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Project Report
On
With reference to
KOTHAVALASA
By
B.SIREESHA
It is to certify that the project report entitled “OVER VIEW OF HR PRACTICES “submitted by
B.SIREESHA,Reg.117152607005 in partial fulfillment for the degree of Bachelor of Business
Administration of ANDHRA UNIVERSITY, Visakhapatnam comprises only my original work and
due acknowledgment has been made in the text to all other material used.
I further declare that to the best of my knowledge and belief that the project report does not
contain any part of any work which has been submitted for the award of any other
degree/diploma/certificate in this University or any other universities.
Place: B.SIREESHA
This is to certify that the project report entitled “OVER VIEW OF HR PRACTICES ”with
reference to ““ is a bonafide work carried out by B.sireesha, Reg No: 1117152607005 Under
my guidance and supervision for the award of degree of Bachelor of Business Administration
of ANDHRA UNIVERSITY , Visakhapatnam during year 2017-2020.
Place: G.GAYATHRI
Date: Project Guide
Department of Management Studies
Sai Saranya Degree College
CERTIFICATE BY THE EXAMINERS
This is to certify that the project entitled “OVER VIEW OF HR PRACTICES submitted by
B.SIREESHA, Reg No: 1117152607005 has been examined by the undersigned as a part of
examination for the award of degree of Bachelor of Business Administration, ANDHRA UNIVERSITY
, Visakhapatnam.
______________________ ___________________
Mis.G.GAYATHRI Signature
Internal Examiner External examiner
Date:
HEAD
DEPARTMENT OF MANAGEMENT STUDIES
SAI SARANYA DEGREE COLLEGE
ACKNOWLEDGEMENTS
I sincerely acknowledge my grateful thanks to Sri. , Chairman, Sai Saranya Degree College
for providing me opportunity and lending his support to do the project work.
My grateful thanks to Dr. , Principal, Sai Saranya Degree College for giving me an
opportunity to do this project work.
My sincere thanks goes to Mr.MOHANRAO for giving permission to carry out this work and monitored
my progress and arranged all facilities to make life easier.
I choose this moment to acknowledge, gratefully Mis.G.GAYATHRI Professor and Head,
Department of Management Studies for his contribution and support in completion of this project.
I am greatly indebted to Mis.G.GAYATHRI who in spite of being extraordinarily busy with
his duties, took time out to hear, to guide and keep me on correct path.
Last but not the least, there are so many who shared valuable information that helped in the
successful completion of this project. I owe a great to all of them.
Place: B.SIREESHA
Date: Reg. No: 117152607005
CONTENTS
Human Resource Management (HRM) has gained acceptance in both academic and commercial circle.
HRM is a multidisciplinary organizational function that draws theories and ideas from various fields
such as management, psychology, sociology and economics. There is no best way to manage people
and no manager has formulated how people can be managed effectively, because people are complex
beings with complex needs. Effective HRM depends very much on the causes and conditions that an
organizational setting would provide. Any Organization has three basic components, People, Purpose,
and Structure. In 1994, a noted leader in the human resources (HR) field made the following
observation: Yesterday, the company with the access most to the capital or the latest technology had
the best competitive advantage; 2 Today, companies that offer products with the highest quality are the
ones with a leg up on the competition.
That predicted future is today’s reality. Most managers in public- and private sector firms of all sizes
would agree that people truly are the organization’s most important asset. Having competent staff on
the payroll does not guarantee that a firm’s human resources will be a source of competitive advantage.
However in order to remain competitive, to grow, and diversify an organization must ensure that its
employees are qualified, placed in appropriate positions, properly trained, managed effectively, and
committed to the firm’s success. The goal of HRM is to maximize employees’ contributions in order to
achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives
(such as having a challenging job and obtaining recognition), and societal objectives (such as legal
compliance and demonstrating social responsibility).
NEED FOR THE STUDY
The need for studying overview of hr practices is to enlighten the knowledge of overview of
hr practices and that is following in the organization. The present study emphasizes the need of how the
organization fulfills its needs in overview of hr practices its human resources.
The study is to know that on what basis the organization is selecting a candidate.
This study is to know the importance of recruitment and selection in the organization.
METHODOLOGY
Generally research means analyzing and collecting the data regarding the selected topic and
editing the collected data and finally making a report in a formatted way regarding the selected
topic.
The information is collected through primary and secondary sources during the course of the
study. That information was utilized for computing ratios after the analysis of which
interpretations were made.
In order to collect the data the bellow mentioned methodology is adopted for the study of
recruitment and selection process.
Primary Data:
The primary data was obtained using the survey method. These include the distribution of
questionnaires and collection of data from key respondents and professionals pertaining to the
construction industry.
In order to achieve the aim and objectives of the study, well-designed questionnaire with both
close-ended and open-ended questions were formulated to gather information from appropriate
respondents. The wordings were without bias and the questions provided multiple-choice
options, which gave the respondents the opportunity to present their ideas by way of selecting
from the options, provided.
Secondary Data:
The data which is already documented by someone else for particular purposes are said to be
secondary data. It is the data collected by someone other than the user. A clear benefit of
using secondary data is that much of the background work needed has already been carried
out or analyzed .Because the data already exists, you can evaluate them prior before using it.
These include desk review of both published and unpublished material including policy
documents, newspapers, internet, journals, articles, reports, bulletins, newsletters. The
secondary source was to get a deeper understanding of published information on recruitment
and selection. The information gathered from these sources helped guide the second phase of
the questionnaire structuring, distribution and collection of data from the key respondents.
Sampling design:
Sample is the small group taken under consideration from the total group. Therefore, I tried to
collected information from every kind of employee and manager from Aurobindo. Calculation of
sample size is based on simple random sampling technique for the project.
The study is based only on the questionnaire analysis. Hence the success of the
study depends highly on the answers given by the respondents.
Chapter-1: Chapter one contain introduction, need for the study, scope of the study, objectives,
methodology and limitations.
Chapter-2: Chapter two describes industry profile and company profile.
Chapter-3: Chapter three consists of Theoretical frame work of the study.
Chapter-3: Chapter four shows the Data Analysis and Interpretation.
Chapter-4: Chapter five consists of summary, findings and suggestions.
CHAPTER-II
INDUSTRY PROFILE
&
COMPANY PROFILE
INDUSTRY PROFILE
Jindal stainless Steel industry one of the most important inputs to all sectors of the economy. Steel
industry is both a basic and a core industry. The economy of any nation depends on a strong base
of iron and steel industry in that nation. History has shown that the countries having a strong
potential for iron and steel industry have played a prominent role in the advancement in the
civilization in the world. Steel is such a items as nails, pins, needles etc., to surgical instruments,
agricultural implements, boilers, ships, railway materials, automobile parts. The great investment
that has gone into the fundamental research in iron and steel technology has helped both directly
and indirectly many modern fields of today’s science and technology. Steel is versatile and
indispensable item. The versatility of steel can be traced mainly of three reasons.
It is only metallic items, which can be converted and economically produced in tonnage quality.
It has got very good strength coupled with malleability.
Its properties can be changed over a wide range. Its prosperities can be manipulated to any extent
by proper hear treatment techniques.
Over view of the steel industry:
The Indian iron steel industry is nearly a century old with Tata iron & steel co (Tata steel) being
integrated steel plant being setup in 1907. Post independence the industry made a steady progress.
At present Indian is the 10th largest producer of steel in the world. In India, a major part of steel is
engineering applications. Followed by automobiles and constructions. The growth of steel, as well
known, is dependent upon the growth of the economy, industrial production and infrastructure
sectors. Over the last few years the performance of the Indian steel industry has been adversely
affected due to over capacity, cheap imports economic slowdown, declining global exports. Most
major steel companies, with the exception of Tata steel, have thus been reporting losses.
FERRO ALLOYS
Mining of the ore is key to the integration process. JSL stainless has chrome ore open cast mines
at sukinda, Orissa to support 40,000 tons per annum capacity Ferro chrome plant at Vizag. In
addition to this, JSL stainless has set up captive power plants, coke oven bat tries and submerged
Arc furnaces to produce Ferro Alloys. As part of this project, 2*60 MVA furnaces, largest in India,
with capacity of 150,000 tons per annum are already in operation and producing high carbon faro
chrome (HCFC). The state-of-the –art furnaces, and the briquetting press have been supplied by
SMS DEMAG AG, and kopernmarco of Germany respectively. The Ferro alloys complex also
comprises of 1*27.6 MVA Ferro manganese and2* 27.6 MVA Silicon manganese furnaces
supplied by sibeltherm, Russia to produce100,000 tons per annum. This complex is also equipped
with modern de-dusting, pollution control and waste management systems.
Ferro alloys refer to various alloys of iron with a high proportion of one or more other
element, manganese or silicon for example. It is used in the production of one or more other
element, manganese or silicon for example. It is used in the production of steels and alloys as raw
material. Ferroalloys are used to add characteristics of anti-corrosion and deoxidization. They are
a raw material to produce chemicals, welding electrodes and electrical.
DEFINITION
Ferroalloys refer to various alloys of iron with a high proportion of one or more other element,
manganese or silicon for example. It is used in the production of steels and alloys as raw material.
It is used in the production of steels and alloys as a raw material. Ferroalloys are used to add
characteristics of anti-corrosion and Deoxidation. They are a raw material to produce chemicals,
welding electrodes and electrical equipment.
PROPERITIES;
An alloy is metal that is composed of two or more different elements. For example, brass is copper
that has been alloyed with zinc (meaning it has some zinc added to it). Stainless steel is iron that
has been alloyed with chromium, and often nicked. Alloys all have different elements they are
composed of, and how much of each element is present.
An alloy likes stainless steel is designed for corrosion resistance, whereas an alloy like
inconel (made from nickel, chromium) and small amounts of several other elements) is
designed to be able to operate at high temperatures.
One property that almost all alloys have is that their melting point is lower than the pure
form of their base metal.
As a result the Indian industry was hit badly. At present, it is operating at 65 percent
capacity.
The industry fears that imports will rise further.
Sundaresan said higher import duty would help the government raise more revenue.
The industry is also demanding that power tariffs be brought on a par with
international prices, which it says are three to five time less in other Ferro alloy
producing countries.
At the same time, the industry had told the government not to raise the import duty
on low as low phase metallurgical coke and Ferro nickel that are not available in
the domestic market.
The industry has also asked the government to withdraw the inverse duty structure
in the noble ferroalloys sector to protect domestic Ferro vanadium producers, who
may have to stop operations for want of raw material.
The producers are used as additives to produce high-grade steel used in
infrastructure, automobiles and tools. The industry is catering to the critical raw
material requirements of large steel producers like steel authority of India ltd. Jindal
stainless ltd and essar steel.
All producers come under micro, small & medium enterprises and employee about
10,000 people directly and indirectly.
HISTORICAL PERSPECTIVES:
PERFORMANCE:
The economic boom in china and India has led to massive increases in the demand for steel
over the past decade, contributing significantly to the 6% p.a. growth in world steel demand
from 2000-2005. In addition, several Indian and Chinese steel firms have risen to
prominence like metal steel (which acquired the world’s largest steel company , areole steel
to become the undisputed market leader), Tata steel (TISCO) (which bought the world’s
fifth largest steel company , Corus Group in 2007). Shanghais baosteel Group Corporation
and shagging group.
cap to meet the accelerated demand, the industry, which is at present working near its
operative a city, is looking for new innovative in product maximization and cost cutting
technologies such as thin-slab casting, steel industry faced a sharp downturn. this was due to the
dual whammy of poor demand and shrinking liquidity in the global market place. Developed
countries, especially, saw construction and automotive industries all but come to a halt. Demand
from developing countries such as china, too, tapered off somewhat.
India has been a major global player in the iron and steel industry thanks in part to the
governmental support. Liberalization in the early nineties, which allowed massive foreign
investment and pricing autonomy, along with policies of unrestricted external trade, low import
duties, and an essay tax structures, have further stimulated growth of the industry.
Today India is the world’s 7th largest crude steel producing country. The premier steel plants
operating in India are bokaro steel plant at Jharkhand, Rourkela steel plant at Orissa, Durgapur
steel plant at west Bengal and Bhili steel plant at Chhattisgarh.
GROWTH POTENTIAL:
The steel industry employees people with many different skills and diverse knowledge, who have
the ability to work in multi-disciplinary teams. These include metallurgy, materials science,
physics, chemistry, engineering as well as mathematicies, it, languages, business, accountancy and
many other subjects. Most steel companies can offer challenging and rewardining careers, often in
an international context with opportunities for employees to quickly gain experience,
responsibility and leadership. Training and recruitment opportunities are available across various
functions, including manufacturing & production, engering & process development, technology,
R&D, product development and logistics, among others.
FUTURE PROSPECTIS:
Candidates interested in this industry can be reassured of strong demand and lucrative
opportunities over the coming years, as local players expand their operations in both the domestic
and foreign markets. Players such as jindal stainless steel and Tata steel have progressively grown
in size and stature and continue to recruit an increasing number of top caliber candidates across all
areas of their business.
DAMPENED GROWTH:
Although India's steel industry is growing at a rate higher than a lot of the other developing
countries, the effect of the worldwide economic slowdown can be felt in the dampened rate of
growth. With higher inflation and interest rates, the automotive and construction industry are likely
lower domestic demand in the short term. Slowdown in china might redirect some of its production
in the form of cheap imports to India.
INCREASING CAPACITY:
Indian steel companies are ramping up their capacity through both Greenfield and Brownfield
projects. Small companies are developing niche sectors like this production of sponge iron. India
is the fifth largest producer of crude steel with 72 mpta capacity and the government has signed
222 memorandums of understand for an additional 276 mpta capacity. Although it is unrealistic to
believe that all MO US will be completed in this economic climate, the projection of the ministry
of steel that by 2015_2016 India will be the second largest producer of steel seems very plausible.
RAW SUPPLIES:
China, India and rest of Asia were spared from the Sharp economic slowdown and have retained
relatively high level of economic. However, the steel and other industrial sectors have been
plagued by the intermittent shortages of raw supplies like iron ore and domestic coking coal.
PROFILE OF THE INDIAN IRON AND STEEL INDUSTRY
WHY STEEL?
Sled is crucial to the development of any modern economy and is considered to be the back bone
of the human civilization. The level of per capita consumption of steel is treating as one of the
important indicators of socioeconomic development and living standard of the people in any
country. It is a product of large and technologically complex industry having strong forward and
backward linkages in terms of material flow and income generation. All major industrial
economics are characterized by the existence of a strong steel industry and the growth of many of
these economics has been largely shaped by the strength of their steel industries in their initial
stages of development.
COMPANY PROFILE
About jindal stainless limited:
Strengthening our roots in integration & innovation a part of the o p jindal group, jindal stainless
limited (formerly JSL stainless ltd.) is india’s largest and the only fully integrated stainless steel
manufacturer. Jindal stainlesslimited has grown from an indigenous single-unit stainless plant in
hisar, Haryana, to present multi location and multi-product conglomerate.
Jindal stainless limited is a globally recognized producer of stainless steel flat products in austentic,
ferritic, martensitic and duplex grades. The product range includes ferroalloys, stainless steel slabs
& blooms, hot rolled coils, plates, cold rolled coils and specialty products such as razor blade
steel, precision strips and coin blanks.
Jindal stainless limlted has initiated strategic growth plans in both domestic and international
markets and has made investments towards capacity expansions through forward and backward
integration.
Driven by its focus on sustained growth & value addition in its products and services, jindal
stainless limited has led the way with continous innovation. In addition to its stainless
manufacturing facility, jindal stainless limited has established an extensive distribution network
through its service centers and warehouses.with its well-established distribution network in both
domestic and an overseas market, jindal stainless limited is well equipped to serve its customers
from its stainless steel manufacturing facilities at hisar and odisha.
Jindal stainless’s stainless steel capacity after full expansion at odisha will about 2.5millon tons
per annum.
Shri om prakesh jindal more popularly known as o.p. jindal was born on august 7,1930 to a farmer
late netram jindal. Since his child hood the young jindal interested in technical work. He started
his industrial career with a small bucket- manufacturing unit in hisar. In 1964, he commissioned a
pipe unit jindal india limited, followed by a large factory in 1970 under the name jindal strips
limited.
Sh. Jindal always had the conviction that india should be self-reliant in every sector of industry.
He visited several foreign countries to elicit latest industrial technical development and know-how,
which he aptly applied to enhance production of his industrial establishment. With the growth of
industrial establishments he created thousands of jobs in backward areas, built schools and
hospitals and was the minister of power in Haryana at the time of his trgic death in a helicopter
crash in 2005.
In November 2004, sh jindal was conferred the prestigious “life time achievement award” for his
outstanding contribustion to the Indian steel industry by the Bengal chamber of commerce &
industry. His life’s mission was to help others particularly the common man in every possible way.
The list of his philanthropic activities is rather long. He was the chairman of n.c. jindal charitable
trust under whose auspices jindal institute of medical sciences, vidya devi jindal school and op
jindal modern school run. As a social reformer, he was dedicating his maximum time for
alleviating poverty of the economically backward people. Sh jindal always advocated for granting
a rightful place for weaker sections in politics. He firmly held the view that all differences in life
that exist today can be amicably resolved with meaningful meetings and dialogues. For these
qualities he commanded great respect amongst the masses.
Like industry even in politics he had a successful story to tell. He received tremendous support
and cooperation of people in the political arena and resultantly became a member of the Haryana
legislative assembly in 1991. Soon after sin 1996, he was elected as a member of parliament in the
11th lok sabha from the kurukshetra parliamentary constituency of Haryana with a landslide
victory. Infact, he was the first industrialist of india to be elected as a member of parliament in
lokshaba. Sh. Jindal was a sitting congress MLA from the hisar legislative assembly and was
appointed minister of power. Govt of Haryana at the time of his tragic death. Sh. Jindal won the
hisar legislative assembly seat of Haryana consecuitively thrice.
Sh. Jindal’s mantra was “where others saw walls he saw doors”. Then whether it was opening
doors or breaking down walls he always led the way. The life journey of sh. Op Jindal from a
framer’s son to a successful industrialist, a philanthropist, a politician and a leader would serve as
a great source of inspiration for generations to come.
OP JINDAL GROUP:
The jindal group, over the last three decades has emerged as one of india’s most dynamic business
groups. Founded by mr. op Jindal , the group today is a multi billion, multi location, multi national
and multi-product steel conglomerate. From mining of iron ore, the group produces hot-rolled and
cold rolled steel and stainless steel products, high grade pipes, value added galvanized and other
items and has also diversified into power generation. The jindal group has manufacturing units
across india, us and Indonesia and marketing offices across the globe.
the jindal group today is a global player, with its products accessing even the remotest global
markets. It is committed to maintain world-class quality standards, efficient delivery schedules,
competitive price and excellent after sales service.
The group 14 constituent companies with the sub-groups being headed by four sons of mr.
OP Jindal.
Our group companies
Jindal stainless steel way ltd.
Jindal stainless steel way ltd., the domestic jindal stainless service centre network, offers
convenient, customized, just-in-time services to the doorsteps of its customers. The company has
partnered with steel way s.r.l., a leading Italian company in the business of distribution and
processing of steel, to service its valued customers wiyh exact slit, cut to size, polished stainless
steel sheets, coils and blanks conforming to highest standards of processing tolerances.
Our service centre facilities in gurgaon, Mumbai and Chennai are installed with state-of-the-art,
high-end precision sliting, cut to length, blanking and polishing lines supplied by leading
equipment manufacturers such as FIMI & IMEAS of Italy and IDH & daehwa of south korea.
Each service centre has a capacity of 135000 tons per annum and in addition, gurgaon service
centre has polishing capacity of 6000 tons per annum
Some of the many services offered are:
Customized stainless steel products
Inventory management
Technical value engineering
Ware housing
Material testing
Products:
Stainless steel:
Stainless steel – an anti- corrosive aesthetics product is produced with unique two stage liquid
steel processing technology. It is the most recycled commodity with varied product life cycle
depending upon usage. Stainless steel products offer immense market potential for industrial,
infrastructure, transportation, home, architectural and construction applications.
Krome 16+
The ideal “food contact” stainless steel for kitchenware.
Its unmatched advantages make it the best replacement for 200 and 300 sreies in the cook ware
& utensil applications.
What is krome 16+
Krome 16+ from jindal stainless is a branded stainless steel in coil form conforming to AISI
430 grade it is a ferritic solution offering many advantages in the manufacture of cookware
and utensils.
Chromium (not Nickel, as is sometimes imagined) is the key ingredient for the corrosion
resistance of stainless steels. Krome 16+ contains minimum16+ chromium for high corrosion
resistance.
Advantages of krome16+:
Superior thermal conductivity over 200 and 300 series stainless steels. This help in
conducting heat more evenly than austenitic grades resulting in heating the food must
faster and saving fuel in cooking.
Excellent high temperature oxidation resistance upto 800c making it less prone to
scaling than austenitic grades.
Expands and distorts less than austenitic grades when heated due to lowexternal
expansion.
No risk of delayed cracking unlike austenitic grades.
Costs les since it has no nickel. Copper and has very low manganese.
Stable price.
Brilliant & lustrous aesthetic appeal.
Its lower density leads to 2-3% more utensils of same size per ton of sheet compared
to austenitic grades.
Ease of fabrication:
Exhibits excellent deep draw ability.
Very well suited to all methods of forming stainless including bending drawing, stretch
forming and spinning.
Easier to cut and work than austenitic grades.
Requires less powerful machines for fabrication.
Generates less tool wear.
Comparatively lesser spring back than austenitic grades after cold forming.
Higher yield in utensil manufacture.
Krome 16+ fully conforms to international standards for food equipment/contact materials:
American national standard NSF/ANSI 51 (2007).
French standard NFA 36-711 (APRIL2002).
French decree no. 92-631 (8.7.1992).
European regulation (EC) No. 1935/2004(27.10.2004)
Chrome manganese.
JINDAL STAINLESS is the largest producer of chrome manganese stainless steel in the
world. Share of cr-mn grade has witnessed the fastest growth in global stainless steel
consumption in recent past helps in sustainable growth of stainless steel through
minimizing substitution by other competing material.
Typical applications.
Due to their good formability, weldabilty and corrosion resistence.
JINDAL STAINLESS 200sreies grades can be used for applications as detailed below:
Catering:
cookers deep down utensils, Pressure utensils, kitchen sinks, milk cans,& 204 cu food processing,
water filters, storage vessels.
Certifications:
ISO 9001: 2008 certification of the plant is a testimony to our commitment. In
addition. Hisar operations are also certified for AD2000-Merkblatt WO and PED 97/23/EC to
enable us to be a prepared and certified supplier of stainless steel flat HR & CR products for
pressure vessel, processing & Ained industries.ISO 140001: 2004 AND OHSAS 180001:2007
Systems certification of plant assure our commitment towards the environment and for providing
a safe work place for our employees. For ensuring quality at every step, the production processes
are constantly monitored and controlled ensuring that the finished products are as per customer’s
requirements. The plant has well equipped laboratories with a battery of modern equipment.
Stainless steel plumbing:
Why stainless steel
Corrosion resistant
Hygienic, food grade material
Quick safe and reliable installation
Maintenance free
Drinking water:
Clean & hygienic water is the key to good health. If the pipes carrying water to
ourtaps corrodes, then scaling, corrosion products and precipitates from water deposit on the
surface of the pipes. Such deposits are ideal breeding grounds for bacteria, fungi and viruses.
Stainless steel has good corrosion resistance and is therefore one of the most preferred materials
for use in pipes & fittings in plumbing systems.
Stainless steel plumbing system
Pipe fittings
Grade AISI-304,AISI-316L AISI-304,AISI-316L
Standard JIS 3448 JWWA G116
Product specification
JIS Size Outer Diameter(mm) Wall Thickness (mm)
15 15.88 0.8
20 22.22 1.0
25 28.58 1.0
32 34.00 1.2
40 42.70 1.2
50 48.60 1.2
Tools:
Pipe cutter
Gauge
Pressing tool
Applications:
Drinking water
Solar water heating
Compressed air
Sprinklers
Fire extinguishing systems
Fresh water
Been to promote a corporate spirit based on shared values and integrated synergies, nuture a high
performance work place and foster an engaging environment. our people processes are designed
to ensure that our people grow in equal acceleration to the company’s expanding canvas.
Hiring, providing carreer development for and retaining key talent are integral to our people
processes. Jindal stainless competency based recruitment practice identifies the best applicants
through a process that measures technical expertise, leadership capabilities and culture fit and
enable increased quality of hires. We are a preferred employer in our sector and continue to attract
top talent in the industry.
Jindal stainless firmly believes in the linkage between developing leaders and achieving high
performance. The company makes considerable investments in leadership development. We
identify talent early and groom people through a series of varied assignments to prepare them for
future roles. This is reinforeced through EXCEED- in integrated leadership development program
which aims to achieve excellence through enhancing the leadership potential at jindal stainless. In
addition to on-the-job experience. We provide technical, functional and leadership skills training.
Senior leaders also act as mentors and coaches for younger managers, helping them develop the
skills necessary to lead large businesses.
jindal stainless competency based career progression program reemphasizes jindal stainless
leadership competencies while building on feedback for learning areas for participants. Based on
a univocal and integrated system that is fair and objective it bring to the centre continous
development and potential assessment of managerial talent pool. The company recently announced
strategic top team role changes as a leadership development strategy.
Jindal stainless has developed a target based performance management system-“GROW-growth
and reward for our work” which instutionlizes the process of annual target setting and reward at
the company level, functional level and individual level.
A variety of in-house communication platform promote information sharing through VC& MD
open houses, departmental meetings, open forums and newsletters. J-connect, an active intranet
and knowledge centre support information dissemination and enhance integration of jindal
stainless beliefs & values. Jindal stainless regularly gauges employee satisfaction and well being
through dipsticks, feedbacks, exit interviews, NJIP etc. an employee index of 3.1 on scale of 4 for
employee satisfaction survey has reaffirmed jindal stainless’s belief in the way we build teams and
nurture human talent.
Jindal stainless’s human capital continues to appreciate in the profile and caliber of its people. Our
director’s put on record their sincere appreciation towards its strong 5000 human complement.
Human resource initiatives:
The hallmark of jindal stainless HR practices is to develop a winning
employee value proposition. Supporting this practice are our structured systems and processes to
ensure that our people grow in equal acceleration to the company’s expanding canvas. Jindal
stainless philosophy is to attract the right talent by creating an employee value proposition. Jindal
stainless offers employee value proposition in terms of supportive work climate, opportunity for
learning, rewards, and ethical practices.
Jindal stainless is an equal opportunity employer and does not differentiate on the basis of gender,
caste, creed. Nationality. Jindal stainless follows a policy of no discrimination in its hiring, and
retention program, the only differentiation we follow is meritocracy.
HR Awards & honors:
CII- National excellence award 2009
Jindal stainless limited the flagship company of OP jindal group was
conferred the confederation of Indian industry (CII) national HR excellence award 2009
commendation for ‘strong commitment to human resource excellence at the HR conclave 2010
held on 23 rd july 2010 at hotel lalit.
The hr excellence awards are constituted by CII to recognize the strength of HR processes of an
organization. The CII-HR excellence model is based on the CII-Exim bank evcellence award
encompassing all aspects of human resource management and acts as a practical tool for:
1) A self-assessment model for measuring the current status and thus identify the gaps to
stimulate solutions
2) A framework to position various HR initiatives and identify gaps.
3) A basis to develop common understanding of various terms used in the HR management.
The eligibility of the award based on a three step process beginning with the submission of an
initial application document on jindal stainless people processes which comprised jindal stainless
overview, leadership processes which comprised jindal stainless overview, leadership processes,
HR strategy & processes, people knowledge and competencies, employee well being and
engagement. As part of the second step, an eminent panel of assessors from CII conducted a site
visit jindal stainless during 16-18th march 2010 for meeting with the leadership team and assessing
various aspects of HR excellence. As the next step the scores and feedback report by the assessor
panel was evaluated by an eminent panel of jury. As part of the process more than 40 companies
participated in the process
Environment:
We firmly believe that corporate growth is strengthened by our efforts in the area of environment
protection and making a greater tomorrow. The company believes in going beyond mere
compliance with applicable legislation to create a healthy environment both with in and outside
our establishments. Our operations have a fully equiped environment management infrastructure
in place, with suitable processes and technology to manage our business without adversely
impacting the environment.
Environment conservation measures are being carried out through various initiatives, from tree
plantation to town beautification and aesthetic promotion. Issues relating to industrial pollution are
also being addressed in a very structured manner especially in the state of odisha.
Jindal stainless has its work practices aligned with international occupational health and safety
standards (OHSAS) and our plant at hisar is ISO 14001 EMS certified.
Women empowerment at the corporate level:
Jindal stainless limited is also committed to the UN Women empowerment principles and has
signed a statement confirming the same to the UN headquarters. Brig, rajiv Williams, corporate
head CSR, was invited as a speaker at the UN conference held at new York and gave a presentation
live over video link on the progress made by jindal stainless limited on the statement of
commitment signed by mr. Ratan Jindal, VC & MD and submitted to the UN secretary general.
The UN has invited jindal stainless limited to be a member of an international leadership group
being formed at the UN.
Global compact network:
The global compact is a strategic policy initiative for business that are committed to aligning their
operations and strategies with ten universally accepted principles in the areas of human rights,
labour, environment and anti-curruption. By doing so, business, as a primary driver of
globalization, can help ensure that markets, commerce, technology and finance advance in ways
that benefit economies and societies everywhere.
Jindal stainless Ltd is an active member of the global compact network and abides by its principles.
Weare also a part of the human rights core grou have taken forward the human rights agenda we
have been organizing various awareness generation programmers at various locations.
STRUCTURE OF MANAGEMENT:
Chairman
Vice chairman
Deputy managing director
Executive director
Whole time director
MAN POWER PLANNING:
Vice president
General manager
Deputy general manager
Assistant general manager
Manager
Deputy manager
Assistant manager
Officers
Sr. Executive
Supervisors
Work men
Helpers
Drivers
Security
Attenders
DEPARTMENTS IN JSL LIMITED:
Human resources & administration
Accounts
Production
Mechanical and maintenance
Electrical
Purchase
Stores
DEPARTMENS IN JSL:
Human resources & administration department
Accounts department
Production department
Mechanical and maintenance department
Electrical department
Purchase department
Stores department
AWARDS & REWARDS:
Government of andrapradesh labour department award in the year 1989. Engineering
export promotion council, new delhi award in the year 1989 – 1990.
QUALITY OBJECTIVE:
Marketing products safety.
reducing rework and rejection.
latest technology products and process.
skill enhancement of employees.
FINANCIAL OBJECTIVE:
To achieve high quality with low cost. Improve the communication skills of workmen
reduce the cost of company.
GOALS:
To achieve the product 40000 tones per annum. To maintain industry with fetal accident.
Improve safety measures and make a safety zone industry.
Raw materials for Ferro Chrome Production:
Chrome ore, coke and coal are basic raw materials used for the production of
“ferrochrome”. Coke and coal are used as reluctant to reduce chrome ore to produce ferrochrome.
Quartz, magnetite and bauxite etc are used as fluxes depending up on the chrome ore analysis to
maintain the fluidity of molten metal and slag in the furnaces for easy tapping the liquidate into
cost iron receptacles.
INTRODUCTION
The scope of overview of hr practices is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of practices.. Every company has its own pattern of
overview policies and procedures.
Choosing the best suitable process of practices for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is
a very important task for any organization.
Performance appraisal provides grounds for employees to correct their mistakes, and it
also provides proper guidance and criticism for employee’s development.
Management by Objectives:
Management by objectives, or shortly called as MBO, is a technique credited to management
Guru Peter Drucker, to describe a method of performance management that is based on the
setting of clear and measurable objectives, and the use of those objectives to evaluate and review
performance. MBO is probably the best and fairest way to plan for and create effectively
performing employees when done correctly.
Human Resource Accounting Method:
Human resource accounting method tries to find the relative worth of human resource assets in
the terms of money. In this method the performance appraisal of the employees is judged in
terms of cost and contribution of the employees.
360 DEGREE FEEDBACK
The 360 degree feedback, also known as 'multi-source feedback, is first developed at General
Electric, US in 1992 and this system has also become popular in our country. General
Electronics (GE) (India), Reliance Industries, Crompton Greaves, Wipro, Infosys, Thermax are
using this method with great benefits.
Training and development involves improving the effectiveness of organizations and the individuals and
teams within them.[1] Training may be viewed as related to immediate changes in organizational
effectiveness via organized instruction, while development is related to the progress of longer-term
organizational and employee goals. While training and development technically have differing definitions, the
two are oftentimes used interchangeably and/or together. Training and development has historically been a
topic within applied psychology but has within the last two decades become closely associated with human
resources management, talent management, human resources development, instructional design, human
factors, and knowledge management.
Definition:
Training and Development is a subsystem of an organization which emphasize on the
improvement of the performance of individuals and groups. Training is an educational process
which involves the sharpening of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees. Good & efficient training of
employees helps in their skills & knowledge development, which eventually helps a company
improve.
To prepare the employee both new and old to meet the present as well as
The changing requirements of the job and the organization.
To prevent obsolescence.
To impart the new entrants the basic knowledge and skill they need for an intelligent
performance of definite job.
To prepare employees for higher level tasks.
To assist employees to function more effectively in their present positions by exposing
them to the latest concepts, information and techniques and developing the skills they
will need in their particular fields.
To build up a second line of competent officers and prepare them to occupy more
responsible positions.
To develop the potentialities of people for the next level job.
To ensure smooth and efficient working of a department.
To ensure economical output of required quality.
DEFINITION
Recruitment and Selection is an important operation in HRM, designed to maximize employee
strength in order to meet the employer's strategic goals and objectives. It is a process of sourcing,
screening, short listing and selecting the right candidates for the required vacant positions.
The scope of Recruitment and Selection is very wide and it consists of a variety of operations.
Resources are considered as most important asset to any organization. Hence, hiring right
resources is the most important aspect of Recruitment. Every company has its own pattern of
recruitment as per their recruitment policies and procedures.
Choosing the best suitable process of recruitment for effective hiring of resources
Any organization wants it future to be in good and safe hands. Hence, hiring the right resource is
a very important task for any organization.
Create a talent encourage more and more candidates to enable the selection of
best candidates for the organization.
Recruitment is the process which links the employers with the employees.
Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
Meet the organizations legal and social obligations regarding the composition of
its workforce.
The main objective of recruitment and selection is fairly obvious: to hire the most-qualified
candidate to fill an available position. Additional objectives include:
Creating a large talent pool of candidates to ensure the organization can hire the best employee.
Finding people who will fit in with the company culture and contribute to the organization's
goals.
Reducing the likelihood that a candidate will leave after a brief time by finding the right
employee for the position the first time around.
Meeting the organization's diversity and social commitments by selecting candidates based
solely on their merits and the way they fit in with the company values, goals and culture.
Improving the company's reputation through fair, unbiased and effective hiring practices.
Expediting the future recruitment and selection process and reducing costs by gathering a large
pool of talented candidates who may be interested in future vacancies.
Improving and streamlining the recruitment and selection process, including expediting future
job analyses for similar positions.
Evaluating the effectiveness of different recruiting and sourcing techniques and sources for job
applicants.
CHAPTER-IV
DATA ANALYSIS AND INTERPRTATION
1. We are assigned challenging jobs to charge our enthusiasm and develop our skills.
SI.NO Response No of percentage
respondents
1. Strongly Agree 10 20%
2. Agree 50 55%
3. Disagree 10 15%
4. Strongly Disagree 30 10%
5. Total 100 100%
60
50
40
30 No of respondents
percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION:
From the above analysis, 20% strongly agree, 55% agree,15% disagree, and 10% strongly disagree
for assigned challenged jobs to charge our enthusiasm and develop our skills.
60
50
40
30 No of respondents
Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION:
From the above analysis, 15% strongly agree, 60% agree, 10% disagree and 10% strongly
disagree encourage to participative in various seminars and workshops.
60
50
40
30 No Of Respondents
Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION:
From the above analysis, 30% strongly agree, 45% agree, 5% disagree, 20% strongly disagree
which company strongly considers our goals and values.
80
70
60
50
40 No Of Respondents
30 Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION:
From the above analysis, 5% strongly agree, 75% agree, 10% disagree and 5% strongly disagree
trust the management for making the promises made to us.
5. I would be very happy to spend the rest of my career with this organization.
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 10 10%
2. Agree 60 80%
3. Disagree 10 5%
4. Strongly Disagree 20 5%
5. Total 100 100%
70
60
50
40
No Of Respondents
30
Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTRPRETATION:
From the above analysis, 10% strongly agree, 80% agree, 5% disagree, and 5% strongly disagree
employee would be very happy to spend the rest of his career with this organization.
45
40
35
30
25
No Of Respondents
20
Percentage
15
10
5
0
Strongly Agree Disagree Strongly
Agree Disagree
INTERPRETATION:
From the above analysis, 10% strongly agree, 30% agree, 40% disagree, and 20% strongly
disagree.
80
70
60
50
40 No Of Respondents
30 Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 10% strongly agree, 80% agree, 5% disagree, and 5% strongly
disagree the believe that there supervisors never act opportunistically or exploit to them.
50
40
30 No Of Respondents
Percentage
20
10
0
Excellent Good Fair Poor
INTERPRETATION:
From the above analysis, 60% excellent, 30% good, 5% fair and 5% poor salaries to the
organization.
45
40
35
30
25
No Of Respondents
20
Percentage
15
10
0
Excellent Good Fair Poor
INTERPRETATION:
From the above analysis, 40% excellent, 30% good, 10% fair, 20% poor hiring the new
employees for the organization.
60
50
40
30 No Of Respondents
Percentage
20
10
0
Excellent Good Fair Poor
INTERPRETATION:
From the above analysis, 20% excellent, 60% good, 10% fair and 10% poor assess the impact of
outsourcing in organizational performance,
50
40
30 No Of Respondents
Percentage
20
10
0
Well clear Good Fairly Clear Don’t Know
INTERPRETATION:
From the above analysis, 50% well clear, 15% good, 30% fairly clear and 5% don’t know about
their work/ job responsibilities.
45
40
35
30
25
No Of Respondents
20
Percentage
15
10
0
Well Satisfied Good Fair Not Satisfied
INTREPRETATION:
From the above analysis, 50% well satisfied, 25% good, 20% fair and 5% not satisfied with their
work.
70
60
50
40
No Of Respondents
30
Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 15% strongly agree, 50% agree, 30% disagree and 5% strongly
disagree that training helps to improve employee-employer relationship.
14. Does the management conduct formative evaluation to improve the training process?
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 30 20%
2. Agree 50 55%
3. Disagree 10 35%
4. Strongly Disagree 10 10%
5. Total 100 100%
60
50
40
30 No Of Respondents
Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 20% strongly agree, 55% agree, 15% disagree and 10% strongly
disagree that the management conduct formative evaluation to improve the training process.
15. Does the management use new technologies for training the employee?
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 22 33%
2. Agree 38 44%
3. Disagree 20 13%
4. Strongly Disagree 10 10%
5. Total 100 100%
40
35
30
25
20 No Of Respondents
15 Percentage
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 33% strongly agree, 44% agree, 13% disagree and 10% strongly
disagree that the management use new technologies for training the employees.
16. Does the training helps to increase the motivation level of employees?
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 40 35%
2. Agree 30 45%
3. Disagree 20 10%
4. Strongly Disagree 10 20%
5. Total 100 100%
45
40
35
30
25
No Of Respondents
20
Percentage
15
10
5
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 35% strongly agree, 45% agree, 10% disagree and 20% strongly
disagree that the training helps to increase the motivation of the employees.
17. Our management is competent enough to lead the organization towards prosperity.
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 35 30%
2. Agree 30 50%
3. Disagree 15 10%
4. Strongly Disagree 10 10%
5. Total 100 100%
40
35
30
25
20 No Of Respondents
15 Percentage
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 30% strongly agree, 50% agree, 10% disagree and 10% strongly
disagree for their management is competent enough to lead the organization towards the
prosperity.
18. Management respects each employee’s ability and knowledge of the job.
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 22 33%
2. Agree 38 44%
3. Disagree 10 13%
4. Strongly Disagree 20 10%
5. Total 100 100%
40
35
30
25
20 No Of Respondents
15 Percentage
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 33% strongly agree, 44% agree, 13% disagree and 10% strongly
disagree that the management respects each employee’s ability and knowledge of the job.
80
70
60
50
40 No Of Respondents
30 Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 10% strongly agree, 65% agree, 15% disagree and 10% strongly
disagree that whatever their organization requires they willingly stay at work till late.
20. Our organization does not ignore complaints from its employees.
SI.NO Response No Of Percentage
Respondents
1. Strongly Agree 70 60%
2. Agree 10 35%
3. Disagree 10 10%
4. Strongly Disagree 10 5%
5. Total 100 100%
80
70
60
50
40 No Of Respondents
30 Percentage
20
10
0
Strongly Agree Disagree Strongly
Agree Disagree
INTREPRETATION:
From the above analysis, 60% strongly agree, 35% agree, 10% disagree and 5% strongly
disagree that their organization does not ignore complaints from its employees.
CHAPTER-V
SUMMARY
FINDINGS
SUGGESTIONS
SUMMARY
Human resource management refers to the process of recruiting and developing a company’s
workforce. The HR department is concerned with identifying talent gaps in a company,
advertising for positions, evaluating potential candidates, and hiring top talent.Human resource
management does not just handle the recruitment of new employees; it also oversees the
redundancy for companies that want to downsize. HR management also oversees orientation
programs to introduce new employees to the company’s goals, objectives, and policies. Overall,
human resource management guarantees the smooth running of employees within a company.
Human Resource Management (HRM) is the term used to describe formal systems devised for
the management of people within an organization. The responsibilities of a human resource
manager fall into three major areas: staffing, employee compensation and benefits, and
defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an
organization by optimizing the effectiveness of its employees. This mandate is unlikely to
change in any fundamental way, despite the ever-increasing pace of change in the business
world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission
of human resources will always be to acquire, develop, and retain talent; align the workforce
with the business; and be an excellent contributor to the business. Those three challenges will
never change."
Until fairly recently, an organization's human resources department was often consigned to lower
rungs of the corporate hierarchy, despite the fact that its mandate is to replenish and nourish what
is often cited-;legitimately-;as an organization's greatest resource, it's work force. But in recent
years recognition of the importance of human resources management to a company's overall
health has grown dramatically. This recognition of the importance of HRM extends to small
businesses, for while they do not generally have the same volume of human resources
requirements as do larger organizations, they too face personnel management issues that can
have a decisive impact on business health. As Irving Burstiner commented in The Small Business
Handbook, "Hiring the right people-;and training them well-;can often mean the difference
between scratching out the barest of livelihoods and steady business growth'¦. Personnel
problems do not discriminate between small and big business. You find them in all businesses,
regardless of size."
Business consultants note that modern human resource management is guided by several overriding
principles. Perhaps the paramount principle is a simple recognition that human resources are the most
important assets of an organization; a business cannot be successful without effectively managing this
resource. Another important principle, articulated by Michael Armstrong in his book A Handbook of
Human Resource Management, is that business success "is most likely to be achieved if the personnel
policies and procedures of the enterprise are closely linked with, and make a major contribution to, the
achievement of corporate objectives and strategic plans." A third guiding principle, similar in scope, holds
that it is the HR's responsibility to find, secure, guide, and develop employees whose talents and desires
are compatible with the operating needs and future goals of the company. Other HRM factors that shape
corporate culture-;whether by encouraging integration and cooperation across the company, instituting
quantitative performance measurements, or taking some other action-;are also commonly cited as key
components in business success. HRM, summarized Armstrong, "is a strategic approach to the
acquisition, motivation, development and management of the organization's human resources. It is
devoted to shaping an appropriate corporate culture, and introducing programs which reflect and
support the core values of the enterprise and ensure its success."
FINDINGS
Greatly, the employees in stainless steel are reaching their targets to meet company goals
very efficiently.
High profit realization by selling the products at higher margins will eventually result in
higher cash accrual and hence higher credit rating.
Since the firm performance is largely dependent on availability of raw materials. In order
to avoid the uncertainties in acquiring the raw materials, new and innovative steps has to
be taken to effectively utilize the surplus.
The main area where RINIL has tremendous scope for improvement in manufacturing
value added products; this will result in better sales realization and higher profits.
Standardization of general stores material and spares will reduce the number of them.
The company should take proper steps to reduce the expenses and thoroughly seek for
maximum gains.
CONCLUSION
My visit enabled me to know the working of an organization and also to experience an office
atmosphere. Where I studied I witnesses in reality. I would like to conclude. Practice is the best
way to ensure effective workplace management. An organization can achieve success only when
its employees corporate through team work.
The implementation of 5s is a good way to showcase the quality of the company. Good
physical working conditions are provided here and are being sustained through 5S. Management
services department is the nods coordinating department for administering, guiding and
monitoring quality circles for further improvements, suggestion scheme, 5S. The welfare
measures and working conditions provided her are good by active involvement take place.
The employees are motivated, encouraged and are recognized and rewarded for performing takes
according to their skills.
ANNEXURE
QUESTIONARIES
1. We are assigned challenging jobs to charge our enthusiasm and develop our skills.
[ ]
(a)Strongly agree
(b) Agree
(c) Disagree
(d) Strongly disagree
2. We are encouraged to participate in various seminars and workshops etc.
[ ]
(a)Strongly agree
(b) Agree
(c)Disagree
(d) Strongly disagree
3. The company strongly considers our goals and values. [ ]
(a)Strongly agree
(b) Agree
(c) Disagree
(d) Strongly disagree
4. We trust the management for keeping the promises made to us.[ ]
(a)Strongly agree
(b) Agree
(c) Disagree
(d) Strongly disagree
5. I would be very happy to spend the rest of my career with this organization.[ ]
(a)Strongly agree
(b) Agree
(c) Disagree
(d) Strongly disagree
6. Too much in my life would be disrupted if I decided to leave my organization now.[ ]
(a)Strongly agree
(b) Agree
(c) Disagree
(d) Strongly disagree
7. We believe that our supervisors never act opportunistically or exploit us.[ ]
(a)Strongly agree
(b)Agree
(c)Disagree
(d)Strongly disagree
8. Rate the influence of outsourcing of HR functions in terms of reduction in employee
expenditure for example salaries to the organization.[ ]
(a) Strongly agree
(b) Agree
(c)Disagree
(d)Strongly disagree
9. Evaluate the important influence of outsourcing in organizational performance.[ ]
(a)Excellent
(b) Good
(c)Average
(d)Poor
10. Assess the impact of outsourcing in organizational performance.[ ]
(a)Excellent
(b) Good
(c)Average
(d)Poor
11. Are you clear about your work/ job responsibilities?[ ]
(a) Well clear
(b)Good
(c)Fairly clear
(d) Don’t Know
12. Are you satisfied with your work?[ ]
(a)Well satisfied
(b)Good
(c)Fair
(d)Not satisfied
13. Determining helps to improve employee-employer relationship?[ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
14. Does the management conduct formative evaluation to improve the training process? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
15. Does the management use new technologies for training the employees? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
16. Does the training helps to increase the motivation level of employees? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
17. Our management is competent enough to lead the organization towards
Prosperity? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
18. Management respects each employee’s ability and knowledge of the job? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
19. Whenever my organization requires, I willingly stay at work till late? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
20. Our organization does not ignore complaints from its employees? [ ]
(a)Strongly agree
(b)Agree
(c) Disagree
(d)Strongly disagree
BIBILOGRAPHY
Source of data
Website
WWW.Jindal stainless.com
www.city HR .com
www.Businessbulls.com
www.Training and development.com