hrm project ... ultra tech cement

TOPIC

“HUMAN RESOURCE MANAGEMENT”

OF

“ADITYA BIRLA GROUP ”

SUBMITTED BY

MONALISA BHAVESH PATEL

M.COM (I SEMESTER)

PROJECT GUIDE

PROF. SONAL BAPNA

SUBMITTED TO

UNIVERSITY OF MUMBAI

RAJASTHANI SAMMELAN’S

Ghanshyamdas Saraf College

Affiliated to University of Mumbai

ACCREDITED BY NAAC WITH ‘A’ GRADE

&

Durgadevi Saraf Junior College

(ARTS & COMMERCE)

S.V.Road, Malad (W)

Mumbai: 400 064

Year: 2012-2013

RAJASTHANI SAMMELAN’S

Ghanshyamdas Saraf College

Affiliated to University of Mumbai

ACCREDITED BY NAAC WITH ‘A’ GRADE

&

Durgadevi Saraf Junior College

(ARTS & COMMERCE)

S.V.Road, Malad (W)

Mumbai: 400 064

CERTIFICATEI Prof. Sonal Bapna here by certify that Ms. Monalisa Bhavesh Patel a student of

Ghanshyamdas Saraf College of M.COM(SEMESTER I) has completed Project on “HUMAN

RESOURCE MANAGEMENT ON ADITYA BIRLA GROUP” in the Academic year 2012-

2013. This information submitted is true and Original to the best of my Knowledge.

External Examiner: Principal:

Date:

Project Co-ordinator: College Seal:

Date:

ACKNOWLEDGEMENT

I take this opportunity to thank the UNIVERSITY OF MUMBAI for

giving me a chance to do this Project.

I express my sincere gratitude to the Principal, course co-ordinator

Mrs. DEEPTI SONI, Guide Prof. SONAL BAPNA and our librarian and other

teachers for their constant support and helping for completing the project.

I am also grateful to my friends for giving support in my project.

Lastly, I would like to thank each and every person who helped me in completing

the project especially MY PARENTS.

DECLARATION

I Miss Monalisa Bhavesh Patel a student of Ghanshyamdas Saraf College of

Arts and Commerce, Malad (W) M.COM (Semester I) hereby declare that I

have completed project on “STRATEGIC MANAGEMENT ON ADITYA

BIRLA GROUP” in the academic Year 2012-2013. This information submitted

is true and original to best of my Knowledge.

Date: Signature of Student

VISITING CERTIFICATE

IndexSr. No. Topic Page No.

1 INTRODUCTION

2 ADITYA BIRLA GROUP

VISION

MISSION

VALUES

GLOBALLY

3 BEYOND BUSINESS

4 PLANT PROFILE

5 INDUSTRY PROFILE

6 PEOPLE MANAGEMENT AT ULTRA TECH CEMENT

7 REASEARCH METHODOLOGY

8 EMPLOYEE RETENTION

9 RESEARCH DESIGN

10 ANALYSIS AND INTERPRETATION

11 FINDING

12 SUGGESTION

13 BIBLOGRAPHY

INTRODUCTION

The Aditya Birla Group is an Indian multinational conglomerate corporation headquartered in Mumbai, Maharashtra, India.[4] It operates in 33 countries with more than 133,000 employees worldwide. The group has diversified business interests and is dominant player in all the sectors in which it operates such as viscose staple fiber, metals, cement, viscose filament yarn, branded apparel, carbon black, chemicals, fertilizers, insulators, financial services, telecom, BPO and IT services.

The Aditya Birla group is a US$ 40 billion conglomerate which gets 60 % of its revenues from outside India. The Aditya Birla Group has been adjudged the best employer in India and among the top 20 in Asia by the Hewitt-Economic Times and Wall Street Journal Study 2007. The origins of the group lie in the conglomerate once held by one of India's foremost industrialists Mr. Ghanshyam Das Birla.

Aditya Birla is organized into various subsidiaries that operate across different sectors. Among these are viscose staple fiber, non-ferrous metals, cement, viscose filament yarn, branded apparel, carbon black, chemicals, Retail (under the 'More' brand supermarkets), fertilizers, chemicals, insulators, financial services, telecom, BPO and IT services. The Group consists of five main companies, which operate in various industry sectors through subsidiaries, joint ventures, etc. These are Hindalco, Grasim, Aditya Birla Nuvo, Idea cellular and UltraTech Cement.

http://en.wikipedia.org/wiki/UltraTech_Cement

http://en.wikipedia.org/wiki/Idea_cellular

http://en.wikipedia.org/wiki/Idea_cellular

http://en.wikipedia.org/wiki/Grasim

http://en.wikipedia.org/wiki/Hindalco

http://en.wikipedia.org/wiki/Information_technology

http://en.wikipedia.org/wiki/Business_process_outsourcing

http://en.wikipedia.org/wiki/Telecommunication

http://en.wikipedia.org/wiki/Financial_services

http://en.wikipedia.org/wiki/Financial_services

http://en.wikipedia.org/wiki/Insulators

http://en.wikipedia.org/wiki/Chemicals

http://en.wikipedia.org/wiki/Fertilizers

http://en.wikipedia.org/wiki/Retail

http://en.wikipedia.org/wiki/Chemicals

http://en.wikipedia.org/wiki/Cement

http://en.wikipedia.org/wiki/Non-ferrous

http://en.wikipedia.org/wiki/Viscose

http://en.wikipedia.org/wiki/Ghanshyam_Das_Birla

http://en.wikipedia.org/wiki/Aditya_Birla_Group#cite_note-3

http://en.wikipedia.org/wiki/Mumbai,_Maharashtra

http://en.wikipedia.org/wiki/Conglomerate_(company)

http://en.wikipedia.org/wiki/Multinational_corporation

TH E AD IT YA B IR LA GR OU P

VISION:

To be a premium global conglomerate with a clear focus on each business.

MISSION:

To deliver superior value to our customers, shareholders, employees and

society at large.

VALUES:

Integrity

Commitment

Passion

Seamlessness

Speed

ABG is a 24 billion dollars corporation; the Aditya Birla Group is anchored by an

extraordinary force of 100,000 employees, belonging to 25 different nationalities. The

diversity of location, language and culture blends seamlessly into a common work

ethos, which hinges on fostering excellence, recognizing and rewarding

entrepreneurship.

ABG believes in empowerment, delegation and calculated risk taking. ABG’s

ongoing endeavor is to create an organizational ambience where talent can bloom. To

do so, ABG strives to make the workplace a source of creativity, innovation and one

that makes work meaningful.

ABG ensures that all the Group’s polices, forward – looking initiatives and

goals are fully communicated to all employees and that they understand and relate to

these. ABG’s commitment to their people is reflected in the sense of belonging and

pride every employee feels towards the Group and the passion and commitment they

bring to their work.

The Aditya Birla Group is India’s first truly multinational corporation. Global in

vision, rooted in Indian values, the group is driven by a performance ethic pegged on

value creation for its multiple stakeholders. Over 50 per cent of its revenues flow from

its operations across the world. The Aditya Birla Group’s products and services offer

distinctive customer solutions worldwide. The Group has operations in 20

countries - India, Thailand, Laos, Indonesia, Philippines, Egypt, China, Canada,

Australia, USA, UK, Germany, Hungary, Brazil, Italy, France, Luxembourg,

Switzerland, Malaysia and Korea.

In India, the Group has been adjudged “The Best Employer in India and

among the top 20 in Asia” by the Hewitt-Economic Times and Wall Street Journal

Study 2007. This has been announced recently.

G LOBAL LY T HE A DIT YA BI RL A G ROUP IS :

A metals powerhouse, among the world’s most cost-efficient aluminum and

copper producers. Hindalco, (Plant: Howrah) from its fold, is a Fortune 500

Company. It is also the largest aluminum rolling company and one of the 3 biggest

producers of primary aluminum in Asia, with the largest single location copper

smelter.

No. 1 in viscose staple fiber

The 3rd largest producer of insulators

The 4th largest producer of carbon black

The 11th largest cement producer globally and the 2nd largest in India

With some more units which are under construction now, ABG will become

the largest cement producer in India by 2013.

Among the world’s top 15 BPO (Business Process Outsourcing) companies

and among India’s top 3

Among the best energy efficient fertilizers plants.

I N I NDI A:

A premier branded garments player – Grasim Suiting’s

The 2nd largest player in viscose filament yarn

The 2nd largest in the Chlor-alkali sector

Among the top 5 mobile telephone companies

A leading player in Life Insurance and Asset Management

– Birla Sun Life.

Rock solid in fundamentals, the Aditya Birla Group nurtures a culture where success

does not come in the way of the need to keep learning afresh, to keep experimenting.

BEYOND BUSI NESS:

A value – based, caring corporate citizen, the Aditya Birla Group inherently

believes in the trusteeship concept of management. Part of the Group’s profits is

ploughed back into meaningful welfare – driven initiatives that make a qualitative

difference to the lives of marginalized people. These activities are carried out under

the aegis of the Aditya Birla Centre for Community Initiatives and Rural

Development, which is spearheaded by Mrs. Rajashree Birla.

Working in 3700 villages.

Reaching out to 7 million people annually through the Aditya Birla Centre for

Community Initiatives and Rural Development, lead by Mrs. Rajashree Birla.

Focus areas are: health care, education susta inable livelihood, infrastructure

and promoting social causes.

Run 45 Schools and 18 Hospitals.

Transcending the conventional barriers of business to send out a message that

“We Care”.

12

P LAN T P RO FILE

U LT R AT ECH C EM ENT LI MI T ED

I NTRODUCTI ON:

UltraTech Cement Limited was formed effective July 2004, with the demerger

of Cement Division from Larsen & Toubro Limited, and was taken over by the Aditya

Birla Group and got merged into Aditya Vikram .Birla Group of Industries.

UltraTech Cement Limited is a technology driven company with leading edge

capabilities in fields related to infrastructure and basic industries. In terms of main

stream criteria viz., sales, profit, assets and market capitalization, UltraTech Cement

Limited ranks among top ten in India's private sector. The company is also ranked

high by less tangible yardsticks such as intellectual capital and brand-worth.

UltraTech Cement Limited & its subsidiaries, has manufacturing facilities at

10 locations in India and 3 Terminals including one at Srilanka. Almost all the

factories have secured ISO-9001, 14001, 18001 (OHSAS) and other certificates of the

highest order . UltraTech Cement Limited’s d i s t r ibut ion and services

ou t -reach underlines its strong customer orientation. The network extends to

virtually every district in the country. A concern for the environment is an integral

part of the company's vision. UltraTech Cement Limited is committed to growth in

consonance with the ecology and the needs of the communities it serves.

UltraTech Cement Limited is India's largest cement producer, with a

manufacturing capacity of over 17 million tons per year. UltraTech Cement Limited

manufactures and markets.

Ordinary Portland cement – 43 grades / 53 grades

Portland Blast Furnace Slag Cement

Portland Pozzolana Cement

13

U L TRAT ECH CEMENT PL ANTS ARE L OCATED AT:

1. Awarpur cement works. Awarpur, Maharashtra

2. Hirmi cement works. Hirmi , Madhya Pradesh

3. Gujarat cement works. Kovaya, Gujarat

4. Andhra Pradesh cements works. Tadpatri, Andhra Pradesh

U L TRAT ECH CEMENT GRI NDI NG UNI TS ARE L OCATED AT:

1. Jarsuguda Orissa

2. Arakkonam Tamilnadu

3. Durgapur West Bengal

U L TRAT ECH CEMENT LI MI TED S UBSI DI ARI ES:

Cement Plants:

Narmada Cement Company Limited Gujarat

Grinding Units:

Magdalla Gujarat

Ratnagiri Maharashtra

U L TRAT ECH CEMENT T ERMI NAL S ARE L OCATED AT:

1. Navi Mumbai Mumbai

2. Mangalore Terminal Karnataka

3. UltraTech-Ceylinco Srilanka

14

P L ANT CAPACI TY:

Even though the plant has started with an installed capacity of 6,000 TPD,

later- on the capacity has been enhanced to 8,000 TPD. The cement plant's installed

capacity is 2 million tons per annum (MTPA). APCW caters to the cement users in

the southern part of India. It is ideally located as far as the market is concerned.

U NI QUE F EATURES OF AP CW:

A peculiarity of UltraTech Cement Limited's APCW is that its mines fall in

Kurnool district while the plant is in Anantapur District.

only cement plant in UltraTech Cement Limited, with a split location of entire

main plant on top of a hillock and the packing plant down the hill.

One of the plants using minimum energy for cement manufacturing.

only plant where the entire cement-loading rake of 40 wagons can be placed

on one stretch constructed on engine on load concept.

The RCC chimney at the plant is the tallest in the Indian cement Industry.

It has two vertical raw mills (Atox 50) having a roller diameter of 5 M these

are the biggest mills in the country.

First unit to implement computerized billing for cement loading.

H UM AN R ES OU RC ESY ST E M IN U LT RA T EC

H C EM E NT LIM ITE D:

Human Resource policy is managed at corporate level and unit levels. Major

policy and strategies in certain areas are formulated at Corporate HR. APCW

formulates the local level strategies and policies in line with the Corporate HR. HR

SET at UltraTech, APCW, implements both local level and corporate level HR

polices and strategies. Unit Head, Operations Head, Functional Heads and Unit

Personnel Manager are involved in formulating APCW polices and strategies.

The Corporate HR regularly conducts HR conclaves in order to bring about

greater cohesion of OD level HR polices, so as to align these systems with individual

units requirements and also keeping in view overall business goals. Unit’s head and

HR heads attend these meets.

MAN POWER:

Based on requirement of individual departments, Head of that department is

asked to give information to man power planning department regarding the number of

persons required. The departmental heads assess their requirements based on the

available departmental job description to ensure role clarity and to avoid role

ambiguity. The Central Personnel Dept. carries out the recruitment process.

The total employees in APCW are 444 covering all departments as on

26.06.2007, out of which 225 are in Officers and Supervisor Cadre, 44 are Monthly

rated employees and 175 are Daily rated employees. There are nearly 500 contract

labors working every day on casual basis.

IN DU ST RY PR OFILE

I ndi an Cement Industry:

The Indian Cement Industry is a unique combination of very large to very

small capacity and modern to very older technology plants. The share of installed

capacity of energy inefficient process plant had slowly decreased from 94% to 61% in

1960 till 1980 and there after as a result of quantum jump n production capacities

through modern dry process plants as well as conversion of wet process has been

reduced to just 5% today.

India is the second largest cement producer in the world after China. The

present installed capacity of 119 million tones per annum is distributed over 113 large

size plant and over 300 mini cement plants.

The cement production raised from a mere 22.54 million tones per annum in

1982 to 95 million tones per annum by 2001, registered more than 200% growth.

“Economy builds the nation and industry builds the Economy”

Of the many industries influencing the growth of the economy, cement

industry has occupied a relevant position, which it deserves. Cement industry in India

is 8 decades old and yet it is in its youth as one can see the use of the cement anytime

and anywhere in cities or towns in the form of buildings or industries. Keeping in

view the importance of cement in the current economy, it can be said that no other

industry exits in the absence of cement industry.

H i story O f Cement:

The search for men made bonding materials began with human endeavor to

mimic the habits gifted by nature. Situations changed with growth in population

during Paleolithic Age men used to enjoy adequate shelter provided by nature.

The Bronze Age also witnessed the age of building materials from clay based

mixture. The Bronze Age also witnessed the use of air hardening lime. This obviously

linked with the discovery of fire and chanced calcinations of limestone in some forest

tracts.

In the evolutionary process the Phoenicians perfected the practice of mortar

preparation with the burnt lime and volcanic ash. The use of lime and its preparation

was handed over from generation to generation to present times.

Modern Portland Cement was invented by JOSEPH ASPDIA of LEEDS in the

year 1824 and this was patented as PORTLAND because of its hardening, this used to

look like stone from Isle of PortLand.

In modern terminology cement can be defined as follows:

“The word cement means BOND and material possessing binding. This

cementing property is called as Cement.” Cement as used in the construction industry

is a fine inorganic powder inherent, cohesive and adhesive properties. It is hydraulic

material, which sets and hardens on addition of water and imparts strength to the

structure.

E vol uti on of Cement i n Indi a:The attempt to produce Cement in India dates back to 1889 when a Calcutta

based firm attempted to produce Agrillaceauskankar. The first organized attempt tko

produce Cement on a mass scale was attempted in 1904 by South Indian Industries

Limited. The growth continued and in 1936 eleven companies emerged to form

Associated Cement Companies (ACC). The formation of concrete association in India

in 1927, helped to popularize the use of indigenous cement. By 1947, India has 23

cement plants with a capacity of 2.2 million tones per annum to the ever increasing

demand of cement.

P EOPL E MANAGEMENT AT U L TRAT ECH CEMENT LI MI TED:

"Employee Delight is the key to Customer Delight" is the conviction of

UltraTech Cement Limited.

UltraTech Cement Limited's residential management development center

offers employees the opportunities for Knowledge enhancement and learning through

self-study and introspection. The faculty is drawn from India's premier management

institutes. UltraTech Cement Limited has also found a place for itself as the only

"Asian member of benchmarking forum for American Society for Training &

Development (ASTD). Self-learning facility comprising of programs on CD-ROMS

enables employees to work at their own place.

RECRUI TMENT & S EL ECTI ON:

Recruitment sources include, advertisements given in newspapers and data

banks, depending upon the manpower requirements as stated by departmental heads,

depending upon the number of applications received, the qualification may be

generalized (in case of very few applications). Then, the persons with required

qualification are interviewed. The interviewing panel comprises of personnel officials

in the department. If the applications are in large number they will be short-listed

according to the norms of the organization.

The wage board employees are assessed on factors like:

Technical Aptitude

English and

Critical Reasoning

All employees are kept under probation for a period of 6 months after joining and

before their services are confirmed on rolls.

The O&S cadre employees will be assessed on factors like:Management Aptitude

Leadership Behavior

The recruitment of Diploma Engineering Trainees (DET) and Graduate

Engineering Trainees (GET) are done at Central Personnel Department once in a year

through Campus Selections / advertisements in famous newspapers. The recruited

candidates are kept under probation for a period of 2 years and then are absorbed to

suitable c a d r e in the organization. During the probation period the absorbed

candidates are sent to each department to get acquainted with the departmental

activities and then they are sent to the other units of UltraTech Cement Limited for

proper orientation in the respective fields.

P ERF ORMANCE APPRAI SAL S YSTEM:

UltraTech Cement Limited probably is the first organization in India to

introduce an integrated HRD system in the year 1975 with the introduction of

"Performance Appraisal Feedback & Counseling System".

PA includes sub-systems like:

٭ Potential appraisal

٭ Training & Development

٭ Employee counseling and

٭ Career Planning and Development.

In order to provide avenues of growth, among the Wage Board cadre, Merit

Rating procedure is in place. The performance of the employee evaluated through a

two – stage process by immediate superior and Facilitator/Champion of AET/SET.

Further, in order to encourage more career opportunities to wage board employees,

company has a detailed Non – Supervisor to Supervisor Scheme in place.

The new initiatives in Performance Appraisal System in APCW are ‘Online

Performance Appraisal’ linked with POORNATA module. It is implemented by

Group’s Corporate Office at Mumbai. It was started in last year. This form of

Performance Appraisal is mainly for Officers and Supervisors only.

INNOV ATI VE WOR KI NG M ET HODOL OGI ES :

A. SURVEY – A FEEDBACK MECHANI SM:

UltraTech, APCW believes that feedback is a major tool and an opportunity to

improve the organizational effectiveness. The annual feedback from surveys

conducted by B – School students helps us to get to know the employees’ feelings and

perceptions on various issues concerning the organization. Based on the analysis, HR

SET will submit a report to Unit Head for further review and necessary actions,

Issues, which require Corporate HR attention, will be given as a input for reviewing

policies and strategies.

B. PARTI CI PATORY MECHANI SMS:

UltraTech strongly supports participatory work culture. Employee

participatory mechanisms such as Suggestion Scheme, Seva Committee, AETs, are in

place. These forums are an opportunity to the employees to discuss and arrive at a

decision resulting in efficiency, productivity, cost saving, safety cleanliness,

orderliness etc. This aspect was reflected positively in OCS – 04.

C. CHANGE MANAGEMENT I NI TI ATI VES:

In APCW Endeavor to achieve excellence and become world – class

organization, Project Parivarthan was launched. This initiative has facilitated total

employee involvement. Benchmarking, Six Sigma are the other initiatives launched

with the objective of excelling further and to help the organization produce services

better faster and cheaper. This initiative has facilitated total employee involvement.

D. CROSS FUNCTI ONAL P ERSPECTI VE:

UltraTech, APCW primarily focuses on imparting cross – functional

knowledge on the basis of PBO. For e.g., A PACT leader is owner of a particular

PACT zone irrespective of core competency.

E . H ARMONI OUS WORK CUL TURE:One of the success stories of UltraTech APCW is the existence of harmonious

work culture. Though the plant is situated in a volatile region, yet, not a single day is

lost due to industrial disturbances. The unit has witnessed continuously low rate of

absenteeism over the years. This was attained through sustained intervention such as

continuous training with wage board and contract workmen.

T RAI NI NG S ETUP:

In line with the organization vision of continuous and vibrant learning,

UltraTech Cement Limited has in the right earnest has adopted the organizational

virtues of continuous learning through a set of initiatives. UltraTech firmly believes

that learned employees are an invaluable asset to the organization.

E MPL OYMENT AVENUE:

The employment potential of the company is about 3000 (both direct and

indirect). There were about 300 quarters in the township for employees and the

population was about 2000 including employees, contractors and others.

IR S CENARI O:

One of the success stories of APCW is the existence of harmonious work

culture and a sense of camaraderie, though the plant is situated in a politically

vulnerable region, not a single day is lost due to industrial relation problem. Pro –

active approach, participatory culture, continuous interaction by HR personnel,

handling grievances promptly, sound disciplinary management coupled with

continuous dose of behavioral programmers were some of the IR initiatives. The

result is that the company totally functions in a non – unionized environment.

CORPORATE S OCI AL RESPONSI BI L I TY:

The company is rendering significant social services to the surrounding

villages of the factory limits. After the company is established there is tremendous

progress in the surrounding villages economically and socially. The company is

rendering various welfare measures and community development activities in the

surrounding villages of the factory under various government scheme

22

RE S EA RC H M ET HO DO LO GY

T IT LE

“A STUDY ON EMPLOYEE RETENTION “

I N T RO DU CT I O N

This methodology includes need of the study, objectives of the study, research

design, collection of data and the limitations of the study.

O BJE CT I VE S O F TH E ST U DY

The objectives of the study are

To study the present retention strategies adopted by the company.

To assess the satisfaction level of employee with existing retention strategies.

S T ATE ME N T O F T HE P RO BLE M

Employees are the most important and valuable asset of an organization.

Employees are the foundation of an organization. Retaining them is an important as

hiring them in the first place. Hence it is necessary to know the strategies used to

retain the employees in the organization.

N E E D FO R T H E ST U DY

The present study is focus on the existing retention strategies in ultratech

cement Ltd and findout the satisfaction level of an employere regarding the strategies.

FA CT OR S T HA T A FFE C TS RE T EN T

23

IO N :

Shifting markets

Demands for specific skills

Business conditions

Demographics

Lifestyle changes

Technology issues

Trends in work life decision as employees needs change

W HA T MA KE S E M P LO YE E LE AV E S?Employees do not leave an organization without any significant reason. There are

certain circumstances that lead to their leaving the organization. The most common

reasons can be:

Job is not what the employee expected to be: Sometimes the job responsibilities

don’t come out to be same as expected by the candidates. Unexpected job

responsibilities lead to job dissatisfaction.

No growth opportunities: No or less learning and growth opportunities in the

current job will make candidate’s job and career stagnant.

Lack of appreciation: If the work is not appreciated by the supervisor, the

employee feels de-motivated and loses interest in job.

Lack of trust and support in coworkers, seniors and management: Trust is the most

important factor that is required for an individual to stay in the job Non-supportive

coworkers, seniors and management can make office environment unfriendly and

difficult to work in.

Stress from overwork and work life imbalances: Job stress can lead to work life

imbalances which ultimately many times lead to employee leaving the organization.

Compensation: Better compensation packages being offered by other companies

may attract employees towards themselves.

New job offer: As attractive job offer which an employee thinks is good for him

with respect to job responsibility, compensation, growth and learning etc., can lead an

employee to leave the organization.

24

IM P OR TA NC E O F EM P LOY E E RE T EN T IO N

Now that so much is being done by organizations to retain its employees why

is retention so important? Is it just to reduce the turnover costs? Well, the answer is a

definite no. it’s not only the cost incurred by a company that emphasizes the need of

retaining employees but also the need to retain talented employees from getting

poached.The process of retention will benefit an organization in the following ways:

1. T he Cost of turnover : The cost of employee turnover adds

hundreds of thousands of money to a company’s expenses. While it is difficult

to fully calculate the cost of turnover , industry experts often quote 25% of the

average employee salary as a conservative estimate.

2. Loss of Company K nowl edge: When an employee leaves, he

takes with him valuable knowledge about the company, customers, current

projects and past history. Often much time and money has been spent on the

employee is expectation of a future return.

3. I nterrupti on of Customer Service: Customers and clients do

business with a company in part because of the people. Relationships are

developed that encourage continued sponsorship of the business. When an

employee leaves, the relationships that employee built for the company are

severed, which could lead to potential customer loss.

4. T urnover l eads to more turnovers : When an employee

terminates, the effect is felt throughout the organizations. Co-workers are

often required to pick up the slack. The unspoken negativity often intensifies

for the remaining staff.

5. G oodwi l l of the Company : The goodwill of a company is

maintained when the attrition rates are low. Higher retention rates motivate

potential employees to join the organization.

6. Regai ni ng ef f i ci ency: If an employee resigns, then good amount

of time is lost in hiring a new employee and then training him/her and this

goes to the loss of the company directly which many a times goes

unnoticed and

even after this you cannot assure us of the same efficiency from the new

employee.

25

H OW TO INC RE A S E EM P LOY E E RE T EN T IO N?

Companies have now realized the importance of retaining their quality

workforce. Retaining quality performance contributes to productivity of the

organization and increase morale among employees.

Four basic factors that play an important role in increasing employee retention

include salary and remuneration, providing recognition, benefits and opportunities for

individual growth. But are they really positively contributing to the retention rates of a

company? Basic salary, these days, hardly reduces turnover. Today, employees look

beyond the money factor.

26

R ES EA R CH D ES IGNDescriptive research procedure is used for describing the resent situations in

the organization and analytical research to analyze the results by using research tools.

Descri pti ve Research:

This research includes surveys and facts finding enquires of different kinds.

The major purpose of descriptive research is that the research can only describe the

state of affairs existing at present in the organization. The main feature of this method

is that the researcher has no control over the extraneous variables called the

respondents as they are going to interview the employees of the organization in order

to perform study.They can only report what happened or what is happening. In social

science and business research, we quiet often use the terms “ex-post facto research”

for descriptive research studies, the researcher can discover and describe the causes

for various situations but they cannot control the situations.

R ES EA R CH TO OLS

Data Source : Primary & Secondary Data

Research Approach : Survey method

Research Instrument: Questionnaire

Sampling scheme : Simple random sampling

Contact method : Personal / Direct

Sample size : 114

27

DA TA S OU RC ES AN D C OLLEC T ION M E TH OD S

There are tow type for collecting data

1. Primary data

2. Secondary data

P RI MARY DAT A

Primary data are those which are colleted a fresh and for the first time

& thus happen to be original in character.Primary data is obtained by the study

specially designed to fulfill the data needs to problem hand. Such data are original

in characters generated by the way of conducting survey.

S E CO N DARY DAT A

Secondary data are those which have already been collected by someone

else and which have already been passed through the statistical process.The

Secondary data consist of reality available compendices already complied statistical

statements. Secondary data consists of not only published records and reports but also

unpublished records.

NO

.OF

RES

POND

ENTS

28

A NA LY S IS A ND INT E RP R ET A T IO N

Employees are familiar with their Duties and Responsibilities assigned by the company.

Introduction:

This question is incorporated in the questionnaire for the purpose of identifying the

duties and responsibilities of employees in Ultratech Cements Ltd.

Table 3.1

DIMENSIONS NO.OF RESPONDENTS PERCENTAGEStrongly agree 59 52

Agree 46 40Disagree 5 4

Strongly disagree 1 1Neither agree nor

disagree 3 3

TOTAL 114 100.0

DUTIES AND RESPONSIBILITIES

605250

4040

30

20

10

0

41 3

PERCENTAGE

Strongly agree Agree Dis agreeStrongly dis agree

Neither

agree

nor

dis

29

agree

DIMENSIONS

Inference:

From the above graph, it is observed that

92% of the respondents (51.8%strongly agreed, 40.4%agreed)

have accepted that they know about their duties and

responsibilities and 5% of respondents are not aware of

their duties and responsibilities.

NO

.OF

RE

SP

ON

DE

NTS

Company provides proper Authority, Responsibility, andAccountability to employees.

Introduction:

Every employee is assigned a job with Authority, Responsibility and Accountability.

In this question it is to identify whether these activities are performing well or not.

Table3.2



Strongly disagree 4 3Neither agree nor disagree 4 3

TOTAL 114 100

AUTHORITY,RESPONSIBILITY,ACCOUNTIBILITY

50 46

40 35

30

20 13

10

0

PERCENTAGE

3 3

ongly agree Agree Dis agree Strongly dis agree Neither agree nor dis agree

DIMENSIONS

Inference:

From the above graph, it is observed that 81% of

the respondents have accepted that they are assigned the

job with authority responsibilities and accountability to

perform well. Around 16% of the respondents have not accepted

the statement.

NO

.F R

ES

PO

ND

EN

TS

Identified for new assignments organized by the company.

Introduction:

Employees are given new assignments based on their consultation and by training and

in this question it is to identify whether the employees are identified for new jobs or

not.




TOTAL 114 100.0

IDENTIFIED FOR NEW ASSIGNMENTS

50 4445403530 262520

1315 101050

PERCENTAGE

7

ongly agree A gree Dis agree Strongly dis agree Neither agree nor dis agree

DIMENSIONS

Inference:


70% of respondents strongly have accepted that they are

identified for new assignments especially after providing

training to them. Around 23% of respondents have not

accepted the statement

NO

.OF

RES

PON

DE

NTS

Stress on employees converts into positive manner.

Introduction:

Employees face some sort of stress while performing assignments and in this question

it is to identify how stress is converted into a positive manner to complete the

assignments.




TOTAL 114 100.0

CONVERT STRESS IN POSITIVE MANNER

50 4445403530 262520151050

11 9 10

PERCENTAGE


DIMENSIONS

Inference:

From the above graph it is observed that 70% of

respondents have accepted that they convert stress into

positive manner and 20% of the respondents have not

accepted the same.

NO

.OF

RE

SP

ON

DE

NTS

Job rotation leads to the individual improvement.

Introduction:

Job rotation refers employee moving from one job to another job and in this it is to

identify whether job rotation leads to the individual improvement and to

organizational benefit or not.

Table 3.5




TOTAL 114 100.0

Graph 3.5JOB IS ROTATED

40 3535 31302520 15151050

10 9

PERCENTAGE


DIMENSIONS

Inference:


the respondents have accepted that their job is rotated and

led to both individual improvements and organizational

benefits around 25% of respondents have not accepted

the statement.

NO

.OF

RE

SP

ON

DE

NTS

Superior identifies employee’s skills and potentials

Introduction:

Skills and potentials are required to perform a job effectively. This question is to

identify whether the superior identifies their skills are not and how the training is

impacted.




TOTAL 114 100.0

HOD IDENTIFIES MY PRESENT SKILLSE

50 4445403530 2625 2020151050

PERCENTAGE

5 5

ongly agree A gree Dis agree Strongly dis agree Neither agree nor dis agree

DIMENSIONS

Inference:

From the above graph, it is observed that 70%

of the respondents have accepted that the concerned in

charge identifies their present skills and potentials in

performing the job and training is imparted to them

accordingly. Around 25% of respondents have not accepted

the statement.

NO

.OF

RE

SPO

ND

ENTS

Organization provides job security to the employees.

Introduction:

Job security and social belongingness is important to any organization.

Job security refers to the protection of the job from different consequences.

This question is to identify whether they feel job security or not.

Table3.15




TOTAL 114 100.0

Graph 3.15

SENSE OF JOB SECURITY AND SENSE OF SOCIAL BELONGINGNESS

60

4850

40 35

30

20

10

0

8 5 4

PERCENTAGE


DIMENSIONS

Inference:


83% of the respondents strongly have accepted that they

feel a sense of job security and sense of social belongings in

the organization. Around 13% of respondents have not accepted

the statement.

NO

.OF

RE

SP

ON

DE

NTS

Organization extended transportation facilities to the township.

Introduction:

Transportation refers to getting the employees from one place to another .This

question is to identify that whether the transportation facilities provided to

township residents are at specified time or not.




TOTAL 114 100.0

TRANSPORTATION FACILITIES ARE EXTENDED TI THE TOWNSHIP

45 3940 3535302520151050

9 10 7

PERCENTAGE


DIMENSIONS

Inference:


the respondents have accepted that they feel that the

transportation facilities are extended to the township

residents in at specified timings by the organization and the

transport cell is arranging need based vehicles to the

employees. Around 19% of the respondents have not

accepted the statement.

NO

.OF

RES

PON

DEN

TS

Organization provides accommodation facility to the employees

based on availability of the quarter.

Introduction:

Accommodation refers to giving quarters and other facilities to employees. This

question is to identify that whether the accommodation facilities provide to

employees are based on the availability of quarters or not.




TOTAL 114 100.0

ACCOMMODATION FACILITY

50 444540 3535302520151050

7 7 7

PERCENTAGE

ongly agree Agree Dis agree Strongly dis agree Neith er agree nor dis agree

DIMENSIONS

Inference:

From the above graph,it is observed that 79% of

the respondents have accepted that they accommodation

facility is provided to the employees based on the

availability of the quarter as per the policy. Around 14%

of respondents have not accepted the statement.

NO

.OF

RES

PON

DE

NTS

Organization provides good education and the amenities to the

students.

Introduction:

Providing good education to children makes them to achieve the success in their

lives. This question is to identify whether the school provides good education and

amenities or not.




TOTAL 114 100.0

SCHOOL PROVIDES GOOD EDUCATION AND EMINITIES

40 35 353530252015 13

1050

PERCENTAGE

9 8


DIMENSIONS

Inference:

From the above graph, it is observed that 70%

of the respondents have accepted that school provides good

education and the amenities like library, labs to the students the

township by the organization. Around 22% of respondents have

not accepted the statement.

FINDINGS

(1) It is observed that 92% of the respondents are aware of their duties

and responsibilities and only 5% of the respondents are not aware of their

duties and responsibilities.

(2) 81% of the respondents are assigned their job with Authority, Responsibility and

Accountability and only 16% of the employees have not accepted the same.

(3) 70% of the respondents are identified for new assignments and 23% of

the employees have not accepted the same.

(4) It is observed that 70% of the respondents converted their stress into a

positive manner while performing a task but 20% of the employees are unable to

convert their stress into a positive manner.

(5) 66 % of the respondents are satisfied about their job rotation and 25% of

the respondents are not satisfied about their job rotation.

(6) 70% of the respondents are accepted that their HOD identified their present

skills and potentials in performing the job and 25% of the respondents have not

specified this.

(7) It is observed that 73% of the respondents are provided new opportunities and

25% of the respondents are not provided new opportunities.

(8) 75% of the respondents are specified that they are asked to take decisions and

their superior guides the when required but 18% of the respondents have not

specified this. (9) It is observed that 65% of the respondents are accepted that

superior addresses their grievances and 21 % of the respondents have not accepted

the same.

(10) 61% of the respondents have accepted that the organization utilizes their

services effectively and efficiently and 29% of the respondents have not accepted

the same. (11) It is found that 79% of the respondents are satisfied with their job

and 17% of the respondents are not satisfied with their job.

(12) 81% of respondents agreed that their seniors colleagues and subordinates

are very cooperative but 17% have not agreed the same.

(13) It is observed that 58% of respondents have been recognized and

rewarded suitably but 30% of the respondents have not recognized suitably.

(14) 80% of the respondents are known that the compensation commensurate

with their qualification but 18% of the respondents are not aware of this.

(15) It is found that 83% of the respondents feel a sense of job security and

social belongingness and 13% did not feel a sense of job security and social

belongingness. (16) It is found that 83% felt proud of working with ABG group

and 13% have not accepted the same.

(17) 71% have accepted ABG group provides career opportunities but 22% of

the respondents have not accepted the same.

(18) It is found that 79% of the respondents are covered under health and

accident insurance policy and 11% of the respondents are not covered under

health and accident insurance policy.

(19) 74% of the respondents specified that the organization is concerned about

the health of employees and their dependents but 21% have not specified this.

(20)It is observed that 74% of the respondents are satisfied about the

transportation facilities and 19% are not satisfied about the transportation

facilities.

(21) 79% felt that accommodation facility is provided based on the availability at

the quarter and 14% have not accepted the same.

(22) It is observed that 70% of the respondents have accepted that school

provides good education and the amenities and 22% of the respondents have not

accepted the same.

(23) It is observed that 70% of the respondents are satisfied about the

recreation activities and 16% of the respondents have not satisfied with the

recreation activities.

SUGGESTIONS

(1) 30% of the respondents are not identified for new assignments so extend

their assignments by providing proper training to the employees.

(2) 30% of the respondents are dissatisfied due to lack of recognition and

rewards. A positive recognition for work boosts the motivational level of

employees. Recognition can be made explicit by providing awards like best

employee of the month.

(3) Provide opportunities for career personal growth through training and

education, challenging assignments and more.

(4 Identify the key performance areas of the individuals and conduct

training programmes to develop their skills and knowledge.

(5) Immediate resolution of the grievance is necessary otherwise it will effects

the productivity of the organization so immediate actions should be taken to

resolve the grievance of the employees.

B IB LIO GR AP HY

S IT E S :

WWW. H R.C O M

WWW. GOOG LE .C O M

WWW. QU E S T I ON N A RI E .C O M

BO O K S :

1. Human Resource Management and Personnel Management

---- By Ashwathappa ---

2. Human Resource Management and Industrial Relations

--- By P. Subba Rao ---

http://www.questionnarie.com/

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