Summer training project


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  • I would prefer HCL Ltd here are the contact details :

    HCL, E-78, South Extension-1 , NEW DELHI
    Call 0-9582999345, 0-9582999348, 0-9818112118

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Summer training project

  5. 5. Introduction to Employee Satisfaction
  6. 6. Objectives of the study
  7. 7. Review of literature
  8. 8. Research methodology
  9. 9. Limitations
  10. 10. Data analysis and Interpretation
  11. 11. Findings
  12. 12. Recommendations
  13. 13. Conclusion
  14. 14. Bibliography</li></li></ul><li>INDIAN TEXTILE INDUSTRY<br /><ul><li> Textile accounts for 14 % of India’s industrial production and around 27%</li></ul> of its exports earnings. <br /><ul><li>Industry uses a wide variety of fibers ranging from natural fibers </li></ul> to manmade fibers.<br /><ul><li> Providing direct employment to an estimated 35 million people, by</li></ul> contributing 4% of GDP and 14% of value addition in manufacturing<br /> sector.<br /><ul><li>It is the second largest employer after the agriculture sector in </li></ul> both rural and urban areas. <br /><ul><li>Almost all sectors of textile industry have shown significant achievement. </li></li></ul><li>SEGMENTS OF INDIAN TEXTILE INDUSTRY<br /><ul><li>Woolen Textile
  15. 15. Cotton Textiles
  16. 16. Silk Textiles
  17. 17. Readymade Garments
  18. 18. Jute And Coir
  19. 19. Hand-Crafted Textile Like Carpets
  20. 20. Man Made Textiles</li></li></ul><li>VARDHMAN TEXTILES LTD.<br />COMPANY PROFILE<br />Registered office/ corporate office : Chandigarh Road<br /> (Ludhiana, Punjab)<br />Date of incorporation : 27 December, 1962<br />Listings on Stock Exchange : Bombay Stock Exchange,<br /> National Stock Exchange<br /> (Mumbai)<br />
  21. 21. Historical Background of Vardhman Group<br /><ul><li>The Vardhman Group was setup in 1962
  22. 22. Humble beginnings in 1965 at Ludhiana with a Spinning Mill with an installed capacity of 14,000 Spindles
  23. 23. In the year 1986 the group entered the sewing thread market with its plant at Hoshiarpur.
  24. 24. In the year 1986 Vardhman acquired Mohta Special Steels is known as Vardhman Special Steels, Ludhiana. </li></li></ul><li><ul><li>Vardhman commissioned our yarn unit in 2007 –with an initial capacity of 30000 spindles. The Unit is well on its way of achieving the ultimate capacity of 223416 spindles.
  25. 25. The integrated Unit of the group – Vardhman Fabrics - has also been commissioned in 2007.
  26. 26. The Group is, now, one of the largest textile conglomerate in the country with a turnover of about Rs. 2767 Crores (2009-10).
  27. 27. The Group presently (2009-10) with an installed capacity of 8.59 Lac spindles, 3768 rotors, 900 air jet looms</li></li></ul><li>Listed Companies<br /><ul><li>Vardhman Textiles Limited (formerly Mahavir Spinning Mills Limited)
  28. 28. Vardhman Acrylics Limited
  29. 29. Vardhman Holdings Limited (formerly Vardhman Spinning & </li></ul>General Mills Limited)<br />Unlisted Companies<br /><ul><li>VMT Spinning Company Limited
  30. 30. Vardhman Yarns and Threads Limited
  31. 31. Vardhman Texgarment Limited</li></li></ul><li>LOGO OF VARDHMAN GROUP<br />The “Flame” signifies Growth<br />The “Stick” symbolizes cotton that is the Basic Raw Material of the Core Product of Vardhman.<br />The “V” stands for the Vardhman Group. <br />
  32. 32. MISSION<br /><ul><li>World Class Textile Organization producing diverse range of </li></ul> Products for the global textile market.<br /><ul><li>Committed to be a responsible corporate citizen.</li></ul> “BEING WORLD CLASS SPINNERS BY PROVIDING HIGHEST QUALITY<br /> PRODUCTS WITHIN MINIMUM COST”. <br />
  33. 33. Vision<br />Vardhman – Rooted in Values, Creating World Class Textiles<br /><ul><li>Superior Products, High Standards of Quality and Performance,
  34. 34. Distinctive Competitive Strategies and Highest Integrity and</li></ul> Commitment of the people.<br />
  35. 35. PRODUCTS<br />Sewing Thread<br />Fabrics<br />YARN<br />ACRYLIC FIBRE<br />STEEL<br />
  36. 36. BOARD OF DIRECTORS<br />
  38. 38. THE CORPORATE OFFICE<br />Being in November 1995. <br />
  39. 39. Functional departments housed in Corporate Office<br />
  40. 40. HR DEPARTNMENT<br />The major functions of the department can be explained as follows – <br /><ul><li>Recruitment</li></ul>Scheme recruitment (on campus and off campus - ET recruitment)<br />Direct recruitment<br /><ul><li>Salary administration for corporate office and for all employees across the </li></ul> Group falling in M4 and above <br /><ul><li>Training and development
  41. 41. Performance management
  42. 42. Wage studies (workers)
  43. 43. Getting the joining formalities done for employees joining in Corporate office</li></li></ul><li><ul><li>Exit formalities</li></ul>Clearance / no dues forms<br />Exit interviews<br />Farewell<br /><ul><li>Loan applications (general / furniture / vehicle)
  44. 44. Administration
  45. 45. Medical insurance (medical and group term)
  46. 46. Summer trainees
  47. 47. Handling internal queries / grievance of employees</li></li></ul><li>SWOT ANALYSIS OF THE VARDHMAN GROUP<br /><ul><li>Strengths:-</li></ul>Good Brand Equity<br />2. Good technological base with Foreign Collaboration<br />3. High Quality Standards<br />4. High Production Capacity<br />5. Commitment for growth<br /><ul><li>Weaknesses:-</li></ul>Comparatively high prices<br />2. Lesser degree of promotional activity<br />3. Long Hierarchy<br />
  48. 48. <ul><li>Opportunities:-</li></ul>1. As brand image is very good ,Vardhman can have some good customers.<br />2. Strict payments are strengths at times as well as weakness. <br />3. Customers shall be attracted to buy more and regularly.<br />4. Shortened hierarchy shall provide hope for better customer service.<br /><ul><li>Threats:-</li></ul>Smaller players in the market are using Vardhman’s process to<br /> push their product at lower prices.<br />2. Companies from south are entering into Ludhiana market.<br />3. Capacity of Yarn Spinning is increasing rapidly in comparison to<br /> increase in market size, resulting into the addition of new <br /> players. <br />
  49. 49. INTRODUCTION TO EMPLOYEE SATISFACTION<br />Need of Employee Satisfaction Survey <br /><ul><li>Rapidly growing organization
  50. 50. High or growing turnover rate
  51. 51. Highly competitive industry</li></ul>ELEMENTS OF JOB SATISFACTION<br />Importance of employee satisfaction in an organization<br />
  52. 52. Objectives of the Study<br /><ul><li> To identify the factors which influence the Job satisfaction </li></ul> of employees. <br /><ul><li> To observe the Human resource development in the Vardhman </li></ul> Textiles Limited at Corporate Office.<br /><ul><li>To suggest measures to improve the Satisfaction level of </li></ul>employees.<br />
  53. 53. RESEARCH METHODOLOGY<br />RESEARCH DESIGN<br />In my research , Descriptive research design have followed <br /> <br />DATA COLLECTION<br />primary data. <br />Primary data is collected by Questionnaire. <br /> <br />Sample Design and Size<br />  Sample size is 100 employees<br />
  54. 54. Sampling frame: <br />Sample frame = ALL Employees of different department at Corporate Office<br />Sampling technique<br /><ul><li> Snowball Sampling.
  55. 55. Convenience Sampling. </li></li></ul><li>Limitations of the Study<br />TIME<br />2.AUTHENTICITY OF FEEDBACK <br />3. ATTITUDE AND BEHAVIOUR<br />4. LIMITED KNOWLEDGE:-<br />
  56. 56. Data Analysis and Interpretation<br />
  57. 57. Table 4(a).1Belongingness to the Department<br />N=100<br />
  58. 58. Table 4(a).2 Working Experience of an Employee in an Organization<br />N=100<br />
  59. 59. Table 4(a).3 Job Suits Your Educational Qualifications and Career Abilities <br />N=100<br />
  60. 60. Table 4(a).4 View the Job<br />N=100<br />
  61. 61. . Table 4(a).5 Rank the attributes of Job Satisfaction<br />N=100<br />
  62. 62. Table 4(a).6 Level of Satisfaction Regarding Work Environment<br />N=100<br />
  63. 63. Table 4(a).7 Level of satisfaction regarding the Team Spirit, Leadership Skill in your department<br />N=100<br />
  64. 64. Table 4(a).8 Satisfaction level towards Job Security<br />N=100<br />
  65. 65. Table 4(a).9 Satisfaction Regarding Present Position in the Company<br />N=100<br />
  66. 66. Table 4(a).10 Company clearly Communicates its strategies, goals To Employees<br />N=100<br />
  67. 67. Table 4(a).11 Company spend reasonable time, efforts, money in Human Resource Development of Employees<br />N=100<br />
  68. 68. Table 4(a).13 Quality of Training and Development given to Employees<br />N=100<br />
  69. 69. Table 4(a).14 Kind of facilities are provided to employees<br />N=100<br />
  70. 70. Table 4(a).15 Satisfaction level towards facilities Provided in the Organization<br />N=100<br />
  71. 71. Table 4(a).16 Level of Satisfaction derived from various factors<br />N=100<br />
  72. 72. Table 4(a).17 Level of Satisfaction regarding Interpersonal Relations at Work <br />N=100<br />
  73. 73. Table 4(a).18 Superior provide you proper feedback about the work<br />GRAPH<br />
  74. 74. Table 4(a). 19 Feel any stress with the Job.<br />
  75. 75. Table 4(a) 20. Overall Satisfaction level with the Job<br />
  76. 76. FINDINGS<br />
  77. 77.  <br />CONCLUSION<br />
  78. 78. SUGGESTIONS AND RECOMMENDATIONS<br /><ul><li>Company needs to revise the pay scale of the employees.
  79. 79. Timely and adequate increments should be there for the employees.
  80. 80. Organization should provide better Housing, Retirement benefits, Educational Assistance, Leave, Health, transportation facilities.
  81. 81. Employee motivation should be encouraged.
  82. 82. Interpersonal relations should be more developed. Superior subordinate relations should be fine and hierarchy should be shortened
  83. 83. Time to time profile changes for the employees
  84. 84. There should be job rotation for the employees in all dept , so the employees can know all other activities
  85. 85. Increase staff level salary taking into consideration current inflation</li></li></ul><li>