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A report submitted in partial fulfillment of the requirement of MBA Program of Banasthali University A Project Report On Workers Satisfaction Survey Submitted to: Submitted by:

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Page 1: workers satisfaction

A report submitted in partial fulfillment of the requirement of MBA Program of Banasthali University

A Project Report

OnWorkers Satisfaction

Survey

Submitted to: Submitted by:Wisdom Department Swati Banthiya Banasthali University MBA IInd Year

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ACKNOWLEDGEMENT

The duration of the project has been days, which has opened me to what life exactly is being under the sun. Sitting in the class room and listen to the lectures are totally different affairs when compared to applying the lesson in real life. Therefore, I would like to take this opportunity at my successful completion of in-plant training at “GRASIM INDUSTRIES LTD. – CHEMICAL DIVISION” Nagda (M.P) to thank all who directly or indirectly helped and motivated me to complete this project.

This is my privilege to express my deep felt gratitude to Mr. Jangid for providing me the opportunity to undertake my summer training project.

I express my deepest gratitude to Mr. MADAN ATERKAR and MR.M.K.CHODHARY for his effective guidance and supervision which made it possible for me to complete this project within the stipulated time period. Despite of his busy schedule he gave me his full support and precious time.

I am thankful to the members of the Grasim Chemical Division for sharing their insights and experiences with me.

I would also like to thank management of which through proper guidance and training enables me to undergo this project at GRASIM INDUSTRIES LIMITED effectively. Their direct and indirect support is highly valued. And finally, I thank my parents, friends and colleagues, who were by my side throughout this project.

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DECLARATION

I, Swati Banthiya, hereby declare that all the information furnished in this PROJECT, is my original work containing authentic facts. This piece of work is only being submitted to Banasthali University, Wisdom Department in the partial fulfillment for the degree of Post Graduation Diploma in Business Management.

Swati banthiya

MBA II year

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ABSTRACT

To make any system efficient it is necessary to spot its drawbacks and combat them to improve. A continuous improvement in a system makes it increasingly productive and a world class quality deliverer. To achieve a level of world class manufacturer it is necessary to bring out improvements in productivity, employee involvement, quality, work place & reduction in waste and cost. Every employee carries potential to think for the betterment of the company through his/her intellect and thought process which the company can use in the name of to ameliorate its overall functioning. These thoughts or suggestions workers motivation and satisfaction play a critical role in company’s progress. Thus contribution of every employee is very much necessitated to bring out small improvements. Working in a system may sometime queer the results and the necessity emerges to find out the reasons for less contribution and involvement. Hence it is required to study, analyze and identify opportunity for improvement. So in this context, it is felt that a study on entire process to identify significant areas for improvement would help to improve effectiveness of the schem The GRCD stands for technological leadership (innovative strength), the quality of work, and the benefit of our products. Its double meaning was intentional. Besides conveying the ideas of durability and reliability, it also conveys a sense of technology in the service of life. The claim is therefore also the expression of their special responsibility.And this special responsibility could only be fulfilled, if the responsibility holders arable to deliver their best.Thus, to check the motivation and perception level of all the employees GRCD conducted an internal workers Satisfaction Survey

This report throws light upon the various steps undertaken to make a success.Survey was conducted with the help of a questionnaire which covers 21 different dimensions namely career development, communication, recognition and training & development but slightly less motivated through equal opportunity area . Health & Safety, Pay & Benefits and Peer Relationship, Employment condition, Job security, then with Organizations Administration & social, Facility & services covered and discussed with the help of charts and tables. It could help in understanding the satisfaction level of workers.

PREFACE

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Human resource functions are no longer specialized functions, merely confined to the HR/Personal department .Rather, management of human resource is the responsibility of every manager in the present business scenario. HR orientation need to be top-down and should fully involve the concerned managers who have to ensure performance down the line.

This project report on “WORKERS SATISFACTION IN GRASIM CHEMICAL DIVISION” Focusing in ABSENTEEISM in the P&A DEPARTEMENT deal with—

*The study of satisfaction level of workers..

By keeping all the important points, necessities and lots of efforts have been taken to incorporate the topics is WORKERS SATISFACTION.

This Project should prove towards management as well as to researchers and P&A consultants in their search for contemporary issues in P&A. Besides, managers who need to maximize worker ability, effiency and regarding performance will find this project very useful and easy to implement in their company.

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CONTENT:-

S.NO TITLE

1 INTRODUCTION OF GR.C.D.

2 CHART (ORG, P&A, WORKMEN)

3 HR PART

4 REVIEW OF LITERATURE

5 RESEARCH

6 DATA ANALYSIS

7 RECOMMENDATION

8 LIMITATION

9 CONCLUSION

10 APPENDIX

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GRASIM CHEMICAL DIVISION

HISTORICAL DEVELOPMENT OF GRASIM CHEMICAL DIVISION

Grasim industries limited incorporated in August, 1947 in the state. of Madhya Pradesh. Grasim industries commenced operations in 1948 in Gwalior with a small Rayon weaving unit using imported Rayon in 1954, Grasim. quickly set its focus on the production of Rayon-a man made cellulose fiber today Grasim' core businesses are VSF (Viscose Staple Fiber), Cement and Textiles..

Rayon grade Caustic soda is an important raw material in VSF production. To achieve reliable and economical supply of this chemical, grasim set up a Rayon Grade

Caustic Soda unit in Nagda in Madhya Pradesh on October 1972 with a capacity of 33,000 TPA. The unit's current capacity stands at, 160, OOOTPA making it the country' second largest Caustic Soda Unit.

Caustic soda and chlorine as well as hydrochloric acid are building blocks of the chemical industry.

Initially, a 1O0TPD capacity plant was established with Donora, Italy's technology based on "Mercury Cell Process" and thereafter, in 1989, capacity was further enhanced to 350 TPD, with two independent cell houses.

In pursuit, to improve the power consumptf Ol\ nd to operate the plant in eco-friendly world reference, Membrane Cell Plant - to produce Caustic 'Soda with know how and technology from "Udne Gmbh, Gent1any". It is internationally comparable in terms of energy efficiency and other performance parameters. This is India's largest single location Membrane Cell Plant

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The main End-Users are as under:

Caustic Soda: pulp and paper Soap and detergent, Dyestuff, Pharma, DM Water, Alumna, Textiles, Viscose Staple Fiber etc.

Chlorine: PVC, CPW, AICH, SBP, Paper, Pharma, Dyes etc..

Hydrochloic Acid: DM water, Pickling of Steal, Phosphoric Acid, Gelatin, Calcium Chloride, etc.

Hydrogen: Vanaspati, Sorbitol. Vegetable Oils etc.

For' gainful utilization of Chlorine as largest merchant seller, the unit has expanded its operation by forward integration into production of following products:

1. Stable Bleaching Powder (16,800 TP A)2. Poly Aluminum Chloride Liquid (42,705 TPA) .3. Poly Aluminum Chloride Powder (4,928 TP A)

4. Chloro Sulphonic Acid (17,155 TPA)

Stable Bleaching Powder

Commissioned on 23rd August, 1986.Present capacity is 46 TPD.

End Users:

Water purification, Sanitation, As Bleaching Agenn Textile, Paper, etc. Grasim share is 20% of Total Capacity (total installed capacity in India is approx. 1, 50,000 MTPA).

Poly Aluminum Chloride

Commissioned on 29th September 1990. Present capacity is 117 TPD.Grasim Chemical Division is India's first PAC manufacturing unit Having Production capacity of 117 TPD and since last one decade, soie supplier of PAC, free from Mercury and organic matters.Expansion of TPD is in progress. Presently, sole supplier of Pac powder also, capacity 13.5 TPD.

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Product Mix and application of PAC:

Liquid: AC/1 OOS - Water Treatment

Arya PAC - Water Treatment

SAB 18/5 - Paper Sizing (Acidic .

SAB 18 - Paper Sizing (Neutral) aid effluent Treatment

Powder:

AC/I00S - Water Treatment

SAB18 - Water Treatment and Effluent Treatment

Chioro Sulphonic Acid

Commissioned on 12th September, 1992. Present capacity Is 47 TPD.

End Users: Dyes, Dyes & Intermediate, Vinyl Sulphonic, Drugs and Pharma.

Grasim share is 4.76% of total capacity (total capacity in India is approx.3,78,000 MTPA against demand of 2, 07,000 MTPA). . .

ORGANISATIONAL HIERARCHY

Executive President (Unit Head)

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People are our number One asset.:-

Senior vice president

Asst. Officer

Senior Officer

Asst. Manager

Deputy Manager

Manager

Senior Manager

Deputy General Manager

Vice President

Asst. Vice President

Senior General Manager

General Manager

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Any organization is dependent on 5M : man, Money, Material, Machine, Method, People are the core of the organization without whom no organization can survive or achieve its objectives.

Some areas HR needs:

o Insighto Innovativeo Inspiration o Integration

HRD Philosophy

o If you want to plan for a year, plant a com.

o If you want to plan for three years, plant a tree.

o If you want to plan for ten years, plant a man. ,

HRD Policy:

To create an enabling Organization through

o Training and developmento Innovation & experimento Effective communicationo Motivation and morale upliftment.o People's participationo Reward and recognition

HRD SUB-SYSTEMS:

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Recruitment and selection

.

o Persons are recruited through Internal Recruitment.o If they do not find suitable candidate for the required position, then they select

through External Recruitment.o For recruitment, selection committee is set up by appointing authority which consists

of three members.o a) Member of the appropriate rank or status in relation to the post to which

recruitment is to be made, b) Two persons from the required discipline and one from HRD.

o Fresher are recruited through Campus Placement for which selection process is- a) Objective/ Psychological! Written Test

b) Group Discussion

c) Personal Interview

o Presently, all the recruitment is done through their Corporate Office, Mumbai.

Training and Development:

.

Grasim Chemical Division is ISO-9002 certified company, so it has to follow certain norms for training and development of its employees.

First step for training and development, identification of training needs. According to the needs for training, they make Annual Training Calendar, which is

applicable for the whole fmandaI year. They also make monthly training schedule. For the persons who have participated in the training, they maintain Individual

Training Records.

There are two types of Training Programmer’s:

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a) In-house Programmers - Internal & External Faculty

b) Out-station Programmers - Gyanodaya, Mumbai and Outside In titutes

Role of Training :-

To increase productivity To Improve the quality of work Develop new skills, knowledge and understanding. Use correctly new tools and machines. . Reduce wastes, accidents and overhead cost. Bring incumbents to that level of performance-which meets the standard of performance

for the job '

Job Rotation and Multiskilling :

This organization has in traded job rotation for the first time. The main objectives are: - ,'

A Job rotation is, done to develop the employee in various areas. Develop new skills, knowledge and understanding. Job rotation is done for the period of two years. In this period, the person is placed for a

period of 6 months on rotation basis in four departments. Two For multi skilling, there are i.e., programmer Knowledge Integration Programmers

and IT Training. .'

Employee Satisfaction:-

Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading

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Performance Management:

Objectives:

o To bring out best and develop the individual.o To develop and optimize human resources.o To create and sustain a culture that inspires and empowers.o To facilitate key manpower decision such as increment promotion.o To identify long term potential of employeeso To strengthen performance counseling t ough feedback and suggestions.

Performance Appraisal is done for a period from January to December. Appraisal is done by immediate superior and functional head, which is reviewed by Unit Head in consultation with HRD. The report is submitted latest by 21 st February.

HRD in consultation with unit head takes decision for promotion, transfer, increments and job rotation on the perfom1ance appraisal review.

Rating is done on five dimensions:

a) Outstanding

b) Very Good

c) Good

d) Average

e) Below Average

Reward and Recognition

Rewards are given on

a) Outstanding Suggestion

b) Better Performance

c) Punctuality

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The objectives of giving reward are:-

a) To motivate employees for punctuality

b) To motivate workmen for value addition

c) To build better performance culture

and strive for excellence

Awards given to them are as:-

Rotating shield for winners Man of the Month award Best attendance award Letter of appreciation

Participative Management:

In participative management, there are-

a) Mass Communication for workers and staffs It is for the. Purpose for downward and upward communication. To share departmental programmer and achievements.

b) In-house journal for downward and upward communication.

c) Committee meeting It is to enhance communication, decision-making, problem solving, consensus building and information sharing.

d) WCM meeting Shop floor meeting at all level.

e) Suggestion Schemes Suggestion for innovation,motivation,valueaddition,improving Quality, efficiency, productivity and cost effectiveness.

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THE MOTIVE OF PARTICIPATIVE MANAGEMENT IS TO BUILD-

a) Enthusiasm for innovation

b) Openness and transparency

c) Team building

d) Morale upliftment

e) Achievement orientation

f) Rejuvenating people’s confidence

g) System orientation

h) Performance culture

i) Enhanced profitability

j) Ownership

PERSONNEL DEPARTMENT ACTIVITIES

PERSONNEL MANAGEMENT:

Personnel management is a process of bringing people and organization together so that the goals of organization can be achieved. It is that of part of management process which is concerned, with the management of the human resource in an organization.

ROLE OF PERSONNEL MANAGEMENT DEPARTMENT IN THE ORGNIZATION

1. ADVISORY ROLE

2. THE CONSCIENCE ROLE

3. COUNSELORY ROLE

4. WELFARE ROLE

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VISION & MISSION

VISION-To become world class chlor-Alkali plant with specific focus on value creation for for shareholders, customers, employees and society.

Mission-

To improve overall operating efficiency through continuous improvement and innovative cost reduction

To strive for excellence in all the spheres through WCM practices To assure safe & environment friendly operations To institutionalize internal and external customer delight. To focus on value adding HR practices.

Our values fine-tune with the Group’s Philosophy of Creation of value, Value added growth and Institutionalization. We strongly believe and strictly adhere to our Group values Va employees. All new joiners have to complete value awareness program thorough ABG learning forum. Further, to imbibe the values we have a system of dress code, Morning Prayer etc. With stringent follow up of the laid down systems and values we have been able to create a cultural transformation in the 39 years old Unit. Lue leaders are trained and also further cascading has been done for all

OBJECTIVES OF LABOUR RELATIONS:

Labour relations are primarily designed for the following functions:

1. To protect the interest of workers and the management through mutual understanding and relationship.

2. To avoid industrial disputes so as to develop a healthy work environment.3. To improve quality of work life of workers.

4. To increase performance through reducing labour turnover and frequent absenteeism.

5. To provide constructive criticism of the management.

Grievance Handling

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In Grasim chemical division there is no grievance handling committee as such, if any grievance arises an enquiry committee is set up, headed by Sr. Manager, Personnel / Manager, IR.

Disciplinary Matters

For disciplinary matters, company is following the Industrial Employment Standing Orders Act. .

The company has not drafted its own standif1g:orders; it has adopted the model standing, orders of M.P. Industrial Standing Graers Act, 1961 as their own standing orders.

A worker may be fined up to 2 percent of his wages in a month for any of the Following acts and omissions. .

A workman may be suspended for not exceeding four days at a time for misconduct.

The following acts should be treated as misconduct :

o Habitual absence without leave or absence without leave for more than10 days.

Habitual late attendance. Habitual negligence of work, , Willful insubordination or disobedience whether alone or in combination with

others,Theft, fraud or willful damage to employers propert Riotous or disorderly behavior during working hours.

Health:

The factory premise is cleaned every day. The house-keeping person use to monitor the cleanliness in the company premises and colony.

Fire pit and sludge pit for disposal of waste and proper drainage system is here. For preventing dust and fumes in plant are and offices there are exhaust fans. Proper lightning facility is here, both natural and artificial. A safe drinking facility is available at suitable places in the plant. Adequate Nos. of toilets, urinals and bathrooms are provided. Separate floor cleaning facilities provided on workshop areas, which are being monitored

regularly. . Adequate Nos. of spittoon is provided. Washing facilities for the workmen at the shop floor is provided. There is regular medical checkup for staff and workers.

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Welfare Provisions:

Washing And Drying Clothing :

Company provides the facilities for washing but there is a not proper place for drying the clothes.

First Aid Room:

There is a first aid room, which is fully equipped with required contents

as for chemical industry and also having three beds. Company is not having its own ambulance. .If any serious accident occurs, they sent him directly to lndubhai Parikh Memorial Hospital.

Canteen:

is another facility that is available in the premise of the company. This canteen is for both the workers and the employees. In the canteen, they provide tea and some eatables to employees. For workers, they provide tea and eatables through mobile canteens.

Storing:

For storing clothes not worn during working hours company has provided separate lockers to the workers.

Other welfare facilities, which the company is providing to the employees are:

Housing facility with furniture according to their grade. School Grasim community centre Club Socio-cultural programmers are conducted time to time. Separate Bal Sanskar classes are regularly organized for the cultural upliftment of

the children. Various community development programmes are being conducted. The company has adopted 5 near by village where all the basic facilities

like drinking water, health care, education .etc. are provided.

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Safety:

Fencing of all dangerous and moving parts of machinery is here, a l the machines encased and well guarded..

Sufficient space for workers to operate self-acting machines. All hoists, lifts and other lifting devices are in proper condition and chains and

ropes are maintained time to time. Floors, stairs, steps, etc. ate free from obstructions and slippery substances. Personal safety equipments for safety while working in the plant are provided,

such as, safety goggles, face shield, safety helmet, gumboot, safety belt for working on height.

Safety department is here in which two safety officers are appointed as per the. Statutory requirements under Factories Act.

In the case of leakage of dangerous fumes and gases like chlorine, safety equipments needed for operating are as apron suit, eye washer, gas mask, dust mask, anti fume mask, canister mask. .

All these equipments are kept at suitable places in plant arid readily accessible all the time.

Training is provided to the workers for using these equipments. The Grasim chemical division is .having its own safety booklet.

Working hours, Holidays and Overtime

Working hours spread over for a worker is 8 liI:s in a shift. Shifts arranged in a manner that there is no overlapping in it. Shift schedule is placed on the notice board on last date of previous

month. Every worker is provided one holiday in a week and compensatory off

is provided to those staff that have worked on holiday. For overtime the company is providing twice the ordinary wage to the

workers and thrice if the worker is working on holiday.

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WHAT IS MOTIVETION AND SATISFACTION

Motivation

Motivation is a process that elicits, controls, and sustains certain behaviors. Motivation is a group phenomenon that affects the nature of an individual's behavior, the strength of the behavior, and the persistence of the behavior. For instance: An individual has not eaten, he or she feels hungry, and as a response he or she eats and diminishes feelings of hunger. There are many approaches to motivation: physiological, behavioral, cognitive, and social. It is the crucial element in setting and attaining goals—and research shows that subjects can influence their own levels of motivation and self-control. According to various theories, motivation may be rooted in a basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality. Conceptually, motivation is distinct from volition and optimism.[3] Motivation is related to, but distinct from, emotion.

1. Motivation to change is elicited from the client, and is not imposed from outside forces

2. It is the client's task, not the counselor's, to articulate and resolve his or her ambivalence

3. Direct persuasion is not an effective method for resolving ambivalence 4. The counseling style is generally quiet and elicits information from the client 5. The counselor is directive, in that they help the client to examine and resolve

ambivalence 6. Readiness to change is not a trait of the client, but a fluctuating result of

interpersonal interaction

Satisfaction

Satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. If management is equally concerned with (as is usually the case), then managers must give attention to both sets of job factors.

The theory was based around interviews with 203 American accountants and engineers in Pittsburgh, chosen because of their professions' growing importance in the business world. The subjects were asked to relate times when they felt exceptionally good or bad

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about their present job or any previous job, and to provide reasons, and a description of the sequence of events giving rise to that positive or negative feeling.

Here is the description of this interview analysis:

Briefly, we asked our respondents to describe periods in their lives when they were exceedingly happy and unhappy with their jobs. Each respondent gave as many "sequences of events" as he could that met certain criteria—including a marked change in feeling, a beginning and an end, and contained some substantive description other than feelings and interpretations…

The proposed hypothesis appears verified. The factors on the right that led to satisfaction (achievement, intrinsic interest in the work, responsibility, and advancement) are mostly unipolar that is, they contribute very little to job dissatisfaction. Conversely, the dis-satisfiers (company policy and administrative practices, supervision, interpersonal relationships, working conditions, and salary) contribute very little to job satisfaction

Motivators challenging work, recognition, responsibility that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement, or personal growth,

Hygiene factors: status, job security, salary, fringe benefits, work conditions) that do not give positive satisfaction, though dissatisfaction results from their absence. These are extrinsic to the work itself, and include aspects such as company policies, supervisory practices, or wages/salary

The therapeutic relationship resembles a partnership or companionship essentially, hygiene factors are needed to ensure an employee is not dissatisfied. Motivation factors are needed to motivate an employee to higher performance. Herzberg also further classified our actions and how and why we do them, for example, if you perform a work related action because you have to then that is classed as movement, but if you perform a work related action because you want to then that is classed as motivation.

Unlike Maslow, who offered little data to support his ideas, Herzberg and others have presented considerable empirical evidence to confirm the motivation-hygiene theory, although their work has been criticized on methodological grounds.

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PROJECT

What is Satisfaction Survey?

Often an essential component of organizational training and development, workers satisfaction surveys provide a picture of the organization’s needs. These surveys can bused to solicit employee opinion on a variety of issues such as company success in communicating its missions to employees, or local issues such as quality of working environment. These surveys often contain series of multiple items grouped along one or more dimensions of the organization. The type of items included in these surveys mayConcern areas such as:

FOR MOTIVATION

Motivation Number of Items

Career Development 1

Communication 1

Equal Opportunity 2

Recognition 1

Training & Development 2

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FOR SATISFACTION

Employment Condition 1

Job Security 1

Facility & Services 3

Health & Safety 2

Peer Relationship 1

Pay& Benefits 2

Organizations Administration 2

Social 3

ObjectiveThe goal was to measure the degree of satisfaction and motivation to find out how far the initiatives taken were accepted by all.

ScopeAll workers of GRCD were involved.

Project-OverviewNAGDANumber of workers 246Number of responses 227Response-Rate 95%

Purpose

Better understand employee perspectives on their jobs and how they felt about working conditions in which they work. To access the satisfaction level & motivation level of employees.To identify the factor which improve the satisfaction level of workers.

MethodThe calculations are based on four types of responses:

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o Totally Agree(4)o Agree(3)o Disagree(2)o Totally disagree(1)

The responses are compiled and the % of Agreement is calculated.(Totally agree +agree+disagree+total disagree)/Total Response

This Map is the flow representation of different action plans for the survey.The process started on JUN 1 2012 with a meeting with department heads and the aspects to be covered in the survey were identified. Communication to workers

Identification of various aspect/areasFinalization of QuestionnairePreparation of Meta plan board of thevarious initiative taken in 2012Communication to employeesConduction of surveyCompilation of dataAnalysis of dataComparison of result with previous resultsAction planImplementation

DATA ANALYSIS:

Data analysis divided in to some part questions age, grade, number of years at Grasim, and department Significant differences in satisfaction level & motivation level between various groups

on each item were also investigated .

The QuestionAccording to the question result is that:

According to MOTIVATION question

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Motivation

QUESTION AVERAGE PERSENTAGE

Career Development

3.63

90.75%Communication 3.56

86%Equal Opportunity 3.51 89.50%

Recognition 3.58 89.50%

Training & development.

3.60 90%

According to satisfaction result is :

Satisfaction

Health & Safety 3.47

Facility & service 3.46 86.50

Pay & Benefits 3.03 75.75%

Peer Relationship 3.54 88.50%

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Employment condition

3.55 88.50%

Job security 3.53 88.25%

Organizations Administration

3.21 80.25%

social 3.24 81%

Response by differentiation of age

Age Average Percentage

Motivation Satisfaction Motivation Satisfaction

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≥ 48 years of age

3.57 3.32 89.25% 83%

< 48 years of age

3.57 3.30 89.25% 82.50%

Result For motivation

3.57 3.57

1.00

1.50

2.00

2.50

3.00

3.50

4.00

1Average motivaton of workers < 48 years of age

Average motivaton of workers ≥ 48 years of age

Result for Satisfaction

3.30 3.32

1.00

1.50

2.00

2.50

3.00

3.50

4.00

1

Average satisfaction of workers < 48 years of age

Average satisfaction of workers ≥ 48 years of age

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Response by grade

Grade Average Percentage

Motivation Satisfaction Motivation Satisfaction

A1 3.57 3.33 89.25% 83.25%

A 3.57 3.31 89.25% 82.75%

B 3.57 3.30 89.25% 82.50%

C 3.56 3.29 89% 82.25%

D 3.55 3.27 88.75% 81.75%

Result for Grade

A1

A1

A

A

B

B

C

C

D

D

3.103.153.203.253.303.353.403.453.503.553.60

Average Motivation Average Satisfaction

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Response by differentiation of number of years at Grasim

Year at Grasim

Average Percentage

Motivation

satisfaction

motivation

satisfaction

<25 years experience

3.59 3.31 89.75 82.75

≥25years experience

3.55 3.31 88.75 82.75

Result of Motivation

3.59 3.55

1.00

1.50

2.00

2.50

3.00

3.50

4.00

1Average motivaton of workers < 25 years experience

Average motivaton of workers ≥ 25 years experience

Result of Satisfaction

3.31 3.31

1.00

1.50

2.00

2.50

3.00

3.50

4.00

1

Average satisfaction of workers < 25 years experience

Average satisfaction of workers ≥ 25 years experience

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Response by Department

Department

Average Percentage

motivation

Satisfaction

Motivation

Satisfaction

PRODUCTION

3.59 3.31 89.75% 82.75%

BADLI 3.25 2.86 81.25% 71.50%

MECHANICAL

3.72 3.51 93.75% 87.75%

ELECTRICAL

3.52 3.24 88.00% 81.00%

STORES 3.51 3.67 87.75% 91.75%

SECURITY 3.57 3.48 89.25% 87%

TRANSPORT

3.62 3.53 90.50% 88.25%

CIVIL 3.62 3.67 90.50% 91.75%

GENERAL 3.62 3.42 90.50% 85.50%

LOBORATORY

3.38 3.14 84.50% 78.50%

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RESEARCH

Research and experimental development is creative work undertaken systematically to increase the stock of knowledge, including knowledge of humanity, culture and society, and the use of this stock of.There are several forms of research: scientific, humanities, artistic, economic, social, business, etc.

A broad definition of research is given by Martin Shuttleworth - "In the broadest sense of the word, the definition of research includes any gathering of data, information and facts for the advancement of knowledge.

Another definition of research is given by Creswell who states - "Research is a process of steps used to collect and analyze information to increase our understanding of a topic or issue".

It consists of three steps: Pose a question, collect data to answer the question, and present an answer to the question

Steps in conducting research

Identification of research problem Literature review Specifying the purpose of research Determine specific research questions or hypotheses Data collection Analyzing and interpreting the data Reporting and evaluating research

Research methods

The goal of the research process is to produce new knowledge or deepen understanding of a topic or issue. This process takes three main forms (although, as previously discussed, the boundaries between them may be obscure)

Research: which helps to identify and define a problem or question. Constructive research: This tests theories and proposes solutions to a problem or

question. Empirical research: This tests the feasibility of a solution using empirical

evidence.

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RESEARCH METHODOLOGY

A Research Design is the framework or plan for a study which is used as a guide in collecting and analyzing the data collected. It is the blue print that is followed in completing the study. The basic objective of research cannot be attained without a proper research design. It specifies the methods and procedures for acquiring the information needed to conduct the research effectively. It is the overall operational pattern of the project that stipulates what information needs to be collected, from which sources and by what methods.

Primary data: The Primary data was collected from the respondents by administering a structured questionnaire and also through observation, interview & discussion with management.

Secondary Data: Apart from Primary data collected, the data collected through text books, the records of RHRS, Journals from Library, Academic Reports, and Internet is used for the study.

Sampling Sample Population: There are totally 4 employees working in the organization.

Sample Size: Out of the total strength the sample taken amongst workers .i.e. 20 respondents.

Sampling Area: The research was conducted at Grasim chemical division

Sample Method: The research was made by the survey in accordance to the convenience of the employees. So the sample type is convenient sampling.

Contact Instrument: A structured closed - end Questionnaire is used and the type of questions is dichotomous and likert scale.

Contact Method: The research was conducted by using contact instruments like Questionnaire, interview and observation. The information was collected from both workers as well as from management staff.

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Research objective

The research aims at studying the existing IR at Grasim Chemical Division, Nagda giving an overview of P&A department with a focus on absenteeism.

Objective:-

The objectives of the research thus undertaken are:

To study the various HR function’s at Grasim Chemical Division taking in to account the existing IR.

To study the background of overall workers Absenteeism in the Grasim Chemical Division.

To find out the reasons of Absenteeism.

To study the employees perception towards organization.

To study the attitude of the employees towards their Work.

To identify the factors that motivates the employees.

To give suggestions for the growth & perspective of the company.

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Recommendations:-

During my training in Grasim Chemical Division, I found the working atmosphere very cooperative and friendly. On the basis of my survey and study I would like to give various suggestions which are summarized as below:-

1. Every person who is working in GRCD compulsory first aid training should be provided.

2. Doctors should be appointed in organization, as in emergency there is no doctor is available.

3. Employees should be appointed more, as lots of work is handling by one person.

4. All employee should be given compulsory training.

5. More emphasis on practical training than theoretical.

6. Most of the employee need more emphasis on job rotation training.

7. Management should try to satisfy their employee regarding working conditions and other facilities as per theie performance level can be increased.

8. Senior manager should help the employee at the time of need.

LIMITATIONS

o Inadequate awareness on survey hence more time taken to explain the objective.

o In some cases due to low education level, it was required to convey the intent of

each question for their appropriate response.

o As due to shift duties entire population could not be surveyed.

o It is hard for participants to recall information.

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Conclusion

GRCD conduced internal workers Satisfaction survey in the year 2012 to capture the satisfaction level of workersVarious questions related to the perception of the employees. It has thrown light on different aspects where company has shown a rise or a fall. The data of the survey could be analyzed from various angles. Based on our observation we have come up with following conclusion:-

Overall Picture:

Based on the analysis it could be concluded that overall satisfaction rate 77%.

Moreover it is observed that there is a scope for improvement in areas like facility & service, organizations administration and also social. Despite of various improvement measures in these areas like improve. Secondly workers are more motivated through career development(90.75%), communication(89%), recognition (89.50%) and training & development(90%) but slightly less motivated through equal opportunity (87.75%) area Thirdly workers are highly satisfied with Health & Safety(88.50%), Pay & Benefits(88.25%) and Peer Relationship (88.75%) then with Employment condition (86.75%), Job security(86.50%), then with Organizations Administration(80.25%) & social(81%) and least satisfied with Facility & services(75.75%).

Workers have decreasing level of motivation & satisfaction with decrease in their grades.

Workers who are above or equal the age of 48 are equally motivated as the workers below the age 48,but are more satisfied than the later.

Workers who had spent more than or equal to 25 years in Grasim are less motivated than the workers who had spent less than 25 years,but they all are equally satisfied.

Workers of Production & Mechanical departments are highly motivated as compare to the workers of Badli & laboratory.they are least motivated and the workers of Stores & Civil are highly satisfied.

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BIBLIOGRAPHY

o http://www.nbrii.com/Employee_Surveys/Satisfaction

o http://www.grasimchem.com/index.htm ,

o http://www.aditybirla.com/our_sectors/index.htm ,

o http://www.adityabirlachemiclas.com/index.htm .

o http://www.goole.com.

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Questionnaire

fo’o Lrjh; fuekZ.k --- vkfnR; fcjyk xqzi }kjkxzsfle dsfedy fMohtu] fcjykxzke] ukxnk

foHkkx % iw.kZr;k lger = 4in@xzsM+ % lger = 3laLFkku esa dc ls dk;Zjr gS% vlger = 2vk;q % dksbZ mŸkj ugha = 1

d`i;k mŸkj nsuss ls igys fuEufyf[kr funsZ'kksa dks /;ku ls i<+s %&v d`i;k uhps fn, x, dFkuksa ls ;fn vki iw.kZr;k lger gS rks 1] lger gS

rks 2] vlger gS rks 3] ;fn dksbZ fu.kZ; u nsuk pkgs rks 4 lacaf/kr ckDl esa yxk,A

c vkidk fn;k x;k mŸkj egRoiw.kZ gSA vr% dFku HkWyh&HkkWfr le>dj mŸkj nsaA

l d`i;k viuk uke ;k dksM uEcj u fy[ksa] dsoy foHkkx o xzsM fy[ksaA

Sl. Category Attributes Ans.1,2,3,4 Question

1

Motivation Career Development

  gekjs laLFkku esa inksUufr ds fy, laLFkku }kjk fu/kkZfjr izfdz;k dk ikyu fd;k tkrk gSA o laLFkku esa inksUufr ds fy, vPNs dk;Z o O;ogkj dks egRo fn;k tkrk gSA

2

Communication   izca/ku }kjk tkjh ifji=ksa@ fu.kZ;ksa] fLdeksa o lwpukvksa ls eq>s voxr djk;k tkrk gS rFkk uksfVl cksMZ@ foHkkx ds ek/;e ls eq>s lwpuk,W fey tkrh gSaA

3

Equal Opportunity

  laLFkku dk deZpkjh gksus ds dkj.k eq>s lekt esa mfpr izfr"Bk@lEeku feyrk gSA

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4

  gekjh laLFkku esa vuq'kklukRed dk;Zokgh esa gesa viuk i{k j[kus dk volj iznku fd;k tkrk gSA

5

Recognition   gekjs laLFkku esa gksus okys dk;Zdzeksa esa vPNs dk;ksZ ds fy,] le; ikyu O;ogkj] dk;Z ds izfr leiZ.k] ldkjkRed lksp ds fy, laLFkku }kjk fu/kkZfjr iqjLdkj ls deZpkfj;ksa dks izksRlkgu feyrk gSA

6

Training & Development

  gekjs lokZxhZ.k fodkl ds fy, le;&le; ij mfpr Vªsfuax iznku dh tkrh gS] tks gekjs fy, mi;ksxh gksrh gSA

7

Training & Development

  D;k vkidks le;&le; ij vfXu’kked ;a=] xSl ekLd vkfn ds fo"k; esa Vªsfuax nh tkrh gS rFkk vkidks futh cpko midj.k bLrseky djuk vkrk gaS\

1

Satisfaction Employment Condition

  gekjs laLFkku esa ykxw ost le>kSrs ds vuq:i gesa osru o vU; ifjyfC/k;ksa iznku dh tkrh gSA

2

Job Security   tc vki izfrfnu dke ij vkrs gS rks vius vki dks lgt ¼vkjkenk;d½ eglql djrs gSa\

3

Facility & Services

  gekjs vkoklh; ifjlj ¼dkyksuh½ dk j[k&j[kko vPNk gS rFkk vkokl esa nh xbZ lqfo/kk,W tSls&ikuh@ fctyh QfuZpj vkfn i;kZZIr gSA

4

Facility & Services

  vkoklh; ifjlj esa le;&le; ij /kkfeZd @lkaLd`frd@ [ksydwn ds i;kZIr vk;kstu gksrs gS tks eq>s vPNs yxrs gSA

5

Facility & Services

  laLFkku }kjk banw HkkbZ ikjh[k eseksfj;y vLirky ds ek/;e ls i;kZIr fpfdRlh; lsok,W miyC/k djk;h xbZ gS] ftlls esjh fpfdRlk laca/kh vko';drk,W iwjh djus esa lgk;rk feyrh gSA

6Health & Safety   D;k vki eglwl djrs gS fd ftl okrkoj.k

esa dk;Z djrs gSa] og lqjf{kr gSa\

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7Health & Safety   D;k vki vkikrdkyhu fLFkfr esa lacaf/kr

fu;eksa dh tkudkjh j[krs gS\

8

Peer Relationship

  dk;ZLFky ij esjs lgdfeZ;ksa rFkk lqijokbZtlZ dk O;ogkj eq>s vPNk yxrk gS o ge lHkh lkSgknziw.kZ okrkoj.k esa dk;Z djrs gsA

9

Pay & Benefits   laLFkku }kjk iznŸk Mªsl] twrk o lqj{kk lkexzh i;kZIr gSA laLFkku esa lqj{kk o i;kZoj.k ds izfr tkx:drk c<+kus ds fy, mfpr dne mBk;s tkrs gSA

10

Pay & Benefits   laLFkku esa gekjs cPpksa dh vPNh f'k{kk ds fy, i;kZIr O;oLFkk gSA Ldwy ls le;&le; ij cPpksa dh i<+kbZ ds laca/k esa vko';d tkudkjh izkIr gksrh gSA

11

Organizations Administration

  dkyksuh ifjlj esa lqj{kk ,oa vuq'kklu cuk;s j[kus ds fy, vko';d dne mBk;s x;sA vkoklh; lqfo/kk ls lacaf/kr f'kdk;rksa@ leL;kvksa dk fuokj.k lacaf/kr foHkkxksa }kjk mfpr izdkj ls fd;k tkrk gsA

12

  dk;Z LFky ij ihus ds ikuh] 'kkSpky; dh i;kZZIr O;oLFkk gSAizca/ku }kjk dsfUVu }kjk iznku dh tk jgh lkexzh tSls pk;] uk'rk dh xq.koŸkk o lsokvksa esa lq/kkj ds fy, izca/ku }kjk mfpr dk;Zokgh dh xbZ gS o blls eSa lUrq"V gwWA

13

Social   gekjs laLFkku esa Je laxBuksa dks mfpr egRo fn;k tkrk gSA gekjh leL;kvksa ds fuokj.k esa Je laxBuksa dh Hkwfedk mi;ksxh gSA

14

Social   D;k vki vius ?kj dh ijs’kkuh@ leL;k ds dkj.k vius dke esa ck/kk,a eglwl djrs gS\

15

Social   gekjs laLFkku }kjk vkl&ikl ds {ks=ksa ds fodkl] {ks=h; yksxksa ds dY;k.k gsrq i;kZIr dne mBk;s tkrs gSA

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