Employee Satisfaxtion Level in Hindalco Industry

7/27/2019 Employee Satisfaxtion Level in Hindalco Industry

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A Project Report

onEMPLOYEE SATISFAXTION LEVEL IN HINDALCO

INDUSTRY

Submitted as a Research project report in partial fulfillment of Degree of

Master of Business Administration

Submitted to Submitted by

Prof. Narendra Singh Aniruddh Mishra(2011-2013)

4th

sem

Roll No -1127970004

Building Professionals with Character


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HINDALCO INDUSTRIES

Aniruddh Mishra Page 2

Certificate of Originality(to be filled by the student in his/her own handwriting)

I Aniruddha kumar mishra Roll no. 1127970004 a student of second year of

MBA program of SRIRAM INSTITUTE OF MANAGEMENT &

TECHNOLOGY, GREATER NOIDA, hereby certify that this project work

has been carried out by me and the report submitted today in partial

fulfillment of the requirement of the program is an original work of mine

and is not based, derived or reproduced form any existing work of anyone or

an any of my earlier work undertaken at any time or for any other purpose

and has not submitted anywhere else at any time.

Date______________Signature________________

Certificate of by the Project Guide(To be filled by the project guide in his/her own handwriting)

I certify that Mr. /Ms________________________________________(name of the student

guided) has perused this project work under my consistent guidance andsupervision. I further certify that this project work carried out by me and thereport submitted today in partial fulfillment of the requirement of the

program is an original work of mine and is not based, derived or reproducedform any existing work of anyone or an any of my earlier work undertakenat any time or for any other purpose and has not submitted anywhere else atany time.Date _______________

Name of the Faculty guide Prof. /Dr. __________________________


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Executive summary7

Research Methodology..9

Company profile...10

Organization Structure.17

Financial analysis23

HRD at Hindalco industries27

Guidelines for Recruitment.35

Introduction of Project.48

Research Design.51.

Dimension of Employee Satisfaction.53

INDEX


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Recommendation 89

Conclusion..91

Appendix92

Bibliography 102


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PREFACE

In this era of globalization and liberalization of the economy, business practices are in the

process of getting modified at greater speed with the change in policies and procedures of

government. In this context, business education is also witnessing great transformation

which

Strikes for excellence to meet the global standards so that our new managers are not only

able To feel the pulse of those changes but should also be able to get them absorbed to do

the right things at the right time. Therefore Marketing plays a very potent force in an

organization to achieve its goal.

Time and again the supremacy of human element cannot be over emphasized .the

success or failure of an organization depends on people, on human beings on their talent,

on their initiative, on their enterprise, on their ability to lead and coordinate with other, to

work as a pear. It also depends on the ability of the organization to motivate them to

greater heights Aditya Vikram Birla.

I have taken topic for my Reserch project as EMPLOYEE SATISFACTION

LEVELat Hindalco industries ltd.

I hope this report will prove to be an indispensable companion for all those who are

concerned & who are in any way interested in the subject matter of this report.


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INTRODUCTIONEmployee satisfaction survey provides a channel for employees to communicate their

view on a wide range of issues in total confidence.

Employee satisfaction survey was conducted to find out the satisfaction level of the

employees at HINDALCO INDUSTRIES. The other objective was to find out the

areas of low satisfaction, were corrective measures can be taken.

T h e E m p l o y e e

S a t i s f a c t i o n S u r v e y

h e l p s c o m p a n i e s t o

d e t e r m i n e h o w t h e i r

e m p l o y e e s t h i n k , a n d

t o i d e n t i f y

e m p l o y e e s ' n e e d s a n d

c o n c e r n s s o t h a t

i m p r o v e m e n t s c a n b e

m a d e a n d s t r o n g e r

t e a m s c a n b e f o r m e d .

B u s i n e s s p e r f o r m a n c e

i s e x p e c t e d t o

i n c r e a s e a s m o r e

s a t i s f i e d e m p l o y e e s

w i l l i n c r e a s e a

c o m p a n y ' s


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HINDALCO INDUSTRIES


For this purpose a sample was selected by stratified systematic sampling and

survey was done with the help of questionnaire the result were analyzed for all the

employees.

Survey Objectives:

To measure employee satisfaction level from different perspectives.

To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

To propose recommendations for enhancing employee satisfaction to improve

business performance.

RESEARCH METHODOLGY:

a) The research design descriptive. The primary information collected through

questionnaire. The questionnaire were personally given to each other.

b) Data Collection Method: The information necessary for this survey is collected by

trapping primary and secondary sources.

Primary Sources.

Questionnaire


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Personal Interaction

Secondary sources

Previous reports on employee satisfaction

Related information from internet.

Books and publication


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Hindalco Industries

Hindalco Industries Limited, a flagship company of the Aditya Birla Group, is structured

into two strategic businesses Aluminium and copperand is an industry leader in

both segments. A non-ferrous metals powerhouse, close to global scale, it ranks among

India's top 10 companies in terms of market capitalization.

Hindalco commenced its operations in 1962 with an Aluminium facility at Renukoot in

eastern Uttar Pradesh. Over the years, it grew into the largest integrated Aluminium

manufacturer in the country. With an eye to build size and scale, Hindalco acquired in FY

2000 a majority stake in Indian Aluminium Company Limited (Indal) - having a major

presence in downstream aluminum products and a leader in special alumina from Alcan

of Canada.

In August 2004, the boards of Hindalco and Indal approved a Scheme of Arrangement

wherein all the assets of Indal other than the foil unit at Kollur in Andhra Pradesh were to

be demerged into Hindalco. This has come into effect retrospectively from 1 April 2004.


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Hindalco is Asia's largest primary producer of Aluminium and among the most cost-

efficient producers globally. In India, Hindalco enjoys a leadership position in primary

Aluminium and downstream products.

Smelters are located at Hirakud, Orissa, with a captive power plant and coal mines, and at

Alupuram, Kerala. Rolled product manufacturing facilities are located at Belur and

Taloja and an extrusions plant at Alupuram.

The company's R&D centers are located at Belgaum, Renukoot and Taloja. These have

been recognized by the government of India's Department of Scientific and Industrial

Research (DSIR).

Hindalco's units are ISO 9001 and 14001 certified, while several have also attained the

OHSAS 18001 - the occupational health and safety certification. On the export front, the

company has been accorded a 'Trading House' status by the Indian government.

As a member of the Aditya Birla Group, Indal is a part of a $6 billion corporation, with a

market cap of $5 billion. The Groups multi-cultural, multi-lingual workforce of 72,000

employees belongs to 20 different nationalities and its products and services reach across

more than 100 countries. Its flagship companies include Hindalco, Grasim, Indian Rayon

and Indo Gulf.

Indal along with Hindalco and its Copper Division forms a non-ferrous metals

powerhouse of global size and scale, with the Hindalco-Indal combine providing

opportunities for synergy and strong market position.

www.Hindalco.com


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HINDALCO INDUSTRIES


Marketing of Hydrates and Aluminas is a major business objective, both at the domestic

and International Levels. The non-metallurgical grade Aluminas, also termed as Special

Alumina Chemicals, find wide usage in diverse industries such as high-grade refractors,

zeolite, alum, plastics, paper, industrial ceramics and high-tension insulators.

Mission

To relentlessly pursue the creation of superior shareholder value by exceeding

customer expectations profitably unleashing employee potential and being a responsible

corporate citizen ,adhering to ourvalues.

Vision

To be a premium metals major, global in size and reach with the passion for

excellence

Values

Commitment

Alacrity

Respect for the individuals

Transparency


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HINDALCO INDUSTRIES


Honesty

Ethical conduct

Customer focus

Strategic Objectives

The Company recognizes that the conduct and effectiveness of an organization are

mainly anchored to the quality of its workforce. In order to fulfill its purpose and to

achieve its objectives the company requires commitment and dedication of its employees

who place high value not only in the interest of the company but also in the interest of

other individual entities

The objectives are

To operate at a level of profitability, which will ensure the long term economic

viability of the company by providing a return on equity, which compares favorably

with other industries of similar capital intensity and risk which will enable the

company to attract adequate to support its growth.

To aspire towards a high level of operating, technical and marketing excellence, and

to make the optimum use of assets, which will ensure a strong competitive position in

the markets served by the company.


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To strive to satisfy customers by integrating their needs into the company products

and services with efficiency and professionalism and to give the best value to them by

promoting quality products.

To improve the process of managing the company affairs through proper planing,

timely implementation of plans and regular performance reviews.

To sustain an organization of able and committed employees and to provide them

with opportunities for growth and advancement.

To foster a culture of innovation with the application of new ideas and methods to

solve business problems and seize opportunities.

To recognize and seek to balance the interest of shareholders, employees, customers,

suppliers, government as well as the public at large.

To uphold the highest standards of integrity in the conduct of all phases of business.


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HINDALCO INDUSTRIES


ORGANISATION STRUCTURE

The Renukoot Works is divided into the following Departments:


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1. Alumina operations and production

2. Specials

3. Alumina R&D

4. Alumina mechanical

5. Boiler house

6. Machine shop

7. Garage

8. PPC

9. CPBP

10. Civil & pump house

11. EPD

12. Alumina electrical E & I

13. Smelter R&D

14. Smelter mechanical

15. Smelter electrical

16. Smelter sales

17. GM office

18. HR

19. Accounts


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20. Purchase

21. Traffic

22. Stores

23. Exim

24. Dispatch

25. Systems

26. W.C.M

27. BRDC

28. Corporate

In all there are around 2000 employees, who include the management, workers these all

are full time enrolled people.

MarketingIndal (Now part of Hindalco) has no marketing division at Renukoot works,

all of Indal (now part of Hindalco) units the units work independently, and for the sales

and marketing there are separate centers which co-ordinate with all the units and look into

the sales and marketing of the products. The sales office is in Mumbai, Delhi, and

Hydreabad.


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HINDALCO INDUSTRIES


Finance (Accounts Department)

This department handles all financial transactions, costing and billing operations

negotiation process, maintaining and preparing various invoices, payments and receipts

are the to major areas of operation done by this department. In addition taxation cash loan

normal and statuary payments expenses, this section handles advances and other

operations relating to banks.

Operations

The main operations are based in the CPBP, Alumina and special products. These

departments are the core for the manufacturing of Alumina carbon block, carbon paste

and special products. These departments comprise of smaller departments and each of

these 3 major departments has a department head.

The majority of the people are working in Alumina, CPBP and Special products

departments, and the work is carried out in shifts.

Research and Development:

INDALS (now Hindalco) R&D centers at Renukoot and Taloja are recognized by the

department of Scientific and industrial research (DSIR). The Renukoot R & D center

carries out studies on ores, alumina and specially grades and carries out overseas

assignments in collaboration with ALCAN. The R & D lab has the status of Center of

Excellence for predicting organic behavior in refineries. A joint technical development

program with ALCAN is under execution in the field of raw materials.


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Both the R & D centers have attained ISO 9001 & 9002 certification, with the Renukoot

R&D center having recently adopted the revised ISO 9001:2000 standard.

Over the last five years, about rupees 560 million has been spent on R &D a testimony

to INDALS commitment towards developing new applications for alumina/aluminum,

optimizing manufacturing process and ensuring environmental friendliness.

HR Renukoot works has a separate HR Department, which looks into the daily

administration and also into the specific and nitty gritty of the company, it is the bridge

between the production, employees, management and the outside world. This department

is concerned with implementation of the plans, with the welfare of the plant, with the

industrial relations and above all safety and security of the plant and the work force is its

prime concerns. This department looks after the subsidiaries like recruitment selection

training and induction, canteen community development disciplinary actions ESI,

welfare, security, guesthouse medical facility etc


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HINDALCO INDUSTRIES


WCM- A main aspect of the company, it is moving towards

building a WCM unit model.

ZERO DEFECTS

Team

s-Ins

piration&Compet

itio

n

ShareholdersValue

Min

dse

t,Cu

lt

ure

&Pass

ion

Visio

n,Mi

ssion,Strategy&Leadership

2

Work

Environment

(5S)

6

Quality First:Six Sigma/SQM &

Best Practices

5

Customer

Driven:

Internal and

External

4

Equipment

Effectiveness/

TPM

3JIT / Supply Chain

Management

1

Waste

(MUDA)

Elimination

8

Information,

Systems/BPR,

Technology and

Cash Flows

7

Liaison,

Team Force

and Skill

Development

WCM Model for Excellence and Competitive Advantage

Delivery

Quality & QuantityCost

Innovations &

Productivity & PrideIntellectual Capital


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HINDALCO INDUSTRIES


ZERO LOSSES

ZERO BREAKDOWNS

ZERO POLLUTION

ZERO ACCIDENTS

10-1110-11

09-10

08-09

07-08

06-07 05-0604-05

03-0402-03

01-02

Profitability

USDin

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore

Rs.crore


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HINDALCO INDUSTRIES


Mn*

Net sales

andoperatingrevenues

5,2

46

23,8

59

19,5

22

18,2

20

19,201 18,313 11,3

96

9,523 6,20

8

4,986 2,33

1

Cost ofsales

4,546

20,674

16,572

15,184

15,800

14,298

8,791

7,247

4,708

3,741

1,337

Operating profit

700 3,185

2,950

3,036

3,401

4,015

2,605

2,276 1,500

1,245 994

Deprecia

tion

151 687 667

645

588 63

8

5

21

463 317 264 15

4Otherincome

70 317 260 637 493 370 244 270 240 218 211

Interestandfinancecharges

48 220 278 337 281 242 225 170 177 136 46

Profitbeforetax and

exceptional items

571 2,595

2,265

2,690

3,026 3,505 2,103

1,913 1,246

1,063 1,005

Exceptional items(Net)

- - - - - - (3) 9 - 163 -

Profitbeforetax

571 2,595

2,265

2,690

3,026 3,505

2,106

1,904 1,246

899 1,005

Tax for

currentyear

103 469 462 611 705 94

0

45

0

575 407 317 319

Taxadjustment forearlieryears

(2) (11) (113)

(151)

(541) - - - - - -


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(Net)

Netprofit

470 2,137

1,916

2,230

2,861 2,564 1,656

1,329 839 582 686

Financial position

Grossfixedassets(including CWIP)

5,335

23,751

17,496

14,783

13,728 12,729 11,251

10,096 7,126

6,470 3,736

Depreciation and

impairment

1,506

6,703

6,059

5,506

4,799 4,246 3,635

3,169 1,918

1,607 1,041

Netfixedassets

3,829

17,048

11,438

9,277

8,929 8,483 7,616

6,927 5,208

4,863 2,695

Investments

4,099

18,247

21,481

19,149

14,108 8,675 3,971

3,702 3,377

2,648 1,985

NetCurrent

Assets

666 2,964

2,716

5,068

4,051 3,741 4,150

1,958 1,833

1,923

1,303

Capitalemployed

8,594

38,259

35,634

33,493

27,088 20,900 15,737

12,587 10,418

9,435 5,984

Loanfunds

1,634

7,272

6,357

8,324

8,329 7,359

4,903

3,800 2,565

2,395 958

Deferredtaxliability(Net)

289 1,287

1,366

1,411

1,324

1,126 1,233

1,130

995 849

444

Networth

6,671

29,700

27,911

23,758

17,436 12,415 9,601

7,657 6,858

6,191 4,582

Networthrepresented by :-


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HINDALCO INDUSTRIES


Sharecapital

43 191 191 170 123 104 99 93 92 92 74

Share

warrants/suspense

- - - - 140 - - - - - -

Reservesandsurplus #

6,628

29,509

27,720

23,588

17,174 12,311 9,502

7,564 6,765

6,099 4,507

6,671

29,700

27,911

23,758

17,436

12,415

9,601

7,657

6,858

6,191

4,582

Dividend

- - -

Preference shares(including tax)

- - - 0.03 0 - - - - - -

Equityshares(including tax)

73.4

334 301 269 265 202 247 212 172 141 101

Ratio and statistics

Unit

10-11

09-10

08-09

07-08 06-0705-06

04-0503-04

02-0301-02

Operating margin

%13.3

515.1

116.6

617.71 21.92

22.86

23.9024.1

724.97

42.64

Netmargin

% 8.96 9.8112.2

414.90 14.00

14.53

13.9613.5

111.68

29.42

Grossinterestcover

Times

5.74 5.23 5.48 6.08 10.5011.1

912.47 8.77 7.51

13.50

Netinterestcover

Times

15.92

11.55

10.90

13.88 18.0912.6

514.98 9.82 10.72

26.43


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HINDALCO INDUSTRIES


ROCE % 7.36 7.14 9.04 12.21 17.9314.7

916.55

13.66

12.7117.5

6

ROE % 7.19 6.86 9.39 16.41 20.66

17.2

4 17.36

12.2

3 9.40

14.9

7

BasicEPS $

Rs.11.1

710.8

214.8

222.23 25.52

16.79

13.48 8.53 5.92 8.67

DilutedEPS $

Rs.11.1

610.8

114.8

222.11 25.52

16.79

13.48 8.53 5.92 8.67

CashEPS $

Rs.14.7

614.5

819.1

026.80 31.87

22.07

18.1811.7

68.61

10.62

Dividend per

share

% 150 135 135 185 170 220 200 165 135 135

Capitalexpenditure

Rs.in

Cr.

6,314

2,860

1,121

1,049 1,5161,18

81,097 669 1,037 701

Foreignexchangeearningonexport

Rs.in

Cr.

7,096

5,268

5,148

6,434 6,9733,64

32,605

1,295

1,028 337

DebtEquityRatio

Times

0.24 0.23 0.35 0.48 0.59 0.51 0.50 0.37 0.39 0.21

Bookvalueper share$

Rs.155.

14145.

87139.

73142.09 118.97

97.40

82.5474.1

666.95

61.53

Marketcapitalis

ation

Rs.in

Cr.

40,040

34,682

8,850

20,260 13,96319,1

9612,002

11,256

4,9435,73

4

Numberof equityshareholders

Nos.

320,965

339,281

435,064

335,337

520,019

396,766

117,721

117,124

153,606

35,955

Numberof

Nos.

19,341

19,539

19,867

19,667 20,36619,5

9319,687

13,675

13,752

12,955


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HINDALCO INDUSTRIES


Profit & Loss - Hindalco Industries Ltd.

Mar'11 Mar'10 Mar'09 Mar'08 Mar'07

12 Months12

Months12

Months12

Months12

Months

INCOME:

Sales Turnover 25,255.01 20,516.43 19,641.40 20,943.69 19,921.40

Excise Duty 1,497.87 1,059.45 1,481.59 1,825.68 1,608.47

NET SALES 23,757.14 19,456.98 18,159.81 19,118.01 18,312.93

Other Income 0.00 0.00 0.00 0.00 0.00

TOTAL INCOME 24,179.33 19,759.10 18,780.91 19,645.96 18,634.06

EXPENDITURE:

Manufacturing Expenses 2,477.32 2,138.32 2,375.02 2,026.73 2,080.80

Material Consumed 16,032.10 12,900.91 11,392.95 12,344.82 10,994.42

Personal Expenses 1,054.39 904.90 675.05 631.07 529.58

Selling Expenses 405.32 362.94 318.54 310.60 293.82

employees

Average

cashLME(aluminium)

USD

2,257

1,868

2,234

2,623 2,6632,02

81,779

1,496

1,3541,39

5

AveragecashLME(copper)

USD

8,140

6,112

5,885

7,521 6,9854,09

93,000

2,046

1,586 -


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HINDALCO INDUSTRIES


Administrative Expenses 618.87 559.19 487.04 535.38 403.55

Expenses Capitalised -390.30 -335.78 0.00 0.00 0.00

Provisions Made 0.00 0.00 0.00 0.00 0.00

TOTAL EXPENDITURE 20,197.70 16,530.48 15,248.60 15,848.60 14,302.17

Operating Profit 3,559.44 2,926.50 2,911.21 3,269.41 4,010.77

EBITDA 3,981.63 3,228.62 3,532.31 3,797.36 4,331.89

Depreciation 687.48 671.36 644.34 587.81 552.80

Other Write-offs 0.00 0.00 0.00 3.62 4.00

EBIT 3,294.15 2,557.26 2,887.97 3,205.93 3,775.09

Interest 610.26 613.78 336.93 280.63 242.39

EBT 2,683.89 1,943.48 2,551.04 2,925.30 3,532.70

Taxes 468.66 462.10 610.88 705.34 940.30

Profit and Loss for the Year 2,215.23 1,481.38 1,940.16 2,219.97 2,592.40

Non Recurring Items -117.94 272.50 91.56 43.23 -37.61

Other Non Cash Adjustments 39.63 157.60 198.55 597.74 9.54

Other Adjustments 0.00 4.15 0.00 0.00 0.00

REPORTED PAT 2,136.92 1,915.63 2,230.27 2,860.94 2,564.32

KEY ITEMS

Preference Dividend 0.00 0.00 0.02 0.02 0.00

Equity Dividend 287.17 258.32 229.58 226.89 177.34

Equity Dividend (%) 149.98 134.98 135.00 184.99 169.99

Shares in Issue (Lakhs) 19,143.98 19,134.62 17,002.71 12,271.30 11,593.30


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HINDALCO INDUSTRIES


EPS - Annualised (Rs) 11.16 10.01 13.12 23.31 22.12

HRD AT HINDALCO INDUSTRIES LTD.

A philosophy of people management is based on the belief that human resources are

uniquely important to sustained business success. An organization gains competitive

advantage by using its people effectively, drawing on their expertise and ingenuity to

meet clearly defined objectives. A Human Resources (HR) department is a critical

component of employee well-being in any business, no matter how small. Human

Resources responsibilities include payroll, benefits, hiring, firing, and keeping up to date

with state and central tax laws.

The HR policies of Hindalco and that of Renukoot Works is as stated.

To attract, retain and develop good employees and to get their total involvement in

achieving company goals.

Provide opportunity for personal development and advancement to all with requisite

ability, ambition and integrity.


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HINDALCO INDUSTRIES


Deal in good faith with all employees and employee representatives.

Share information with all employees regarding health of the business and future

plans of the company.

Encourage development of participative and supportive leadership.

Encourage employees to accept responsibility and take calculated risk.

To provide fair, equitable and competitive remuneration in return for a fair days

work.

Be fair and firm in dealing with grievances and indiscipline.

Set and achieve high standard of safety and occupational health.

HRM at Renukoot works

HRD at Belgaum works plays a creative role for success of the organization. The

organization focuses much on socio-psychological needs of workers. The management

and the employees have equal interests in the survival and the prosperity of the industry.


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HINDALCO INDUSTRIES


The Organization Structure of the HR department

Sr. Manager-HR

Manager-

Safet

Dy.Manager-

Medical Services

Manager-

Le al &PR

Dy.Mangaer-

HR

Dy.Manager-

HR

Sr. SecuritOfficer

Sr. personnelOfficerSr. personnel

OfficerSr. personnel

Officer


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HINDALCO INDUSTRIES


R Head

Training in-charge Company Medical Officer

Executive-

Personnel Executive-CD

Jr. Executive-

HR

Asst.

Executive-

Asst. Medical

Services


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HINDALCO INDUSTRIES


RECRUITMENT AND SELECTION

Recruitment and selection are core areas of human resource management but are

frequently discussed in a prescriptive manner. They are not simply techniques for filling

jobs - they are also levers for organizational change, sustaining employee commitment

and achieving high performance.

RECRUITMENT POLICY

1. Recruitment of unskilled, semiskilled, skilled workmen and junior staff should be

made from among the local candidates.

2. Recruitment of middle management posts, viz. professional graduates, general

foreman and above will be on -All India basis.

3. In-company transfers of workmen and non-consolidated staff should be avoided.

However if the need arises they may be transferred within the location.

4. Due consideration would be given to age differentials at the time of recruitment, to

avoid concentration of work force in particular age group.

5. Recruitment process against permanent vacancies will be initiated only when vacancy

cannot be filled through transfer from other sections/ departments.


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NOTICE OF RECRUITMENT

1. The department concerned will get the requisition in the prescribed for approved by

the General Manager /Works Manager. The requisition after approval should be

forwarded to the personnel department. The requisition should clearly indicate the

type of vacancy, i.e. permanent or temporary, proposed grade, no of vacancies to be

filled up and the proposed date of recruitment. In addition other particulars like

education and professional qualification, experience, etc. should be indicated

wherever possible.

2. Approved requisition for permanent personnel should reach the personnel department

at least 8 weeks in advance of the date of filling the vacancy. In case the vacancy is to

be advertised, the time required for recruitment is 10 weeks.(For temporary

vacancies, 2 weeks notice would be necessary).

3. Department should give 24 hours notice for supply of unskilled casual labour.

ACTION BY HR DEPARTMENT

On receipt of approved requisition, the HR Department will:

i) Notify the vacancy to the Employment Exchange, if required.

ii) Refer to ACTIVE FILE (kept with HR dept.)


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iii) Notify the vacancy on the companys notice boards, if required.

iv) Advertise in newspapers, if necessary.

SCREENING OF APPLICATIONS

Applications received will be jointly screened by the HR Department and the

concerned Department, for further action by the HR Department.

SELECTION BOARD

Except for unskilled workmen, a selection board will make all recruitment.

i) The selection board will consist of minimum three persons in the rank of General

Foreman and above with a representative of one each from HR, concerned dept.

and one from an unconcerned dept.

ii) For selection of other staff, the board will short list a few deserving candidates,

after preliminary interview and the Personnel Department will put them up for

final interview by the General Manager / Works Manager for final selection.

iii) The Personnel department may arrange for trade tests and written examination, if

deemed necessary.

Pre-requisite to appointment


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1. Person below the age of 18 shall not be considered for employment in the company.

2. HR dept should verify the age of the candidate with reference to:

Birth certificate, where name is mentioned or School leaving certificate or

Insurance policy taken before employment commences, where age has been admitted.

3. Personnel department will arrange for the medical examination of selected persons.

Such persons should be declared fit by the companys medical officer before being

appointed.

4. They will verify with previous employer to find out his antecedents-attitude, conduct,

and performance if necessary.

5. HR Dept will verify with police (where necessary) to obtain general information

about the candidate and his social conduct.

APPOINTMENT

1. A candidate will be considered suitable for appointment only after the above pre-

requisite conditions are fulfilled.

2. Appointment letters to the wage and salary roll employees will be issued by Manager

HR

3. In case of employees joining the confidential roll, GMs / Works Managers

department will issue an employment order the day the recruit joins duty.

4. New recruits will be appointed as probationers and trainees.


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5. When a candidate is offered a higher start than the starting of the grade, the

wages/salary will be fixed by the Department Heads in consultation with Personnel

Department and approval of General Manager / Works Manager must be obtained.

6. Grade/designation will be determined by the prevailing long-term settlement wherein

applicable.

GUIDELINES FOR RECRUITMENT OF

UNSKILLED WORKMEN

i) To fill up the vacancies of permanent workmen, first preference would be given

to those temporary workmen who have been selected and listed and have

earlier worked on temporary basis.

ii) The minimum standards of recruitment will be as follows :

Height: 168 cms

Weight: 55 Kgs

Education: S.S.L.C. Pass

Age: Below 30 years (Preferably less than 25)

iii) After the candidate has been found meeting the minimum physical and

educational standards, he should appear before the selection board.

iv) If the selection board finds the candidate suitable for employment, he should be

sent for a thorough medical examination. Without divulging weight and height


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measurements taken earlier, the same should be retaken at the medical section

for cross - checking. Only if the candidate is found medically fit, he need

be considered for employment.

SKILLED WORKMEN

i) Normally, only ITI passed candidates in the specific trade who have undergone

one year apprenticeship training should be considered for recruitment. Physical

standards need not be applied very rigidly. The selection will be made on the

basis of a trade test and interview.

ii) If the interview precedes the selection trade test, the interview board should select

a panel of candidates for trade test giving due consideration also to the marks

obtained by them in the examination. The panel of candidates selected for trade

test should be at least 5 persons for one position and where more than one

vacancy is available; the minimum number of candidates selected for test can be

in the ratio of 3 candidates for each existing vacancy.

Training and Development

Training and development consists of planned programs designed to improve

performance at the individual, group, and organizational levels. Improved performance

in turn implies that there have been measurable changes in knowledge, skills, attitudes,


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and social behavior. This results in better performance and leads to reduction in the cost

of production. It results in organizational stability and flexibility.

Yet only recently has the emphasis in corporate training shifted from training the

individual to meeting the organizational and strategic needs of the corporation.

The Renukoot works has a well laid out and structured plan for the training and

development of its employees.

First the Training need is identified, the training plan is put to place for the given year,

training undertaken and finally assessment is made as to the usefulness of the training.

These procedures are well documented and the policy is as stated:

Main objectives of training at Hindalco, Renukoot Works:

1. Training is considered an essential factor on promoting industrial growth so to

provide facility for all round growth of employees by imparting required training.

2. To improve the moral if its workers.

3. To give 100% knowledge through all the ranks of the organization.

4. To promote safe working atmosphere for doing the work smoothly by giving training.

5. To provide at least 3.5 man days of training to every employees.

Training Policy

Training need identification: The training needs are classified into three broad

categories viz.,


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Organizational needs

Individual - behavioral / attitudinal needs

Individual - functional / technical needs

I. ORGANISATIONAL NEEDS

The Apex Management team of the plant prioritises the training needs and requirements

of the organisation including training in Quality Systems and relevant awareness for the

new entrants.

The Training incharge prepares the training plan and organises the training programmes

in accordance with the plan to satisfy the prioritised needs.

II. INDIVIDUAL NEEDS- BEHAVIOURAL/ ATTITUDINAL

Each department Head or Supervisor makes an assessment of Training needs of his

subordinates for the coming year. These needs are communicated to HR Department who

consolidates the training needs and organises the training programmes.

II. INDIVIDUAL NEEDS - FUNCTIONAL/ TECHNICAL

These needs are identified by the respective Superiors of the concerned employee and

duly validated by the respective Heads of Departments.

These needs are communicated to HR Department in the prescribed Skill Matrix Format

at the beginning of the financial year for bargainable staff, Salary & Wage Roll.

While preparing the new Skill Matrix, the previous years needs identified is also taken

into consideration so as to monitor the level of skills enhancement.


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The departmental functional / technical training plan is sent to HR Department in the

month of April.

The training programmes are initiated and organised by the respective departments either

from internal sources or from external sources. The HR Department provides necessary

help.

The programmes that are planned but not conducted during the calendar year are carried

forward to the next years training plan.

The training programmes are organised either as

1) Internal Training programmes with internal / external faculty

2) External training programmes.

1) INTERNAL TRAINING PROGRAMMES

A) ORGANISATIONAL / INDIVIDUAL BEHAVIOURAL / ATTITUDINAL

TRAINING

Training material consisting of the course content whenever required is prepared before

conducting the program by training in-charge, in consultation with the concerned

department and faculty where applicable.

All the concerned departments are informed regarding the conducting of programmes and

nominations is obtained. The faculty is identified on the basis of having undergone prior

training in the subject or functional experience in the subject. This faculty is chosen from

within the organization or someone concerned is invited to conduct the program.


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INDIVIDUALFUNCTIONAL / TECHNICAL TRAINING

The concerned department organizes the training.

2) EXTERNAL TRAINING PROGRAMMES

External training programmes is arranged if participants are less than five, where the

identified person is sent to an external institute / agency.

Nomination for External training is forwarded to the HRD department .A copy of the

letter is sent to the institute / organization conducting the training program is forwarded

to the participants for his information and for making necessary arrangements to attend

the training programmes accordingly.

Feedback is obtained from the employee after the completion of the training.

Training program attended is recorded in the training record registerThe records of these

training is maintained by the respective departments and communicated to HR

Department detailing the training imparted as against the plan, duly furnishing the

reasons for slippage, if any

TRAINING EVALUATION


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I. ORGANISATIONAL / INDIVIDUAL (BEHAVIOURAL) / ATTITUDINAL

NEEDS

Post training feedback from the participants is obtained to assess the effectiveness of the

program and also to incorporate any changes for further improvement.

Evaluation of the training imparted against the written needs is done by obtaining the

evaluation from the departments on a quarterly basis. A copy of the evaluation is sent to

HR Department.

In case the objectives of training are not fully met, the concerned persons are given

refresher courses and the evaluation for the same is sent to HR Department

II. TECHNICAL / FUNCTIONAL TRAINING

The evaluation of this training is done by the department who conduct suitable test /

interviews to assess the knowledge acquired and skill enhancement to the desired level.

The Departments send the training imparted as against the plan on a quarterly basis to HR

department with effectiveness rating, for the purpose of evaluation of training imparted.

The evaluation of knowledge acquisition and skill enhancement based on the training

imparted is considered by the concerned departments for updating the skill matrix on an

annual basis and the same is communicated to HR department.

CRITERIA APPLIED FOR EVALUATION OF TRAINING IMPARTED

Rating is done on a 0 - 10point scale in the evaluation Form.0' being poor '10' being

outstanding. Employees rating 5 and below are recommended for refresher course.


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The criteria for rating is as follows:

1. Employees approach towards his work has been more positive than before.

2. He is being able to translate his knowledge / learning into action.

3. His performance level has gone up after attending the training program.

SLIPPAGE ANALYSIS:

For organizational / Individual (Behavioral) / Attitudinal needs, the Training Incharge

consolidates the slippage's mentioning the reasons, in respect to functional / Technical

training, the department heads / Section Head consolidate the slippage duly mentioning

the reasons and the same is put up for review to the Management Review Committee on a

quarterly basis.

Training Budget

Once the training needs is assessed and the no of people to undergo the training is

decided then taking some parameters into consideration the training budget is decided

The parameters that that are taken into consideration are:

No. of employees

Requirements of internal training programmes

Video shooting

External faculty fees

External training

Miscellaneous


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The training budget takes into consideration that every employee will undergo atleast 2

training programs.

The budget for the training varies every year. Though the budget for a year is fixed,

reviews are done every month and if any changes then it is in corporate in the training

budget.

.

Training Need Assessment system. (TNA)

Training needs is assessed on the following criteria:

Current job being performed: Competencies required to perform the current job and

any specific inputs required to make the person perform his current job in a more

effective manner.

Any anticipated business or technical change in the short term (Between 1 to 3 years).

Any change may be brought due to change in business strategy, technical/ process

changes etc that require a set of new competencies to be developed to meet these

changes, eg. introduction of any new software or application of new technology to a

process.

Based on the potential of the person and looking into his long term (3 years & above)

career growth it may be required that the employee be introduced to certain

competencies which will be required in the long term, to enable him to take up roles

of higher responsibilities.


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List of competencies that would help in identifying competencies required for the

job-

1. Job related competencies:

Functional competencies (Technical competencies)

Quality, cost

Safety, Environment

HR Skills

2. Behavioural / Managerial competencies:

Interpersonal skills

Problem solving skills

Decision making skills

Communication skills

3. Business related competencies (for people in a more senior role)

Leadership

Risk taking

Strategic thinking etc.

If needed and as required other competencies can be identified and added to the broad

heads as per the job/ individual requirements.

The HOD or supervisor in consultation with the concerned person who is being assessed

does the TNA.


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Contract labor

At Renukoot works, besides the regular employees, there is a need for large no. of

workers also. This requirement is fulfilled by using contract laborers and Mr. E.V.Bhat

looks into this aspect and is part of the HR structure of the organization.

There are two categories of contractors who work for the plant, they are the Registered

contractors and petty contractors

The registered contractors are the ones who have been associate with the company for the

past 25-30 years. These contractors look into the house keeping, cleaning, moving of

goods, bagging, drainage, sweeping and canteen. There are 4 such contractors and they

have a worker strength of around 700. These workers are unionized and a long-term

agreement is drawn once in 3years with the workers and their employers. The company

facilitates this discussion and gives suggestion. These workers get all benefits of full-time

employees.

Every contractor has to take a gate pass and ESI forms all have to filled so that in case of

some accident, all that is borne by the ESI and it is seen that the worker gets minimum

wage and medical facility in case of emergency.

In conclusion to the total working of the HR department and the organization the following

observation have been made


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Renukoot works values its people as key value drivers for creation of business

excellence. The integration of Human Resources is done in all processes at Indal.

It is the policy of Renukoot works to educate, motivate and involve employees in

the fulfillment of the Quality goals.

The Human Resource requirement is aligned with the company goals, through

short term & long-term plans based on the business needs & customer

requirements. The long term and short term plans of the company forms the input

for drawing the goals for the year. This in turn is taken further for drawing up of

departmental and personal objectives.

Keeping view the business need to replenish the skill gaps occurring due to

retirements of operatives in the next 5 years, Trainee Scheme is evolved.

Annual Performance Award for Management staff are linked to the assessment of

individual fulfillment of personal objectives. To encourage innovations and

outstanding performance, awards viz., outstanding achievement awards, awards

for Kaizens and Focus improvements are instituted.

Monthly HR report is prepared detailing the employee strength, training imparted,

absenteeism, employment cost, disciplinary cases in progress are shared.

Annual budgets are prepared including the employee-related cost and subsidies are reviewed

every month in the cost meeting and corrective actions taken for improvement


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Surveys conducted periodically to assess the level of employee satisfaction and HR

department draws the action plan and identifies areas for improvement. The results of

the survey are shared in the Results Section.

The job Allocation meeting is being held daily & reviewed for improvement. The

World-Class Manufacturing teams numbering 46 are operating with self-direction to

achieve the objectives.

Standard Operating Procedures are in place. Kaizen and Focused Improvement

Scheme are in place bringing out innovative and creative ideas of employees and the

same are rewarded and implemented.

The Communication Meetings, Joint Safety Committee Meetings, Joint Canteen

Meetings, Area Safety Meetings, are held regularly to encourage employee

participation.

The organization has evolved a systematic approach to identify the training needs of

employees for skill and competency building to meet the challenges of current business

scenario. Training plans are formulated and implemented to enhance skill and knowledge

level of the employee to achieve the desired performance.

The Employee Satisfaction Surveys are done periodically by an external agency to

measure the Employees levels of satisfaction and steps are taken to implement

feasible suggestions as per the requirement of the organization and to boost employee

morale.

Safety, Health & Work Environment systems are audited & reviewed periodically


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Survey on wealfare facilities and its impact on employee satisfaction

1. Title of the project:

Employee satisfaction survey of operative division at HINDALCO INDUSTRIES

LIMITED (Renukoot Works)

2. Statement of the problem:

This particular topic is selected because Employee satisfaction is a very important

element necessary for the smooth functioning of an organization. Employee surveys

provide a channel for employee to communicate their views on a wide range of issues in


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total confidence .They help management to build up an accurate picture of how

employees perceive the organization and highlight the causes of employee dissatisfaction.

3. Purpose of the study:

The study has been conducted for gaining practical knowledge about HR practices and

fulfillment of Masters Of Degree in Business Administration.

4. Objectives of the study:

To measure employee satisfaction level from different perspectives.

To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

To propose recommendations for enhancing employee satisfaction to improve

business performance.

5. Scope of the study:

The survey was conducted on Operative Level of HINDALCO.The questionnaire for this

survey was framed considering those factors where corrective action can be taken at

HINDALCO.From the result of the survey the HR department can take the corrective

action to increase employee satisfaction and thereby increase productivity.


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RESEARCH DESIGN

a) The research design used is descriptive .the primary & Secondary data

information collected through questionnaire

b) Data collection method: the information necessary for this survey is collected by

trapping primary and secondary sources.

Primary sources

a) Questionnaire

b) Personal interaction

Secondary sources


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Previous reports

Related information

c) Procedure adopted for distribution the questionnaire: the questionnaires were

personally given to each employee.

d) Sampling design: Sampling allows us to concentrate our attention upon a r

relatively small no of people and hence devote more energy to ensure that the

information collected from them is accurate.

e) Population: for conducting survey the universe is all the sampling at HINDALCO

industries Ltd the population size is 700 employees

f) Sampling unit: it consists of employee from all the 18 departments

g) Sample frame and size: the sample size is 109 employees. This sample is

selected from the list of employees.

INTRODUCTION OF EMPLOYEE SATISFACTION

It is realising the direct relationship between happy employees

The key measure to employee satisfaction is,

Employee retention

Productivity

Customer satisfaction

Profitability


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All the above mentioned factors are obtained only if the employees are satisfied .This is

because satisfied employees tend to be more creative ,tend to accept challenging jobs

which is an promotional opportunity to them .They tend to be more productive .

Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run .

Care about the quality of their work

are more committed to the organization

Have higher retention rates, and

are more productive.

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION

Employee satisfaction surveys can cover as many or as few topics as are required by your

organization. Some of these topics include:

Job satisfaction

The company as a place to work

Organization direction, strategy and goals

Employee morale

Organizational relationships

Supervision

Management


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Leadership

Culture, values and behaviours

Company image

Benefits

Compensation and rewards/incentives

Recognition and promotion

Training and development

Career opportunities

Quality products and services

Internal/external communications

Organizational change

Any other topics of interest to managers


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Discrepancy Theories

Two-Factor Theory

Motivators

Responsibility

Challenge

Job Control

Hygiene factors

Pay

Benefits

Coworkers

Employee satisfaction has two components

1. Hygiene issues

2. Motivation issues

1) THE HYGIENE ISSUES ARE:

1. Company and Administration Policy: They should be updated and accessible to all

the employees so that the employees are aware of all policies of the organization.


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2. Supervision: The supervisor should have the good leadership qualities and should

give positive feedback at regular interval.

3. Salary: Employees want to be paid according to their competence and hard work.

4. Interpersonal Relations: It is the relation with the superior, peer and subordinate

.The employees should be given time for socialization .i.e. during lunch, tea break etc.

4. Working conditions: The working environment should be good so that the

employees will have sense of pride in working for the organization and should be

provided with the necessary facilities and adequate space work efficiently.

2) THE MOTIVATION ISSUES ARE:

1. Work: The work should make employees believe that the work they are doing is

important.

2. Achievement: All employees want to do a good job and make use of their talent.

3. Recognition: Employees should be rewarded for high performance by bonus or at least

praising their efforts.

4. Responsibility: Employees should be given enough freedom or power to carry out

their task .They should have ownership of work and be given challenging work.

5. Advancement: Loyalty and performance should be rewarded by providing

opportunities for career development.

The absence of hygiene issues is a source of dissatisfaction. While increase in the

motivation factors, will increase in employee satisfaction .the hygiene issues should be


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dealt first and then the motivation issues should be given considerations .Bigger pay

checks rarely equate with higher job satisfaction.


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Employees at HINDALCO agree that doing job in alternative ways is encouraged

Apart from this, some employees believe that every time it is not encouraged

because It may effect the production department.

Doing job in alternative ways is encouraged

39

50

63 2

0

10

20

30

40

50

60

Stongly

Agree

Some What

Agree

Some what

disagree

Strongly

Disagree

Neither

agree nor

disagree

Series1

Doing job in alternative ways is encouraged

Responses

In

%

Stongly Agree 42 39

Some What Agree 55 50

Some what disagree 7 6

Strongly Disagree 3 3

Neither agree nor disagree 2 2


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46% of the employees agree that Infrastructure provided to them in their

department enables them to do job better.

40% of the employees are quite satisfied with the infrastructure provided to them.

Infrastructure provided enables to do job better

Responses In %

Stongly Agree 50 46





05

101520253035404550

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree

Neitheragree nordisagree

Infrastructure provided enables to do job better

Series1


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This particular question is taken to find out whether the employees are satisfied

with the infrastructure or not. As we can see in the graph that 46%of the employees are

satisfied with the infrastructure provided. At Hindalco a lot of importance is given to

house Keeping. The department who follows The Housekeeping Concept is been

awarded by the works manager. The employees of Hindalco have a good infrastructure /

Good working conditions the are provided with necessary facilities and adequate space to

work efficiently.

Materials & equipments are provided at right time and

right place

Responses In %

Strongly Agree 39 36



05

101520253035404550

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


Materials & equipments are provided at right time andright place

Series1


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Employees at Hindalco agree that the materials and equipments are timely

provided.

Some employees strongly feel that materials and equipments get late.

Some of them disagree for this because every time they have to approach their

Supervisor.

Safety measures are good

0

10

20

30

40

50

60

70

80

Stongly Agree Some What

Agree

Some what

disagree

Strongly

Disagree

Neither agree

nor disagree

Series1




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Safety measures are good






The above observation reveals that Safety measures provided to the Employees

Of HINDALCO are good and is up to the satisfaction level.

About 5% of the total employees are not that satisfied with the safety measures

provided .

Employees are provided with shoes raincoat, masks and goggles.

You get opportunity to do good at

05

1015202530354045

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


You get opportunity to do good at

Series1


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42% of the Employees get an opportunity to do in which they are good at.

39% of them are getting complete opportunity which they are good at.

Apart from this, about 17% of the total employees do not agree the statement.

Employees agree that they are given chance to do the work in the field which they are

interested and having knowledge of that field.






0

10

20

30

40

50

60

Stongly Agree Some WhatAgree

Some whatdisagree

StronglyDisagree

Neither agreenor disagree

Grievances and complaints handled in time

Series1


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The above tabular column reveals that their complaints and grievances are

handled, up to their satisfaction Level.

There is high factor of some what agree reveals that there is need of handling

grievances and complaints

Apart From this, about 24% of employees are unsatisfied.

14% of the total employees are disagree that there complaints and grievances are

not handled.

Grievances and complaints handled in time






05

1015

20253035404550

Stongly Agree Some What Agree Some whatdisagree

Strongly Disagree Neither agree nordisagree

Opportunity to learn & grow


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This question was asked to know the agreement level of employees, of getting an

opportunity to learn and grow in the work place.

About 45% of total employees agree they get opportunity for get more knowledge

in the dept.

Apart from this, 5% of the total employees believe that they wont get opportunity

to learn more.

This opportunity can be gained by the employee during the training that is provided. If

the employees growth remains stagnant then it is a cause of worry to the Company. So

the employee should grab an opportunity and the company should provide good

opportunity to the employees so that it will enhance their skills

Opportunity to learn & grow

Stongly Agree 49 45






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The above table reveals that employees are satisfied with the cultural activities

conducted at HINDALCO.

About 6% of the total employees do not agree for the statement.

Some of the employees are not became the member of the club, so 6% of them

belong to this neither agree nor disagree.

Cultural activities are good






0

10

20

30

40

50

60

Stongly Agree Some What

Agree

Some what

disagree

Strongly

Disagree

Neither agree

nor disagree

Cultural activities are good

Series1


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About 40% of the total employees are quite satisfied with the communication

meeting at canteen.

16% of the total employees some what disagree for the statement.

The works manager basically holds the communication meeting that is Mr. V.R. Agarwal

Communication meeting is useful

Stongly Agree 44 40





0

5

10

15

20

25

30

3540

45


Some whatdisagree

StronglyDisagree


Communication metting is useful

Series1


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This meeting is very informal. In this meeting the works manager discusses various

issues of the company, progress of the company. This question is asked to know whether

the works manager gets a chance to talk to the employee or not.

The above tabular column reveals that ,employees agree that promotion at

HINDALCO are fair.It is based on performance and not on Favoritism.

About 16% of the employees are quite satisfied with the promotions.

Job promotions are fair & objective

Stongly Agree 17 16





0

5

10

15

20

25

30

35

40

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


Job promotions are fair & objective

Series1


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There is high factor of some what agree in job promotion i.e. 38%

26% of employees are some what disagree for the promotions.

This question is asked to see whether the employees of Hindalco are satisfied with the

welfare facilities or not. The employees of Hindalco are provided with many welfare

facilities like there are quarters. Community center, canteen, bus facilities, etc

23% of the employees agree that they are provided with many welfare facility.

Welfare facilities are well maintained






0

10

20

30

40

50

60

70


Some whatdisagree

StronglyDisagree


Welfare facilities are well maintained

Series1


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There is high factor 61% of the employees somewhat agree for the statement.

.

Transportation facilities are good

Stongly Agree 65 60



0

10

20

30

40

50

60

70

Stongly Agree Some WhatAgree Some whatdisagree StronglyDisagree Neither agreenor disagree

Transportation facilities are good

Series1


75/107

HINDALCO INDUSTRIES


As Hindalco

Industries is on the out

skirts of Belgaum

City transport facilities is a must. This question is particularly asked to find whether the

transport facility are good and timely or not. The transport facility in Hindalco works

round the clock because the work is done in shifts. Buses are provided for the employees

and even for the children of the employees

It is agreed that transport facility is provided timely and up to the satisfaction

level.

About 4% of the total employees are not satisfied with the transport facility.



Fringe benefits are good

0

10

20

30

40

50

60

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree

Neitheragree nor

disagree

Fringe benifits are good

Series1


76/107

HINDALCO INDUSTRIES


From the above tabulation it is observed that employees are satisfied with the

fringe benefits provided at HINDALCO.

About 21% of the total employees are quite satisfied with the fringe benefits

provided .

Apart from salary the employees should be given some benefits life welfare facilities,

fringe benefits etc. The employees of Hindalco are also given fringe benefits. This

question is asked to know whether the employees are satisfied with the fringe benefits or

not.






0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Medical facilities are good

Series1


77/107

HINDALCO INDUSTRIES


From the above tabular column it is observed that about 57%of employees are

satisfied .

About 6% of the employees are dissatisfied with the medical facilities provided.

Medical facilities are good

Stongly Agree 62 57





05

1015202530354045

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


Canteen facilities are good

Series1


78/107

HINDALCO INDUSTRIES


Canteen facilities are good






20% of the employees are quite satisfied with canteen facilities.

The above observation reveals that there is a high percent of some what agree at

Hindalco. Employees are satisfied with the canteen facility.

About 20% of the employees some what disagree that canteen facility provided at

HINDALCO.

17% of them are strongly dissatisfied with the canteen facilities.

010

20

30

40

50

60

70

80


Some whatdisagree

StronglyDisagree


Satisfied Renukootunit as a place of work

Series1


79/107

HINDALCO INDUSTRIES


Satisfied Renukoot unit as a place of work

Stongly Agree 76 70





supervisor keep well informed

Stongly Agree 39 36





05

101520253035404550

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


supervisor keep well informed

Series1


80/107

HINDALCO INDUSTRIES


The above tabular column reveals that 36% of the total employees agree ,that

supervisor keeps informed about the work in the dept.

There is high factor of some what agree reveals that there is a need of information

must well informed by supervisor.

The departmental meeting is conducted every day after 4O clock and plan for the next

day is been discussed. The departmental head discuses with his staff members the issues

and give them information about what is going on in the other department.

Supervisor spend adequate time



0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Supervisor spend adequate time

Series1


81/107

HINDALCO INDUSTRIES





From the above tabular form, it is observed that supervisor spends adequate time to

inform the employees .

The departmental head supervisor his staff members and guides them if they have any

kind of problem pertaining to their work. Any employee who is very competent is sent

for training. To some of the reputed institutions to acquire skills and implement it in his

work where ever required.

Talent & intelligence is encouraged

Stongly Agree 31 28

0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Talent & intelligence is encouraged

Series1


82/107

HINDALCO INDUSTRIES


The above table reveals that employees agree that their supervisor encourages

their talent and intelligence.

About 4% of the total employees are dissatisfied with their supervisor.





Supervisor provide information to do work

Stongly Agree 45 41


0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Supervisor provide information to do work

Series1


83/107

HINDALCO INDUSTRIES


The above tabular column reveals that supervisor provides the employee with

adequate information.

The supervisor addresses a short meeting every morning and gives guidelines to each

employee as to what work has to be done for the day




0

10

20

30

40

50

60

StonglyAgree

Some WhatAgree

Some whatdisagree

StronglyDisagree


Training programe increased knowledge & skill

Series1


84/107

HINDALCO INDUSTRIES


From the above tabular column it is observed that 54% of the total employees

agree ,they training provided increases their knowledge.

Few employees are satisfied with the training provided.

The training programmes are conducted to increase the skills of the employees.

The training programs are of two types job related training programs and management

skills. Based on the training need assessment done by the training in charge the training

sessions are been conducted.

Training programme increased knowledge & skill

Stongly Agree 59 54





05

10152025303540

4550


Some whatdisagree

StronglyDisagree


Timely training provided

Series1


85/107

HINDALCO INDUSTRIES


The above question was asked to know the agreement level of employees about

the training provided at HINDALCO.

37%of the employees agree they get training on time.

44% of the employees are quite satisfied for the above statement.

Timely training provided

Stongly Agree 40 37





0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Full cooperation from other dept

Series1


86/107

HINDALCO INDUSTRIES


The above table reveals that, 37% of the total employees agree that they get ful

co-operation form the other dept.

49% of them are some what agree about cooperation given by other dept.

Full cooperation from other dept

Stongly Agree 40 37





0

5

10

15

20

25

30

35

40

45


Some whatdisagree

StronglyDisagree


Dept recognises high achivers

Series1


87/107

HINDALCO INDUSTRIES


Dept recognizes high achievers






From above tabular column reveals that employees agree that department

recognizes high achievers.

Job contributes to achivement in dept

0

10

20

30

40

50

60

70

80

Stongly Agree Some WhatAgree Some whatdisagree StronglyDisagree Neither agreenor disagree

Series1

Job contributes to achivement in dept


88/107

HINDALCO INDUSTRIES


From the above graph and tabular column it is observed that, employees agree

Their job and duty contributes to the achievement of the dept.






0

1020

30

40

50

60


Some whatdisagree

StronglyDisagree


Satisfied with co-worker

Series1


89/107

HINDALCO INDUSTRIES


The above table reveals that employees get co-operation from their co-workers.

They believe in team work.

Satisfied with co-worker






0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Appriciation in Dept

Series1


90/107

HINDALCO INDUSTRIES


Appreciation in Dept






7% of the employees are strongly agree that appreciation in dept are quite good.

This table reveals that the major % of employees some what agree. That they are

getting appreciation for the work in their dept .

About 2% of the employees are dissatisfied for the statement.

Opinions are taken into dept

0

10

20

30

40

50

60


Some whatdisagree

StronglyDisagree


Opinions are taken into dept

Series1


91/107

HINDALCO INDUSTRIES


Stongly Agree 35 32





From the above table it is observed that employees are given opportunity to

express their views and ideas for which even they get appreciation.

52% of them are some what agree that their opinions are considering in the dept.

0

1020

30

40

50

60


Some whatdisagree

StronglyDisagree


Communication from notice board

Series1


92/107

HINDALCO INDUSTRIES


About 50% of employees are satisfied with the communication m

Documents

Employee Satisfaxtion Level in Hindalco Industry