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Welfare facilities and employee satisfaction in hll project report mba

  1. 1. Project of welfare facilities and employee satisfaction surveyH L L EXECUTIVE SUMMARYProject consists of welfare facilities and employee satisfaction survey:- It provides a channel for employees to communicate their views on wide rangeof issues in total confidence. Employee satisfaction survey is conducted to find out the satisfaction level ofthe employees towards welfare facilities at HLL.The other objective is to find out the areas of low satisfaction level where correctiveactions can be taken to improve employee satisfaction.For this purpose a sample of 50 employees was selected & survey was done with thehelp of questionnaire and the results are analyzed for all the employees usingpercentage method. Based on this analysis, observations, given HR will be taking corrective actionsto improve satisfaction level of the employees.BABASABPATIL 1
  2. 2. Project of welfare facilities and employee satisfaction surveyH L L INTRODUCTIONOf all the factors of production - Capital, land, labour; labour or man is undoubtly thecrucial factor that makes or mars an organization.Employees are now a days seen as business partners of the organization. Theyempower the organization to succeed. At the threshold of this transformation, humanassets need to be chosen carefully, developed, nurtured, utilized and theircompetencies multiplied.High employee satisfaction levels can reduce turnover and attrition rate in theindustries.People are the key to success in the new economy. Companies are attaching greaterimportance to human performance today than ever before. And while corporationshave presumably always valued their employees, in todays fast-moving neweconomy, people have gained even greater stature and are now seen as possibly themost important factor in a companys success or failure.Companies are giving due importance to recognize and the extraordinary effortsrelated to retain the people in industry, some are making efforts to attract and retaintop talent, represent fundamental shifts in employer-employee relationships. Andnowhere has this been truer than in the high-tech sector, with its insatiabledemand for knowledge workers.But the focus on human performance now stretches across all industries and all levels,from the front lines of customer service to the highest executive ranks. Almostindustries are putting their best efforts to the keep employees happy and engaged.BABASABPATIL 2
  3. 3. Project of welfare facilities and employee satisfaction surveyH L LOne reason CEOs have begun investing in human performance improvement is thatthey now have quantifiable proof of a sizable return. HR is fast changing from aninternal service department to a strategic partner in improving a companyscompetitive position. In this era of competition, if internal customers, i.e. employeesare not happy then the organization will be out of competitive market.BABASABPATIL 3
  4. 4. Project of welfare facilities and employee satisfaction surveyH L L LITERATURE REVIEWMeaning and Definition:Locke gives a comprehensive definition of Employee Satisfaction“A pleasurable positive emotional state resulting from appraisal of ones perception ofhow well their job provides those things which are viewed as important. It is generallyrecognized in the organizational Behavior field that employees satisfaction is themost important and frequently studied attitude".Definitions of the concepts:To understand the concept clearly, it is better to understand the literalmeaning of them. Therefore to understand the term"Employee Satisfaction" it is very much important to know the words "Employee"And "Satisfaction" separately.Employee: According to the Oxford Dictionary the meaning of the"Employee is a Person employed for Wages".A person who works for another, in return, for financial or other compensation.According to Employees State Insurance Act, 1948, An Employee is defined as theone who is directly employed by the principal employee or whose services aretemporarily lent to by another with whom the employee has a contract of service. Theact also says that employee also includes any person employed for the wages or anyBABASABPATIL 4
  5. 5. Project of welfare facilities and employee satisfaction surveyH L Lwork connected with the administration of the factory or establishment or anydepartment or branch there of or with the purchase of raw materials for or thedistribution of scales of the products of the factory or establishment. The act alsocovers any person engaged as in apprentice, not being an apprentice under theApprefltice Act, 1961 or under The Standing Orders of the establishment, but doesnot include any member of the Indian Naval, Military or Air-forces".Satisfaction: According to the Oxford Dictionary the meaning of the satisfactionmeans "atonement or compensation or a situation where the expectations have beenmet".According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent uponhaving gratified an appetite or motive".Welfare means fairing or doing well. It is a comprehensive term, and refers to thephysical, mental & emotional well being of an individual.The ILO at its Asian Regional Conference defined “Labours welfare as a term whichis understood to include such services, facilities and Amenities and may beestablished or in the vicinity in them with amenities conducive to good health & highmorale.The Oxford dictionary defines labours welfare as “efforts to make life worth living forworkmen”.Chambers dictionary defines as “a state of fairing on doing well, freedom fromcalamity, enjoyment of health, prosperity etc.BABASABPATIL 5
  6. 6. Project of welfare facilities and employee satisfaction surveyH L LNeed for Labour welfare in India The need for labours welfare was strongly felt by the committee of the royalcommitment to industrial work among the factory work and also the harsh treatmentreceives from the employees since the developing country like India. This need wasemphasized by the constitution of India in the chapter on the directive principle ofstate policy in the following articles.Importance of Employee Satisfaction:1. Tracking the attitudes and opinions of employees can identify problems areas andsolutions related to management and leadership, corporate policy, recruitment,benefits, diversity, training, and professional development.2. A comprehensive employee satisfaction study can be the key to a more a motivatedand loyal workforce.3. The first step is to understand exactly which issues have the greatest impact onemployee satisfaction.4. The findings of the employee satisfaction survey will tell you exactly bow muchmore important one issue is over another so that you can focus your performanceimprovement initiatives appropriately.5. In analyzing the data, we can define and refine issues that need addressed, such asoverall job satisfaction, professional fulfillment, employee motivation andcommitment, likelihood to stay with the organization, pay level, corporate goals andObjectives.6. Survey results can be segmented by employee position, length of employment, full-time vs. part-time, etc.BABASABPATIL 6
  7. 7. Project of welfare facilities and employee satisfaction surveyH L LFACTORS AFFECTING EMPLOYEE SATISFACTION. 1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Personal growth 7. Company policy and administration 8. Supervision 9. Relationship with supervisor 10. Work conditions 11. Salary 12. Relationship with peers 13. Personal life 14. Relationship with subordinates 15. Status 16. SecurityBABASABPATIL 7
  8. 8. Project of welfare facilities and employee satisfaction surveyH L LTHEORIES OF EMPLOYEE SATISFACTION.DAVIDC MCCLELLANDS MOTIATIONAL NEEDS THEORYDavid McClelland is most noted for describing three types of motivational need,which he identified in his 1988 book, Human Motivation: • Achievement motivation (n-ach), • Authority or power motivation (n-pow), • Affiliation motivation (n-affil).Davidic McClelland’s needs-based motivational modelThese needs are found to varying degrees in all workers and managers, and this mixof motivational needs characterizes a persons or managers style and behavior, both interms of being motivated and in the management and motivation others.The need for achievement (n-ach)The n-ach person is achievement motivated and therefore seeks achievement,attainment of realistic but challenging goals, and advancement in the job. There is astrong need for feedback as to achievement and progress, and a need for a sense ofaccomplishment.BABASABPATIL 8
  9. 9. Project of welfare facilities and employee satisfaction surveyH L LThe need for authority and power (n-pow)The n-pow person is authority motivated. This driver produces a need to beinfluential, effective and to make an impact. There is a strong need to lead and fortheir ideas to prevail. There is also motivation and need towards increasing personalstatus and prestige.The need for affiliation (n-affil)The n-affil person is affiliation motivated, and has a need for friendly relationshipsand is motivated towards interaction with other people. The affiliation driver producesmotivation and need to be liked and held in popular regard. These people are teamplayers.McClelland said that most people possess and exhibit a combination of thesecharacteristics. Some people exhibit a strong bias to a particular motivational needand this motivational or needs mix consequently affects their behavior and working/managing style. McClelland suggested that a strong n-affil affiliation-motivationundermines a managers objectivity, because of their need to be liked, and that thisaffects a managers decision-making capability. A strong n-pow authority-motivationwill produce a determined work ethic and commitment to the organization, and whilen-pow people are attracted to the leadership role; they may not possess the requiredflexibility and people-centered skills. McClelland argues that n-ach people withstrong achievement motivation make the best leaders, although there can be atendency to demand too much of their staff in the belief that they are all similarly andhighly achievement-focused and results driven, which of course most people are not.BABASABPATIL 9
  10. 10. Project of welfare facilities and employee satisfaction surveyH L LMcClelland’s particular fascination was for achievement motivation, and thislaboratory experiment illustrates one aspect of his theory about the affect ofachievement on peoples motivation. McClelland asserted via this experiment thatwhile most people do not possess a strong achievement-based motivation, those whodo, display a consistent behavior in setting goals:Volunteers were asked to throw rings over pegs rather like the Fair ground game; nodistance was stipulated, and most people seemed to throw from arbitrary, randomdistances, sometimes close, Sometimes farther away. However a small group ofvolunteers, whom McClelland suggested were strongly achievement-motivated, tookSome care to measure and test distances to produce an ideal challenge- not too easy,and not impossible. Interestingly a parallel exists in biology, known as the overloadprinciple, which is commonly applied to fitness and exercising, i.e., in order todevelop fitness and/or strength the exercise must be sufficiently demanding toincrease existing levels, but not so demanding as to cause damage or strain.McClelland identified the same need for a balanced challenge the approach ofachievement-motivated people.McClelland contrasted achievement-motivated people with gamblers, and dispelled acommon pre-conception that n-ach achievement motivated people are big risk takers.On the contrary - typically, achievement-motivate din individuals set goals which theycan influence with their effort and ability, and as such the goal is considered to beAchievable. This determined results-driven approach is almost invariable present inthe character make-up of all successful business people and entrepreneurs.BABASABPATIL10
  11. 11. Project of welfare facilities and employee satisfaction surveyH L LMcClelland suggested other characteristics and achievement-motivate people:attitudes of • Achievement is more important than material or financial reward. • Achieving the aim or task gives greater personal satisfaction than receiving praise or recognition. • Financial reward is regarded as a measurement of success, not an end in itself. • Security’s not not prime motivator, nor is status. • Feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual). • Achievement-motivated people constantly seek improvements and ways of doing things better. • Achievement-motivated people will logically favor jobs and responsibilities that naturally satisfy their needs, i.e. offer flexibility and opportunity to set and achieve goals, e.g., sales and business management, and entrepreneurial roles.McClelland firmly believed that achievement-motivated people are Generally theones who make things happen and get results, and that This extends to getting resultsthrough the organization of other People and resources, although as stated earlier, theyoften demand Too much of their staff because they priorities achieving the goalabove the many varied interests and needs of their people.Interesting comparisons and relationships can be drawn between McClellandsmotivation types, and the characteristics defined in Other behavioral models, e.g.BABASABPATIL11
  12. 12. Project of welfare facilities and employee satisfaction surveyH L LBenzigers thinking and working styles: Achievement-motivation isA double-frontal brain mode style; affiliation-motivation is right basal(rear);authority-motivations arguably left basal (rear).Adairs action-centered leadership model: Achievement-motivatedManagers are firmly focused on the Task, often to the detriment ofThe Individual and the Team. Affiliation-motivation people are TeamAnd Individual centered.Thomas International (Perform ax) DISC system: Achievement motivated peopleare D profiles - results-driven, decisive, dominant, etc. Affiliation-motivated peopleare I (proactive) and S (reactive)profile Authority-motivated people are Sand Cprofiles. (More detail on the Benziger page.)Hersey/Blanchards Situational Leadership model: Achievement motivated peopletend to favor the styles of the first and second modes(telling an selling); affiliation-motivated people tend to favors the third mode (participating); and the authority-motivated people tend to favor the style of mode four (delegating).(More detail on the Tuckmanpage.)McGregor XY Theory: Achievement-motivated people tend towards X-Theorystyle, due to their high task focus; there is plenty of Exception however, and trainingdefinitely helps the n-ach manager to seethe value of employing Theory Y style.n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not canrelatively easily be trained to be so.BABASABPATIL12
  13. 13. Project of welfare facilities and employee satisfaction surveyH L LHertzberg motivators and hygiene factors: n-ach people are more Responsive tothe Hertzberg motivators (especially achievement obviously) an n-affil and n-powpeople.ADAM’s. EQUITY THEORYJohn Stacey Adams -equity theory on job motivationJohn Stacey Adams, workplace and behavioral psychologist, put Forward his EquityTheory on job motivation in 1963. There are Similarities with Charles Handysextension and interpretation of Previous simpler theories of Maslow, Herzberg andother pioneers of Work place psychology, in that the theory acknowledges that subtleand variable factors affect each individuals assessment and perception of theirrelationship with their work, and thereby their employer. Awareness and cognizancefeature more strongly than in earlier models, as does the influence of colleagues andfriends, etc, in forming cognizance, and in this particular model, a sense of whatis fair and reasonable.Adams equity theoryWe each seek a fair balance between what we put into our job and what we get out ofit. Adams calls these inputs and outputs. We form perceptions of what constitutes afair balance or trade of inputs and outputs by comparing our own situation with otherreferents(reference points or examples) in the market place. We are also influencedby colleagues, friends, partners in establishing these benchmarks and our ownresponses to them in relation to our own ratio of inputs to outputs.If we feel are that inputs are fairly and adequately rewarded by outputs (the fairnessbenchmark being subjectively perceived from market norms and other comparablesBABASABPATIL13
  14. 14. Project of welfare facilities and employee satisfaction surveyH L Lreferences) then we are happy in our work and motivated to continue inputting at thesame level.Inputs are typically: Outputs are typicallyEffort, loyalty, hard work, People Financial rewards - pay, salary,commitment, skill, ability, need to expenses, perks, benefits, pensionadaptability, flexibility, feel that arrangements, bonus and commissiontolerance, determination, heart there is a – plus intangibles -recognition,and soul, enthusiasm, trust in fair reputation, praise and thanks, interest,our boss and superiors, support balance responsibility, stimulus, travel,of colleagues and subordinates, between training, development, sense ofpersonal sacrifice, etc. inputs and achievement and advancement, outputs. promotion, etc.If we feel that our inputs out-weigh the outputs then we become demotivated inrelation to our job and employer. People respond to this feeling in different ways:generally the extent of demotivation is proportional to the perceived disparity betweeninputs and expected outputs. Some people reduce effort and application and becomeinwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Otherpeople seek to improve the outputs by making claims or demands for more reward, orseeking an alternative job.BABASABPATIL14
  15. 15. Project of welfare facilities and employee satisfaction surveyH L LABRAHAM MASLOWSHIERARCHY OFNEEDS MOTIYATIONAL.MODELAbraham Maslow developed the Hierarchy of Needs model in 1940-50s USA, andthe Hierarchy of Needs theory remains valid today for understanding humanmotivation, management training, and personal development. Indeed, Maslows ideassurrounding the Hierarchy of Needs concerning the responsibility of employers toprovide a workplace environment that encourages and enables employees to fulfilltheir own unique potential (self-actualization) are today more relevant than ever.Abraham Maslows book Motivation and Personality, published in 1954 (secondedition 1970) introduced the Hierarchy of Needs, and Maslow extended his ideas inother work, notably his later book Toward A Psychology Of Being, a significantand relevant commentary, which has been revised in recent times by Richard Lowry,who is in his own right a leading academic in the field of motivational psychology.Abraham Maslow was born in New York in 1908 and died in 1970,although variouspublications appear in Maslows name in later years. Maslows PhD in psychology in1934 at the University of Wisconsin formed the basis of his motivational research,initially studying rhesus monkeys. Maslow later moved to New Yorks BrooklynCollege.BABASABPATIL15
  16. 16. Project of welfare facilities and employee satisfaction surveyH L LMaslows original five-stage Hierarchy of Needs model is clearly and directlyattributable to Maslow; later versions with added motivational stages are not soclearly attributable. Maslows Hierarchy of Needs has been extended throughinterpretation of Maslows work by other people, and these augmented models anddiagrams are shown as the adapted seven and eight-stage Hierarchy of Needs modelsbelow. There is some uncertainty as to how and when these additional three stages(six, seventh and eighth - Cognitive, Aesthetical, and Transcendence) came to beadded, and by whom, to The Hierarchy of Needs model, and many people considerMaslows original five-stage Hierarchy Of Needs model to be the definitive(and perfectly adequate) concept.Maslows hierarchy of needsEach of us is motivated by needs. Our most basic needs are inborn,Having evolvedover tens of thousands of years. Abraham Maslows Hierarchy of Needs helps toexplain how these needs motivate us all. Maslows Hierarchy of Needs states that wemust satisfy each need In turn ,starting with the first, which deals with the mostobvious needs for survival itself.Only when the lower order needs of physical and emotional well being are satisfiedare we concerned with the higher order needs of Influence and personal development.BABASABPATIL16
  17. 17. Project of welfare facilities and employee satisfaction surveyH L LConversely, the things that satisfy our lower order needs are swept away, we are nolonger concerned about the maintenance of our higher order needs. Maslows originalHierarchy of Needs model was developed between1943-1954.FREDERICKHERZBERG MOTIVATIONALTHEORYFrederick Hertzberg’s motivation and hygiene factorsFrederick Hertzberg’s book The Motivation to Work, written with researchcolleagues B Mausner and B Snyderman in 1959, first established his theories aboutmotivation in the workplace. Herzbergs work, originally on 200 Pittsburgh engineersand accountants, has become one of the most replicated studies in the field ofworkplace psychology.Herzberg was the first to show that satisfaction and dissatisfaction at Work nearlyalways arose from different factors, and were not simply Opposing reactions to thesame factors, as had always previously been(and still now by the unenlightened)believed.He showed that certain factors truly motivate (motivators), whereas others tendedtolead to dissatisfaction (hygiene factors).Accordintog Herzberg, Man has two sets of needs; one as an animal To avoid pain,and two as a human being to grow psychologically.He illustrated this also through Biblical example: Adam after his Expulsion fromEden having the need for food, warmth, shelter,safety, etc., - the hygiene needs; andBABASABPATIL17
  18. 18. Project of welfare facilities and employee satisfaction surveyH L LAbraham, capable and achieving great things through self-development - themotivational needs.Herzbergs research proved that people will strive to achieve hygiene Needs becausethey they are unhappy without them, but once Satisfied the effect soon wears off -satisfaction is temporary. STATEMENT OF THE PROBLEM “A Study on Welfare facilities And its Impact on job Satisfaction”This particular topic is selected because job satisfaction is a very important elementnecessary for the smooth functioning of an organization .Employee surveys provide achannel for employee to communicate their views on a wide range of issues in totalconfidence .They help management to build up an accurate picture of how employeesperceive the organization and highlight the causes of employee dissatisfaction.PURPOSE OF THE STUDY:The study has been conducted for gaining practical knowledge about HR practicesand fulfillment of Masters of Degree in Business Administration.BABASABPATIL18
  19. 19. Project of welfare facilities and employee satisfaction surveyH L LSCOPE OF THE STUDY:The survey was conducted on Operative Level of HLL. The questionnaire for thissurvey was framed considering those factors where corrective action can be taken atHLL. From the result of the survey the HR department can take the corrective actionto increase employee satisfaction and thereby increase productivity.SURVEY OBJECTIVES: • To understand the impact of welfare facilities on job satisfaction. • To measure employee satisfaction level from different perspectives. • To identify the perceived importance of satisfaction factors and the issues causing dissatisfaction.BABASABPATIL19
  20. 20. Project of welfare facilities and employee satisfaction surveyH L L • To propose recommendations for enhancing employee satisfaction to improve business performance. • To know the welfare facilities provided by HLL.. COMPANY PROFILECorporate ProfileHindustan Latex Limited (HLL) is a Government of India Company, under theMinistry of Health and Family Welfare.HLL was incorporated on March 1, 1966 with the objective of producing andproviding good quality condoms for the National Family Planning Program. Thefoundation stone for the plant to be set up with Japanese Technology, in the naturalrubber rich state of Kerala was laid by the then Union Minister for Health and FamilyBABASABPATIL20
  21. 21. Project of welfare facilities and employee satisfaction surveyH L LWelfare, Dr. Sushila Nayyar at peroorkada in Thiruvananthapuram on January 14,1967. Commercial production at the plant commenced on April 5, 1969. HLL today isone of the world’s largest manufacturers of condoms with an annual productioncapacity of 800 million pieces.Today over three decades and five years hence, HLL has developed an impressiveproduction infrastructure for a range of Contraceptives and Health Care Products.Manufacturing facilities of HLL have the prestigious ISO 9002 and the ISO 14001Certifications, the CE Mark for HLL’s Blood Bags and Condoms, and the 510(k)Certification for its Condoms from the US FDA. HLL brands are being exported toover 70 countries today.HLL has set up a trust - Hindustan Latex Family Planning Promotion Trust(HLFPPT), which is implementing various Social Projects with an objective ofbringing about planned behavioral change in some of the most backward areas inIndia. HLFPPT has developed the expertise and has rich experience in successfullycarrying out various social projects in the field of Reproductive Health, Safe Sex andAIDS Prevention.Uniqueness of HLL - Our wide range of products for Contraceptive and Health Caresegments, which possibly no organization the world ever could offer. Today HLLproduct range include:Contraceptive Aids: • Condoms • Copper TsBABASABPATIL21
  22. 22. Project of welfare facilities and employee satisfaction surveyH L L • Oral Contraceptive Pills - ‘Saheli’ the Once-a-Week Pill, Mala D, and the Preventol Emergency Contraceptive PillsHealth Care Aids: • Blood Transfusion Bags • Hydrocephalus Shunts • Surgical Sutures • Surgical and Examination GlovesBABASABPATIL22
  23. 23. Project of welfare facilities and employee satisfaction surveyH L LSocial Marketing Products: • Ferro Plus-Iron and Folic Acid Tablets • Jal Jeevan Oral Re-hydration salts • Plast aid Medicated PlastersHistoryTo trace briefly, HLL’s landmarks in the 37th year since its commencement ofoperations:1969 - Commences on April 5, commercial production of Condoms at its plant atThiruvananthapuram. Production capacity at 144 million pieces a year.1976 - Production capacity doubled with the addition of two more lines in themolding section. Production capacity doubles to 288 million pieces.1985 - The addition of the plants at Belgaum and Thiruvananthapuram with the lateststate-of-art Japanese Technology, raises HLL’s total Condom production capacity to800 million pieces a year.1991 - HLL recognized as a MOU signing organization by the Government of India.HLL granted the 510(k) Certification by Food and Drug Administration (FDA) of theUS, needed for export of its Condoms to the USA.1992 - Diversifies into manufacture of Surgical & Examination Gloves. Commencesformulation and tabletting of Saheli once-a-week pill at Belgaum.1993 - Plant for formulation and tabletting of Mala-D Oral pills, commissioned atBelgaum.1994 - Commences production of Copper-T Intra-Uterine device at its Aakkulamplant. Commences commercial production of Ceredrain Hydrocephalus Shunts.BABASABPATIL23
  24. 24. Project of welfare facilities and employee satisfaction surveyH L L1994-1995 - Introduces Surgical, Synthetic and Catgut Sutures.1995-1996 - Introduces HL-Haemopack Blood Transfusion Bags. HLL awarded theNF mark by the Laboratoire National Diseases, France, which is the certificationrequired for export of its Condoms to the European Nations.1996 - HLL granted ISO 9002 - for its efficient Quality Management Systems - for itsPeroorkada plant manufacturing Condoms, and Aakkulam plant manufacturing BloodBags, Copper-T and Hydrocephalus Shunt.1997 - HLL, the only Company from India selected by WHO for obtaining theirrequirements of Condoms-for reaching countries worldwide.1998 - HLL Peroorkada plant granted the prestigious CE mark- the prime requisite forexport of Condoms to the European Economic Community (from June 1998) - byGMED, France, the official French Certification Agency.HLL’s Aakkulam plant also receives the CE mark from SGS Yarsley InternationalCertification Services, UK for its Blood Bags.Hindustan Latex Family Planning Promotion Trust (HLFPPT) commences severalsocial marketing projects and services all over the country.1999-2000 - Receives MOU award and Certificate of merit from the Vice President ofIndia, for excellence in the achievement of MOU targets. HLL’s Aakkulam plantreceives ISO 14001 certification. This certification signifies : Commitment toProtect environment and prevent pollution.Compliance with all Environment laws and regulations.BABASABPATIL24
  25. 25. Project of welfare facilities and employee satisfaction surveyH L LHealth and Safety of Employees and,Conservation of energy and natural resources.2002 - HLL’s Peroorkada plant and Belgaum plant awarded the ISO 14001certifications. HLL’s Kanagala (Belgaum) plant awarded the CE mark for itsCondoms. Awarded the Certificate of Merit by CAPEXIL for export achievements for2001-2002. Introduces HL HAEMOSAFE Instant Needle and Syringe Destroyer, afool proof system for destroying used needles.2003 - HLL received on April 5, 2003, the MOU award of the Government of India,from His Excellency the President of India Dr. A. P. J. Abdul Kalamji, for excellencein the achievement of MOU targets for 2001-2002. Achieves highest turnover of Rs.150 Crores. Records highest profits (PBDIT) of Rs. 20.30 Crores. Paid dividend ofRs.2.50 Crores to the Government of India. Introduces of Preventola EmergencyContraceptive Pills. Introduces for Blood Bank automation, two specially designedproducts - HiCare Blood Collection Monitor and HiCare Tube Sealer for sealingBlood Bags. HLL commences trial production of Surgical Sutures and TissueExpanders at its plant at Aakkulam in Thiruvananthapuram.During 2002-2003 - HLL exported Rs.13 Crores worth of its Condoms, Blood Bags,Hydrocephalus Shunts, and Latex Gloves to over 60 countries around the world. HLLattains top position in the area of social marketing, with added thrust from theHindustan Latex Family Planning Promotion Trust (HLFPPT). Commercialproduction of Surgical Sutures launched on September 27, 2003 by the UnionMinister for Health and Family Welfare Smt. Sushma Swaraj.BABASABPATIL25
  26. 26. Project of welfare facilities and employee satisfaction surveyH L L2004- Launched Moods condoms in the Middle East on January 22. HLL’s FemaleCondom launched on February 13, 2004, by the Secretary, Dept. of Family WelfareSri P.K. Hota, IAS at New Delhi. HLL Sanitary Napkins Sakhia launched at a specialfunction in Indore on February 29. HLL new Unit at Cochin Special Economic Zone(CSEZ) inaugurated by the Chairman on March 4, 2004.Records the highest turnover yet of Rs. 162.54 crores and profits (after tax) ofRs.18.81 crores. CONSAP Contraceptive Cream for women, launched at Chennai inJune 2004. Received from the Prime Minister of India on September 4, 2004, theGovernment of India MOU Award on being adjudged amongst the top ten Of theCentral Public Sector Unitsm, on the basis of MOU targets achieved. Paid a Dividendof 24.21% to the Government of India, amounting to Rs.386 lakhs on November 25,2004. Launched in collaboration with M/s Becton and Dickinson, Autoloka Autodestructive syringes, a special function at New Delhi on December 16,2004.HLL’s Peroorkada Plant at Thiruvananthapuram awarded the Golden PeacockNational Quality Award by the Institute of Directors, on the occasion of the 15thWorld Congress on Total Quality organised at Mumbai on January 14, 2005. PaidInterim Dividend of 20% amounting to Rs. 242.5 lakhs for the period April -November 2004, to the Union Minister for Health and Family WelfareSri Anbumani Ramdoss at New Delhi on January 19, 2004. Also contributed Rs 20lakhs to Prime Ministers Relief Fund.2005-HLL have received best safety award from national safety council from statelabour minister. HLL also announced the launched of auto lock syringes & madealliance with female health company, Chicago.BABASABPATIL26
  27. 27. Project of welfare facilities and employee satisfaction surveyH L LHLL has started marketing through it Any Time Condom(ATC) vending machine atmost all public places.Kanagala plantExecutive Director(Operations)Hindustan Latex LimitedKanagala , Belgaum - 591225Karnataka , IndiaPh: +91-8333- 279244, 279207Fax: +91-8333-279245, 279206E Mail: hllnfk@sancharnet.inKanagala Plant of HLL has been set up in such a place where Severe unemploymentproblems were prevailed. Kanagala is small village in Hukkeri Taluka of BelgaumBABASABPATIL27
  28. 28. Project of welfare facilities and employee satisfaction surveyH L LDistrict. It is on the National Highway No.4 and it is about 55 km form Belgaum and15 kms from Nippani.The population of Kanagala village is about 15000 and majority of the villagers areengaged in agriculture. The Kanagala area a is industrially and economicallybackward. In order to provide the employment to the native people and to improve thestandard of living of the village people, Shri. B. Shnakarananda, the Former Ministerof Health and Family Welfare, Govt. of India, who has from the village, took theInitiative in establishment of Kanagala unit of HLL.HLL unit of Kanagala plant is having an area of about 28 Acres of land, about 3/4thof the total area is occupied by Factory building which consists of administrativebuilding, main factory building. HLL was incorporated as a company under theministry of Health and Family welfare of Government of India on March, 1969. HLLhas been assisting nations massive family planning program by providingindigenously loco priced, high quality contraceptive namely CONDOMS. HLL istoday the largest manufacturer of condoms in the country with its two plants atBelgaum in Karnataka state and one at Thiruvananthapuram in Kerala State, set up incollaboration with M/s. OKAMOTO INDUSTRIES INC. JAPAN having installedcapacity of 608 Million pieces of condoms annually.HLL has moved on from the status of single product manufacturer to a multi productone, stepping into the reaction of health aids. The product range of HLL includescondom, copper- T, Blood Bags, Hydro cephalous shunts,Non-steroidal oralcontraceptive pills and tabulating of Steroidal contraceptive pills "MALA –D/N".HLL is also Engaged in the trading of premium quality surgical sutures.BABASABPATIL28
  29. 29. Project of welfare facilities and employee satisfaction surveyH L LKanagala plant in Belgaum, Karnataka commenced Operation ,with the production ofcondoms in 1985 using Japanese technology. It was expanded with the tabulatingfacility for Birth control pills, Mala-D/N and Saheli commenced in 1992. Thetabletting of Emergency Contraceptive pills was started in 2003. ManufacturingFacility for Centchroman Bulk drug was added in 2004.Electrical and maintenance department, boiler room, effluent plant, building, stores,ammonia storage locker room, office,canteen, assistance aid room, and within thatarea, there is a hostel for unmarried employees. The factory premises also include twoquarters for GM/DGM (Operations and Production).There is separate buildingconstructed for the Production of Mala -DIN. Coral contraceptive pills as theDiversification project of HLL at Kanagala unit. The Established Kanagala unit ofHLL is to manufacture the Thinnest condoms and hence it is called condom factoryand also it provides contraceptive pills MALA D/N. the main object of this is toprovide employment opportunity to those people, who are coming form rural areas.The Kanagala unit of its industrial background object is to develop the area andimproving the standard of living of the people.The manufacturing unit has ISO 9002 certification. The production facility for Birthcontrol pills has been set up in line with WHO good manufacturing practice.List of Quality Certifications • ISO9001-2000 Certificate • GMP Certificate • CE Mark CertificateBABASABPATIL29
  30. 30. Project of welfare facilities and employee satisfaction surveyH L L • ISO14001: 2004 Certificate • ISO 13485: 2003MANAGEMENTSTRUCTUREThe Management of HLL Kanagala plant is similar to that of Management of HLLunit at Thiruvananthapuram of Kerala State.The Chief Executive of the Kanagala Unit is the Deputy Genera Manager (Parma ) isShri Padmanabhan.HLL VISION "Innovating for Healthy Generations"HLL MISSION 2010 The vision statement is further crystallised through a mission statement focusedon the 5 identified drivers to achieve this vision, viz., customer, employees, business,industry and social initiatives.BABASABPATIL30
  31. 31. Project of welfare facilities and employee satisfaction surveyH L LBABASABPATIL31
  32. 32. Project of welfare facilities and employee satisfaction surveyH L LStrengths and Capabilities • Over thirty years experience in the manufacture of latex based products and voer the past decade of Polymer based products. • Highly proficient expert team of Technical and other personnel to envision and implement any task. • Hands of experience of having implemented three expansion projects. • Thoroughly modernised its existing manufacturing units indigenously, utilising the expertise of its own technical personnel. • Technical expertise in the area of Technology Transfer. Setup indigenously world class production facilities for the manufacture of Blood Transfusion Bags, Hydrocephalus Shunt and Copper-T’s. • Providing Consultancy Services for the setting up of a Blood Bag Unit in West Bengal.MANUFACTURING PROCESSThe manufacturing process of condoms can be broadlyBABASABPATIL32
  33. 33. Project of welfare facilities and employee satisfaction surveyH L LClassified into 3 main operating viz-1) Compounding of latex.2) Molding of compounded latex.3) Vulcanization of molded project.4)Inspection Process5)PackingProducts of HLL KanagalaCondoms having various brand names:1.Nirodh-Free supply2.Nirodh-New Lubricated3.Deluxe4.Super Deluxe5.Moods6.Rakshak7.Share8.Masti9.Nymph10.Ustad11.Sparsh12.Pick meBABASABPATIL33
  34. 34. Project of welfare facilities and employee satisfaction surveyH L L13.Zaroor RangeelaOral Contraceptive Pills for females01.Mala-D02.Mala-N03.Saheli04.Apsara05.Preventol06.Arpan07.Choice08.Mukti09.Julie10.KhushiHealth care Aids01.Blood Transfussion Bags02.Surgical Suteires03.Surgical & Examination gloves04.Hand GlovesHuman ResourcesVisionFostering employee excellence in support of building the National’s best Health CareCompany.BABASABPATIL34
  35. 35. Project of welfare facilities and employee satisfaction surveyH L LMissionTo provide company wide leadership in formulating human resource policies andprogrammers that enhance the quality of employee services and encouragingemployee contributions towards sustaining HLL’s continued excellence.To collaborate with all other departments in supporting effective recruitment,development and maintenance of a highly competent workforce.To be a strategic partner in creating a work environment which fosters individualachievements, teamwork, integrity, professionalism and accountability.To foster a meaningful, environmental friendly and productive work environment andensure positive contribution to the community around us.ObjectivesExercise leadership in modeling and implementing successful human resourcepolicies and practices that help unleash employee potential.Create an organizational ambience where talents can bloom and support themanagement’s efforts to foster a high performance workforce.Support local efforts to recruit, develop and retain a highly qualified work force bybuilding market practices and effective employer practices into human resourcemethodologies.Encourage, support, reward and recognize creativity, innovation, individual and teamperformance.BABASABPATIL35
  36. 36. Project of welfare facilities and employee satisfaction surveyH L LProvide competitive terms and conditions of employment to the work force throughbuilding up a reward and recognition mechanism that provides value for people.HR PhilosophyWe, * Believe in the potential of our most valuable assets- Our employees. * Believe and trust our employees. * Strive for excellence. * Exhibit the values of honesty, integrity and respect among our employees and thepublic in our work and conduct.BABASABPATIL36
  37. 37. Project of welfare facilities and employee satisfaction surveyH L L ORGANIZATION CHARTThe Kanagala is divided into the following Departments:1. Operations and production2. Boiler house3. Machine shop4. HR5. Accounts6. Purchase7. Stores8. DispatchBABASABPATIL37
  38. 38. Project of welfare facilities and employee satisfaction surveyH L L9. Systems10. Safety11. ElectricalSAMPLE & SAMPLING TECHNIQUESWhen the filed of enquiry is large, a small representation of The larger whole is taken.The selected respondents are ethnically called the sample and the selection process isCalled "Sampling Technique". In this study the investigator Has selected fiftyrespondents comprising about 14.3% of the universe.RESEARCH METHODOLGY:a)The research design descriptive: The primary information collected throughquestionnaire. The questionnaire were personally given to each other.b)Data Collection Method: The information necessary for this survey is collectedby trapping primary and secondary sources.BABASABPATIL38
  39. 39. Project of welfare facilities and employee satisfaction surveyH L L Primary Sources. • Questionnaire • Personal Interaction Secondary sources • Previous reports on employee satisfaction • Related information from internet. • Books and publicationTOOL OF DATA COLLECTIONA tool is an aid with which necessary and relevant Information can be fetchedsystematically to the subject matter.The interview method was the tool of data collection, which Was used byinvestigator. The schedule contains several Question resulting to different aspects ofthe problems under analysis. Open and closed - ended questions were used for theinterview. RESEARCH DESIGNThe research design is the conceptual structure within which research is conducted.The preparation of such a design facilitates research to be as efficient as possibleyielding maximal information with minimal expenditure of time,effort and money.The present study is exploratory in nature, in the sense that An attempt has been madeto explore the minds of the Workers with respect to various parameters that affect theLevel of satisfaction.the interview method was chosen primarily because:BABASABPATIL39
  40. 40. Project of welfare facilities and employee satisfaction surveyH L LIt is more personal in nature. This facilitates better response and thus effectiveinformation can be gathered from the respondents It makes easier for the respondentsto understand the objectives of the investigator and the study.There is a certain amount of flexibility, which can be helpful in gathering informationin greater depth. Probability of securing spontaneous reactions is high.LIMITATIONS OF THE STUDY1. It applied to only permanent employees of the HLL.2. Only 50 respondents were taken out of 348, so it may not resemble the total.3. Some of the questions in the interview schedule were not responded since theemployee found it too sensitive to be answered.Data analysis:Data analysis was made based on questionnaire. Graphs have been used to know thelevel of satisfaction of the employees towards welfare measures. This analysis ishelpful in recommending improvements in welfare measuresANALYSIS AND INTERPRETATION OF DATAAnalysis and interpretation are central steps in the research process.Analysis of data means studying the tabulated material in order to Determine inherentfacts or meanings. It involves breaking down Existing complex factors in to simplerparts and putting the parts Together in new arrangements for the purposes ofinterpretation. Thus The global of analysis is to submit summarize the collected datain Such a way that they provide answers to the questions that triggeredBABASABPATIL40
  41. 41. Project of welfare facilities and employee satisfaction surveyH L Lthe research.Interpretation is the search for the broader meaning of research findings. Throughinterpretation, the meaning s and implications of the study become clear. An analysisis not complete without interpretation; and interpretation cannot proceed withoutanalysis.This chapter aims at presenting the resulted of the study in a logical and convenientform through simple tables, graphs and charts and explaining simple descriptivemeasures. It also aims at picking out the crucial results of the study. The entirechapter has been broken down into several .sub-chapters so as to facilitate easyunderstanding of facts and figures.BABASABPATIL41
  42. 42. Project of welfare facilities and employee satisfaction surveyH L L1. I feel I am being paid a fair amount for the work I do in HLL. Sr Respondent N0 Option s Percentage 1 Disagree very much 5 10 2 Disagree moderately 3 6 3 Disagree slightly 1 2 4 Agree slightly 2 4 5 Agree moderately 33 66 6 Agree very much 6 12 Total 50 100 Respondents 35 30 Percentage 25 20 Respondents 15 10 5 0 y h h y t ly ly el uc uc el ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e ag Ag ee e re re re s Ag ag gr Di Ag sa s Di Di"Money” as they say, "Is the Life and Blood of Every Business". Large part of moneyof the profile or be it loss makes the part of the salaries to the employees and this isOne of the important reasons as to why an employee would do work.In below mentioned table, the investigator has tried to gauge the employeessatisfaction towards the salary and reasons in it. More 82% of employee say that theyagree that being paid a fair amount for the work they do in HLLBABASABPATIL42
  43. 43. Project of welfare facilities and employee satisfaction surveyH L L2. There is really too little chance for promotion on my job. Sr Respondent N0 Option s Percentage 1 Disagree very much 1 2 2 Disagree moderately 4 8 3 Disagree slightly 1 2 4 Agree slightly 5 10 5 Agree moderately 5 10 6 Agree very much 34 68 Total 50 100 Respondents 40 35 30 Percentage 25 20 Respondents 15 10 5 0 y h h y t ly ly el uc uc el ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e ag Ag ee e re re re s Ag ag gr Di Ag sa s Di DiAs they say “Growth is Life” employee are also will to grow ahead what they aretoday in order to meet future challenges. From the above graph and table we can seethat 78 %employee of HLL see that there is too little Chance of growth and smallamount of employee say that 8% say they have moderate chance of promotion.BABASABPATIL43
  44. 44. Project of welfare facilities and employee satisfaction surveyH L L3. My supervisor is quite competent in doing his/her job. Sr Respondent N0 Option s Percentage 1 Disagree very much 0 0 2 Disagree moderately 0 0 3 Disagree slightly 4 8 4 Agree slightly 12 24 5 Agree moderately 21 42 6 Agree very much 13 26 Total 50 100 Respondents 25 20 Percentage 15 Respondents 10 5 0 y h h y t ly ly el uc uc el ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e ag Ag e e re re re re s Ag ag Di ag Ag s s Di DiMore than 68 % of employee say that there supervisor is quite competent in doinghis/her job were as only 24% employee say that they are slightly agree with thestatement and 8% say do not agree.BABASABPATIL44
  45. 45. Project of welfare facilities and employee satisfaction surveyH L L4. I am not satisfied with the benefits I receive in HLL. Sr Respondent N0 Option s Percentage 1 Disagree very much 4 8 2 Disagree moderately 27 54 3 Disagree slightly 4 8 4 Agree slightly 1 2 5 Agree moderately 14 28 6 Agree very much 0 0 Total 50 100 Respondents 30 25 Percentage 20 15 Respondents 10 5 0 y h y h t ly ly el uc el uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e ag Ag e e re re re re s ag Ag Di Ag ag s s Di DiMore the 54% of employee say that they are satisfied with the benefits I receive inHLL only 28% of the employee say that they are not satisfied with the benefits I receivefrom the HLLBABASABPATIL45
  46. 46. Project of welfare facilities and employee satisfaction surveyH L L5. When I do a good job, I receive the recognition for it that I should receive. Sr Respondent N0 Option s Percentage 1 Disagree very much 5 10 2 Disagree moderately 0 0 3 Disagree slightly 5 10 4 Agree slightly 19 38 5 Agree moderately 6 12 6 Agree very much 15 30 Total 50 100 Respondents 20 18 16 Percentage 14 12 10 Respondents 8 6 4 2 0 y y h h ly t ly el el uc uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e Ag ag e e re re re re s ag Ag Di ag Ag s s Di DiThe above graph show the relation with supervisor with the worker 42% of employeesay that the receive the recognition for it that they should receive when they do goodjob. Only 20 % employee say that they not receive the recognition for their job.BABASABPATIL46
  47. 47. Project of welfare facilities and employee satisfaction surveyH L L6. Many of our rules and procedures in HLL make doing a good job difficult. Sr Respondent N0 Option s Percentage 1 Disagree very much 13 26 2 Disagree moderately 1 2 3 Disagree slightly 12 24 4 Agree slightly 10 20 5 Agree moderately 2 4 6 Agree very much 12 24 Total 50 100 Respondents 14 12 Percentage 10 8 Respondents 6 4 2 0 y y h h ly t ly el el uc uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e Ag ag e e re re re re s ag Ag Di ag Ag s s Di DiRules and procedures in HLL make good job difficult for some employee about 44%of employee think that it make the effect were as 28% say it do not effect the jobBABASABPATIL47
  48. 48. Project of welfare facilities and employee satisfaction surveyH L L7. I like the people I work with in HLL. Sr Respondent N0 Option s Percentage 1 Disagree very much 0 0 2 Disagree moderately 2 4 3 Disagree slightly 0 0 4 Agree slightly 5 10 5 Agree moderately 18 36 6 Agree very much 25 50 Total 50 100 Respondents 30 25 Percentage 20 15 Respondents 10 5 0 y y h h t ly ly el el uc uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e ag Ag e e re re re re s ag Ag Di ag Ag s s Di Dithe above graph and table show that the employee like the people who work with themin HLL about 86% of the employee say they like the people in HLL.BABASABPATIL48
  49. 49. Project of welfare facilities and employee satisfaction surveyH L L8. I sometimes feel my job is meaningless. Sr Respondent N0 Option s Percentage 1 Disagree very much 23 46 2 Disagree moderately 18 36 3 Disagree slightly 7 14 4 Agree slightly 1 2 5 Agree moderately 1 2 6 Agree very much 0 0 Total 50 100 Respondents 25 20 Percentage 15 Respondents 10 5 0 y y h h ly t ly el el uc uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e Ag ag e e re re re re s ag Ag Di ag Ag s s Di Dithe employee say that the work they do in the HLL is Meaningful and about 82% of theemployee support the statement. In the other hand 14% say that they have some lessmeaning.BABASABPATIL49
  50. 50. Project of welfare facilities and employee satisfaction surveyH L L9. Communications seem good within HLL. Sr Respondent N0 Option s Percentage 1 Disagree very much 3 6 2 Disagree moderately 0 0 3 Disagree slightly 2 4 4 Agree slightly 13 26 5 Agree moderately 11 22 6 Agree very much 21 42 Total 50 100 Respondents 25 20 Percentage 15 Respondents 10 5 0 y y h h ly t ly el el uc uc ht gh at at m m ig er er sli sl ry ry od od e e ve ve re m re m e e Ag ag e e re re re re s ag Ag Di ag Ag s s Di DiA good and healthy Communications is needed to a good smooth running of theorigination 64% and above say that communication is good in HLL were as 26% say itis at satisfaction level.BABASABPATIL50