Project Report GKN Sinter Metals

INTRODUCTION
Job Satisfaction
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. While researchers and practitioners most often measure global job satisfaction, there is also interest in measuring different "facets" or "dimensions" of satisfaction. Examination of these facet conditions is often useful for a more careful examination of employee satisfaction with critical job factors. Traditional job satisfaction facets include: co-workers, pay, job conditions, supervision, nature of the work and benefits."
Job satisfaction, a worker's sense of achievement and success, is generally perceived to be directly linked to productivity as well as to personal wellbeing. Job satisfaction implies doing a job one enjoys, doing it well, and being suitably rewarded for one's efforts. Job satisfaction further implies enthusiasm and happiness with one's work. Job satisfaction is the keying radiant that leads to recognition, income, promotion, and the achievement of other goals that lead to a general feeling of fulfillment.
Importance to Worker and Organization

Frequently, work underlies self-esteem and identity while unemployment lowers self-worth and produces anxiety. At the same time, monotonous jobs can erode a worker's initiative and enthusiasm and can lead to absenteeism and unnecessary turnover. Job satisfaction and occupational success are major factors in personal satisfaction, self-respect, self-esteem, and self-development. To the worker, job satisfaction brings a pleasurable emotional state that often leads to a positive work attitude. A satisfied worker is more likely to be creative, flexible, innovative, and loyal. For the organization, job satisfaction of its workers means a work force that is motivated and committed to high quality performance. Increased productivity the quantity and quality of output per hour worked seems to be a byproduct of improved quality of working life. It is important to note that the literature on the relationship between job satisfaction and productivity is neither conclusive nor consistent. However, studies dating back to Hertzbergs (1957) have shown at least low correlation between high morale and high productivity, and it does seem logical that more satisfied workers will tend to add more value to an organization. Unhappy employees, who are motivated by fear of job loss, will not give 100 percent of their effort for very long. Though fear is a powerful motivator, it is also a temporary one, and as soon as the threat is lifted performance will decline.
Creating Job Satisfaction

How is job satisfaction created? What are the elements of a job that create job satisfaction? Organizations can help to create job satisfaction by putting systems in place that will ensure that workers are challenged and then rewarded for being successful. Organizations that aspire to creating a work environment that enhances job satisfaction need to incorporate the following:

Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to "put his or her signature" on the finished product Opportunities to use one's talents and to be creative Opportunities to take responsibility and direct one's own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback. Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion
Probably the most important point to bear in mind when considering job satisfaction is that there are many factors that affect job satisfaction and that what makes workers happy with their jobs varies from one worker to another and from day to day. Apart from the factors mentioned above, job satisfaction is also influenced by the employee's personal characteristics, the manager's personal characteristics and management style, and the nature of the work itself. Managers who want to maintain a high level of job satisfaction in the work force must try to understand the needs of each member of the work force.
Managers who are serious about the job satisfaction of workers can also take other deliberate steps to create a stimulating work environment. One such step is job enrichment. Job enrichment is a deliberate upgrading of responsibility, scope, and challenge in the work itself. Job enrichment usually includes increased responsibility, achievement. Good management has the potential for creating high morale, high productivity, and a sense of purpose and meaning for the organization and its employees. Empirical findings show that job characteristics such as pay, promotional opportunity, task clarity and significance, and skills utilization, as well as organizational characteristics such as commitment and relationship with supervisors and co-workers, have significant effects on job satisfaction. These job characteristics can be carefully managed to enhance job satisfaction. recognition, and opportunities for growth, learning, and
Workers' Roles in Job Satisfaction
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction:
Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition.
Develop excellent communication skills. Employers value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a vital role in job satisfaction.
Learn to de-stress. Plan to avoid burnout by developing healthy stressmanagement techniques.
COMPANY PROFILE
GKN Sinter Metals Limited, C-18, MIDC, Ahmednagar 414 111. (MS) Ph. No. 2778575, 2777981
INTRODUCTION:Pioneering the manufacture of sintered products in India, GKN PLC, UK Owned by August 2002. GKN has consistently maintained its leadership in this technology in India and has grown to keep pace with the changing market needs. GKNs In-house designing and tool making capabilities together with its extensive manufacturing and development facilities have made possible. A wide variety of tailor made parts to meet the exacting requirements of customers with short lead times. The range of sintered products manufactured by GKN include sintered structural parts, self lubricating. The range of metal powders manufactured by GKN includes Copper and Tin. A strong customer oriented approached backed by ongoing investment in increasingly sophisticated equipment and facilities are responsible for an ever widening range of products. Sintered products manufactured at GKN find applications in passenger cars, commercial vehicles, farm machinery, two and three wheelers, auto ancillaries, domestic appliances, business machines, diesel engines, electrical and electronic equipments, textile machinery and power tools. GKNs products meet a substantial part of the O.E.M and replacement market requirements in India and are also being exported to many countries. GKN has two manufacturing locations i.e. Pune and Ahmednagar plants.
History of the Company:

GKN Sinter Metals Ltd. is German base company established in Ahmednagar on 15th September 1994. Initially it was known as Mahindra Sinter Products Limited, which was takeover by GKN Sinter Metals Limited On 08th August 2002. Before August 2002 Mahindra Sinter Products Ltd. Was initially working with collaboration with GKN with 49-51 shares Respectively. The total shares was taken by GKN in 2002 and become the Owner of the both Plants of GKN i.e. of Pune and Ahmednagar. GKN Sinter Metals Ltd. has its Head Office at Bonn, in Germany, which is 100 years old groups having its subsidiaries all over the world in 27 Countries. In India GKN Sinter Metals have three branches out of which two Are in Maharashtra in Pune and Ahmednagar, one is Noida, near New Delhi which is known as M/s. GKN Driveline India Ltd. In Ahmednagar GKN Sinter Metals is situated in Plot no. C-18, MIDC. There are 320 employees working in the company at various levels such as Managerial Staff, workmen, and trainees.
Products:
GKN Sinter Metals Limited is the only monopoly company in the world for Manufacturing Sintered Bushes and Parts and structural parts which are self Lubricant. These parts as used in two wheeler and four wheeler vehicles and Domestic appliances such as Mixer, Fans, Grinder etc, Another manufacturing of Metal powder such as Copper Powder, Tin Powder of various grades such as 100 mesh, 200 meshes etc.
List of Top 10 customers :

M/s. Gabriel India Limited, M/s. Maruti Udyog Limited, M/s. Uma Precision Limited M/s Bajaj Tempo Limited, M/s TATA Locomotive Company Limited, M/s. Vest ion Power Trains Pvt. Limited, M/s. Delphi India Limited, M/s. Godrej Electrical Limited, M/s. Yamaha Motors Limited.
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MANUFACTURING PROCESS OF SINTERED BEARINGS & PARTS
RAW POWDERS & ADDITIVES BLEDNING
COMPACTING INTO VARIOUS SHAPES IN MECHANICAL PRESSES
SINTERING IN ELECTRICALLY HEATED FURNACES TO STRENGTHEN METAL BOND IN ABOVE SHAPES
OIL IMPREGNATION OF ABOVE BUSHES FOR LUBRICATION, HEAT TREATMENT FOR HARDENING ABOVE PARTS ETC.
STATE OF MATERIAL IN PROCESS FINISHED BEARINGS & PARTS
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BASIC PRODUCTION PROCESS FOR BEARING & PARTS

1. MIXING OR BLENDING : Raw Materials Consists of Accurately Controlled High Purity, Metal Powders of Proper Shape and Size Distribution. These Metal Powder Constituents are mixed in Double Cone or Y-Cone Blenders together with small quantity of powdered lubricants to get a Homogenous Blend. Copper, Iron and Tin Metal Powders are Largely Used. 2. GREEN COMPACTING OR FORMING : The Powder Blend is fed into a Precision Die and compressed by means of a Lower and Upper punch to the Desired Shape and Size at room Temperature. This is done on Automatic Powder Compacting Presses Which are either Hydraulic or Mechanical with different pressing Models i.e., either Ejection Type or Withdrawal Type and fitted with or without Electronic Monitoring of Pressing Cycle.
3. SINTERING :
After Compacting the Parts are sintered by passing them through the Sintering Furnace under controlled Temperature and Protective Atmosphere. This operation is carried out on Continuous Mesh Belt Conveyor Furnaces with Precise control of Temperature and time to impart the requisite strength to the Components. 4. SIZING OR COINING : After Sintering some Parts are ready for Service. However, where very close Tolerances are specified for Increased Density is desired, the Parts are subsequently sized or repressed. This involves putting the Parts into a Die similar to the one used for the Compacting and repressing them. Since the Parts tend to have the same finish as the Die, Pressing usually improves the Surface Finish of the Parts, As well as, the Dimensional Accuracy.
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AFTER OPERATIONS:
Depending Upon the Material, Individual Customer Requirements and Specific Applications, Sintered Parts are also subsequently Oil Impregnated, Steam Treated or Heat Treated to improve surface Properties. Similarly, certain features may require some Machining E.G. Cross Holes.
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COPPER
AUTOMISATION
PROCESS
COPPER SCRAP
MELT IN INDUCTION FURNACE
ATOMISE THE MOLTEN COPPER IN CLOSED CHAMBER WITH HIGH PRESSURE WATER JET
REMOVE THE WATER FROM THE COPPER SLURRY BY VACUUM FILTER
REDUCING TO COPPER CAKES IN ELECTRIC HEATED FURNACE
GRINDING COPPER CAKES TO POWDER IN CLOSED CHAMBER
SIEVING TO REMOVE OVERSIZE OVER SIZE BLENDING THE SIEVED COPPER POWDER
INSPECTING AND PACKING
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COPPER AUTOMISATION PROCESS PRODUCTION STAGES 1. Raw Material: Process will use copper scrap. Copper scrap is accepted without reservations by environmental agencies world over since it is a metal scrap. 2. Melting: The first stage of the process is melting copper scrap in an induction furnace. Melting in Induction furnace is clean operation as opposed to melting in conventional oil-fired rotary furnaces, as there is no contamination of atmosphere due to sulphur and other contaminants burning from furnace oil. Also there are no additives for forming any type of reducing stages as in arc furnaces. Special fume collector rings will be provided as part of the induction furnace, and smoke scrubbing air pollution control equipment will be installed as part of furnace equipment. 3. Atomizing: Cold water from a re-circulation tank will be pumped through special nozzles to form a high-pressure jet over a stainless steel chamber. The molten copper will be poured over the water jet. The high-pressure water jet will disintegrate the molten stream of copper into powder. The atomized copper powder will be collected as slurry along with the water in the stainless steel chamber below the jet system. 4. De-watering the slurry: The copper powder water slurry so collected will now contain 95% water and 5% copper powder particles. The slurry will be pumped into a vacuum filtration equipment which has a continuously moving rubber band with holes covered by fine synthetic fabric band. The water will be sucked through the holes in the fabric leaving the powder on top. The water so collected will be filtered and pumped into the water re-circulation tank and will be reused. The powder deposited on the fabric band will be automatically scraped off on to the continuously moving belt of the electrically heated reduction furnace.
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Next Processing Stages: The next processing stages which is reduction of de- watered copper slurry (with Oxygen picked up from atomization) , followed by grinding of reduced copper cakes , sieving to remove over sizes , blending the finished copper powder , inspecting and packing.
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TIN POWDER MANFACTURING PROCESS
TIN INGOTS
MELTING
AIR ATOMISATION IN TOTALLY SEALED ENCLOSURE
SIEVEING
OVERSIZE
TIN POWDER
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THEORETICAL BACKGROUND
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Positive Climate Index

Positive Climate Index- What is it? Why do we measure it? How do we measure it? Process benefits KPI
Positive Climate Index- What is it? Positive Climate Index: a combination of questions which are considered to be an overall indicator of positive climate. Employee engagement questions Question regarding adequacy of information and influence considering employee relationships with supervisors and location leadership Positive climate is correlated to business performance. Why Measure Positive Climate? When you can measure what you are speaking about and express it in numbers, you know something about it; but when you cannot measure it, when you cannot express it in numbers, your knowledge of it is of a meager and unsatisfactory kind; it may be the beginning of knowledge, but you have scarcely, in your thoughts, advanced it to the stage of science. Sir William Thompson, Lord Kelvin (1824-1907) You cant improve what you cant measure.
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To pinpoint areas of concern; get beneath the surface. To follow up and observe long term trends. To monitor programmed impact. To gain input to future decisions. To add a communication channel. To drive and measure organizational change.
How do we measure PCI? Who Senior member of management assisted by HR facilitator. Cross-section of employees (skip-level) What Question anonymous survey taken at beginning of meeting. Presentation by manager. Feedback and discuss survey results in meeting to gain insight/solutions. Publish minutes. Sample standard work and process map are available. Interactive Discussion of Survey Results Top 3 responses Reasons? Appreciative Enquiry How could we improve these scores? Bottom 3 responses Reasons? How could we improve these scores? Listen dont be defensive or dismissive
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Where and when? Every location Monthly Cross Functional / Multiple Levels Groups of 10-20
Process Benefits Provide employees with exposure to senior management (and vice versa) Communicate key business messages to employees Provide forum for upward communication by employees Provide regular supplement to all employee surveys conducted every 1-3 years Identify and address Areas for Improvement (AFIs)
KPI Single plants Regions Division Trends and correlations Targets KPI collection
After measurement comes action

An attitude survey is like a hand grenade- once you pull the pin you have to do something with it. Otherwise it may hurt you rather then help you
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Employee Survey Feedback Report

This report provides the data from the employee survey for: Ahmednagar Sinter Metals.
General Information Rating System Possible Responses to Question: 1. Strongly Disagree 2. Disagree 3. Agree 4. Strongly Agree 5. Neither agree nor disagree In addition to the response distribution, for each question there is a rating.
The rating shows how strongly people agreed (or disagreed) on a scale of 0-100.
If everyone strongly agreed then the rating would be 100.
If everyone strongly disagreed then the rating would be 0.
A rating of 50 means that the strength of agreement is equal to the strength of disagreement.
A color code is used for ease of reference.
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General Information Definitions Manager = the person you directly report to, for example, your supervisor or team leader. GKN= all of GKN as an organization including your location, e.g., Hoeganaes Cinnaminson, Driveline Celaya, Walterscheid, Addison Filters, Henschen Axles, Aerospace Melbourne. Location = the site where you are physically located.
Leadership = all management including your direct manager.
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General Information demographics The only demographic information collected was function. Results by function will only be reported for groups of more than 7 people. Function:Purchasing Quality Supply chain Lean Operations Management Operations Manufacturing Engineering Operations Production Administration/Secretarial & Clerical Staff Finance & controlling/Corporate Audit Human Resources/Communications Company Secretarial/Group Legal/Group Secretarial/Group risk management Sales & Marketing (includes Customer Service) Engineering (Product Engineering excludes Manufacturing Engineering) General Management (Executive Committee only) Global Product Launch
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Report Sub Categories: Positive Climate Index (PCI)

A combination of question considered to be an overall indicator of a positive climate for employee engagement. 1. Employee engagement questions. 2. Questions regarding adequacy of in formation and influence considering employee relationships with managers and leadership. Provides a datum point for further regular measurement using the PCI.
Business Excellence (BE) Enablers 1. Leadership 2. Policy & Strategy 3. People 4. Partnerships & Resources 5. Processes
Business Excellence (BE) Results 1. Customer Results 2. People Results 3. Society Results 4. Key Performance Results
Positive Climate Index 1. Employee Engagement 2. Information Adequacy / Mgr Relations
Other
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1. HSE 2. Quality
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Report sub categorizes : Align with Business Excellence (BE)
Enables
Results
People
People
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Leadership Processes
Policy and Strategy
Customer Results
Key Performance Results
Partnership
Society Results
Innovation and Learning
Positive Climate Index Average score of Employee Engagement and Information Adequacy/Manager Relations sub-categories PCI = Employee Engagement + Information Adequacy/Manager Relations 2 Provides datum point from which improvement is measured in future monthly PCI sessions
Next Steps: Communication of results to all employees Action planning through Site Steering Committee Embed into CI plans Communication of action plans Measurement of Improvement Regular Positive Climate Index (PCI)
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RESEARCH METHODOLOGY
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OBJECTIVES OF THE STUDY
To find that whether the employees are satisfied or not.
To analyze the companys working environment.
To check the Degree of satisfaction of employees.
To find that they are satisfied with their job profile or not.
To find that employees are working with their full capabilities or not.
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DATA COLLECTION
1. Primary Data
Personal Investigation Observation Method Information from correspondents Information from superiors of the organization Questionnaire
2. Secondary Data
Published Sources such as Journals, Government Reports, Newspapers and Magazines etc.
Unpublished Sources such as Company Internal reports prepare by them given to their analyst & trainees for investigation.
Websites like GKN Sinter Metals official site, some other sites are also searched to find data.
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Scope of the Study

The scope of the study is very vital. The Human Resource department can use the facts and figures of the study and can take benefits from the findings of the study. Scope for personnel department Some employees have the complaints or facing problems regarding the job. So the personnel department can use the information to make efforts to avoid such complaints. Sample Size:Questionnaire is filled by 50 employees of GKN Sinter Metals, Ahmednagar. The questionnaire was filled in the office and vital information was collected which was then subjects to: A pilot survey was conducted before finalizing the questionnaire. Data collection was also done with the help of personal observation. After completion of survey the data was analyzed and conclusion was drawn. At the end all information was compiled to complete the project report .
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LIMITATIONS OF STUDY
1. Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored. 2. Small no. of respondents: Only 50 employees have been chosen which is a small number, to represent whole of the population. 3. Unwillingness of respondents: While collection of the data many employees were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.
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ANALYSIS
&
INTERPRETATION
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Analysis & Interpretation:-
1. I am made aware of changes in the company that affect me.
Strongly agree 14
Agree 33
Disagree 3
Neither agree nor disagree 0
Strongly Disagree 0
6% 28%
0%
66%
Agree Disagree Neither agree nor disagree
Strongly agree Strongly Disagree
Interpretation:36
This graph shows that 28% of employees strongly agree about the point ,66% of employees agree on the point, 0% neither agree nor disagree, 6% disagree and rest 0% of employees are strongly disagree.
2. I receive feedback on my ideas for improvement.
Strongly agree 21
Agree 27
Disagree 2
Strongly Disagree 0
4% 0%
42%
54%
Interpretation:This graph shows that 42% of employees strongly agree about the point ,54% of employees agree on the point, 0% neither agree nor disagree,4% disagree and rest 0% of employees strongly disagree.
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3. My manager listens and communicates effectively.
Strongly agree 18
Agree 32
Disagree 0
Strongly Disagree 0
0% 36%
64%
38
4. Companys values are demonstrated by all levels of leadership.
Strongly agree 15
Agree 31
Disagree 4
Strongly Disagree 0
8% 30%
0%
62%
39
5. I am encouraged to suggest ideas to improve our way of doing things.
Strongly agree 19
Agree 27
Disagree 4
Strongly Disagree 0
8%
0%
38%
54%
Interpretation:This graph shows that 38% of employees strongly agree about the point ,54% of employees agree on the point, 0% are neither agree nor disagree,8% disagree and rest 0% of employees strongly disagree.
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6. I am able to talk in confidence with my manager about matters that are important to me.
Strongly agree 18 Neither agree nor disagree 3 Strongly Disagree 0
Agree 29
Disagree 0
0%
6%
36%
58%
Agree
Strongly agree
Disagree
Strongly Disagree
Neither agree nor disagree
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7. I receive information to do my job effectively.
Strongly agree 9
Agree 36
Disagree 5
Strongly Disagree 0
10% 18%
0%
72%
Interpretation:-
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This graph shows that 18% of employees strongly agree about the point ,72% of employees agree on the point, 0% neither agree nor disagree,10% disagree and rest 0% of employees strongly disagree.
8. My contribution to the business is recognized.
Strongly agree 12
Agree 34
Disagree 0
Strongly Disagree 0
0% 24%
8%
68%
Interpretation:-
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9. There is high level of trust between employees and leadership.
Strongly agree 10
Agree 38
Disagree 2
Strongly Disagree 0
4% 0% 20%
76%
Interpretation:-
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10. My location places a high priority on health and safety.
Strongly agree 17
Agree 29
Disagree 4
Strongly Disagree 0
8%
0%
34%
58%
Interpretation:-
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11. My manager acknowledges good performance.
Strongly agree 11
Agree 36
Disagree 3
Strongly Disagree 0
6% 22%
0%
72%
46
12. My manager identifies poor performance and takes appropriate action.

Agree 35
Disagree 2
4% 0% 26%
70%
47
13. I have clear understanding of the results expected of me in my job.
Strongly agree 14
Agree 32
Disagree 4
Strongly Disagree 0
8% 28%
0%
64%
48
14. I am encouraged to develop in my role.
Strongly agree 10
Agree 35
Disagree 0
Strongly Disagree 5
0% 20%
10%
70%
Strongly agree
49
Strongly Disagree
15. I receive regular feedback about my performance in my role
Strongly agree 11
Agree 37
Disagree 5
Strongly Disagree 0
9% 21%
0%
70%
50
16. My location makes a positive contribution to the local community.
Strongly agree 13
Agree 34
Disagree 3
6%

0%
Strongly Disagree 0
26%
68%
51
17. I help to improve health and safety in my working environment.

Strongly agree 32% 16
0% 6%
Agree 31
Disagree 0
Strongly Disagree 0
62%
Strongly agree
52
Strongly Disagree
18. I receive information about what our customers think of our products and services.
0% 8%
Strongly 22% agree 11
Agree 35
Disagree 0
Strongly Disagree 0
70%
Strongly agree
53
Strongly Disagree
19. The company offers equal opportunity for all.

4% 0%
Strongly agree 15
30%
Agree 33
Disagree 2
Strongly Disagree 0
66%
Strongly Agree
54
Strongly Disagree
20. I plan to stay with the company over the next 12 months.
24%
Strongly agree 0% Agree 9 29

18%
Disagree 0
Strongly Disagree 0
58%
Strongly Agree
55
Strongly Disagree
21. We work together well to achieve objectives.

Agree 20
Disagree 3
56
6%
0% 40%
54%
Strongly Agree Strongly Disagree
22. I have career opportunities with the company.

Agree 25
Disagree 0
57
0%
14%
50% 36%
23. I understand how my work contributes to the achievement of business objectives.

Agree 26
Disagree 0
58
0%
10%
38%
52%
24. I get sense of achievement from my work.

Agree 30
Disagree 3
59
6% 34%
0%
60%
25. I make the decisions that are necessary to do my job.

Agree 25
Disagree 14
60
0% 28%
50% 22%
26. At work I feel part of a team.

Agree 28
Disagree 2
61
4% 0%
40%
56%
27. I understand how my location is performing in relation to its business objectives.

Agree 31
Disagree 0
62
0%
12%
26% 62%
Interpretation:This graph shows that 26% of employees strongly agree about the point ,62% of employees agree on the point,12% neither agree nor disagree,0% disagree and rest 0% of employees strongly disagree.
28. I know about the progress my division is making towards achieving business objectives.
Agree 34
Disagree 3
63
6% 26%
0%
68%
29. I am aware of the progress being made towards the achievement of the companys business objectives.
Agree 39
Disagree 1
64
0% 20% 2% 0%
78%
30. I recommend my company as a place to work.

Agree 31
Disagree 4
65
8% 30%
0%
62%
31. There are people at work who care about me as a person.

Agree 32
Disagree 0
66
0% 24%
12%
64%
32. I enjoy being at work.

Agree 36
Disagree 5
67
10% 18%
0%
72%
33. I have the materials and equipment that I need to do my work.

Agree 33
Disagree 0
68
0% 24%
10%
66%
34. My location places a high priority on minimizing the impact on the environment.
69
Strongly agree 19
Agree 28
Disagree 0
Strongly Disagree 0
0%
6%
38%
56%
35. Those I work with are committed to doing quality work

Agree 26
Disagree 4
70
8%
0%
40%
52%
36. I believe the information provided to me by the company is worthwhile.

Agree 33
Disagree 0
71
0% 28%
6%
66%
37. I am motivated to do whatever it takes to help the company.

Agree 35
Disagree 4
72
8% 22%
0%
70%
38. I hardly ever think about leaving the company.

Agree 32
Disagree 0
73
0% 26%
10%
64%
39. Management in my department understands the problem I face in my job.

Agree 33
Disagree 0
74
0% 22%
12%
66%
40. I am inspired to do my best work everyday.

Strongly agree 18 Agree 30 Disagree 0 Neither agree nor disagree 2 Strongly Disagree 0
75
0% 4% 36%
60%
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RESEARCH FINDINGS
Findings
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1) It is found that 28% of the employees strongly agree while, 66% of the employees agree that they are aware of the changes made in the company that may affect them. 2) 42% of the employees strongly agree and 54% agree that they receive feedback on their ideas, while 2% of the employees disagree. 3) 36% of the employees strongly agree while 64% of the employees agree that their manager listens and communicate with them. 4) 30% of the employees strongly agree that companys values are demonstrated by all the levels of leadership, 62% of the employees agree while 8% disagree. 5) It is found that 38% of the employees strongly agree and 54% of them agree that they are encouraged to suggest ideas to improve the way of doing things, while 8% of the employees disagree on this. 6) 36% of the employees strongly agree and 58% of the employees agree that they can have a confidential talk with their manager about the matter which they feel important, while 6% of the employees neither agree nor disagree on this statement. 7) 18% of employees strongly agree and 72% agree that they receive information to perform their job well and 10% disagree. 8) 24% of the employees strongly agree and 68% of the employees agree that their contribution to the business is recognized, while 8% of the employees neither agree nor disagree on this statement.
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9) It is found that 20% of the employees strongly agree and 76% of them agree that there is high level of trust between the employees and leadership where 4% of the employees disagree on this. 10) 34% of employees strongly agree and 58% agree that their location places a high priority on health and safety while 8% disagree. 11) 22% strongly agree while 72% of the employees agree that their manager acknowledges good employees disagree. 12) From the information given by the employees 26% of the employees strongly agree that the manager identifies poor performance and take appropriate action, 70% of the employees agrees while 4% of the employees disagree. 13) 28% of the employees strongly agree that they have clear understanding of the results expected from them, 64% of them agree on this where 8% of the employees disagree on this. 14) 24% of the employees say that they strongly agree and 70% of the employees agree that they are encouraged to develop in their role where 10% of the employees say that they neither agree nor disagree on this. 15) It is found that 21% of the employees strongly agree where 70% of the employees agree that they receive regular feedback about their performance, where 9% of the employees feel that they do not receive any feedback on their performance. 16) 26% of employees strongly agree and 68% agree that their location contributes positively to the local community while 6% disagree. performance where 6% of the
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17) 32% of the employees strongly say that they help to improve health and safety in working environment, 62% of the employees agree and 6% of the employees neither agree nor disagree. 18) 22% of the say that they receive the information about what their customer think about there product and services, 70% of them agree on this while 8% neither agree nor disagree. 19) 66% of the employees agree that the company offers equal opportunity for all, 30% strongly agree on this where 4% of the employees disagree. 20) 18% of the employees strongly say that they are planning to stay with the company over next 12 months while 24% of the employees have not planned yet. 21) It is found that 54% of the employees strongly agree that they work together to achieve the objective of the company while 6% of the employee disagree on this statement. 22) 36% of the employees strongly say they have career opportunity with the company, 50% also agree but 14% neither agree nor disagree. 23) 38% of the employees strongly agree and 52% agree that they understand how their work contributes to the achievement of the business objectives while 10% neither agree nor disagree. 24) 34% of the employees strongly agree and 60% agree that they have sense of achievement from their job (work) while 6% disagree.
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25) 22% of employees strongly agree and 50% agree that they make decision which is necessary to do their job whereas 28% disagree. 26) 40% of employees strongly agree and 56% agree that they feel part of a team at work while 4% disagree. 27) 26% of employees strongly agree and 62% agree that they understand how their location is performing in relation to its business objectives while 12% neither agree nor disagree. 28) 26% of employees strongly agree and 68% agree that they know about the progress being made in their division towards achieving business objectives whereas 6% disagree. 29) 20% of employees strongly agree and 78% agree that they are aware of the progress being made towards achievement of companys business objectives while 2% disagree. 30) 30% of employees strongly agree and 62% agree that they recommend company as a place to work while 8% disagree. 31) 24% of employees strongly agree and 64% agree that there are people at work that care about each other as a person whereas 12%neither agree nor disagree 32) 18% of employees strongly agree and 72% agree that they enjoy being at work while 10% disagree. 33) 24% of employees strongly agree and 66% agree that they have the materials and equipments they need to perform work where as 10% neither agree nor disagree.
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34) 38% of employees strongly agree and 56% agree that their location places a high priority on minimizing the impact on the environment while 6% neither agree nor disagree. 35) 40% of employees strongly agree and 52% agree that they work with employees who are committed to perform quality work whereas 8% disagree. 36) 28% of employees strongly agree and 66% agree that they believe the information provided by the company is worthwhile and 6% neither agree nor disagree 37) 22% of employees strongly agree and 70% agree that they are motivated to perform well in the company while 8% disagree. 38) 26% of employees strongly agree and 64% agree that they hardly ever think about leaving the company and 10% neither agree nor disagree. 39) 22% of employees strongly agree and 66% agree that management understands the problems faced in their jobs while 12% neither agree nor disagree. 40) 36% of employees strongly agree and 60% agree that they are inspired to perform at their level for the company whereas 4%neither agree nor disagree.
82
SUGGESTIONS
83
SUGGESTIONS
To increase the employee satisfaction level of the employees the company should concentrate mainly on the environment and provide appropriate information with proper communication. Ideal employees should concentrate on their job.
Educational qualification can be the factor of not an effective communication.
Company should provide information and facilities to those employees who deserve it.
Company should concentrate more on the environment and surroundings of the employees.
84
CONCLUSION
85
Conclusion
o Some employees are not completely satisfied with their job although their environment is good enough. o Employees are not getting value to their work. o Some of the employees think that they are not on their actual path. o Some employees are not satisfied about the information given to them. o Some employees are not fully satisfied regarding information, communication, facilities provided to them.
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APPENDIX
87
Questionnaire
Please circle one: - 1= Strongly Disagree 2 = Disagree 3 = Agree 4 = Strongly Agree 5 = Neither agree nor disagree I am made aware of changes in the company that affect me. I receive feedback on my ideas for improvement. My manager listens and communicates effectively. Companys values are demonstrated by all levels of leadership. I am encouraged to suggest ideas to improve our way of doing things. I am able to talk in confidence with my manager about matters that are important to me. I get the information I need to do my job well. My contribution to the business is recognized. There is high level of trust between employees and leadership. My location places a high priority on health and safety. My manager acknowledges good performance. My manager identifies poor performance and takes appropriate action. I have clear understanding of the results expected of me in my job. I am encouraged to develop in my role. I receive regular feedback about my performance in my role. My location makes a positive contribution to the local community. I help to improve health and safety in my working environment. I receive information about what our customers think of our products and services. The company offers equal opportunity for all. I plan to stay with the company over the next 12 months. 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5
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We work together well to achieve objectives. I have career opportunities with the company. I understand how my work contributes to the achievement of business objectives. I get sense of achievement from my work. I make the decisions that are necessary to do my job. At work I feel part of a team. I understand how my location is performing in relation to its business objectives. I know about the progress my division is making towards achieving business objectives. I am aware of the progress being made towards the achievement of the companys business objectives. I recommend my company as a place to work. There are people at work who care about me as a person. I enjoy being at work. I have the materials and equipment that I need to do my work. My location places a high priority on minimizing the impact on the environment. Those I work with are committed to doing quality work. I believe the information provided to me by the company is worthwhile. I am motivated to do whatever it takes to help the company. I hardly ever think about leaving the company to work somewhere else. Management in my department understands the problems I face in my job. I am inspired to do my best work everyday.
1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1
2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2 2
3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3 3
4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4 4
5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5 5
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BIBLIOGRAPHY
90
BIBLIOGRAPHY & WEBLIOGRAPHY
BOOKS:1. Human Resource Management (third edition). Ashwathapa.K. 2. Human Resource Management. L.M. Prasad. 3. Human Resource Management. Monnapa. Arun.
WEBSITES:a. www.gknplc.com b. www.google.com c. www.scribd.com
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INTRODUCTION

Importance to Worker and Organization

Creating Job Satisfaction

Workers' Roles in Job Satisfaction

Learn to de-stress. Plan to avoid burnout by developing healthy stressmanagement techniques.

History of the Company:

List of Top 10 customers :

MANUFACTURING PROCESS OF SINTERED BEARINGS & PARTS

RAW POWDERS & ADDITIVES BLEDNING

COMPACTING INTO VARIOUS SHAPES IN MECHANICAL PRESSES

SINTERING IN ELECTRICALLY HEATED FURNACES TO STRENGTHEN METAL BOND IN ABOVE SHAPES

STATE OF MATERIAL IN PROCESS FINISHED BEARINGS & PARTS

BASIC PRODUCTION PROCESS FOR BEARING & PARTS

MELT IN INDUCTION FURNACE

REMOVE THE WATER FROM THE COPPER SLURRY BY VACUUM FILTER

REDUCING TO COPPER CAKES IN ELECTRIC HEATED FURNACE

GRINDING COPPER CAKES TO POWDER IN CLOSED CHAMBER

INSPECTING AND PACKING

TIN POWDER MANFACTURING PROCESS

AIR ATOMISATION IN TOTALLY SEALED ENCLOSURE

Positive Climate Index

After measurement comes action

Employee Survey Feedback Report

If everyone strongly agreed then the rating would be 100.

If everyone strongly disagreed then the rating would be 0.

A color code is used for ease of reference.

Leadership = all management including your direct manager.

Report Sub Categories: Positive Climate Index (PCI)

Positive Climate Index 1. Employee Engagement 2. Information Adequacy / Mgr Relations

Report sub categorizes : Align with Business Excellence (BE)

Policy and Strategy

Key Performance Results

Innovation and Learning

OBJECTIVES OF THE STUDY

To find that whether the employees are satisfied or not.

To analyze the companys working environment.

To check the Degree of satisfaction of employees.

Scope of the Study

Analysis & Interpretation:-

1. I am made aware of changes in the company that affect me.

Neither agree nor disagree 0

Agree Disagree Neither agree nor disagree

Strongly agree Strongly Disagree

2. I receive feedback on my ideas for improvement.

Neither agree nor disagree 0

Agree Disagree Neither agree nor disagree

Strongly agree Strongly Disagree

3. My manager listens and communicates effectively.

Neither agree nor disagree 0

Agree Disagree Neither agree nor disagree

Strongly agree Strongly Disagree

4. Companys values are demonstrated by all levels of leadership.

Neither agree nor disagree 0

Agree Disagree Neither agree nor disagree

Strongly agree Strongly Disagree

5. I am encouraged to suggest ideas to improve our way of doing things.

Neither agree nor disagree 0

Agree Disagree Neither agree nor disagree

Strongly agree Strongly Disagree

Neither agree nor disagree

7. I receive information to do my job effectively.

Neither agree nor disagree 0