ASUMMER TRAINING PROJECT REPORT

ON

“EMPLOYEE ENGAGEMENT”IN EXIDE INDUSTRIES LIMITED

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENT

FOR THEMASTER OF MANAGEMENT STUDIES

IN HUMAN RESOURCE

SUBMITTED BYMs. SNEHAL RAVINDRA JADHAV

ROLL NO. 22

Y.M.T. COLLEGE OF MANAGEMENTKHARGHAR, NAVI MUMBAI – 410210

UNIVERSITY OF MUMBAI2009-11

ASUMMER TRAINING PROJECT REPORT

ON“EMPLOYEE ENGAGEMENT”

IN EXIDE INDUSTRIES LIMITED

SUBMITTED BYMs. SNEHAL RAVINDRA JADHAV

ROLL NO. 22

Y.M.T. COLLEGE OF MANAGEMENTKHARGHAR, NAVI MUMBAI – 410210

UNIVERSITY OF MUMBAI2009-11

CERTIFICATE FROM INSTITUTION

This is to certify that Ms.Snehal Ravindra Jadhav has undertaken

and successfully completed the project entitled “Employee

Engagement” under our supervision. This work is original and is

being submitted as a part of the Summer Internship Project in Third

Semester postgraduate curriculum for the academic year 2009-10.

The project contains true and complete information.

Research Guide Director

Prof. Namita Mishra Dr. C. Babu

DECLARATION

I, Ms. Snehal Ravindra Jadhav hereby declare that the project on the said

subject i.e. “Employee Engagement”. Submitted to YMT COLLEGE OF

MANAGEMENT by me in partial fulfillment of the requirement for the

award of degree of Master of Management Studies, is a bonafide work

carried out by me under the supervision and guidance of Mr. P.

Chaoudhuri.

This work has not been submitted anywhere else for any other degree or

diploma. The original work was carried during the period of two months

from 12th May 2010 to 5th June 2010 at EXIDE INDUSTRIES LIMITED.

Date: 5th June, 2010        Ms.Snehal Ravindra Jadhav

Place: Mumbai

ACKNOWLEDGEMENTACKNOWLEDGEMENT

I, Miss. Snehal Ravindra Jadhav, the student of YMT College of

Management would like to extend my sincere gratitude to all those who have

guided and helped me in the successful completion of this project entitled

“Employee Engagement”. I would like to thank our Professors

I would like to thank our Dr.C.Babu , Director of YMT College of Management.

I would also thank my faculty guide Dr. Namita Mishra and staff of YMT College of

Management for their assistance.

“Mr. J.K.Banerjee” and “Mr. Sachin Deshmukh” for their encouragement,

guidance, and constant motivation which served as a driving force in the

successful completion of the project.

In particular, I am grateful to “Mr. Pradip Chaudhary”, Chief Executive,

PM&IR Head of Exide Industries ltd, Taloja and “Mr. Anil Chodankar, and

Mr. N.C.Kolekar” for giving me the necessary information, support, guidance,

and insights about the practical situation regarding climate prevailing in the

organization and who in spite of his busy schedules, took time to provide me with

the requisite data. I am also specially grateful to Mrs. Ranjani Pillai, Personnel,

Exide Industries ltd.

Last but not the least I would like to thank the employees of the factory,

Taloja that is, our respondents who openly discussed their views and concerns,

which helped us a great deal in shaping up the project to best of our abilities

I am also thankful to all those seen and unseen hands and heads, which

have been of direct and indirect help in the completion of this project.

EXECUTIVE PRÉCIS

Human resource management (HRM) is the strategic and coherent approach

to the management of an organization's most valued assets - the people working there

who individually and collectively contribute to the achievement of the objectives of

the business. The terms "human resource management" and "human resources" (HR)

have largely replaced the term "personnel management" as a description of the

processes involved in managing people in organizations. In simple words, HRM

means employing people, developing their capacities, utilizing, maintaining and

compensating their services and most important Industrial Relation in tune with the

job and organizational requirement.

Industrial relations are the relationships between employees and employers

within the organizational settings. The field of industrial relations looks at the

particularly groups of workers represented by a union. Industrial relations are

basically the interactions between employers, employees and the government, and the

institutions and associations through which such interactions are mediated.

The term industrial relations has a broad as well as a narrow outlook. Originally,

industrial relations was broadly defined to include the relationships and interactions

between employers and employees. From this perspective, industrial relations covers

all aspects of the employment relationship, including human resource management,

employee relations, and union-management (or labor) relations. Now its meaning has

become more specific and restricted. Accordingly, industrial relations pertains to the

study and practice of collective bargaining, trade unionism, and labor-management

relations, while human resource management is a separate, largely distinct field that

deals with nonunion employment relationships and the personnel practices and

policies of employers.

Industrial relations also includes the processes through which these relationships are

expressed (such as, collective bargaining, workers’ participation in decision-making,

and grievance and dispute settlement), and the management of conflict between

employers, workers and trade unions, when it arises.

This concept will help to diagnose the organization's problems and dysfunctions since

it measures the perceptions of the employees and evaluation of workplace practices

Hence one has to make sure that all the needs of humans are given due

importance. In every work setting there are dozens of organizing forces operating

simultaneously on the behavior of employees. The needs of the employees don’t

just stop at Salary but goes beyond that ….. It also includes work environment,

work facilities, relationship with peers and seniors as well as the food served at the

canteen. While industrial/organizational psychology is concerned specifically with

the behavior of individuals in their jobs, the understanding, prediction, and control

of occupational behavior can only be achieved through the context of the

organization. It follows that any research about personnel management practice

must be considered in the context of the organization and the effect it has on those

working in that organization. One of the better known ways of studying enterprises

has been to measure Organizational climate.

Employee engagement is the thus the level of commitment and

involvement an employee has towards their organization and its values. An

engaged employee is aware of business context, and works with colleagues to

improve performance within the job for the benefit of the organization. The

organization must work to develop and nurture engagement, which requires a

two-way relationship between employer and employee.’ Thus Employee

engagement is a barometer that determines the association of a person with

the organization

This concept will help to diagnose the organization's problems and

dysfunctions since it measures the perceptions of the employees and evaluation of

workplace practice.

TABLE OF CONTENTS

Sr.No Particulars Page No

1 Introduction 1

2 Company Profile 3

3 What is Employee Engagement 8

4 Design Of Study

4.1 Objective of the study

4.2 Sample size and technique

4.3 Methodology

13

5 Analysis 16

6 Factor Analysis 24

7 Findings 28

8 Recommendations 49

9 Comparative Analysis 51

10 Epilogue 53

11 Webliography and bibliography 54

12 Annexure

11.1 Questionnaire.

55