Project Report - Employee Job Satisfaction

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.
CHAPTER-1
INTRODUCTION TO THE TOPIC
INTRODUCTION TO THE PROJECT Organization is nothing but a group of people whose activities have been planned & coordinated to meet organization objectives. An organization that exists to produce & services has a good chance to service & prosper it. It consists of right people. The vast majority of people work to support themselves & their families. But people work for many other reasons other than economic security e.g. many also work to keep busy & feel useful, to create & achieve something. They want to gain recognition & achiever status or to test & stretch their capabilities. To meet these multifarious needs, people & organization join forces. The biggest challenge to an the manager is to make all employees contribute to the success of the organization in an ethical & socially responsible way. The society wellbeing, to a large extend depends on its organization particularly business organization. It is the business organization which makes goods & service available, provided job, generate wealth & land stability & security to the people. To assist employees in achieving their personal goals, at least in so for as these goals enhance the individuals contribution to the organization. Personal objective of employees must be met if workers leave the organization is to be maintained retained & motivated. Otherwise, employee performance & satisfaction may decline & employee may leave the organization. Human resource is the important factor of the organization. If this factor is not satisfied or not work properly then organization cannot achieve their target. For that purpose employees are of ten asked to supply Hindware information about the content of job, given their familiarity with it. An organization expects accurate information about the job as well as organization also concerned about the employees reaction to having their jobs analyzed. In order to prevent employee dis-satisfaction uncertainty & anxiety, organization should communicate the reason for conducting the job analysis & keep the employee informed about employee satisfaction process.
1.Employees are the most valuable assets of an organization there should be a conscious effort to realize goals by satisfying needs and aspiration of employees. Organization must meet their goals by which employees feel satisfied in their work lines due to the key strength of the company determined by the human power of the organization. Basically two types of functions performed by HR Manager these are operative & managerial both function are helpful to get the employee satisfaction working in the company.
FUNCTION OF HRM
Operation Functions
Managerial Functions
EMPLOYEE SATISFACTION
Wages Nature of work Promotion Chances Supervision Work Group Working Conditions
2 Employee satisfaction surveys are a Hindware tool to a measure and benchmark the satisfaction of employees. Local and productive employees are any businesss most Hindware asset, yet few take time to measure their employees satisfaction. Even fewer track how this measure moves over time. High employee satisfaction levels can reduce employee turnover. Dissatisfied employees tend to perform below their capabilities, result in high turnover of staff 4
and leave their jobs relatively quickly and are not very likely to recommend the company as an employer. Employee satisfaction research give employees a voice and also allow the pinpointing of problematic areas leading to the raising of staff satisfaction levels, developing and reviewing of staff management and optimizing corporate communication. Issues covered include the current workplace situation, management
styles/attitudes, internal communications, workplace atmosphere, corporate culture/vision and image. Employee satisfaction research encompasses many different research techniques but the measurement of satisfaction is only the first step to improving employee satisfaction. Job Satisfaction is influenced by: Opportunity Stress Leadership Work Standards Fair Rewards Adequate authority
Research done by various researcher show that satisfied, motivated employees will create higher customer satisfaction and in turn positively influence organizational performance. Noticing this trend, many organizations are investing in measuring and quantifying employees opinions and attitudes by incorporating Employees Satisfaction Surveys into their existing HR and organizational processes. 5
By establishing frequent and consistent employee feedback processes, enterprises can retain and develop their most Hindware asset: employees. Benefits of Employee Satisfaction: More Accurate Perspective: Organization achieve a more accurate view of current policies and a more clear perspective of issue that are of priority to employees than others, such as benefits versus career development, versus compensation. Increased Employee Loyalty: By quantifying and analyzing employee attitudes and opinions, enterprises can identify problem areas and solutions to create a supportive work environment encouraging a motivated and loyal workforce. Training Needs Assessment: Employees Satisfaction Surveys aid in developing individual goals and career potential. With more insight into their opinion and attitudes, management can establish professional development initiatives. Improved Customer Service: Because motivated employees are critical to improved organizational initiative, such as increasing customer satisfaction, enterprises that value had strive for greater employee satisfaction ultimately create higher customer satisfaction. A comprehensive employee satisfaction process can be keys to a more a motivated and loyal workforce leading to increased customer satisfaction and overall profitability for an enterprise.
COMPANY PROFILE
INTRODUCTION
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Hindustan Sanitaryware & Industries Ltd., (HSIL) Brief History & Business of the Company Hindustan Sanitaryware & Industries Ltd., (HSI) was established as Hindustan Twyfords Ltd., in 1960 by the Somany Group, in collaboration with Twyfords Ltd., the Sanitaryware giant of U.K. When the Indian company opted for exports, in order to avoid brand interpolation in the international market, the company was given its existing name. Initially, Twyfords U.K. had an equity of 26% in HSI but, as Twyfords U.K. itself changed hands very often, sometimes being held by Groups who by themselves did not have much interest in the housing or construction business (such as Reed- a large paper conglomerate), and the fact that H.S.I. diversified and took over sick companies such as Associated Glass Industries and Krishna Ceramics Ltd., by way of mergers which resulted into dilution of Twyfords stake.
HSIL was the first company in India to manufacture Vitreous China Sanitaryware when even in the U.K. production of such sanitary ware was only 50% of the total sanitaryware being produced. From a meager start, the company today commands a 41% market share. The installed capacity of 600 tonnes/year at the time of inception has now reached 32000 tonnes/year (2.8 million pieces/year), after the expansion and modernization at Bahadurgarh, acquisition of Krishna Ceramics Ltd., at Bibinagar in 1989 and its merger into HSI (Ceramic Divn.II) and also its modernization and expansion, and the acquisition of Raasi Ceramics (Division of India Cements Ltd.,) recently in March 1999. HSI has continuously reinvested in creating the finest production facilities. The company has the largest of its kind 110 meter long, 5.5 meter wide open flame microprocessor controlled and one of the most energy efficient kilns in the world. The company has also invested significantly in a high-voltage electrostatic automatic glazing system, operating at 100,000 volts, for a superior glaze finish. The company extensively uses battery casting for the highest productivity in sanitaryware in the country. 8
HSI is first to help Indian Standards Institution (ISI) now named Bureau of Indian Standards (BIS) to develop quality standards for sanitaryware industry and first to obtain license for marking their products with ISI mark. HSI is the only company in the sanitaryware field, which has an applied R&D Centre recognized by the Ministry of Science & Technology, Govt. of India for more than 25 years. The company has the largest product range to suite any bathroom economic or luxurious, Indian style or European, conventional or ultra modern matched with whisper or flamboyant colures. With over 500 exclusive dealers and products available at nearly 10000 retail outlets, backed by ISO 9002 certification at all units, FASCINATING HINDWARE aims to enrich customer homes all over the country. The Bahadurgarh plant is also ISO 14001 certified. On the export front also, the company has done remarkably well and has maintained its status of the single largest exporter of sanitaryware in the country. In this sector, new markets have been identified. The company has also developed new models and new colours for these markets. Glass Division of HSI was earlier Associated Glass Ind. Ltd., incorporated in 1965 and was promoted by a private promoter with financial participation of APIDC (a state government financial institution). The plant was set up in 1966 and production started in 1972. The initial licensed capacity of the plant was 24000 tonnes/annum of glass bottles and 1500 tonnes/annum of crystal ware. Factory started with two small furnaces (flint and amber) with individual capacities of about 40 tonnes draw per day. The unit was continuously faring badly because of lower capacity utilization and lower efficiency. The unit became sick by the end of 1979 having accumulated losses over 150 million rupees. In June 1981 company was acquired by and merged in HSI and now is known as AGI glaspac (A strategic Business Unit of HSI). An ambition program for modernization was well implemented to achieve greater efficiency. This unit now ISO 9001 certified recently installed a state-of-the-art 250 TPD deep refiner type furnace and supplies glass containers to a wide spectrum of industries with major quality conscious multinational customers. With the commissioning of the new furnace, the production capacity has increased to 110,000 tonnes/annum. This unit is strategically located to supply to southern and western States. What is at the heart of HSI? A value system that believes in no compromises, that believes in offering total value to its customers and that believes in the integrity of character and product. With a mindset like this, no wonder HINDWARE is fascinating, to say the least. 9
The company is proud to appear in the list of 100 best small and medium companies of the world published by international magazine FORBES in its November 1, 1999 issue. The H-Vitreous Hindware Brand has been conferred with the prestigious Brand Equity Award 1999 by the PHD Chamber of Commerce & Industry, a leading chamber of commerce
ORGANISATION AND LOCATIONS IN INDIA FACTORIES The Company has two plants for manufacturing sanitaryware and one for glass containers. One plant for sanitaryware is located at Bahadurgarh in Haryana in North India and the other two are in South India Hyderabad (A.P.). The container glass unit is at Hyderabad. The plant at Bahadurgarh is the first sanitaryware plant in India to obtain the ISO: 9001:2000 series certification as well as the ISO 14001 certification. The other plants have received ISO: 9002 certifications. MANUFACTURING PLANT IS AT THE FOLLOWING PLACES: BAHADURGARH: HINDUSTAN SANITARYWARE AND INDUSTRIES Ltd, BAHADURGARH 124507 DIST JHAJJAR, INDIA TEL: +91-1276-212226/7/8 FAX: +91-1276-210138 EMAIL: gen@hindware.co.in Website: www.hindwarebathrooms.com HYDERABAD: GLASS FACTORY ROAD, Off. MOTI NAGAR PB NO. 1930 SANATHNAGAR HYDERABAD-500018
SECUNDERABAD: 10
304, ASHOKA BHOOPAL CHAMBERS, SP.ROAD, SECUNDERABAD-500003 TEL-+91-4027848416/7/9 EMAIL:marketing.hyd@hindware.co.in
OFFICES The company has four registered offices in India. They are located at Delhi, Hyderabad, Kolkata, and Mumbai. DELHI MARKETING OFFICE: 11/B TEWARI HOUSE PUSA ROAD NEW DELHI KOLKATA: 2, RED CROSS PLACE KOLKATA-700001 11
TEL: +91-33-22487406/7 FAX: +91-33-22487045 EMAIL: hsikolsale@somanyent.com MUMBAI: 14. VASWANI MANSIONS D.W ROAD, BACKBAY RECLAMATION MUMBAI-400020 TEL: +91-22-22044766, 22022247 EMAIL:Mumbai@hindware.co.in OTHER OFFICES BANGALORE: FLAT NO.1, 1ST FLOOR CRESCENT COURT APPARTMENT CRESCENT ROAD, HIGH GROUNDS BANGALORE-560001 TEL: +91-80-51136377 EMAIL:bangalore@hindware.co.in CHENNAI: M.K.M CHAMBERS FIRST FLOOR 154&155 KODAMBAKKAM HIGH ROAD CHENNAI-600034 TEL: +91-44-28220912 EMAIL: chennai@hindware.co.in PUNE: KRISHNA BUSINESS CENTER 600 DECCAN GYMKHANAS OFF JANGLI MAHARAJ ROAD PUNE-411004 TEL: +91-22-4019340
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CERAMIC DIVISION-I
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BRANDS
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The brand 'Hindware' commands more than a third of the domestic sanitaryware market, and is the leader in several areas. Even on the international front, its parent company, Hindustan Sanitaryware
Industries Limited (HSIL) is the leading exporter of sanitaryware from India. Indeed, HSIL today provides a complete range of solutions: sanitaryware, bath fittings, tubs, shower enclosures,
whirlpools and kitchen fittings. And this is through an extensive, nationwide network of more than 800 dealers and 20,000 sub-dealers. 'Grohe' is the largest faucet manufacturer in Europe, and ranks amongst the top three in the world. Truly international in scope, Grohe is distributed in over 185 countries and is recognized by custom made homes and upscale remodeling projects as one of 14
the leading faucet brands. In India, HSIL has a strategic sales/marketing tie-up with Grohe for marketing their products; and over 30 distributors to support Grohe sales all over India. 'Keramag' is the number 1 selling brand from Europes largest bathroom product company. In India, this select, upmarket range of bathroom solutions is brought to you by Hindustan Sanitaryware Industries Ltd. (HSIL), through an exclusive tie-up for their distribution. Keramag comes with special features like Keratect glaze, waste and overflow systems; dual-flush removable seats; and the Kerafic invisible fixing system. Now, these imported sanitaryware products are sold across India, by select dealers from the HSIL network.
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An SBU of HSIL, 'Raasi Ceramics' produces vitreous sanitaryware. Available in a wide range of products at affordable prices, it comes in 14 glittering colours. Raasi is widely distributed, through our 250 Authorized Dealers. All of who are in turn, serviced by the company's Redistribution Centres (RDC's).
Imported & indigenously made products in myriad designs and colours. Indeed Hindware has an excess of 200 products in over 16 colours.
These are quite perfect outside to inside. Their advanced, all new 3C technology prevents leakages and dripping and also promises an enduring performance.
Ergonomically designed in various sizes, shapes, & colours. In materials ranging from steel and iron to fiberglass and acrylic.
These come in various styles & designs to suit one's body type and to harmonize with the sanitaryware in one's bathroom.
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A range of shower enclosures incorporate imported partitions and cubicles that are made with toughened safety glass.
These sinks are based on the revolutionary 3Step Deep Draw Technology, ensuring superior drainage and enhancing their strength and life.
This set of washbasins and closets showcases the best Italian designs. Fully imported and fashioned by state-of theart technology, its colours and styles are stunning. Further, its strength and quality is beyond compare.
Perfectly crafted, this assortment comprises closets and washbasins in creative shapes and designs. Contemporary colours, contours, curves and classical lines are all elements in Hindwares Art Collection. \
While this range is economical and functional, the closets and basins have an aesthetic appeal, and they improve the look and feel of any bathroom
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HR VISION HR shall strive towards creating a learning organization of self directed and self regulated, self motivated work groups coupled who synergies themselves towards surpassing the highest standards of excellence and achievement of common objectives. HR will act as a catalyst in creating a culture of openness and trust wherein each member of the organization will have ample opportunity to actualize his/her full potential. Empowerment and meaningful allocation of responsibilities coupled with continuous learning and development on the basic tenet of HRD at HSIL. HR aims to create a synchronous organization where each of its people provides maximum value to their customer.
MISSION We will strive to be the best in all we do and lead by example in our chosen field. We will achieve excellence in team work through empowerment. We will build a people organisation characterized by dignity and respect for every individual. We will recognize changing market needs and use new technology to build a financially sound and profitable organisation. As conscious corporate citizens, we will make continuous positive contributions towards nation building.
VALUES AND BELIEFS
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RESPONSIBLE ETHICAL
We are responsible to our customers, employees, community and other segments of society. We are committed to the highest standards of ethics, integrity, honesty and fairness in our approach. We have respect and concern for individuals-customers, employees, suppliers and other members of society. We strive continually for newer and better ways to meet the customer needs by innovatively improving our products. We constantly explore opportunities to expand our business in pursuance to meeting our customers changing needs and expectations. We expect profit, profit from work that benefits humanity. We maintain the financial health of the enterprise and provide a very attractive return to our shareholders
INNOVATIVE ENTERPRISING
PROFITABLE
BUSINESS ETHICS HSIL expects its employees to act in accordance with the highest standards of business conduct. HSIL will conduct its affairs in compliance with all laws and regulations and in accordance with companys ethical standards. All employees of HSIL are encouraged to contribute towards community responsibilities.
HR OBJECTIVES
(1) Business Driven: HR shall be an integral part of companys business plan and strategies and shall proactively respond to the needs of business, to become a major factor in achieving business objectives. (2) Building Shared Visions: HR shall unearth shared picture of the future that fosters genuine commitment within people who are fused together by common aspirations. 19
(3) Competency Building: Competency of employees shall be continually enhanced to attain world class performance/standards. HR shall act as catalyst in providing avenues for developing world class competence. (4) Continuous Improvement: HR will be developing tool for continuous improvement within the organization as to respond to the organizational needs. (5) Quality of Work Life: The quality of work life of the company shall be continuously enriched by creating and sustaining healthy organization culture, designing meaningful jobs and innovative HR practices and innovations. QUALITY POLICY WE ARE COMMITTED TO A CONTINUOUS IMPROVEMENT IN OUR PRODUCTS AND SERVICES THROUGH QUALITY MANAGEMENT SYSTEMS INNOVATIVE TECHNOLOGY, OF NATIONAL/INTERNATIONAL MEANINGFUL HUMAN RESOURCE DEVELOPMENT, INSTALLATION OF STANDARDS AND ESTABLISHING AND REVIEWING QUALITY OBJECTIVES FOR SUPERIOR CUSTOMER VALUES AND ASPIRATIONS QUALITY OBJECTIVES TO BE COST EFFECTIVE AND PROFITABLE ORGANISATION. TO RETAIN MARKET LEADERSHIP. TO COMPLY WITH RELEVANT STATUTORY AND REGULATORY REQUIREMENTS RELATED TO OUR PRODUCTS TO CONTINUOUSLY TRAIN & UPGRADE SKILLS OF THE EMPLOYEES ENVIRONMENTAL POLICY HINDUSTAN SANITARYWARE BAHADURGARH is committed to:20 & INDUSTRIES LIMITED,
Pursue sustainable growth while continually improving environmental performance of our organisation. Comply with relevant environmental legislations, regulations and other requirements. Establish objectives and targets for environmental performance, review regularly and revise policy, if required. Promote increased environmental awareness among our people and interested parties. HR POLICY HSIL , fervently and strongly believes that Human Resources is the most valuable asset of the Company and the HR policy is fused and dovetailed to the Corporate and business goals , drawing support and continuity from the business philosophy which pivot around: Deference and Respect for the Individual Inherent potential of the Individual Each employee is an internal customer and we value his initiative, inventiveness, creativity, provide opportunity for development, growth and promote mutual trust. The cardinal planks of HR policy are: Learning Organisation People Organisation Excellence in teamwork through empowerment Quality in all spheres of action Thinking and doing differently Reward linked to performance Growth based on potential Fair, truthful, ethical-action and image. ORGANISATION Lean, trim and flexible Continuous enhancement of skills and encouragement of innovation Manpower optimization Greater use of Information Technology for optimization in all spheres Communication Succession Planning Career Plan Performance/ Productivity benchmarking 21
QUALITY PEOPLE We believe in attracting, nurturing, developing and retaining the talent through competitive compensation by: Recruiting the best talent Filling up identified positions with experienced persons meeting job requirements conforming to Company norms. TRAINING Continuous up gradation of skills and need based training form the road map for training and developmental activities. INDUSTRIAL RELATIONS Managements right to manage business Building bridges to the workmen based on trust and relationships Grievance Handling- immediate redressal Proactive Public Relations Safeguarding Managements authority and image Enforcement of discipline Continuous Education HUMAN RESOURCE PLANNING Human Resources is the most valuable asset of any organization and business. It is more valuable than capital or equipment. The key to success of any organization depend on the people. Every forward looking and progressive organization to succeed and have cutting edge over competitors call for right foundation and the right foundation is TQP, Total Quality People- people with character, integrity, good values, positive attitude , a burning desire and vision. Some of the greatest buildings have the strongest foundations. Just like a great building stands on a strong foundation, so does success. And the foundation of success is Total Quality People- people with character, integrity, good values, positive attitude, a burning desire and vision. ENCOURAGE CREATIVITY & INNOVATION TO DRIVE 3Ps (People, Processes & Products) We demonstrate leadership by advancing new technologies, innovative manufacturing techniques, enhanced customer service, inspired management and the application of best practices throughout our organization We aggressively pursue new business and determined to add value for our customers with ingenuity, have a determination and a positive approach to every 22
task, have a can-do sprit and a restless determination to continually improve and excel We utilize our ability to combine strength with speed in responding enthusiastically to every new opportunity and every new challenge RESPECT FOR INDIVIDUAL We passionately believe that people are the most valued assets of our company, and that they are essential participants with a shared responsibility in fulfilling our mission We trust, inspire, and empower our people to set and achieve high expectations, standards and challenging goals We treat all people with dignity and courtesy We strive to support mutually beneficial and enduring relationships with our stakeholders RESPECT FOR WORK-PLACE ETHICS We work smartly with passion, integrity, conviction and commitment We work in teams with a shared purpose and value individual ability and diversity as essential to promote harmony and open communication. Each of us succeeds individually ... when we, as a team, achieve success We respect and adhere to company policies, systems and procedures
OBJECTIVE OF THE STUDY

To find out the importance of already existing policies or bringing satisfaction among the employees. To find out healthy relationship between employees and management and recommend them respectively. To assess the existing satisfaction level of the employees. To check out the satisfaction level of employees regarding the existing HR policies. To check out better working condition and smooth functioning in the organization.
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SCOPE In this project, Focus is on measuring the satisfaction of employee at HINDWARE (Plant-CD-I). Satisfaction is measured in term of various parameters like salary & wages, employee welfare, training & development etc. For student or academicians, it gives the guidelines for conducting such surveys. It assists the management to take corrective actions in order to give maximum satisfaction to their employees. This project provides the basis of innovation, identifies the critical areas to satisfy an employee and , is an aid to decision making.
CHAPTER-2
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RESEARCH METHODOLOGY
Research is an art of scientific investigation. It refers to a search for knowledge. The advance Learners Dictionary English lays down the meaning of research as, A careful investigation or inquiry especially through search for new facts in any branch of knowledge. Research Methodology is a way to systematically solve the research problem. The research begins its formation when the problem or objective of the research is identified for which a research report is conducted. The main objective for which this report is carried out is to find out Satisfaction level of employees at HINDWARE. In this present study descriptive type of research is used Descriptive research includes surveys and fact-findings enquiries of different kind. The major purpose of descriptive research is description of the state of affairs as it exists
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at present. The main characteristics of this method are that the researcher has no control over the variables; he can only report what has happened or what is happening. Research Design:A research design is the arrangement of conditions for collection and analysis of data in a systematic manner. In fact, the research design is the conceptual structure within which research is conducted; it constitutes the blueprint for the collection, measurement and analysis of data. In this study Descriptive research studies is used because descriptive research studies are those studies which are concerned with describing the characteristics of a particular individual, or a group and situation etc. and in this report the descriptive research design is used to find out the satisfaction level of employees at HINDWARE. The design in such studies must focus attention on the following or process in descriptive research design is as follows:(a) (c) (e) (f) Formulating the objective of the study. Selecting the sample Processing and analyzing the data. Reporting the findings. Sources Of Data:The task of data collection begins after a research problem has been defined and research design plan chalked out. Basically two types of data are available to the research namely:(b) Designing the methods of data collection. (d) Collecting the data.
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Primary Data:- We collect primary data during the course of doing experiments research but in case we do research of the descriptive type and performs surveys, whether sample survey or census surveys, then we can obtain primary data either through observation or through direct communication with respondents in one form or another or through personal interviews.
Secondary Data:- Secondary data means data that are already available i.e., they refer to the data which have already been collected and analyzed by someone else.
In the present study, primary as well as secondary data has been used.
Sample Design:In most of the research design it becomes almost impossible to examine the entire universe. So the only alternative is to report to sampling. This is true for the present study as well. Basic principles to be followed in sampling are that the sample chosen must be representative of entire universe to be studied.
In this present study universe is 120 and survey population is 100 peoples. Sample Size:In this present study we have taken the sample size of 100 employees to get their views regarding how much they are much satisfied with their job, training provided to them for their future growth and other facilities provided to them. These 100 people included employees of different level working in HSIL. Sampling Method:27
In the present study, convenience sampling method has been used. Data Collection Method:In dealing with any real life problem it is often found that data at hand are inadequate, and hence, it becomes necessary to collect data that are appropriate. There are several ways of collecting data which differ considerably in context of a survey, data can be other resources at the disposal of the researcher. Primary Data can be collected through various methods like:
Questionnaire method Observation Method Through Schedules Interview method
In the present study Primary data is collected through Questionnaire cum personal interview method. Secondary data can be collected though various methods like: Magazines Newspapers Websites Books
In the Present Study Secondary Data is collected through:
Different Websites Company Journals Books
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Analysis & Interpretation of Data:Data collection through Questionnaire resulted in availability of the desired information but these were useless until these were analyzed. Various steps required for this purpose were editing, coding and tabulating. Tabulating refers to bringing together similar data and compiling them in an accurate and meaningful manner. In this present study the data collected by questionnaire was analyzed, interpreted with the help of table, pie charts and bar diagrams.
CHAPTER-3
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ANALYSIS & INTERPRETATION
1.)
SATISFACTION
LEVEL
OF Table-1
EMPLOYEES
ABOUT
THEIR
COMMUNICATION WITH SUPERIOR Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total Graph-1 %age 35 37 8 20 0 100
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Strongly Disagree, 0% Disagree, 20% Strongly Agree, 35.00% Neutral, 8%
Strongly Agree Agree Neutral Disagree Strongly Disagree
Agree, 37.00%
Interpretation:35% employees strongly agree that superior communicate to them what they expect and 37% employees are also quite but 8% employees are not agree with this statement and 20% employees are disagree with the statement.
8%
2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST OF
51%
JOB Table-2 Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total Graph-2 %age 20 50 16 14 0 100
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Strongly Disagree, 0% Disagree, 14%
Strongly Agree, 20.00%
Neutral, 16%

Agree, 50.00%
Interpretation:- 20% employees states their job are very interesting and 50% employees also quite satisfy with the nature of the job they perform but 16% are neutral and 14% are disagree with interest of job.
3.) SATISFACTION OF EMPLOYEES ABOUT HOLIDAYS PROVIDED BY COMPANY Table-3 Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total %age 36 40 8 16 0 100
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Graph-3
Strongly Disagree, 0% Disagree, 16% Strongly Agree, 36.00%
Neutral, 8%
Agree, 40.00%
Interpretation:- 36% employees are very much satisfaction with holidays provided by organization and 40% employees are quite satisfied but 8% employees neutral with the statement and 16% employees are dissatisfied with holidays by the company.
4.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORKING HOUR Table-4 Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total %age 28 50 8 10 4 100
Graph-4 33

Strongly Disagree, 4% Disagree, 10% Neutral, 8%
Agree, 50.00%
Interpretation:-28% employees are very satisfied with their working hour in the organization and 50% employees are also satisfied with working hour, 8% employees are quite satisfied, 10% people are disagree and 4% employees are strongly disagree with their working hour in the organization
5.) SATISFACTION LEVEL OF EMPLOYEES ABOUT TRAINING & DEVELOPMENT Table-5 Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total %age 20 30 12 16 22 100
Graph-5
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Strongly Disagree, 0% Strongly Agree, 35.00% Neutral, 8%
Disagree, 20%
Agree, 37.00%
Interpretation:- 20% employees are very much satisfied with training & development Program provided by company and 30% employees are satisfied with training & development 12% employees are quiet satisfied with training & development 16% employees are not satisfied and 22% employees are strongly disagree with training & development program provided by company.
6.) SATISFACTION LEVEL OF EMPLOYEES ABOUT ACTION TAKEN BY SENIOR FOR EMPLOYEES GREIVENCES Table-6 Various Response Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total %age 16 48 24 8 4 100 Graph-6
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Neutral, 24%
Agree, 48.00%
Interpretation:-16% employees are very much satisfied with action taken by seniors for employees grievances and 48% employees are satisfied and 24% employees and 24% employees are quite satisfied but 8% employees are dis-satisfied action taken by seniors for employees grievances and 4% employees are very dis-satisfied. 7.) SATISFACTION LEVEL OF EMPLOYEES ABOUT FEED BACK METHOD USES BY THEIR SENIOR. Table-7 Various Response Strongly Agree Agree Neutral Disagree %age 16 50 16 18 36
Strongly Dis-agree Total
0 100
Graph-7
Strongly Strongly Disagree, 0% Agree, 16.00% Disagree, 18%
Neutral, 16%
Agree, 50.00%
Interpretation:-16% employees are very much satisfied with feed back method used by their senior and 50% employees are satisfied, 16% employees are quite satisfied and 18% people are disagree with feed back method used by their senior.
8.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK IS FAIRLY DISTRIBUTED IN THE WORK GROUP Table-8 Various Response %age 37
Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total

Strongly Strongly Disagree, 4% Agree, 8.00% Disagree, 24%
8 48 16 24 4 100
Strongly Agree Agree Neutral

Agree, 48.00% Disagree Neutral, 16%
Strongly Disagree
Graph-8 Interpretation:- 8% employees are very much satisfied regarding work is fairly distributed in the work group, 48% employees are satisfied and 16% employees are quite satisfied but 24% employees are disagree and 4% employees are strongly disagree with the statement
9.) SATISFACTION LEVEL OF EMPLOYEES ABOUT REWARDS & RECOGNITION SYSTEM Table-9 Various Response Strongly Agree Agree %age 8 28
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Neutral Disagree Strongly Dis-agree Total
24 28 12 100 Graph-9
Strongly Disagree, 12%
Strongly Agree Agree, 28.00%

Disagree, 28%
Agree Neutral Disagree Strongly Disagree
Neutral, 24%
Interpretation:-8% employees are very much satisfied with rewards & recognition system of the company and 28% employees are satisfied 24% employees are quite satisfied but 28% employees are dissatisfied with rewards & recognition system and 12% employees are very dissatisfied.
10.) SATISFACTION LEVEL OF EMPLOYEES ABOUT SALARY Table-10 Various Response Strongly Agree Agree %age 16 32
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8 32 12 100
Graph-10
Strongly Disagree, 12% Strongly Agree, 16.00%
Disagree, 32%
Strongly Agree Agree Neutral Agree, 32.00% Disagree Strongly Disagree

Neutral, 8%
Interpretation:-16% employees are very much satisfied with their salary. 32% employees are satisfied and 8% employees are quite satisfied but 32% employee are disagree with their salary and 12% employees are strongly disagree with their salary.
11.) SATISFACTION LEVEL OF EMPLOYEES ABOUT WORK PLACE Table-11 Various Response Strongly Agree Agree %age 28 40
40
20 8 4 100 Graph-11
Neutral, 20%

Agree, 40.00%
Interpretation:- 28% employees are very much satisfied with their work place. 48% employees are satisfied and 20% employees are quite satisfied but 8% employee are disagree and 4% employees are strongly disagree with work place.
12.) SATISFACTION LEVEL OF EMPLOYEES ABOUT PROMOTION POLICY Table-12 Various Response Strongly Agree Agree %age 16 20
41
20 28 16 100 Graph-12
Strongly Disagree, 16%
Disagree, 28%
Strongly Agree Agree Agree, 20.00% Neutral Disagree Strongly Disagree

Neutral, 20%
Interpretation:-16% employees are very much satisfied with promotion policy. 20% employees are satisfied and 20% employees are quite satisfied but 28% employee are dissatisfied and 16% employee are very dissatisfied with promotion policy.
13.)
SATISFACTION
LEVEL
OF Table-13
EMPLOYEES
ABOUT
THEIR
PERFORMANCE APPRAISAL SYSTEM Various Response Strongly Agree Agree %age 12 52 42
12 16 8 100
Graph-13
Neutral, 12% Agree, 52.00%
Interpretation:-12% employees are very much satisfied with their performance appraisal from their superior. 52% employees are satisfied and 12% employees are quite satisfied with their performance appraisal system but 16% employee are disagree and 8% employee are strongly diaagree with their performance appraisal system.
14.)
SATISFACTION
LEVEL
OF
EMPLOYEES
ABOUT
WELFARE
ACTIVITIES Table-14 Various Response Strongly Agree Agree %age 0 48 43
16 20 16 100
Graph-14
Strongly Strongly Agree, 0.00% Disagree, 16%
Strongly Agree
Disagree, 20% Agree, 48.00% Agree
Neutral Disagree Strongly Disagree
Neutral, 16%
Interpretation:- 48% employees are satisfied with their welfare activities and 16% employees are quite satisfied but 20% employee are disagree and 16% employee are strongly disagree with their welfare activities.
15.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR FUTURE GROWTH IN THE COMPANY Table-15 Various Response Strongly Agree Agree %age 12 52
44
20 8 8 100
Graph-15
Neutral, 20%
Agree, 52.00%
Interpretation:-12% employees are very much satisfied about their future growth in the cmpany. 52% employees are satisfied and 20% employees are quite satisfied with their career but 8% employee are disagree and 8% employee are strongly disagree about their future growth in the company .
FINDINGS
LPS needs to focus on betterment of society. Training is not made as per new requirement as it should be fro Senior officials also. Promotion and increment policies needs to be revised.
45
More outdoor tours are needed for training. Management policies are not discussed with every dept. before implementation. Morale building is required. Need to improve information system. Management policy need to be transparent. Need to pay attention on promotion at lower level. Working facilities like gloves, glasses, helmets & fans etc. needs To be used religiously Conveyance facilities need to be provided.
SUGGESTIONS
Promotion practices should be well defined & must be done in practices.
46
Adequate rewards must be given to the employee either rewards may in the form of monitory & non-monitory. Employees must be recognized by their potential or efforts apply in their jobs. Salary must be provided to the employees according to their potential. Adequate welfare activities should be adopted by company in regular intervals. Grievance should equally with all the employee working in the organization. Plans made should be strictly implemented it should not be in papers. Company should start its own conveyance facility for the comfort of employees. Meditation or yoga classes should be started so as to reduce the stress of employee. Theres need to focus more on fulfilling social responsibility towards society.
47
CHAPTER 4 Conclusions
CONCLUSION
48
In conclusion it can be said that employees in Hindware are satisfied with the communication with their superiors. They are satisfied with their interest of job. They are satisfied with holidays provided to them. They are also satisfied with their working hour of their job. Employees are not so much satisfy with their training and development program provided to them. They are satisfied with the authority and responsibility given to them. Employees in Hindware are satisfied with the safety measures used in the organization. They are also satisfied with the co-operation from co-workers. They are also satisfied with the action taken by their seniors for employee grievances. Employees are not satisfied with their reward and recognition system. Food provided in the canteen is not up to the mark. Employees are not so much satisfied with their salary. They are also not much satisfied with their workplace and promotion policy..
49
CHAPTER-5 Limitations
LIMITATIONS
50
Sample size does not exactly represent the total population. Language problem while interacting with few south Indian employees. Response from respondents may be different from actual view. Respondents might not disclose actual views. As the study was conducted at one branch (group) only, result involving may not be true at zonal level.
51
CHAPTER-6 ANNEXURE
EMPLOYEE SATISFACTION QUESTIONNAIRE
52
The questionnaire contains a number of statements related to human resource policies, systems and practices of the organization. The participants are required to choose one option as their response out of five options given for each statement. These option are based on FIVE POINTS SCALE Strongly agree (SA), Agree (A), Neutral (N), Disagree (D) and Strongly disagree (SD). It is assured that individual response would be kept confidential and only the conclusion or common views will be communicated to the top management. Response S. No. Statements S A 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. My superior communicate clearly as to what is expected of me. My job is interesting enough to perform it well. The number of holidays provided by LPS is sufficient The working hour in the company Industrial Relation Satisfied. Training & development is satisfactory The responsibility and authority are clearly defined. The safety measures are sufficient Co-operation from co-workers The senior take immediate & suitable action to redress grievance of subordinate. The senior uses normally feedback method in all these interaction The team member share sufficient information about important method affecting them. Are you satisfied with the work given in the workgroup. Adequate reward & recognition system in the LPS The food & snacks provided in the canteen are hygienic & of reasonably good quality. 53 A N D SD
15. 16. 17. 18. 19. 20.
Are salary is given as per the capabilities of the employees and ability of LPS My work place is need & clean. Are promotion policy of LPS is well defined & in practice. The good performance always receives praise from superiors. Are welfare activities followed one satisfactory My career will have enough growth in LPS
BIBLIOGRAPHY
Kothari. C.R. Research Methodology- Methods and techniques, New Delhi, Wiley Inernational Ltd.,2005 Aswathappa.. K. Organizational Behaviour, New Delhi, Himalaya Publishing House, 2002.
54
Raom V.S.P Human Resource Management Text & Cases, New Delhi, Excel Books, 2003. Deshpande, Milind V,. TQM & ISO, Pune, Symbiosis Centre for Distance Learning, April, 2002. Stephan P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of India, 1989. Research Methodology Methods & Techniques , N K Malhotra. Axelrod and Wybenga (1985) in their study on perceptions. Carpenter and Nakamoto (1989) pioneering advantage. Marketing Management: PHILIP KOTLER. Ofir and Simonson (2001) customer evaluations of quality and satisfaction.
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Project Report - Employee Job Satisfaction

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HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

304, ASHOKA BHOOPAL CHAMBERS, SP.ROAD, SECUNDERABAD-500003 TEL-+91-4027848416/7/9 EMAIL:marketing.hyd@hindware.co.in

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

VALUES AND BELIEFS

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

OBJECTIVE OF THE STUDY

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Questionnaire method Observation Method Through Schedules Interview method

In the Present Study Secondary Data is collected through:

Different Websites Company Journals Books

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

ANALYSIS & INTERPRETATION

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree Agree Neutral Disagree Strongly Disagree

2.) SATISFACTION LEVEL OF EMPLOYEES ABOUT THEIR INTEREST OF

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree, 20.00%

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree, 28.00%

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Disagree, 4% Disagree, 8%

Strongly Agree, 16.00%

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Dis-agree Total

Strongly Strongly Disagree, 0% Agree, 16.00% Disagree, 18%

Strongly Agree Agree Neutral Disagree Strongly Disagree

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Strongly Agree Agree Neutral Disagree Strongly Dis-agree Total

Strongly Agree Agree Neutral

HINDUSTAN SANITARYWARE & INDUSTRIES LTD.

Neutral Disagree Strongly Dis-agree Total