Internship Final 1

CHAPTER-1: COMPANY PROFILE

1.1 Company Info.

NAME : AMRAPALI BIOTECH INDIA PVT.

LTD.

BUSINESS : Manufacturer & Exporter of

Processed Food Products

ADDRESS : 1/3, Amrapali Green Commercial

Complex, Vaibhav Khand, Indirapuram, Ghaziabad-

201010(U.P.)

PHONE : +(91)-(120)-4198302/

4198313/ 4198328

WEBSITE : http://www.amrapalibiotech.com

EMAIL : [email protected]

OPERATIONS: National Level

MFG. UNITS : Rajgir & Bunar

The registered office and address of the company

is same as above.

Geographical Areas of OperationsThe company generally concentrates more on urban

areas as compared to rural. As per the latest

updates, the company is covering 65% of urban and

the rest 35% of rural areas. The reason to

concentrate more on urban areas is due to intention

of earning maximum gains as the company has been

established in 2007.

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mailto:[email protected]

http://www.amrapalibiotech.com/

In 2010, the total percentage distributions of

geographical operational areas were, 80% in urban

and 20% in rural areas.

Availability of Company’s ProductGeneral Trade: All states & Nepal

Modern Trade: Vishal Mega-Mart, Reliance, Wal-Mart,

V-Mart, CPC, KB, Tesco etc.

1.2 Nature of Organization & its Business Amrapali Biotech India Pvt. Ltd. is one of the well

known manufacturers, supplier & exporter of

confectionery products like pickles, jams, snacks,

cornflakes, candies and many more. These

confectionery items are offered under the brand

name “MUM'S” to cater to the varied requirements of

food industry.

Modern, luxurious, and reasonably priced ‘homes’

are the key proficiencies offered by the Amrapali

Group, one of the fastest growing real estate

development companies in India. Amrapali Group has

been in real estate for more than a decade,

controlled by a dynamic team of experienced and

very qualified professionals. We have grown and

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achieved a lot of eminence and have become a

globally reputed company all over India because of

our best quality and commitment.

The group has diversified into food division and in

a very short span of time has made its presence in

all parts of the Nation.

The company is one of the renowned names in the

FMCG industry manufacturing and exporting a wide

spectrum of wide range of pickles, jams, sauces,

snacks, cornflakes under the brand name “MUM'S” for

food industry. The range of food products is

processed using natural ingredients such as corn,

herbs, fruits & vegetables, spices, edible oils and

sugar that are procured from our reliable vendors.

These find wide application in various areas

including retail outlet and domestic market.

Human Resource Management Details

In Amrapali Biotech India Pvt. Ltd. the human

resource management is not so vast like all other

private sector companies as this food division of

Amrapali Group has been established 7 years ago i.e.

in 2007.

This is the reason that there are only 70-80

employees which itself has been increased during the

past 1 year.

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1.3 Vision & Mission Vision

With a strong vision for a successful future, the

Amrapali Group is now heading towards a new venture

in the FMCG industry, under the name of Amrapali

Biotech India Pvt. Ltd. with the brand name, MUM’s

The Group now rapidly gearing towards expansion and

diversification in the processed food sector by

introducing products such as Cornflakes and many

other food products.

Keeping in mind the best taste of customers,

company’s commitment is to maintain quality

according to CGMP (Current Good Manufacturing

Practices) and BIS (Bureau of Indian Standards) with

hygienic conditions. With the right kind of quality

management, they are confident of the new venture

and believe that the dedication towards giving the

best of service to their customers will make us

achieve another milestone.

Mission To nurture a qualified and experienced team of

professionals who constantly support in various

business processes.

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To coordinate efficiently to provide their clients a

wide spectrum of fresh pickles, jams, sauces,

snacks, cornflakes and candies.

To maintain the quality of our entire range of food

products which further helps in acquiring a large

client base across the globe by hiring experts and

quality analysts.

To make proper market surveys in order to keep

abreast of the changing market trends.

To emerge as the preferred brand of the consumers

and keep providing the tasty and healthy food

options to the customers.

1.4 Product Range

Amrapali Biotech is one of the trusted names in

manufacturing and exporting a wide range of healthy

processed food (confectionery products) such as

pickles, jams, sauces, snacks, cornflakes and candies

in both domestic and international market. These have

gained a lot of appreciation for freshness and longer

shelf life.

QUANTITY

5

S.N

o.

PRODUCTS VARIETIES AVAILABLE

1. Corn

Flakes

Corn Flakes, Premium

Corn Flakes, Minds Corn

Flakes

200gm & 500gm

2. PicklesMixed Pickles, Mango

Pickles, Lemon Pickles 200gm, 500gm

& 1 Kg

3. JamsMixed Jams, Mango Jams,

Pineapple Jams

10gm, 20gm,

250gm & 500gm

4. SaucesTomato Ketchup, Snacks

Sauce, Red Chilli

Sauce, Green Chilli

Sauce, Soya Sauce,

Continental Sauce, Hot

& Sweet

10gm, 20gm,

200gm, 500gm,

630gm,700gm,

1Kg, 5Kg &

35Kg

Corn Flakes- Leading Manufacturer and Exporter from

Ghaziabad, their product range includes Corn Flakes

such as Premium Corn Flakes and Minds-On Corn Flakes.

Jams- Leading Manufacturer and Exporter of Fruit Jams

such as Pineapple Jam, Mixed Fruit Jam and Mango Jam

from Ghaziabad.

Pickles- Leading Manufacturer & Exporter of Indian

Pickles such as Lemon Pickles, Mango Pickles and Mixed

Pickles from India.

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Sauces- Leading Manufacturer and Exporter from

Ghaziabad, our product range includes Sauce & Ketchups

such as Red Chilli Sauce, Tomato Ketchup, Sour & Sweet

Sauce, Continental Sauce, Green Chilli Sauce, Snack

Sauce and many more items.

Besides all above products, the company is the

Manufacturer & Exporter of Black Vinegar also.

1.5 Size of Organisation

As there is not so much time passed in the existence

of Amrapali Biotech India Pvt. Ltd., the size of the

organisation is not so large in terms of manpower and

the annual turnover.

The total manpower available in the head office of

the company varies between 70-80 people.

The current annual turnover of the company varies

between 4-5 crores which was earlier 2-3 crores. From

this, it can be said that the company is now making

so many efforts in order to increase the annual

turnover.

Also, the company is hiring new personnel to

strengthen its manpower with the help of online

hiring. This criterion has also implemented in all

other branches of the company.

1.6 Organizational Structure of ABIPL The organization structure of the Amrapali Biotech

India Pvt. Ltd. is divided on the basis of the

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company’s functions comprising of research &

development, marketing, human resource, finance, and

planning and business. Each division is headed by a

director with general managers and executive

directors working under him.

1.7 Industry Analysis Market Capital- Rs.24 Crores

EPS- (-1.05)

P/E Ratio- 54.11 Major Competitors

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1

.

Aadhaar Ventures India Ltd.

2

.

AEC Enterprises Ltd.

3

.

Akash Agencies Ltd.

4

.

Amraworld Agrico Ltd.

5

.

Aviva Industries Ltd.

6

.

Bhatia Industries &

Infrastructure Ltd.

Chapter-2: THEORITICAL BACKGROUND

LITERATURE REVIEWPetroleum-Gas University of Ploiesti: Economic Sciences

Series, Impact of Human Resources Practices on Employee

Satisfaction: Evidence from Manufacturing Firms in

Bangladesh.

The study aims at exploring the impact of HR practices

on employee satisfaction in the context of Bangladesh.

A total of 60 responses from 20 manufacturing firms

were collected and analyzed objectively. It was found

that HR practices have significant association with

employee satisfaction (ES). In addition, human resource

planning (HRP), and training and development (TND) were

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found to have positive impact on employee satisfaction

(ES). It was also found that TND has the greatest

impact on ES. Academicians, researchers, policy-makers,

practitioners, students, local and foreign

entrepreneurs of Bangladesh and other similar countries

could benefit from this paper by exploring the

association between HR practices and job satisfaction.

HR PRACTICES

Human resource management (HRM) refers to the policies

and practices involved in carrying out the ‘human

resource(HR)’ aspects of a management position

including human resource planning, job analysis,

recruitment, selection, orientation, compensation,

performance appraisal, training and development, and

labour relations (Dessler, 2007). HRM is composed of

the policies, practices, and systems that influence

employees’ behaviour, attitude, and performance (Noe,

Hollenbeck, Gerhart, and Wright, 2007). The present

study selected the HR practices such as HR planning,

recruitment and selection, training and development,

performance appraisal, compensation, and industrial

relations which were incorporated by the Guest Model,

and the Society of Human Resource Management, USA

(Yeganeh and Su, 2008)

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EMPLOYEE SATISFACTIONThe most referred definition of employee satisfaction

was offered by Locke (1976) who defined job

satisfaction as a pleasing or positive emotional state

resulting from the evaluation of a person’s job (Haque

and Taher, 2008). Employee satisfaction is also defined

as an individual’s general attitude regarding his or

her job (Robbins, 1999). Mullins (1993) mentioned that

motivation is closely related to employee satisfaction.

Various factors such as an employee’s needs and

desires, social relationships, style and quality of

management, job design, compensation, working

conditions, perceived long range opportunities, and

perceived opportunities elsewhere are considered to be

the determinants of employee satisfaction (Byars and

Rue, 1997; Moorhead and Griffin, 1999). Employee

satisfaction has a significant influence on employees’

organizational commitment, turnover, absenteeism,

tardiness, accidents, and grievances (Byars and Rue,

1997; Moorhead and Griffin, 1999). According to Robbins

(1999), a satisfied workforce can increase

organizational productivity through less distraction

caused by absenteeism or turnover, few incidences of

destructive behavior, and low medical costs.

HR PRACTICES and EMPLOYEE SATISFACTION

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HR practices and employee satisfaction are studied

widely in different parts of the world. It is assumed

that HR practices are closely associated with employee

satisfaction (Ting, 1997). Because many scholars and

practitioners believe that sound HR practices result in

better level of employee satisfaction which ultimately

improves organizational performance (Appelbaum, Bailey,

Berg and Kalleberg, 2000). Steijn (2004) found that HRM

practices had positive effect one employee satisfaction

of the employees of Dutch public sector whereas

individual characteristics such as age, gender, and

education had insignificant effect on employee

satisfaction. Gould-William (2003) showed that use of

specific HR practices in local government organizations

in the United Kingdom (UK) was associated with a

greater degree of employee satisfaction, workplace

trust, commitment, effort, and perceived organizational

performance.

2.1 Conceptual Framework

+

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Employee

Satisfaction Work Pay Supervision Promotion Co-workers

Personal

Factors Gender Education Experience Managerial

Level

PAY

SATISFACTION or

DISSATISFACTION

_

2.2 Applicability of Concept Effective and Efficient HR practices are very much

important for every organization. So, ABIPL has also

its HR Practices, which helps it a lot to achieve the

targets.

Human Resource Management initiatives in any

Organization endeavour to change, redefine, revisit,

renew, reinvent, revitalize & restructure the

Organization architecture. This is effectively done

with the help of alignment & integration of HR

policies & strategies with business goal & objectives

The HR Practices of ABIPL are as follow:

Recruitment & Selection

Performance Management

Compensation

Employee Engagement

The diversified business unit of Amrapali Group of

Companies i.e. Amrapali Biotech India Pvt. Ltd. is an

FMCG (Fast Moving Consumer Goods) business unit that

came into existence 7 years ago in September 2007.

Though, company is the part of known Real Estate

Group but it is neither a listed firm nor it comes

under the top ten FMCG companies in India & still it

is making appreciable efforts in order to place

itself under top FMCG companies.

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One reason that could be taken into account for not

having name under the top FMCG companies is that it

may not considering proper employee satisfaction and

concentrating more on and making efforts only in

profit maximisation, which could not be done without

the fulfilment of the satisfaction of employees.

Employee Satisfaction is a big factor for the

survival of any organisation in the long run. More

the satisfaction level of a employee, more the growth

of the company will likely to be.

ABIPL should concentrate more on its employee

satisfaction.

The Employee Satisfaction has two components which

should be followed by ABIPL:

Hygiene Issues

Motivation Issues

The Hygiene issues are:

Company and Administration Policy

Supervision

Interpersonal Relations

Working Conditions

The Motivation Issues are:

Work

Achievement

Recognition

Responsibility

Advancement

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Chapter-3: Problem Statement &

Objectives of the Study3.1 Significance of the Study

Keeping the purpose of the study in mind which is to

identify the employee satisfaction level towards the

HR Practices used inside the company, a questionnaire

survey is being done within the company for the

benefit of both the company and the employees for

future development.

Human Resource Practices in any organization plays a

vital role in present scenario as it help out

organization by managing their people with the

knowledge they are in need. For this the employees of

a company must be first satisfied with HR Practices

to work with pleasure.

3.2 Managerial Usefulness

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The duties of a human resource practices are wide

ranging, varying from basic day-to-day administration

to decisions that can have a profound effect on the

company’s identity, performance and strategic

direction. In general, the human resource management

practices spectrum can be said to include:

Back-room administrative tasks such as payroll

processing, wage issues and employee benefits.

Monitoring the workforce by means of regular

performance appraisals and on-going review;

maintaining a positive atmosphere in the

workplace.

The major goals of HR Practices in an organization

are related to:

Employee Satisfaction: For workers to be contented

in their jobs, it is crucial not only for basic

factors like regular (and sufficient) pay to be in

force, but also for a healthy culture of feedback

and response. If employees to feel they are being

listened to, they will be more likely to identify

with the business, and to take on its goals as

their own.

Employee Motivation: One of the cornerstones of

employee motivation is a constructive appraisal

system that not only enables workers to identify

and target areas needing improvement, but also

recognises and celebrates the contribution of high

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performers, providing a valuable incentive to

stimulate productivity.

Employee Productivity: Productivity can be

enhanced not only by means of incentive and

appraisal, but also by well-designed training

schemes, tailored to the needs of both the company

and its employees.

3.3 Problem Statement & Objectives

Problem Statement: To fulfil the gap between

employee satisfaction and HR Practices used inside

the company and make HR practices more transparent

to ensure continuous business growth which will give

suitable working environment to the employees.

Objectives: The main objective of the study is to

examine and analyze the impact of human resource

management practices on employee satisfaction at

ABIPL.

To study the current HR Practices.

To study whether the employees are satisfied with

the present HR Practices at ABIPL.

3.4 Scope of the Study

The scope of the project is limited to the

employees of ABIPL and under no circumstances the

analysis is applicable to any other organization or

company.

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The study evaluates the impact of HR practices on

employee satisfaction at ABIPL. A comparative study

including all other branches of ABIPL may be

undertaken.

Studies similar in nature and scope to the present

one can be carried out in other FMCG sectors also.

Chapter-4: Research Methodology

4.1 Research Design

The Research Design used for the purpose of study

is DESCRIPTIVE as it deals with primary data.

4.2 Sources of Data Collection

The data is collected through the Primary Sources

(Questionnaire) as the study has been done for the

first time for ABIPL.

4.3 Sampling Procedure

Sampling Frame: Employees of ABIPL

Sample size: 15 employees

Sample Unit: Managers and Executives18

Sampling Technique: Questionnaire

4.4 Limitations

The result of the project is limited for ABIPL.

Some employees were reluctant in filling

questionnaire.

Employees at times were biased in filling the

questionnaire.

Sample of 15 respondents has been taken as the

manpower was not so large and also due to lack of

employee responsiveness.

Chapter-5: Analysis & InterpretationThe Analysis & Interpretation of the study is done on

the basis of Five Point Likert Scale of 15 respondents.

1. My company places the right person at the right job.

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Levels No. of Employee in

(%)Strongly Agree 40%

Agree 53%

Undecided 7%

Disagree 0

Strongly Disagree 0

Average Response

(Mean)

4.33

40%

53%

7%

EMPLOYEES

SAAUDDSD

6 (40%) out of 15 employees believed that they were

strongly agree that their company places right

person at right job

While 8 (53%) employees were agree with this

statement.

Only 1 employee had an undecided view about

statement.

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It is good to have zero number of employees that

were disagreed with the statement. The statement has

a mean of 4.33 which shows more satisfaction.

2. I would willingly stay at work till late whenever my

company requires.

Levels No. of Employee

in (%)Strongly Agree 33%

Agree 40%Undecided 13%Disagree 7%Strongly

Disagree

7%

Average Response 3.86

33%

40%

13%

7%7%

EMPLOYEES

SAAUDDSD

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5 (33%) employees were strongly agreed with

statement that they will stay at work whenever their

company needs them.

The number of employees that were only agreed with

this statement is 6 (40%).

While 2 (13%) employees were not sure about this

statement.

The number of employees disagreed and strongly

disagreed was 1 & 1 respectively.

With average response of 3.66, the employees have

high satisfaction level.

3. I am satisfied with salary that I am getting for my job.




Disagree

0

Average Response 4

22

SA A UD D SD0%5%10%15%20%25%30%35%40%45%50%

33%

47%

7%13%

0%

EMPLOYEES

EMPLOYEES

In the above bar chart, 33% (5) of employee strongly

agreed that they are satisfied with salary.

While 47% (7) of employees only agreed that the

salaries given to them are according their work.

Only one employee was undecided about the above

statement while 2 employees were disagreed with the

statement.

The statement has a high satisfaction level with

mean of 4.

4. There is satisfactory pay increments offered by mycompany.



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Disagree

0


SA A UD D SD0%

5%

10%

15%

20%

25%

30%

35%

27%

33%

27%

13%

0%

EMPLOYEES

EMPLOYEES

Out of 15 employees 4 (27%) were strongly agreed that

the company offers satisfactory pay increments to

them.

5 (33%) employees were only agreed with the above

statement while other 4 (27%) employees were not sure

about the statement.

The rest 2 (13%) employees were disagreed with the

statement. No one is strongly disagreed with

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statement. The statement has a satisfaction level with

mean of 3.7.

5. I am encouraged to participate in various seminars

and workshops etc.


in (%)Strongly Agree 26.67%

Agree 46.67%Undecided 0Disagree 20%Strongly

Disagree

7.67%


SA

A

UD

D

SD

0.00% 10.00% 20.00% 30.00% 40.00% 50.00%

26.67%

46.67%

0.00%

20.00%

7.67%

EMPLOYEES

EMPLOYEES

25

26.67% (4) of employees were strongly agreed that they

are encouraged to participate in various seminars,

workshops etc.

While 46.67% (7) employees have an agreed view for the

statement. Other 20% (3) were disagreed with this fact

and the rest 1 employee was strongly disagreed.

No one has an undecided view for the statement. With

average response of 3.6 the employee satisfaction

level is quite good.

6. My company is very fair in distributing Rewards and

Incentives among its employees.



Agree 26.66%Undecided 26.66%Disagree 20%Strongly

Disagree

0


26

SA A UD D SD

26.66% 26.66% 26.66%

20.00%

0.00%

EMPLOYEESEMPLOYEES

Out 15 employees, the number of employees that were

strongly agreed, only agreed and undecided that their

company is very fair in distributing incentives &

rewards among employees are equal i.e. 4.

Only 3 employees from the respondents were only

disagreed with the statement. None of the employee has

strong disagreement against the statement.

4.06 is the average response about the fact showing

high level satisfaction.

7. My company duly supports its employees facing any

problem.



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Agree 60%Undecided 6.6%Disagree 6.6%Strongly

Disagree

0


SA A UD D SD0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

EMPLOYEES

26.6% (4) of employees were strongly agreed that the

company gives full support to them whenever they need

it while 60% (9) employees had only agreed view on it.

The number of employees having an undecided & disagreed

response are equal i.e. 1. No one was strongly

disagreed with the statement.

The statement has an average response of 4.06.

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8. I do not feel like part of the family in company.


in (%)Strongly Agree 0

Agree 0Undecided 20%Disagree 60%Strongly

Disagree

20%

Average Response 2

20%

60%

20%

EMPLOYEES

SAAUDDSD

With above statement, none of the employees neither

strongly agreed nor agreed that they don’t feel a

part of family in company.

3 (20%) employees were not sure about the statement.

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9 (60%) employees were totally disagreed with

statement and the rest 3 employees were strongly

disagreed.

The statement has an average response of 2 that

shows very low level of satisfaction among employees

with statement.

9. I believe that my management follows policies and

practices that serve combined interest of both

employees and the company.



Agree 73%Undecided 0Disagree 0Strongly

Disagree

0


30

27%

73%

EMPLOYEES

SAAUDASD

27% (4) of employees were strongly agreed with the

fact that their management follows practices &

policies which serve combined interest of employees

as well as company.

The other 73% (11) of employees were only agreed

with the above statement.

None of the employee had an undecided, disagreed &

strongly disagreed opinion for the statement.

With mean of 4.26, the employees had very strong

level of satisfaction with the statement.

10. I would not leave my organization right now

as I have sense of obligation to the people in it.



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Disagree

0


40%

40%

13%

7%EMPLOYEES

SAAUDDSD

The number of employees were 6 (40%) who strongly

agreed that they have a sense of obligation towards

the people in it and would not leave the

organization right now.

Other 4 (40%) employees were only agreed with the

statement and 2 employees were undecided about it.

The rest 1 employee had a disagreed view.

The statement has mean of 4.13 showing high

satisfaction level.

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11. My management respects each employee’s

ability and knowledge of the job.




Disagree

0


SA

A

UD

D

SD

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

13%

40%

20%

7%

0%

EMPLOYEES

13% (2) of employees strongly agreed that their

management respects abilities and knowledge of each

employee.

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40% (6) employees out of total respondents had an

agreed view on this statement.

3 employees were not sure about the statement and 1

employee was disagreed with it.

The mean of statement is 3.8 showing quite good

satisfaction level.

12. Most of my co-employees perform their duty

sincerely even if supervisor is not around.




Disagree

0


34

40%

27%

20%

13%

EMPLOYEES

SAAUDDSD

As per above mentioned pie chart, 40% (6) employees

were strongly agreed that their co-employees would

perform duty sincerely if supervisor is not around.

27% (4) employees had only agreed view regarding the

statement and 20% (3) employees were not sure about

it.

The rest 13% (2) employees were only disagreed with

it and none of the respondent was strongly agreed

with the statement.

With average response of 3.93 the fact has a high

level of satisfaction.

13. I am assigned with challenging jobs to charge my

enthusiasm and develop my skills.



35

Agree 46.6%Undecided 6.6%Disagree 6.6%Strongly

Disagree

0


SA A UD D SD0%5%10%15%20%25%30%35%40%45%50%

40.00%46.60%

6.60% 6.60%

0.00%

EMPLOYEES

EMPLOYEES

Out of the total respondents 6 (40%) employees were

strongly agreed that they are assigned with various

challenges in their job to charge enthusiasm and

develop their skills.

The number of persons only agreed with the fact was

7 (46.6%) and the number of undecided and disagreed

employees was 1 and 1 respectively.

The statement has a mean of 4.2 showing higher

satisfaction level.

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14. Most of the supervisors in my company encourage us

to discuss our problem with them.

Levels No. of Employee in

(%)Strongly Agree 27%

Agree 27%Undecided 33%Disagree 13%

Strongly Disagree 0Average Response 3.93

SA A UD D SD

27% 27%

33%

13%

0%

EMPLOYEESEMPLOYEES

The number of employees from total respondents that

were strongly agreed with the statement that their

supervisors encourage them to share their problem

with them were 4 (27%). Also the number of only

agreed persons were 4.

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The number of employees that were not sure about the

statement was 5 (33%).

2 employees out of 15 respondents were only

disagreed with the statement. None of the employee

was strongly disagreed with it.

3.93 is the average response of the statement that

shows quite good satisfaction level.

15. I am often asked by my supervisor to participate

in decision making.




Disagree

0


38

20%

13%

47%

20%

EMPLOYEES

SAAUDDSD

3 (20%) employees were strongly agreed that they are

often asked by supervisor to participate in decision

making while 2 (13%) employees were only agreed with

it.

The number of employees’ undecided about the

statement was 7 (47%).

3 (20%) employees were only disagreed with the

statement and the mean of the statement is 3.33

which show the relevant satisfaction level.

16. My company cares for employees’ general

satisfaction at work.


39


Agree 53%Undecided 13%Disagree 0Strongly

Disagree

0


SA A UD D SD0%

10%

20%

30%

40%

50%

60%

EMPLOYEES

Out of 15 respondents, 5 (33%) respondents were

strongly agreed with fact that their company always

cares for employees’ general satisfaction.

About 8 (53%) employees just agreed with the

statement and the other 2 (13%) employees were not

sure about the statement.

The statement has a mean of 4.2 that shows high

satisfaction level.40

17. There are continuous efforts made in my company tocreate a sense of belonging among employees and feellike a member of the corporate family.

SA A UD D SD0.00%

10.00%

20.00%

30.00%

40.00%

50.00%46.60%

26.60%20.00%

6.60%0.00%

EMPLOYEES

EMPLOYEES

About 7 (46.6%) employees from 15 respondents were

strongly agreed that the company always made

41



Agree 26.6%Undecided 20%Disagree 6.6%Strongly

Disagree

0


continuous efforts to create a sense of belonging

among employees so that they will feel like a member

of corporate family.

4 (26.6%) employees were just agreed with this

statement and 3 (20%) employees were undecided about

the fact.

The rest 1 employee was disagreed with the statement

and the mean of the statement is 4.13 that show the

high satisfaction level.

18. Are there any other issues not

included in this survey need to be addressed in this

company?

With respect to above question, 2 out of the 15

employees had given their opinion. The respondent

number 1 and 15 had addressed the issues.

The respondent no.1 had an issue that there is no

social gathering of employees, means informal get-

togethers never takes place. So all the employees of

company should manage their time for informal get-

togethers.

The respondent no.15 had addressed leadership style

of the company. The direction provided to the

employees should be improved and employees should be

well motivated so that they will work with their full

abilities.

42

Chapter-6: Findings, Conclusion &

Recommendations

Findings Majority of 73.33% of the respondents belongs to the

male gender and the rest 26.66% belongs to the

female gender.

43

Majority of 66.66% of the respondents belongs to the

age group of 21-30 years and 33.33% belongs to the

age group of 31-40 and above.

Majority of 80% of the respondents are satisfied

with feel that they are a part of the company and

20% respondents have a neutral effect on it.

Majority of 70% of employees are satisfied with

their current salary and pay increments. 17%

respondents have neutral effect on it and rest 13%

are not satisfied with it.

Majority of 54% respondents have a satisfied effect

on the fairness of distributing rewards and other

incentives in the company and 27% of respondents are

neutral on it and the 20% are not satisfied.

Majority of 83% of respondents are satisfied with

their present working conditions and 17.6% have

neutral effect on this.

Minority of 43.5% of are satisfied with superior-

subordinate relationship and 40% are neutral on it.

The rest 16.5% respondents are not satisfied with

it.

Almost 80% (12) of respondents are Post Graduate and

20% (3) are under graduate, graduate or pursuing PG.

Around 60% (9) of employees have the corporate

experience of 1-6 years and 33.33% (5) employees

have 12-21 years of corporate experience.

44

On the overall satisfaction about the company,

67.35% employees are satisfied for working in the

company.

Conclusion & Recommendation The focus of this study is to understand the impact

of HR Practices on employee satisfaction at ABPIL.

The analysis reveals how appropriate HR Practices of

an organization can improve the employee

satisfaction level and strengthen his commitment

towards company.

The majority of the employees are satisfied in

working with the company.

Out of the total respondents most of them are post

graduate and also the young talent is available in

the company as most of the employee are from 21-30

age groups and have corporate experience upto 6

years.

The company can improve the working environment for

the employees as it is already good in this, so that

they can work more productively.45

An appropriate recognition is needed for the

employees who perform well in the company so that

they will be highly motivated.

The company should maintain and improve superior-

subordinate relationship in order to increase their

work satisfaction.

A well-structured Career Planning system should be

incorporated through HR Practices, which gives

clarity of career progression to the employees in

the company.

Company can also provide welfare facilities either

internally by means of a counseling service or

externally through an agency which runs Employee

Assistance Programmes (EAPs).

Rest of the findings shows that the company follows

a better relation with employees with respect to

work rewards and benefits & leadership.

BIBLIOGRAPHY

46

http://www.indiamart.com/amrapalibiotechindia/

profile.html

http://amrapalibiotech.com/

http://economictimes.indiatimes.com/amrapali-

industries-ltd/stocks/companyid-10820.cms https://www.google.co.in/url?

sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0

CCsQFjAB&url=http%3A%2F%2Fwww.researchgate.net%2Fprofile

%2FNimalathasan_Balasundaram%2Fpublication

%2F201807527_Impact_of_Human_Resources_Practices_on_Job_S

atisfaction_Evidence_from_Manufacturing_Firms_in_Banglade

sh%2Ffile

%2F2c979d8d8e14802f4003d2b28adb1895.doc&ei=p_WnU9GeBZK1uA

SinYHgAQ&usg=AFQjCNHTq6L6Zjld3a8SDCBJBWjLyEBCjQ

ijarcsms.com/docs/paper/volume2/issue1/V2I1-0005.pdf

47

ijarcsms.com/docs/paper/volume2/issue1/V2I1-0005.pdf

https://www.google.co.in/url?sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0CCsQFjAB&url=http%3A%2F%2Fwww.researchgate.net%2Fprofile%2FNimalathasan_Balasundaram%2Fpublication%2F201807527_Impact_of_Human_Resources_Practices_on_Job_Satisfaction_Evidence_from_Manufacturing_Firms_in_Bangladesh%2Ffile%2F2c979d8d8e14802f4003d2b28adb1895.doc&ei=p_WnU9GeBZK1uASinYHgAQ&usg=AFQjCNHTq6L6Zjld3a8SDCBJBWjLyEBCjQ



http://economictimes.indiatimes.com/amrapali-industries-ltd/stocks/companyid-10820.cms

http://economictimes.indiatimes.com/amrapali-industries-ltd/stocks/companyid-10820.cms

http://amrapalibiotech.com/

http://www.indiamart.com/amrapalibiotechindia/profile.html

http://www.indiamart.com/amrapalibiotechindia/profile.html

APPENDIX

Sample Questionnaire

Greetings !

I am Kapil Kumar conducting a survey regarding HRM

Practices and its Impact on Employees Satisfaction at

Amrapali Biotech India Pvt. Ltd. I would be grateful if

you would spare a few minutes of your time and provide

me with your valuable inputs. Your responses will be

building blocks for my project work.

PERSONAL INFORMATION

Name: ………………………………………………………..

Age: …………………….

Gender: Male/Female

Qualification: …………………………………….

Designation: ……………………………………..

Total Corporate Experience: ………………………..

MANDATORY INFORMATION Please indicate your level of Agreement/Disagreement on a

five point scale.

48

(Where, SA=Strongly Agree, A=Agree, UD=Undecided, D= Disagree, SD=Strongly Disagree)

1. My company places the rightperson in the right job.

SA A UD D SD

2. I would willingly stay at worktill late whenever my companyrequires.

SA A UD D SD

3. I am satisfied with salarythat I am getting for my work.

SA A UD D SD

4. There is satisfactory payincrements offered by mycompany.

SA A UD D SD

5. I am encouraged to participatein various seminars andworkshops etc.

SA A UD D SD

6. My company is very fair indistributing Rewards andincentives among its employees.

SA A UD D SD

7. My company duly supports itsemployees facing any problem.

SA A UD D SD

8. I don’t feel like a part of thefamily in company

SA A UD D SD

9. I believe that my managementfollows policies and practicesthat serve combined interestsof both employees and thecompany.

SA A UD D SD

10.

I would not leave myorganization right now becauseI have a sense of obligation tothe people in it.

SA A UD D SD

11.

My management respects eachemployee’s ability andknowledge of the job.

SA A UD D SD

12.

Most of my co-employees wouldperform their duty sincerely

SA A UD D SD

49

even if supervisor is notaround.

13.

I am assigned with challengingjobs to charge my enthusiasmand develop my skills.

SA A UD D SD

14.

Most of the supervisors in mycompany encourage us to discussour problems with them.

SA A UD D SD

15.

I am often asked by mysupervisors to participate indecision making.

SA A UD D SD

16.

My company cares for employees’general satisfaction at work.

SA A UD D SD

17.

There are continuous effortsmade in my company to create asense of belonging amongemployees and feel like amember of the corporate family.

SA A UD D SD

18. Are there any other issues not included in this

survey need to be addressed in this company? If yes,

please specify.

………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………

List of Respondents

50

S

No.

NAME DEPARTMENT

1. HEMANT CHADHA MANAGER-FINANCE2. SHAILENDRA P.SINGH DISPATCH MANAGER3. PANKAJ KUMAR PURCHASE MANAGER4. SHIVANSHU SAXENA SENIOR A/C EXECUTIVE5. AYUSHI AGARWAL MANAGER- MARKETING & HR

6. MANOJ K. CHAUDHARY ASST. MANAGER SALES &

MARKETING

7. PANKHUREE ARUNASHA ASST. MANAGER8. ASHISH DISPATCH MANAGER9. NATWAR CHAUDHARY ASST. MANAGER FINANCE10. NEERAJ CHAUDHARY NATIONAL MANGER11. RAHUL ACCOUNTS EXECUTIVE12. TRIPTI ACCOUNTS EXECUTIVE13. S.K. CHAUDHARY MANAGER-FINANCE14. BHAVNA SRIVASTAVA ACCOUNTS EXECUTIVE15. MANJESH KHURANA GENERAL MANAGER- OPERATIONS

51

Documents

Internship Final 1