COMPARISON OF JOB SATISFACTION BETWEEN TWO DEPARTMENTS OF HINDALCO Contents 1. Introduction 1 1.1 Objective of our study: 1 1.2 Hindalco: 1 2. Why Job satisfaction at Hindalco: 2 3. Approach to the problem: 2 3.1 Industry Expert: HR 2 3.2 Focus Group: Employees of the organization 2 3.3 Secondary Data: 2 4. Sampling 3 4.1 Sampling Frame: 3 4.2 Sample Size: 3 4.3 SamplingTechnique : 4 4.4 Analysis: 4

1. Contents
1. Introduction..................................................................................................................................1
1.1 Objective of our study:................................................................................................................1
1.2 Hindalco:.................................................................................................................................1
2. Why Job satisfaction at Hindalco:.................................................................................................2
3. Approach to the problem:.............................................................................................................2
3.1 Industry Expert: HR..........................................................................................................2
3.2 Focus Group: Employees of the organization.....................................................................2
3.3 Secondary Data:.................................................................................................................2
4. Sampling.......................................................................................................................................3
4.1 Sampling Frame: ...............................................................................................................3
4.2 Sample Size:.......................................................................................................................3
4.3 SamplingTechnique : .........................................................................................................4
4.4 Analysis:......................................................................................................................................4
COMPARISON OF JOB SATISFACTION
BETWEEN TWO DEPARTMENTS OF
HINDALCO
Project report of DWO
Submitted To : Prof. Nishant Uppal
Submitted by:
R.No Name Contribution
2 Aditi Sharma Analysis of Data
11 Jeevan Kumar Secondary data collection and analysis
28 Ishmeet Singh Sampling technique and Research design
43 Rajat Seth Discussion with employee - focus group and Hr - decision
maker & data collection51 Supriya Verma

2. 1
1. Introduction
1.1 Objective of our study:
To compare level of Job satisfaction between Reduction & Purchase departments at Hindalco.
1.2 Hindalco:
Hindalco Industries Ltd, one of the world’s largest aluminium manufacturing companies, is a
subsidiary of the Aditya Birla Group, headquartered at Mumbai, Maharashtra. In 1962 the
company began production in Renukoot in Uttar Pradesh. Renukoot unit of Hindalco is the
largest single location vertically integrated aluminium producer in the country while contributing
significantly to economic growth of the country, generating employment and setting high
standards in respect of fulfilling of obligations to all stakeholders. Renukoot has earned the
Integrated Management System (IMS) certification combining quality, environment and
occupational health and safety into one business excellence model and has received several
national and international awards for it.
Renukoot plant is divided among various departments including Alumina, Reduction,
Fabrication, Stores, HR and Purchase. For our study we have taken two departments-Reduction
and Purchase. Hindalco’s Reduction department is one of the critical departments of the
company. High temperature smelting of Alumina take place here making the working condition
very poor, environment full of dust and high temperature. The department consists of about 55
officers and supervisors and 200 workers.
Purchase department forms a part of the administrative departments of Hindalco. The work is
mainly confined to office, with employees rarely visiting shop floors. About 30 officers are there
in this department.These two departments differ in the nature of their job and work environment,
yet being part of the same plant of Hindalco they share the common culture and values of the

3. 2
company. For our study, we want to know if there is any difference in the satisfaction level in
these departments and if yes, what the factors on which it depends are.
2. Why Job satisfaction at Hindalco:
Recently we have seen that despite being a top manufacturer of Aluminum it has seen a
considerably amount of attrition in the organization. Upon preliminary discussion, we came to
know that the job satisfaction is not same for all the departments. It varied with the nature of job
profile. Therefore, we took Reduction & Purchase department and tried to study the level of Job
satisfaction between these two departments
3. Approach to the problem:
3.1 Industry Expert: HR
We contacted HR of Hindalco Renukoot & Mahan plant and tried to get his perspective
on job satisfaction at hindalco. We used Exploratory Method of discussion with the HR
to get a better understanding of the problem. The discussion with the HR was
unstructured and flexible. It progressed as per the answers of the HR.
3.2 Focus Group: Employees of the organization
We followed similar Exploratory Method to discuss about job satisfaction level among
employees. For this, we approached 5 employees working in Renukoot plant in
Reduction department and 5 in Purchase department. We found that there were few
additional factors which employees consider as important for Job satisfaction.
3.3 Secondary Data:
For secondary data, we went through research papers and found some more relevant
factors, which affected job satisfaction in manufacturing industry.

4. 3
From the above 3 steps we concluded that following are the factors that were important for Job
satisfaction of the employees at Hindalco. We framed a questionnaire and validated it with the
HR to find the relevance of the questions. Questions are listed below:
1) I am satisfied with the compensation I am getting
2) I am provided with a safe working environment
3) My manager is supportive and fair with the employees
4) I am usually involved in the decision making process
5) My work is being recognized and aptly rewarded
6) I am satisfied with the scope of carrier growth the company offers
7) I find sufficient time apart from the daily scheduled work to innovate & Improve the
processes
8) I am able to maintain a balance between work and personal life
9) I am given reasonable workload and deadlines
10) I know what is expected out of me as an employee
11) I am comfortable with my present working schedule
12) I fell my job is secure in the organization
4. Sampling
4.1 Sampling Frame: We used sampling frame as the Reduction and Purchase department in
Renukoot plant.
4.2 Sample Size: Reduction Department consisted of 55 employees out of which we took
survey of 20 people. Purchase department consisted of 25 people out of which we took
the survey of 10 people.

5. 4
4.3 SamplingTechnique :We used snowball sampling (snowball sampling (or
chain sampling, chain-referral sampling, referral sampling) is a non-
probability sampling technique where existing study subjects recruit future subjects from
among their acquaintances) technique to take the survey of people in which we contacted
the people we had in touch then we told them to forward it to other people working in
their department.
4.4 Analysis:
After getting the responses from the employees we analysed the data and tried to conclude the
level of job satisfaction:

6. 5
Based on the primary data, a detailed analysis was conducted for all the factors mentioned in the
questionnaire. As far as some factors are concerned, not much difference was found for both the
reduction and purchase department but in certain other factors, there was substantial difference in
few of the factors.
The difference prompted us to get in touch with the employees again so that we could get a clear
idea why they voted in such a manner in those factors. We contacted 3 people in both the
departments for further discussion and to get a clear idea about the variation. Based on their
inputs, we have zeroed down on the following points:
1. There is not much difference between the compensation that the employees get in both
reduction and purchase department.
2. The employees in reduction department often have to work with procedures that require
high temperature and produce dust, thus making the environment dusty and unworkable.
That why, people in reduction department feel that their working environment is unsafe
while purchase department people generally have deskwork. Thus, their work
environment is safe and do not involve any exposure to hazards.
3. Although work in both the departments is strikingly different, yet the manager/senior
subordinate equally supports the employees of their respective department, thereby
reflecting the culture of Hindalco under which the senior authorities provide full support
to employees under their control/supervision.
4. The employees of reduction department usually follow a set procedure to accomplish
their assigned task with little or no deviation in their area of operation. Moreover, all
decisions related to change in operational practices are well calculated and taken by
senior authorities/managers only. Thus , employees do not enjoy any decision making

7. 6
power in reduction department whereas in purchase department , decision making is a
routine task whereby employees continuously need to analyze the current situation and
optimize decision making according to that. This attributes them with the decision
making power.
5. In reduction department, if the consignment of goods required is generated on specified
time, or the machines are operated and procedures are followed efficiently, then that itself
calls for praise, or a formal/informal reward. Thus, in reduction department, there are
greater chances of work being recognized and rewarded by seniorities while in purchase
department, optimization by following new procedures is a routine task , which does not
calls for any specific reward, which diminishes the chances of work coming under
recognition in purchase department.
6. The employee in reduction department follows a set procedure to accomplish a task. This
does reduces their chances of learning new skills and gaining new expertise which, in
long run diminishes their chances for career growth while in purchase department,
employees, every now and then, do something different from the mundane tasks, thus
honing their skills, and enhancement to the skill set ameliorates their chances of further
career growth.
7. There is fair distribution of work in Hindalco as far as the work employee ratio in various
departments is concerned. Thus, employees find sufficient time in both the reduction and
purchase department, apart from their daily work, for other activities.
8. As work in reduction department is quiet demanding in terms of the man hours needed
for job accomplishment , the employees find it difficult to strike a balance between their

8. 7
personal and professional life, while it is not so in purchase department, where employees
have fixed working hours and they get ample time o maintain work life balance.
9. The employees of reduction department often feel that they are being subjected to
excessive workload as far as the time constraint is considered, attributed to the fact that
they need to fulfill the consignments on time, so that procedures of other department may
follow, while no such grievance was registered for the purchase department.
10. Being a part of the culture of Hindalco, the job roles , for all level of jobs (job hierarchy)
and for all department, are predefined. Thus, employees rarely face any confusion
regarding the tasks that they need to accomplish amd the authority that they may
exercise , being in that particular position.
11. Employees in purchase department have jobs that exert less and are not monotonous.
Neither are these excessively demanding. Thus, employees here feel more comfortable
with their working schedules while it is not so with the with the reduction department,
where employees are often required to stretch their working hours, and the working
environment is also not apt.
12. As per the policies of Hindalco, it offers job security to its employees. Thus, employees
of both the purchase department and reduction department feel secure as far as the
perpetuity of their jobs is concerned.

9. 8
Conclusion:
The detailed analysis,as provided above, reflects upon the fact that although the organization is
same, thus, the culture being practiced is same, yet, there is striking difference between the job
satisfaction level of employees of different departments as the factors that shape their viewpoint
such as work-life balance, working environment differ , the reason being the difference in task
orientation and job role definition of various departments. So the organization should get in
touch with the employees and try to maximize the level of Job satisfaction so that employees
should extend their stay in the organization.
References:
1. Essential of MR., Naresh K. Malhotra, Chapter 9, Sampling Technique.
2. Working Environment - Employees are satisfied with the top - Management.
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involvement, employee empowerment and job satisfaction in indian corporate sector.
International Journal on Global Business Management & Research, 2(1), 34-38.
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and job satisfaction (study of an indian public sector). International Journal of
Information, Business and Management, 5(4), 47-61.
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dissatisfaction and intent to stay (Order No. 3532962). Available from ABI/INFORM
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