EMPLOYER-EMPLOYEE RELATIONSHIP STUDY PERTAINING TO SELECT TEXTILE 2
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The document summarizes a study on employer-employee relationships in select textile mills in Vadamadurai. It includes an introduction describing industrial relationships and objectives of studying opinions on current relations and grievance procedures. A questionnaire was distributed to 50 employees, with findings showing most are satisfied with benefits but feel insecure in jobs. Suggestions include improving job satisfaction, appreciation, and grievance processes. Techniques to strengthen relationships are also discussed, with the conclusion being both employers and employees desire maintaining harmonious relations through sound personnel practices.
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Advantages:
- Most cost effective method of training
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- Training occurs in the real work environment
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- Depends on the ability and time available of the trainer
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Work - Family balance of Employees in Ramco Cements, Virudhunagar
Project is all about the detailed study of 'Work-Family Balance of Employees' which has prepared by myself in Virudhunagar branch.
A STUDY ON EMPLOYEE MORALE AT ELGI EQUIPMENT ELIMITED
Manufacturing concerns are currently stressing on the need for
efficient carrying sand forwarding (C&F) agents to manage their
warehousing and distribution to the consumers.
Though the warehouse in-charge, usually the manufacturer's
representative, is entrusted to look after the compliance and smooth
operations, it is the duty of the C&F agent to ensure unloading of the
material at the warehouse, proper storage and re-dispatching to final
consumers.
STPR-Work Environment and culture.pptx
1) The report summarizes a study on HR culture and work environment at Global Arcus Limited India. The objectives were to accomplish organizational goals through work culture, training, employee motivation and team coordination.
2) A survey was conducted of Global Arcus employees on factors like workplace culture, respect, feedback, safety, discrimination and decision making. The majority felt positively about culture and respect but some wanted more feedback and input in decisions.
3) Suggestions to improve included better communication, training programs, recognizing achievements, and emphasizing the importance of employee work. The study found that flexibility, technology and mental well-being were priorities after the pandemic.
A Study on Reasons of Attrition and Strategies for Employee Retention
This study examines reasons for employee attrition and strategies for retention at a manufacturing company in India. 120 employees were surveyed about factors influencing attrition such as lack of career advancement, unmet job expectations, and poor supervisor support. Statistical analysis found the top attrition reasons were lack of advancement opportunities and unmet job expectations. Suggestions to improve retention included better training, recognition of top performers, and opportunities for career and personal growth. The study concludes retention strategies must be regularly updated to keep skilled employees and improve productivity through respect, rewards, and recognition of employees.
Employee welfare facility upload
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is important to India's economy and LHP is one of the companies operating in this growing industry.
EMPLOYEE WELFARE FACILITY
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Employee welfare facility
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The engineering sector is an important part of India's economy and LHP is one company operating within this growing industry.
Employee welfare facility
This document provides an introduction to Laxmi Hydraulics Pvt. Ltd (LHP), an engineering company located in Solapur, India. It discusses LHP's product offerings which include motors, pumps, drives and other machinery. It also provides background on the size and growth of the Indian engineering sector, key exports, investments in the sector and some recent major projects. The scope of the document is to introduce LHP and provide relevant context about the engineering industry in India.
Performance appraisal and review
Performance management is the process of evaluating how well employees perform their jobs and providing feedback to help them improve. It aims to identify training needs, encourage better performance, and recognize achievements. Effective performance management requires clear objectives, measurable goals, challenges for growth, and support through coaching. Schools use performance management to improve teaching quality and student outcomes by setting teacher priorities and reviewing progress towards school improvement plans.
Employee satisfaction Marketing_ppt.pptx
This document summarizes a study on employee satisfaction at UAS International. The objectives of the study were to assess employee satisfaction levels, understand employee attitudes toward the organization, identify issues with working conditions, and analyze factors affecting satisfaction. A survey was conducted to gather primary data from employees, while secondary data came from records and reports. The findings showed that most employees were satisfied with compensation and promotions, but dissatisfied with involvement in goals. The conclusion was that high satisfaction generally existed, and the organization should focus on engagement, training, and reputation to retain top talent.
Employee engagement in tvs
This study examined employee engagement at TV Sundram Iyengar pvt Ltd in Calicut. The objectives were to study engagement levels and identify key drivers of engagement such as recognition, supportive feedback, and trust. A questionnaire was administered to 40 randomly selected employees. The findings revealed most employees were disengaged, and supportive feedback from supervisors had the strongest correlation with engagement. Recommendations included training supervisors, implementing performance appraisal and feedback systems, and recognition programs to improve engagement.
Factors Influencing Overall Job Satisfaction Level of Teachers in Erode District
Traditionally, teaching was a combination of information-dispensing, custodial child care and sorting out academically inclined students from others. The underlying model for schools was an education factory in which adults, paid hourly or daily wages, kept like-aged youngsters sitting still for standardized lessons and tests.Teachers were told what, when, and how to teach. They were required to educate every student in exactly the same way and were not held responsible when many failed to learn. They were expected to teach using the same methods as past generations, and any deviation from traditional practices was discouraged by supervisors or prohibited by myriad education laws and regulations. Thus, many teachers simply stood in front of the class and delivered the same lessons year after year, growing gray and weary of not being allowed to change what they were doing. The present study focuses on factors influencing overall job satisfaction level of teachers in Erode district.
Performance Appraisal .pptx
The document discusses performance appraisals, which are formal evaluations of how employees perform their duties. Performance appraisals should be conducted in writing at least annually and include feedback shared with the employee. They are used for decisions around salary, promotion, training, and termination. Both traditional and modern methods are described, including confidential reports, essays, rankings, checklists, and 360-degree feedback. The goals of performance appraisals are determining training needs, providing feedback, and improving employee performance and development. Limitations include bias if the supervisor knows the employee well and the difficulty appraising some employee qualities.
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the Private Commercial Banks in Bangladesh
60 page file big bazar
This document provides a summary of research conducted on employee engagement at Big Bazaar. It defines employee engagement, discusses the differences between engaged, disengaged, and actively disengaged employees. Diagnostic tools for measuring engagement are identified, as well as factors that predict organizational success. The scope of study, research methodology, and conclusions of the research are summarized. Employee satisfaction versus engagement is explored, and engagement is found to positively correlate with business performance.
4. research process (part 2)
The document discusses steps 4 and 5 of the research process - theoretical framework and hypothesis generation. It defines a theoretical framework as identifying and labeling variables and their relationships. A theoretical framework provides the foundation for developing testable hypotheses. Variables can be dependent, independent, moderating, or intervening. The document provides examples of each variable type. It emphasizes that a theoretical framework must clearly define the variables and their hypothesized relationships, along with explanations for why the relationships are expected to exist. Hypotheses are conjectured relationships between two or more variables expressed as testable statements. The document concludes by providing an example theoretical framework for air safety violations at Delta Airlines, identifying relevant variables and their hypothesized relationships.
Kirkpatrik Evaluation Questions samples.pdf
This document provides details on Kirkpatrick's four levels of training evaluation. It includes a diagram illustrating the levels and describes each level in detail. Level one evaluation, also known as reaction evaluation, measures how participants reacted to the training. It addresses whether they found the training enjoyable, relevant, and a good use of their time. Gathering reaction feedback is important for improving training design and delivery. While simple to administer, higher levels provide more meaningful data about learning outcomes, behavioral changes, and business impacts. The document outlines various tools that can be used to measure outcomes at each level.
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver DiagramsNext Generation Learning Challenges
This document discusses developing a driver diagram to improve new teacher retention and efficacy. It begins by outlining the improvement journey process and then provides an example driver diagram focused on increasing new teacher efficacy and retention. The driver diagram shows the aim, primary drivers, secondary drivers, and some potential changes. It emphasizes that the driver diagram represents the theory of how to change the system and should be tested and iterated based on learning.Similar to EMPLOYER-EMPLOYEE RELATIONSHIP STUDY PERTAINING TO SELECT TEXTILE 2 (20)
Work - Family balance of Employees in Ramco Cements, Virudhunagar
Work - Family balance of Employees in Ramco Cements, Virudhunagar
A STUDY ON EMPLOYEE MORALE AT ELGI EQUIPMENT ELIMITED
A STUDY ON EMPLOYEE MORALE AT ELGI EQUIPMENT ELIMITED
A Study on Reasons of Attrition and Strategies for Employee Retention
A Study on Reasons of Attrition and Strategies for Employee Retention
Employees Relationship Management College project report.docx
Employees Relationship Management College project report.docx
Factors Influencing Overall Job Satisfaction Level of Teachers in Erode District
Factors Influencing Overall Job Satisfaction Level of Teachers in Erode District
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Relationship Between Job Satisfaction and Absenteeism of the Employees in the...
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
Carnegie Foundation Summit on Improvement in Education: Driver Diagrams
EMPLOYER-EMPLOYEE RELATIONSHIP STUDY PERTAINING TO SELECT TEXTILE 2
- 1. EMPLOYER-EMPLOYEE RELATIONSHIP STUDY PERTAINING TO SELECT TEXTILE MILLS, VADAMADURAI Presented By, A Saravanan, MBA, Agni School of Business Excellence 12/11/15 1Saravanan / Yovan, ASBEX
- 2. INTRODUCTION TO THE STUDY INTRODUCTION TO THE STUDY Employer- Employee relationship constitutes one of the most delicate and complies problems of the modern industrial society which is characterized by rapid changes. Industrial Relationship is used to express the nature of relationship between the employer and employee in an industrial organization. 12/11/15 2Saravanan / Yovan, ASBEX
- 3. ABSTRACT This Study attempts to the state of employer - employee relationship in the company, get views and suggest ways and means to improve the employer - employee relationship. Questionnaire were distributed to employees to collect the needed data. Suggestions were put forward to improve the employer-employee relationship. The study was completed and suggestions have been given to the management. 12/11/15 3Saravanan / Yovan, ASBEX
- 4. OBJECTIVES OF THE STUDY • To find out the opinion of employees regarding the present employer - employee relations. • To find out the opinion of employees about grievance redressal procedure. 12/11/15 4Saravanan / Yovan, ASBEX
- 5. RESEARCH METHODOLOGY • Research Design - Descriptive study • Data Collection – Primary Data Collection • Construction of questionnaire • Sample size - 50 12/11/15 5Saravanan / Yovan, ASBEX
- 6. FINDINGS • 86% of the respondents are satisfied with the non-statutory welfare measures and the facilities provided in the company. Job Security • 46% of the respondents feel that they are partially secured in their job • 44% of the respondents feel that they are insecure in their job. Communication • 60% of the respondents find less face to face communication is a barrier for communication because of their nature of work. • 83% of the respondents feel that the suggestion system and the present communication system is comfortable for them. Discipline • All the respondent are aware of the rules regarding discipline and charged employees given an opportunity to present his witnesses as well as the employees have the right to cross examine management evidence. 12/11/15 6Saravanan / Yovan, ASBEX
- 7. FINDINGS Effectiveness of Training Programs • 56% of the employees answered that they have got lot of opportunities to upgrade their skills in training programs. • 74% of the respondents answered that the course material provided by the organization is useful and training programs are very interesting. 12/11/15 7Saravanan / Yovan, ASBEX
- 8. FINDINGS Relationship Development • 84% of the respondents answered that they have cordial relationship with their colleagues. • 64% of the respondents feel that they are getting less appreciation. 12/11/15 8Saravanan / Yovan, ASBEX
- 9. SUGGESTIONS • Job satisfaction (dynamic and pragmatic policies) • Non-monetary rewards and appreciation. • Most of the employees feel that they are insecure in their job. The organization should give remedy to relieve employees from this feeling. • Grievance redressal cell. 12/11/15 9Saravanan / Yovan, ASBEX
- 10. Techniques to build Employer – Employee relationship • Respect • Responsibility • Communicate Openly • Gratitude and Appreciation • Consistent Feedback • Revenue sharing • Relaxation time 12/11/15 10Saravanan / Yovan, ASBEX
- 11. CONCLUSION The long established employer – employee relationship moving towards a change and modifications will continue till they take concrete shape. It is the realization and desire of both employer and employees to maintain the spirit of the system. The personnel management practices and employment policy should be provided sound base for harmonious industrial relation. 12/11/15 11Saravanan / Yovan, ASBEX
- 12. 12/11/15 Saravanan / Yovan, ASBEX 12