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A report submitted in partial fulfillment of therequirement of MBA Program of Banasthali University                       ...
ACKNOWLEDGEMENTThe duration of the project has been days, which has opened me to what life exactly is beingunder the sun. ...
DECLARATIONI, Swati Banthiya, hereby declare that all the information furnished in thisPROJECT, is my original work contai...
ABSTRACTTo make any system efficient it is necessary to spot its drawbacks and combat them to improve.A continuous improve...
PREFACEHuman resource functions are no longer specialized functions, merely confined to theHR/Personal department .Rather,...
CONTENT:-S.NO   TITLE1      INTRODUCTION OF GR.C.D.2      CHART (ORG, P&A, WORKMEN)3      HR PART4      REVIEW OF LITERATU...
GRASIM CHEMICAL DIVISIONHISTORICAL DEVELOPMENT OF GRASIM CHEMICAL DIVISIONGrasim industries limited incorporated in August...
The main End-Users are as under:Caustic Soda:          pulp and paper Soap and detergent, Dyestuff, Pharma, DM Water,     ...
Product Mix and application of PAC:Liquid:       AC/1 OOS        -   Water Treatment             Arya PAC - Water Treatmen...
ORGANISATIONAL HIERARCHY                   Executive President (Unit Head)                      Senior vice president     ...
People are our number One asset.:-Any organization is dependent on 5M : man, Money, Material, Machine, Method, People are ...
HRD SUB-SYSTEMS:Recruitment and selection                                                 .       o Persons are recruited ...
There are two types of Training Programmer’s:a) In-house Programmers - Internal & External Facultyb) Out-station Programme...
Performance Management:Objectives: o   To bring out best and develop the individual. o   To develop and optimize human res...
The objectives of giving reward are:-       a) To motivate employees for punctuality       b) To motivate workmen for valu...
THE MOTIVE OF PARTICIPATIVE MANAGEMENT IS TO BUILD-   a) Enthusiasm for innovation    b) Openness and transparency    c) T...
VISION & MISSIONVISION-To become world class chlor-Alkali plant with specific focus on value creation for forshareholders,...
Grievance HandlingIn Grasim chemical division there is no grievance handling committee as such, if any grievancearises an ...
Welfare Provisions:Washing And Drying Clothing:                                 Company provides the facilities for washin...
Safety:     Fencing of all dangerous and moving parts of machinery is here, a l the     machines encased and well guarded....
WHAT IS MOTIVETION AND SATISFACTIONMotivationMotivation is a process that elicits, controls, and sustains certain behavior...
world. The subjects were asked to relate times when they felt exceptionally good or badabout their present job or any prev...
PROJECTWhat is Satisfaction Survey?Often an essential component of organizational training and development, workerssatisfa...
FOR SATISFACTIONEmployment Condition                                     1Job Security                                    ...
PurposeBetter understand employee perspectives on their jobs and how they felt about workingconditions in which they work....
grade,  number of years at Grasim, and  department  Significant differences in satisfaction level & motivation level betwe...
Pay & Benefits     3.03   75.75%Peer Relationship   3.54   88.50%  Employment        3.55   88.50%   condition  Job securi...
Response by differentiation of age       Age              Average                                          Percentage     ...
Response by gradeGrade      Average                              Percentage           Motivation Satisfaction Motivation S...
Response by differentiation of                                       number of years at       Grasim       Year   at Avera...
Response by DepartmentDepartment   Average                   Percentage             motivatio   Satisfactio   Motivatio   ...
RESEARCHResearch and experimental development is creative work undertaken systematically toincrease the stock of knowledge...
RESEARCH METHODOLOGYA Research Design is the framework or plan for a study which is used as a guide in collectingand analy...
Research objectiveThe research aims at studying the existing IR at Grasim Chemical Division, Nagdagiving an overview of P&...
Recommendations:-During my training in Grasim Chemical Division, I found the working atmospherevery cooperative and friend...
ConclusionGRCD conduced internal workers Satisfaction survey in the year 2012 to capture thesatisfaction level of workersV...
BIBLIOGRAPHYo http://www.nbrii.com/Employee_Surveys/Satisfactiono http://www.grasimchem.com/index.htm,o http://www.aditybi...
Questionnairefo’o Lrjh; fuekZ.k --- vkfnR; fcjykxqzi }kjkxzsfle dsfedy fMohtu] fcjykxzke] ukxnkfoHkkx %                   ...
gekjh laLFkku esa vuqkklukRed dk;Zokgh4                                 esa gesa viuk i{k j[kus dk volj iznku fd;k        ...
Health & Safety   D;k vki vkikrdkyhu fLFkfr esa lacaf/kr7                      fu;eksa dh tkudkjh j[krs gS     Peer       ...
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workers satisfaction

  1. 1. A report submitted in partial fulfillment of therequirement of MBA Program of Banasthali University A Project Report On Workers Satisfaction SurveySubmitted to: Submitted by:Wisdom Department Swati BanthiyaBanasthali University MBA IInd Year
  2. 2. ACKNOWLEDGEMENTThe duration of the project has been days, which has opened me to what life exactly is beingunder the sun. Sitting in the class room and listen to the lectures are totally different affairs whencompared to applying the lesson in real life. Therefore, I would like to take this opportunity atmy successful completion of in-plant training at “GRASIM INDUSTRIES LTD. –CHEMICAL DIVISION” Nagda (M.P) to thank all who directly or indirectly helped andmotivated me to complete this project.This is my privilege to express my deep felt gratitude to Mr. Jangid for providing me theopportunity to undertake my summer training project. I express my deepest gratitude to Mr. MADAN ATERKAR and MR.M.K.CHODHARY forhis effective guidance and supervision which made it possible for me to complete this projectwithin the stipulated time period. Despite of his busy schedule he gave me his full support andprecious time.I am thankful to the members of the Grasim Chemical Division for sharing their insights andexperiences with me.I would also like to thank management of which through proper guidance and training enablesme to undergo this project at GRASIM INDUSTRIES LIMITED effectively. Their direct andindirect support is highly valued. And finally, I thank my parents, friends and colleagues, whowere by my side throughout this project.
  3. 3. DECLARATIONI, Swati Banthiya, hereby declare that all the information furnished in thisPROJECT, is my original work containing authentic facts. This piece of work isonly being submitted to Banasthali University, Wisdom Department in thepartial fulfillment for the degree of Post Graduation Diploma in BusinessManagement.Swati banthiyaMBA II year
  4. 4. ABSTRACTTo make any system efficient it is necessary to spot its drawbacks and combat them to improve.A continuous improvement in a system makes it increasingly productive and a world classquality deliverer. To achieve a level of world class manufacturer it is necessary to bring outimprovements in productivity, employee involvement, quality, work place & reduction in wasteand cost. Every employee carries potential to think for the betterment of the company throughhis/her intellect and thought process which the company can use in the name of to ameliorate itsoverall functioning. These thoughts or suggestions workers motivation and satisfaction play acritical role in company’s progress. Thus contribution of every employee is very muchnecessitated to bring out small improvements. Working in a system may sometime queer theresults and the necessity emerges to find out the reasons for less contribution and involvement.Hence it is required to study, analyze and identify opportunity for improvement. So in thiscontext, it is felt that a study on entire process to identify significant areas for improvementwould help to improve effectiveness of the schem The GRCD stands for technological leadership(innovative strength), the quality of work, and the benefit of our products. Its double meaningwas intentional. Besides conveying the ideas of durability and reliability, it also conveys a senseof technology in the service of life. The claim is therefore also the expression of their specialresponsibility.And this special responsibility could only be fulfilled, if the responsibility holders arable todeliver their best.Thus, to check the motivation and perception level of all the employees GRCD conducted aninternal workers Satisfaction SurveyThis report throws light upon the various steps undertaken to make a success.Survey was conducted with the help of a questionnaire which covers 21 different dimensionsnamely career development, communication, recognition and training & development butslightly less motivated through equal opportunity area . Health & Safety, Pay & Benefits andPeer Relationship, Employment condition, Job security, then with OrganizationsAdministration & social, Facility & services covered and discussed with the help of charts andtables. It could help in understanding the satisfaction level of workers.
  5. 5. PREFACEHuman resource functions are no longer specialized functions, merely confined to theHR/Personal department .Rather, management of human resource is the responsibility of everymanager in the present business scenario. HR orientation need to be top-down and should fullyinvolve the concerned managers who have to ensure performance down the line.This project report on “WORKERS SATISFACTION IN GRASIM CHEMICALDIVISION” Focusing in ABSENTEEISM in the P&A DEPARTEMENT deal with—*The study of satisfaction level of workers..By keeping all the important points, necessities and lots of efforts have been taken to incorporatethe topics is WORKERS SATISFACTION.This Project should prove towards management as well as to researchers and P&A consultants intheir search for contemporary issues in P&A. Besides, managers who need to maximize workerability, effiency and regarding performance will find this project very useful and easy toimplement in their company.
  6. 6. CONTENT:-S.NO TITLE1 INTRODUCTION OF GR.C.D.2 CHART (ORG, P&A, WORKMEN)3 HR PART4 REVIEW OF LITERATURE5 RESEARCH6 DATA ANALYSIS7 RECOMMENDATION8 LIMITATION9 CONCLUSION10 APPENDIX
  7. 7. GRASIM CHEMICAL DIVISIONHISTORICAL DEVELOPMENT OF GRASIM CHEMICAL DIVISIONGrasim industries limited incorporated in August, 1947 in the state. of Madhya Pradesh. Grasimindustries commenced operations in 1948 in Gwalior with a small Rayon weaving unit usingimported Rayon in 1954, Grasim. quickly set its focus on the production of Rayon-a man madecellulose fiber today Grasim core businesses are VSF (Viscose Staple Fiber), Cement andTextiles..Rayon grade Caustic soda is an important raw material in VSF production. To achieve reliableand economical supply of this chemical, grasim set up a Rayon GradeCaustic Soda unit in Nagda in Madhya Pradesh on October 1972 with a capacity of 33,000 TPA.The units current capacity stands at, 160, OOOTPA making it the country second largestCaustic Soda Unit.Caustic soda and chlorine as well as hydrochloric acid are building blocks of the chemicalindustry.Initially, a 1O0TPD capacity plant was established with Donora, Italys technology based on"Mercury Cell Process" and thereafter, in 1989, capacity was further enhanced to 350 TPD, withtwo independent cell houses.In pursuit, to improve the power consumptf Ol nd to operate the plant in eco-friendly worldreference, Membrane Cell Plant - to produce Caustic Soda with know how and technology from"Udne Gmbh, Gent1any". It is internationally comparable in terms of energy efficiency and otherperformance parameters. This is Indias largest single location Membrane Cell Plant
  8. 8. The main End-Users are as under:Caustic Soda: pulp and paper Soap and detergent, Dyestuff, Pharma, DM Water, Alumna, Textiles, Viscose Staple Fiber etc.Chlorine: PVC, CPW, AICH, SBP, Paper, Pharma, Dyes etc..Hydrochloic Acid: DM water, Pickling of Steal, Phosphoric Acid, Gelatin, Calcium Chloride, etc.Hydrogen: Vanaspati, Sorbitol. Vegetable Oils etc.For gainful utilization of Chlorine as largest merchant seller, the unit has expanded its operationby forward integration into production of following products: 1. Stable Bleaching Powder (16,800 TP A) 2. Poly Aluminum Chloride Liquid (42,705 TPA) . 3. Poly Aluminum Chloride Powder (4,928 TP A) 4. Chloro Sulphonic Acid (17,155 TPA)Stable Bleaching PowderCommissioned on 23rd August, 1986.Present capacity is 46 TPD.End Users:Water purification, Sanitation, As Bleaching Agenn Textile, Paper, etc. Grasim share is 20% ofTotal Capacity (total installed capacity in India is approx. 1, 50,000 MTPA).Poly Aluminum ChlorideCommissioned on 29th September 1990. Present capacity is 117 TPD.Grasim Chemical Divisionis Indias first PAC manufacturing unit Having Production capacity of 117 TPD and since lastone decade, soie supplier of PAC, free from Mercury and organic matters.Expansion of TPD isin progress. Presently, sole supplier of Pac powder also, capacity 13.5 TPD.
  9. 9. Product Mix and application of PAC:Liquid: AC/1 OOS - Water Treatment Arya PAC - Water Treatment SAB 18/5 - Paper Sizing (Acidic . SAB 18 - Paper Sizing (Neutral) aid effluent TreatmentPowder: AC/I00S - Water Treatment SAB18 - Water Treatment and Effluent TreatmentChioro Sulphonic Acid Commissioned on 12th September, 1992. Present capacity Is 47 TPD.End Users: Dyes, Dyes & Intermediate, Vinyl Sulphonic, Drugs and Pharma.Grasim share is 4.76% of total capacity (total capacity in India is approx.3,78,000 MTPA againstdemand of 2, 07,000 MTPA). . .
  10. 10. ORGANISATIONAL HIERARCHY Executive President (Unit Head) Senior vice president Vice President Asst. Vice President Senior General Manager General Manager Deputy General Manager Senior Manager Manager Deputy Manager Asst. Manager Senior Officer Asst. Officer
  11. 11. People are our number One asset.:-Any organization is dependent on 5M : man, Money, Material, Machine, Method, People are thecore of the organization without whom no organization can survive or achieve its objectives.Some areas HR needs: o Insight o Innovative o Inspiration o IntegrationHRD Philosophy o If you want to plan for a year, plant a com. o If you want to plan for three years, plant a tree. o If you want to plan for ten years, plant a man. ,HRD Policy:To create an enabling Organization through o Training and development o Innovation & experiment o Effective communication o Motivation and morale upliftment. o Peoples participation o Reward and recognition
  12. 12. HRD SUB-SYSTEMS:Recruitment and selection . o Persons are recruited through Internal Recruitment. o If they do not find suitable candidate for the required position, then they select through External Recruitment. o For recruitment, selection committee is set up by appointing authority which consists of three members. o a) Member of the appropriate rank or status in relation to the post to which recruitment is to be made, b) Two persons from the required discipline and one from HRD. o Fresher are recruited through Campus Placement for which selection process is- a) Objective/ Psychological! Written Test b) Group Discussion c) Personal Interview o Presently, all the recruitment is done through their Corporate Office, Mumbai.Training and Development: . Grasim Chemical Division is ISO-9002 certified company, so it has to follow certain norms for training and development of its employees. First step for training and development, identification of training needs. According to the needs for training, they make Annual Training Calendar, which is applicable for the whole fmandaI year. They also make monthly training schedule. For the persons who have participated in the training, they maintain Individual Training Records.
  13. 13. There are two types of Training Programmer’s:a) In-house Programmers - Internal & External Facultyb) Out-station Programmers - Gyanodaya, Mumbai and Outside In titutesRole of Training:- To increase productivity To Improve the quality of work Develop new skills, knowledge and understanding. Use correctly new tools and machines. . Reduce wastes, accidents and overhead cost. Bring incumbents to that level of performance-which meets the standard of performance for the job Job Rotation and Multiskilling:This organization has in traded job rotation for the first time. The main objectives are: - , A Job rotation is, done to develop the employee in various areas. Develop new skills, knowledge and understanding. Job rotation is done for the period of two years. In this period, the person is placed for a period of 6 months on rotation basis in four departments. Two For multi skilling, there are i.e., programmer Knowledge Integration Programmers and IT Training. .Employee Satisfaction:-Employee satisfaction is a measure of how happy workers are with their job and workingenvironment. Keeping morale high among workers can be of tremendous benefit to anycompany, as happy workers will be more likely to produce more, take fewer days off, and stayloyal to the company. There are many factors in improving or maintaining high employeesatisfaction, which wise employers would do well to implement.To measure employee satisfaction, many companies will have mandatory surveys or face-to-facemeetings with employees to gain information. Both of these tactics have pros and cons, andshould be chosen carefully. Surveys are often anonymous, allowing workers more freedom to behonest without fear of repercussion. Interviews with company management can feel intimidating,but if done correctly can let the worker know that their voice has been heard and their concernsaddressed by those in charge. Surveys and meetings can truly get to the center of the datasurrounding employee satisfaction, and can be great tools to identify specific problems leading
  14. 14. Performance Management:Objectives: o To bring out best and develop the individual. o To develop and optimize human resources. o To create and sustain a culture that inspires and empowers. o To facilitate key manpower decision such as increment promotion. o To identify long term potential of employees o To strengthen performance counseling t ough feedback and suggestions. Performance Appraisal is done for a period from January to December. Appraisal is doneby immediate superior and functional head, which is reviewed by Unit Head in consultation withHRD. The report is submitted latest by 21 st February. HRD in consultation with unit head takes decision for promotion, transfer, incrementsand job rotation on the perfom1ance appraisal review.Rating is done on five dimensions: a) Outstanding b) Very Good c) Good d) Average e) Below Average Reward and Recognition Rewards are given on a) Outstanding Suggestion b) Better Performance c) Punctuality
  15. 15. The objectives of giving reward are:- a) To motivate employees for punctuality b) To motivate workmen for value addition c) To build better performance culture and strive for excellenceAwards given to them are as:-  Rotating shield for winners  Man of the Month award  Best attendance award  Letter of appreciationParticipative Management:In participative management, there are-a) Mass Communication for workers and staffs It is for the. Purpose for downward and upwardcommunication. To share departmental programmer and achievements.b) In-house journal for downward and upward communication.c) Committee meeting It is to enhance communication, decision-making, problem solving, consensus building and information sharing.d) WCM meeting Shop floor meeting at all level.e) Suggestion Schemes Suggestion for innovation,motivation,valueaddition,improvingQuality, efficiency, productivity and cost effectiveness.
  16. 16. THE MOTIVE OF PARTICIPATIVE MANAGEMENT IS TO BUILD- a) Enthusiasm for innovation b) Openness and transparency c) Team building d) Morale upliftment e) Achievement orientation f) Rejuvenating people’s confidence g) System orientation h) Performance culture i) Enhanced profitability j) Ownership PERSONNEL DEPARTMENT ACTIVITIES PERSONNEL MANAGEMENT: Personnel management is a process of bringing people and organization together so that the goals of organization can be achieved. It is that of part of management process which is concerned, with the management of the human resource in an organization. ROLE OF PERSONNEL MANAGEMENT DEPARTMENT IN THE ORGNIZATION 1. ADVISORY ROLE 2. THE CONSCIENCE ROLE 3. COUNSELORY ROLE 4. WELFARE ROLE
  17. 17. VISION & MISSIONVISION-To become world class chlor-Alkali plant with specific focus on value creation for forshareholders, customers, employees and society.Mission- To improve overall operating efficiency through continuous improvement and innovative cost reduction To strive for excellence in all the spheres through WCM practices To assure safe & environment friendly operations To institutionalize internal and external customer delight. To focus on value adding HR practices.Our values fine-tune with the Group’s Philosophy of Creation of value, Value added growth andInstitutionalization. We strongly believe and strictly adhere to our Group values Va employees.All new joiners have to complete value awareness program thorough ABG learning forum.Further, to imbibe the values we have a system of dress code, Morning Prayer etc. With stringentfollow up of the laid down systems and values we have been able to create a culturaltransformation in the 39 years old Unit. Lue leaders are trained and also further cascading hasbeen done for allOBJECTIVES OF LABOUR RELATIONS:Labour relations are primarily designed for the following functions:1. To protect the interest of workers and the management through mutual understanding andrelationship.2. To avoid industrial disputes so as to develop a healthy work environment.3. To improve quality of work life of workers.4. To increase performance through reducing labour turnover and frequent absenteeism.5. To provide constructive criticism of the management.
  18. 18. Grievance HandlingIn Grasim chemical division there is no grievance handling committee as such, if any grievancearises an enquiry committee is set up, headed by Sr. Manager, Personnel / Manager, IR.Disciplinary Matters For disciplinary matters, company is following the Industrial Employment Standing Orders Act. . The company has not drafted its own standif1g:orders; it has adopted the model standing, orders of M.P. Industrial Standing Graers Act, 1961 as their own standing orders. A worker may be fined up to 2 percent of his wages in a month for any of the Following acts and omissions. .  A workman may be suspended for not exceeding four days at a time for misconduct.The following acts should be treated as misconduct: o Habitual absence without leave or absence without leave for more than10 days.  Habitual late attendance.  Habitual negligence of work, ,  Willful insubordination or disobedience whether alone or in combination with others,  Theft, fraud or willful damage to employers propert  Riotous or disorderly behavior during working hours.Health:  The factory premise is cleaned every day. The house-keeping person use to monitor the cleanliness in the company premises and colony.  Fire pit and sludge pit for disposal of waste and proper drainage system is here.  For preventing dust and fumes in plant are and offices there are exhaust fans.  Proper lightning facility is here, both natural and artificial.  A safe drinking facility is available at suitable places in the plant.  Adequate Nos. of toilets, urinals and bathrooms are provided.  Separate floor cleaning facilities provided on workshop areas, which are being monitored regularly. .  Adequate Nos. of spittoon is provided.  Washing facilities for the workmen at the shop floor is provided.  There is regular medical checkup for staff and workers.
  19. 19. Welfare Provisions:Washing And Drying Clothing: Company provides the facilities for washing but there is a not proper place for drying the clothes.First Aid Room: There is a first aid room, which is fully equipped with required contentsas for chemical industry and also having three beds. Company is not having its own ambulance..If any serious accident occurs, they sent him directly to lndubhai Parikh Memorial Hospital.Canteen: is another facility that is available in the premise of the company. This canteen is forboth the workers and the employees. In the canteen, they provide tea and some eatables toemployees. For workers, they provide tea and eatables through mobile canteens.Storing: For storing clothes not worn during working hours company has provided separatelockers to the workers.Other welfare facilities, which the company is providing to the employees are:  Housing facility with furniture according to their grade.  School  Grasim community centre  Club  Socio-cultural programmers are conducted time to time.  Separate Bal Sanskar classes are regularly organized for the cultural upliftment of the children.  Various community development programmes are being conducted.  The company has adopted 5 near by village where all the basic facilities like drinking water, health care, education .etc. are provided.
  20. 20. Safety: Fencing of all dangerous and moving parts of machinery is here, a l the machines encased and well guarded.. Sufficient space for workers to operate self-acting machines. All hoists, lifts and other lifting devices are in proper condition and chains and ropes are maintained time to time. Floors, stairs, steps, etc. ate free from obstructions and slippery substances. Personal safety equipments for safety while working in the plant are provided, such as, safety goggles, face shield, safety helmet, gumboot, safety belt for working on height. Safety department is here in which two safety officers are appointed as per the. Statutory requirements under Factories Act. In the case of leakage of dangerous fumes and gases like chlorine, safety equipments needed for operating are as apron suit, eye washer, gas mask, dust mask, anti fume mask, canister mask. . All these equipments are kept at suitable places in plant arid readily accessible all the time. Training is provided to the workers for using these equipments. The Grasim chemical division is .having its own safety booklet.Working hours, Holidays and Overtime  Working hours spread over for a worker is 8 liI:s in a shift.  Shifts arranged in a manner that there is no overlapping in it.  Shift schedule is placed on the notice board on last date of previous month.  Every worker is provided one holiday in a week and compensatory off is provided to those staff that have worked on holiday.  For overtime the company is providing twice the ordinary wage to the workers and thrice if the worker is working on holiday.
  21. 21. WHAT IS MOTIVETION AND SATISFACTIONMotivationMotivation is a process that elicits, controls, and sustains certain behaviors. Motivationis a group phenomenon that affects the nature of an individuals behavior, the strengthof the behavior, and the persistence of the behavior. For instance: An individual has noteaten, he or she feels hungry, and as a response he or she eats and diminishesfeelings of hunger. There are many approaches to motivation: physiological, behavioral,cognitive, and social. It is the crucial element in setting and attaining goals—andresearch shows that subjects can influence their own levels of motivation and self-control. According to various theories, motivation may be rooted in a basic need tominimize physical pain and maximize pleasure, or it may include specific needs such aseating and resting, or a desired object, goal, state of being, ideal, or it may be attributedto less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality.Conceptually, motivation is distinct from volition and optimism.[3] Motivation is related to,but distinct from, emotion. 1. Motivation to change is elicited from the client, and is not imposed from outside forces 2. It is the clients task, not the counselors, to articulate and resolve his or her ambivalence 3. Direct persuasion is not an effective method for resolving ambivalence 4. The counseling style is generally quiet and elicits information from the client 5. The counselor is directive, in that they help the client to examine and resolve ambivalence 6. Readiness to change is not a trait of the client, but a fluctuating result of interpersonal interactionSatisfaction Satisfaction on the job, it should be concerned with the nature of the work itself — theopportunities it presents for gaining status, assuming responsibility, and for achievingself-realization. If, on the other hand, management wishes to reduce dissatisfaction,then it must focus on the job environment — policies, procedures, supervision, andworking conditions. If management is equally concerned with (as is usually the case),then managers must give attention to both sets of job factors.The theory was based around interviews with 203 American accountants and engineersin Pittsburgh, chosen because of their professions growing importance in the business
  22. 22. world. The subjects were asked to relate times when they felt exceptionally good or badabout their present job or any previous job, and to provide reasons, and a description ofthe sequence of events giving rise to that positive or negative feeling.Here is the description of this interview analysis:Briefly, we asked our respondents to describe periods in their lives when they wereexceedingly happy and unhappy with their jobs. Each respondent gave as many"sequences of events" as he could that met certain criteria—including a marked changein feeling, a beginning and an end, and contained some substantive description otherthan feelings and interpretations…The proposed hypothesis appears verified. The factors on the right that led tosatisfaction (achievement, intrinsic interest in the work, responsibility, andadvancement) are mostly unipolar that is, they contribute very little to job dissatisfaction.Conversely, the dis-satisfiers (company policy and administrative practices, supervision,interpersonal relationships, working conditions, and salary) contribute very little to jobsatisfaction Motivators challenging work, recognition, responsibility that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth, Hygiene factors: status, job security, salary, fringe benefits, work conditions) that do not give positive satisfaction, though dissatisfaction results from their absence. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary The therapeutic relationship resembles a partnership or companionshipessentially, hygiene factors are needed to ensure an employee is not dissatisfied.Motivation factors are needed to motivate an employee to higher performance.Herzberg also further classified our actions and how and why we do them, for example,if you perform a work related action because you have to then that is classed asmovement, but if you perform a work related action because you want to then that isclassed as motivation.Unlike Maslow, who offered little data to support his ideas, Herzberg and others havepresented considerable empirical evidence to confirm the motivation-hygiene theory,although their work has been criticized on methodological grounds.
  23. 23. PROJECTWhat is Satisfaction Survey?Often an essential component of organizational training and development, workerssatisfaction surveys provide a picture of the organization’s needs. These surveys canbused to solicit employee opinion on a variety of issues such as company success incommunicating its missions to employees, or local issues such as quality of workingenvironment. These surveys often contain series of multiple items grouped along one ormore dimensions of the organization. The type of items included in these surveys mayConcern areas such as: FOR MOTIVATIONMotivation Number of ItemsCareer Development 1Communication 1Equal Opportunity 2Recognition 1Training & Development 2
  24. 24. FOR SATISFACTIONEmployment Condition 1Job Security 1Facility & Services 3Health & Safety 2Peer Relationship 1Pay& Benefits 2Organizations Administration 2Social 3ObjectiveThe goal was to measure the degree of satisfaction and motivation to find out how farthe initiatives taken were accepted by all.ScopeAll workers of GRCD were involved.Project-OverviewNAGDANumber of workers 246Number of responses 227Response-Rate 95%
  25. 25. PurposeBetter understand employee perspectives on their jobs and how they felt about workingconditions in which they work. To access the satisfaction level & motivation level of employees.To identify the factor which improve the satisfaction level of workers.MethodThe calculations are based on four types of responses: o Totally Agree(4) o Agree(3) o Disagree(2) o Totally disagree(1)The responses are compiled and the % of Agreement is calculated.(Totally agree +agree+disagree+total disagree)/Total ResponseThis Map is the flow representation of different action plans for the survey.The process started on JUN 1 2012 with a meeting with department heads and theaspects to be covered in the survey were identified. Communication to workersIdentification of various aspect/areasFinalization of QuestionnairePreparation of Meta plan board of thevarious initiative taken in 2012Communication to employeesConduction of surveyCompilation of dataAnalysis of dataComparison of result with previous resultsAction planImplementationDATA ANALYSIS: Data analysis divided in to some part questions age,
  26. 26. grade, number of years at Grasim, and department Significant differences in satisfaction level & motivation level between various groups on each item were also investigated . The Question According to the question result is that: According to MOTIVATION question Motivation QUESTION AVERAGE PERSENTAGE Career 3.63 Development 90.75% Communication 3.56 86%Equal Opportunity 3.51 89.50% Recognition 3.58 89.50% Training & 3.60 90% development.According to satisfaction result is: Satisfaction Health & Safety 3.47 Facility & service 3.46 86.50
  27. 27. Pay & Benefits 3.03 75.75%Peer Relationship 3.54 88.50% Employment 3.55 88.50% condition Job security 3.53 88.25% 3.21 80.25% Organizations Administration social 3.24 81%
  28. 28. Response by differentiation of age Age Average Percentage Motivation Satisfaction Motivation Satisfaction ≥ 48 3.57 3.32 89.25% 83% years of age < 48 3.57 3.30 89.25% 82.50% years of age Result For motivation Result for Satisfaction4.00 3.57 3.57 4.003.50 3.50 3.30 3.323.00 3.002.50 2.50 2.002.00 1.501.50 1.001.00 1 1 Average motivaton of workers < 48 years of age Average satisfaction of workers < 48 years of age Average motivaton of workers ≥ 48 years of age Average satisfaction of workers ≥ 48 years of age
  29. 29. Response by gradeGrade Average Percentage Motivation Satisfaction Motivation SatisfactionA1 3.57 3.33 89.25% 83.25%A 3.57 3.31 89.25% 82.75%B 3.57 3.30 89.25% 82.50%C 3.56 3.29 89% 82.25%D 3.55 3.27 88.75% 81.75% Result for Grade 3.60 A1 A B C D 3.55 3.50 3.45 3.40 A1 3.35 A B C 3.30 D 3.25 3.20 3.15 3.10 Average Motivation Average Satisfaction
  30. 30. Response by differentiation of number of years at Grasim Year at Average Percentage Grasim Motivatio satisfactio motivatio satisfactio n n n n <25 years 3.59 3.31 89.75 82.75 experienc e ≥25years 3.55 3.31 88.75 82.75 experienc e Result of Motivation Result of Satisfaction4.00 4.00 3.59 3.553.50 3.50 3.31 3.313.00 3.00 2.502.50 2.002.00 1.501.50 1.001.00 1 1 Average motivaton of workers < 25 years experience Average satisfaction of workers < 25 years experience Average motivaton of workers ≥ 25 years experience Average satisfaction of workers ≥ 25 years experience
  31. 31. Response by DepartmentDepartment Average Percentage motivatio Satisfactio Motivatio Satisfactio n n n nPRODUCTIO 3.59 3.31 89.75% 82.75%NBADLI 3.25 2.86 81.25% 71.50%MECHANICA 3.72 3.51 93.75% 87.75%LELECTRICAL 3.52 3.24 88.00% 81.00%STORES 3.51 3.67 87.75% 91.75%SECURITY 3.57 3.48 89.25% 87%TRANSPORT 3.62 3.53 90.50% 88.25%CIVIL 3.62 3.67 90.50% 91.75%GENERAL 3.62 3.42 90.50% 85.50%LOBORATOR 3.38 3.14 84.50% 78.50%Y
  32. 32. RESEARCHResearch and experimental development is creative work undertaken systematically toincrease the stock of knowledge, including knowledge of humanity, culture and society,and the use of this stock of.There are several forms of research: scientific, humanities,artistic, economic, social, business, etc.A broad definition of research is given by Martin Shuttleworth - "In the broadest sense ofthe word, the definition of research includes any gathering of data, information and factsfor the advancement of knowledge.Another definition of research is given by Creswell who states - "Research is a processof steps used to collect and analyze information to increase our understanding of a topicor issue". It consists of three steps: Pose a question, collect data to answer the question, andpresent an answer to the question Steps in conducting research Identification of research problem Literature review Specifying the purpose of research Determine specific research questions or hypotheses Data collection Analyzing and interpreting the data Reporting and evaluating research Research methodsThe goal of the research process is to produce new knowledge or deepenunderstanding of a topic or issue. This process takes three main forms (although, aspreviously discussed, the boundaries between them may be obscure) Research: which helps to identify and define a problem or question. Constructive research: This tests theories and proposes solutions to a problem or question. Empirical research: This tests the feasibility of a solution using empirical evidence.
  33. 33. RESEARCH METHODOLOGYA Research Design is the framework or plan for a study which is used as a guide in collectingand analyzing the data collected. It is the blue print that is followed in completing the study.The basic objective of research cannot be attained without a proper research design. It specifiesthe methods and procedures for acquiring the information needed to conduct the researcheffectively. It is the overall operational pattern of the project that stipulates what informationneeds to be collected, from which sources and by what methods.Primary data: The Primary data was collected from the respondents by administering astructured questionnaire and also through observation, interview & discussion withmanagement.Secondary Data: Apart from Primary data collected, the data collected through text books,the records of RHRS, Journals from Library, Academic Reports, and Internet is used for thestudy.Sampling Sample Population: There are totally 4 employees working in the organization.Sample Size: Out of the total strength the sample taken amongst workers .i.e. 20respondents.Sampling Area: The research was conducted at Grasim chemical divisionSample Method: The research was made by the survey in accordance to the convenience ofthe employees. So the sample type is convenient sampling.Contact Instrument: A structured closed - end Questionnaire is used and the type ofquestions is dichotomous and likert scale.Contact Method: The research was conducted by using contact instruments likeQuestionnaire, interview and observation. The information was collected from both workers aswell as from management staff.
  34. 34. Research objectiveThe research aims at studying the existing IR at Grasim Chemical Division, Nagdagiving an overview of P&A department with a focus on absenteeism.Objective:-The objectives of the research thus undertaken are: To study the various HR function’s at Grasim Chemical Division taking in to account the existing IR. To study the background of overall workers Absenteeism in the Grasim Chemical Division. To find out the reasons of Absenteeism. To study the employees perception towards organization. To study the attitude of the employees towards their Work. To identify the factors that motivates the employees. To give suggestions for the growth & perspective of the company.
  35. 35. Recommendations:-During my training in Grasim Chemical Division, I found the working atmospherevery cooperative and friendly. On the basis of my survey and study I would like togive various suggestions which are summarized as below:-1. Every person who is working in GRCD compulsory first aid training should beprovided.2. Doctors should be appointed in organization, as in emergency there is no doctor isavailable.3. Employees should be appointed more, as lots of work is handling by one person.4. All employee should be given compulsory training.5. More emphasis on practical training than theoretical.6. Most of the employee need more emphasis on job rotation training.7. Management should try to satisfy their employee regarding working conditions andother facilities as per theie performance level can be increased.8. Senior manager should help the employee at the time of need.LIMITATIONSo Inadequate awareness on survey hence more time taken to explain the objective.o In some cases due to low education level, it was required to convey the intent of each question for their appropriate response.o As due to shift duties entire population could not be surveyed.o It is hard for participants to recall information.
  36. 36. ConclusionGRCD conduced internal workers Satisfaction survey in the year 2012 to capture thesatisfaction level of workersVarious questions related to the perception of the employees. It has thrown light ondifferent aspects where company has shown a rise or a fall. The data of the surveycould be analyzed from various angles. Based on our observation we have come upwith following conclusion:-Overall Picture:Based on the analysis it could be concluded that overall satisfaction rate 77%. Moreover it is observed that there is a scope for improvement in areas like facility & service, organizations administration and also social. Despite of various improvement measures in these areas like improve. Secondly workers are more motivated through career development(90.75%), communication(89%), recognition (89.50%) and training & development(90%) but slightly less motivated through equal opportunity (87.75%) area Thirdly workers are highly satisfied with Health & Safety(88.50%), Pay & Benefits(88.25%) and Peer Relationship (88.75%) then with Employment condition (86.75%), Job security(86.50%), then with Organizations Administration(80.25%) & social(81%) and least satisfied with Facility & services(75.75%). Workers have decreasing level of motivation & satisfaction with decrease in their grades. Workers who are above or equal the age of 48 are equally motivated as the workers below the age 48,but are more satisfied than the later. Workers who had spent more than or equal to 25 years in Grasim are less motivated than the workers who had spent less than 25 years,but they all are equally satisfied. Workers of Production & Mechanical departments are highly motivated as compare to the workers of Badli & laboratory.they are least motivated and the workers of Stores & Civil are highly satisfied.
  37. 37. BIBLIOGRAPHYo http://www.nbrii.com/Employee_Surveys/Satisfactiono http://www.grasimchem.com/index.htm,o http://www.aditybirla.com/our_sectors/index.htm,o http://www.adityabirlachemiclas.com/index.htm.o http://www.goole.com.
  38. 38. Questionnairefo’o Lrjh; fuekZ.k --- vkfnR; fcjykxqzi }kjkxzsfle dsfedy fMohtu] fcjykxzke] ukxnkfoHkkx % iw.kZr;k lger = 4in@xzsM+ % lger =3laLFkku esa dc ls dk;ZjrgS% vlger =2vk;q % dksbZ mŸkj ugha = 1d`i;k mŸkj nsuss ls igys fuEufyf[kr funsZkksa dks /;ku ls i<+s %& v d`i;k uhps fn, x, dFkuksa ls ;fn vki iw.kZr;k lger gS rks 1] lger gS rks 2] vlger gS rks 3] ;fn dksbZ fu.kZ; u nsuk pkgs rks 4 lacaf/kr ckDl esa yxk,A c vkidk fn;k x;k mŸkj egRoiw.kZ gSA vr% dFku HkWyh&HkkWfr le>dj mŸkj nsaA l d`i;k viuk uke ;k dksM uEcj u fy[ksa] dsoy foHkkx o xzsM fy[ksaA Sl. Category Attributes Ans.1,2,3,4 Question Motivation Career gekjs laLFkku esa inksUufr ds fy, laLFkku Development }kjk fu/kkZfjr izfdz;k dk ikyu fd;k tkrk gSA o 1 laLFkku esa inksUufr ds fy, vPNs dk;Z o O;ogkj dks egRo fn;k tkrk gSA Communication izca/ku }kjk tkjh ifji=ksa@ fu.kZ;ksa] fLdeksa o lwpukvksa ls eq>s voxr djk;k 2 tkrk gS rFkk uksfVl cksMZ@ foHkkx ds ek/;e ls eq>s lwpuk,W fey tkrh gSaA Equal laLFkku dk deZpkjh gksus ds dkj.k eq>s 3 Opportunity lekt esa mfpr izfr"Bk@lEeku feyrk gSA
  39. 39. gekjh laLFkku esa vuqkklukRed dk;Zokgh4 esa gesa viuk i{k j[kus dk volj iznku fd;k tkrk gSA Recognition gekjs laLFkku esa gksus okys dk;Zdzeksa esa vPNs dk;ksZ ds fy,] le; ikyu O;ogkj] dk;Z ds izfr leiZ.k] ldkjkRed lksp ds fy,5 laLFkku }kjk fu/kkZfjr iqjLdkj ls deZpkfj;ksa dks izksRlkgu feyrk gSA Training & gekjs lokZxhZ.k fodkl ds fy, le;&le; ij mfpr Development Vªsfuax iznku dh tkrh gS] tks gekjs fy,6 mi;ksxh gksrh gSA Training & D;k vkidks le;&le; ij vfXu’kked ;a=] xSl Development ekLd vkfn ds fo"k; esa Vªsfuax nh tkrh gS7 rFkk vkidks futh cpko midj.k bLrseky djuk vkrk gaS Satisfaction Employment gekjs laLFkku esa ykxw ost le>kSrs ds1 Condition vuq:i gesa osru o vU; ifjyfC/k;ksa iznku dh tkrh gSA Job Security tc vki izfrfnu dke ij vkrs gS rks vius vki dks lgt ¼vkjkenk;d½ eglql djrs gSa2 Facility & gekjs vkoklh; ifjlj ¼dkyksuh½ dk j[k&j[kko Services vPNk gS rFkk vkokl esa nh xbZ lqfo/kk,W3 tSls&ikuh@ fctyh QfuZpj vkfn i;kZZIr gSA Facility & vkoklh; ifjlj esa le;&le; ij /kkfeZd Services @lkaLd`frd@ [ksydwn ds i;kZIr vk;kstu4 gksrs gS tks eq>s vPNs yxrs gSA Facility & laLFkku }kjk banw HkkbZ ikjh[k eseksfj;y Services vLirky ds ek/;e ls i;kZIr fpfdRlh; lsok,W5 miyC/k djk;h xbZ gS] ftlls esjh fpfdRlk laca/kh vko;drk,W iwjh djus esa lgk;rk feyrh gSA Health & Safety D;k vki eglwl djrs gS fd ftl okrkoj.k esa dk;Z6 djrs gSa] og lqjf{kr gSa
  40. 40. Health & Safety D;k vki vkikrdkyhu fLFkfr esa lacaf/kr7 fu;eksa dh tkudkjh j[krs gS Peer dk;ZLFky ij esjs lgdfeZ;ksa rFkk lqijokbZtlZ Relationship dk O;ogkj eq>s vPNk yxrk gS o ge lHkh8 lkSgknziw.kZ okrkoj.k esa dk;Z djrs gsA Pay & Benefits laLFkku }kjk iznŸk Mªsl] twrk o lqj{kk lkexzh i;kZIr gSA laLFkku esa lqj{kk o9 i;kZoj.k ds izfr tkx:drk c<+kus ds fy, mfpr dne mBk;s tkrs gSA Pay & Benefits laLFkku esa gekjs cPpksa dh vPNh fk{kk ds fy, i;kZIr O;oLFkk gSA Ldwy ls le;&le; ij10 cPpksa dh i<+kbZ ds laca/k esa vko;d tkudkjh izkIr gksrh gSA Organizations dkyksuh ifjlj esa lqj{kk ,oa vuqkklu cuk;s Administration j[kus ds fy, vko;d dne mBk;s x;sA vkoklh;11 lqfo/kk ls lacaf/kr fkdk;rksa@ leL;kvksa dk fuokj.k lacaf/kr foHkkxksa }kjk mfpr izdkj ls fd;k tkrk gsA dk;Z LFky ij ihus ds ikuh] kkSpky; dh i;kZZIr O;oLFkk gSAizca/ku }kjk dsfUVu }kjk iznku dh tk jgh lkexzh tSls pk;] ukrk dh12 xq.koŸkk o lsokvksa esa lq/kkj ds fy, izca/ku }kjk mfpr dk;Zokgh dh xbZ gS o blls eSa lUrq"V gwWA Social gekjs laLFkku esa Je laxBuksa dks mfpr egRo fn;k tkrk gSA gekjh leL;kvksa ds13 fuokj.k esa Je laxBuksa dh Hkwfedk mi;ksxh gSA Social D;k vki vius ?kj dh ijs’kkuh@ leL;k ds dkj.k vius dke esa ck/kk,a eglwl djrs gS14 Social gekjs laLFkku }kjk vkl&ikl ds {ks=ksa ds fodkl] {ks=h; yksxksa ds dY;k.k gsrq i;kZIr15 dne mBk;s tkrs gSA

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