A Project Report on

EMPLOYEE SATISFAXTION LEVEL IN HINDALCO INDUSTRY

Submitted as a Research project report in partial fulfillment of Degree of Master of Business Administration

Submitted to Prof. Narendra Singh

Submitted by Aniruddh Mishra (2011-2013) 4th sem Roll No -1127970004

Building Professionals with Character

HINDALCO INDUSTRIES

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 and supervision. I further certify that this project work 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 _______________ Name of the Faculty guide Prof. /Dr. __________________________

Aniruddh Mishra

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HINDALCO INDUSTRIES

Aniruddh Mishra

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HINDALCO INDUSTRIES

INDEX
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

Aniruddh Mishra

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HINDALCO INDUSTRIES

Recommendation 89 Conclusion..91 Appendix92 Bibliography 102

Aniruddh Mishra

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HINDALCO INDUSTRIES

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

LEVEL at 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.

Aniruddh Mishra

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HINDALCO INDUSTRIES

Aniruddh Mishra

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HINDALCO INDUSTRIES

INTRODUCTION
Employee 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 S h d e t e c i m t B i i s w c e u s n a i o c t l m r i l p a n y ' e s a f i s e a e e m o m o m a a s p n p d l c r e m i s n e c s e e d i s Page 8 n c r o e o y r v e n e a a s x p e s m n n p e e d b e c e r t a e e f e s m a p s l e o n t s ' n s s s t f o d m y o e e o c r o r a o r m n n m a g e n t l t p h i p e l e s s r o m y i e f a c c n e t o e s t i m o p h h n a o i i e n w n d d k e s t , n t i E m p S e l u s t h e a i a h o r y v e e t i n f n a b e d c t r e e y o r d y d t e r . e o e s a

Aniruddh Mishra

HINDALCO INDUSTRIES

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Aniruddh Mishra

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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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HINDALCO INDUSTRIES

Personal Interaction Secondary sources Previous reports on employee satisfaction Related information from internet. Books and publication

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HINDALCO INDUSTRIES

Hindalco Industries
Hindalco Industries Limited, a flagship company of the Aditya Birla Group, is structured into two strategic businesses Aluminium and copper and 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.

Aniruddh Mishra

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HINDALCO INDUSTRIES

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

Aniruddh Mishra

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HINDALCO INDUSTRIES

HISTORY OF THE PLANT (Renukoot works)

The INDAL plant at Renukoot was established in 1958 and started operations on the 23th May 1962. . This was the only unit of INDAL, which started with both the facilities - Alumina Plant and Smelter Plant. The main products of this unit are Alumina Hydrate, Calcined

metallurgical grade alumina and Special grades of aluminas and Hydrate. The Alumina Plant was set up with a capacity of 1,60,000 tons of Alumina per year and Smelter Plant had a capacity of 73,000 tons of metal per year. Due to the hike in the power rates, the plotlines in the Smelter had to be de-energized in 1995. The subsidiary of Smelter plant Carbon Paste and Block Plant is still in operation. Owing to increased demand of hydrate, aluminas and Speciality chemicals in the export market, the Alumina Plant was expanded in several stages and currently operates at about 3,40,000 T of Hydrate (as Alumina) per annum. The Specials plant a branch of Alumina plant manufacturing specialty grades of hydrate and Alumina is being operated at 60 KT per annum. The raw material-Bauxite is brought from Jharkhand Mines 300 Kms from Renukoot. About 70% of the total production is exported. The Carbon Paste and Block Plant is operated using imported raw materials (Carbon Pitch Coke) from Korea. Aniruddh Mishra Page 14

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 our values.

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 Aniruddh Mishra Page 15

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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HINDALCO INDUSTRIES

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: Aniruddh Mishra Page 18

HINDALCO INDUSTRIES

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19.

Alumina operations and production Specials Alumina R&D Alumina mechanical Boiler house Machine shop Garage PPC CPBP Civil & pump house EPD Alumina electrical E & I Smelter R&D Smelter mechanical Smelter electrical Smelter sales GM office HR Accounts Page 19

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HINDALCO INDUSTRIES

20. 21. 22. 23. 24. 25. 26. 27. 28.

Purchase Traffic Stores Exim Dispatch Systems W.C.M BRDC Corporate

In all there are around 2000 employees, who include the management, workers these all are full time enrolled people.

Marketing Indal (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. Aniruddh Mishra Page 21

HINDALCO INDUSTRIES

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.

WCM Model for Excellence and Competitive Advantage

n, M o i s Vi
, Strategy & L ission e ad e rs hip
2 Work Environment 3 (5S) JIT / Supply Chain Management

ulture & Pas dset , C sion n i M

1 Waste (MUDA) Elimination 8 Information, Systems/BPR, Technology and Cash Flows

ation & Co m p Inspir e t it io msn Tea

Quality & Quantity Cost Delivery Innovations & Intellectual Capital Productivity & Pride

4 Equipment Effectiveness/ TPM

7 Liaison, Team Force and Skill Development

Sh a re h old er s Va lu e

6 Quality First: Six Sigma/SQM & Best Practices

5 Customer Driven: Internal and External

ZERO DEFECTS Aniruddh Mishra Page 23

10-11

1011

0910

0809

0708

06-07

05-06 Rs. crore

0405

03-04

0203

01-02

US Rs. Rs. Rs. Rs. Profitabi D crore crore crore crore lity in

Rs. Rs. Rs. Rs. Rs. INDUSTRIES crore crore HINDALCO crore crore cror e

ZERO LOSSES ZERO BREAKDOWNS ZERO POLLUTION ZERO ACCIDENTS

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HINDALCO INDUSTRIES

Mn * Net sales and operatin g revenues Cost of sales 5,2 46 23,8 59 19,5 22 18,2 19,201 18,313 20 11,3 96 9,523 6,20 4,986 2,33 8 1

4,5 46

20,6 74 3,18 5 687 317 220

16,5 72 2,95 0 667

15,1 84 3,03 6 645

15 ,800 3,4 01 588

14 ,298 4,0 15 63 8 370 242

8,7 91 2,6 05 5 21 244 225

7, 247 2,276 463 270 170

4, 708

3, 1,33 741 7 994 15 4 211 46

Operatin 700 g profit Deprecia 151 tion Other income Interest and finance charges 70 48

1,50 1,245 0 317 240 177 264 218 136

260 278

637 337

493 281

Profit 571 before tax and exceptio nal items Exceptio nal items (Net) Profit before tax Tax for current year Tax adjustme nt for earlier years -

2,59 5

2,26 5

2,69 0

3,026

3,505

2,10 3

1,913

1,24 1,063 1,00 6 5

(3)

163

571

2,59 5 469

2,26 5 462

2,69 0 611

3,026

3,50 5 94 0 -

2,10 6 45 0 -

1,904

1,24 6 407

899 1,00 5 317 319

103

705

575

(2)

(11) (113 (151 ) )

(541)

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HINDALCO INDUSTRIES

(Net) Net profit 470 2,13 7 1,91 6 2,23 0 2,861 2,564 1,65 6 1,329 839 582 686

Financial position Gross fixed assets (includin g CWIP) Deprecia tion and impairm ent Net fixed assets Investm ents Net Current Assets Capital employe d Loan funds 5,3 35 23,7 51 17,4 96 14,7 13,728 12,729 83 11,2 10,096 51 7,12 6,470 3,73 6 6

1,5 06

6,70 3

6,05 9

5,50 6

4,799

4,246

3,63 5

3,169

1,91 1,607 1,04 8 1

3,8 29 4,0 99 666

17,0 48 18,2 47 2,96 4 38,2 59 7,27 2 1,28 7

11,4 38 21,4 81 2,71 6 35,6 34 6,35 7 1,36 6

9,27 7

8,929

8,483

7,61 6 3,97 1 4,1 50

6,927

5,20 4,863 2,69 8 5 3,37 2,648 1,98 7 5 1,83 3 1,9 23 1, 303

19,1 14,108 49 5,06 8 4,051

8,675 3,741

3,702 1,958

8,5 94 1,6 34

33,4 27,088 20,900 93 8,32 4 1,41 1 8,329 1,32 4 7,35 9 1,126

15,7 12,587 37 4,90 3 1,23 3 3,800 1,1 30

10,4 9,435 5,98 18 4 2,56 2,395 5 995 8 49 958 4 44

Deferred 289 tax liability (Net) Net worth Net worth represen ted by :6,6 71

29,7 00

27,9 11

23,7 17,436 12,415 58

9,60 1

7,657

6,85 6,191 4,58 8 2

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HINDALCO INDUSTRIES

Share capital Share warrants / suspense Reserves and surplus #

43 -

191 -

191 -

170 -

123 140

104 -

99 -

93 -

92 -

92 -

74 -

6,6 28 6,6 71

29,5 09 29,7 00

27,7 20 27,9 11

23,5 17,174 12,311 88 23,7 58 17,43 6 12, 415

9,50 2 9,6 01

7,564

6,76 6,099 4,50 5 7 6,8 58 6,19 4,58 1 2

7,65 7

Dividen d Preferen ce shares (includin g tax) Equity shares (includin g tax)

- 0.03

73. 4

334

301

269

265

202

247

212

172

141

101

Ratio and statistics Uni t Operatin g margin Net margin Gross interest cover Net interest cover % 1011 13.3 5 0910 15.1 1 9.81 0809 16.6 6 12.2 4 5.48 07-08 17.71 14.90 06-07 21.92 14.00 0506 22.8 6 14.5 3 11.1 9 12.6 5 04-05 23.90 13.96 0304 02-03 0102

24.1 42.6 24.97 7 4 13.5 29.4 11.68 1 2 8.77 7.51 13.5 0 26.4 3

% 8.96 Ti 5.74 mes Ti 15.9 mes 2

5.23

6.08

10.50

12.47

11.5 5

10.9 0

13.88

18.09

14.98

9.82 10.72

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HINDALCO INDUSTRIES

ROCE ROE Basic EPS $ Diluted EPS $ Cash EPS $ Dividen d per share Capital expendit ure Foreign exchang e earning on export Debt Equity Ratio

% 7.36 % 7.19 Rs. Rs. Rs. 11.1 7 11.1 6 14.7 6 150

7.14 6.86 10.8 2 10.8 1 14.5 8 135

9.04 9.39 14.8 2 14.8 2 19.1 0 135

12.21 16.41 22.23 22.11 26.80

17.93 20.66 25.52 25.52 31.87

14.7 9 17.2 4 16.7 9 16.7 9 22.0 7 220

16.55 17.36 13.48 13.48 18.18

13.6 17.5 12.71 6 6 12.2 3 8.53 8.53 11.7 6 165 9.40 14.9 7

5.92 8.67 5.92 8.67 8.61 10.6 2 135

185

170

200

135

Rs. 6,31 in 4 Cr.

2,86 0

1,12 1

1,049

1,516

1,18 8

1,097

669 1,037

701

Rs. 7,09 in 6 Cr.

5,26 8

5,14 8

6,434

6,973

3,64 3

2,605

1,29 1,028 5

337

Ti 0.24 mes

0.23

0.35

0.48

0.59

0.51

0.50

0.37

0.39 0.21

Book value Rs. per share $ Market capitalis ation

155. 14

145. 87

139. 142.09 118.97 73

97.4 0

82.54

74.1 61.5 66.95 6 3

Rs. 40,0 in 40 Cr.

34,6 82

8,85 20,260 13,963 0

19,1 12,002 96

11,2 5,73 4,943 56 4

Number of equity Nos 320, sharehol . 965 ders Number of Nos 19,3 . 41

339, 281 19,5 39

435, 335,33 520,01 064 7 9 19,8 19,667 20,366 67

396, 117,72 766 1 19,5 19,687 93

117, 153,6 35,9 124 06 55 13,6 13,75 12,9 75 2 55 Page 28

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HINDALCO INDUSTRIES

employe es Average cash LME (alumini um) Average cash LME (copper)

US 2,25 D 7

1,86 8

2,23 4

2,623

2,663

2,02 8

1,779

1,49 1,39 1,354 6 5

US 8,14 D 0

6,11 2

5,88 5

7,521

6,985

4,09 9

3,000

2,04 1,586 6

Profit & Loss - Hindalco Industries Ltd.

Mar'11 12 Months Mar'10 12 Months Mar'09 12 Months Mar'08 12 Months Mar'07 12 Months INCOME: Sales Turnover Excise Duty NET SALES Other Income TOTAL INCOME 25,255.01 1,497.87 23,757.14 0.00 24,179.33 20,516.43 1,059.45 19,456.98 0.00 19,759.10 19,641.40 1,481.59 18,159.81 0.00 18,780.91 20,943.69 1,825.68 19,118.01 0.00 19,645.96 19,921.40 1,608.47 18,312.93 0.00 18,634.06

EXPENDITURE: Manufacturing Expenses Material Consumed Personal Expenses Selling Expenses Aniruddh Mishra 2,477.32 16,032.10 1,054.39 405.32 2,138.32 12,900.91 904.90 362.94 2,375.02 11,392.95 675.05 318.54 2,026.73 12,344.82 631.07 310.60 Page 29 2,080.80 10,994.42 529.58 293.82

HINDALCO INDUSTRIES

Administrative Expenses Expenses Capitalised Provisions Made TOTAL EXPENDITURE Operating Profit EBITDA Depreciation Other Write-offs EBIT Interest EBT Taxes Profit and Loss for the Year Non Recurring Items Other Non Cash Adjustments Other Adjustments REPORTED PAT

618.87 -390.30 0.00 20,197.70 3,559.44 3,981.63 687.48 0.00 3,294.15 610.26 2,683.89 468.66 2,215.23 -117.94 39.63 0.00 2,136.92

559.19 -335.78 0.00 16,530.48 2,926.50 3,228.62 671.36 0.00 2,557.26 613.78 1,943.48 462.10 1,481.38 272.50 157.60 4.15 1,915.63

487.04 0.00 0.00 15,248.60 2,911.21 3,532.31 644.34 0.00 2,887.97 336.93 2,551.04 610.88 1,940.16 91.56 198.55 0.00 2,230.27

535.38 0.00 0.00 15,848.60 3,269.41 3,797.36 587.81 3.62 3,205.93 280.63 2,925.30 705.34 2,219.97 43.23 597.74 0.00 2,860.94

403.55 0.00 0.00 14,302.17 4,010.77 4,331.89 552.80 4.00 3,775.09 242.39 3,532.70 940.30 2,592.40 -37.61 9.54 0.00 2,564.32

KEY ITEMS Preference Dividend Equity Dividend Equity Dividend (%) Shares in Issue (Lakhs) Aniruddh Mishra 0.00 287.17 149.98 19,143.98 0.00 258.32 134.98 19,134.62 0.02 229.58 135.00 17,002.71 0.02 226.89 184.99 12,271.30 0.00 177.34 169.99 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. Aniruddh Mishra Page 31

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

ManagerLegal &PR ManagerSafety

Dy.ManagerHR

Dy.MangaerHR

Dy.ManagerMedical Services

Sr. personnel Officer

Sr. personnel Officer

Sr. personnel Officer

Sr. Security Officer

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HINDALCO INDUSTRIES

Asst. ExecutiveMedical Services

ExecutivePersonnel

Executive-CD

R Head Asst. Medical Services Jr. ExecutiveHR

Training in-charge

Company Medical Officer

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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. Aniruddh Mishra Page 35

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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) ii) Notify the vacancy to the Employment Exchange, if required. Refer to ACTIVE FILE (kept with HR dept.)

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iii) iv)

Notify the vacancy on the companys notice boards, if required. 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 Aniruddh Mishra Page 37

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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 prerequisite 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 be considered for employment. fit, he need

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, Aniruddh Mishra Page 40

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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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I.

Organizational needs Individual - behavioral / attitudinal needs Individual - functional / technical needs 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. Aniruddh Mishra Page 43

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INDIVIDUAL FUNCTIONAL / 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 register The 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 - 10 point scale in the evaluation Form.0' being poor '10' being outstanding. Employees rating 5 and below are recommended for refresher course. Aniruddh Mishra Page 45

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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 job1. 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 Page 51

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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 Aniruddh Mishra Page 53

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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 Aniruddh Mishra Page 55

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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 Aniruddh Mishra Page 56

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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 Page 57

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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
Two-Factor Theory

Theories

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 Aniruddh Mishra Page 60

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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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Doing job in alternative ways is encouraged

60 50 40 30 20 10 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree 6 3 2 39 Series1 50

Doing job in alternative ways is encouraged In Responses Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 42 55 7 3 2 % 39 50 6 3 2

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.

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Infrastructure provided enables to do job better

50 45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

Series1

Infrastructure provided enables to do job better

Responses Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 50 44 11 4 0

In % 46 40 10 4 0

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. Page 63

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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
50 45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

Series1

Materials & equipments are provided at right time and right place Responses Strongly Agree Some What Agree Some what disagree Aniruddh Mishra 39 48 15 In % 36 44 14 Page 64

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Strongly Disagree Neither agree nor disagree

6 1

6 1

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

80 70 60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree Series1

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Safety measures are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 79 72 24 22 5 1 0 5 1 0

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
45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

Series1

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Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

43 39 46 42 17 16 3 0 3 0

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.

Grievances and complaints handled in time

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

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Grievances and complaints handled in time Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 15 14 52 48 26 24 15 14 1 1

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.
Opportunity to learn & grow
50 45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

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Opportunity to learn & grow Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 49 45 45 41 10 9 5 0 5 0

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

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Cultural activities are good

60

50
40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Cultural activities are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 54 50 41 38 7 1 6 6 1 6

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.

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Communication metting is useful

45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

Series1

Communication meeting is useful Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 44 40 38 35 17 16 8 2 7 2

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

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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.
Job promotions are fair & objective
40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

Series1

Job promotions are fair & objective Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 17 16 41 38 28 26 19 17 4 4

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. Aniruddh Mishra Page 72

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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.

Welfare facilities are well maintained

70 60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Welfare facilities are well maintained Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 25 23 67 61 12 11 3 2 3 2

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. Aniruddh Mishra Page 73

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There is high factor 61% of the employees somewhat agree for the statement. .
Transportation facilities are good
70 60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Transportation facilities are good Stongly Agree Some What Agree Some what disagree 65 60 28 26 10 9

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As Industries is skirts of

Strongly Disagree Neither agree nor disagree

4 2

4 2

Hindalco on the out 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 benifits are good

60 50 40 30 20 10 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree
Series1

Fringe benefits are good

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Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

23 21 52 48 23 21 7 4 6 4

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.

Medical facilities are good

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

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Medical facilities are good Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 62 57 29 27 9 7 2 8 6 2

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.

Canteen facilities are good

45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

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Canteen facilities are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 22 20 44 40 22 20 18 17 3 3

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.

Satisfied Renukoot unit as a place of work

80 70 60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

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Satisfied Renukoot unit as a place of work Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 76 70 28 26 4 1 0 4 1 0

supervisor keep well informed

50 45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

Series1

supervisor keep well informed Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 39 36 48 44 18 17 4 0 4 0

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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

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Supervisor spend adequate time Strongly Agree Some What Agree 26 24 59 54

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Some what disagree Strongly Disagree Neither agree nor disagree

17 16 5 2 5 2

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
60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
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Talent & intelligence is encouraged Stongly Agree Aniruddh Mishra 31 28 Page 81

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Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

56 51 17 16 4 1 4 1

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

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Supervisor provide information to do work Stongly Agree Some What Agree Aniruddh Mishra 45 41 52 48 Page 82

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Some what disagree Strongly Disagree Neither agree nor disagree

9 2 1

8 2 1

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

Training programe increased knowledge & skill

60 50 40 30 20 10 0 Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree
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Training programme increased knowledge & skill Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 59 54 39 36 7 3 1 6 3 1

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.
Timely training provided
50 45 40 35 30 25 20 15 10 5 0 Stongly Agree

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Some What Agree

Some what disagree

Strongly Disagree

Neither agree nor disagree

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Timely training provided Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 40 37 48 44 12 11 9 0 8 0

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.

Full cooperation from other dept

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
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Full cooperation from other dept Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 40 37 53 49 13 12 2 1 2 1

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.

Dept recognises high achivers

45 40 35 30 25 20 15 10 5 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

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Dept recognizes high achievers Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 39 36 46 42 17 16 5 2 5 2

From above tabular column reveals that employees agree that department recognizes high achievers.

Job contributes to achivement in dept

80 70 60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree Series1

Job contributes to achivement in dept Aniruddh Mishra Page 87

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Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

73 67 29 27 6 0 1 6 0 1

From the above graph and tabular column it is observed that, employees agree Their job and duty contributes to the achievement of the dept.

Satisfied with co-worker

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
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Satisfied with co-worker Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 56 51 43 39 8 1 1 7 1 1

The above table reveals that employees get co-operation from their co-workers. They believe in team work.

Appriciation in Dept
60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
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Appreciation in Dept Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 29 27 59 54 16 15 2 3 2 3

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

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
Series1

Opinions are taken into dept

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Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

35 32 57 52 14 13 3 0 3 0

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.

Communication from notice board

60 50 40 30 20 10 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree
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Communication from notice board Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree 54 50 40 37 12 11 2 1 2 1

About 50% of employees are satisfied with the communication methods on notice board. Apart from these employees, few employees problem. are not satisfies due to Language

How many employees availing canteen facilities

100 90 80 70 60 50 40 30 20 10 0 89

Responses 20

Availing

Not Availing

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Availing Yes No

Responses 89 20

Availing canteen facilities

120 100 80 60 40 20 0 Morn Snacks Breakfast Lunch Even Snacks Dinner 78 61 48 45 31 24 11 64 98 85 Yes No

Morn Snacks Breakfast Lunch Even Snacks Dinner Page 93

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61 48

45 64

31 78

24 85

11 98

RECOMMENDATIONS OF EMPLOYEE SATISFACTION

FINDINGS AND SUGGESTION

o The supervisor/HOD should give regular feedback on performance by holding informal meetings with each individual.HOD should appreciate and encourage employees to work hard.

o If the top management is not able to keep any promises it should give the reason why it has not able to keep promises .This information should be communicated to all employees.

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o All the employees should be treated equally and there should not be any bias treatment.

o If an employee has gained additional skill he should be assigned task so that he can utilize his skills.

o The administration policies should be updated so that all the employees are aware of the policies.

o HR should convince the employees and make them believe that HR department is for their well being. Besides staff meetings HR should conduct social gatherings for all departments so that the relation between HR and the employees will improve .This will help the employees to express their problems freely and frankly.

o The training needs of the employees should be reviewed at least twice a year. Based on that training programs should be conducted to all the employees.

o Day to day work related training should be provided that is 80% job related and 20% on management skills. o Conduct the workshop on team development. So that all employees are aware of the benefits of teamwork. o yet more concentration or more measures should be taken for the safety. o Job related training should be given once in 6 months.

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o If the employees request for facilities such as phone, printer etc; it should be checked whether it this really necessary and it should be provided. o Opportunity should be given to the employees to express their views, ideas. o Cultural activities should be held to further motivate the employees to attain the goal. o Communication method should be improved ,it should be easily under stable by each employee.

o In case of vacancy, advertisement should be made within the company and internal recruitment should be given more preference over external recruitment .this will give the employees opportunity for career development and increase loyalty.

CONCLUSION

Employee satisfaction is the realizing the direct relationship between happy and unhappy employees. Following are the dimensions of employee satisfaction Employee retention Productivity Customer satisfaction Profitability. All the above mentioned factors are obtained only if the employees are satisfied. And organisation has improve the welfare facilities to enhances the working condition Aniruddh Mishra Page 96

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QUESTIONNAIRE FOR EMPLOYEE SATISFACTION SURVEY Employee Satisfaction Survey - June 2006 A) Work Culture: 1. I agree that doing job in alternative ways is encouraged in my department. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agrees nor disagrees 2. The Infrastructure provided to me in my department enables me to do my job better. a) Strongly agree Aniruddh Mishra Page 98

HINDALCO INDUSTRIES

b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 3. I get Material & Equipment's at the right time & at the right Place. a) Strongly agree b) Some what agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 4. The safety measures in my department are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 5. I get an opportunity to do what I am very good at. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 6. My grievances and complaints handled in time and to my satisfaction Aniruddh Mishra Page 99

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a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 7. I get an opportunity to learn and grow in the work place. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

8. The cultural activities are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

9. The communication meeting in the canteen is useful. a) Strongly agree b) Somewhat agree c) Somewhat disagree Aniruddh Mishra Page 100

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d) Strongly disagree e) Neither agree nor disagree 10) I get Clear communication from notice board. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 11. Job promotions in this origination are fair & objective. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree B) Welfare: 12. The transport facilities are good & timely. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 13. The fringe benefits given to me are good. a) Strongly agree Aniruddh Mishra Page 101

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b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agrees nor disagree

14. The medical facilities provided to me are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

15. The Canteen facilities provided are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree C) Unit Future: 16. My unit has a bright future. a) Strongly agree b) Somewhat agree c) Somewhat disagree Aniruddh Mishra Page 102

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d) Strongly disagree e) Neither agree nor disagree

17. I am satisfied with Renukoot unit as a place of work. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagrees D) Boss & Subordinate Relationship: 18. My supervisor keep you well informed about what is going on in the department. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 19. My talent / Intelligence is encouraged by my supervisor. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 20. My supervisor provides me adequate information to do the work. Aniruddh Mishra Page 103

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a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree E) Training: 21. The training Programmes increases my knowledge and skill. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

22. I get Timely Training. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

F) Inter Department Relationship 23. I get full cooperation from the other departments. Aniruddh Mishra Page 104

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a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

24. My department Recognizes High achievers. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

25. I feel that my job contribute to achievement of my department. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

26. I am satisfied with the cooperation given to me by my co-worker. a) Strongly agree b) Some what agree Aniruddh Mishra Page 105

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c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree

27. I get appreciation in my department. a) Strongly agree b) Some what agree c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree

28. My opinion is taken in to account in department. a) Strongly agree b) Some what agree. c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree 29. Are you availing canteen facilities? Yes No If Yes, Aniruddh Mishra Page 106

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Snacks Breakfast Lunch Dinne

BIBILOGRAPHY 1) Motivation to work Herzberg Frederick

WEBSITES

http://www.hrsolutionsinc.com/ http://www.businessranks.com/employee-satisfaction.htm http://www.businessreslab.com www.hrucsd.edu

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