Why Teams call analytics are critical to your entire business
workers satisfaction
1. A report submitted in partial fulfillment of the
requirement of MBA Program of Banasthali University
A
Project Report
On
Workers Satisfaction
Survey
Submitted to: Submitted by:
Wisdom Department Swati Banthiya
Banasthali University MBA IInd Year
2. ACKNOWLEDGEMENT
The duration of the project has been days, which has opened me to what life exactly is being
under the sun. Sitting in the class room and listen to the lectures are totally different affairs when
compared to applying the lesson in real life. Therefore, I would like to take this opportunity at
my successful completion of in-plant training at “GRASIM INDUSTRIES LTD. –
CHEMICAL DIVISION” Nagda (M.P) to thank all who directly or indirectly helped and
motivated me to complete this project.
This is my privilege to express my deep felt gratitude to Mr. Jangid for providing me the
opportunity to undertake my summer training project.
I express my deepest gratitude to Mr. MADAN ATERKAR and MR.M.K.CHODHARY for
his effective guidance and supervision which made it possible for me to complete this project
within the stipulated time period. Despite of his busy schedule he gave me his full support and
precious time.
I am thankful to the members of the Grasim Chemical Division for sharing their insights and
experiences with me.
I would also like to thank management of which through proper guidance and training enables
me to undergo this project at GRASIM INDUSTRIES LIMITED effectively. Their direct and
indirect support is highly valued. And finally, I thank my parents, friends and colleagues, who
were by my side throughout this project.
3. DECLARATION
I, Swati Banthiya, hereby declare that all the information furnished in this
PROJECT, is my original work containing authentic facts. This piece of work is
only being submitted to Banasthali University, Wisdom Department in the
partial fulfillment for the degree of Post Graduation Diploma in Business
Management.
Swati banthiya
MBA II year
4. ABSTRACT
To make any system efficient it is necessary to spot its drawbacks and combat them to improve.
A continuous improvement in a system makes it increasingly productive and a world class
quality deliverer. To achieve a level of world class manufacturer it is necessary to bring out
improvements in productivity, employee involvement, quality, work place & reduction in waste
and cost. Every employee carries potential to think for the betterment of the company through
his/her intellect and thought process which the company can use in the name of to ameliorate its
overall functioning. These thoughts or suggestions workers motivation and satisfaction play a
critical role in company’s progress. Thus contribution of every employee is very much
necessitated to bring out small improvements. Working in a system may sometime queer the
results and the necessity emerges to find out the reasons for less contribution and involvement.
Hence it is required to study, analyze and identify opportunity for improvement. So in this
context, it is felt that a study on entire process to identify significant areas for improvement
would help to improve effectiveness of the schem The GRCD stands for technological leadership
(innovative strength), the quality of work, and the benefit of our products. Its double meaning
was intentional. Besides conveying the ideas of durability and reliability, it also conveys a sense
of technology in the service of life. The claim is therefore also the expression of their special
responsibility.
And this special responsibility could only be fulfilled, if the responsibility holders arable to
deliver their best.
Thus, to check the motivation and perception level of all the employees GRCD conducted an
internal workers Satisfaction Survey
This report throws light upon the various steps undertaken to make a success.
Survey was conducted with the help of a questionnaire which covers 21 different dimensions
namely career development, communication, recognition and training & development but
slightly less motivated through equal opportunity area . Health & Safety, Pay & Benefits and
Peer Relationship, Employment condition, Job security, then with Organizations
Administration & social, Facility & services covered and discussed with the help of charts and
tables. It could help in understanding the satisfaction level of workers.
5. PREFACE
Human resource functions are no longer specialized functions, merely confined to the
HR/Personal department .Rather, management of human resource is the responsibility of every
manager in the present business scenario. HR orientation need to be top-down and should fully
involve the concerned managers who have to ensure performance down the line.
This project report on “WORKERS SATISFACTION IN GRASIM CHEMICAL
DIVISION” Focusing in ABSENTEEISM in the P&A DEPARTEMENT deal with—
*The study of satisfaction level of workers..
By keeping all the important points, necessities and lots of efforts have been taken to incorporate
the topics is WORKERS SATISFACTION.
This Project should prove towards management as well as to researchers and P&A consultants in
their search for contemporary issues in P&A. Besides, managers who need to maximize worker
ability, effiency and regarding performance will find this project very useful and easy to
implement in their company.
6. CONTENT:-
S.NO TITLE
1 INTRODUCTION OF GR.C.D.
2 CHART (ORG, P&A, WORKMEN)
3 HR PART
4 REVIEW OF LITERATURE
5 RESEARCH
6 DATA ANALYSIS
7 RECOMMENDATION
8 LIMITATION
9 CONCLUSION
10 APPENDIX
7. GRASIM CHEMICAL DIVISION
HISTORICAL DEVELOPMENT OF GRASIM CHEMICAL DIVISION
Grasim industries limited incorporated in August, 1947 in the state. of Madhya Pradesh. Grasim
industries commenced operations in 1948 in Gwalior with a small Rayon weaving unit using
imported Rayon in 1954, Grasim. quickly set its focus on the production of Rayon-a man made
cellulose fiber today Grasim' core businesses are VSF (Viscose Staple Fiber), Cement and
Textiles..
Rayon grade Caustic soda is an important raw material in VSF production. To achieve reliable
and economical supply of this chemical, grasim set up a Rayon Grade
Caustic Soda unit in Nagda in Madhya Pradesh on October 1972 with a capacity of 33,000 TPA.
The unit's current capacity stands at, 160, OOOTPA making it the country' second largest
Caustic Soda Unit.
Caustic soda and chlorine as well as hydrochloric acid are building blocks of the chemical
industry.
Initially, a 1O0TPD capacity plant was established with Donora, Italy's technology based on
"Mercury Cell Process" and thereafter, in 1989, capacity was further enhanced to 350 TPD, with
two independent cell houses.
In pursuit, to improve the power consumptf Ol nd to operate the plant in eco-friendly world
reference, Membrane Cell Plant - to produce Caustic 'Soda with know how and technology from
"Udne Gmbh, Gent1any". It is internationally comparable in terms of energy efficiency and other
performance parameters. This is India's largest single location Membrane Cell Plant
8. The main End-Users are as under:
Caustic Soda: pulp and paper Soap and detergent, Dyestuff, Pharma, DM Water,
Alumna, Textiles, Viscose Staple Fiber etc.
Chlorine: PVC, CPW, AICH, SBP, Paper, Pharma, Dyes etc..
Hydrochloic Acid: DM water, Pickling of Steal, Phosphoric Acid, Gelatin, Calcium
Chloride, etc.
Hydrogen: Vanaspati, Sorbitol. Vegetable Oils etc.
For' gainful utilization of Chlorine as largest merchant seller, the unit has expanded its operation
by forward integration into production of following products:
1. Stable Bleaching Powder (16,800 TP A)
2. Poly Aluminum Chloride Liquid (42,705 TPA) .
3. Poly Aluminum Chloride Powder (4,928 TP A)
4. Chloro Sulphonic Acid (17,155 TPA)
Stable Bleaching Powder
Commissioned on 23rd August, 1986.Present capacity is 46 TPD.
End Users:
Water purification, Sanitation, As Bleaching Agenn Textile, Paper, etc. Grasim share is 20% of
Total Capacity (total installed capacity in India is approx. 1, 50,000 MTPA).
Poly Aluminum Chloride
Commissioned on 29th September 1990. Present capacity is 117 TPD.Grasim Chemical Division
is India's first PAC manufacturing unit Having Production capacity of 117 TPD and since last
one decade, soie supplier of PAC, free from Mercury and organic matters.Expansion of TPD is
in progress. Presently, sole supplier of Pac powder also, capacity 13.5 TPD.
9. Product Mix and application of PAC:
Liquid: AC/1 OOS - Water Treatment
Arya PAC - Water Treatment
SAB 18/5 - Paper Sizing (Acidic .
SAB 18 - Paper Sizing (Neutral) aid effluent Treatment
Powder:
AC/I00S - Water Treatment
SAB18 - Water Treatment and Effluent Treatment
Chioro Sulphonic Acid
Commissioned on 12th September, 1992. Present capacity
Is 47 TPD.
End Users: Dyes, Dyes & Intermediate, Vinyl Sulphonic, Drugs and Pharma.
Grasim share is 4.76% of total capacity (total capacity in India is approx.3,78,000 MTPA against
demand of 2, 07,000 MTPA). . .
10. ORGANISATIONAL HIERARCHY
Executive President (Unit Head)
Senior vice president
Vice President
Asst. Vice President
Senior General Manager
General Manager
Deputy General Manager
Senior Manager
Manager
Deputy Manager
Asst. Manager
Senior Officer
Asst. Officer
11. People are our number One asset.:-
Any organization is dependent on 5M : man, Money, Material, Machine, Method, People are the
core of the organization without whom no organization can survive or achieve its objectives.
Some areas HR needs:
o Insight
o Innovative
o Inspiration
o Integration
HRD Philosophy
o If you want to plan for a year, plant a com.
o If you want to plan for three years, plant a tree.
o If you want to plan for ten years, plant a man. ,
HRD Policy:
To create an enabling Organization through
o Training and development
o Innovation & experiment
o Effective communication
o Motivation and morale upliftment.
o People's participation
o Reward and recognition
12. HRD SUB-SYSTEMS:
Recruitment and selection
.
o Persons are recruited through Internal Recruitment.
o If they do not find suitable candidate for the required position, then they select
through External Recruitment.
o For recruitment, selection committee is set up by appointing authority which consists
of three members.
o a) Member of the appropriate rank or status in relation to the post to which
recruitment is to be made,
b) Two persons from the required discipline and one from HRD.
o Fresher are recruited through Campus Placement for which selection process is-
a) Objective/ Psychological! Written Test
b) Group Discussion
c) Personal Interview
o Presently, all the recruitment is done through their Corporate Office, Mumbai.
Training and Development:
.
Grasim Chemical Division is ISO-9002 certified company, so it has to follow certain
norms for training and development of its employees.
First step for training and development, identification of training needs.
According to the needs for training, they make Annual Training Calendar, which is
applicable for the whole fmandaI year.
They also make monthly training schedule.
For the persons who have participated in the training, they maintain Individual
Training Records.
13. There are two types of Training Programmer’s:
a) In-house Programmers - Internal & External Faculty
b) Out-station Programmers - Gyanodaya, Mumbai and Outside In titutes
Role of Training:-
To increase productivity
To Improve the quality of work
Develop new skills, knowledge and understanding.
Use correctly new tools and machines. .
Reduce wastes, accidents and overhead cost.
Bring incumbents to that level of performance-which meets the standard of performance
for the job '
Job Rotation and Multiskilling:
This organization has in traded job rotation for the first time. The main objectives are: - ,
'
A Job rotation is, done to develop the employee in various areas.
Develop new skills, knowledge and understanding.
Job rotation is done for the period of two years. In this period, the person is placed for a
period of 6 months on rotation basis in four departments.
Two For multi skilling, there are i.e., programmer Knowledge Integration Programmers
and IT Training. .'
Employee Satisfaction:-
Employee satisfaction is a measure of how happy workers are with their job and working
environment. Keeping morale high among workers can be of tremendous benefit to any
company, as happy workers will be more likely to produce more, take fewer days off, and stay
loyal to the company. There are many factors in improving or maintaining high employee
satisfaction, which wise employers would do well to implement.
To measure employee satisfaction, many companies will have mandatory surveys or face-to-face
meetings with employees to gain information. Both of these tactics have pros and cons, and
should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be
honest without fear of repercussion. Interviews with company management can feel intimidating,
but if done correctly can let the worker know that their voice has been heard and their concerns
addressed by those in charge. Surveys and meetings can truly get to the center of the data
surrounding employee satisfaction, and can be great tools to identify specific problems leading
14. Performance Management:
Objectives:
o To bring out best and develop the individual.
o To develop and optimize human resources.
o To create and sustain a culture that inspires and empowers.
o To facilitate key manpower decision such as increment promotion.
o To identify long term potential of employees
o To strengthen performance counseling t ough feedback and suggestions.
Performance Appraisal is done for a period from January to December. Appraisal is done
by immediate superior and functional head, which is reviewed by Unit Head in consultation with
HRD. The report is submitted latest by 21 st February.
HRD in consultation with unit head takes decision for promotion, transfer, increments
and job rotation on the perfom1ance appraisal review.
Rating is done on five dimensions:
a) Outstanding
b) Very Good
c) Good
d) Average
e) Below Average
Reward and Recognition
Rewards are given on
a) Outstanding Suggestion
b) Better Performance
c) Punctuality
15. The objectives of giving reward are:-
a) To motivate employees for punctuality
b) To motivate workmen for value addition
c) To build better performance culture
and strive for excellence
Awards given to them are as:-
Rotating shield for winners
Man of the Month award
Best attendance award
Letter of appreciation
Participative Management:
In participative management, there are-
a) Mass Communication for workers and staffs It is for the. Purpose for downward and upward
communication. To share departmental programmer and achievements.
b) In-house journal for downward and upward communication.
c) Committee meeting It is to enhance communication, decision-making, problem solving,
consensus building and information sharing.
d) WCM meeting Shop floor meeting at all level.
e) Suggestion Schemes Suggestion for innovation,motivation,valueaddition,improving
Quality, efficiency, productivity and cost effectiveness.
16. THE MOTIVE OF PARTICIPATIVE MANAGEMENT IS TO BUILD-
a) Enthusiasm for innovation
b) Openness and transparency
c) Team building
d) Morale upliftment
e) Achievement orientation
f) Rejuvenating people’s confidence
g) System orientation
h) Performance culture
i) Enhanced profitability
j) Ownership
PERSONNEL DEPARTMENT ACTIVITIES
PERSONNEL MANAGEMENT:
Personnel management is a process of bringing people and organization together so that the goals
of organization can be achieved. It is that of part of management process which is concerned,
with the management of the human resource in an organization.
ROLE OF PERSONNEL MANAGEMENT DEPARTMENT IN THE ORGNIZATION
1. ADVISORY ROLE
2. THE CONSCIENCE ROLE
3. COUNSELORY ROLE
4. WELFARE ROLE
17. VISION & MISSION
VISION-To become world class chlor-Alkali plant with specific focus on value creation for for
shareholders, customers, employees and society.
Mission-
To improve overall operating efficiency through continuous improvement and innovative cost
reduction
To strive for excellence in all the spheres through WCM practices
To assure safe & environment friendly operations
To institutionalize internal and external customer delight.
To focus on value adding HR practices.
Our values fine-tune with the Group’s Philosophy of Creation of value, Value added growth and
Institutionalization. We strongly believe and strictly adhere to our Group values Va employees.
All new joiners have to complete value awareness program thorough ABG learning forum.
Further, to imbibe the values we have a system of dress code, Morning Prayer etc. With stringent
follow up of the laid down systems and values we have been able to create a cultural
transformation in the 39 years old Unit. Lue leaders are trained and also further cascading has
been done for all
OBJECTIVES OF LABOUR RELATIONS:
Labour relations are primarily designed for the following functions:
1. To protect the interest of workers and the management through mutual understanding and
relationship.
2. To avoid industrial disputes so as to develop a healthy work environment.
3. To improve quality of work life of workers.
4. To increase performance through reducing labour turnover and frequent absenteeism.
5. To provide constructive criticism of the management.
18. Grievance Handling
In Grasim chemical division there is no grievance handling committee as such, if any grievance
arises an enquiry committee is set up, headed by Sr. Manager, Personnel / Manager, IR.
Disciplinary Matters
For disciplinary matters, company is following the Industrial Employment
Standing Orders Act. .
The company has not drafted its own standif1g:orders; it has adopted the model standing,
orders of M.P. Industrial Standing Graers Act, 1961 as their own standing orders.
A worker may be fined up to 2 percent of his wages in a month for any of the
Following acts and omissions. .
A workman may be suspended for not exceeding four days at a time for misconduct.
The following acts should be treated as misconduct:
o Habitual absence without leave or absence without
leave for more than10 days.
Habitual late attendance.
Habitual negligence of work, ,
Willful insubordination or disobedience whether alone or in combination with
others,
Theft, fraud or willful damage to employers propert
Riotous or disorderly behavior during working hours.
Health:
The factory premise is cleaned every day. The house-keeping person use to monitor the
cleanliness in the company premises and colony.
Fire pit and sludge pit for disposal of waste and proper drainage system is here.
For preventing dust and fumes in plant are and offices there are exhaust fans.
Proper lightning facility is here, both natural and artificial.
A safe drinking facility is available at suitable places in the plant.
Adequate Nos. of toilets, urinals and bathrooms are provided.
Separate floor cleaning facilities provided on workshop areas, which are being monitored
regularly. .
Adequate Nos. of spittoon is provided.
Washing facilities for the workmen at the shop floor is provided.
There is regular medical checkup for staff and workers.
19. Welfare Provisions:
Washing And Drying Clothing:
Company provides the facilities for washing but there is a not
proper place for drying the clothes.
First Aid Room:
There is a first aid room, which is fully equipped with required contents
as for chemical industry and also having three beds. Company is not having its own ambulance.
.If any serious accident occurs, they sent him directly to lndubhai Parikh Memorial Hospital.
Canteen:
is another facility that is available in the premise of the company. This canteen is for
both the workers and the employees. In the canteen, they provide tea and some eatables to
employees. For workers, they provide tea and eatables through mobile canteens.
Storing:
For storing clothes not worn during working hours company has provided separate
lockers to the workers.
Other welfare facilities, which the company is providing to the employees are:
Housing facility with furniture according to their grade.
School
Grasim community centre
Club
Socio-cultural programmers are conducted time to time.
Separate Bal Sanskar classes are regularly organized for the cultural upliftment of
the children.
Various community development programmes are being conducted.
The company has adopted 5 near by village where all the basic facilities
like drinking water, health care, education .etc. are provided.
20. Safety:
Fencing of all dangerous and moving parts of machinery is here, a l the
machines encased and well guarded..
Sufficient space for workers to operate self-acting machines.
All hoists, lifts and other lifting devices are in proper condition and chains and
ropes are maintained time to time.
Floors, stairs, steps, etc. ate free from obstructions and slippery substances.
Personal safety equipments for safety while working in the plant are provided,
such as, safety goggles, face shield, safety helmet, gumboot, safety belt for
working on height.
Safety department is here in which two safety officers are appointed as per
the. Statutory requirements under Factories Act.
In the case of leakage of dangerous fumes and gases like chlorine, safety
equipments needed for operating are as apron suit, eye washer, gas mask,
dust mask, anti fume mask, canister mask. .
All these equipments are kept at suitable places in plant arid readily
accessible all the time.
Training is provided to the workers for using these equipments.
The Grasim chemical division is .having its own safety booklet.
Working hours, Holidays and Overtime
Working hours spread over for a worker is 8 liI:s in a shift.
Shifts arranged in a manner that there is no overlapping in it.
Shift schedule is placed on the notice board on last date of previous
month.
Every worker is provided one holiday in a week and compensatory off
is provided to those staff that have worked on holiday.
For overtime the company is providing twice the ordinary wage to the
workers and thrice if the worker is working on holiday.
21. WHAT IS MOTIVETION AND SATISFACTION
Motivation
Motivation is a process that elicits, controls, and sustains certain behaviors. Motivation
is a group phenomenon that affects the nature of an individual's behavior, the strength
of the behavior, and the persistence of the behavior. For instance: An individual has not
eaten, he or she feels hungry, and as a response he or she eats and diminishes
feelings of hunger. There are many approaches to motivation: physiological, behavioral,
cognitive, and social. It is the crucial element in setting and attaining goals—and
research shows that subjects can influence their own levels of motivation and self-
control. According to various theories, motivation may be rooted in a basic need to
minimize physical pain and maximize pleasure, or it may include specific needs such as
eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed
to less-apparent reasons such as altruism, selfishness, morality, or avoiding mortality.
Conceptually, motivation is distinct from volition and optimism.[3] Motivation is related to,
but distinct from, emotion.
1. Motivation to change is elicited from the client, and is not imposed from outside
forces
2. It is the client's task, not the counselor's, to articulate and resolve his or her
ambivalence
3. Direct persuasion is not an effective method for resolving ambivalence
4. The counseling style is generally quiet and elicits information from the client
5. The counselor is directive, in that they help the client to examine and resolve
ambivalence
6. Readiness to change is not a trait of the client, but a fluctuating result of
interpersonal interaction
Satisfaction
Satisfaction on the job, it should be concerned with the nature of the work itself — the
opportunities it presents for gaining status, assuming responsibility, and for achieving
self-realization. If, on the other hand, management wishes to reduce dissatisfaction,
then it must focus on the job environment — policies, procedures, supervision, and
working conditions. If management is equally concerned with (as is usually the case),
then managers must give attention to both sets of job factors.
The theory was based around interviews with 203 American accountants and engineers
in Pittsburgh, chosen because of their professions' growing importance in the business
22. world. The subjects were asked to relate times when they felt exceptionally good or bad
about their present job or any previous job, and to provide reasons, and a description of
the sequence of events giving rise to that positive or negative feeling.
Here is the description of this interview analysis:
Briefly, we asked our respondents to describe periods in their lives when they were
exceedingly happy and unhappy with their jobs. Each respondent gave as many
"sequences of events" as he could that met certain criteria—including a marked change
in feeling, a beginning and an end, and contained some substantive description other
than feelings and interpretations…
The proposed hypothesis appears verified. The factors on the right that led to
satisfaction (achievement, intrinsic interest in the work, responsibility, and
advancement) are mostly unipolar that is, they contribute very little to job dissatisfaction.
Conversely, the dis-satisfiers (company policy and administrative practices, supervision,
interpersonal relationships, working conditions, and salary) contribute very little to job
satisfaction
Motivators challenging work, recognition, responsibility that give positive
satisfaction, arising from intrinsic conditions of the job itself, such as recognition,
achievement, or personal growth,
Hygiene factors: status, job security, salary, fringe benefits, work conditions)
that do not give positive satisfaction, though dissatisfaction results from their
absence. These are extrinsic to the work itself, and include aspects such as
company policies, supervisory practices, or wages/salary
The therapeutic relationship resembles a partnership or companionship
essentially, hygiene factors are needed to ensure an employee is not dissatisfied.
Motivation factors are needed to motivate an employee to higher performance.
Herzberg also further classified our actions and how and why we do them, for example,
if you perform a work related action because you have to then that is classed as
movement, but if you perform a work related action because you want to then that is
classed as motivation.
Unlike Maslow, who offered little data to support his ideas, Herzberg and others have
presented considerable empirical evidence to confirm the motivation-hygiene theory,
although their work has been criticized on methodological grounds.
23. PROJECT
What is Satisfaction Survey?
Often an essential component of organizational training and development, workers
satisfaction surveys provide a picture of the organization’s needs. These surveys can
bused to solicit employee opinion on a variety of issues such as company success in
communicating its missions to employees, or local issues such as quality of working
environment. These surveys often contain series of multiple items grouped along one or
more dimensions of the organization. The type of items included in these surveys may
Concern areas such as:
FOR MOTIVATION
Motivation Number of Items
Career Development 1
Communication 1
Equal Opportunity 2
Recognition 1
Training & Development 2
24. FOR SATISFACTION
Employment Condition 1
Job Security 1
Facility & Services 3
Health & Safety 2
Peer Relationship 1
Pay& Benefits 2
Organizations Administration 2
Social 3
Objective
The goal was to measure the degree of satisfaction and motivation to find out how far
the initiatives taken were accepted by all.
Scope
All workers of GRCD were involved.
Project-Overview
NAGDA
Number of workers 246
Number of responses 227
Response-Rate 95%
25. Purpose
Better understand employee perspectives on their jobs and how they felt about working
conditions in which they work.
To access the satisfaction level & motivation level of employees.
To identify the factor which improve the satisfaction level of workers.
Method
The calculations are based on four types of responses:
o Totally Agree(4)
o Agree(3)
o Disagree(2)
o Totally disagree(1)
The responses are compiled and the % of Agreement is calculated.
(Totally agree +agree+disagree+total disagree)/Total Response
This Map is the flow representation of different action plans for the survey.
The process started on JUN 1 2012 with a meeting with department heads and the
aspects to be covered in the survey were identified. Communication to workers
Identification of various aspect/areas
Finalization of Questionnaire
Preparation of Meta plan board of the
various initiative taken in 2012
Communication to employees
Conduction of survey
Compilation of data
Analysis of data
Comparison of result with previous results
Action plan
Implementation
DATA ANALYSIS:
Data analysis divided in to some part
questions
age,
26. grade,
number of years at Grasim, and
department
Significant differences in satisfaction level & motivation level between various groups
on each item were also investigated .
The Question
According to the question result is that:
According to MOTIVATION question
Motivation
QUESTION AVERAGE PERSENTAGE
Career 3.63
Development
90.75%
Communication 3.56
86%
Equal Opportunity 3.51 89.50%
Recognition 3.58 89.50%
Training & 3.60 90%
development.
According to satisfaction result is:
Satisfaction
Health & Safety 3.47
Facility & service 3.46 86.50
28. Response by differentiation of age
Age Average Percentage
Motivation Satisfaction Motivation Satisfaction
≥ 48 3.57 3.32 89.25% 83%
years of
age
< 48 3.57 3.30 89.25% 82.50%
years of
age
Result For motivation
Result for Satisfaction
4.00
3.57 3.57 4.00
3.50 3.50 3.30 3.32
3.00 3.00
2.50 2.50
2.00
2.00
1.50
1.50
1.00
1.00 1
1
Average motivaton of workers < 48 years of age Average satisfaction of workers < 48 years of age
Average motivaton of workers ≥ 48 years of age Average satisfaction of workers ≥ 48 years of age
29. Response by grade
Grade Average Percentage
Motivation Satisfaction Motivation Satisfaction
A1 3.57 3.33 89.25% 83.25%
A 3.57 3.31 89.25% 82.75%
B 3.57 3.30 89.25% 82.50%
C 3.56 3.29 89% 82.25%
D 3.55 3.27 88.75% 81.75%
Result for Grade
3.60 A1 A B C D
3.55
3.50
3.45
3.40
A1
3.35 A B C
3.30 D
3.25
3.20
3.15
3.10
Average Motivation Average Satisfaction
30. Response by differentiation of number of years at
Grasim
Year at Average Percentage
Grasim
Motivatio satisfactio motivatio satisfactio
n n n n
<25 years 3.59 3.31 89.75 82.75
experienc
e
≥25years 3.55 3.31 88.75 82.75
experienc
e
Result of Motivation Result of Satisfaction
4.00 4.00
3.59 3.55
3.50 3.50 3.31 3.31
3.00 3.00
2.50
2.50
2.00
2.00
1.50
1.50
1.00
1.00 1
1
Average motivaton of workers < 25 years experience Average satisfaction of workers < 25 years experience
Average motivaton of workers ≥ 25 years experience Average satisfaction of workers ≥ 25 years experience
31. Response by Department
Department Average Percentage
motivatio Satisfactio Motivatio Satisfactio
n n n n
PRODUCTIO 3.59 3.31 89.75% 82.75%
N
BADLI 3.25 2.86 81.25% 71.50%
MECHANICA 3.72 3.51 93.75% 87.75%
L
ELECTRICAL 3.52 3.24 88.00% 81.00%
STORES 3.51 3.67 87.75% 91.75%
SECURITY 3.57 3.48 89.25% 87%
TRANSPORT 3.62 3.53 90.50% 88.25%
CIVIL 3.62 3.67 90.50% 91.75%
GENERAL 3.62 3.42 90.50% 85.50%
LOBORATOR 3.38 3.14 84.50% 78.50%
Y
32.
33. RESEARCH
Research and experimental development is creative work undertaken systematically to
increase the stock of knowledge, including knowledge of humanity, culture and society,
and the use of this stock of.There are several forms of research: scientific, humanities,
artistic, economic, social, business, etc.
A broad definition of research is given by Martin Shuttleworth - "In the broadest sense of
the word, the definition of research includes any gathering of data, information and facts
for the advancement of knowledge.
Another definition of research is given by Creswell who states - "Research is a process
of steps used to collect and analyze information to increase our understanding of a topic
or issue".
It consists of three steps: Pose a question, collect data to answer the question, and
present an answer to the question
Steps in conducting research
Identification of research problem
Literature review
Specifying the purpose of research
Determine specific research questions or hypotheses
Data collection
Analyzing and interpreting the data
Reporting and evaluating research
Research methods
The goal of the research process is to produce new knowledge or deepen
understanding of a topic or issue. This process takes three main forms (although, as
previously discussed, the boundaries between them may be obscure)
Research: which helps to identify and define a problem or question.
Constructive research: This tests theories and proposes solutions to a problem or
question.
Empirical research: This tests the feasibility of a solution using empirical
evidence.
34. RESEARCH METHODOLOGY
A Research Design is the framework or plan for a study which is used as a guide in collecting
and analyzing the data collected. It is the blue print that is followed in completing the study.
The basic objective of research cannot be attained without a proper research design. It specifies
the methods and procedures for acquiring the information needed to conduct the research
effectively. It is the overall operational pattern of the project that stipulates what information
needs to be collected, from which sources and by what methods.
Primary data: The Primary data was collected from the respondents by administering a
structured questionnaire and also through observation, interview & discussion with
management.
Secondary Data: Apart from Primary data collected, the data collected through text books,
the records of RHRS, Journals from Library, Academic Reports, and Internet is used for the
study.
Sampling Sample Population: There are totally 4 employees working in the organization.
Sample Size: Out of the total strength the sample taken amongst workers .i.e. 20
respondents.
Sampling Area: The research was conducted at Grasim chemical division
Sample Method: The research was made by the survey in accordance to the convenience of
the employees. So the sample type is convenient sampling.
Contact Instrument: A structured closed - end Questionnaire is used and the type of
questions is dichotomous and likert scale.
Contact Method: The research was conducted by using contact instruments like
Questionnaire, interview and observation. The information was collected from both workers as
well as from management staff.
35. Research objective
The research aims at studying the existing IR at Grasim Chemical Division, Nagda
giving an overview of P&A department with a focus on absenteeism.
Objective:-
The objectives of the research thus undertaken are:
To study the various HR function’s at Grasim Chemical Division taking in to
account the existing IR.
To study the background of overall workers Absenteeism in the Grasim Chemical
Division.
To find out the reasons of Absenteeism.
To study the employees perception towards organization.
To study the attitude of the employees towards their Work.
To identify the factors that motivates the employees.
To give suggestions for the growth & perspective of the company.
36. Recommendations:-
During my training in Grasim Chemical Division, I found the working atmosphere
very cooperative and friendly. On the basis of my survey and study I would like to
give various suggestions which are summarized as below:-
1. Every person who is working in GRCD compulsory first aid training should be
provided.
2. Doctors should be appointed in organization, as in emergency there is no doctor is
available.
3. Employees should be appointed more, as lots of work is handling by one person.
4. All employee should be given compulsory training.
5. More emphasis on practical training than theoretical.
6. Most of the employee need more emphasis on job rotation training.
7. Management should try to satisfy their employee regarding working conditions and
other facilities as per theie performance level can be increased.
8. Senior manager should help the employee at the time of need.
LIMITATIONS
o Inadequate awareness on survey hence more time taken to explain the objective.
o In some cases due to low education level, it was required to convey the intent of
each question for their appropriate response.
o As due to shift duties entire population could not be surveyed.
o It is hard for participants to recall information.
37. Conclusion
GRCD conduced internal workers Satisfaction survey in the year 2012 to capture the
satisfaction level of workers
Various questions related to the perception of the employees. It has thrown light on
different aspects where company has shown a rise or a fall. The data of the survey
could be analyzed from various angles. Based on our observation we have come up
with following conclusion:-
Overall Picture:
Based on the analysis it could be concluded that overall satisfaction rate 77%.
Moreover it is observed that there is a scope for improvement in areas like facility
& service, organizations administration and also social. Despite of various
improvement measures in these areas like improve. Secondly workers are more
motivated through career development(90.75%), communication(89%),
recognition (89.50%) and training & development(90%) but slightly less
motivated through equal opportunity (87.75%) area Thirdly workers are highly
satisfied with Health & Safety(88.50%), Pay & Benefits(88.25%) and Peer
Relationship (88.75%) then with Employment condition (86.75%), Job
security(86.50%), then with Organizations Administration(80.25%) & social(81%)
and least satisfied with Facility & services(75.75%).
Workers have decreasing level of motivation & satisfaction with decrease in their
grades.
Workers who are above or equal the age of 48 are equally motivated as the
workers below the age 48,but are more satisfied than the later.
Workers who had spent more than or equal to 25 years in Grasim are less
motivated than the workers who had spent less than 25 years,but they all are
equally satisfied.
Workers of Production & Mechanical departments are highly motivated as
compare to the workers of Badli & laboratory.they are least motivated and the
workers of Stores & Civil are highly satisfied.
