A SUMMER TRAINING PROJECT REPORT ON A HUMAN RESOURCE ANNUAL SURVAY OF SHARDA EXPORTS SUBMITTED IN PARTIAL FUFILLMENT FOR THE AWARD OF THE DEGREE OF MASTER OF BUSINESS ADMINISTRATION (2010-2012)SUBMITTED TO: SUBMITTEDBY:DR. RUCHI TYAGI ANURADHA GOLAPROJECT REPORT SUPERVISOR Roll No.: 1007570012SCHOOL OF MANAGEMENT M.B.A. III SEM RADHA GOVIND GROUP OF INSTITUTIONS, MEERUT M.M TECHNICAL UNIVERSITY, NOIDA (2011)
To Whom So Ever It May ConcernThis is to Certify that Ms. Anuradha Gola has prepared a summer training basedproject report on the title „Annual HR Survey‟ for the partial fulfillment of MastersDegree in Business Administration from M.M. Technical University, Noida.To the best of my knowledge the matter presented in project report is satisfactoryand we wish her success in her future endeavor. Name(Dr. Ruchi Tyagi) Anuyogipuram, Garh Road, Meerut-250 004 (UP) INDIA Telefax : 0121 – 2760396, 2765023, 2603082 Fax : 0121-2600771 e-mail : firstname.lastname@example.org, email@example.com, website : www.rgec.edu, www.iims.edu.in
DECLARATIONI, hereby declare that the research work presented in the summer training based project reportentitled, “Annual HR Survey at Sharda Exports ” for the partial fulfillment for the award ofMaster degree in Business Administration from Mahamaya Technical University, Noida is basedon my research work.The project report embodies the result of original work and studies carried out by me and thecontent of the project do not from the basis for the award of any other degree to me or toanybody else.Anuradha Gola1007570012
ACKNOWLEDGEMENTThis project would not have been initiated and completed without the blessings of AlmightyGod. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors ofSharda Exports for giving me an opportunity to be a part of their organization as a trainee andconduct the Annual HR Survey.I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidanceand knowledge.On the completion of this research report. I am immensely thankful to M.M. TechnicalUniversity, Noida which has provided me with this opportunity .I am also thankful to School ofManagement, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profoundsense of gratitude to all the supporting hands.I am deeply indebted to all the employees of Sharda Exports who were quite supportive andactively participated in the survey. I am also thankful to my parents who have persuaded me toundergo this course.SignatureName : Anuradha GolaRoll No : 1007570012
LIST OF TABLESS.NO. TABLE CAPTION PAGE NO. NO.1 5.1 How long you are working in sharda.2 5.2 Why do you prefer to work in Sharda.3 5.3 Where do you see yourself three yesr from now4 5.4 What is the most effective way to enhance performance5 5.5 Rate the training topics as to how much they can enhance your performance6 5.6 Please indicate your participation in the training during the last one year7 5.7 How useful is the suggestion scheme8 5.8 How many suggestion you have given during last one year9 5.9 Please rate the motivational factor by which no. of suggestion can be increased. 5.10 Rate the following factors which would be10 helpful in reducing stress at work place12 5.12 Kindly rate the following reveal important
information regarding teamwork and group cohesiveness13 5.13 Kindly rate the following factors related to decision making at Sharda Exports14 5.14 How do you rate implementation of ADVANTAGE Sharda Exports15 5.15 Rate the factors that yoy feel have been affected by the implementation of Advantage Sharda Program16 5.16 Up to what extent we are successful in achieving the objectives of Advantage Sharda17 5.17 How has Advantage Sharda benefited you as an individual18 5.18 What do you understand bu Housekeeping19 5.19 How important is Housekeeping for Health and Safety of employees20 5.20 Hoe important is keeping Aisles(Yellow lines) clear for safety of employees21 5.21 How important are Personal Protective Equipment for their safety?22 5.22 How important is wearing helment for personal safety
LISTS OF FIGURES TABLE CAPTION PAGE NO.S.NO. NO.1 5.1 How long you are working in sharda.2 5.2 Why do you prefer to work in Sharda.3 5.3 Where do you see yourself three yesr from now4 5.4 What is the most effective way to enhance performance5 5.5 Rate the training topics as to how much they can enhance your performance6 5.6 Please indicate your participation in the training during the last one year7 5.7 How useful is the suggestion scheme8 5.8 How many suggestion you have given during last one year9 5.9 Please rate the motivational factor by which no. of suggestion can be increased. 5.10 Rate the following factors which would be10 helpful in reducing stress at work place12 5.12 Kindly rate the following reveal important
information regarding teamwork and group cohesiveness13 5.13 Kindly rate the following factors related to decision making at Sharda Exports14 5.14 How do you rate implementation of ADVANTAGE Sharda Exports15 5.15 Rate the factors that yoy feel have been affected by the implementation of Advantage Sharda Program16 5.16 Up to what extent we are successful in achieving the objectives of Advantage Sharda17 5.17 How has Advantage Sharda benefited you as an individual18 5.18 What do you understand bu Housekeeping19 5.19 How important is Housekeeping for Health and Safety of employees20 5.20 Hoe important is keeping Aisles(Yellow lines) clear for safety of employees21 5.21 How important are Personal Protective Equipment for their safety?22 5.22 How imp. Wearing helment for persona lsafety
TABLE OF CONTENTS CHAPTER NO. TITLE PAGE NO.LIST OF TABLES IVLIST OF FIGURES VEXECUTIVE SUMMARY VIIPART I1 INTRODUCTION 1.1 INTRODUCTION 1.2 OBJECTIVES OF THE STUDY 1.3 RESEARCH METHODOLOGY 1.4 LIMITATIONSPART II2 LITRATURE REVIEW 2.1 BACKGROUND OF HDFC: IRDA 2.2 PRESENT STATUS 3 3.1 SURVEY THEORY 3.2 THEORY OF SURVEY PROCESS4 RESEARCH METHODOLOGY 4.1 RESEARCH APPROACH 4.2 SAMPLE DESIGN 4.3 DATA,ITS COLLECTION AND TABULATIONPART III.5 DATA ANALYSIS & INTERPRETATION 5.1 DATA ANALYSIS & DISCUSSIONPART IV,6 CONCLUSIONS AND SUGGESTIONS 6.1 CONCLUSION 6.2 SUGGESTIONBIBLOGRAPHY
ACKNOWLEDGEMENTThis project would not have been initiated and completed without the blessings of AlmightyGod. I owe my heartfelt thanks to Mr. Aditya Gupta and Mr. Ashish Gupta, the Directors ofSharda Exports for giving me an opportunity to be a part of their organization as a trainee andconduct the Annual HR Survey.I express my heartiest thanks to the management of our esteemed institution “IIMS Meerut”especially Mr. Damodar Singh, for being supportive throughout and for their valuable guidanceand knowledge.On the completion of this research report. I am immensely thankful to M.M. TechnicalUniversity, Noida which has provided me with this opportunity .I am also thankful to School ofManagement, R.G.G.I. Meerut and all the respective fraternity for their valuable time, support,enthusiasm, guidance and keen interest shown to me during the project. I deliberate my profoundsense of gratitude to all the supporting hands.I am deeply indebted to all the employees of Sharda Exports who were quite supportive andactively participated in the survey. I am also thankful to my parents who have persuaded me toundergo this course.SignatureName : Anuradha GolaRoll No : 1007570012Date :
EXECUTIVE SUMMARYAN ANNUAL HUMAN RESOURCE SURVEY OF SHARDA EXPORTS EMPLOYEESHuman Resource is the most important asset of an organization as it is capable of productivelyutilizing and mobilizing all other assets. Most of the successful companies are better orientedtowards their employees. They value the suggestions given by their employees as it is the firsthand source of information as far as their policies and programs are concerned.The annual HR survey aims at achieving the following objectives:To analyze what the employees feel about the organization.To analyze the training needs andalso get feedback on the training attended by the employee.To identify the areas ofimplementation and improvement of the suggestion scheme.To find out the factors which canhelp to reduce stress and as a result, increase the productivity of the employees.To study andassess the relationship of employees with their seniorsResearch methodology is a way to systematically solve the research problem. When we talk ofresearch methodology we not only talk of research methods but also consider the logic behind it.We use in the context of our research studies and explain why we are not using the other methodso that research results are capable of being evaluated either by the researcher himself or by theothers.The purpose of this section is to describe the methodology carried out to complete the work. Theeffectiveness of any research work depends upon the correctness and effectiveness of theresearch methodology. The researcher has been advised by his company organizer to include allof this in the sample has for the collection of primary data the researcher has used questionnaire
as a tool, the collected data was than tabulated and analyzed with the help of the percentagemethod and Ms Excel package. This is then presented and interpreted to drive findings andrecommend suggestions.On the analysis of data researcher come out with findings these are:1.As per the analysis we get that majority of the employs are those who have been workinghere from 1-5 year, they mentioned their preference to work in Sharda is for learningopportunities and growth.2. Considering the relationship with seniors, mostly juniors mentioned that they aresatisfied with their seniors and they help them in most of the time as and when required.3. There is a very positive analysis of employees regarding team work and groupcohesiveness.4. Regarding the implementation of Advantage Sharda Program, the majority is ofemployees is with good and need improvement.5. During Survey we found that employees are well aware about the importance ofhousekeeping and self responsible for this.
CHAPTER 1 BACKGROUND AND INTRODUCTION1.1 INTRODUCTIONHuman Resource is the most important asset of an organization as it is capable of productivelyutilizing and mobilizing all other assets. Most of the successful companies are better orientedtowards their employees. They value the suggestions given by their employees as it is the firsthand source of information as far as their policies and programs are concerned.As a part of an organization‟s effort to continuously improve the quality and productivity of itsHuman Resource, the HR Department of Sharda Exports conducts an “Annual HR Survey” everyyear for checking out the success that they achieved in their targets, gathering feedback of itsemployees on various issues, so that the it can frame future policies & programs and implementthe same for the benefit of the employees as well as the organization.1.2OBJECTIVES OF SURVEY The annual HR survey aims at achieving the following objectives: To analyze what the employees feel about the organization. To analyze the training needs and also get feedback on the training attended by the employee. To identify the areas of implementation and improvement of the suggestion scheme. To find out the factors which can help to reduce stress and as a result, increase the productivity of the employees. To study and assess the relationship of employees with their seniors. To find out the team spirit and group cohesiveness among the people working for Sharda exports.
To know the process of decision making at various levels in the organization. To evaluate the effectiveness of Advantage Sharda Program. To assess the knowledge and concern of the employees regarding their own safety.1.3 RESEARCH METHODOLOGYResearch methodology is a way to systematically solve the research problem. When we talk ofresearch methodology we not only talk of research methods but also consider the logic behind it.We use in the context of our research studies and explain why we are not using the other methodso that research results are capable of being evaluated either by the researcher himself or by theothers.The purpose of this section is to describe the methodology carried out to complete the work. Theeffectiveness of any research work depends upon the correctness and effectiveness of theresearch methodology.1.4LIMITATIONSEvery scientific study has certain limitations and the present study is no more exception.These are:- The sample size selected for the survey was small. It might be possible that the sample population did not represent the whole population. Researcher was a member of the recruitment team so researcher found it difficult to analyze the whole process from the third person perspective.
CHAPTER 22.1 BACKGROUND OF SHARDA EXPORTSSHARDA EXPORTS is a government recognized export house, dealing in the manufacturingand exporting hand tufted and hand woven carpets, bath rugs, and chenille. The head office andworks is located in Rithani Industrial Area, on Meerut-Delhi road, which is about 60 kmts Awayfrom Delhi.In the year 1983, entrepreneurs Mr.J.K.Gupta & Mrs.Meenakshi Gupta laid the foundation of asmall factory in Meerut, for manufacturing handmade carpets. Little did they know that the unit,which they had set up at their garage with 6 weavers, will one day grow up into a massiveorganization, directly or indirectly supporting around 3000 families! Today, Sharda as acompany, is a well-recognized name globally, as a premier Manufacturer & Exporter of Handtufted & Hand woven Carpets out of India. A brief overview of this success story is outlinedbelow:1983: Establishment of the first unit, mainly for the production of custom-made personal rugs.1985: Supply to domestic carpet dealers.1987: Started working for trader exporters.1991: First direct export order to UK and France.1992: Exhibited for the first time at Domotex-Hannover in a 6 square meter stand with 5 carpets on display. A new factory was established under the name of Avant Garde Carpets Pvt. Ltd.1994: Electro-pneumatic gun-tufting plant set up in collaboration with COMERAN CARPETS, Israel.1996: Purchased land for setting up a new corporate office & state-of-the-art manufacturing facility.1997: Various National Awards were received for the highest export performance & sustained growth rate.
1998: New factory & the present head office came in operation.1999: One more factory added to support more production. Achieved ISO 9001 certification, and became one of the first companies in the trade to have this certificate.2000: Achieved ISO 14001 certification. Established an impressive Showroom in Delhi for the convenience of buyers. Award of Honor “Niryatshree” received from the Federation of Indian Export Organizations (FIEO), which is set up by The Ministry of Commerce, Government of India.2001: Product range diversified to bath rugs. To meet the rising customerdemands, a separate state-of-the-art new bath rug division was started. Established in-housedyeing facility with sophisticated machines for backward I integration of operations. Startedparticipating at Heimtextil-Frankfurt 2003: Added another new category to the ever expanding range of products - Leather rugs, a new taste of customers in this trade. 2004: Due to growing demand for Sharda‟s products, another production unit was started to meet the delivery time frames. During this, a step ahead in undertaking social responsibility, Sharda achieved AV Social Standard certification from DNV. Started exhibiting at Europe‟s Most reputed furniture fair, IMM-Cologne. Largest exporter of hand tuftedcarpets in the country. 2005: To cope-up with the increase in demand for Leather Rugs, one more production unit was established. Set up of sophisticated Korean made Chenille yarn manufacturing machines. Imported high-tech Japanese machine for anti-skid latexing on bathmats. Achieved the position of being second largest exporter of carpets outside India. Started direct import of exotic leathers in several countries like South America, South Africa, Australia, Turkey, China etc. to offer better quality at reasonable prices Imported electric tufting machines. 2006: Achieved Öko-Tex certification for natural wool products. We installed sophisticated leather printing, cutting and stitching machines to enhance better quality
2007: Öko-Tex certification achieved for a product from the Bathmat Collection, tested as per the Öko-Tex Standard 100 Started exhibiting in Eveteks-Istanbul home textile fair. Installed and commissioned a Condensate Recovery System for boiler in May‟07 to reduce our water and energy consumption 2008: Diversification of our Product range by addition of more items like cushions, pillows and bean bags in the home accessories category. Established In-house vacuumized packing facility for pillows to give added benefit to our customers in terms of load ability installed a sophisticated machine for checking area of hair on hide leather which we import from various countries. Started exhibiting in Domotex-Shanghai fair 2009: Increased participation in several reputed International shows apart from participation in Heimtextil - Frankfurt, Domotex - Hanover, IMM - Cologne, Domotex Shanghai, Eveteks Istanbul, started exhibiting few more international shows like Ambiente - Frankfurt, Hong Kong house ware fair, Mega - Show I Hong Kong, Tendence- Frankfurt. Added Balls and Pebbles Rugs, Flat weave products and Jute Carpets into our impressive range of floor coverings.2010: Continuing the trend, this year also we added Maison and Objet Fair at Paris (Jan and Sep), and International Furniture Fair at Singapore into our itinerary of International shows. On the plant modernization front, we converted our boiler into Fluidized Bed Combustion type for 30% saving on fuel consumption and reduction in waste quantity. Procured electric scissors in a big way and provided to many carpet manufacturers, thus contributing to modernization of the Indian industry for international competitiveness. Added poufs among our range of home furnishing products.Today, with a total of 12 manufacturing units spread over 2 millionsquare feet area, a world-class Showroom in Delhi, one of the most creative team of designprofessionals, a strong presence at various international trade shows & serving some of the mostreputed names of the global home furnishing industry…Sharda, still going strong, but the best isyet to be!
SHARDA PORTFOLIOSharda is a vertically integrated manufacturer and exporter of floor coverings, highly specializedin Hand-tufted Rugs and Hand-woven Rugs, Bath rugs and Leather Rugs. Backed by over 25years of experience in the trade, state of the art infrastructure, ISO 9001 and 14001 certifications,and a stunning product range, Sharda boasts of a clientele comprising some of the most reputedstores and catalog companies of the world.Widely recognized as one of the most creative design studios in the business, STUDIOSHARDA creates theme based design collections season after season, adding hundreds of newdesigns to its vast portfolio.CODE OF CONDUCT A. SERVICE CONDITIONS The organization does not use any forced labor in its premises. Child labor is prohibited in the factory. One full day off in a week is granted to all employees. Workers shall be compensated for overtime hours at such premium rates as legally required. Employees should not be required to work in excess of 60-hr/ week (workers should not be required to work on a regular basis in excess of a regular work week plus 12 hours overtime.) B. ATTENDANCE & LEAVE SYSTEM For each employee, it‟s necessary to punch their cards daily (in & out) to mark their attendance. Casual leave, sick leave & earned leave are allowed to the employees. The unused leaves are credited to the employee at the end of the calendar year. C. HEALTH & SAFE Presence of all the workmen is mandatory in all the Emergency Evacuation Drills, Emergency/Fire-fighting operation when needed, Medical Camp & First Aid Training.
Face masks, gloves, safety glasses & shoes are provided to the workers as per requirement. First-Aid facility is available in all the departments of the company. D. MISCONDUCT & DISCIPLINARY COURSE OF ACTION Any in disciplinary action constituting disobedience, theft, fraud, habitual absence, drinking, fighting, sleeping on duty, negligence, refusal to work, threatening, gambling will be treated as misconduct & will follow a disciplinary course of action. Employees can report the complaints to HR department, which has the authority & responsibility for initiating the disciplinary course of action in all cases.More than 2 decades of valuable experience in manufacturing, blended with young professionalmarketing – highlights SHARDA EXPORTS in the business of floor coverings. Exclusivestyling, quality tufting, beautiful finishing & constantly improving. We do it all. We make surethat we fit into the expectation of a dynamic, design conscious market. Sharda Exports is muchmore than one of the largest producers of Handtufted & Handwoven Carpets in India; it is atotally integrated Export House. An experienced work force & in-house manufacturing ensuresexcellent quality, timely delivery & competitive pricing. Mr. J.K.Gupta laid the foundation of a small factory for manufacturing handmade carpets in Meerut in 1983. Currently, directly or indirectly, it is supporting around 3000 families! Today, Sharda as a company is a well-recognized name globally, as one of the premier Manufacturers & Exporters of floor coverings (Handtufted Carpets, Handwoven Carpets, Leather Carpets, Bath Rugs & Chenille). One of the first companies in the trade to achieve both ISO 9001 & ISO 14001 Certifications. A total commitment to Quality, Environment & Social Responsibility. We got our ISO 9001 Certification in 1999 and ISO 14001 in 2000 and have since maintained the same and upgraded it to the latest version of those standards.
Strength of SE is based on sound in-house manufacturing infrastructure, in-house designing studio, in-house container stuffing, enthusiastic workforce, alert supervision & competent management Our clientele is full of reputed Home stores all around the world, large mail order companies, brands, designers, architects and bulk importers. We make use of Eco-friendly dyes & chemicals only. Use of technology is on large extent like: application of Recycling of water, which helps in saving 2,00,000 liters / day & Vermiculture to convert wool waste to manure, continuously using hence environmental friendly techniques, latest being solar water heaters in dyeing unit. Complete abandoning of Child labor – the RUGMARK, CARE & FAIR and KALEEN labels on our products, and our association with NGO like CRY (Child Relief & You) assures you of our commitment to the society. Our registration with ‘WOOLMARK’ assures you of the quality of the wool used. Coming up with new innovative products which use less natural resources, non dyeing in wool, recycling materials such as leather, garments, plastic and rubber and thus help preserving the environment. Regular participation in prominent International Shows like DOMOTEX-Hanover, HEIMTEXTIL-Frankfurt and IMM-Cologne, Singapore, Hong kong, Shanghai, Mumbai, Paris. Today with a total of overall manufacturing units spread over 2 million square feet area, a world-class Showroom in Delhi, one of the most creative team of design professionals, a strong presence at various international trade shows & serving some of the most reputed names of the global home furnishing industry…Sharda, going strong, but the best is yet to be!
2.2INFRASTRUCTUREEvery organization wants „Growth‟ along with the enhancement of „Customer Satisfaction‟, butit mainly depends on the infrastructure of the organization, which is one of the vital aspects ofstrong standing in today‟s competitive global market. Since inception, Sharda has investedheavily on infrastructure, to produce better quality products, improve delivery lead times andcomply with the demands of a wider customer base. Today, we have: Vertically integrated infrastructure spread over 2 million square feet area Large showroom in IHDP, Noida with a display facility of around 1000 rugs Hundreds of tufting stations and looms of all kinds Skilled work force Dyeing capacity of 12,000 kg yarn/day & 6,000 kg pieces/day In-house laboratory fully equipped with state-of-the-art testing equipments, Imported Japanese latexing machines for anti skid coating Korean Chenille yarn manufacturing machines, Factories in Meerut, Hardwar, Modinagar, Panipat, and Mirzapur. Modern Tufting and stitching machinery and leather printing machinery etc. In-house bathmat manufacturing, tufting, looms, pitlooms, stitching facility, rope making etc. Much other strength that enable Sharda Exports to satisfy hundreds of customers, worldwide
INTERNATIONAL HOME DECO PARK (IHDP) …where the future of Indian Exporters is in the making.
VISIONTo be a reputable source of creative floor coverings, and to eventually create a brand in thebusiness, with can then be extended to other home decor. To create a name for ‘Indian Design’in the area of cutting edge home fashion.MISSION To bring comfort, beauty and style to homes across the world by means of well designed, well produced, and well coordinated articles. To contribute to our country by earning respect for Indian Creativity And Management. To contribute to our community by creating world-class employment opportunities and by fostering professional business practices.
VALUES Our company values guide our growth and steer us towards a culture that embraces quality. We believe in: Placing the interests of clients first. A relentless quest for quality in everything we do. Treating our people with respect and dignity. Conduct that reflects the highest standards of integrity. Teamwork Being good citizens in which we live and work Sharda Exports is standing tall due to the support of its employees, who are: Loyal Honest Hard-work Creative Team player Dependable Committed for long-term.2.3COMPANY POLICIES The Company Policy is the guidelines on which Sharda Exports work so as to achieve the ultimate Mission and Vision of the company. SE has different policies for each of the following aspects – Growth – To encourage incremental growth by enhancing the competitive edge of Sharda, in the existing business, new areas and international areas. Profitability – To get reasonable and adequate return on capital employed through improvement in operational efficiency, capacity utilization and productivity.
Customer Focus – To build a high degree of customer confidence by giving value for his money through international standards of product quality, performance and superior services. Customer satisfaction is the biggest asset that SE has. People Orientation – To enable each employee to achieve his or her potential, improve his capabilities, perceive his role and responsibilities, participate and contribute positively to the growth and success of the 220.127.116.11.1 company to invest in human resources continuously and be alive to their needs Technology – Achieve technological excellence in operations by development of indigenous technologies and efficient absorption and adaptation of imported technologies to suit business needs and priorities, and provide competitive advantage to the company. Innovation: Continuous use of new designs and materials to create products to delight the customer.GROWTH PROSPECTSThe development chart of Sharda is in the growth stage and focuses on the following saying1.2 "The best way to make your dreams come true is to wake up"Our priority areas are categorized as follows: 1. For Employees – Their future is exciting as we continue to build our team with the best professionals and talent. If someone likes to join an innovative, growing company that is really going places, this is the team to join. 2. For Business – a. Continuous revenue generation b. Diversification into related / semi related / allied areas.
c. Finding new market for existing products, systems and services d. Identification of “Future Growth Drivers” having high growth potential e. Establishing Sharda as a brand and exploring new markets f. Looking for newer remote areas where handmade production facilities can be set up. 3. For Technology – a. Substantial increase and improvement in technology used. b. Tracking global development / technology forecasting and forecasting c. Adaptability to new innovative technologies 4. For HRM and organization – a. Recruiting and retaining the best b. Developing staff for excellence c. Clarifying roles and responsibilities d. Promoting career advancement e. Maintaining job satisfaction and high levels of morale f. Facilitating change g. Establishing and maintaining a competitive advantage h. Analyzing positions and staff classifications i. Administering wages, salaries, and benefits j. Managing effective performance appraisal systems k. Promoting overall employee development.Thus, the aim of the company is to build winning teams, harnessing their skills, helping andsynergizing team members’ skills for deriving maximum benefits, making workplace moreproductive and creating learning environment, empowering people take charge of theircareer and work towards a successful career path.2.4HR POLICIES & PROCEDURES
HR Department is considered the biggest asset of the industry - how to train, motivate and retainemployees depends on the efficient working of this department.“Many succeed due to commitment and many fail as they look for comfort.”In order to achieve higher productivity, profitability and morale of employees, the organizationhas laid down the following policies for itself: 1. NO DISCRIMINATION– The organization provides equal opportunity of employment and progress to persons of different race, caste, ethnic/ national origin, religion, age, disability, gender, sexual orientation, marital status, family responsibilities, social background, union membership, political affiliation or other personal characteristics. All employees are allowed equal opportunity in employment including hiring, training, salary, benefits, advancement, discipline, termination or retirement. Merit shall be the sole criteria determining an employee‟s services/ benefits. No discrimination is practiced on above differentiations, though certain facilities may be provided for the weaker sections as required under the statute of India. 2. NO CHILD/ FORCED LABOR– The organization strictly follows the practice of not employing any Child or Forced Labor. A person who has not attained the age of 18 years is prohibited from working in the factory. 3. HEALT AND SAFETY POLICY– The organization believes in promoting safe & healthy working conditions for all employees. For this purpose, we make sure that equipments are maintained in healthy condition, and instruments are calibrated regularly. Suitable means of fire fighting are provided at the facility at prescribed locations. We also adopt safe work- practices and provide Personnel Protective Equipments (PPEs) wherever necessary. Fire/ Emergency Evacuation Drills are carried out at
prescribed intervals. All the workmen are required to be present in the Fire/Emergency Evacuation Drill. They are also liable to participate in the emergency/fire fighting operation when needed. The organization provides First-Aid Kits atsuitable places inside the premises. First-Aid Training is provided to employees sothat a person meeting with an eventuality/ injury gets immediate life-savingassistance. Suitable toilets/ sanitation facilities are provided and cleanlinessensured all over the premises.4. QUALITY POLICY-Sharda exports endeavor to produce quality floor coverings tothe ultimate satisfaction of its valued customers and resolve to comply with therequirements of the international standards and continually improve upon its existingwork practices leading to better products and services.5. ENVIRONMENTAL POLICYSharda Exports is committed towards the implementation of an effective environmentmanagement system in the process of manufacturing floor coverings and home textiles. itstrives to continually improve and enhance the environment conditions and pollutionprevention by:More than satisfactory compliance with the applicable legal & other requirements.Setting and reviewing environmental objectives and targets as per designed framework.Ensuring an effective implementation and communication of the policy to all at Shardaexports as well as public at large.6. SECURITY POLICY – Defines the systems adopted for safeguarding the physical &Intellectual property of the organization. It includes physical security, proceduralsecurity, personnel security and information technology security.7. NO SMOKING POLICY – Sharda Exports completely prohibits the smoking ofCigarette/ bidi and chewing pan / tobacco at the workplace. The smoking / chewing ispermissible only in the smoking zones.
8. EMPLOYMENT POLICY – Sharda Exports aims to select, develop and promote Employees based on individual ability and job performance. It provides equal employment opportunity to all employees and applicants for employment in all aspects of employer – employee relations without discrimination of race, color, religion, creed, sex, national origin, ancestry, marital status, age, military status or physical disability. 9. PROMOTION POLICY – Sharda Exports has well – designed promotion system, which attracts capable and highly qualified individuals as team members, strengthens company‟s performance by enhancing teamwork and encourages professional excellence by retaining rewarding the best performers10.Fun @ SHARDA- Sharda Exports is not only the place where each & every employee is dedicated to hard work & setting high standards in every field of its business, but also knows how to motivate & energize its employees. Various extracurricular activities adopted to achieve satisfaction and motivate employees and workers, Annual Tour, New Year party, Holi and Diwali festivals and frequent outings, Picnic trips and Movie shows. Sharda believes in teamwork, as teamwork is utilizing the best thinking from every individual in a team environment to arrive at the richest and most innovative solutions. Health takes priority and company participates in annual Half Marathon events in Delhi where more than 100 Members of Company run, Besides this regular events such as cricket and football matches are organized
Annual Trip to Kausani on 15/08/2006 Celebrating Holi together dated- 19.03.2011VARIOUS LEARNING & MOTIVATIONAL PROGRAMS / POLICIESSharda Exports is a family where every member is equally important in a particular field. Hencecompany schedules & try to execute many schemes/programs, which help its employees inincreasing their motivation, hard work & dedication towards job. Such schemes & programs are:1. Prohibiting child / forced labor – Any person below 18 years of age is strictly prohibited within the factory premises.2. Child welfare Scheme – Under this scheme we provide Rs 50 per school going child to each labor to encourage them for the studies.3. Equal Opportunity – According to this no employee will be discriminated on the basis of caste, creed, religion, sex, family background etc.4. Fringe Benefits – These are those small perks or benefits that the company provide within the year so as to motivate its employees / labor.5. Internal Recruitment – Under this, the employees at the lower level given the chance to apply for other post at the higher level for their better future.6. Promotions – This is the activity, which is utilized by the management under which we promote and enhance the designation, responsibility, and pay of the employees and this is judged by the proper performance evaluation system, which is successfully established and followed as well.
7. Performance Appraisal on quarterly basis – In the performance appraisal system the Head of the departments rate their juniors on the various factors like – job knowledge, managerial / super visional skills, interpersonal relations, dependability, initiative, creativity, etc.8. Suggestion Scheme – This scheme gives an opportunity to the employees to participate in helping Sharda Exports to continually improve in all aspects of operations.9. Proper Training and development programs – Sharda Exports provide environment, that encourages high standards of technical, professional, supervisory and management knowledge among its employees. For furtherance of this aim, the company provides Training and Educational programs relevant to the professional and career development of its employees.10. HR Department Snacks Facility: Company also provide Snacks at subsidized rates to our employees. Training on ISO 9001& 140001 Fire Fighting & First Aid Dated:-24.03.11 Training by Civil Defense Dated-18.02.11
Department is responsible for all the training activities such as: Development of training plans. Monitoring training plans. Identification of training needs. Act as a focal point for training related activities in shards exports.11. Maternity leave policy- Keeping in view the welfare of the women and regulate the employment of women for certain periods before and after the childbirth Sharda exports has drafted a policy so as to provide maternity benefits.Scope: Welfare of women. Social honor and safety to women. Prohibits the working of women for certain periods before and after the delivery of the child. Services of women employees shall be treated continued during their absence from the duty on account of pregnancy.Condition: Women employee must have worked in the organization for a period of atleast 80 days in the 12 months immediately preceding the date of her expected deliveryADVANTAGE SHARDA: Sharing Profits, Sharing ResponsibilityObjectiveThe prime objective of the program is to involve „Sharda‟ employees as Partners- in- Progress.This is proposed to be achieving through awarding them a part of Sharda‟s future earnings byway of loss prevention, reduction in customer claims, better lead times, and higher turnover dueto better customer satisfaction.
The competition that earlier used to be with the neighbors or limited to the Indian players, hasnow moved on to International players, who are continuously adopting newer strategies andprogressing. Therefore, to Maintain the Leading Edge of Sharda, apart from the usual focus onQuality, Price, Delivery, Design, we have to focus on DETAILS. Hence involvement of allemployees in the drive towards excellence has become more important. Management hasselected a group of 60plus employees representing all areas of operation, who will take care at various stages toeliminate small mistakes that lead to customer complaints/ dissatisfaction. The list is dynamic,and will keep on including new players or even deleting old players as per their performancelevel.Sharda Exports has won the Exporter of the Year Award, yet this is no time to bask in the pastglory. The competition is ever- changing, the benchmarks are changing and Sharda is seeing newmega players from Germany and China in the International trade fairs. Even from India, at least8 to 10 companies are exporting home furnishings worth more than Rs.100 Crores per annum.One of our competitors has a turnover of USD 2 billion. On the other hand, Sharda‟s growth hastapered off last year. Yet, Sharda is upbeat, and sure that it has some very valuable customers onits side, where a single large order can award us a significant growth. This is not difficult but wehave to change our management style. Those days are gone when the two directors could focuson details or do inspections or monitor your daily work. The need of the hour is for theemployees to get empowered, and take over the routine task, leaving the directors free to expandtheir horizons. In this direction, the management has already taken the step of selecting the firstteam of 65 to 70 key players, who can make a difference. The journey has only started- many ofthe members will take more and more active part in the decision- making.According to the scheme, SE offer 1% of company‟s turnover minus whatever we lost as„Avoidable‟ errors/ debits by the customer, as incentive to the key players who are selected to bein the group „Advantage Sharda‟Brief outlines of the strategy for the employees to win the better part of the incentive arementioned below:
1. Follow the systems that are there in the company. 2. Do your daily jobs without short-cuts. 3. Identify certain critical errors for „zero- tolerance‟. 4. Identify and run a few improvement programs. 5. Avoid under/ overproduction beyond 2- 2.5% of the last lot. 6. Reduce the lead time for the activity under „your‟ control. 7. Be alert so that others can‟t take away your physical or intellectual property. 8. Respond quickly and suitably retain your e-mails. 9. Honor your commitments. 10. Be honest in your feedback & reporting. 11. Put forward your suggestions freely to ISO & HR dept.QUALITY ASSURANCEIn order to maintain its lead in the international business, Sharda not only producequality but also it maintains the same through its Quality Assurance practices as per theinternational standard ISO 9001. It involves in-coming/stage-wise/final inspections, datagathering, analysis & actions for improvement. Statistical techniques are extensively usedin this process.PARTICIPATION IN INTERNATIONAL FAIRSEvery year, Sharda displays its collection, created in-line with the latest trends, at manyInternational shows, mainly at HEIMTEXTIL-FRANKFURT, DOMOTEX-HANNOVER &IMM-COLOGNE. From a humble 6 square meter stand in the year 1992, today Shardaexhibits in around 1000 square meters of space! As these shows provide an ideal platformto meet with around 600~700 customers, both existing as well as new, and to keep abreastwith the happenings of the industry. Currently we exhibit in prominent International TradeShows like Heimtextil-Frankfurt, Domotex-Hannover, IMM-Cologne, Maison & Object-Paris (Twice in a year), Ambiente-Frankfurt, International Furniture Fair-Singapore,
Domotex Asia/CHINA FLOOR-China, Hong Kong International Home Textiles Fair-HongKong,Tendence-Frankfurt, Mega Show Part-I in Hong Kong & India InternationalFurniture Fair-Mumbai. Apart from the above, we also visit a number of other shows likeThe Atlanta Market -USA, The High Point Show -USA, Las Vegas Market -USA, NEC -Birmingham, Harrogate Rug Show –UK, Eveteks -Turkey etc. Various Stands of Sharda Exports in 2011 International Fairs
CERTIFICATIONSQUALITY SYSTEMSharda Exports is an ISO 9001 certified company. We at Sharda Exports endeavor tomake/produce & deliver quality products to achieve our main goal i.e. satisfaction of ourvalued customers. This is only possible through: Modern Management Systems. Defined Quality Parameters. Use of equipments of latest technology, like: Digital Planimeters, Moisture Meters, automated Latexing machine for bath rugs, state-of- The-art dyeing machines, automated Chenille yarn manufacturing machine, etc. to support & maintain our quality standards. A vigilant QA team, dedicated for continuous improvement of our products & services.
A special Forum to address any complaints from customers and ensure that they are eradicated in the future. Modernized Hi-tech laboratory Risk analysis of new products.ENVIRONMENTAL MANAGEMENT SYSTEMAn ISO 14001 certified company, Sharda Exports is committed towards implementationof an effective environment management system, in the process of manufacturing floorcoverings. We strive to continually improve and enhance the environment conditions andprevent pollution by: Use of eco-friendly dyes & chemicals only. Application of recycling technologies like Vermiculture to convert wool waste to manure. Complete water recycling & reutilization by use of Effluent Treatment Plant, thus saving 2,00,000 liters of water per day. Strict wastage control at every stage. Solar Water Heater in dyeing Plant. Using recycled products/ new materials to create new designer products. Studying and reducing use of packaging material in product.Social ResponsibilitySharda Exports is committed towards the implementation of an effective environmentmanagement system, in the process of manufacturing floor coverings. We strive to continuallyimprove and enhance the environment conditions and prevent pollution by:
Third Party AuditsEvaluated many times by third party inspection agencies like CSCC, INTERTEK, SGS, AVEetc, the Sharda factories & systems are today compliant as per the requirements of some of themost demanding retailers & mail-order companies, globally.CERTIFICATIONS: Labels, Registrations & Awards „Care & Fair‟, “Rugmark”, “Kaleen” and “CRY”: Guarantees production with clear conscience & regard for ‘No Child Labor’.„Wool mark’: Guarantees the quality of wool & production.
PRODUCTION PROCESS 18.104.22.168.1.1 Dyeing process Receiving of dyed yarn from our own dyeing unit22.214.171.124.1.1.1 Tufting process 126.96.36.199.1.1.2 Hand woven In tufting process yarn is tuft carpetsinto the cloth stretched on the The hand woven carpets areframes using tufting guns and made on looms in our dyeing weaving of carpet. unit and at our vendor‟s sites. 188.8.131.52.1.1.3 Latexing process Here, a mixture of different chemicals is used to stick yarn with the cloth i.e. it works like an adhesive. Also it gives tightness to the piece. 184.108.40.206.1.1.4 Backing and binding process In this process, cloth is fixed on the back of the piece using an adhesive. Then edges of the piece are sewn with the yarn. 220.127.116.11.1.1.5 Final passing process At this stage, carving, embossing, are done to make the design on the plain piece and clipping is done to keep the length of the yarn on the piece called pile same and even. Packing process Rolling and packing of carpet after putting labels on it and store them in a warehouse. The packed pieces are loaded into container.
CHAPTER 33.2PROCESS OF SURVEY1) Need AnalysisThe survey was conducted to achieve the determined goals and objectives of the organization, aswell as the content of the project.2) Focus GroupsThe survey was conducted across all levels in the organization including each and everyemployees working on the payrolls of Sharda Exports. The Survey covered 236 employees in thetotal across the organization in Rithani, Partapur, Kadarabad and Noida units.3) Survey designThe employees were divided in to four levels on the basis of compensation.The levels are as follows:Level 1 : up to 7500 INRLevel 2 : 7500-15000 INRLevel 3 : 15000-35000 INRLevel 4 : above 35000 INRThen the Survey instrument was developed by synthesizing information gathered through needanalysis, focus groups and other documents available.The rating scale to be used was determines as follows:
1) Excellent/Good/Average/Poor.2) Should be compulsory/Very Important/Needed/Lower priority need.3) To a very large extent/ To a large extent/To some extent/ Not extent at all.4) Marks out of 4 from 4to 1, where 4 indicates the highest and 1 is lowest.5) Always/Usually/Seldom/Never. 4) Questionnaire designing & development A questionnaire is an instrument which translates the objectives of the study in the form of questions. In our HR Survey we used a questionnaire which typically contained item that are rated on a 4-point scale. These items were developed to measure different dimensions of the organization ( like: Career growth, Training and development program, Suggestion Scheme, Stress management, Relationship among the employees, Evaluation of Advantage Sharda Program and Health, safety & Housekeeping etc.) Questionnaires also included one or more open ended questions to solicit written feedback. Questionnaire included 22 questions distributed among 5 sections.5) Instrument pre-testing Pre-test helps us to find: Errors in lay out Additional Question and response categories Any negative repercussion the survey may have on employees.6) Ensure confidentiality of participants
The confidentiality helps to ensure genuine results.7) Response seeking For the purpose of getting responses, questionnaire was administered to each and every employee.8) Data collection Data was collected by filling the questionnaire by every employee of the organization.9) Data analysis Basic data analysis included average of ratings. To remove the complication of data analysis, we use the following technique. For every response we gave points to each options depending upon the Question. For example, the question says-„Rate the following factors as how much it enhances your performance. “More & more training”. The points were either of 1, 2, 3 or 4. Having counted the number of respondents going along with 1, 2, 3 or 4 separately, we multiplied this number with the points and found the sum. Then we calculated the percentage by following formula: Composite percentage= 100* (Points scored)/ (maximum possible points) Where, Points scored= (4*no. of respondents favoring it) + (3*no. of respondents)+ (2* no. of respondents) + (1* no. of respondents) Maximum possible points= (4* total no. of respondents) Finally the graph was plotted.This way all the questions were analyzed individually.10) Conclusion Conclusion was drawn on the basis of interpretation of the results
CHAPTER 4 RESEARCH METHODOLOGY4.1) RESEARCH APPROACH:-Research design is the plan and structure of investigation conceived in order to obtain answers toresearch questions. The plan includes an outline of what the investigator will do from writinghypothesis or deciding the objective and their operational implications to the final analysis ofdata. The purpose of research is to discover answers to questions through the application ofscientific procedures.The main aim of research is to unravel the truth which is hidden and which has notbeen discovered as yet. Research means search for knowledge. Increased account of researchmakes progress possible. Research has its special significance in solving the various operational& planning problems of business & marketing.Logical and systematized applications of the fundamental of science to the general and overallquestion of a study, and scientific techniques which provide precise tools, specific procedure andtechnical, rather than philosophical means for getting and ordering the data prior to their logicaland manipulation.RESEARCH PROCESSResearch pertaining to any field of study cannot be conducted abruptly. The researcher has toproceed systematically in a planned direction following a number of steps in sequence. Thisgives rise to a research process.To carry out project effectively whole process is divided into several steps as under:
RESEARCH DESIGN1. Problem Definition2. Research PlanSampling plan.Data Collection Methods.Field Work.Analysis & Interpretation.Research design is the plan and structure of investigation conceived in order to obtain answers toresearch questions. The plan includes an outline of what the investigator will do from writinghypothesis or deciding the objective and their operational implications to the final analysis ofdata.Research design is divided into the following parts:1. FORMULATION OF RESEARCH PROBLEMThe formulation of problem is done after deciding the nature of research design. It is the first &foremost step in any research process is the definition of the problem chosen for investigation ina clear and concise manner.2. DEVELOPING THE RESEARCH PLANAfter formulating the research problem an efficient prepared so that it yields the desired resultswith minimal expenditure of effort, time & money. The information needed in the project couldonly be provided by companies.Sampling planAll the items under the consideration in any field of enquiry constitute a universe or population.The unit selected from the population constitutes the research sample. For the purpose of presentstudy the sample was selected through simple random sampling (lottery method) .Therespondents were contacted for the collection of responses. For the collection of primary data theresearcher has used questionnaire as a tool, the collected data was than tabulated and analyzed
with the help of the percentage method and Ms Excel package. This is then presented andinterpreted to drive findings and recommend suggestions.Sampling areaI covered three unit of meerut. Interactions with the people provide me experience, knowledge.It also helped me to get information regarding employee choice and their choices.Sample sizeThe numbers of participants were 236. These candidates included employees who had beenWorking in three units of sharda exports.. What is sampling?sampling is concerned with the selection of a subset of individuals from within apopulation to estimate characteristics of the whole population. It is divided into twotechniques:Probability sampling:Under this sampling every item of the universe has an equal chance of inclusion in the sample.Simple random sampling-In this each unit of population has equal chance of being included inthe sampleArea sampling-the area divided into no. of small over lapping areas and then select a no. of thesesmall areas.Non-probability sampling:In this sampling any one can be part of sample.Convenience sampling-In this sampling we choose the sample on the basis of own convenience.Quota sampling: in this sampling we choose the sample on the basis of demographic e.g. age,sex, income.
4.3DATA COLLECTIONData is defined as raw facts that need to be processed so that information is produced. Forachieving useful results it is necessary to collect accurate data. If the data on the basis of whichwe reach to the accurate conclusion, is no correct. It is worthless to do survey. So, for getting theuseful results of research it is very necessary to consider methods of collecting data and thequantity of information they be expected to produce.Kinds of data collection Primary Data Secondary DataPRIMARY DATAA data which is collected for the very first time to fulfill a specific purpose directly from thefield of enquiry by engaging trained investigators and which has not been used for any otherpurpose is called primary data.METHODS OF COLLECTNG PRIMARY DATA Questionnaires Sample Personal InterviewSECONDARY DATASecondary data are such numerical information, which have been already collected by someagency for a specific purpose and are subsequently compiled from the source of application in adifferent connection.
METHODS OF COLLECTING SECONDARY DATA Internet Magazine Prior report of the company NewspapersLIMITATIONS1. Many consultants had to be visited more than once to contact as the person in concern wasbusy or was some time unavailable.2. The reluctance on the part of respondent to give information was yet another limitationfacedduring the course of study.
SAMPLE DESIGNDATA : Primary Data, Secondary DataRESEARCH DESIGH : Exploratory Research DesignFORMAT OF DESIGN : QuestionnairesSAMPLE SIZE : 236 EmployeesAREA : Sharda Exports Rithani, MeerutDATA COLLECTIONMETHOD : Through Questionnaires
CHAPTER 5 DATA ANALYSIS & INTERPRETATION5.1 ANALYSIS AND INTERPRETATIONIn order to extract meaningful information from the data that has been gathered by theresearcher, data analysis is carried out. It is basically aimed at giving inferences of association ordifferences between various variables present in the research.Data analysis generally includes the use of statistical techniques and diagrammatic presentationsto seek clarification and appropriate responses.The questionnaire framed for the concerned study consisted of queries pertaining to theemployee‟s personal detail as well as those related to the subject under investigation. As thequestion were simple, close ended in nature.The researcher has made an effort to project the findings ion a precise manner. After datacollection the next step was that of analysis and interpretation. For this purpose researcher firstmade up a list of employee responses related the question asked in the questionnaire.Categorization was followed by mathematical calculation of the answers, adopting thepercentage formula and a tabular, graphical presentation of the results. The responses to all thequeries were then compared to find out the correlation between all of them and identify theresponse.
SECTION 1: Career growth, Training & Development and Suggestion SchemeQ5.1. How long you have been working in Sharda? Level 1 Level 4 (Lowest) Level 2 Level 3 (Highest)0-6 Months 24% 26% 22% 7%6-12 Months 9% 10% 10% 20%1-5 Years 40% 27% 27% 13%5-10 Years 24% 31% 31% 27%> 10 Years 3% 6% 6% 33% Level 1 40% 35% 30% 25% 20% Level 1 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years
Level 235%30%25%20% Level 215%10%5%0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years Level 335%30%25%20% Level 315%10%5%0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 Years
Level 4 35% 30% 25% 20% Level 4 15% 10% 5% 0% 0-6 Months 6-12 Months 1-5 Years 5-10 Years > 10 YearsINTERPRETATIONThis question of Annual HR Survey state the time period of employees to serving thisorganization. Majorities are different according to different levels as, majority of Level 1employees are those who have been working in Sharda between “1 to 5 years”, followed by“0 to 6 month” and “5-10 years” equally 24%. It can be explained that some moreemployees joined level one through recruitment and who have tenure between 1 to 5associated with Sharda for learning opportunities and growth.24% employees in 5-10 years shows that employees at this level prefer to continue workingwith Sharda for longer duration.In the case of level 2, maximum employees are those who have been served thisorganization for “5-10 years”, followed by the ones who have been working for “1-5 year”.The least percentage being of those who belong to the time period , of “> 10 years” as afterthis much of experience they are posted to high salary and considerin next level.In case of level 3, almost the same pattern can be observed as level 2. Maximum employeesbelong to this category of those who have served for “5-10 years”. It cabe explained as when
the employee become experienced they got promoted to high salary cadre and continuetheir association with Sharda.In Level 4, employees are those who serve this organization “more than 10 years”. Thisindicate that employees who are experienced & gave much time to this organization gothigh post .Result also shows a few recruitments done on higher salary this year as weobserved that some percentage of employees in “0-6 months and 6-12 months”.
Q5.2. Why do you prefer to work in Sharda? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest)A Attractive Salary 31% 39% 51% 36%B Career Prospects 71% 73% 71% 68%C Proximity to home 54% 56% 61% 45%D Creative interest 61% 58% 50% 67% Learning 83% 80% 70% 80%E Opportunities Level 1 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E
Level280%70%60%50%40% Level230%20%10%0% A B C D E Level 380%70%60%50%40% Level 330%20%10%0% A B C D E
Level 4 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D EINTERPRETATIONThis is one of the interesting questions of HR Survey about the preference to workwith Sharda. Majority of employees at all the level prefer to work because of the“learning opportunities” and second priority to “career prospects”. But the employeesof Level 3 have given a little bit more majority to “Career prospects”.Thus it indicates that organization provided learning opportunities that is helpful forthe career of their employees.Next preference of employee’s is “creative interest “ and “ proximity to home” as mostof employees especially level 3 basically belong to Meerut or nearby Meerut.Lowest preference given to attractive salary by majority of employee at all the levels.
Q5.3. Where do you see yourself three year from now? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) High responsibility with 71% 71% 94% 87%A high salaryB Same job with high salary 14% 16% 6% 13%C Same job with same salary 3% 2% 0% 0% May not be a part of Sharda 12% 11% 0% 0%D team Level 1 80% 70% 60% 50% 40% Level 1 30% 20% 10% 0% A B C Dz
Level 280%70%60%50%40% Level 230%20%10%0% A B C D Level 3100%90%80%70%60%50% Level 340%30%20%10% 0% A B C D
Level 4 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C DINTERPRETATIONConcerning the future aspects, the majority of employees at all levels foreseen “HighResponsibility with High Salary” as it concern with their future and career. Everyemployee want growth thus they choose this one and followed by second choice“Same Job with high Salary”. When they were asked reason they mention that theyare still satisfied with their job responsibility they have but need high salary.Although a Few number of employees, 12% in Level 1 and 11% in Level 2 said that“may not be a part of Sharda Exports”. The one and only reason behind this is lowersalary of lower level employees with busy time schedule.A very few number no. of employees 3% of level 1 and 2% of level 2 have gone with“Same Job with Same Salary” that indicates that they are less motivated or notsatisfied.
There is not a single employee of level 3 & 4 who wants to leave Sharda or want tocontinue with same job this year. This indicates that proper learning opportunitiesare provided and employees are motivated.
Q5.4. According to you, what is the most effective way to enhanceperformance? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest)A Work hard and follow the system 95% 91% 92% 88%B More and more training 80% 71% 74% 75%C With more authority 78% 76% 81% 68%D Positive incentives 87% 85% 89% 80%E Negative incentives 39% 41% 44% 42%F A proper job description/job profile 90% 87% 89% 83%G Regular performance appraisal 93% 88% 96% 82% Level 1 100% 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E F G
Level 2100%90%80%70%60%50% Level 240%30%20%10% 0% A B C D E F G Level 3 100% 90% 80% 70% 60% 50% Level 3 40% 30% 20% 10% 0% A B C D E F G
Level 4 90% 80% 70% 60% 50% 40% Level 4 30% 20% 10% 0% A B C D E F GINTERPRETATIONUndoubtly, Hard work is always mentioned as the best way to enhance theperformance and the majority of level 1, 2& 4 have been given to “Hard work &Follow the system”. They all agree that individual have to hard work in the parameterof systematic approach to enhance performance.But in the case of level 3, a little bit more majority is given to “Regular PerformanceAppraisal” and other level 1,2, & 4 also indicate it as 2nd priority. They mentionedthat every employee do hard work but if he get the proper feedback and appraisal oftheir work he can work on his improvement area and encouraged to do work better.The very least importance in all the levels has been given to “Negative Incentive”.They mention that negative incentive can force that to do work harder and mayenhance the performance but cannot create interest in employees to do that workbetter.
At the time of collecting information it is seen that at all the level 3rd priority is givento proper job description. In this regard many employees of lower level don’t haveproper awareness about their Zero-T .Thus to increase the productivity and performance of the employees a properdescription and awareness should be there so that they can so that they can focus ontheir KRA(Key Result Areas) and do their work accordingly, which may enhancetheir performance.Level 3 also seems interested to have more authority as they have responsibility.Training has scored relatively lower preference at all levels. The reason may be thatthe employees consider themselves well trained or they do not know what type oftraining can help them to enhance their performance.
Q5.5. Please rate the training topics as to how much they can enhance yourperformance? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) Training topics Office OrientedA Business communication 85% 77% 86% 78% Outlook express & files folder 75% 68% 78% 57%B management ISO 9001 &14001 requirement & 81% 70% 60% 65%C importance in workingD Typing tutor 57% 50% 50% 42% Job Related Step of carpet production/ 84% 80% 75% 73%E company processesF Work basic 79% 75% 90% 73% Quality parameters for carpets/ 84% 82% 72% 78%G samplesH Environmental procedures 82% 79% 81% 67%I Health, safety & housekeeping 89% 78% 74% 68% Personal developmentJ Positive attitude 87% 86% 85% 87%K Code of conduct 82% 74% 71% 77% Fire drills and use of fire 80% 64% 49% 57%L extinguishers
Level 190%80%70%60%50%40% Level 130%20%10%0% A B C D E F G H I J K L Level 290%80%70%60%50%40% Level 230%20%10%0% A B C D E F G H I J K L
Level 390%80%70%60%50%40% Level 330%20%10%0% A B C D E F G H I J K Level 490%80%70%60%50%40% Level 430%20%10%0% A B C D E F G H I J K L
INTERPRETATIONAccording to the different levels employees the priority of the employees are alsodifferent. The choice of all the level’s employees considered differently regardingtraining topic that can enhance their performance and productivity.According to the suitability of employees the priorites of different level employeesAre :LEVEL 1: 1. Health Safety and Housekeeping 2. Positive Attitude 3. Business Communication 4. Steps of carpet production/ Quality Parameters 5. Environmental ProceduresLEVEL 2: 1. Positive Attitude 2. Quality Parameters 3. Steps of carpet production 4. Environmental Procedures 5. Health Safety and HousekeepingLEVEL 3: 1. Work basics 2. Business Communication 3. Steps of carpet production 4. Environmental Procedures 5. Health Safety and HousekeepingLEVEL 4: 1. Positive Attitude 2. Quality Parameters 3. Code of Conduct 4. Steps of carpet production/ Quality Parameters 5. Health Safety and Housekeeping
Q5.6. Please indicate your participation in the training during the last oneyear.During survey we didn’t found proper numeric data to interpret the result becausemost of the employees don’t know that how many training they have been invitedduring last year.
Q5.7. How useful is the Suggestion Scheme? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest)Very useful 75% 61% 50% 47%Useful 9% 22% 16% 20%Somewhat useful 7% 9% 28% 13%Not at all 9% 8% 6% 20% Level1 80% 70% 60% 50% 40% Level1 30% 20% 10% 0% Very useful Useful Some what Not at all useful
Level 270%60%50%40%30% Level 220%10%0% Very useful Useful Somewhat Not at all useful Level 350%45%40%35%30%25% Level 320%15%10% 5% 0% Very useful Useful Somewhat Not at all useful
Level 4 50% 45% 40% 35% 30% 25% Level 4 20% 15% 10% 5% 0% Very useful Useful Some what Not at all usefulINTERPRETATIONIn response to this question, majority of all the level feels that Suggestion Scheme isvery useful to present their views as it create openness to employee to share theirideas in front of the Management. But percentage decreases as we move to level 1 tolevel 4.During survey majority of all level employees accepted the usefulness of SuggestionScheme are very high. Two equal proportion of level 4 employee 20% consider thatit is useful as well as not at all useful.
Q5.8. How many suggestions you have given during last one year? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest)None 75% 55% 55% 39%1 10% 22% 17% 0%2 To 5 12% 20% 28% 47%More than 5 3% 3% 0% 24% Level 1 80% 70% 60% 50% 40% Level 1 30% 20% 10% 0% None 1 2 To 5 More than 5
Level 260%50%40%30% Level 220%10%0% None 1 2 To 5 More than 5 Level 360%50%40%30% Level 320%10%0% None 1 2 To 5 More than 5
Level 4 50% 45% 40% 35% 30% 25% Level 4 20% 15% 10% 5% 0% None 1 2 To 5 More than 5INTERPRETATIONAfter considering the response of employees of the previous question the majorityhas been given to “Very Important” for the suggestion scheme. But when employeeswhere asked about their participation in suggestion scheme the majority of Level 1 is“None”. The reasons for this are not very clear except that possibly most of them arenot able to think beyond their daily routine.In case of level 2 & 3 majority has been given to “None”, according to themsuggestions have given sometime but it was not implemented. Some employee oflevel 2 & 3, 20% and 28% respectfully given 2 to 5 suggestion.
In the case of level 4, majority of the employees is “2 to 5” some also given “morethan 5”( 24%) as most the employees of this level are managers and muchexperienced and given suggestion time to time.Some employees have some complaints with this scheme that the suggestion is notimplemented. If suggestions have been implemented than employees should alsoinformed about that.
Q5.9. Please rate the motivational factor by which no. of suggestions can beincreased? Level 1 Level 4 (Lowest) Level2 Level 3 (Highest) HOD,s to submit Team 83% 75% 65% 67%A suggestions Giving suggestion 80% 66% 67% 63% madeB mandatory ,SUGGESTION OFC THE MONTH, 86% 78% 78% 88% Award Your contribution in 82% 70% 83% 75%D implementation Level 1 87% 86% 85% 84% 83% 82% Level 1 81% 80% 79% 78% 77% A B C D
Level 278%76%74%72%70% Level 268%66%64%62%60% A B C D Level 390%80%70%60%50% Level 340%30%20%10%0% A B C D
Level 4 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C DINTERPRETATIONIn response to increase the number of suggestions in Suggestion Scheme, themajority of level 1 2 & 4 is given to the best reward as “Suggestion of the Month” theymention that this is helpful to encourage other employees also to participate insuggestion scheme.According to the level 3 the majority has “Indicated their willingness to contributetoward implementation of their suggestion” .The second important factor according to level 1 & 2 is “H.O.D to submit their teamsuggestion” and according to level 4 it is “Your willingness to contribute”.
SECTION-2: Stress Management and Relationship with your Senior.Q5.10. Rate the following factors which would be helpful in reducingstress at work place. Level 1 Level 4 (Lowest) Level2 Level 3 (Highest)A Flexible work timing 87% 79% 79% 82%B Job Rotation 71% 68% 64% 70%C Focus on result 83% 81% 83% 77%D Improvement in tools 77% 84% 86% 75%E Introducing food products 78% 82% 81% 63%F Team work 91% 94% 100% 90% Improvement in juniorG senior relationship 94% 92% 94% 82% Motivational physicalH facilities 95% 83% 86% 75%I Short tea breaks 87% 81% 75% 72%J Increase in holidays 76% 76% 75% 77%K Reduction in overtime 85% 70% 78% 60%L Recreational Facilities 82% 76% 78% 63%M Increase in ECA 78% 73% 69% 67%
Level 1100%90%80%70%60%50% Level 140%30%20%10% 0% A B C D E F G H I J K L M Level 2100%90%80%70%60%50% Level 240%30%20%10% 0% A B C D E F G H I J K L M
Level 3100%90%80%70%60%50% Level 340%30%20%10% 0% A B C D E F G H I J K L M Level 490%80%70%60%50%40% Level 430%20%10%0% A B C D E F G H I J K L M
INTERPRETATIONIn response to get the important factor to reduce the stress the priority of level 1 ismotivational physical facilities & the priority of level 2, 3 & 4 is “Team work”.Employees of all the level have been also given importance to “Flexible work timing”but not more than “Team work & Motivational Physical Facilities”.The second choice of different level employees is different as “Improvement in junior-senior relationship, Improvement in tools & Flexible work timings”. According toemployees Flexible work timing in one way can reduce their stress but they alsoaccept this fact that it may reduce the quality and performance.The most important stress reducing factors according to different levels are asunder:LEVEL 1: 1. Motivational Physical Facilities 2. Improvement in junior-senior relationship 3. Introducing food products 4. Flexible work timing/ Short tea breaks 5. Reduction in over timeLEVEL 2: 1. Team work 2. Improvement in junior-senior relationship 3. Improvement in Tools 4. Motivational Physical Facilities 5. Short tea breaks/Focus on resultLEVEL 3: 1. Team work 2. Improvement in junior-senior relationship 3. Improvement in Tools / Motivational Physical Facilities 4. Focus on result 5. Introducing food products
LEVEL 4: 1. Team work 2. Flexible work timing 3. Focus on result/ Short tea breaks 4. Motivational Physical Facilities 5. Improvement in ToolsAs per analysis of above all the information, most of the employees of level 1, 2&3feels that “Job Rotation” can’t help them to reduce their stress, as they do have theirspecific work area and they need to improve the same for better satisfaction towardstheir job and it is also very time consuming and may increased complexity in theirwork.One another point that is also mentioned is that Flexible work timing can reducetheir stress but most of the employees think in that quality may suffer.
Q-5.12. Rate the following factors that will help us in the identifying therelationship with your seniors. Level 1 Level 2 Level 3 Level 4A Explain job properly 95% 94% 92% 83%B Shows fair treatment 92% 90% 86% 87%C Appreciates good work 93% 87% 90% 85%D Solves problem 94% 92% 90% 83% Inform aboutE performance 87% 89% 86% 70% Knows and followF procedures 86% 85% 89% 83%G Listens to suggestions 91% 85% 83% 77% Encourages to do thingsH better 90% 91% 83% 92% Maintains two wayI communication 87% 86% 88% 77% Level 1 96% 94% 92% 90% 88% Level 1 86% 84% 82% 80% A B C D E F G H I
Level 296%94%92%90%88% Level 286%84%82%80% A B C D E F G H I Level 392%90%88%86% Level 384%82%80%78% A B C D E F G H I
Level 4 100% 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D E F G H IINTERPRETATIONA healthy relationship among our colleagues an superior plays an important role to reducestress. After analyzing all data it seems that all the employees satisfied with their senior andmanager. The majority to identify the relationship with seniors is given to “Explain JobProperly” by level 1st & 2nd and 3rd to create more understanding between them.The employees of level 4th have given a little bit more majority to “Encourages to do thingsbetter”. As the majority of these level employees is more than 10 years as they are wellknown about their job thus they mentioned that encourages to do thing better is mosteffective way. All employees are satisfied with their seniors as they appreciate good work,solve their problems shows them fair treatment there is a healthy environment andharmony among the junior and senior.But it is also can be interpreted through data that “Inform about the performance feedback”is least identifying factor for junior & senior relationship by most of the employees.
SECTION 3: Team Work and Decision Making ProcessQ5.13. Kindly rate the following reveal important information regardingTeamwork and Group cohesiveness. Level 1 Level 2 Level 3 Level 4A I feel I am a part of my team 91% 89% 93% 93% I am free to use my judgment in gettingB work done 72% 76% 79% 83%C We avoid conflict to achieve harmony 86% 82% 88% 87% We share our personal problems with eachD other 67% 55% 63% 60%E Other members help in solving problems 85% 81% 76% 78% Level 1 100% 90% 80% 70% 60% 50% Level 1 40% 30% 20% 10% 0% A B C D E
Level 290%80%70%60%50% Level 240%30%20%10%0% A B C D E Level 3100%90%80%70%60%50% Level 340%30%20%10% 0% A B C D E
Level 4 100% 90% 80% 70% 60% 50% Level 4 40% 30% 20% 10% 0% A B C D EINTERPRETATIONMost employees feel that they played important role on their job in team. So, mostlyall level employees feel that they work for team and in groups, and followed by“Avoid conflict to achieve harmony” it means that employees at all the level awarethat to attain team objective they must avoid conflict.Most of the employees at all the level specially 3rd interested to keep separate theirpersonal problems to their profession therefore we can observe the least percentageof employees of all level like “Share their personal problem with each other.”The analyses of all the data indicates that the employees level 1st have the bestbonding together. Overall we can say that the analyses of all data indicates that alllevels employees present very positive view on all option especially regarding teamwork and group cohesiveness.
Q5.14. Kindly rate the following factors related to decision making at ShardaExports. Level 1 Level 2 Level 3 Level 4 I am involved importantA decisions 75% 68% 69% 75% Superior considersB other options 83% 75% 74% 70% People are responsibleC for their decisions 84% 83% 68% 72% Decision making is confinedD to top management 86% 94% 89% 73% Level 1 88% 86% 84% 82% 80% 78% Level 1 76% 74% 72% 70% 68% A B C D
Level 2100%90%80%70%60%50% Level 240%30%20%10% 0% A B C D Level 390%80%70%60%50% Level 340%30%20%10%0% A B C D