organizational climate survey

Company GuideMr. K. C. JenaHR Manager,OPGC

Prof. J. B. Pattnaik Prof. M.D. Faisal Hussain Faculty of MBA(HRM),BRMIMIT

Under the Guidance of

ORGANIZATIONAL CLIMATE SURVEY IN OPGC

Presentation Outline

Chapter 1: OBJECTIVE of the study

Chapter 2:Research Methodology

Chapter 3:Organisational Climate- Literature survey

Chapter 4:OPGC Overview,Organisational Climate at OPGC

Chapter 5:Research and Findings

Chapter 6:Limitation of the Study

Chapter 7: Conclusion

Chapter 8: Suggestion

Chapter 9:Appendix

Chapter 10:Refferences

Objective of the study• To understand the working environment of OPGC• To identify areas of improvement in HR domain and present the findings

for consideration of OPGC for adoption.

The scope of the project was to include the employees of the organization.

SCOPE

The corporate office at Bhubaneswar was covered as a part of study

The views of executives were taken through primary as well as secondary sources.

Chapter 1

Research Methodology

• The tools used were Questionnaire on organization climate, semi-structured and un-structured interviews, discussion with the employees and regular observation of the work of the organization. The Questionnaire consists of 45 questions. Some of the questions are included on YES or NO and rest of the questions on a 5 point scale. Each Questionnaire was given to executive of OPGC (BBSR) and total number was 24.

• Sources of Data: Primary sources of data included interaction with HR managers and employees.

Chapter 2

Literature Survey• About Organizational Climate The organizational climate is a reflection of thoughts, perceptions, emotions and feelings of people. Climate surveys give employees a voice to assist in making desired transitions as smooth as possible. It

also serves as a basis for quality improvements. By identifying areas of inefficiency and acting on performance barriers identified by employees of all levels, an organization gains a fresh and different perspective.

Organizational climate surveys increase productivity. Survey analysis identifies areas of employee satisfaction and dissatisfaction to facilitate management in the creation of greater workplace harmony and, therefore, increased productivity.

• Factors • 1. Clarity: everyone in the organization knows what is expected of them.• 2. Standards: challenging but attainable goals are set.• 3. Responsibility: employees are given authority to accomplish tasks.• 4. Flexibility: there are no unnecessary rules, policies and procedures.• 5. Rewards: employees are recognized and rewarded for good performance.• 6. Team commitment: people are proud to belong to the organization.

• Motives (Achievement, Influence, Control, Extension, Dependency, Affiliation)• Measure• Aspects

Chapter 3

Measures

1. Individual’s satisfaction with their job and working conditions – Factors such as: role clarity; role over load; working arrangements; intrinsic and extrinsic rewards;

Opportunities to develop; physical work environment; access to resources; e: g-lack of information/authority; equipment and time.

2. Individual satisfaction with their managers – Factors related to how management treats employees, such as :perceived justice and fairness (performance

management and appraisal, application of rewards, honesty); management behavior (e: g -communication, decision making, involvement, empowerment, support and approach ability); and trust in managers.

3. Individual’s satisfaction with team work and the way people work together – Factors such as; team morale; clarity of team purpose; goals and time frames; obstacles to performance(e:g

–politicking; red tape); support and collaboration; interpersonal relationship; communication; and diversity.

4. Individual’s satisfaction with the leadership of the organization – Factors such as; organizational structure, strategy efficiency and effectiveness of leadership process

(communication, decisions, change management); and overall satisfaction with the leadership of the organization.

Chapter 3

ASPECTS COVERED:

a. Personnel Policies- I. Recruitment - ii. Selection - iii. Performance appraisal – iv. Promotion – v. Compensation – vi. Training and development – vii. Grievance – viii. Attrition –

b. Environment –

c. Team Work- d. Management effectiveness- e. Competency- f. Commitment- g. Involvement-

Chapter 3

OPGC Review

Orissa power Generation Corporation limited (OPGC) was incorporated as a wholly owned government company on November 14, 1984 under the company act 1956. Accordingly OPGC set up two units of 210MW each under phase I of Ib Thermal power station (ITPS) in the Ib valley area. Unit 1 was commissioned on December 21, 1994 and unit 2 on June 20, 1996. The total project cost for phase I was Rs 11,350 million.

POWER SECTOR REFORMS: Govt. of Orissa as part of the reform process in the energy sector, has divested

49% of its share capital in favour of strategic investor namely AES Corporation, USA in the month of January, 1999.

Shareholder Percentage No. of Shares Amount(Rs. In cores)

Govt. of Orissa 51.00 25,00,109 250.0109AES India pvt.ltd. 16.25 7,96,178 79,6178AES OPGC Holding (incorporate in Mauritius)

32.75 16,05,887 160.5887

100 49,02,174 49,02,174,000

SHARE HOLDING:

Chapter 4

OBJECTIVE OF OPGC: The objective of the OPGC is to provide safe, clean, reliable power to

the community and give the utmost priority to safety its own employees, contract, laborers, visitors, suppliers, vendors etc.

VISION & GOAL: • To be one of the best and reliable power utilities of India.• To make every work place a safe work place.• To keep the environment clean.• To be socially responsible for employees and society.

Chapter 4

• OPGC give the advertisement in press and also distribute circulation among department of govt. and public sector enterprise where candidates with requisite qualification and experiences are likely to be available. It makes personal contact for recruitment to posts requiring specialized knowledge or expertise and or exceptional ability, qualification and merit.

• Selection is conducted by corporate selection committee (CSC). The CSC evaluates career record, if considered necessary by the chairman. It is conducted through written test and interview.

• OPGC notifying the vacancies to the local employment exchanges, advertising the vacancies in daily news paper having good circulation in the concerned locality and by notifying the vacancies in the notice boards of the establishment. This applications received within the stipulated date which are complete in the relevant required details will only be considered.

• There shall be two selection committees, one for recruitment of w-1 & w-2 grades and the other for grade w-3 and above. The selection committee for direct recruitment to w-1 and w-2 grades shall be constituted by the unit head and direct recruitment of grade w-3 and above shall be constituted by managing director.

RECRUITMENT AND SELECTION FOR NON EXECUTIVES:

RECRUITMENT AND SELECTION FOR EXECUTIVES:

Chapter 5Organisational Climate at OPGC

Continued..

TRAINING & DEVELOPMENT: OPGC provides to every employee 5days training programs compulsory. It includes in-house

training, behavioural training and so on according to the requirements of the employees. In development program it includes: 1. Management development program 2. Skill development 3. Safety, Health and Environment program 4. Seminar, Conference and workshop 5. Quality circle and conventions.

PERFORMANCE APPRAISAL: There are two types of performance appraisal for executive and non-executive. For executive; it is measure performance management system. It conducted once in a year that is 1st April to 31st March as a financial year. For non- executive; it is conducted from 1st January to 31st December on the basis of calendar year In non-executive; the grade W1, W2 and W3 are measured by two tire system. This two tire systems consist of Reporting and Reviewing. But W4, S1, S2 and SG are measured by 3 tire systems. In 3 tire systems; there are Reporting, Reviewing and Counter sign.

Chapter 5

COMPENSATION AND BENEFITSSL. NO DATE PERCENTAGE

OF D.A1 1.7.2006 2%

2 1.1.2007 6%

3 1.7.2007 9%

4 1.1.2008 12%

5 1.7.2008 16%

6 1.1.2009 22%

OPGC increase D.A two times in a year. It shows the date from 2006 to 2009 at given above.OPGC increase D.A two times in a year. It shows the date from 2006 to 2009 at given above.

OPGC also provides house rent allowance 20% at Bhubaneswar and Cuttack; 10% at ITPS/Berhampur and other locations.OPGC gives other benefits such as education loan for children and higher education facility of employees for their career growth. The education loan shall attract a simple interest rate of 6% per annum.

Chapter 5

ATTRITIONSl. No Year Resignation Retirement Death Termination/

DismissTotal

1 2006 5 2 2 - 9

2 2007 27 - - 4 31

3 2008 14 2 4 1 21

4 2009 up to July 9 1 2 1 13

Total 55 5 8 6 74

Attrition rate is so high in OPGC because more resignation is occurred; compare to the retirement, death and termination/dismiss. The main reason is that the other organization provides better pay, better career development and better opportunity. It is particularly happened in senior and middle level executives.

Chapter 5

Organization Structure Of OPGC

BOARD OF DIRECTOR

Managing Director Director of Finance

Senior General

Secretarial H.R Project Manager Finance

Company Senior General Manager

Secretary Manager (S.G.M.) Deputy General Senior

Manager Manager

Manager Deputy Manager

Manager Manager

Director of Operation Deputy Manager

Assistant manager

Account Officer

Chapter 5

ENVIRONMENT

16.67%

45.83%12.50%

12.50%12.50%

My work Area offers me clean and well organized working envi-ronment Strongly Agree

AgreeNeutralDisagreeStrongly Disagree

12.50%

29.17%

20.83%

29.17%

8.33%

I have resources to perform my job effectivelyStrongly AgreeAgreeNeutralDisagreeStrongly Disagree

8%

25%

46%

17%4%

My work environment is stressfulStrongly AgreeAgreeNeutralDisagreeStrongly Disagree

TEAM WORK

16.67%

29.17%33.33%

12.50%

8.33%

My team members' giving need based support to perform my role effectively.

Strongly AgreeAgreeNeutralDisagreeStrongly Disagree

12.50%

33.33%29.17%

20.83%

4.17%

My work in team is appreciated and recognized.Strongly AgreeAgreeNeutralDisagreeStrongly Disagree

12.30%

33.33%25.00%

20.83%

8.33%

The people in our team work well together.Strongly AgreeAgreeNeutralDisagreeStrongly Disagree

16.67%

29.17%

29.17%

16.67%

8.33%

Innovation /new ways of doing things are liked by all team members.


16.67%

33.33%25.00%

12.50%

12.50%

My team is effectively managed by team leader.


MANAGEMENT EFFECTIVENESS

8.33%

29.17%

20.83%

41.67%

I can communicate effectively regarding my work with senior management.

Strongly agreeAgreeNeutralDisagreeStrongly disagree

16.67%

29.17%41.67%

12.50%

Management has good understanding of what is going in our team.


12.50%

45.83%20.83%

12.50%

8.33%

I am treated respect by management.Strongly agreeAgreeNeutralDisagreeStrongly disagree

12.50%

45.83%

8.33%

20.83%

12.50%

Management takes employee suggestion seriously.Strongly AgreeAgreeNeutralDisagreeStrongly Disagree

8.33%

33.33%

29.17%

20.83%

8.33%

Management utilizes my skills effectively.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

8.33%

29.17%

29.17%

25.00%

8.33%

Management identifies the training requirement of the team members well.


Strongly agree Agree Neutral Disagree Strongly disagree0.00%5.00%

10.00%15.00%20.00%25.00%30.00%35.00%40.00%

17%

25%

38%

17%

29%

I find my job challenging

Competency


10.00%15.00%20.00%25.00%30.00%35.00%40.00%

12.50%

29.17%

37.50%

12.50%8.33%

I have been given fair amount of freedom to do my job

Strongly agree Agree Neutral Disagree Strongly disagree0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

20.83%

33.33%

25.00%

12.50%8.33%

I can handle the size of my work load


10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%

8.33%

33.33%

41.67%

8.33% 8.33%

My organization helps me to enhance my carrier development

20.83%

29.17%25.00%

16.67%

8.33%

I am willing to put extra effort when necessary to complete the assigned job.



10.00%

20.00%

30.00%

40.00%

50.00%

12.50%

41.67%

25.00%16.67%

4.17%

I had sufficient skills when I was hired to the job

Commitment

33.33%

16.67%16.67%

25.00%

8.33%

I am committed to the values of my organization

Strongly agreeAgreeNeutralDisagreeStrongly disagree

37.50%

16.67%20.83%

16.67%

8.33%

I am proud to say that I am part of OPGC family.


Compensation


10.00%15.00%20.00%25.00%30.00%35.00%40.00%45.00%

12.50%

41.67%

20.83% 20.83%

4.17%

I have got adequate information regarding my compensation and benefit


10.00%15.00%20.00%25.00%30.00%35.00%

8.33%

29.17%25.00%

33.33%

4.17%

Considering my position I am paid fairly


10.00%15.00%20.00%25.00%30.00%35.00%

13%

25%

17%

33%

13%

Overall I am satisfied with my benefit packages (TA, DA, Gratuity and Insurance etc.)

8.33%

37.50%

20.83%

29.17%

4.17%

Performance appraisal system is effectively conducted by our organization.


Appraisal System

13%

25%

46%

8% 8%

I received positive feedback and to be improved in some accept


8.33%

33.33%

37.50%

12.50%8.33%

Recommendation has taken place as per the discussion with our team leaders after the appraisal.


InvolvementInvolvement


10.00%15.00%20.00%25.00%30.00%35.00%

20.83%

33.33%

20.83%

8.33%

16.67%

Management seeks the involvement of the employees’ opinion when making important decision


10.00%

20.00%

30.00%

40.00%

50.00%

20.83%

45.83%

16.67% 16.67%

0.00%

I receive proper induction while joining OPGC

Involvement

Strongly agree Agree Neutral Disagree Strongly disagree0%5%

10%15%20%25%30%35%40%

25.00%29.17%

37.50%

8.33%

0.00%

I know what is happening in other parts of my organization


10.00%

20.00%

30.00%

40.00%

50.00%

12.50%

45.83%

25.00%

12.50%

4.17%

Organization is sensitive to individual needs

8.33%

45.83%33.33%

8.33% 4.17%

All staff has equitable access to training


Training and Development

12.50%

33.33%

37.50%

16.67%

Training and development program enhance my skill.

Strongly Agree

Agree

Neutral

Disagree

Strongly Disagree

8.33%

37.50%

41.67%

4.17%8.33%

Any change is required in training and development program (suggestion)


12.50%

37.50%

25.00%

20.83%

4.17%

I am satisfied with the training program.


Research and Findings• Personnel policies; 1st variable shows the highest percentage such as75% recruitment process is fair in OPGC. 2nd variable

indicates75% OPGC has written HR policy. 3rd variable shows 62.5% employees read the HR policy, 29.17% not read it and 8.33% has no response. 4th variable 54.17% employees are satisfied with current working environment, 37.5% employees are adjustable and rests are not satisfied. 5th variable case 16.67% employees wants to improve the T.A, 29.17% D.A, 29.17% local conveyance and 20.83% accommodation within city. But outside city around 30% employees wants to improve T.A, D.A and Accommodation. 75% employees are satisfied with telephone facility. 6 th variable; 83.33% employees are satisfied with pay structure. 7th variable; 75% employees are satisfied with education policies. 8 th variable; 58.33% are satisfied with the reimbursement of education expenses for children but 41.67% wants to improve. 9 th variable; 29.17% are not aware about other benefits.

ENVIRONMENT• The working environment is clean and well organized. As 62.50%of employees are in favour of the working environment. • The resources are sufficient for the employees to perform their job effectively. TEAM WORK• The team members are co-operative.• The new ways of the doing things are liked by all team members. MANAGEMENT EFFECTIVENESS• The employees are not satisfied with their senior management as 41.67% of employees can’t communicate regarding their

work with senior management.• Management takes employees ‘s suggestion seriously as the 60% employees are satisfied• Skills are well utilized by the management as the 41.66% of employees are in favour of management is utilization of

individual’s skill.Competency• 45.84% of the employees are in support of that their work is not challenging. So they have not much work pressure.• 41.67% of the employees are satisfied with the freedom to do their job.• 33.33% are agreeing with that they can handle the size of their work load. It means the work load is not heavier• Most of the employees viewed that they had the sufficient skills when they joined to their job.• The organization helps the employees to enhance their career development. As the 41.66% employees are satisfied.

Chapter 6

Continued..

Research and Findings

Commitment• As 50% employees are committed that they are very clear about the values of OPGC.• Most respondent gave their opinion that they are pleased about the management.

Compensation• As 50% employees are viewed that they are aware about their pay.• As the 33.33% of the employees are not satisfied with the salary whereas 25% of them are not given any suggestion.

Appraisal System• Most of the employees are not satisfied with the performance appraisal system of OPGC.• As 41.66% employees are satisfied with their team leader and only 37.50% are not satisfied .it means the team leaders are

cooperative.

Involvement• Most of the employees as the 45.83% are satisfied about the orientation.• 50% employees agree about their involvement with the management in decision making process.• 50% employees are satisfied with OPGC being sincere on individual needs.

Training and Development• 50% employees agree upon the training and development program improves the skill.• 45.83% employees are satisfied with the existing training programs whereas 54.17 % are not satisfied. It means the

employees need efficient & effective training.

Chapter 6

Limitations of the study

Although the study was based on the primary data for the relevant sources of information. This is not free from limitations. They are:-

o The study was carried out within the corporate office in Bhubaneswar which restricted the scope of the study.

o The study includes the white collar workers and not the entire levels of the management. o The study lacks the visit to the actual plant site where actual working conditions would have

been determined.

o The study was limited to a brief period of 6weeks only. Most of the time was spent in preparation of the questionnaire. Also due to the busy schedule of the employees responses were delayed and subsequently less time was spent in analyzing the results.

o The questionnaires include ranking order which is difficult to reflect the actual response.

Chapter 6

Conclusion

The purpose of the study was to determine the aspects of organizational climate that promote and enhance job satisfaction, to determine the degree of job satisfaction among the organizational employees and to recommend changes that can be made to improve job satisfaction, performance levels and reducing the turnover wastage.

The climate study indicates that OPGC has talented, skilled and motivated workforce to meet its present requirements and take up future challenges of expansion.

The climate study identifies the employees’ perception and perspectives of OPGC employees.

The study included a five point questionnaire that included the characteristics those were relevant in understanding the motivational levels, orientations and processes and the effectiveness of the organizational processes.

The questionnaire was administered on 24 staff from various levels of management and nearly 50 % of the population believed that they were groomed under conducive work environment that fostered career growth and development opportunities where as 45.83 % of the population were dissatisfied with the prevailing climate and expressed need for improvement in the existing work practices.

Chapter 7

SUGGESTIONAll team members are cooperative and supportive with each other, but their contribution towards the decision making, ideas are negligible. By which the ideas are not utilized to their optimal level to get the best possible output in their work. For this priority should be given to all team members to contribute their innovative ideas at work.

The lack of communication between the senior management and employees can affect the productivity of the organization. So this communication gap has to be resolved and there should be a two way effective communication between the senior management and the employees in order to bring changes in organization.

Employees are satisfied with their current packages after the 6th pay commission scales were implemented, but still some feel the room for in increment in terms of project allowances and retirement pension plans.

There is a need for structuring the Human resources department so that the synergies of teams can better be driven to achieve organizational effectiveness and there is still room for improving the organizational morale.

The absence of a structured HR department does not let the organization to migrate into strategic planning and implementation aspects of HR.

Total involvement of employees in works makes achieving organizational score card easier.

The Training and Development program match the expectation level to improve the inner skill of employees but the employees should participate with a right attitude to get the maximum benefits of this program.

Chapter 8

Questionnaires

Personnel Policies:

1. The recruitment process in OPGC is fair (YES/NO).If No please give details. a. b.2. Dose OPGC has written HR policy(Y/N, Or Don’t

know)3. Have you read it(Y/N) If No please give details. No time to read Do not have access Any other4. Are you satisfied with you current working

conditions in OPGC. a. Highly satisfying b. Satisfying c. Moderate d. Adjustable e. Not satisfied.

5. What things do you to be change or Improve in HR policy.

Sl. No Item Yes/ No If Yes give suggestion1 Annual Leave 2 Sick Leave3 Casual Leave 4 Maternity / Paternity Leave 5 Compensatory Leave6 Working hours7 Working days in a week 8 a. Travel Policy Within City I.TA II. DA III .Local Conveyance iv. Payment against usage of own vehicle v. Accommodation B Outside City I .TA II.DA iii. Accommodation 9 Telephone facility

6. Are you satisfied with the pay structure? (Y/N)7. Do you think any change is required for education policies?

(Y/N) If yes, give suggestion a. b.8. Are you satisfied with the reimbursement of education

expenses for children? (Y/N)9. Are you aware about the other benefit? (Y/N)

Chapter 9

Ranking: Strongly AgreeAgreeNeutralDisagreeStrongly disagreeEnvironment:10. My work Area offers me clean and well organized working environment 1 2 3 4 511. I have resources to perform my job effectively 1 2 3 4 512. My work environment is stressful 1 2 3 4 5Team Work:13. My team members’ one giving need based support to perform my role effectively. 1 2 3 4 514. My work in team is appreciated and recognized. 1 2 3 4 515. The people in our team work well together. 1 2 3 4 516. Innovation /new ways of doing things are liked by all team members. 1 2 3 4 517. My team is effectively managed by team leader. 1 2 3 4 5Management effectiveness:18. I can communicate effectively regarding my work with senior management. 1 2 3 4 519. Management has good understanding of what is going in our team. 1 2 3 4 520. I am treated respect by management. 1 2 3 4 521. Management takes employee suggestion seriously. 1 2 3 4 522. Management utilizes my skills effectively. 1 2 3 4 523. Management identifies the training requirement of the team members well. 1 2 3 4 5

Competency:24. I find my job challenging. 1 2 3 4 525. I had sufficient skills when I was hired to the job. 1 2 3 4 526. I have been given fair amount of freedom to do my job. 1 2 3 4 527. I can handle the size of my work load. 1 2 3 4 528. My organization helps me to enhance my carrier development. 1 2 3 4 5Commitment:29. I am willing to put extra effort when necessary to complete the assigned job. 1 2 3 4 5 30. I am committed to the values of my organization. 1 2 3 4 531. I am proud to say that I am part of OPGC family. 1 2 3 4 5Compensation:32. I have got adequate information regarding my compensation and benefit. 1 2 3 4 533. Considering my position I am paid fairly. 1 2 3 4 534. Overall I am satisfied with my benefit packages (TA, DA, Gratuity and Insurance etc.) 1 2 3 4 5Appraisal System:35. Performance appraisal system is effectively conducted by our organization. 1 2 3 4 536. I received positive feedback and to improve in some aspects. 1 2 3 4 537. Recommendation has taken place as per the discussion with our team leaders after the appraisal. 1 2 3 4 5 Involvement:38. I receive proper induction while joining OPGC. 1 2 3 4 539. Management seeks the involvement of the employees’ opinion when making important decision. 1 2 3 4 540. Organization is sensitive to individual needs. 1 2 3 4 541. I know what is happening in other parts of my organization. 1 2 3 4 5 Training and Development42. All staff has equitable access to training. 1 2 3 4 5 43. Training and development program enhance my skill. 1 2 3 4 5 44. I am satisfied with the training program. 1 2 3 4 5 45. Any change is required in training and development program. 1 2 3 4 5

Chapter 9

BIBLIOGRAPHY

• Khanka S.S. Human Resources Management • Rao V.S.P Personnel/Human Resource Management • Rao P.Subba Prof. Essentials of Human Resource Management (2008) • Aswathapa K Human Resource & Personnel Management (2008) • Dessler Gary Human Resource Management • Pareek,U Understanding Organizational Behaviour, Oxford New Delhi • (2006) • Stephen P. Robbins Organizational Behaviour. (1995) pp.600-619• • L M PRASAD Organizational Behaviour. (2005) pp.411-436

• OPGC HR Manual• OPGC HR Circular• Times ascent REFERNCES:• www.opgc.co.in• www.google.com

Chapter 10

Q & A

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organizational climate survey