SIP REPORT tata

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Understanding of Recruitment and Employee Engagement process at
TATA POWER SOLAR
Submitted to
JAIPURIA INSTITUTE OF MANAGEMENT
A-32 A, Sector 62, Institutional Area, Noida- 201309 (U.P.)
Under the Supervision of
Prof. Durgansh Sharma
Submitted by
Prachi Tomar
PGSF1551

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LETTER OF DECLERATION
I hereby declare that the project entitled “UNDERSTANDING OF RECRUITMENT PROCESS
AND EMPLOYEE ENGAGEMENT” submitted for the "summer internship project" is my
original work and the project has not formed the basis for the award of any degree, associate
ship, fellowship or any other similar titles.
Signature:
Prachi Tomar

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ACKNOWLEDGEMENT
I am utilizing this chance to express my appreciation to everybody who supported me over the
span of this PGDM venture. I am appreciative for their trying direction, pricelessly productive
feedback and friendly guidance amid the undertaking work. I am genuinely appreciative to them
for sharing their honest and enlightening perspectives on various issues identified with the task.
I express my warm on account of my Mentor Prof. Durgansh Sharma for their backing and
direction at TATA POWER SOLAR.
I might likewise want to thank my venture outer aide Mr. Rajeev Pathak from the TATA
POWER SOLAR company and every one of the general population who gave me the offices
being required and conductive conditions for my task.

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PREFACE
In our two year system of PGDM of theirs procurement for doing summer training, after III trimester.
The crucial motivationbehindthisanticipate is to given an introduction and itemized viewpoint to the
understudyaboutthe common sense idea, which they as of now study research. For this reason, I was
assigned the undertaking for the “RECRUITMENT PROCESS AND EMPLOYEE ENGAGEMENT" in TATA
POWER SOLAR. It involves extraordinary privilege to get training from TATA POWER the biggest
association of its kind.
The undertakingkeptgoingof eightweeks;itwasenlightening,fascinatingandmoving

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EXECUTIVE SUMMARY
The main goal of the internship is to full fill the requirement of the PGDM application as
prescribed by means of the Jaipuria Institute of Management. An intern has to prepare
assignment record on the cease of the internship but the predominant objective of the internship
is to get the fingers-on experience of the actual international. The internship became finished
with the objective of having practical expertise inside the Recruitment and Employee
Engagement of Tata Power Solar.
The file has been started out with the introduction of the topic observed via company’s Profile
which incorporates of brief Profile of the company with its imaginative and prescient, mission,
core Values.
I successfully completed all of the assigned tasks and surpassed them over to my company
Mentor at the give up of the internship. I may also carry some minor improvisations at some
stage in my internship which was able to depart their marks.
I hope this assignment in its present form can be able to acquire its objectives.

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Table of Contents
I TITLE OF THE PROJECT:.......................................................................1
II INTRODUCTION............................................................................................................4
About Topic .............................................................................................................................4
Introduction About Organization ............................................................................................5
Introduction about my work......................................................................................................7
III LITERATURE REVIEW.................................................................................9
Employee engagement as employees.......................................................................................9
Employee Engagement as businesses.....................................................................................10
Effect of Low Engaged Employees on an Organization.........................................................13
Elements Affecting Employee Engagement...........................................................................14
Disengagement........................................................................................................................17
IV OBJECTIVE OF THE PROJECT.................................................................18
V SCOPE OF STUDY.........................................................................................19
VI RESEARCHMETHODOLOGY..................................................................19
Research Design.....................................................................................................................21
VII IMPLICATIONS............................................................................................22
Analysis of the data...............................................................................................................25
VIII CONCLUSION..............................................................................................37

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I TITLE OF THE PROJECT:
Study of Recruitment and Employee Engagement
Process at TATA POWER SOLAR

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II INTRODUCTION
ABOUT TOPIC:
Engagement at work was conceptualized by Kahn, (1990) as the 'outfitting of hierarchical
individuals' selves to their work parts. In engagement, individuals utilize and communicate
physically, psychologically, and candidly amid part exhibitions. The second related build to
engagement in authoritative conduct is the thought of stream progressed by Csikszentmihalyi
(1975, 1990). Csikzentmihalyi (1975) characterizes stream as the 'all-encompassing sensation'
that, individuals feel when they act with aggregate contribution. Stream is the state in which
there is little refinement between the self and environment. At the point when people are in Flow
State minimal cognizant control is essential for their activities. Employee engagement is the in
this way the level of responsibility and contribution a employee has towards their association and
its qualities. A drew in employee knows about business connection, and works with associates to
enhance execution inside the occupation for the advantage of the association. The association
must work to create and support engagement, which requires a two-route relationship amongst
business and employee.' Thus Employee engagement is an indicator that decides the relationship
of a man with the association
Engagement is most nearly connected with the current development of occupation involvement
(Brown 1996) and stream (Csikszentmihalyi, 1990). Work association is characterized as 'the
extent to which the occupation circumstance is key to the individual and his or her personality
(Lawler &Hall, 1970). Kanungo (1982) kept up that employment contribution is a 'Subjective or
conviction condition of Psychological distinguishing proof. Work inclusion is thought to rely on
upon both need saliency and the capability of an occupation to fulfil these requirements. Along

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these lines work inclusion results shape a psychological judgment about the requirements
fulfilling capacities of the occupation. Occupations in this perspective are attached to one's
mental self-view. Engagement varies from occupation in as it is concerned more with how the
individual employees his/her self amid the execution of his/her job. Furthermore engagement
involves the dynamic utilization of feelings. At last engagement might be considered as a
precursor to occupation contribution in that people who encounter profound engagement in their
parts ought to come to relate to their jobs. When Kahn discussed employee engagement he has
offered vital to every one of the three
Perspectives physically, psychologically and inwardly. Though in employment fulfilment
significance has been more given to psychological side.
HR professionals trust that the engagement challenge has a considerable measure to do with how
employee feels about the about work experience and how he or she is dealt with in the
association. It has a considerable measure to do with feelings which are on a very basic level
identified with drive main concern accomplishment in an organization. There will dependably be
individuals who never put forth a valiant effort endeavours regardless of how hard HR and line
chiefs attempt to draw in them. "In any case, generally employees need to resolve to
organizations on the grounds that doing as such fulfils an intense and an essential need in
associate with and add to something noteworthy".
INTRODUCTION ABOUT ORGANIZATION:
Table No.
CORPORATE
MILESTONES
PROJECTS,PRODUCTS &
MANUFACTURING
2016
Commissioned 50MW, 1st Phase of the
100MW NTPC project at Andhra Pradesh

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2015
Ranked #1 in the solar rooftop market by
BRIDGE TO INDIA
Won a 100 MW solar power plant project from
NTPC, including domestically manufactured
cells and modules, at Andhra Pradesh
Commissioned a 12 MW rooftop project for
RSSB-EES, world’s largest rooftop
2014 Ranked #1 third-party EPC player as well
as #1 domestic module supplier for 2014 in
India Solar Map 2014
Touched nearly 30 million lives till April
2014
Positive environment impact through
reduced carbon footprint by 6.2 million
tonnes till April 2014
Expanded module manufacturing capacity by
60% to 200 MW
Commissions India's largest solar power
project of 50 MW with NTPC Completion
Commissions the largest rooftop solar plant in
South India for Murugan Textiles
2013 Completed 10 MW for Jindal
Aluminum Limited, largest to date in the state
of Karnataka
2012 Tata Power Solar becomes a wholly owned
subsidiary of the Tata Group
Completed over 40 MW grid-connected power
plants across India including 17 MW grid-
connected power plant in Mithapur, Gujarat for
IIPL
2011 Received CII’s Leadership and Excellence
Award in Environmental Health and Safety
Award 2012
2010 Tata Power Solar receives the FICCI
Annual Award 2008 -09 for outstanding
achievement in environmental
sustainability of business
1 MW grid-connected power plant executed in
New Delhi for Tata Power Delhi Distribution
Ltd
Special commendation for Golden Peacock
award for Occupational Health & Safety –
2010
Carbon footprint reduced by 3443546 tons
15,000 solar home lighting systems in various
villages of J&K through JAKEDA and 700
solar home lighting systems and 10 (40 kWp)
for KREDA installed
2009 Tata Power Solar wins Golden Peacock
Innovation Award, 2009
Initiated installation of over 86 microgrids in
Leh aggregating to a capacity of 1 MW over
the span of next 4 years
Awarded Readers Choice Award in the
solar cell category, by Electronics For You
group that identifies leaders within the
Indian electronics industry
Tata Power Solar expands cell manufacturing
to 84 MW
2008 Tata Power Solar crosses Rs 500 crore in
exports and 1100 crore in sales
ICAI Award for Excellence in Financial
70+ surface and submersible solar water pump
systems installed in perpetual drought-prone
Anantpur district

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reporting for the year 2008 Rail Vikas Nigam Limited commissions 28
4.41 kWp SPGsystems for IPS charging at the
North Western Railway
2007 Tata Power Solar declared Best Solar
Water Heater Manufacturer by MNRE
Tata Power Solar was presented EEPC’s
Star Performer (large enterprise) award in
recognition of its outstanding contribution
to Engineering Exports
8000 homes installed with solar lighting
Tata Power Solar becomes the largest cell
manufacturer in India by increasing capacity to
52 MW
Expanded module manufacturing capacity to
85 MW
sales
Executed over 40 offshore platform projects
2005 The Chhattisgarh rural electrification
projects wins the Helios award by BP,the
best global project of social importance in
2004-05
Tata Power Solar wins Gold for
Manufacturing Excellence by Frost &
Sullivan
Carbon footprint reduced by 980,037 tons
Powered computers for use by 75,000 students
and senior citizens in Emerald Isle, Sri Lanka
using solar
2004 Tata Power Solar exports cross Rs 300
crore
Initiated electrification of over 400 villages
with 100 solar power plants in Chhattisgarh
with CREDA
2003 Largest industrial solar water heating system
developed for the Kerala Co-operative milk
federation with a capacity of 60,000 liters
2002 India’s first solar heated pool developed for
RashtrapatiBhavan, New Delhi
2001 Module manufacturing expansion initiated
- foundation stone laid for a new 10 acre
facility at Bangalore
Tata Power Solar crosses Rs 100 crore in
exports
sales
The first company in India to upgrade cell
manufacturing with plasma-enhanced vapour
deposition system
1999 Powered Asia’s largest telescope at Hanle,
J&K for Indian Institute of Astrophysics
through a 31.5 kWp SPV hybrid power plant
1995 Expansion of manufacturing facility at

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Bangalore
1991 Commercial manufacturing begins The first solar manufacturing facility is set up:
3 MW capacity, 100 mm round cell
1989 Tata Power and BP Solar join hands to
establish Tata BP Solar
Introduction about my work:
Recruitment
1) Working on Recruitment sourcing for the organization
2) Finding the right candidates
3) Sourcing and finding CV'S from the employment gateway “Naukri.com”
4) Finding candidates as per the requirement of organization mentioned in the Specification
of Job Description
5) Finding the candidates for promoting the business of solar power modules
6) Sourcing experienced candidates from power sector and Renewable Energy
7) Finding candidates for the most part for B2B and B2C offers of the housetop sun oriented
boards
8) Finding candidates for all the offices- Noida , Mumbai , Bangalore and Hyderabad
Preliminary Interview
1) Contacting hopefuls whose CV"s have been shortlisted
2) Asking for the essential points of interest like their Current CTC. Their notice period, and
their desires as far as compensation trek and so on.
3) Scheduling of meeting with the Head HR and the line Managers.
Employee Engagement
1) Working on Employee Engagement strategies and thoughts for the organization
2) Have been given a venture on Employee Engagement

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3) It is a 2 months venture which must be driven by me from the beginning till the end.
4) It is an opposition “The greatest Loser Challenge"
5) The man who loses his or her weight in the most elevated extent wins
6) Have to arrange for how to keep employees required in this opposition
7) Have likewise planned a publication for this errand
HR Operation Process (on-joining)
1) Designed HR Operation process for the organization
2) HR group Worked on the on boarding procedure of the new contracts
3) Made a presentation on the on boarding procedure of the organization
4) Analysed and found the pre-enlisting and post-contracting exercises that ought to be
finished
5) Prepared a rundown of all records vital in the on boarding process
6) Prepared the pre-procuring and post-enlisting exercises

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III LITERATURE REVIEW
Review of Employee engagement:
Employee engagement is a work environment approach bringing about the right conditions for
all individuals from an association to give of their best every day, focused on their association's
objectives and qualities, inspired to add to hierarchical accomplishment, with their very own
upgraded feeling prosperity.
Employee engagement depends on trust, respectability, two way duty and correspondence
between an association and its individuals. It is a methodology that builds the odds of business
achievement, adding to authoritative and singular execution, profitability and prosperity. It can
be measured. It changes from poor to incredible. It can be sustained and significantly expanded;
it can lost and discarded.
Enthusiastic association anemployee feels toward his or her business association, which tends to
impact his or her practices and level of exertion in business related exercises. The more
engagement anemployee has with his or her organization, the more exertion they set forth.
Employee engagement additionally includes the way of the occupation itself - if the employee
feels rationally fortified; the trust and correspondence amongst employees and administration;
ability of a employee to perceive how their own work adds to the general organization execution;
the chance of development inside the association; and the level of pride a employee has about
working or being associated with the organization.
Employee engagement as employees:(Employee’s Perspective)
Employee engagement is getting up in the morning considering, "Extraordinary, I'm going to
work. I recognize what I'm going to do today. I are very brave thoughts regarding how to do it
truly well. I'm anticipating seeing the group and helping them function admirably today".

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Employee engagement is about comprehension one's part in an association, and being located
and invigorated on where it fits in the association's motivation and targets.
Employee engagement is about having a reasonable comprehension of how an association is
satisfying its motivation and targets, how it is changing to satisfy those better, and being given a
voice in its trip to offer thoughts and express perspectives that are assessed as choices are made.
Employee engagement is about being incorporated completely as an individual from the group,
focussed on clear objectives, trusted and enabled, getting consistent and valuable input, bolstered
in growing new aptitudes, expressed gratitude toward and perceived for accomplishment.
Drawn in associations have solid and true values, with clear proof of trust and decency in view of
common admiration, where two-way guarantees and responsibilities – amongst managers and
employees – are comprehended and satisfied.
Employee Engagement as businesses: (organization perspective)
Employee engagement is about inspirational demeanours and practices prompting enhanced
business results, in a way that they trigger and strengthen each other.
Employee engagement is about our employees feeling pride and dependability working for our
association, being an incredible supporter of the organisation to our customers, clients and
clients.
Advantages of Employee Engagement
1.Contract better Candidates:
My first thought and I specify this in my next web journal too is to employ on knowledge,
excitement and identity not only a decent capabilities stuffed CV. Great quality hopefuls are
much more prone to need to join an association in the event that they are met, appeared around
and meet sharp, eager drew in staff these sorts of employees.

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2. Keep Good Staff:
Having possibly invested a considerable measure of energy and cash enlisting an amazing
individual from staff it is critical that you hold them. It is far less demanding to hold employees
that are promptly connected with inside the business than it is to hold repelled ones, regardless of
compensation. Drawn in staff take a quicker enthusiasm for the accomplishment of the business
and their part in it and are in this way more steadfast. Into this blend you have to consider future
contracts.
3. Better Satisfaction Levels:
Maintenance of staff likewise connections to staff fulfillment. At the point when great staff are
encompassed by other great employees who are occupied with the business they are much more
inclined to be cheerful and fulfilled. In the point above I specified faithfulness. Staff that are
fulfilled are much more inclined to be faithful and focused on the business. You can't generally
pick your staff and my experience has taught me that on the off chance that you run over
estranged or unsatisfied staff then you truly immediately need to get to the purpose behind this
and location it. At that point if regardless of every one of your endeavors nothing transforms you
need to oversee staff out of this part, circumstance or the business. It is extremely
counterproductive to have negative staff for efficiency as well as for the confidence of others.
4. Enhanced Communication:
Great correspondence is indispensable to any business. I will expound on this in one of my next
two online journals. Fulfilled and connected with staff are significantly more prone to be open
communicators than disappointed ones. There will be less mis-correspondence and
correspondence shenanigans since they will feel they are working towards a shared objective.
Upbeat and fulfilled staff likewise advance the organization, its image, its central goal and
qualities outside of the organization itself so are much more compelling representatives
5. Better Attendance, Absenteeism and Productivity:

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Quicker, excited staff are more engaged and propelled. There are numerous studies that
demonstrate that the more inspired an individual from staff turns into, the lower their
nonattendance rate. They are more dedicated to the accomplishment of the business and put more
exertion in or "go that additional mile".
6. Higher Revenue and Profit:
The greater part of the above implies that your employees are more beneficial which in means
they are more effective. In the event that they are more productive than your business will be
more gainful. This could/ought to likewise imply that thus they are paid more.
7. Better Overall Staff Morale:
Staff resolve is marginally secured by the section about fulfillment yet as I would see it isn't
totally the same thing. Completely drew in staff are more content, more profitable yet their level
of spirit is higher. This is significantly more essential in troublesome times since better resolve
can mean better cooperation and better acknowledgment of and managing troublesome
circumstances. This can bring about better results or making the best of an awful circumstance
and a less upsetting workplace.
The Drawbacks of Low Employee Engagement
Today, the most basic inquiry confronting associations is the accurate relationship be
tween’semployee inspiration and profitability. As per a study directed by Akron's Center for
Organizational Research, low connected with employees have a tendency to portray the
accompanying:
 Dissatisfaction: Low drew in employees have a tendency to be very disappointed with
their employments.
 Employee Attrition: One can expect abnormal state of employee wearing down.
Employees tend to bounce occupations when an option opportunity is nearby.
 Tolerance: Employees' capacity to handle or endure monetary vulnerability is negligible.

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 Inconsistency: Employees can't bring an abnormal state of reliability, innovativeness and
vitality to their occupations.
 Goodwill: Employee goodwill is low both at the work and when they are far from work.
Thusly, it denies employees to advance goodwill inside and towards the association.
Effect of Low Engaged Employees on an Organization:
The association lose its top ability: During monetary hardship, putting resources into employee
engagement resemble repairing the rooftop before a major tornado hits it. In this way, if a
business dismisses employee engagement, he will taste the tornado of a brilliant and top skilled
employee mass migration when there are indications of economy change.
Negative Impact on Organizational Success: Looking into employee engagement as a procedure
is key for hierarchical accomplishment as well as essential for long haul authoritative
practicality. In this way, if there is low employee engagement, it is prone to negatively affect
authoritative achievement.
Amid the past progressive financial downturn, directors had the most troublesome assignment of
taking care of their workforce's spirits and profitability. To fathom this matter, chiefs of an
association must have the capacity to fabricate a society where individual employee feels
esteemed and can take choices.
Along these lines, to fabricate a larger amount of employee engagement, authoritative pioneers
ought to meet up to set an unmistakable heading for an association. On this pathway, open
correspondence with trustworthiness, desire and corporate objectives too individual objectives
should be shared amongst employees and their pioneers. This beats low employee engagement
inside the association.

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Elements Affecting Employee Engagement
1. Vital Alignment – employees work is in accordance with where the business is going and
how it will arrive.
2. Trust in Senior Leadership – Employees put stock in, trust and take after senior pioneers.
3. Quick Manager Working Relationship – the nature of the administration group specifically
affects the execution and maintenance of employees.
4. Peer Culture – viable companion connections prompts profoundly drew in, gainful
employees and drives association execution.
5. Individual Influence – employees feel that they can endeavor to look for better methods for
doing things, to develop new thoughts and that their endeavors (be they fruitful or not) will be
perceived.
6. Nature of my Career – furnishing employees with important profession ways that will move
and furnish them with an assortment of chances to develop and create and prompt their
objectives.
7. Vocation Support – furnishing employees with the chance to create through assignments or
key occupations.
8. Nature of the Job – furnishing employees with occupations that are intended to test them;
that are a solid match with employees abilities, capabilities, experience.
9. Advancement Opportunities – furnishing employees with formal learning programs as well
as with the chance to rehearse their recently procured abilities and information at work under the
careful gaze furthermore the chance to gain from others outside formal learning programs.
10. Employee Recognition – perceiving in a genuine and convenient way employee
commitments and incremental changes.

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11. Pay Fairness – rouse employees by actualizing impartial pay connected to execution
furthermore to the sort of the organization (e.g. industry pioneer or devotee).
One Factor influences Employee Engagement the Most
Research shows that the absolute most vital variable to drive employee engagement and
maintenance is the Immediate Manager Working Relationship.
Great administration is basic to the accomplishment of holding and connecting with employees
and terrible administration is regularly referred to as the reasons why employees leave their
occupation.
Great People Managers are equipped in advising employees of what is required and anticipated
from them, giving input on their execution, giving chances to their improvement, assigning
fitting levels of
Obligation and setting needs. They are congenial, reasonable, great audience members and build
up and keep up great associations with their immediate reports and other key partners.
Generating Engagement
Expanding engagement is an essential target of associations trying to comprehend and measure
engagement.
Drivers of engagement
Some extra focuses from exploration into drivers of engagement are introduced beneath:
 Employee view of occupation significance - "...an employee's state of mind toward the
occupation's significance and the organization had the best effect on reliability and client
administration than all other employee variables consolidated.
 Employee clarity of occupation desires - "If desires are not clear and essential materials
and gear are not gave, negative feelings, for example, weariness or disdain may come

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about, and the employee may then get to be centered around surviving more than
contemplating how he can help the association succeed.
 Career progression/change open doors - "Plant administrators and supervisors
demonstrated that numerous plant enhancements were being made outside the proposal
framework, where employees started changes with a specific end goal to harvest the
rewards created by the ensuing cost investment funds.
 Regular criticism and discourse with bosses - "Input is the way to giving employees a
feeling of where they're going, however numerous associations are astoundingly awful at
giving it.What I truly needed to hear was 'Thanks’. You benefited a vocation.' But all my
manager did was give me a check.
 Quality of working associations with companions, bosses, and subordinates –'...if
employees' association with their administrators is cracked, then no measure of
advantages will influence the employees to perform at top levels. Employee engagement
is an immediate impression of how employees feel about their association with the
manager.
 Perceptions of the ethos and estimations of the association - 'Motivation and qualities'
is the most vital of the six drivers in our Engaged Performance model whereas
engagement theories aim to bring about a situation in which the employee by free choice
has an intrinsic desire to work in the best interests of the organization.
Recent research has focused on developing a better understanding of how variables such as
quality of work relationships and values of the organization interact, and their link to important
work outcomes.Fromthe perspective of the employee, "outcomes" range from strong
commitment to the isolation of oneself from the organization.
Disengagement
It is worth noting that there is strong evidence from Babiak and Hare (Snakes in Suits) of a
pathological cause for disengagement. This is not a problem with those who are disengaged, but
rather with those senior to them. Organizations who prize dynamic, fast paced, aggressive,
charming, sales types who are driven and self-interested have put cluster B personality
disordered people in positions of power. Cluster B disorders range from Narcissists to

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Psychopaths, but all have a tendency to exploit others for personal gain. They will lie, cheat,
steal, bully, and manipulate without guilt or any empathy for others. We know that normal
people exposed to cluster B's who are pathologically predisposed to serially abuse others,
become disengaged, depressed, anxious, and can then suffer burn out and PTSD. The cluster B
people when they see talent in the business either want to enslave it, or bully it out of the
business because the talent may show up their weakness or block them from getting ahead. There
is no cure, all we can do to protect the health and safety of the majority of our employees is
recognize the damage the cluster B's cause and manage them out.
The most substantial solution to employee disengagement (and many other organizational
challenges) would be an organization completely populated with three-dimensional human
beings and not avatars and role players. It might seem that such an organization would present a
difficult management challenge. On the contrary, it would be self-managing and the Golden Rule
would provide the necessary guidance 98% of the time.
IV OBJECTIVE OF THE PROJECT
The goal of my study is to comprehend the critically analyze the employee engagement method
at Tata Power Solar.
• To know the prospect or engagement method.
• To basically dissect the working of employee engagement system.
• To recognize the issue zone of change to make engagement system more compelling.
• To know the administrative fulfilment level about employee engagement strategy.

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V SCOPE OF STUDY
The advantages of the study for the exploration is that it picked up learning and experience
furthermore gave the chance to examine comprehend the predominant employee engagement
technique.
The key purpose of my exploration study are:
• To study the truths about the Tata Power Solar as a gathering.
• To comprehend and analyse different HR components including employee
engagement strategy at Tata Power Solar
• To propose any measures/suggestion for the change of the employee engagement
method.
VI RESEARCHMETHODOLOGY
The examination
Examination is a "cautious examination or request through quest for new actualities in any
branch of information"
The undertaking is an efficient presentation comprising of the articulated issue planned theory,
gathered truths or information, broke down actualities and proposed conclusion in type of
suggestion.
Sort of Research
The exploration done by

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Exploratory Research:
This sort of exploration has the essential target of improvement if bits of knowledge into the
issue. It concentrates on the primary zone where the issue lies furthermore tries to assess some
suitable strategies.
Test Design
I take the specimen of my entire office i.e 54 employees of the Tata Power Solar.
Information Collection
The information for the review will be directed from both Primaries and additionally Secondary
sources.
Essential Data:
Utilizing individual meeting systems the review the information will gather by utilizing poll. The
essential information accumulation for this reason for existing should be finished by judgment
examining discussion inspecting. Survey has been arranged with close structure questions.
Auxiliary Data:
• By experiencing different records
• By experiencing the magazine of the organization

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ResearchDesign
Research Design:
An exploration configuration is the particular of strategy and method for gaining the data
expected to structure or to tackle the issue. It is the general operation example or structure of the
venture that stipulates what data is to be gathered from which source, and be what methods.
“An examination configuration is the game plan of conditions for gathering and investigation of
information in a way that intends to consolidate importance to the exploration reason with
economy in system".
Plan choice happens.
• What is study about?
• What is study being made?
• Where will the study be completed?
• What sort of information is required?
• Where can the required information be found?
• What will be the specimen plan?
• Technique of information gathering?
• How will information be dissected?
• How to expand the engagement method?
• Who is the contender of Tata Power Solar?

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VII IMPLICATIONS
Survey:
1- I am fulfilled by my chances for expert development
• Strongly Disagree
• Disagree
• Neither Agree Nor Disagree
• Agree
• Strongly Agree
2- My association is devoted to my expert advancement
• Disagree
• Agree
• Strongly Agree
3- I am roused to meet my objective at work
• Disagree
• Agree
• Strongly Agree

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4- I get amped up for heading off to my work
• Disagree
• Agree
• Strongly Agree
5- I am fulfilled by my general pay
• Agree
• Agree
• Strongly Agree
6- Communication between senior pioneers and employee is great in my association
• Disagree
• Agree
• Strongly Agree
7- Management inside my association perceives solid employment execution
• Disagree

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• Agree
• Strongly Agree
8- I am fulfilled by the aggregate advantage bundle
• Disagree
• Agree
• Strongly Agree
9- I am fulfilled by the work environment adaptability offered by my association
• Disagree
• Agree
• Strongly Agree
10- I am fulfilled by my general professional stability
• Disagree
• Agree
• Strongly Agree

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11- I am fulfilled by the way of life of my work environment
• Disagree
• Agree
• Strongly Agree
12- I see how my work affects the organization. Buss. Objective
• Disagree
• Agree
• Strongly Agree
Data interpretation
A poll was set up with the end goal of getting input from the employees and administrator in
regards to "Employee Engagement" of their organization. Survey was dispersed among the
employees with the end goal of the study.
Analysis of the data
The examination of the information is done according to the survey finding. The information is
spoken to graphically and translated through the SPSS and theory.

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Presently, the rate of the general population feeling were broke down and communicated as
outlines and have been further clarified in next page:
Ques1) I am satisfied with my opportunities for professional growth
21 people said that they are agree with their opportunities for professional growth in company.
5 people said that they are strongly disagree with their opportunities for professional growth in
company.
16 people said that they are strongly agree with their opportunities for professional growth in
company.
8 people said that they are neither agree or disagree with their opportunities for professional
growth in company.
5 people said that they are disagree with their opportunities for professional growth in company.

26
Ques2) My organization is dedicated to my professional development
10 people said that they disagree to this, that organization is dedicated to their professional
development
14 people said that they strongly agree to this, that organization is dedicated to their
professional development
18 people said that they agree to this, that organization is dedicated to their professional
development
4 people said that they strongly disagree to this, that organization is dedicated to their
9 people said that they neither agree nor disagree to this, that organization is dedicated to their

27
Ques3) I am inspired to meet my goal at work
10 people said that they neither agree nor disagree to this, that they got inspired to meet their
goal at work
8 people said that they disagree to this, that they got inspired to meet their goal at work
13 people said that they strongly agree to this that they got inspired to meet their goal at work
20 people said they agree to this that they got inspired to meet their goal at work

28
Ques 4) I get excited about going to my work
30 people said that they agree to get excited about going to their work
1 people said that they disagree to get excited about going to their work
15 people said that they strongly agree to get excited about going to their work
8 people said that they neither agree nor disagreeto get excited about going to their work
1 people said that they strongly disagreeto get excited about going to their work

29
Ques 5) I am satisfied with my overall compensation
30 people said that they are agree with their overall compensation in the organization
12 people said that they are neither agree nor disagree with their overall compensation in the
organization
4 people said that they are disagree with their overall compensation in the organization
9 people said that they are strongly agree with their overall compensation in the organization

30
Ques 6) Communication between senior leader and employee is good in my organization
16 people said that they agree with their communication between senior leaders and employee is
good in their organization
7 people said that they disagree with their communication between senior leaders and employee
is good in their organization
16 people said that they strongly agree with their communication between senior leader and
employee is good in their organization
16 people said that they neither agree nor disagree with their communication between senior
leader and employee is good in their organization.

31
Ques 7) Management within my organization recognizes strong job performance
19 people said they agree that Management within my organization recognizes strong job
performance
9 people said they disagree that Management within my organization recognizes strong job
performance
15 people said they strongly agree that Management within my organization recognizes strong
job performance
9 people said they neither agree nor disagree that Management within my organization
recognizes strong job performance

32
Ques8 ) I am satisfied with the total benefit package
19 people said that they agree to their satisfaction with total benefits package
7 people said that they disagree to their satisfaction with total benefits package
19 people said that they strongly agree to their satisfaction with total benefits package
3 people said that they strongly disagree to their satisfaction with total benefits package
7 people said that they neither agree nor disagree to their satisfaction with total benefits
package

33
Ques 9) I am satisfied with the workplace flexibility offered by my organization
13 people said they disagree with their workplace flexibility offered by their organization
13 people said they neither agree nor disagree with their workplace flexibility offered by their
organization
11 people said that they strongly agree with their workplace flexibilty offered by their
organization
15 people said that they agree with their workplace flexibilty offered by their organization
3 people said that they strongly disagree with their workplace flexibility offered by their
organization

34
Ques 10) I am satisfied with my overall job security
24 people said that they agree with overall job security in their organization
5 people said that they disagree with overall job security in their organization
17 people said that they strongly agree with overall job security in their organization
6 people said that they neither agree nor disagree with overall job security in their organization
3 people said that they strongly disagree with overall job security in their organization.

35
Ques 11) I am satisfied with the culture of my workplace
22 people said that they agree with their workplace culture in their organization
17 people said that they strongly agree with their workplace culture in their organization
11 people said that they neither agree nor disagree with their organization culture in the
organization
4 people said that they disagree with their workplace culture in their organization

36
Ques 12) I understand how my work impacts the organization business goal
19 people said that they agree how their work impacts the organizational business goal
28 people said that they strongly agree how their work impacts the organization business goal
5 people said that they disagree how their work impacts the organization business goal
1 people said that they neither agree nor disagree how their work impacts the organizational
goal
2 people said that they strongly disagree how their work impacts the organizationl goal

37
VIII CONCLUSION
The motive of doing project in the organization is to find out the employees needs and wants, in
which area they are happy or not, how to improve their working conditions etc.
Also To Find Out:
1) Measure Employee Engagement: The primary reason for issuing engagement surveys is
to measure the engagement level of the employees. Measuring the key drivers of
engagement within your organization will allow you to assess whether your employees
are engaged or disengaged. While there are no standard drivers of engagement, some
commonly assessed factors are: advancement, recognition, pay & benefits, job role,
training & development opportunities, leadership, work environment, etc.
2) Give Employees a Voice: Engagement surveys are crucial because they give employees
a venue for open feedback. It is an opportunity to establish two-way communication and
involve employees in the development process by giving them a direct voice to the
management team. Being actively involved in the planning process makes employees
realize that they have a stake in the company and that their opinions are valued.
3) Increase Employee Engagement: Once you’ve assessed how engaged your employees
are you can then create an action plan to increase engagement. The information obtained
from the assessment will allow you to identify strengths and opportunities for improving
engagement in your organization. You can develop a company-wide engagement plan or
focus directly on action areas for each section in your business. After you’ve identified
the changes to apply, you can set priorities, determine resources and create an
implementation schedule.

38
4) Direct Organizational Growth: Knowing how the company measures on areas such as
employee satisfaction, management/leadership effectiveness and working environment
will give you tangible objectives for change. Assessing engagement will also allow you
to identify areas of best practice within your organization. A specific department might
rate very high on engagement and by analyzing the data you can gain insight into how
they are achieving it and implement best practices throughout the organization. Simply
put, engagement survey feedback will give you valuable actionable data that you can
implement for organizational growth.
5) Benchmark Results: Conducting employee engagement surveys will allow you to
benchmark the data for comparison purposes. You can look at particular results and
compare them with industry-specific data to gain an understanding of how your company
performs with similar organizations. Benchmarking will also allow you to identify
whether any issues are specific to your company or are industry-wide. If the data shows
that only 20% of your employees are satisfied with development opportunities you can
compare this to the results of other employers to see if this is a typical finding or one that
requires improvement.
 From the above questionnaire we can see that mostly the responses cameis in
positive area, from that we can interpret that the employees are having a positive
working environment around them.
CATEGORY FREQUENCY
Strongly Agree 136
Agree 229
Disagree 73
Strongly Disagree 46
Neither Agree Nor
Disagree
104

39
CORRELATION
Correlation is a statistical technique that can show whether and how strongly pairs of variables
are related. For example, height and weight are related; taller people tend to be heavier than
shorter people. The relationship isn't perfect. People of the same height vary in weight, and you
can easily think of two people you know where the shorter one is heavier than the taller one.
Nonetheless, the average weight of people 5'5'' is less than the average weight of people 5'6'', and
their average weight is less than that of people 5'7'', etc. Correlation can tell you just how much
of the variation in peoples' weights is related to their heights.
Although this correlation is fairly obvious your data may contain unsuspected correlations. You
may also suspect there are correlations, but don't know which are the strongest. An intelligent
correlation analysis can lead to a greater understanding of your data.
0
50
100
150
200
250
Strongly
Agree
Agree Disagree Strongly
Disagree
Neither
Agree
Nor
Disagree
FREQUENCY
FREQUENCY

40
Techniques of determining correlation
There are several different correlation techniques. The Survey System's optional Statistics
Module includes the most common type, called the Pearson or product-moment correlation. The
module also includes a variation on this type called partial correlation. The latter is useful when
you want to look at the relationship between two variables while removing the effect of one or
two other variables.
Like all statistical techniques, correlation is only appropriate for certain kinds of
data. Correlation works for quantifiable data in which numbers are meaningful, usually
quantities of some sort. It cannot be used for purely categorical data, such as gender, brands
purchased, or favorite color.
 Corelation is based on professional growth and professional development
Correlations
I am satisfied
with my
opportunities
for
professional
growth
My
organization
is dedicated
to my
professional
development
I am satisfied with my
opportunities for
professional growth
Pearson
Correlation
1 .492**
Sig. (2-tailed) .000
N 55 55
My organization is
dedicated to my
professional
development
Pearson
Correlation
.492** 1
N 55 55

41
**. Correlation is significant at the 0.01 level (2-tailed).
The Pearson’s r for the correlation between the proffesional growth and proffesional
development variables is .492.
Pearson’s r is close to 0
This means that there is a weak relationship between two variables. This means that changes in
proffesional growth is not correlated with changes in the proffesional development variable. If
our Pearson’s r were 0.01, we could conclude that our variables were not strongly correlated.
 Correlation is based on compensation and benefits package
Correlations
I am satisfied
with my
overall
compensatio
n
I am satisfied
with my total
benefits
package
overall compensation
Pearson
Correlation
1 .234
N 55 55
total benefits package
Pearson
Correlation
.234 1
N 55 55

42
The Pearson’s r for the correlation between the compensation and total benefits package is .234.
compensation is not correlated with changes in the benefits package variable. If our Pearson’s r
were 0.01, we could conclude that our variables were not strongly correlated.
 Correlation between the excitement for work and workplace culture
Correlations
I get excited
about going
to my work
I am satisfied
with the
culture of my
workplace
I get excited about
going to my work
Pearson
Correlation
1 .221
N 55 55
I am satisfied with the
culture of my
workplace
Pearson
Correlation
.221 1
N 55 55
The Pearson’s r for the correlation between the excitement for going work and workplace culture
variables is .221.

43
excitement for going to work place is not correlated with changes in the workplace culture
variable. If our Pearson’s r were 0.01, we could conclude that our variables were not strongly
correlated.
 Correlation between the workplace flexibility and the business goal
Correlations
I am satisfied
with the
workplace
flexibility
offered by
my
organization
I understnad
how my
work impacts
the
organization
business goal
I am satisfied with the
workplace flexibility
offered by my
organization
Pearson
Correlation
1 .160
N 55 55
I understnad how my
work impacts the
organization business
goal
Pearson
Correlation
.160 1
N 55 55
The Pearson’s r for the correlation between the workplace flexibility and work impact on
business goal variables is .243.

44
workplace flexibility is not correlated with changes in how employee woks impact the
organization business goal. If our Pearson’s r were 0.01, we could conclude that our variables
were not strongly correlated.
 Correlation is based on communication and job performance
Correlations
Communicati
on between
senior
leaders and
employee is
good in my
organization
Management
within my
organization
recognizes
strong job
performance
Communication
between senior leaders
and employee is good
in my organization
Pearson
Correlation
1 .055
N 55 55
Management within my
organization recognizes
strong job performance
Pearson
Correlation
.055 1
N 55 55
The Pearson’s r for the correlation between the communication and job performance variables is
.055.

45
communication between senior leader and employee is not correlated with changes in strong job
performance. If our Pearson’s r were 0.01, we could conclude that our variables were not
strongly correlated.
 Correlation between job security and meet goal at work
Correlations
I am inspired
to meet my
goal at work
I am satisfied
with my
overall job
security
I am inspired to meet
my goal at work
Pearson
Correlation
1 .180
N 55 55
overall job security
Pearson
Correlation
.180 1
N 55 55
The Pearson’s r for the correlation between the job security and meet goal at work variables is
.180.
job security is not correlated with changes in meet goal at work. If our Pearson’s r were 0.01, we
could conclude that our variables were not strongly correlated.

46
IX REFERENCES
http://www.tatapowersolar.com/
https://en.wikipedia.org/wiki/Employee_engagement
www.custominsight.com/employee-engagement
www.forbes.com
https://india.jobs.accenture.com
www.recruitmentportal.in/
http://www.fastcompany.com/3013477/creative-conversations/how-can-we-solve-the-employee-
disengagement-problem
https://en.wikipedia.org/wiki/Employee_engagement
www.fastcompany.com/.../how-can-we-solve-the-employee-disengagement-problem
www.custominsight.com/employee-engagement.../research-employee-disengagement....
www.socialresearchmethods.net/kb/statcorr.php
https://en.wikipedia.org/wiki/Correlation_and_dependence

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