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Employee satisfaction level at hindalco industries project report
1.
2. HINDALCO INDUSTRIES
INTRODUCTION
Employee satisfaction survey provides a channel for employees to communicate their
view on a wide range of issues in total confidence.
Employee satisfaction survey was conducted to find out the satisfaction level of
the employees at “HINDALCO INDUSTRIES”. The other objective was to find out the
areas of low satisfaction, were corrective measures can be taken.
The Employee Satisfaction Survey helps companies to determine how their
employees think, and to identify employees' needs and concerns so that improvements
can be made and stronger teams can be formed. Business performance is expected to
increase as more satisfied employees will increase a company's competitiveness, and they
are better able to recognize opportunities and threats, and better leverage limited
resources to maximize the company's profits. Other intangible benefits include the
reinforcement of company goals and values, better internal and external communication,
a positive working and social environment, an improved company image and increased
employee loyalty.
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3. HINDALCO INDUSTRIES
For this purpose a sample was selected by stratified systematic sampling and
survey was done with the help of questionnaire the result were analyzed for all the
employees.
Survey Objectives:
To measure employee satisfaction level from different perspectives.
To identify the perceived importance of satisfaction factors and the issues causing
dissatisfaction.
To propose recommendations for enhancing employee satisfaction to improve
business performance.
RESEARCH METHODOLGY:
a) The research design descriptive. The primary information collected through
questionnaire. The questionnaire were personally given to each other.
b) Data Collection Method: The information necessary for this survey is collected
by trapping primary and secondary sources.
• Primary Sources.
Questionnaire
Personal Interaction
• Secondary sources
Previous reports on employee satisfaction
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Related information from internet.
Books and publication
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6. HINDALCO INDUSTRIES
Hindalco Industries
Hindalco Industries Limited, a flagship company of the Aditya Birla Group, is structured
into two strategic businesses — Aluminium and copper — and is an industry leader in
both segments. A non-ferrous metals powerhouse, close to global scale, it ranks among
India's top 10 companies in terms of market capitalization.
Hindalco commenced its operations in 1962 with an Aluminium facility at Renukoot in
eastern Uttar Pradesh. Over the years, it grew into the largest integrated Aluminium
manufacturer in the country. With an eye to build size and scale, Hindalco acquired in FY
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7. HINDALCO INDUSTRIES
2000 a majority stake in Indian Aluminium Company Limited (Indal) - having a major
presence in downstream aluminum products and a leader in special alumina from Alcan
of Canada.
In August 2004, the boards of Hindalco and Indal approved a Scheme of Arrangement
wherein all the assets of Indal other than the foil unit at Kollur in Andhra Pradesh were to
be demerged into Hindalco. This has come into effect retrospectively from 1 April 2004.
Hindalco is Asia's largest primary producer of Aluminium and among the most cost-
efficient producers globally. In India, Hindalco enjoys a leadership position in primary
Aluminium and downstream products.
Smelters are located at Hirakud, Orissa, with a captive power plant and coal mines, and at
Alupuram, Kerala. Rolled product manufacturing facilities are located at Belur and
Taloja and an extrusions plant at Alupuram.
The company's R&D centers are located at Belgaum, Renukoot and Taloja. These have
been recognized by the government of India's Department of Scientific and Industrial
Research (DSIR).
Hindalco's units are ISO 9001 and 14001 certified, while several have also attained the
OHSAS 18001 - the occupational health and safety certification. On the export front, the
company has been accorded a 'Trading House' status by the Indian government. ∗
As a member of the Aditya Birla Group, Indal is a part of a $6 billion corporation, with a
market cap of $5 billion. The Group’s multi-cultural, multi-lingual workforce of 72,000
www.Hindalco.com
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8. HINDALCO INDUSTRIES
employees belongs to 20 different nationalities and its products and services reach across
more than 100 countries. Its flagship companies include Hindalco, Grasim, Indian Rayon
and Indo Gulf.
Indal along with Hindalco and its Copper Division forms a non-ferrous metals
powerhouse of global size and scale, with the Hindalco-Indal combine providing
opportunities for synergy and strong market position.
INDIAN ALUMINIUM COMPANY, LIMITED (Indal) ( Now part of Hindalco
industries)∗
India’s foremost Aluminium producer and a member of the country’s leading business
house – the Aditya Birla Group. A partner to Hindalco, India’s largest Aluminium
producer, together forming a non-ferrous metals powerhouse.
With technical know-how acquired from its original promoter, Alcan Aluminium
Limited, Canada (now Alcan Inc.), Indal has brought Aluminium to touch every aspect of
modern day industry and life in India.
Complete Capabilities in Aluminium
INDAL's facilities cover a wide range of operations: bauxite mining, alumina refining,
Aluminium smelting with captive power generation to downstream rolling of sheet, foil
and other semi fabricated products. With technological expertise of over 60 years of
experience in the Aluminium industry in India, INDAL is a market leader in the upstream
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9. HINDALCO INDUSTRIES
range of standard and speciality alumina products in India, providing applications for
refractors, ceramics and electrical industries.
In the downstream segment, INDAL is the largest manufacturer of rolled products in
India with the widest range of extrusions, meeting the requirements of different industrial
applications such as building, transportation, consumer durables, packaging and
telecommunication.
Creating and Adding Value
Established in 1938, Indal operates across the value chain from bauxite mining to
alumina refining, smelting and rolling.
A nationwide spread of plants, mines and offices gives Indal the advantage of being in
proximity to various regional markets within and outside the country. The Company’s
plants and mines are certified with ISO 9001, ISO 14001 and OHSAS 18001
certifications for quality, environment, safety and health. Indal enjoys a leading market
position in India for speciality alumina chemicals and value added products of aluminium
sheet, foil and extrusions.
The Indal units comprise two smelters, one located at Hirakud, Orissa, with a captive
power plant and coal mines, and the other at Alupuram, Kerala, two sheet plants at Belur,
West Bengal, and Taloja, Maharashtra, and an extrusions unit at Alupuram. The
Company's two DSIR recognised R&D centers are located at Belgaum and Taloja.
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SUBSIDIARIES & JOINT VENTURES
Utkal Alumina International Limited (UAIL): The joint venture company is a
subsidiary of Indal, which holds 55% equity, while the balance is held by Alcan Inc. of
Canada. The proposed alumina refinery is to be set up in Doragurha in the Rayagada
district of Orissa, to produce one million tone per annum of alumina, sourcing bauxite
from the rich reserves at Baphlimali, in Rayagada, Orissa.
Suvas Holdings Private Limited (SHPL): A subsidiary in which Indal holds 51% equity
stake, based on an MOU with Laxmi Organics Industries Limited (LOIL) and SHPL;
with the intent to operate mini hydel power plants in Maharashtra for captive
consumption at the Taloja Sheet and Kalwa Foil Plants. The Power Project is subject to
edorsement of its viability by an ongoing feasibility study.
HISTORY OF THE PLANT (Belgaum works)
The INDAL plant at Belgaum was established in 1968 and started operations on the 7th
November 1970. It is situated about 6 Kms., from Belgaum City, beside the National
Highway. It has a total area of 1400 acres.
This was the only unit of INDAL, which started with both the facilities - Alumina Plant
and Smelter Plant. The main products of this unit are Alumina Hydrate, Calcined
metallurgical grade alumina and Special grades of aluminas and Hydrate. The Alumina
Plant was set up with a capacity of 1,60,000 tons of Alumina per year and Smelter Plant
had a capacity of 73,000 tons of metal per year. Due to the hike in the power rates, the
plotlines in the Smelter had to be de-energized in 1995. The subsidiary of Smelter plant –
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11. HINDALCO INDUSTRIES
Carbon Paste and Block Plant is still in operation. Owing to increased demand of hydrate,
aluminas and Speciality chemicals in the export market, the Alumina Plant was expanded
in several stages and currently operates at about 3,40,000 T of Hydrate (as Alumina) per
annum.
The Specials plant – a branch of Alumina plant manufacturing specialty grades of hydrate
and Alumina is being operated at 60 KT per annum.
The raw material-Bauxite is brought from Durgmanwadi Mines 120 Kms from Belgaum.
About 70% of the total production is exported. The Carbon Paste and Block Plant is
operated using imported raw materials (Carbon Pitch Coke) from Korea.
Marketing of Hydrates and Aluminas is a major business objective, both at the domestic
and International Levels. The non-metallurgical grade Aluminas, also termed as ‘Special
Alumina Chemicals’, find wide usage in diverse industries such as high-grade refractors,
zeolite, alum, plastics, paper, industrial ceramics and high-tension insulators.
Mission
“To relentlessly pursue the creation of superior shareholder value by exceeding
customer expectations profitably unleashing employee potential and being a responsible
corporate citizen ,adhering to our values”.
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12. HINDALCO INDUSTRIES
Vision
“To be a premium metals major, global in size and reach with the passion for
excellence”
Values
Commitment
Alacrity
Respect for the individuals
Transparency
Honesty
Ethical conduct
Customer focus
Strategic Objectives
The Company recognizes that the conduct and effectiveness of an organization are
mainly anchored to the quality of its workforce. In order to fulfill its purpose and to
achieve its objectives the company requires commitment and dedication of its employees
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13. HINDALCO INDUSTRIES
who place high value not only in the interest of the company but also in the interest of
other individual entities
The objectives are
• To operate at a level of profitability, which will ensure the long term economic
viability of the company by providing a return on equity, which compares favorably
with other industries of similar capital intensity and risk which will enable the
company to attract adequate to support its growth.
• To aspire towards a high level of operating, technical and marketing excellence, and
to make the optimum use of assets, which will ensure a strong competitive position in
the markets served by the company.
• To strive to satisfy customers by integrating their needs into the company products
and services with efficiency and professionalism and to give the best value to them by
promoting quality products.
• To improve the process of managing the company affairs through proper planing,
timely implementation of plans and regular performance reviews.
• To sustain an organization of able and committed employees and to provide them
with opportunities for growth and advancement.
• To foster a culture of innovation with the application of new ideas and methods to
solve business problems and seize opportunities.
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14. HINDALCO INDUSTRIES
• To recognize and seek to balance the interest of shareholders, employees, customers,
suppliers, government as well as the public at large.
• To uphold the highest standards of integrity in the conduct of all phases of business.
Future outlook
The company’s business strategy is to ensure profitable growth in the future will be
through:
• Realization of synergy gain with Hindalco to ensure better market position,
combining Indal’s strengths in Alumina and down stream segments with Hindalco’s
advantage in primary metal.
• Higher assets utilization across plant location, particularly leveraging the benefits of
the upgraded rolling mills as well as taking steps to optimize use of idle physical
infrastructure assets and enriched product mix for higher returns from existing assets.
• Strengthening of exports with an emphasis on consolidating Indal’s presence in
existing market while tapping new regions for export of value added product viz.,
especially alumina and downstream sheet, foil and extrusions.
• Cost control efforts including better logistics, higher operating efficiencies and
improved working capital management.
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Strategic growth plans
All capex plans pertaining to Indal, for which a sum of Rs.2000 crore has been earmarked, will
be undertaken as planned under the aegis of Hindalco.
Among these are
• The expansion of its metal capacity to 100,000 MT per annum,
• Its power generating capacity to reach 267.5 MW at Hirakud,
• Ramping up the alumina plant at Muri to 500,000 MT per annum and
• Enhancing the special alumina chemicals capacity to 127,000 MT per annum at Belgaum.
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ORGANISATION STRUCTURE
The Belgaum Works is divided into the following Departments:
1. Alumina operations and production
2. Specials
3. Alumina R&D
4. Alumina mechanical
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18. HINDALCO INDUSTRIES
23. Exim
24. Dispatch
25. Systems
26. W.C.M
27. BRDC
28. Corporate
In all there are around 777 employees, who include the management, workers these all
are full time enrolled people.
Marketing –Indal (Now part of Hindalco) has no marketing division at Belgaum works,
all of Indal (now part of Hindalco) units the units work independently, and for the sales
and marketing there are separate centers which co-ordinate with all the units and look into
the sales and marketing of the products. The sales office is in Bangalore, Delhi, and
Hydreabad.
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19. HINDALCO INDUSTRIES
Finance (Accounts Department)
This department handles all financial transactions, costing and billing operations
negotiation process, maintaining and preparing various invoices, payments and receipts
are the to major areas of operation done by this department. In addition taxation cash loan
normal and statuary payments expenses, this section handles advances and other
operations relating to banks.
Operations
The main operations are based in the CPBP, Alumina and special products. These
departments are the core for the manufacturing of Alumina carbon block, carbon paste
and special products. These departments comprise of smaller departments and each of
these 3 major departments has a department head.
The majority of the people are working in Alumina, CPBP and Special products
departments, and the work is carried out in shifts.
Research and Development:
INDAL’S (now Hindalco) R&D centers at Belgaum and Taloja are recognized by the
department of Scientific and industrial research (DSIR). The Belgaum R & D center
carries out studies on ores, alumina and specially grades and carries out overseas
assignments in collaboration with ALCAN. The R & D lab has the status of “Center of
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20. HINDALCO INDUSTRIES
Excellence” for predicting organic behavior in refineries. A joint technical development
program with ALCAN is under execution in the field of raw materials.
Both the R & D centers have attained ISO 9001 & 9002 certification, with the Belgaum
R&D center having recently adopted the revised ISO 9001:2000 standard.
Over the last five years, about rupees 560 million has been spent on R &D – a testimony
to INDAL’S commitment towards developing new applications for alumina/aluminum,
optimizing manufacturing process and ensuring environmental friendliness.
HR – Belgaum works has a separate HR Department, which looks into the daily
administration and also into the specific and nitty gritty of the company, it is the bridge
between the production, employees, management and the outside world. This department
is concerned with implementation of the plans, with the welfare of the plant, with the
industrial relations and above all safety and security of the plant and the work force is its
prime concerns. This department looks after the subsidiaries like recruitment selection
training and induction, canteen community development disciplinary actions ESI,
welfare, security, guesthouse medical facility etc.
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21. HINDALCO INDUSTRIES
WCM- A main aspect of the company, it is moving towards building a WCM
unit model.
WCM Model for Excellence and Competitive Advantage
, S tra te gy & L
is sio n ead
n,M e rs
s io h ip
Vi
2
Work
Environment
1 3
(5S)
Waste JIT / Supply Chain
Te
s io n
am
(MUDA) Management
Elimination
s-In
C u lt u r e & P a s
s p ir a t io n & C o m p e
8 Quality & Quantity
Information, Cost 4
Systems/BPR, Delivery Equipment
Technology and Innovations & Effectiveness/
Cash Flows
Intellectual Capital
Productivity & Pride TPM
d se t ,
M in
7 5
Liaison,
t it
Customer
Team Force
io n
Driven:
and Skill 6 Internal and
Development Quality First: External
Six Sigma/SQM &
Best Practices
S h a re
h o l d e r ’s V a l u e
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22. HINDALCO INDUSTRIES
ZERO DEFECTS
ZERO LOSSES
ZERO BREAKDOWNS
ZERO POLLUTION
ZERO ACCIDENTS
ZERO CUSTOMER COMPLAINTS
Financial analysis
Q4 FY2005 Q4 FY2004 FY 2005 FY 2004
Rs. crore Rs. crore Rs. crore Rs. crore
Turnover 2,516 1,889 9,523 6,208
Operating Profit 628 399 2,276 1,500
PBDIT 704 466 2,546 1,740
Net Profit 449 222 1,329 839
EPS (in Rs.) 48 24 143 91
Q4 Performance
Hindalco, the flagship company of the Aditya Birla Group, has posted a stellar
performance during the fourth quarter. The co
mpany attained a net sales and operating revenue of Rs.2, 516 crore driven by better
realisations, volumes and an enriched product mix comprising largely of value added
products. While aluminium margins surged, copper margins remained flat despite higher
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23. HINDALCO INDUSTRIES
volumes on account of weak TC/RC (Treatment Charges/Refining Charges) and steep
reduction in import duty.
Sales & Operating Revenue
Net sales and operating revenue of Hindalco in the fourth quarter stand at Rs. 2,516 crore,
vis-à-vis Rs. 1,889 crore of last year.
Of this, the aluminium business has recorded sales of Rs. 1,457 crore (boosted by
inclusion of Indal's sales) Vis -a- Vis Rs. 875 crore last years.
The copper business' net sales and operating revenue stood at Rs. 1,059 crore in the
fourth quarter, reflecting a rise of 8 per cent over Rs. 1,014 crore in the corresponding
quarter of previous year.
Profits
The company's Profit before Tax is Rs. 517 crore against Rs. 326 crore.
Profit after Tax was Rs. 449 crore inclusive of a credit of Rs. 92 crore towards the
provision for deferred tax liability of the earlier years written back.
HRD AT HINDALCO INDUSTRIES LTD.
A philosophy of people management is based on the belief that human resources are
uniquely important to sustained business success. An organization gains competitive
advantage by using its people effectively, drawing on their expertise and ingenuity to
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24. HINDALCO INDUSTRIES
meet clearly defined objectives. A Human Resources (HR) department is a critical
component of employee well-being in any business, no matter how small. Human
Resources responsibilities include payroll, benefits, hiring, firing, and keeping up to date
with state and central tax laws.
The HR policies of Hindal and that of Belgaum Works is as stated.
To attract, retain and develop good employees and to get their total involvement in
achieving company goals.
Provide opportunity for personal development and advancement to all with requisite
ability, ambition and integrity.
Deal in good faith with all employees and employee representatives.
Share information with all employees regarding health of the business and future
plans of the company.
Encourage development of participative and supportive leadership.
Encourage employees to accept responsibility and take calculated risk.
To provide fair, equitable and competitive remuneration in return for a fair day’s
work.
Be fair and firm in dealing with grievances and indiscipline.
Set and achieve high standard of safety and occupational health.
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25. HINDALCO INDUSTRIES
HRM at Belgaum works
HRD at Belgaum works plays a creative role for success of the organization. The
organization focuses much on socio-psychological needs of workers. The management
and the employees have equal interests in the survival and the prosperity of the industry.
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26. HINDALCO INDUSTRIES
The Organization Structure of the HR department
Sr. Manager-HR
Manager-
Legal &PR
Manager-
Safety Dy.Manager- Dy.Mangaer
HR - HR
Dy.Manager-
Medical
Sr. personnel Sr. Security
Sr. personnel Sr. personnel Officer Officer
Officer Officer
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27. HINDALCO INDUSTRIES
Asst. Executive- Executive-CD
Executive- Personnel
Medical
R Head
Asst. – Medical
Services Jr. Executive-
HR
Training in-charge Company Medical Officer
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28. HINDALCO INDUSTRIES
RECRUITMENT AND SELECTION
Recruitment and selection are core areas of human resource management but are
frequently discussed in a prescriptive manner. They are not simply techniques for filling
jobs - they are also levers for organizational change, sustaining employee commitment
and achieving high performance.
RECRUITMENT POLICY
1. Recruitment of unskilled, semiskilled, skilled workmen and junior staff should be
made from among the local candidates.
2. Recruitment of middle management posts, viz. professional graduates, general
foreman and above will be on -All India basis.
3. In-company transfers of workmen and non-consolidated staff should be avoided.
However if the need arises they may be transferred within the location.
4. Due consideration would be given to age differentials at the time of recruitment, to
avoid concentration of work force in particular age group.
5. Recruitment process against permanent vacancies will be initiated only when vacancy
cannot be filled through transfer from other sections/ departments.
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29. HINDALCO INDUSTRIES
NOTICE OF RECRUITMENT
1. The department concerned will get the requisition in the prescribed for approved by
the General Manager /Works Manager. The requisition after approval should be
forwarded to the personnel department. The requisition should clearly indicate the
type of vacancy, i.e. permanent or temporary, proposed grade, no of vacancies to be
filled up and the proposed date of recruitment. In addition other particulars like
education and professional qualification, experience, etc. should be indicated
wherever possible.
2. Approved requisition for permanent personnel should reach the personnel department
at least 8 weeks in advance of the date of filling the vacancy. In case the vacancy is to
be advertised, the time required for recruitment is 10 weeks.(For temporary
vacancies, 2 weeks notice would be necessary).
3. Department should give 24 hours notice for supply of unskilled casual labour.
ACTION BY HR DEPARTMENT
On receipt of approved requisition, the HR Department will:
i) Notify the vacancy to the Employment Exchange, if required.
ii) Refer to ACTIVE FILE (kept with HR dept.)
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30. HINDALCO INDUSTRIES
iii) Notify the vacancy on the company’s notice boards, if required.
iv) Advertise in newspapers, if necessary.
SCREENING OF APPLICATIONS
Applications received will be jointly screened by the HR Department and the
concerned Department, for further action by the HR Department.
SELECTION BOARD
Except for unskilled workmen, a selection board will make all recruitment.
i) The selection board will consist of minimum three persons in the rank of General
Foreman and above with a representative of one each from HR, concerned dept.
and one from an unconcerned dept.
ii) For selection of other staff, the board will short list a few deserving candidates,
after preliminary interview and the Personnel Department will put them up for
final interview by the General Manager / Works Manager for final selection.
iii) The Personnel department may arrange for trade tests and written examination, if
deemed necessary.
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31. HINDALCO INDUSTRIES
Pre-requisite to appointment
1. Person below the age of 18 shall not be considered for employment in the company.
2. HR dept should verify the age of the candidate with reference to:
Birth certificate, where name is mentioned or School leaving certificate or
Insurance policy taken before employment commences, where age has been admitted.
3. Personnel department will arrange for the medical examination of selected persons.
Such person’s should be declared fit by the company’s medical officer before being
appointed.
4. They will verify with previous employer to find out his antecedents-attitude, conduct,
and performance if necessary.
5. HR Dept will verify with police (where necessary) to obtain general information
about the candidate and his social conduct.
APPOINTMENT
1. A candidate will be considered suitable for appointment only after the above pre-
requisite conditions are fulfilled.
2. Appointment letters to the wage and salary roll employees will be issued by Manager
HR
3. In case of employees joining the confidential roll, GM’s / Works Manager’s
department will issue an employment order the day the recruit joins duty.
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32. HINDALCO INDUSTRIES
4. New recruits will be appointed as probationers and trainees.
5. When a candidate is offered a higher start than the starting of the grade, the
wages/salary will be fixed by the Department Heads in consultation with Personnel
Department and approval of General Manager / Works Manager must be obtained.
6. Grade/designation will be determined by the prevailing long-term settlement wherein
applicable.
GUIDELINES FOR RECRUITMENT OF
UNSKILLED WORKMEN
i) To fill up the vacancies of permanent workmen, first preference would be given
to those temporary workmen who have been selected and listed and have
earlier worked on temporary basis.
ii) The minimum standards of recruitment will be as follows :
Height: 168 cms
Weight: 55 Kgs
Education: S.S.L.C. Pass
Age: Below 30 years (Preferably less than 25)
iii) After the candidate has been found meeting the minimum physical and
educational standards, he should appear before the selection board.
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33. HINDALCO INDUSTRIES
iv) If the selection board finds the candidate suitable for employment, he should be
sent for a thorough medical examination. Without divulging weight and height
measurements taken earlier, the same should be retaken at the medical section
for cross - checking. Only if the candidate is found medically fit, he need
be considered for employment.
SKILLED WORKMEN
i) Normally, only ITI passed candidates in the specific trade who have undergone
one year apprenticeship training should be considered for recruitment. Physical
standards need not be applied very rigidly. The selection will be made on the
basis of a trade test and interview.
ii) If the interview precedes the selection trade test, the interview board should select
a panel of candidates for trade test giving due consideration also to the marks
obtained by them in the examination. The panel of candidates selected for trade
test should be at least 5 persons for one position and where more than one
vacancy is available; the minimum number of candidates selected for test can be
in the ratio of 3 candidates for each existing vacancy.
CORPORATE SOCIAL RESPONSIBILITY (Community Development)
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Beyond Business - Reaching out to Communities: Making a Difference
For over 50 years now, the Aditya Birla Group, has been working to improve the quality
of life of people in underprivileged communities, largely within the periphery of its
plants.
Vision: To be an active partner for the sustainable socio-economic development of the
surrounding community in which we operate.
We (Hindalco- Belgaum works) see ourselves
As working with people participation.
Along with government and surrounding villages as major stakeholders in promoting
the sustainable development.
As a facilitative not directive.
As a catalyst not a dominant participate.
Objectives
To promote strategies to strengthen linkages between community based organizations,
government departments and NGO’s by which people will make use of facilities
available for development and self-reliance.
To render support for the eradication of social-problems like illiteracy, socio-
economic
disparity through appropriate methods.
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35. HINDALCO INDUSTRIES
To promote income generation programmes for the poor people for their sustainable
socio-economic development.
Create awareness on education, health, and hygiene and to support the better
maintenance of it.
To support women to empower themselves through developing new skills and
convergence
of existing skills.
To create an image of the company as a responsible corporate citizen.
Strive to
Fulfill basic human needs of the deprived and underprivileged, focusing on water
sourcing, sanitation, health care, primary education, etc.
Build self-reliance, through programmes aimed at women's empowerment, skill
enhancement and creating income-generating opportunities for the underprivileged.
Uphold fundamental rights of direct/indirect employees and the community at large,
and promote principles of equality and secularism.
Maintain high degree of ethical standards, while dealing with all stakeholders
Provide a congenial and healthy work environment for employees by implementing
sound Environment, Health & Safety Management Systems at all manufacturing units
and take a proactive approach to address environmental issues.
Budget- 10- 15 lakhs, all programs have to be approved by VP-works
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36. HINDALCO INDUSTRIES
Quarterly reports are sent to Aditya Birla center for community initiatives and rural
development. This centre sets the tone and provides strategic direction for the Group’s
community work and ensures performance management as well.
Some of the programs undertaken by Belgaum works is as follows
Health Care
Weekly medical visits to villages, general health check-up camps and patients treated at
our in-house medical centres.
Provide safe drinking water and drilling of bore wells.
Mother and Child Care
Mother & child care programmes as well as pediatric and family planning camps to
advise, counsel and treat women around Belgaum.
Education
Over 2,500 children study in the Balwadis and non-formal education centres sponsored
by INDAL.
300 students have been awarded merit scholarships by Durgmanwadi, Belgaum
Around 250 Adult Learners are benefited through the literacy programmes at Belgaum
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37. HINDALCO INDUSTRIES
Computer classes, coaching for underprivileged high school students and ITI training for
local youth are some other educational initiatives were undertaken.
Support is also extended through supply of uniforms, textbooks, and stationary, teaching
equipment as well as construction/repair of school buildings.
ITI training given to 10 students from villages around the Belgaum works.
Sustainable Livelihood
Livelihood schemes provide sustainable earnings for villagers through small scale
enterprises such as milk co-operatives, mushroom cultivation, nurseries for fruit and
medicinal saplings, bee-keeping, goat rearing, piggeries, earthworm rearing and vegetable
(nutrition) gardens.
Water harvesting structures such as diesel pumps, construction of check dams, ponds and
irrigation wells support thousands of families.
Women’s Self Help Groups
Self Help Groups formed with a membership of over 3,000 women
Skills training, in nutrition gardening, production of vermi-compost, art and craft,
tailoring, jute bag making and rexine handicraft.
Over 700 women have been trained in 18 different trades at the Yashogami Vocational
Training Centre at Radhanagari and the products are marketed during Health Camps and
with local NGO support.
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38. HINDALCO INDUSTRIES
Infrastructure Development
Construction and repair of roads, drainage systems and community halls, benefited the
communities around Belgaum.
Social Welfare
Awareness programmes on Alcoholism, AIDS, Population control and Environmental
consciousness were conducted, covering villages around Belgaum.
At Indal, the focus for community investments is on healthcare, inclusive of mother and
child care; education, self-reliance through the engine of sustainable livelihood, also
encompassing agricultural and water-shed development activities and women
empowerment process, infrastructure support and espousing social causes.
The programmes are measurable, sustainable and replicable. The company works very
closely with their partners – the communities, the District authorities, Panchayats and
selectively with NGOs. Together they try and make a difference to the weaker sections of
society and vulnerable groups.
The Board and all of the employees are fully committed to the Corporate Social
Responsibility programmes. The companies believe that in contributing significantly to
the quality of life of an under-served people who are outside of business, there is much
value.
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39. HINDALCO INDUSTRIES
EMPLOYEE OCCUPATIONAL HEALTH & SAFETY
Safety has always been accorded top priority at Indal since its early days. The 65 year old
company can boast of an enviable track record in Safety benchmarked with global
standards. The year 2003-2004 marks a landmark in Safety Management since every
Indal location remained accident free throughout the year, making it a ‘Zero Accident’
Company.
Salient features of Indal’s Safety track record include:
An accident frequency rate of less than 1 per million man-hours worked has been
maintained by Indal since 1994-95.
Several plants, namely, Alupuram, Belgaum, Hirakud, Kalwa, Muri, Taloja, Lohardaga
and Durgmanwadi, have completed over a million accidents free man-hours almost every
year over the last five years.
Indal is committed to protecting its employees from occupational health hazards at its
various locations all over India, and to periodically monitor their health for preventive
action.
The Company’s Occupational Health Centers conduct regular medical check-ups and
occupational hygiene programs, health information systems, health awareness as well as
consultancy services to other industries.
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40. HINDALCO INDUSTRIES
• Objective setting regarding health & safety of employees is being done at the
beginning of the year & polices drawn on these aspects. Well-equipped Health Center
is in place, where the Annual medical check up is done for all the employees. Pre
Employment medical checkup is carried out for all new recruits
• EOHS meeting are conducted to ensure better health standards of employees & safety
working. Various process changes are being carried out and new equipment are being
installed viz., Electro-static precipitators have been installed to arrest dust pollution,
water sprinklers in red mud pond area, bauxite crushing area to arrest the dust,
development of green belt in and around the plant for dust suppression.
• Training on Safety, Occupational Health & Hygiene and platform meetings are
routine activities. Before commencement of any job the concerned supervisor
instructs the employees about the safety aspects of the job. To bring an awareness and
involvement of employees regarding safety, various activities viz., safety day
celebration, safety incentive schemes, safety drawing competition, safety slogan
competition, safety quiz competitions are undertaken.
• Equipment checks procedures are adopted by all departments to ensure safe working
practices. Do’s and Don’ts for safe working have been displayed on the shop floor.
• Safety issues are communicated in all meetings. Departments ensure timely statutory
compliance. Training on safety aspects is also imparted to contractor’s employees.
Safety administrators are nominated for each department to check safety-related
aspects in order to prevent accidents. Accident investigation process is in place to find
out the causes of accident and steps are taken for corrective action.
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41. HINDALCO INDUSTRIES
Establishment
At Belgaum Works, the person who sees to Establishment section is Mr. D.S.Kagale. His
job profile and purpose states that he has to effectively maintain and run establishment
section facilitating timely recognition and reward to employees and their families and
providing all the welfare amenities to the employees to have high standard of employee
satisfaction.
It is necessary to properly maintain all employees related records in proper folders and in
the HRIS system, so has to have easy access and to save administrative time.
Main purpose is to ensure there is proper communication of all required information
pertaining to business and related matters to all the employees and also see to it that all
weekly and monthly reports are sent to various locations.
Should also ensure correctness of the salaries, annual increments, and promotional
increments, stagnation increments paid to the employees as per long-term settlement.
The major challenge is to achieve high standard of internal as well as external customer
satisfaction and to provide better services in establishment matters to internal and
external customers.
Hindalco Industries limited, Belgaum has a residential colony with a total of 590 quarters
and different festivals and functions are conducted, it is important to ensure societal
satisfaction so all the festivals have to be celebrated in a grand manner, successfully and
peacefully.
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42. HINDALCO INDUSTRIES
This is some of the main aspects of the establishment that was observed and learnt about.
Training and Development
Training and development consists of planned programs designed to improve
performance at the individual, group, and organizational levels. Improved performance
in turn implies that there have been measurable changes in knowledge, skills, attitudes,
and social behavior. This results in better performance and leads to reduction in the cost
of production. It results in organizational stability and flexibility.
Yet only recently has the emphasis in corporate training shifted from training the
individual to meeting the organizational and strategic needs of the corporation.
The Belgaum works has a well laid out and structured plan for the training and
development of its employees.
First the Training need is identified, the training plan is put to place for the given year,
training undertaken and finally assessment is made as to the usefulness of the training.
These procedures are well documented and the policy is as stated:
Main objectives of training at Hindalco, Belgaum Works:
1. Training is considered an essential factor on promoting industrial growth so to
provide facility for all round growth of employees by imparting required training.
2. To improve the moral if its workers.
3. To give 100% knowledge through all the ranks of the organization.
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43. HINDALCO INDUSTRIES
4. To promote safe working atmosphere for doing the work smoothly by giving training.
5. To provide at least 3.5 man days of training to every employees.
Training Policy
Training need identification: The training needs are classified into three broad
categories viz.,
Organizational needs
Individual - behavioral / attitudinal needs
Individual - functional / technical needs
I. ORGANISATIONAL NEEDS
The Apex Management team of the plant prioritises the training needs and requirements
of the organisation including training in Quality Systems and relevant awareness for the
new entrants.
The Training incharge prepares the training plan and organises the training programmes
in accordance with the plan to satisfy the prioritised needs.
II. INDIVIDUAL NEEDS- BEHAVIOURAL/ ATTITUDINAL
Each department Head or Supervisor makes an assessment of Training needs of his
subordinates for the coming year. These needs are communicated to HR Department who
consolidates the training needs and organises the training programmes.
II. INDIVIDUAL NEEDS - FUNCTIONAL/ TECHNICAL
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44. HINDALCO INDUSTRIES
These needs are identified by the respective Superiors of the concerned employee and
duly validated by the respective Heads of Departments.
These needs are communicated to HR Department in the prescribed Skill Matrix Format
at the beginning of the financial year for bargainable staff, Salary & Wage Roll.
While preparing the new Skill Matrix, the previous years needs identified is also taken
into consideration so as to monitor the level of skills enhancement.
The departmental functional / technical training plan is sent to HR Department in the
month of April.
The training programmes are initiated and organised by the respective departments either
from internal sources or from external sources. The HR Department provides necessary
help.
The programmes that are planned but not conducted during the calendar year are carried
forward to the next years training plan.
The training programmes are organised either as
1) Internal Training programmes with internal / external faculty
2) External training programmes.
1) INTERNAL TRAINING PROGRAMMES
a) ORGANISATIONAL / INDIVIDUAL – BEHAVIOURAL / ATTITUDINAL
TRAINING
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45. HINDALCO INDUSTRIES
Training material consisting of the course content whenever required is prepared before
conducting the program by training in-charge, in consultation with the concerned
department and faculty where applicable.
All the concerned departments are informed regarding the conducting of programmes and
nominations is obtained. The faculty is identified on the basis of having undergone prior
training in the subject or functional experience in the subject. This faculty is chosen from
within the organization or someone concerned is invited to conduct the program.
INDIVIDUAL – FUNCTIONAL / TECHNICAL TRAINING
The concerned department organizes the training.
2) EXTERNAL TRAINING PROGRAMMES
External training programmes is arranged if participants are less than five, where the
identified person is sent to an external institute / agency.
Nomination for External training is forwarded to the HRD department .A copy of the
letter is sent to the institute / organization conducting the training program is forwarded
to the participants for his information and for making necessary arrangements to attend
the training programmes accordingly.
Feedback is obtained from the employee after the completion of the training.
Training program attended is recorded in the training record register The records of these
training is maintained by the respective departments and communicated to HR
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46. HINDALCO INDUSTRIES
Department detailing the training imparted as against the plan, duly furnishing the
reasons for slippage, if any
TRAINING EVALUATION
I. ORGANISATIONAL / INDIVIDUAL (BEHAVIOURAL) / ATTITUDINAL
NEEDS
Post training feedback from the participants is obtained to assess the effectiveness of the
program and also to incorporate any changes for further improvement.
Evaluation of the training imparted against the written needs is done by obtaining the
evaluation from the departments on a quarterly basis. A copy of the evaluation is sent to
HR Department.
In case the objectives of training are not fully met, the concerned persons are given
refresher courses and the evaluation for the same is sent to HR Department
II. TECHNICAL / FUNCTIONAL TRAINING
The evaluation of this training is done by the department who conduct suitable test /
interviews to assess the knowledge acquired and skill enhancement to the desired level.
The Departments send the training imparted as against the plan on a quarterly basis to HR
department with effectiveness rating, for the purpose of evaluation of training imparted.
The evaluation of knowledge acquisition and skill enhancement based on the training
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47. HINDALCO INDUSTRIES
imparted is considered by the concerned departments for updating the skill matrix on an
annual basis and the same is communicated to HR department.
CRITERIA APPLIED FOR EVALUATION OF TRAINING IMPARTED
Rating is done on a 0 - 10 point scale in the evaluation Form.’0' being poor '10' being
outstanding. Employees rating 5 and below are recommended for refresher course.
The criteria for rating is as follows:
1. Employee’s approach towards his work has been more positive than before.
2. He is being able to translate his knowledge / learning into action.
3. His performance level has gone up after attending the training program.
SLIPPAGE ANALYSIS:
For organizational / Individual (Behavioral) / Attitudinal needs, the Training Incharge
consolidates the slippage's mentioning the reasons, in respect to functional / Technical
training, the department heads / Section Head consolidate the slippage duly mentioning
the reasons and the same is put up for review to the Management Review Committee on a
quarterly basis.
Training Budget
Once the training needs is assessed and the no of people to undergo the training is
decided then taking some parameters into consideration the training budget is decided
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48. HINDALCO INDUSTRIES
The parameters that that are taken into consideration are:
No. of employees
Requirements of internal training programmes
Video shooting
External faculty fees
External training
Miscellaneous
The training budget takes into consideration that every employee will undergo atleast 2
training programs.
The budget for the training varies every year. Though the budget for a year is fixed,
reviews are done every month and if any changes then it is in corporate in the training
budget.
.
Training Need Assessment system. (TNA)
Training needs is assessed on the following criteria:
• Current job being performed: Competencies required to perform the current job and
any specific inputs required to make the person perform his current job in a more
effective manner.
• Any anticipated business or technical change in the short term (Between 1 to 3 years).
Any change may be brought due to change in business strategy, technical/ process
changes etc that require a set of new competencies to be developed to meet these
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49. HINDALCO INDUSTRIES
changes, eg. introduction of any new software or application of new technology to a
process.
• Based on the potential of the person and looking into his long term (3 years & above)
career growth it may be required that the employee be introduced to certain
competencies which will be required in the long term, to enable him to take up roles
of higher responsibilities.
List of competencies that would help in identifying competencies required for the
job-
1. Job related competencies:
• Functional competencies (Technical competencies)
• Quality, cost
• Safety, Environment
• HR Skills
2. Behavioural / Managerial competencies:
• Interpersonal skills
• Problem solving skills
• Decision making skills
• Communication skills
3. Business related competencies (for people in a more senior role)
• Leadership
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50. HINDALCO INDUSTRIES
• Risk taking
• Strategic thinking etc.
If needed and as required other competencies can be identified and added to the broad
heads as per the job/ individual requirements.
The HOD or supervisor in consultation with the concerned person who is being assessed
does the TNA.
Contract labor
At Belgaum works, besides the regular employees, there is a need for large no. of
workers also. This requirement is fulfilled by using contract laborers and Mr. E.V.Bhat
looks into this aspect and is part of the HR structure of the organization.
There are two categories of contractors who work for the plant, they are the Registered
contractors and petty contractors
The registered contractors are the ones who have been associate with the company for the
past 25-30 years. These contractors look into the house keeping, cleaning, moving of
goods, bagging, drainage, sweeping and canteen. There are 4 such contractors and they
have a worker strength of around 700. These workers are unionized and a long-term
agreement is drawn once in 3years with the workers and their employers. The company
facilitates this discussion and gives suggestion. These workers get all benefits of full-time
employees.
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51. HINDALCO INDUSTRIES
Every contractor has to take a gate pass and ESI forms all have to filled so that in case of
some accident, all that is borne by the ESI and it is seen that the worker gets minimum
wage and medical facility in case of emergency.
In conclusion to the total working of the HR department and the organization the following
observation have been made
• Belgaum works values its people as key value drivers for creation of business
excellence. The integration of Human Resources is done in all processes at Indal.
It is the policy of Belgaum works to educate, motivate and involve employees in
the fulfillment of the Quality goals.
• The Human Resource requirement is aligned with the company goals, through
short term & long-term plans based on the business needs & customer
requirements. The long term and short term plans of the company forms the input
for drawing the goals for the year. This in turn is taken further for drawing up of
departmental and personal objectives.
• Keeping view the business need to replenish the skill gaps occurring due to
retirements of operatives in the next 5 years, Trainee Scheme is evolved.
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52. HINDALCO INDUSTRIES
• Annual Performance Award for Management staff are linked to the assessment of
individual fulfillment of personal objectives. To encourage innovations and
outstanding performance, awards viz., outstanding achievement awards, awards
for Kaizens and Focus improvements are instituted.
• Monthly HR report is prepared detailing the employee strength, training imparted,
absenteeism, employment cost, disciplinary cases in progress are shared.
• Annual budgets are prepared including the employee-related cost and subsidies are reviewed
every month in the cost meeting and corrective actions taken for improvement
• Surveys conducted periodically to assess the level of employee satisfaction and HR
department draws the action plan and identifies areas for improvement. The results of
the survey are shared in the Results Section.
• The job Allocation meeting is being held daily & reviewed for improvement. The
World-Class Manufacturing teams numbering 46 are operating with self-direction to
achieve the objectives.
• Standard Operating Procedures are in place. Kaizen and Focused Improvement
Scheme are in place bringing out innovative and creative ideas of employees and the
same are rewarded and implemented.
• The Communication Meetings, Joint Safety Committee Meetings, Joint Canteen
Meetings, Area Safety Meetings, are held regularly to encourage employee
participation.
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53. HINDALCO INDUSTRIES
• The organization has evolved a systematic approach to identify the training needs of
employees for skill and competency building to meet the challenges of current business
scenario. Training plans are formulated and implemented to enhance skill and knowledge
level of the employee to achieve the desired performance.
• The Employee Satisfaction Surveys are done periodically by an external agency to
measure the Employees levels of satisfaction and steps are taken to implement
feasible suggestions as per the requirement of the organization and to boost employee
morale.
• Safety, Health & Work Environment systems are audited & reviewed periodically
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55. HINDALCO INDUSTRIES
Survey on wealfare facilities and its impact on employee satisfaction
1. Title of the project:
Employee satisfaction survey of operative division at HINDALCO INDUSTRIES
LIMITED (Belgaum Works)
2. Statement of the problem:
This particular topic is selected because Employee satisfaction is a very important
element necessary for the smooth functioning of an organization. Employee surveys
provide a channel for employee to communicate their views on a wide range of issues in
total confidence .They help management to build up an accurate picture of how
employees perceive the organization and highlight the causes of employee dissatisfaction.
3. Purpose of the study:
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56. HINDALCO INDUSTRIES
The study has been conducted for gaining practical knowledge about HR practices and
fulfillment of Masters Of Degree in Business Administration.
4. Objectives of the study:
To measure employee satisfaction level from different perspectives.
To identify the perceived importance of satisfaction factors and the issues causing
dissatisfaction.
To propose recommendations for enhancing employee satisfaction to improve
business performance.
5. Scope of the study:
The survey was conducted on Operative Level of HINDALCO.The questionnaire for this
survey was framed considering those factors where corrective action can be taken at
HINDALCO.From the result of the survey the HR department can take the corrective
action to increase employee satisfaction and thereby increase productivity.
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57. HINDALCO INDUSTRIES
RESEARCH DESIGN
a) The research design used is descriptive .the primary information collected through
questionnaire
b) Data collection method: the information necessary for this survey is collected by
trapping primary and secondary sources.
Primary sources
a) Questionnaire
b) Personal interaction
Secondary sources
• Previous reports
• Related information
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58. HINDALCO INDUSTRIES
c) Procedure adopted for distribution the questionnaire: the questionnaires were
personally given to each employee
d) Sampling design: Sampling allows us to concentrate our attention upon a r
relatively small no of people and hence devote more energy to ensure that the
information collected from them is accurate.
e) Population: for conducting survey the universe is all the sampling at HINDALCO
industries Ltd the population size is 700 employees
f) Sampling unit: it consists of employee from all the 18 departments
g) Sample frame and size: the sample size is 109 employees. This sample is
selected from the list of employees.
INTRODUCTION OF EMPLOYEE SATISFACTION
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59. HINDALCO INDUSTRIES
It is realising the direct relationship between happy employees
The key measure to employee satisfaction is,
Employee retention
Productivity
Customer satisfaction
Profitability
All the above mentioned factors are obtained only if the employees are satisfied .This is
because satisfied employees tend to be more creative ,tend to accept challenging jobs
which is an promotional opportunity to them .They tend to be more productive .
Employees with higher job satisfaction:
Believe that the organization will be satisfying in the long run .
Care about the quality of their work
are more committed to the organization
Have higher retention rates, and
are more productive.
TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION
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60. HINDALCO INDUSTRIES
Employee satisfaction surveys can cover as many or as few topics as are required by your
organization. Some of these topics include:
• Job satisfaction
• The company as a place to work
• Organization direction, strategy and goals
• Employee morale
• Organizational relationships
• Supervision
• Management
• Leadership
• Culture, values and behaviours
• Company image
• Benefits
• Compensation and rewards/incentives
• Recognition and promotion
• Training and development
• Career opportunities
• Quality products and services
• Internal/external communications
• Organizational change
• Any other topics of interest to managers
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61. HINDALCO INDUSTRIES
Discrepancy Theories
Two-Factor Theory
•Motivators
–Responsibility
–Challenge
–Job Control
•Hygiene factors
–Pay
–Benefits
–Coworkers
Employee satisfaction has two components
1. Hygiene issues
2. Motivation issues
1) THE HYGIENE ISSUES ARE:
1. Company and Administration Policy: They should be updated and accessible to all
the employees so that the employees are aware of all policies of the organization.
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62. HINDALCO INDUSTRIES
2. Supervision: The supervisor should have the good leadership qualities and should
give positive feedback at regular interval.
3. Salary: Employees want to be paid according to their competence and hard work.
4. Interpersonal Relations: It is the relation with the superior, peer and subordinate
.The employees should be given time for socialization .i.e. during lunch, tea break etc.
4. Working conditions: The working environment should be good so that the
employees will have sense of pride in working for the organization and should be
provided with the necessary facilities and adequate space work efficiently.
2) THE MOTIVATION ISSUES ARE:
1. Work: The work should make employees believe that the work they are doing is
important.
2. Achievement: All employees want to do a good job and make use of their talent.
3. Recognition: Employees should be rewarded for high performance by bonus or at least
praising their efforts.
4. Responsibility: Employees should be given enough freedom or power to carry out
their task .They should have ownership of work and be given challenging work.
5. Advancement: Loyalty and performance should be rewarded by providing
opportunities for career development.
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63. HINDALCO INDUSTRIES
The absence of hygiene issues is a source of dissatisfaction. While increase in the
motivation factors, will increase in employee satisfaction .the hygiene issues should be
dealt first and then the motivation issues should be given considerations .Bigger pay
checks rarely equate with higher job satisfaction.
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64. HINDALCO INDUSTRIES
Doing job in alternative ways is encouraged
60
50
50
39
40
30 Series1
20
10 6
3 2
0
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
Doing job in alternative ways is encouraged
In
Responses %
Stongly Agree 42 39
Some What Agree 55 50
Some what disagree 7 6
Strongly Disagree 3 3
Neither agree nor disagree 2 2
Employees at HINDALCO agree that doing job in alternative ways is encouraged
Apart from this, some employees believe that every time it is not encouraged because
It may effect the production department.
Infrastructure provided enables to do job better
50
40
30
Series1
20
10
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0 Page 64
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
65. HINDALCO INDUSTRIES
Infrastructure provided enables to do job better
Responses In %
Stongly Agree 50 46
Some What Agree 44 40
Some what disagree 11 10
Strongly Disagree 4 4
Neither agree nor disagree 0 0
46% of the employees agree that Infrastructure provided to them in their
department enables them to do job better.
40% of the employees are quite satisfied with the infrastructure provided to them.
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66. HINDALCO INDUSTRIES
This particular question is taken to find out whether the employees are satisfied
with the infrastructure or not. As we can see in the graph that 46%of the employees are
satisfied with the infrastructure provided. At Hindalco a lot of importance is given to
house Keeping. The department who follows The Housekeeping Concept is been
awarded by the works manager. The employees of Hindalco have a good infrastructure /
Good working conditions the are provided with necessary facilities and adequate space to
work efficiently.
Materials & equipments are provided at right time and
right place
50
40
30
Series1
20
10
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0 Page 66
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
67. HINDALCO INDUSTRIES
Materials & equipments are provided at right time and
right place
Responses In %
Strongly Agree 39 36
Some What Agree 48 44
Some what disagree 15 14
Strongly Disagree 6 6
Neither agree nor disagree 1 1
Employees at Hindalco agree that the materials and equipments are timely
provided.
Some employees strongly feel that materials and equipments get late.
Some of them disagree for this because every time they have to approach their
Supervisor.
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68. HINDALCO INDUSTRIES
Safety measures are good
80
70
60
50
40 Series1
30
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree
Safety measures are good
Strongly Agree 79 72
Some What Agree 24 22
Some what disagree 5 5
Strongly Disagree 1 1
Neither agree nor disagree 0 0
The above observation reveals that Safety measures provided to the Employees
Of HINDALCO are good and is up to the satisfaction level.
About 5% of the total employees are not that satisfied with the safety measures
provided .
You get opportunity to do good at
Employees are provided with shoes raincoat, masks and goggles.
45
40
35
30
25
Series1
20
15
10
5
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Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
69. HINDALCO INDUSTRIES
You get opportunity to do good at
Strongly Agree 43 39
Some What Agree 46 42
Some what disagree 17 16
Strongly Disagree 3 3
Neither agree nor disagree 0 0
42% of the Employees get an opportunity to do in which they are good at.
39% of them are getting complete opportunity which they are good at.
Apart from this, about 17% of the total employees do not agree the statement.
Employees agree that they are given chance to do the work in the field which they are
Grievances and complaints handled in time
interested and having knowledge of that field.
60
50
40
30 Series1
20
10
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0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree
70. HINDALCO INDUSTRIES
Grievances and complaints handled in time
Strongly Agree 15 14
Some What Agree 52 48
Some what disagree 26 24
Strongly Disagree 15 14
Neither agree nor disagree 1 1
The above tabular column reveals that their complaints and grievances are
handled, up to their satisfaction Level.
There is high factor of some what agree reveals that there is need of handling
grievances and complaints
Apart From this, about 24% of employees are unsatisfied.
14% of the total employees are disagree that there complaints and grievances are
not handled. Opportunity to learn & grow
50
40
30
20
10
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0
Stongly Agree Some What Some what Strongly Disagree Neither agree nor
Agree disagree disagree
71. HINDALCO INDUSTRIES
Opportunity to learn & grow
Stongly Agree 49 45
Some What Agree 45 41
Some what disagree 10 9
Strongly Disagree 5 5
Neither agree nor disagree 0 0
This question was asked to know the agreement level of employees, of getting an
opportunity to learn and grow in the work place.
About 45% of total employees agree they get opportunity for get more knowledge
in the dept.
Apart from this, 5% of the total employees believe that they wont get opportunity
to learn more.
This opportunity can be gained by the employee during the training that is provided. If
the employee’s growth remains stagnant then it is a cause of worry to the Company. So
the employee should grab an opportunity and the company should provide good
opportunity to the employees so that it will enhance their skills
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72. HINDALCO INDUSTRIES
Recreational facilities are good
50
40
30
Series1
20
10
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0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree
73. HINDALCO INDUSTRIES
Recreational facilities are good
Stongly Agree 48 44
Some What Agree 40 37
Some what disagree 11 10
Strongly Disagree 2 2
Neither agree nor disagree 8 7
From the above table it is observed that employees are satisfied with the
recreational facilities provided at HINDALCO.
Cultural activities are good
60
50
40
30 Series1
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
BABASAB PATIL Agree disagree Disagree nor disagree Page 73
74. HINDALCO INDUSTRIES
Cultural activities are good
Strongly Agree 54 50
Some What Agree 41 38
Some what disagree 7 6
Strongly Disagree 1 1
Neither agree nor disagree 6 6
The above table reveals that employees are satisfied with the cultural activities
conducted at HINDALCO.
About 6% of the total employees do not agree for the statement.
Some of the employees are not became the member of the club, so 6% of them
belong to this neither agree nor disagree.
Communication metting is useful
45
40
35
30
25
Series1
20
15
10
5
0
Stongly Agree Some What Some what Strongly Neither agree
BABASAB PATIL Agree disagree Disagree nor disagree Page 74
75. HINDALCO INDUSTRIES
Communication meeting is useful
Stongly Agree 44 40
Some What Agree 38 35
Some what disagree 17 16
Strongly Disagree 8 7
Neither agree nor disagree 2 2
About 40% of the total employees are quite satisfied with the communication
meeting at canteen.
16% of the total employees some what disagree for the statement.
The works manager basically holds the communication meeting that is Mr. V.R. Agarwal
This meeting is very informal. In this meeting the works manager discusses various
issues of the company, progress of the company. This question is asked to know whether
the works manager gets a chance to talk to the employee or not.
BABASAB PATIL Page 75
76. HINDALCO INDUSTRIES
Job promotions are fair & objective
40
35
30
25
20 Series1
15
10
5
0
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
BABASAB PATIL Page 76
77. HINDALCO INDUSTRIES
Job promotions are fair & objective
Stongly Agree 17 16
Some What Agree 41 38
Some what disagree 28 26
Strongly Disagree 19 17
Neither agree nor disagree 4 4
The above tabular column reveals that ,employees agree that promotion at
HINDALCO are fair.It is based on performance and not on Favoritism.
About 16% of the employees are quite satisfied with the promotions.
There is high factor of some what agree in job promotion i.e. 38%
26% of employees are some what disagree for the promotions.
Welfare facilities are well maintained
70
60
50
40
Series1
30
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
BABASAB PATIL Agree disagree Disagree nor disagree Page 77
78. HINDALCO INDUSTRIES
Welfare facilities are well maintained
Strongly Agree 25 23
Some What Agree 67 61
Some what disagree 12 11
Strongly Disagree 3 3
Neither agree nor disagree 2 2
This question is asked to see whether the employees of Hindalco are satisfied with the
welfare facilities or not. The employees of Hindalco are provided with many welfare
facilities like there are quarters. Community center, canteen, bus facilities, etc
23% of the employees agree that they are provided with many welfare facility.
There is high factor 61% of the employees somewhat agree for the statement.
.
Transportation facilities are good
70
60
50
40
Series1
30
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree
BABASAB PATIL Page 78
79. HINDALCO INDUSTRIES
Transportation facilities are good
Stongly Agree 65 60
Some What Agree 28 26
As Some what disagree 10 9
Strongly Disagree 4 4
Hindalco Neither agree nor disagree 2 2
Industries is on the out skirts of Belgaum City transport facilities is a must. This question
is particularly asked to find whether the transport facility are good and timely or not. The
transport facility in Hindalco works round the clock because the work is done in shifts.
Buses are provided for the employees and even for the children of the employees
It is agreed that transport facility is provided timely and up to the satisfaction
level.
About 4% of the total employees are not satisfied with the transport facility.
BABASAB PATIL Page 79
80. HINDALCO INDUSTRIES
Fringe benifits are good
60
50
40
30 Series1
20
10
0
Stongly Some What Some what Strongly Neither
Agree
BABASAB PATIL Agree disagree Disagree agree nor Page 80
disagree
81. HINDALCO INDUSTRIES
Fringe benefits are good
Strongly Agree 23 21
Some What Agree 52 48
Some what disagree 23 21
Strongly Disagree 7 6
Neither agree nor disagree 4 4
From the above tabulation it is observed that employees are satisfied with the
fringe benefits provided at HINDALCO.
About 21% of the total employees are quite satisfied with the fringe benefits
provided .
Apart from salary the employees should be given some benefits life welfare facilities,
fringe benefits etc. The employees of Hindalco are also given fringe benefits. This
question is asked to know whether the employees are satisfied with the fringe benefits or
not.
BABASAB PATIL Page 81
82. HINDALCO INDUSTRIES
Medical facilities are good
60
50
40
30 Series1
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
BABASAB PATIL Page 82
Agree disagree Disagree nor disagree
83. HINDALCO INDUSTRIES
Medical facilities are good
Stongly Agree 62 57
Some What Agree 29 27
Some what disagree 9 8
Strongly Disagree 7 6
Neither agree nor disagree 2 2
From the above tabular column it is observed that about 57%of employees are
satisfied .
About 6% of the employees are dissatisfied with the medical facilities provided.
Canteen facilities are good
45
40
35
30
25
Series1
20
15
10
5
0
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
BABASAB PATIL Page 83
84. HINDALCO INDUSTRIES
Canteen facilities are good
Strongly Agree 22 20
Some What Agree 44 40
Some what disagree 22 20
Strongly Disagree 18 17
Neither agree nor disagree 3 3
20% of the employees are quite satisfied with canteen facilities.
The above observation reveals that there is a high percent of some what agree at
Hindalco. Employees are satisfied with the canteen facility.
About 20% of the employees some what disagree that canteen facility provided at
HINDALCO.
17% of them are strongly dissatisfied with the canteen facilities.
Unit has bright future
50
40
30
Series1
20
10
0
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree
BABASAB PATIL Page 84
85. HINDALCO INDUSTRIES
Unit has bright future
Stongly Agree 47 43
Some What Agree 37 34
Some what disagree 20 18
Strongly Disagree 3 3
Neither agree nor disagree 3 3
43% of the employees agree that the unit has future .
34% of the employees are some what agree that they are satisfied.
This question is taken to know that whether the employees feel that their unit has a bright
future or not. Eventually all are working for the bright future of their unit
Satisfied Belgaum unit as a place of work
80
70
60
50
40 Series1
30
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree
Satisfied Belgaum unit as a place of work
Stongly Agree 76 70
Some What Agree 28 26
BABASAB PATIL Page 85