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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. The Employee Satisfaction Survey helps companies to determine how their employees think, and to identify employees' needs and concerns so that improvements can be made and stronger teams can be formed. Business performance is expected to increase as more satisfied employees will increase a company's competitiveness, and they are better able to recognize opportunities and threats, and better leverage limited resources to maximize the company's profits. Other intangible benefits include the reinforcement of company goals and values, better internal and external communication, a positive working and social environment, an improved company image and increased employee loyalty. BABASAB PATIL Page 2

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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 Personal Interaction Secondary sources Previous reports on employee satisfaction

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Related information from internet. Books and publication

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Hindalco Industries

Hindalco Industries Limited, a flagship company of the Aditya Birla Group, is structured into two strategic businesses Aluminium and 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 BABASAB PATIL Page 6

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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. 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

www.Hindalco.com

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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. INDIAN ALUMINIUM COMPANY, LIMITED (Indal) ( Now part of Hindalco industries)

Indias foremost Aluminium producer and a member of the countrys leading business house the Aditya Birla Group. A partner to Hindalco, Indias largest Aluminium producer, together forming a non-ferrous metals powerhouse. With technical know-how acquired from its original promoter, Alcan Aluminium Limited, Canada (now Alcan Inc.), Indal has brought Aluminium to touch every aspect of modern day industry and life in India. Complete Capabilities in Aluminium INDAL's facilities cover a wide range of operations: bauxite mining, alumina refining, Aluminium smelting with captive power generation to downstream rolling of sheet, foil and other semi fabricated products. With technological expertise of over 60 years of experience in the Aluminium industry in India, INDAL is a market leader in the upstream

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range of standard and speciality alumina products in India, providing applications for refractors, ceramics and electrical industries. In the downstream segment, INDAL is the largest manufacturer of rolled products in India with the widest range of extrusions, meeting the requirements of different industrial applications such as building, transportation, consumer durables, packaging and telecommunication. Creating and Adding Value Established in 1938, Indal operates across the value chain from bauxite mining to alumina refining, smelting and rolling. A nationwide spread of plants, mines and offices gives Indal the advantage of being in proximity to various regional markets within and outside the country. The Companys plants and mines are certified with ISO 9001, ISO 14001 and OHSAS 18001 certifications for quality, environment, safety and health. Indal enjoys a leading market position in India for speciality alumina chemicals and value added products of aluminium sheet, foil and extrusions. The Indal units comprise two smelters, one located at Hirakud, Orissa, with a captive power plant and coal mines, and the other at Alupuram, Kerala, two sheet plants at Belur, West Bengal, and Taloja, Maharashtra, and an extrusions unit at Alupuram. The Company's two DSIR recognised R&D centers are located at Belgaum and Taloja.

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SUBSIDIARIES & JOINT VENTURES Utkal Alumina International Limited (UAIL): The joint venture company is a subsidiary of Indal, which holds 55% equity, while the balance is held by Alcan Inc. of Canada. The proposed alumina refinery is to be set up in Doragurha in the Rayagada district of Orissa, to produce one million tone per annum of alumina, sourcing bauxite from the rich reserves at Baphlimali, in Rayagada, Orissa. Suvas Holdings Private Limited (SHPL): A subsidiary in which Indal holds 51% equity stake, based on an MOU with Laxmi Organics Industries Limited (LOIL) and SHPL; with the intent to operate mini hydel power plants in Maharashtra for captive consumption at the Taloja Sheet and Kalwa Foil Plants. The Power Project is subject to edorsement of its viability by an ongoing feasibility study. HISTORY OF THE PLANT (Belgaum works) The INDAL plant at Belgaum was established in 1968 and started operations on the 7 th November 1970. It is situated about 6 Kms., from Belgaum City, beside the National Highway. It has a total area of 1400 acres. 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

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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 Durgmanwadi Mines 120 Kms from Belgaum. 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. 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.

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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 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

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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. 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. BABASAB PATIL Page 13

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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.

Future outlook The companys business strategy is to ensure profitable growth in the future will be through: Realization of synergy gain with Hindalco to ensure better market position, combining Indals strengths in Alumina and down stream segments with Hindalcos advantage in primary metal. Higher assets utilization across plant location, particularly leveraging the benefits of the upgraded rolling mills as well as taking steps to optimize use of idle physical infrastructure assets and enriched product mix for higher returns from existing assets. Strengthening of exports with an emphasis on consolidating Indals presence in existing market while tapping new regions for export of value added product viz., especially alumina and downstream sheet, foil and extrusions. Cost control efforts including better logistics, higher operating efficiencies and improved working capital management.

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Strategic growth plans All capex plans pertaining to Indal, for which a sum of Rs.2000 crore has been earmarked, will be undertaken as planned under the aegis of Hindalco. Among these are The expansion of its metal capacity to 100,000 MT per annum, Its power generating capacity to reach 267.5 MW at Hirakud, Ramping up the alumina plant at Muri to 500,000 MT per annum and

Enhancing the special alumina chemicals capacity to 127,000 MT per annum at Belgaum.

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ORGANISATION STRUCTURE

The Belgaum Works is divided into the following Departments: 1. 2. 3. 4. Alumina operations and production Specials Alumina R&D Alumina mechanical Page 16

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5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. 18. 19. 20. 21. 22.

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 Purchase Traffic Stores Page 17

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23. 24. 25. 26. 27. 28.

Exim Dispatch Systems W.C.M BRDC Corporate

In all there are around 777 employees, who include the management, workers these all are full time enrolled people.

Marketing Indal (Now part of Hindalco) has no marketing division at Belgaum 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 Bangalore, Delhi, and Hydreabad.

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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 departments, and the work is carried out in shifts. Alumina, CPBP and Special products

Research and Development:

INDALS (now Hindalco) R&D centers at Belgaum and Taloja are recognized by the department of Scientific and industrial research (DSIR). The Belgaum 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

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predicting organic behavior in refineries. A joint technical development program with ALCAN is under execution in the field of raw materials. Both the R & D centers have attained ISO 9001 & 9002 certification, with the Belgaum 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 Belgaum 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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WCM- A main aspect of the company, it is moving towards building a WCM unit model.

WCM Model for Excellence and Competitive Advantage


is sio n n,M s io Vi
1 Waste (MUDA) Elimination 8 Information, Systems/BPR, Technology and Cash Flows

, S tra te gy & L ead e rs h ip

2 Work Environment (5S)

C u lt u r e & P a s s io n

3 JIT / Supply Chain Management

Te

am

s-In
s p ir a t io n & C o m p e t it

d se t , M in

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

4 Equipment Effectiveness/ TPM

7 Liaison, Team Force and Skill Development

6 Quality First: Six Sigma/SQM & Best Practices

5 Customer Driven: Internal and External

io n

S h a re h o l d e r s V a l u e

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ZERO DEFECTS ZERO LOSSES ZERO BREAKDOWNS ZERO POLLUTION ZERO ACCIDENTS ZERO CUSTOMER COMPLAINTS

Financial analysis

Turnover Operating Profit PBDIT Net Profit EPS (in Rs.) Q4 Performance

Q4 FY2005 Rs. crore 2,516 628 704 449 48

Q4 FY2004 Rs. crore 1,889 399 466 222 24

FY 2005 Rs. crore 9,523 2,276 2,546 1,329 143

FY 2004 Rs. crore 6,208 1,500 1,740 839 91

Hindalco, the flagship company of the Aditya Birla Group, has posted a stellar performance during the fourth quarter. The co mpany attained a net sales and operating revenue of Rs.2, 516 crore driven by better realisations, volumes and an enriched product mix comprising largely of value added products. While aluminium margins surged, copper margins remained flat despite higher

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volumes on account of weak TC/RC (Treatment Charges/Refining Charges) and steep reduction in import duty.

Sales & Operating Revenue Net sales and operating revenue of Hindalco in the fourth quarter stand at Rs. 2,516 crore, vis--vis Rs. 1,889 crore of last year. Of this, the aluminium business has recorded sales of Rs. 1,457 crore (boosted by inclusion of Indal's sales) Vis -a- Vis Rs. 875 crore last years.

The copper business' net sales and operating revenue stood at Rs. 1,059 crore in the fourth quarter, reflecting a rise of 8 per cent over Rs. 1,014 crore in the corresponding quarter of previous year.

Profits The company's Profit before Tax is Rs. 517 crore against Rs. 326 crore. Profit after Tax was Rs. 449 crore inclusive of a credit of Rs. 92 crore towards the provision for deferred tax liability of the earlier years written back.

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 BABASAB PATIL Page 23

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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 Hindal and that of Belgaum 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. 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.

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HRM at Belgaum 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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The Organization Structure of the HR department Sr. Manager-HR

ManagerLegal &PR ManagerSafety

Dy.ManagerHR

Dy.Mangaer - HR

Dy.ManagerMedical Services

Sr. personnel Officer

Sr. personnel Officer

Sr. personnel Officer

Sr. Security Officer

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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.

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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) iii) Notify the vacancy to the Employment Exchange, if required. Refer to ACTIVE FILE (kept with HR dept.) Notify the vacancy on the companys notice boards, if required. Page 29

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iv)

Advertise in newspapers, if necessary.

SCREENING OF APPLICATIONS Applications received will be jointly screened by the HR Department and the concerned Department, for further action by the HR Department.

SELECTION BOARD Except for unskilled workmen, a selection board will make all recruitment. i) The selection board will consist of minimum three persons in the rank of General Foreman and above with a representative of one each from HR, concerned dept. and one from an unconcerned dept. ii) For selection of other staff, the board will short list a few deserving candidates, after preliminary interview and the Personnel Department will put them up for final interview by the General Manager / Works Manager for final selection. iii) The Personnel department may arrange for trade tests and written examination, if deemed necessary.

Pre-requisite to appointment 1. Person below the age of 18 shall not be considered for employment in the company. BABASAB PATIL Page 30

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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 BABASAB PATIL Page 32

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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.

CORPORATE SOCIAL RESPONSIBILITY (Community Development)

Beyond Business - Reaching out to Communities: Making a Difference

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For over 50 years now, the Aditya Birla Group, has been working to improve the quality of life of people in underprivileged communities, largely within the periphery of its plants. Vision: To be an active partner for the sustainable socio-economic development of the surrounding community in which we operate.

We (Hindalco- Belgaum works) see ourselves As working with people participation. Along with government and surrounding villages as major stakeholders in promoting

the sustainable development. As a facilitative not directive. As a catalyst not a dominant participate.

Objectives To promote strategies to strengthen linkages between community based organizations,

government departments and NGOs by which people will make use of facilities available for development and self-reliance. To render support for the eradication of social-problems like illiteracy, socio-economic disparity through appropriate methods. To promote income generation programmes for the poor people for their sustainable

socio-economic development.

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Create awareness on education, health, and hygiene and to support the better

maintenance of it. To support women to empower themselves through developing new skills and

convergence of existing skills. To create an image of the company as a responsible corporate citizen.

Strive to

Fulfill basic human needs of the deprived and underprivileged, focusing on water

sourcing, sanitation, health care, primary education, etc. Build self-reliance, through programmes aimed at women's empowerment, skill

enhancement and creating income-generating opportunities for the underprivileged. Uphold fundamental rights of direct/indirect employees and the community at large,

and promote principles of equality and secularism. Maintain high degree of ethical standards, while dealing with all stakeholders Provide a congenial and healthy work environment for employees by implementing

sound Environment, Health & Safety Management Systems at all manufacturing units and take a proactive approach to address environmental issues.

Budget- 10- 15 lakhs, all programs have to be approved by VP-works

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Quarterly reports are sent to Aditya Birla center for community initiatives and rural development. This centre sets the tone and provides strategic direction for the Groups community work and ensures performance management as well.

Some of the programs undertaken by Belgaum works is as follows

Health Care Weekly medical visits to villages, general health check-up camps and patients treated at our in-house medical centres. Provide safe drinking water and drilling of bore wells.

Mother and Child Care Mother & child care programmes as well as pediatric and family planning camps to advise, counsel and treat women around Belgaum.

Education Over 2,500 children study in the Balwadis and non-formal education centres sponsored by INDAL. 300 students have been awarded merit scholarships by Durgmanwadi, Belgaum Around 250 Adult Learners are benefited through the literacy programmes at Belgaum

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Computer classes, coaching for underprivileged high school students and ITI training for local youth are some other educational initiatives were undertaken. Support is also extended through supply of uniforms, textbooks, and stationary, teaching equipment as well as construction/repair of school buildings. ITI training given to 10 students from villages around the Belgaum works. Sustainable Livelihood Livelihood schemes provide sustainable earnings for villagers through small scale enterprises such as milk co-operatives, mushroom cultivation, nurseries for fruit and medicinal saplings, bee-keeping, goat rearing, piggeries, earthworm rearing and vegetable (nutrition) gardens. Water harvesting structures such as diesel pumps, construction of check dams, ponds and irrigation wells support thousands of families.

Womens Self Help Groups Self Help Groups formed with a membership of over 3,000 women Skills training, in nutrition gardening, production of vermi-compost, art and craft, tailoring, jute bag making and rexine handicraft. Over 700 women have been trained in 18 different trades at the Yashogami Vocational Training Centre at Radhanagari and the products are marketed during Health Camps and with local NGO support.

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Infrastructure Development Construction and repair of roads, drainage systems and community halls, benefited the communities around Belgaum.

Social Welfare Awareness programmes on Alcoholism, AIDS, Population control and Environmental consciousness were conducted, covering villages around Belgaum. At Indal, the focus for community investments is on healthcare, inclusive of mother and child care; education, self-reliance through the engine of sustainable livelihood, also encompassing agricultural and water-shed development activities and women

empowerment process, infrastructure support and espousing social causes. The programmes are measurable, sustainable and replicable. The company works very closely with their partners the communities, the District authorities, Panchayats and selectively with NGOs. Together they try and make a difference to the weaker sections of society and vulnerable groups. The Board and all of the employees are fully committed to the Corporate Social Responsibility programmes. The companies believe that in contributing significantly to the quality of life of an under-served people who are outside of business, there is much value. EMPLOYEE OCCUPATIONAL HEALTH & SAFETY

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Safety has always been accorded top priority at Indal since its early days. The 65 year old company can boast of an enviable track record in Safety benchmarked with global standards. The year 2003-2004 marks a landmark in Safety Management since every

Indal location remained accident free throughout the year, making it a Zero Accident Company.

Salient features of Indals Safety track record include: An accident frequency rate of less than 1 per million man-hours worked has been maintained by Indal since 1994-95. Several plants, namely, Alupuram, Belgaum, Hirakud, Kalwa, Muri, Taloja, Lohardaga and Durgmanwadi, have completed over a million accidents free man-hours almost every year over the last five years.

Indal is committed to protecting its employees from occupational health hazards at its various locations all over India, and to periodically monitor their health for preventive action. The Companys Occupational Health Centers conduct regular medical check-ups and occupational hygiene programs, health information systems, health awareness as well as consultancy services to other industries. Objective setting regarding health & safety of employees is being done at the beginning of the year & polices drawn on these aspects. Well-equipped Health Center is in place, BABASAB PATIL Page 39

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where the Annual medical check up is done for all the employees. Pre Employment medical checkup is carried out for all new recruits EOHS meeting are conducted to ensure better health standards of employees & safety working. Various process changes are being carried out and new equipment are being installed viz., Electro-static precipitators have been installed to arrest dust pollution, water sprinklers in red mud pond area, bauxite crushing area to arrest the dust, development of green belt in and around the plant for dust suppression. Training on Safety, Occupational Health & Hygiene and platform meetings are routine activities. Before commencement of any job the concerned supervisor instructs the employees about the safety aspects of the job. To bring an awareness and involvement of employees regarding safety, various activities viz., safety day celebration, safety incentive schemes, safety drawing competition, safety slogan competition, safety quiz competitions are undertaken. Equipment checks procedures are adopted by all departments to ensure safe working practices. Dos and Donts for safe working have been displayed on the shop floor. Safety issues are communicated in all meetings. Departments ensure timely

statutory compliance. Training on safety aspects is also imparted to contractors employees. Safety administrators are nominated for each department to check safetyrelated aspects in order to prevent accidents. Accident investigation process is in place to find out the causes of accident and steps are taken for corrective action. Establishment

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At Belgaum Works, the person who sees to Establishment section is Mr. D.S.Kagale. His job profile and purpose states that he has to effectively maintain and run establishment section facilitating timely recognition and reward to employees and their families and providing all the welfare amenities to the employees to have high standard of employee satisfaction. It is necessary to properly maintain all employees related records in proper folders and in the HRIS system, so has to have easy access and to save administrative time. Main purpose is to ensure there is proper communication of all required information pertaining to business and related matters to all the employees and also see to it that all weekly and monthly reports are sent to various locations. Should also ensure correctness of the salaries, annual increments, and promotional increments, stagnation increments paid to the employees as per long-term settlement. The major challenge is to achieve high standard of internal as well as external customer satisfaction and to provide better services in establishment matters to internal and external customers. Hindalco Industries limited, Belgaum has a residential colony with a total of 590 quarters and different festivals and functions are conducted, it is important to ensure societal satisfaction so all the festivals have to be celebrated in a grand manner, successfully and peacefully. This is some of the main aspects of the establishment that was observed and learnt about.

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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, 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 Belgaum 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, Belgaum 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. BABASAB PATIL Page 42

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Training Policy Training need identification: The training needs are classified into three broad categories viz., Organizational needs Individual - behavioral / attitudinal needs Individual - functional / technical needs I. ORGANISATIONAL NEEDS

The Apex Management team of the plant prioritises the training needs and requirements of the organisation including training in Quality Systems and relevant awareness for the new entrants. The Training incharge prepares the training plan and organises the training programmes in accordance with the plan to satisfy the prioritised needs. II. INDIVIDUAL NEEDS- BEHAVIOURAL/ ATTITUDINAL Each department Head or Supervisor makes an assessment of Training needs of his subordinates for the coming year. These needs are communicated to HR Department who consolidates the training needs and organises the training programmes.

II.

INDIVIDUAL NEEDS - FUNCTIONAL/ TECHNICAL

These needs are identified by the respective Superiors of the concerned employee and duly validated by the respective Heads of Departments.

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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. 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

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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.

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 BABASAB PATIL Page 45

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detailing the training imparted as against the plan, duly furnishing the reasons for slippage, if any

TRAINING EVALUATION 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

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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. 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 BABASAB PATIL Page 47

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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 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

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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. 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 Page 49

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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.

Contract labor At Belgaum 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.

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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

Belgaum 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 Belgaum 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.

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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 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.

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

for skill and competency building to meet the challenges of current business scenario. Training plans are formulated and implemented to enhance skill and knowledge level of the employee to achieve the desired performance. The Employee Satisfaction Surveys are done periodically by an external agency to measure the Employees levels of satisfaction and steps are taken to implement feasible suggestions as per the requirement of the organization and to boost employee morale. Safety, Health & Work Environment systems are audited & reviewed periodically

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Survey on wealfare facilities and its impact on employee satisfaction 1. Title of the project: Employee satisfaction survey of operative division at HINDALCO INDUSTRIES LIMITED (Belgaum 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 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:

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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. BABASAB PATIL Page 56

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RESEARCH DESIGN
a) The research design used is descriptive .the primary 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 Previous reports Related information

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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

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It is realising the direct relationship between happy employees The key measure to employee satisfaction is, Employee retention Productivity Customer satisfaction Profitability 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 BABASAB PATIL Page 59

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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 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 Motivators Responsibility Challenge Job Control Hygiene factors Pay Benefits Coworkers

Theories

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.

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

Infrastructure provided enables to do job better

BABASAB PATIL 0
Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

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Infrastructure provided enables to do job better

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

Responses 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.

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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 40 30 20 10 Series1

BABASAB0PATIL
Stongly Agree Some What Some what Agree disagree Strongly Disagree Neither agree nor disagree

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Materials & equipments are provided at right time and right place Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree Responses 39 48 15 6 1 In % 36 44 14 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.

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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

Safety measures are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

79 24 5 1 0

72 22 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.
45 40 35 30 25 20 15 10 5 BABASAB0PATIL Stongly Agree

You get opportunity to do good at

Series1

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

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You get opportunity to do good at Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

43 46 17 3 0

39 42 16 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.
60 50 40 30 20 10 BABASAB PATIL 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree Series1

Grievances and complaints handled in time

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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 52 26 15 1

14 48 24 14 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.
50 40 30 20

Opportunity to learn & grow

BABASAB PATIL
0 Stongly Agree Some What Agree Some what disagree

10

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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 10 5 0

45 41 9 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 BABASAB PATIL Page 71

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Recreational facilities are good


50 40 30 20 Series1

BABASAB PATIL
0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

10

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Recreational facilities are good Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

48 40 11 2 8

44 37 10 2 7

From the above table it is observed that employees are satisfied with the recreational facilities provided at HINDALCO.

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

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Cultural activities are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

54 41 7 1 6

50 38 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.

Communication metting is useful


45 40 35 30 25 20 15 10 5 0

Series1

BABASAB PATIL

Stongly Agree

Some What Agree

Some what disagree

Strongly Disagree

Neither agree nor disagree

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Communication meeting is useful Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

44 38 17 8 2

40 35 16 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 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.

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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

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Job promotions are fair & objective Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

17 41 28 19 4

16 38 26 17 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. 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 BABASAB PATIL Some What Agree Some what disagree Strongly Disagree Neither agree Page nor disagree Series1

77

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Welfare facilities are well maintained Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

25 67 12 3 2

23 61 11 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. 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

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As Hindalco

Transportation facilities are good Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

65 28 10 4 2

60 26 9 4 2

Industries is on the out skirts of Belgaum City transport facilities is a must. This question is particularly asked to find whether the transport facility are good and timely or not. The transport facility in Hindalco works round the clock because the work is done in shifts. Buses are provided for the employees and even for the children of the employees

It is agreed that transport facility is provided timely and up to the satisfaction level. About 4% of the total employees are not satisfied with the transport facility.

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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

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Fringe benefits are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

23 52 23 7 4

21 48 21 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.

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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 29 9 7 2

57 27 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

Series1

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Canteen facilities are good Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

22 44 22 18 3

20 40 20 17 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.

Unit has bright future


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

Unit has bright future Stongly Agree Some What Agree BABASAB PATIL

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Some what disagree Strongly Disagree Neither agree nor disagree 43% of the employees agree that the unit has future .

20 18 3 3 3 3

34% of the employees are some what agree that they are satisfied.

This question is taken to know that whether the employees feel that their unit has a bright future or not. Eventually all are working for the bright future of their unit

Satisfied Belgaum 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

Series1

Satisfied Belgaum unit as a place of work Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree BABASAB PATIL

76 28 4 1 0

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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 48 18 4 0

36 44 17 4 0

The above tabular column reveals that 36% of the total employees agree ,that supervisor keeps informed about the work in the dept. BABASAB PATIL Page 86

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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

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Supervisor spend adequate time Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

26 59 17 5 2

24 54 16 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.

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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 Series1

Talent & intelligence is encouraged Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

31 56 17 4 1

28 51 16 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.

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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 Some what disagree Strongly Disagree Neither agree nor disagree

45 52 9 2 1

41 48 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 BABASAB PATIL Page 90

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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 Series1

Training programme increased knowledge & skill Stongly Agree 59 Some What Agree 39 Some what disagree 7 Strongly Disagree 3 Neither agree nor disagree 1

54 36 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.

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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.

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Timely training provided


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

Timely training provided Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

40 48 12 9 0

37 44 11 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. BABASAB PATIL Page 93

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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 Series1

Full cooperation from other dept Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

40 53 13 2 1

37 49 12 2 1

The above table reveals that, 37% of the total employees agree that they get ful cooperation form the other dept. 49% of them are some what agree about cooperation given by other dept. BABASAB PATIL Page 94

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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

Series1

Dept recognizes high achievers Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

39 46 17 5 2

36 42 16 5 2

From above tabular column reveals that employees recognizes high achievers.

agree that department

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

73 29 6 0 1

67 27 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.

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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 Series1

Satisfied with co-worker Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

56 43 8 1 1

51 39 7 1 1

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

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

Appreciation in Dept Strongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

29 59 16 2 3

27 54 15 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 BABASAB PATIL 0 Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree Series1

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Opinions are taken into dept Stongly Agree Some What Agree Some what disagree Strongly Disagree Neither agree nor disagree

35 57 14 3 0

32 52 13 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 Series1

BABASAB PATIL 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 40 12 2 1

50 37 11 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

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How many employees availing canteen facilities


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

Responses 20

Availing

Not Availing

Availing Yes No

Responses 89 20

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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 61 48 Breakfast Lunch Even Snacks 45 31 24 64 78 85 Dinner 11 98

RECOMMENDATIONSOF EMPLOYEE SATISFACTION BABASAB PATIL Page 102

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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.

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 BABASAB PATIL Page 103

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gatherings for all departments so that the relation between HR and the employees will improve .This will help problems freely and frankly. the employees to express their

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 teamwork.

of the benefits of

o yet more concentration or more measures should be taken for the safety.

o Job related training should be given once in 6 months.

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. BABASAB PATIL Page 104

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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. BABASAB PATIL Page 105

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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

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QUESTIONNAIRE FOR EMPLOYEE SATISFACTION SURVEY Employee Satisfaction Survey - June 2006 A) Work Culture: BABASAB PATIL Page 107

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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 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 BABASAB PATIL Page 108

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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 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 BABASAB PATIL Page 109

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e) Neither agree nor disagree 8. The recreational facilities provided in community center and clubs are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

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

10. The communication meeting in the canteen is useful. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 110

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d) Strongly disagree e) Neither agree nor disagree 11) I get Clear communication from notice board. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

12. 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: 13. The welfare facilities provided in my department are adequate and well maintained. a) Strongly agree b) Somewhat agree BABASAB PATIL Page 111

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

14. The transport facilities are good & timely. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree 15. The fringe benefits given to me are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agrees nor disagree

16. The medical facilities provided to me are good. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 112

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d) Strongly disagree e) Neither agree nor disagree 17. 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: 18. My unit has a bright future. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

19. I am satisfied with Belgaum unit as a place of work. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 113

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d) Strongly disagree e) Neither agree nor disagrees D) Boss & Subordinate Relationship: 20. 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 21. My supervisor spends adequate time on my development. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

22. My talent / Intelligence is encouraged by my supervisor. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 114

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d) Strongly disagree e) Neither agree nor disagree 23. My supervisor provides me adequate information to do the work. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

E) Training: 24. 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

25. I get Timely Training. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 115

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d) Strongly disagree e) Neither agree nor disagree

F) Inter Department Relationship 26. I get full cooperation from the other departments. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

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

28. I feel that my job contribute to achievement of my department. a) Strongly agree b) Somewhat agree c) Somewhat disagree BABASAB PATIL Page 116

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d) Strongly disagree e) Neither agree nor disagree

29. I am satisfied with the cooperation given to me by my co-worker. a) Strongly agree b) Some what agree c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree

30. 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

31. My opinion is taken in to account in department. a) Strongly agree b) Some what agree. c) Some what disagree BABASAB PATIL Page 117

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d) Strongly disagree. e) Neither agree nor disagree 32. Are you availing canteen facilities? Yes No If Yes, Snacks Breakfast Lunch Dinner

BIBILOGRAPHY

BABASAB PATIL

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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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