quality of the product is competitive. Defective pieces are
sorted and separated immediately. The company is ISO 9001/ISD 14001/TS 16949/AAR-M-
1003 CERTIFIED.
The organization believes that “customer is GOD”.78.2% of staff employee agree that the
customers of the company satisfied with the products. Organization resolves the problems and
complaints of the customer. The customer is willing to purchase the product again.
SUGESSTIONS
1. Satisfaction survey programmed must be designed & conducted scientifically & with a
good spirit & intention. In practice many training programmed are started without
analyzing its needs.
2. Organization should provide satisfaction survey programmed to cover the gap
between the desired & the present level in order to develop the competencies of
people, consequently the competencies of the organizations.
3. Employees should be motivated & encourage having a positive view about their work
in organization.
4. Employee satisfaction survey should be done at regular interval that is on a financial
year basis so that a perfect analyzing of skill, work safety, motivation, customer
satisfaction, future planning, training and development, technology etc could be done
for increment in the entire factor.
5. Employees of all the age group must be covered in the survey to arrive at more
accurate results.
6. Along with the technical training, attitudinal, behavioral questioner should mention in
the form for workers and staff members.
7. Survey should be conducted in the actual job environment to be maximum possible
extent.
8. Survey question should be connected with the workmen’s work so that they can
understand its importance and can utilize it properly.
9. The techniques and processes of a training programmed should be related
directly to the needs and objectives of an organization.
10. Record of previous survey evaluation should be kept and utilized for further
improvement and development in the organization.
11. Survey analysis process done helps the organization a lot along with the workers
because it identifies the need of workers which is needed for working on the work
place.
12. Survey should be conducted for the effective participation of staff or workers.
13. The survey analysis by the officer should be not on biased.
.
RECOMMENDATION
The employees should be made aware about the criteria for survey and also about the
objectives of satisfaction survey.
More experienced and senior executive should be involved in employee satisfaction survey
sessions.
Experienced people can pass on good knowledge then any other person. The more the
experienced and senior executives are involved in the satisfaction survey sessions. As they
will choose the options on their experience.
Since the workers are happy with the carer development schemes, therefore some counselling
by the top management should be given to make them understand the rules of the scheme.
For their welfare schemes there should be a resting area where they can rest and some
recreational facilities should also be provided.
Management should take some steps to comfier their problem of insecurity towards their job.
The age group selection criteria should be made transparent so that the workers could
illuminate in case of any oversight. They should also be made aware about the objective of
survey preceding session.
Survey should be on practical basis. Information and knowledge regarding work place details
should be mention in the forms.
The survey sessions should be made more interesting. The worker should be involved in
discussion or their active participation should be taken in the consideration. This would
motivate them to learn more and understand more problems enthusiastically.
Survey also to be imparted to the employee based on giving promotion, not just only for the
employees who are found inefficient. This helps in motivating the employees and maintains the
effectiveness of training. This would further show the way for personnel development, career
advancement and interpersonal relations.
APPENDIX
FEEDBACK FORM (WORK CULTURE)
You are required to answer the questions related to following areas: -
A. Working Conditions F.Quality Measures
B.Communication G.Customer Satisfaction
C.Motivation H.Technology
D.Training & Development I. Safety Measures &
E. Career Development J. Job Itself
Instructions for filling the feedback form are as follows:
1. Please tick marks the appropriate box across each statement.
The options are as follows:
Strongly agree.
Agree
Neutral
Disagree
Strongly disagree
2. In case of any doubt, you can leave that question.
(A) WORKING ENVIRONMENT
Statements Strongly Agree Neutral Disagree Strongly
Agree Disagree
1).Work place is clean
2.) Proper ventilation is there
3.) Work place is free from noise
Pollution
4.) Temperature at work place is
comfortable.
5.) The necessary tools & resources
are easily available & accessible.
6) Proper facilities are available near
Workplace.
7) Proper instructions & process related
to work are displayed at workplace.
8) You are concerned about your regularity and punctuality (options are given below).
Always Sometimes Never
(B) COMMUNICATION
Statements S trongly Agree Neutral
Disagree Strongly
Agree
disagree
1) .You is aware about the goals & objectives
Of the organization.
2.) You are well aware about your job &
Responsibilities.
3.) You are well informed about the rules
& regulations from time to time.
4.) Information provided related to your work
Plan is easy to understand.
5.) In case of any failure at work, senior
Officials make you understand your work
again.
6.) Your suggestions are considered by the
Senior officials.
7.) There is good communication within your
group.
8.) There is good communication between
different departments in the organization.
9.) You can put your problems before your
senior official without any hesitation.
10.) You are made aware about the latest
activities going on in the organization e.g.
TPM.
11) From which of the following sources do you now receive most of your information about
what is going on in the company? (Tick mark top three information sources).
Colleagues Supervisor Bulletin board Company intranet. Company
Publications
Group meetings at workplace any other………………….
12) For which area from the following you believe it is important to receive information about:
(Tick marks the top three areas).
. The company’s strategies for the future
Products & services of the company
The overall financial scenario of the company
Human Resource activities
Perks & incentives
Compensation & bonus
Marketing strategy
Technological developments
C) MOTIVATION
Statements Strongly Agree Neutral
Disagree Strongly
Agree
disagree
1 You are satisfied with your salary.
2. Incentives given to you from time to time
motivate you.
3. You are given fair chance to display your
potential.
4. Actions of your senior officers inspire you.
5. You are given proper respect in the
organization.
6. Working in this organization gives you
respect and recognition in the society.
7. You find your work interesting.
8. Improvement in the work routine increases
your performance efficiency.
9. You feel comfortable to work after the
working hours also.
10. You feel encouraged to come up with
new and better ways of doing things.
11. You are rewarded for your excellent work.
12.You feel your organization treats you as
an asset.
(D) TRAINING & DEVELOPMENT
Statements Strongly Agree Neutral Disagree
Strongly
Agree
Disagree
1. Organization gives proper job related
training.
2. Training adds to your capabilities and
knowledge.
3. Training increases your productivity.
4. There is a proper coordination between the
training classes and the job.
5. Training teaches you to behave in a
cooperative manner with other members of
the organization.
6. Adequate resources for training are
available.
7. Organization helps in improving your
standard of living.
(E) CAREER DEVELOPMENT
Statements S trongly Agree Neutral Disagree
Strongly
Agree disagree
1. You feel that there are good prospects for
your development in this organization.
2. Senior officials do proper planning for the
development of the employees.
3. Apart from your job, you are trained for
other areas of work also.
4. In this organization, after five years, you
see yourself at a higher post.
5. People are promoted on the basis of job
knowledge and basic skills
(F) QUALITY MEASURES
Statements Strongly Agree Neutral
Disagree Strongly
agree disagree
1.) Organization uses raw material of good
quality.
2.) Organization uses resources optimally for
higher productivity.
3) Defective pieces are sorted and separated
immediately.
4) .You is aware about the consequences
related to the defects.
5) .You takes care about the quality of your
products.
6) .You is made aware about the quality
measures and standards.
7) .You is made aware about the organization
quality targets etc.
(G)CUSTOMER SATISFACTION
Statements Strongly Agree Neutral
Disagree Strongly
Agree
disagree
1) .Organization is well aware about the
expectations of its customers.
2).Organization immediately entertains the
problems and complaints of its customers.
3) .Organization ensures that quality products
are available at right time & at right place to
Customers.
4) After the usage of the product customer is
satisfied & is willing to purchase the product
again.
5) Customer satisfaction information sharing
at all levels of organization is beneficial.
6) Organization believes in the motto:
“Customer is God”.
(H) TECHNOLOGY
Statements Strongly Agree Neutral Disagree Strongly
Agree
disagree
Agree
1. Organization uses latest technology.
2. Use of latest technology eases work.
3. Organization has proper communication
channel.
4. Organization has worker support system.
5. You are sufficiently trained before the
induction of new technology.
BIBLIOGRAPHY
The following books and websites were referred to during the making of the project report.
1. In house journals and magazines of NEI.
2. The MOVE (magazine of NEI)
3. Organizational Behaviour (Dr. L.M. Prasad)
4. Business Today
5. Business World
6. HR (Ashwathappa)
7. HRM (D Decanzo. S Robins)
8. Principles & Techniques of Personnel Management (Bhatia & Nirmal Singh)
9. www.neibearing.com