SUMMER TRAINING REPORT

ON

JOB SATISFACTION OF
EMPLOYEES
UNDERTAKEN AT Jindal Industries Ltd,Hisar

In partial fulfillment of the requirement for the award of the degree

of
MASTERS OF BUSINESS ADMINISTRATION
(Session 2008-2010)

Submitted to :
Controller of examination

Maharishi Dayanand University,

Rohtak

Submitted by:
RUBINA GAGNEJA
2K8-MRCE-MBA-044

Submitted to:

Manav Rachna College of Engineering,Faridabad

PREFACE
It is well evident that work experience is indispensable part of every
professional course. In the same manner practical training in any organization is
must for each and every individual.
Entering the organization is like stepping into altogether a new world.
Before training I felt as if everything I had studied in the classroom was not
sufficient for corporate environment and only experience could teach me how
the different processes worked. But gradually I realized that all the basic
fundamental concepts that I had studied are linked in one way or another to the
process, I was asked to study. Here I first of all take look over the industry that
how ACC cement worked. After taking some knowledge about it I start doing
my project on the in the company.
It has been a very memorable experience throughout which is no doubt will
immensely help me in attaining my goals.

RUBINA

DECLARATION

I Rubina Gagneja Roll no. MRCE- MBA-2K8-044 of the (Manav Rachna

Institute of engineering , Faridabad ) hereby declare that the summer training
report entitled JOB SATISFACTION OF EMPLOYEES IN HISAR DISTRICT
FOR JINDAL INDUSTRIES LTD. is an original work and the same has not been
submitted to any other institute for the award of any other degree.

Name of faculty
( Dr. S banerjee
of the candidate

Signature

( signature of director principal)

ACKNOWLEDGEMENT
I express my gratitude towards all the companies officials, for their co-operation for
providing the invaluable data and information.
I am also thankful to all the people who helped me in completion of my project. That is the
employees and the customers of the company.
Training is the most important part of the Management study as it puts out theoretical
knowledge to execution. We can never explain things properly if we do not see them. It
widens our managerial skill and helps us to clearly understand the various functions of
Management.
I am highly obliged towards my training guide, Ms. Nidhi Gupta (HR Executive ) who
helped me a lot in the completion of my industrial training; he had been the guiding force,
motivating and inspiring us through out the enriching journey of the project.
I sincerely thank to all the faculty members and the staff associated for their support given to
me time to time. Also, I would like to thank to all my friends and family members for their
support given to me time to time. I dont have words to express my thanks, but still my heart
is full of gratitude for the favors received by me from the every person.
I really feel that training at JINDAL INDUSTRIES LIMITED, HISAR will help me a long
way in my career.

(RUBINA)

INDEX

S. No.

Name Of the Chapter

Introduction

Company Profile

Objectives

Research Methodology

Limitations

Data Analysis

Recommendations

Conclusion

Bibliography

10

Annexure

Introduction

INTRODUCTION TO HRM & HRD

The most significant resource of any organization is often said to be its people of course,
an organization is nothing but a group of people whose activities have been planned and
coordinated to meet organizational objectivities.
Organizations encounter several obstacles in meeting their goals and in a similar way all
employees report some problems in their attempts to be productive and efficient in their
jobs and to feel satisfied in their work lives. The challenges of human resource
management are to minimize these obstacles and problems.
Human Resource Management is a process of bringing people and
organizations together so that the goals of each are met. It is that part of the human
resources in an organization It tries to secure the best from people by winning their
wholehearted cooperation.
In short, it may be defined as the art of procuring, developing and maintaining
competent workforce to achieve the goals of the organization in an effective and
efficient manner.
HRM has the following features :Pervasive force ;

Action oriented;

Individually oriented;

People oriented;

Development oriented;

Integrating mechanism;

Comprehensive function;

Auxiliary service;

Inter-disciplinary function;

Continuous function

HRM is primarily concerned with the human beings in an organization.

Human capital or manpower resources of organization can be treated as its

human resources. In generic terms, human resources can be defined as the

total knowledge skills, creative abilities, talents and aptitudes of organization
workforces as well as the values, attitudes, approaches and belie of the
individual involved in the affair of the organization.
HRM takes into consideration the potentialities and vitalities of the people
available for the organization. Even in the age of automation as of today,
manpower is the most essential and indispensable resource of the organization.

HRM is the process of managing people of an organization with a human approach.

It is behavioral approach to develop and effectively utilize the manpower not only for the
most essential and indispensable resource of the organization.

Scope of HRM
The scope of HRM is very wide. Research in behavioral sciences, new trends
in managing knowledge workers and advances in the field of training have
expanded the scope of HR function in recent years.
The Indian institute of personnel management has specified the scope of
HRM thus:

Personnel aspect
This is concerned with manpower planning, recruitment, selection, placement, transfer,
promotion, training and development, lay off and retrenchment, remuneration, incentive,
10

productivity, etc.

Welfare aspect
It deals with working conditions and amenities such as canteens, crunches,
rest and lunch rooms, housing, transport, medical assistance, education, health and safety,
recreation facilities, etc.

Industrial relations aspect

This covers union-management relations, joint consultation, collective ,bargaining,
grievance and disciplinary procedures, settlement of disputes, etc

11

HRM
FUNCTIONS

MANAGERIAL
FUNCTIONS

OPERATIVE
FUNCTIONS

Planning
Organizin
g
Directing

Controllin
g

Employment

Development

Compensation

a)Job
Analysis
b)Human
Resources
Planning

a)Performanc
Appraisal
b)Training

c)Recruitmen
Selection

c)Executive
Development

d)Placement

d)Career
Planning &
Development

e)Induction
f)Transfer
g)Promotion

e)Organisatio
Development

a)Job
Evaluation
b)Wage &
Salary
c)Administra
-tion
d)Bonus &
Incentives
e)Payroll

Integration

a)Motivation

a)Health

b)Job
Satisfaction

b)Safety

c)Grievance
Redressal
d)Collective
Bargaining
e)Conflict
Management
f)Participatio
of employees
g)Discipline

Maintenance

c)Welfare
Schemes
d)Personnel
Records
e)Social
Security
f)Personnel
Research
g)Personnel
Audit

12

Defining job satisfaction:Job satisfaction describes how content an individual is with his or her job.
The happier people are within their job, the more satisfied they are said to be. Job satisfaction
is not the same as motivation, although it is clearly linked. Job design aims to enhance job
satisfaction and performance, methods include job rotation, job enlargement and job
enrichment. Other influences on satisfaction include the management style and culture,
employee involvement, empowerment and autonomous work groups. Job satisfaction is a
very important attribute which is frequently measured by organizations.
Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal
of ones job ; an affective reaction to ones job and an attitude towards ones job
This definition suggests that we form attitudes towards our jobs by taking into account our
feelings, our beliefs, and our behaviors
Job satisfaction is an individuals general attitude toward his or her job.

It represents an attitude rather than behaviour.

A person with a high level of job satisfaction holds positive attitude about the job,
While a person who is dissatisfied with his or her hob holds negatives attitudes about the job.

Job satisfaction is a pleasure or positive emotional reaction to a persons job experience.

Though employees attitude go by names such as moral, opinion or job involvement and are
measured in many ways, industrial psychology devoted great efforts to defining job satisfaction.

13

Various factors which affect job satisfaction:

Nature of job:It includes hours of work, fellow workers and opportunities on the job for promotion and
advancement, physical environment etc.

Management:It includes supervisory treatment, participation, reward and punishment, praise and blame,
favoritism etc.

Social relation:It includes colleagues, friends and associates, attitude of the employee towards people in
community and participation in social activities.

Personal adjustment:It includes emotionalism, health home and living conditions, relation with
other family members.
Apart from these other factors are:-

Ability utilization;

Advancement;

Company policies;

Co-workers;

Creativity;

Independence;

Moral values;

Recognition;

Responsibility;

Security;

Social service;

Working condition.

14

Process of job satisfaction

Satisfaction is affected by two factors:Firstly, individual value that what they want they want or desire as well the importance of the
desire.
Secondly, perception that defines how many individuals believe the are receiving. The
discrepancy between desired and perceived work facts, as well as, the importance of the facts
determines the level of satisfaction.

Importance of high job satisfaction

The managers should be concerned with the level of job satisfaction in their
organization for at least these reasons:

There is clear evidence that dissatisfied employees skip more often and are more likely to
resign.

It has been demonstrated that satisfied employees have better health and live longer.

Satisfied on the job carries over to the employees life outside the job.

Job satisfaction and customer satisfaction

Different evidences indicate that satisfied employees increase customer satisfaction and
loyalty. Why? In service organizations. Customer retention and defection are highly
dependent on how front-line employees deal with customers.Satisfied employees are more
likely to be friendly, upbeat, and responsive which customers appreciate. And because
satisfied employees are less prone to turnover, customers are more likely to encounter
familiar faces and receive experienced service. These qualities build customer satisfaction
and loyalty. In addition, the relationship seems to apply in reverse. Dissatisfied customers
can increase an employees job dissatisfaction. Employees who have regular contact with
customers report that rude, thoughtless or unreasonably demanding customers adversely
15

effect the employees job satisfaction

Need of satisfaction:As a result of the increasing complexity of modern industrial system, more technical
efficiency, up to date machinery, good plant layout and dynamic organization etc. are
not enough to make a business profitable and successful. There has always been a need
to study the factors which lead to cordial labour management relations and those which
result in organization unrest with a view to evolve and implement the polices and
strategies relating to human behaviour at work keeping all important aims of socioeconomic development of the country in view.
Employees are the backbone of the service organization. When they join an organization,
they bring with them a set of needs, desires and past experience that combine to form job
expectation. So, it is important to know about the job satisfaction level of the employees.
An employees assessment of how satisfied or dissatisfied he or she is with
his or her job is a complex summation of a number of discrete job elements.

Effect of job satisfaction on employee performance:Satisfaction and Productivity

When satisfaction and productivity data are gathered for the organization as a
whole, rather than at the individual level, we find that organizations with more
satisfied employees tend to be more effective than organizations with fewer
satisfied employees. Reverse may happen when data is to be collected on
individual level.

Satisfacton and Absenteeism

We find a consistent negative relationship between satisfaction and absenteeism,

16

but the correlation is moderate usually less than +40. while it certainly makes
sense that dissatisfied employees are more likely to miss work, other factor have
a impact on the relationship and reduce the correlation coefficient.

Satisfaction and Turnover

Satisfaction is also negatively related to turnover, but the correlation is stronger
than what we found for absenteeism. Yet, again, other factors such as labour
market conditions, expectations about alternative job opportunities, and lengths
of tenure with the organization are important constraints on the actual decision
to leave ones current job.

How employees can express dissatisfaction

Employees dissatisfaction can be expressed in a number of ways.
They are as follows: Exit:Dissatisfaction expressed through behaviour directed towards leaving the organization.
Voice:Dissatisfaction expressed through active and constructive attempts to improve conditions.
Loyalty:Dissatisfaction expressed by passively waiting for condition to improve.
Neglect:Dissatisfaction expressed through allowing condition to worsen

17

Active
Exit

Voice

Destructive

Constructive
Neglect

Loyalty

Passive

Responses to job Dissatisfaction

Job satisfaction is directly linked with performance

18

Staff rewards
Rewarding staff appropriately is important. Experi-enced human resources consultancies and
practitioners who are engaged in staff selection, assessment and recruitment are often able to
evaluate and assess the needs and wants of individuals fairly accurately. By having them,
especially those with many years of expertise and experience on your human resources
maintenance team, organisations can develop strategic and creative benefits and wages to
attract, retain and motivate talent who will achieve high performance for the organisation and
job satisfaction for themselves.
Job satisfaction is often achieved where performance is recognised by appropriate and
equitable performance related pay supplemented with other perks, benefits and non-financial
recognition and rewards, which meets the team members expectation. Non-financial rewards
have more impact than financial recognition in attaining job satisfaction.

A strong motivator
Job satisfaction is often a strong motivator in work endeavors. Research has shown that job
satisfaction can lead to high job performance especially for professionals and high-level
employees, commonly known as talent. As jobs and work in the new economy shift to
professionalised knowledge-based, info-tech, infocomm and bio-science characteristics, job
satisfaction will increasingly become a key driver of individual motivation and effort.
Research has also shown that there exists a relationship between individual performance
measured at a certain time and later job satisfaction. However, this relation is conditional to
performance being fairly rewarded in appropriate form as perceived by the recipient.

Quality of work-life
One hallmark of a socially responsible organisation is its success in achieving not only high
performance outcomes, but also in helping its team members experience a high level of job

19

satisfaction. Quality of work-life (QWL) is a key indicator of the overall quality of human
experience in the workplace. QWL expresses a clear way of thinking about people, their
work, and the organisation in which their careers are fulfilled. QWL establishes a clear
objective that high performance can be achieved with high job satisfaction.
Achieving high job satisfaction needs some simple strategies. Offer your team members a
variety of meaningful tasks. Repetitive routine work often leads to job dissatisfaction. As a
leader, think about introducing application of creativity in their work. Rotate the staff to
different tasks at regular intervals so that their work remain challenging. If you have to
supervise do it unobtrusively. Give more responsibility by empowering your team members.
Allow them opportunity to self pace themselves.
Give frequent and non-critical feedback on performance and provide opportunity for selfdevelopment to overcome inadequacies. People like to feel in control of them to feel good
about thema key component of job satisfaction!

Employee communications
Unclear targets and objectives and poor communication can contribute to dissatisfaction and
eventually lead to poor work performance. If you are administering rewards, make sure they
match their expectation. If their expectations are unrealistic, take time to make comparison to
equivalent and comparable jobs and broad work related environmental condition to similar
employers. Explain this to your team members.
Job satisfaction needs effective communication about the tasks, which have to be done. The
team member must know the performance achieved in relation to the target. Regular work
appraisal should therefore be provided. More importantly they must have an awareness of
departmental and organisational changes, which affects their job. Change agents should
periodically meet team members to share the progress on changes no matter how small.
Critical to this is listening to employees feedback and their perception as it is more likely to
affect their job satisfaction and work performance.

20

Organisational benefits
Improved job satisfaction in the work place will reduce social problems. The creative aspect
of achieving satisfaction will reduce if not overcome boredom and monotony in work,
physical strain and mental stress. The benefits to an organisation will also include a lower
absenteeism rate and lower staff turn-over. These translate into lower losses, less latecoming, fewer grievances and more effective cost control. Satisfied team members are
generally more committed to the work place success than those who do not find job
satisfaction. A satisfied team member is more likely to perform well cheerfully than other
employees.
Job satisfaction is an emotion, a feeling, an attitude and a matter of perception. It arises from
the employees appraisal of experience at work. It involves likes and dislikes as well as needs
and wants which are internal and external to the employee. As an employer or leader if you
fail to meet them, there is a high probability you will also not achieve high performance.
Creating job satisfaction remains a challenge for many human resources executives and line
executives. By having an experienced business partner skilled in people relations can greatly
help in meeting this challenge. Achieving high job satisfaction for employees or team
members is pre-requisite for becoming a market leader and champion!

STATEMENT OF THE PROBLEM :It is obvious that work is important in every society, the extent of importance will vary,
however, and much of what is Known about work as a motivator often is culture-specific.
Different arena has different attributes which influence job satisfaction among employees.
The belief that satisfied employees are more productive than dissatisfied employees has been
a basic tenet among managers for years. Although much evidence questions that assumed
causal relationship, it can be argue that advanced societies should be concerned not only with
the quality of life- that is, concerns such as higher productivity and material acquisitions
but also with its quality. Those researchers with strong humanistic values argue that

21

satisfaction is a legitimate objective of an organization. Not only is satisfaction negatively

related to absenteeism and turnover, but they argue, organizations have a responsibility to
provide employed with jobs that are challenging and intrinsically rewarding.
Therefore, although job satisfaction represents an attitude rather than behaviour, OB
researchers typically consider it an important dependent variable.
Why is it important to know individuals values ?
Although they dont have a direct impact on behaviour, values strongly influence persons
attitudes. So knowledge of an individuals value system can provide insight into his or her
attitudes.
Given that peoples values differ, managers can assess potential employees and determine if
their values align with the dominant values of the organization. An employees performance
and satisfaction are likely to be higher if his or her values fit well with the organization.
One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These
studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School,
sought to find the effects of various conditions (most notably illumination) on workers
productivity. These studies ultimately showed that novel changes in work conditions
temporarily increase productivity (called the Hawthorne Effect. It was later found that this
increase resulted, not from the new conditions, but from the knowledge of being observed.
This finding provided strong evidence that people work for purposes other than pay, which
paved the way for researchers to investigate other factors in job satisfaction.
Scientific management(aka Taylorism also had a significant impact on the study of job
satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management,
argued that there was a single best way to perform any given work task. This book
contributed to a change in industrial production philosophies, causing a shift from skilled
labor and piecework towards the more modern approach of assembly lines and hourly wages
The initial use of scientific management by industries greatly increased productivity because
workers were forced to work at a faster pace. However, workers became exhausted and
dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction.

22

It should also be noted that the work of W.L. Bryan, Walter Dill Scott t, and Hugo
Munsterberg set the tone for Taylors work.
Some argue that Maslows Need Hierarchy theory, a motivation theory, laid the foundation
for job satisfaction theory. This theory explains that people seek to satisfy five specific needs
in life physiological needs, safety needs, social needs, self-esteem needs, and selfactualization. This model served as a good basis from which early researchers could develop
job satisfaction theories
The largest decline in overall job satisfaction from 60.9 percent in 1995 to 47.2 percent
today occurred among householders aged 35-44. This age group was once the most
satisfied, but is now second to last. The second largest decline took place among
householders age 45-54, with the satisfaction level dropping from 57.3 percent to 46.1
percent. This group recorded the lowest level of satisfaction.

Keys to Job Satisfaction Brief review of Article

How satisfied are your employees? That may depend on their pay, stress level, and the
recognition they receive. A recent Gallup poll asked people how satisfied they were with
fifteen factors about their job and their overall job satisfaction. Those workers who were
completely satisfied with their job's pay, their stress level, and the recognition received
tended to be completely satisfied with their job.

Review of article - Poor Sleep Hurts Job Satisfaction

Women Especially Apt to Hate Job After Restless Night
A new study suggests lack of sleep or insomnia not only makes you cranky and irritable, it
may also greatly affect your job satisfaction.Researchers found men and women who
suffered from insomnia were more likely to say they disliked or even hated their job the next
day. The effect was more pronounced in women than in men.

23

"It's intuitive that one might feel a little irritable, but to experience emotional spillover to the
point of actually feeling less satisfied with work is a little surprising," says researcher Brent
Scott, a graduate student assistant in management at the University of Florida, in a news
release.
Researchers say the results suggest employers should think twice about having employees
work long hours if they want to keep them happy and less likely to jump ship

Job satisfaction
With so many organizations undergoing significant change in today's competitive
environment, employee dissatisfaction is a frequent occurrence. When dissatisfaction
occurs, stability and organizational success are threatened. For any organization seeking to
improve processes, downsize operations, improve customer service or grow in
profitability, understanding and enhancing employee satisfaction can benefit both
employees and employer.
But building and maintaining a satisfied workforce is often an elusive and difficult
problem that raises many questions. What is the best way to assess employee satisfaction?
How do organizations identify which employees are satisfied and which are not? What are
key variables in determining job satisfaction? Is it possible to quickly and accurately
assess employee satisfaction while building an open and communicative environment?Job
Satisfaction Challenge by PRC Environmental Management Inc. (PRC-EMI) of Helena,
Mont., seeks to answer those questions and many more.
The company views employee satisfaction as an essential business issue. "A key to
success may be found in the trenches with the employees who have an entirely different
perspective on the competitive front, have enormous potential to become leaders and offer
ideas, and are the backbone of quality and service

24

Company
profile

25

INTRODUCTION
Jindal Industries Limited, Hisar - set up in the nineteen sixties manufactures high quality MS
Black and Galvanized Pipes/Tubes in the range of 15mm to 300mm as per BIS Standards.
The Company is fully equipped with modern manufacturing machineries, Mills, Welding
Plants and galvanizing plants. It has full in-house maintenance workshop and testing
equipments to produce the best quality steel pipes besides other infrastructural facilities.
Jindal Industries Limited has doubled its production and sales during last
Five years. It has achieved this feat by winning a higher share in a very
competitive market, which is also flooded with inferior and duplicate
quality Pipes. Our strength lies in our all time endeavor to provide higher
& higher standards of quality and service to our worthy customers. We
never compromise on Quality front even under the most adverse market
conditions. Mainly SAIL material in Steel and High Grade Zinc from Hindustan Zink Limied
is being used to cater to high quality Pipes/Tubes demand in the Market. Our Pipes are
engraved with ISI Mark and trade Mark Jindal with the device of the Map of India in oval
shape and word HISSAR underneath, which has become synonymous with high quality
Steel Pipes. Each Pipe/Tube manufactured by Jindal Industries Limited is a testimony to our
commitment to Quality and Service.
Jindal Industries Limited is a prestigious Company of JINDALs, who have proved their
unerring might in Steel sector, having unstinted record of Four decade service to the nation.

26

Products

Galvanized Pipes
15 mm NB to 300 NB (1/2 to 12) in
various national and international
specifications

Black Pipes
15mm NB to 300MM NB (1/2 to 12)
in various national and international
specifications.

Rectangle, Squares
From 25mm x 25mm to 150mm x 150mm

27

Manufacturing

1)

Raw Material Testing

2)

In Process Quality checks

i.

At Slitting Section

ii.

At Mill Section

iii.

At End Facing Section

iv.

At Galvanizing Section

v.

At Threading & Finishing Section

vi.
3)

At Dispatch Section
SPECAIL CHECKS:

i.

Thickness, Material defect, Visual Defects, Physical & Chemical testing.

ii.

Diameter, Ovality, Weld Test, Bend/Flattening test, Tensile testing, Elongation

iii.

Visual inspection, Weight of Zn Coating, Uniformity of Zn Coating, Roughness, Free

bore Test, Adhesion test

iv.

Visual Inspection of threads, checking the length of threads, Gauge length with Ring
gauge.

28

Quality Control / Policy

We at Jindal industries limited are committed to become one of the most quality conscious
manufacturers of steel tubes maintaining consistently highest standard of quality confirming
to bis standards and to the satisfaction of our customers.
This shall be achieved by :

Continuous interaction with customers to ascertain their quality expectation and

product mix.

Training and development of employees to inculcate quality culture in the company.

Use of appropriate technology and equipment.

Optimum utilization of resources

Core Values

Integrity
Dynamic Thinking
Respect for Individual
Creativity & Innovation
Meritocracy
Social Responsibility

29

Guiding Principles

Value Creation
Transparency
Personal Conduct
Learning Development
Creativity and Innovation
Environment, Safety and Health
Responsible Corporate Citizen
Confidentiality

Research & Development Activities at Hisar :The R&D division at JIL, Hisar plays a pivotal role in retaining and consolidating company's
leadership role in pipe industry business by continuous up gradation of quality, process and
services, and innovating development strategies to come up with new products with cost
competitiveness. Cross-fertilization of knowledge between production, quality control and
commercial units in order to maintain world class standard has been the guiding principle of
R&D
functions.
Major tasks
1. Developments of high value products to serve niche market.
2. Quality up gradation of existing products enabling global acceptance.
3. Cost reduction by process development, optimization and refinement to improve
competitive edge.
4. Technology enhancement to increase production with quality.
5. Market segment improvement by interacting and sharing knowledge with customers and

30

assisting them in trouble shooting operation.

In addition to the above, R&D division closely interacts with reputed national and
international laboratories/scientific institution/universities to avail expert services for critical
investigation.
Corporate Social Responsibility
SH.O.P.Jindal had a vision of a progressive state a state where men and women would
work shoulder to shoulder towards making a happier tomorrow. JIL constantly echoes these
values and gives due cognizance of its role. as a responsible corporate citizen. Community
Service has been the uppermost Corporate Value and JIL has contributed to the community
cause through Rural Development Initiatives, Womens Upliftment, Health & Education
Programs.
Schools at various levels have been set up to educate the specifiers of the future.
i.

Vidya Devi Jindal School

ii.

Jindal Modern School

N.C.Jindal Institute of Medicare & Research at Hisar provides a good quality health
care.
Immunization drives and free health care campus on different medical aspects are
also conducted from time to time.
A Cancer Research Institute and Hospital is also being built to provide medical car to
the community at a nominal cost.

31

32

INTRODUCTION TO HRD
In HRD perspective one of the most talked of subjects in corporate circles in
recent times is how to optimize the contribution of human resources in achieving
organizational goals and objectives. An efficient and satisfied work force is the
most significant factor in the organizational effectiveness and managerial excellence.
Moreover, dynamic employees are essential for any organization that would like to
be dynamic and growth oriented. HRD aims of developing such dynamism in
employees alongwith several other qualities to make the organization perform well.
The central theme in the HRD approach is the development of the individual and
the development of the work groups. The emphasis has shifted from maximization
of performance and compensation towards employee potential awareness and
employees potential realization.
The

focus

is

now

on

enhancing

employee

involvement

in

internalizing

organizational objectives through, vibrant HRD efforts in order to release the

spring of dynamism and creativity of both individual as well as groups. Now the
employees are no longer on the organizational wheels but act as the active agents
shaping not only their own futures but also the future of the organization.
In the organization context, HRD is a process by which the people in various
groups- age groups, regional groups, socio-economic groups, community groups etc,
are helped to acquire new competencies continuously so as to make them move
and self valiant and simultaneously develop a sense of pride in their organization.
Therefore, after knowing the importance of the work force, the organization must
be committed certain core beliefs regarding human resources.

Human resources are not only the most important asset, people can be
developed.

33

Development of human resources require a climate of trust, openness and

mutuality.

The work should offer an opportunity to the employee to deserve his ability.

It is an integral and essential part of every managers job to develop the

subordinates.

NEED FOR HUMAN RESOURCES PLANNING

Human resource planning is deemed necessary for one or the other of the following
reasons:1. To carry on its work, each organization needs personnel with the necessary
qualification, skill, knowledge, work experience and through effective manpower
planning.
2. Since a large number of persons have to be replaced who have grown

old or

who retires, die or incapacitate because of physical or mental ailment. There is a

constant need for replacing such personnel, otherwise the work would suffer.
3. HR planning is essential because of frequent labour turnover which is
unavoidable and even beneficial because it arises from factor which are

socially

and economically sound such as voluntary retirement, quit, discharge, marriages,

promotion or factors such as fluctuations in business which causes constant ebb and
flow in the work force in many organizations.
4. In order to meet the means of expansion programme which became necessary
because of increase in the demand for goods and services by growing population
standard of living which calls for large qualities of the same goods and services as
also for new goods.

34

5. The nature of present work force in relation on its changing needs also necessitates
the recruitment of the labour.
6. Manpower planning is also needed in order to identity areas of surplus personnel
or areas in which there is a shortage it can be made good.

OBJECTIVES OF HUMAN RESOURCE PLANNING

Stonier recommends the following nine strategies for manpower planning:1. They should collect, maintain and interpret relevant information regarding
human resources.
2. They should report periodically manpower objectives, recruitment and existing
employment and allied feature of manpower.
3. They should develop procedure and techniques to determine the recruitment of
the different type of manpower over a period of time from stand point of
organizational goals.
4. They should develop measures of manpower utilization components of forecast
of manpower requirement along with independent validation.
5. They should employ suitable techniques leading to effectiveness allocation of
work with a view to improving manpower utilization.

35

6. They should conduct research to determine factors hampering the contribution

of the individual and groups.
7. They should develop the methods of the economic assessment of human
resources reflecting its future.
8. They should evaluate the procurement, promotion and retention of the human
resources.
9. They should analyse the dynamic process of recruitment, promotion and loss to
the organization and control these processes with a view to maximize
individual and group performance without involving high cost.

36

HUMAN RESOURCE PHILOSPHY

JILs Human Resource Philosophy is well emulated and permeates the whole organization.
J.I.L. Management believes that human beings have the potential to grow, to be creative
and contribute in the organizational development and growth and places the highest
premium on the dignity of the individual. The key philosophy statement which guide the
human resources thinking are: Cherish and ensure creativity and objectives.
Ensure fairness, justice and dignity to all.
Respect Expertise, wisdom and talent.
The primary objectives of the human resource philosophy is to develop and implement a
well knit and comprehensive personnel policy and programmed that will help to integrate
individual into a performing organization which on a prove to be a good corporate citizen.

37

FUNCTIONS OF JIL

FUNCTIONS OF HR DEPARTMENT
Recruitment
&
Selection
Apprentices

Welfare
Training
Activities
Direct
Workforce

Executives
&
Staff

Safety & Health

Wages &
Salaries

Admn.

SHE Policy

Attendance
Punch Card

Manual

38

RECRUITMENT & SELECTION PROCESS

APPRENTICES

APPLICATION
WRITTEN TEST
MOTOR EYE HAND TEST
LOTTO TEST
FINGER TEST

PLANT VISIT
INTERVIEW
APPRENTICESHIP FORM
ESI FORM & PF FORM

39

DIRECT RECRUITMENT OF WORKERS

SIX-DAY TRAIL

FINAL PLACEMENT

RECRUITMENT OF EXECUTIVES & STAFF

40

BY ADVERTISEMENT

BY PLACEMENT AGENCIES

SCRUITINY

INTERVIEW BY HOD HR

INTERVIEW BY CEO

RECRUITMENT & SELECTION PROCESS

Recruitment & Selection Process of workers is the process in which we give a notice or
advertisement as per the requirement and demand for the applications for vacancies after that
we recruit and select those applicants by two ways:

APPRENTICE RECRUITMENT
DIRECT RECRUITMENT
EXECUTIVES & STAFF RERUITMENT

APPRENTICE RECRUITMENT: Apprentice Recruitment is the process by which we

recruit the fresh employees in the organization. In this process we ask applicants to fill 3
forms.
41

Eligibility:
1. The candidate should be major.
2. The candidate should be atleast 6th pass.
3. The candidate should submit his date-of-birth certificate.

DIRECT RECRUITMENT:Direct recruitment is the process by which we recruit the experienced employees on
six-days trial then permanent placement.
EXECUTIVES AND STAFF RECRUITMENT:Executives and staff recruitment is the process in which we recruit officer rank
employees via advertisements and placement agencies and on the basis of applications the
management first do scrutiny and then send call letters to the selective candidate and then
HOD HR will conduct a interview (PI-1) and then the selective candidate will be send to the
CEO for (PI-2),then issues the appointment letter.

TRAINING
Training provides an effective system to impart adequate knowledge and skill to all levels of
employees in the organization for continual upgradation of their competence through
appropriate education , training, skill & experience.
Training &development manager is responsible for identifying the need of training and then
evaluating its effectiveness assistant supervisor is responsible for keeping training records.

42

Training calendar is prepared and get approved by CEO on the basis of training
identification.
APPRENTICES:Apprentices are placed in their respective department after the successful completion of 3months training.

INDUCTION:All new recruits are imparted induction training before they are inducted in their respective
department.
NEED BASE TRAINING:If the HOD,CEO feels that the particular employee needs some specific training they arrange
an external training for them.
FACULTIES:Faculty profile is maintained in respect of both in house and external faculties.
EVALUATION:Evaluation is done by HODs. It is carried out with in six- months of training.

TRAINING RECORDS:Employee wise record of education, skill, experience. And training is maintained in
electronic media.
TRAINING IDENTIFICATION:Training of workers once in a quarter.
Training of staff once a year.

43

HOD & executive once a year.

RATING SCALE:

POOR

UNSATISFACTORY

AVERAGE

GOOD

V.GOOD

VARIOUS WELFARE MEASURES IN JIL:

EMPLOYEES PROVIDENT FUND/EMPLOYEES PENSION SCHEME
The act is called as the employees provident fund and miscellaneous provisions act,1952 and
the employees pension scheme 1995.
44

APPLICABILITY:
The act applies to an establishment where 20 or more persons are employed.
Every employee is covered under the provisions of this act from the date of joining.
EDLI (Employees deposit linked insurance) is a part of provident fund scheme and
mandatory under which every employee is covered for an insurance amount depending upon
his basic salary and length of service with the organization.
Under this scheme a sum insured amount is payable subject to maximum of Rs.60000/- to
the nominee of the member on his death during the employment.

BENEFITS:
1.Under EPF (Employees Provident Fund scheme):
The amount deducted from the employee as well as employers contribution to
this fund is paid back in full to the employee along with applicable interest at
the time of leaving service or at the time of retirement. In case of death of the
member, the said amount is payable to the nominee or dependent of the member

2. Under FPF/EPS (Employees Pension Scheme):

(a).If the service of the member is less than 10 years at the time of leaving
service or on attaining 58 years of age, he is eligible for withdrawal benefit as per
the scheme. If the service of member is less than 10 years and he has not
attained 58 years of age, he may also opt for scheme certificate.

(b).Monthly Members Pension:

45

i.

Superannuation Pension, if he has rendered eligible service of

20 years or more and retires on attaining the age of 58 years.

ii.

Retirement Pension, if he has rendered eligible service of 20

years or more and retires or otherwise ceases to be in the
employment before attaining the age of 58 years.

iii.

Short Service Pension, if he has rendered eligible service of 10

years or more but less than 20 years

FORMULA TO CALCULATE MONTHLY MEMBERS PENSION:.

Monthly Members Pension = Pensionable Salary x Pensionable Service
70

Wages & Salaries Structure

The main motivational aspect for an employee is money. In the present scenario most
of the employees are money minded, the only thing which can motivate them is
wages & salaries. It plays a vital role in the enhancement of the employees and in
broad sense in the growth of the business.
Wages & Salaries are the only thing which enforce an employee to do more work
and for overtime,

Wages can be calculated on daily basis as well as on monthly basis.

Salaries are always calculated on monthly basis.

Wages & Salaries are calculated on the basis of attendance.

While calculating the Wages & Salaries leave are to be considered.

COMPONENTS:

46

1- Components of Wages are:

a) Basic
b) HRA
c) CA
d) Other allowances.
2- Components of Salary are:
a) Basic
b) HRA
c) CA
d) Other perks & allowances.

WELFARE ACTIVITIES

a.) Daughter Marriage Fund (DMF):

*Max. 2 Accounts.
*Max. Amt. Rs. 1000.
*Interest 11%.
*For OA, workers
b.) Small Loan Schemes:
*For small equipments for workers
c.) Attendance Allowance.
d.) Family Planning:
*Rs. 300/- only.
e.) Welfare Schemes 2001:
*Deduction of Rs. 5/- every month of workers & OA.
*Any illness & death is treated with welfare fund.
47

f.) Shoe Allowance:

*240 presence is necessary in a year.
*Rs. 300/- is given additionally.
g.) General Insurance:
*JANN AROGYA (for workers)
*For Staff

Rs. 60/- Premium.

Rs. 90/- Premium.

Rs. 120/- Premium.

h.) Leave Travel Allowance (LTA):

*252 presence is necessary for workers & OA.
*Rs. 900/- for monthly wages worker.
*Rs. 600/- for daily wages worker.

SHE POLICY
SAFETY
HEALTH
ENVIRONMENT
SHE POLICY PROVIDES A HEALTHY AND ACCIDENT FREE WORK ENVIRONMENT.
SAFETY
Training regarding the work
At the time of joining.
Once in a year.
48

Specialized Training

Work Instructions
Personal
Technical

Fire

components
Oxygen

Fuel

Temp.

HEALTH
First-Aid Training to every employee.
*at the time of joining
Health Education.
*adverse effect of the industrial environment

*seasonal disease
Health Examination.
*at the time of joining

*once a year to every employee.

- detect occupational disease.
- give treatment free of cost.
Medicine Provided.
ENVIRONMENT
The adverse effect of the industrial environment.
How to procure it.
ASSIGNMENTS
During my summer training I was given various assignments by my superiors. Assignments
given to me have not only proved beneficial for my project but also those assignment provide
me the basics and the general idea about the actual working of an organization. The
assignments given to me are: 1. HRD Study:
49

a) HR Philosophy.
b) Functions of HR.
c) Recruitment & Selection Process.
d) Training & Development Process.
e) Safety & Health Policy ( SHE Policy)
2. Employee Provident Fund:
a) EPF.
b) ESI.
3. Wages & Salaries.
4. Labor Turnover.

OBJECTIVES OF THE STUDY

Every work need a frame work to work with in, similarly in each study objectives set the
framework and direction of the study. The objectives of every study, fails without to pin
point a specific solution to the requirement of study. In this study also an effort has been
made to analyze the satisfaction level of employees working in the company

50

The broad objective of this study is to estimate job satisfaction level among employees in
the department.
Specific objectives of the research study are:-

1.

The first and foremost objective is to serve the organization with some fruitful
suggestions for continuous improvement..

2.

To evaluate the effect of various incentive or perks on satisfaction of employees

3.

To suggest remedial measures to reduce employee turnover in the company.

4.

To find where management and workers are lacking.

5.

To find how a positive and productive environment can be created.

6.

To estimate proper utilization of capability of employees.

7.

To estimate satisfaction level with different policies regarding Promotion, Transfer;

8.

To examine what are the working conditions in the department;

9.

To establish Coordination between the different levels of management.

51

Research
Design
And
Methodology

Research Design :Research design has been derived from the word research +design. To study research
design we will study what is research ,then design and then research design.

52

Research :Research is the cornerstone of any science. It refers to the organized, structured, and purposeful
attempt to gain knowledge about a suspected relationship. Research in common parlance refers to a
search for knowledge. Research is a scientific and systematic search for pertinent information on a
specific topic. Infact , research is an art of scientific investigation. Research can also be defined as-
a careful investigation or inquiry especially through search for new facts in any branch of knowledge.
Redman and Mory define research as a systematized effort to gain new knowledge. Research can
be very generally defined as an activity that contributes to the understanding of a phenomenon. The
purpose is to discover answers to questions through the application of scientific procedures

Thus Research Design can be defined as

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
Or
Research design is the blueprint for the collection , measurement and analysis of the data.
Or
Research design is the plan , structure and strategy of investigation conceived so as to obtain
answer to research questions and to control variance.

53

The following advantages of designing research may be pointed :

Research can be conducted on scientific basis since precise guideline is provided

by advance designing.

Wastage of time and money is minimized.

Optimum reliability is achieved.

Designing helps in giving useful conclusions

54

RESEARCH METHODOLOGY
PROBLEM
To know about the satisfaction level of employees in JIL.
A. RESEARCH METHODOLOGY
1.

Scope of the study :- As the study is all about to analyse the satisfaction level of
employees and is confined to JIL only and is conducted by giving personal weightage
therefore there is very vast scope of Study.
2. Area pf the study:- The area of the on the given project was JIL
only.
B. DATA COLLECTION

1.

Data Collection Method :- This include the primary and secondary source of
Data collection.

Primary Data: - Data Collected from the employees through questionnaire.

Secondary Data: -Data collected from companys records , senior managers and

published data of the company itself.

www.jindalinds.com
2. Data Collection Instrument:- Data collected through personal interview with
the help of well designed questionna
C. SAMPLING DESIGN
1) Sampling Unit:- Companys employees.
2). Sample Size: - Sample size of my project is 90 employees working at
different levels like office assistants, executives as well as managers.

55

Limitations of the study:

The present report is the modest effort in a direction towards unrevealing the causes of job
dissatisfaction. However only micro level study is formulated because of certain constraints.
The major limitations of the study are as follows:
.
Employees cannot be asked during the working hours and when they are asked during
the break or at the end, they are always in hurry to go.
No response and wrong responses of the employees also act as constraint in collection
of relevant information.
A major limitation was sensitive nature of the study, as we know every person differ
from other in behaviour so a generalized opinion cannot be formed.
Often questions asked were open ended so it was difficult to get generalized opinion.
Many of the respondents afraid of answering these questions because of the fear of
losing their jobs.
The sample size was confined to the employees only, some of them was not
interviewed because of lack of time.
Sometimes employees anticipated, why this interview is conducted and remains
reluctant to give needed information.
Some of them would not be able to provide the suggestions because of lack of time.

56

Data Presentation
Analysis
And
Interpretation

57

1)Environment for knowledge enhancement in the company is conducive?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
27
57
6

From the above result we can conclude that the employees are satisfied with the
environment in the company as most of the employees are saying that it is good but if we
talk about the excellent percentage only 6 out of 90 are saying its excellent .So company
should strive towards making the company a knowledge hub for the employees.

58

1) Office facilities and working conditions in the company are?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
36
49
5

If we take a look at the results we can say the excellent percentage is too less and more
of them are saying its satisfactory so company need to work on providing an excellent
infrastructure and quality of work life to its employees.

2) Timing of working hours in the company?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
18
67
5

Timing of working hour in the company is satisfactory enough as 67 out of 90 people

are saying that its good as company is providing flexi-timings also. So we can say
company is going well in this direction.

59

3) Your job profile suits your caliber and qualifications?

Options
No. of persons
Unsatisfactory
23
Satisfactory
36
Good
31
Excellent
0
If we analyse this one fourth i.e 25% people are saying that their job profile does not
suit to their qualifications although company is proving the necessary training to do
the work but the company should concentate on providing the right man at the right
place.

60

4) There is quite opportunity for knowledge enhancement on your job?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
9
59
22

This answer we have got is satisfactory enough as most of the respondents are saying its
satisfactory enough.and the should move on in this as there is no end of knowledge..

5) Your idea is listen by the superiors in the company?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
0
23
67

This answer we have got is highly postive a large percentage of people saying that
their idea is listen by their superiors as well as appreciated also. At this point we can
say JIL is working extremely well . Their management is quite cooperative also
employees feel like home in that atmosphere.

61

7)The recruitment procedure in your company is?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
9
45
27
9

If we analyse this question general consensus is not reached but that is for sure that
the company needs to improve its recruitment procedure because only a small
percentage was saying that it is excellent.

62

8)How do you feel about Salary level in the company?

Options
Unsatisfactory
Satisfactory
Good
Excellent
.

No. of persons
18
36
25
11

If we analyse this thoroughly then directly 20 percent people are saying that they are
not satisfied with their salary and 40 percent people are saying that its just satisfactory
then company should sincerely think about revising the salary limits

9)Does the provides you with sufficient incentives or perks?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
9
45
36
0

If we take a look at this result then the result comes that company is providing
average amount of incentives and perks as no body is saying its excellent and just a
little percentage was saying that its unsatisfactory. So for motivating the employees or
for the retention of employees company should improve on perks and incentives.

63

10) Is your remuneration is comparable to the other employees in the company?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
54
23
13

This answers response we have got is quite satisfactory so this is clear that the
remuneration of employees is compareable within the company.

64

11) Is your remuneration is comparable with the other similar companies?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
29
36
18
7

This response we have got makes us clear that most of the employees are unsatisfied with
the salary they are provided as a large percentage of people think that they are not
provided with the amount as the other similar companies are providing.so company needs
to do something in this regard.

12) Training requirements are generally assessed for the employees?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
23
64
13

The response we have got is good enough as 71 percent of people are saying its good and
14 percent people are saying its excellent as so company is doing pity well in this
direcction so company should move in this way.

65

13) Training provided to the employees are adequate?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
4
18
68
0

Training requirements provided to the employees are adequate enough but for meeting
competetion company should furthur improve in that direction.

66

14) Are you satisfied with the hierachy of the organization?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
54
36
0

Employees are saying that hierarchy of the organization is satisfactory and the work is
going smooth.

15) Present grievance handling procedure prevailing in the company is?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
13
41
36
0

As far as grievance handling procedure of JIL is concerned management need to do

something in this regard as some people are saying its unsatisfactory and most of the
people are saying its just satisfactory not excellent.

67

16) The opportunity for career progress in the company is?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
4
19
68
0

A large no. of respondents are saying its good so company should strive hard to maintain
that as globalization is moving at a fast pace.

68

17) In your opinion the work is pleasure, not compulsion?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
9
27
64
0

The work load provided to individual is fine enough but sometimes if a person leave the
job his workload is transferred to its collegues in that case sometimes work becomes a
compulsion.So company should make effort to fill the vacant positions as early as
possible.

18) The performance appraisal system in the company is?

Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
0
18
32
40

Highest percentage of population was saying its excellent so no doubts about that the
performance appraisal system of the company is working well and on the basis of that
people are getting their promotions.

69

19)Have your got promotion in the company at the right pace of time?
Options
Unsatisfactory
Satisfactory
Good
Excellent

No. of persons
2
58
30
0

The result shows that its not like that each and every person got the promotion at right
pace of time but most of the respondents are saying that they get the promotion at right
pace of time.

70

20)Do you afraid of your existence in the company?

Options
Disagree
Agree

No. of persons
85
5

Only a small percentage of people i.e only 6 per. people are saying that they afraid of
their existance rest 94 per. are saying that they are not. This shows that they get the
friendly or homely atmosphere in the company.

71

21) Overal, you like to work in the company for a long period?
Options
Disagree
Agree

No. of persons
0
90

This is the most postive answer we have got that all the 100% respondents are saying that
they would like to work with the company for a long period. That shows that the
organization is making each and every effort to satisfy or retain its employees in the
future also.

72

Conclusions
And
Recommendations

73

Conclusions and Recommendations

As competition is increasing day by day only human resource is an asset which cannot
be duplicated by the competitors so company should make an effort to make the company
A knowledge Hub for the employees.
As the maximum employees are from other states, so employees are generally in the state
of home sickness. So company should make efforts to maintain the friendly environment
in the company so that employees will not feel alone.
Office infrastructure should be equipped with all the modern amenities as companies are
concentrating on providing the quality of work life to its employees so this thing is the
need of the hour.
One important thing that is observed that workers only care for their interests and dont
care of companys progress.

Sometimes employees unable to identify fulfillment of their objectives with the

fulfillment of objectives of organization i.e. MBO application fails. Due to this
companys growth slow down.

One other problem is absenteeism; it also sometimes becomes the cause of job
dissatisfaction.

Sometimes casteism spoil the unity of employees as employees belongs to different

classes and backrounds and all this leads to dissatisfaction. Sometimes jobbers dont
mention the return on their cards if they have some personal problems with the work
Contd

74

 Sometimes even authorized leaves are not granted to the employees because company is
already having the vacant positions all this cause job dissatisfaction. People of
neighboring areas to mill create problem for workers in the way especially in night shifts.
Company should try to put the right man at the right place. If the job profile of the the
employees does not match with their qualifications then company will have to spend so
much on their training. All this will increase the cost to the company.
Company should revise the salary structure of its employees to retain its employees
because early recruitment will increase the expenses of the company.
Company should make improvement in the grievance handling procedure although
grievances are not too many but it will create a feeling of secureness among the
employees that there is somebody in the company who will lesson to him/her.
Performance appraisal system of the company is too good and the company should make
amendments in it time to time so that if will not be outdated.
Sometimes employees feel bore from monotonous type of work management can
think of job rotation.
Ovearal, company is performing really well and there are so many things which the other
leading companies should opt from them like a perfect superior-subordinate relationship,
friendly atmosphere, focus on human resource development etc.

75

Annexure

76

QUESTIONNAIRE
The purpose of this questionnaire is to assess the morale and satisfaction
level of the employees in the organization:
Disagree

Agree

US

Good

4
Excellent

1. Environment for knowledge enhancement

in the company is conducive.
Sugesstions
..
2. Office facilities and working conditions
in the company are
Suggestions
.
3. Timing of working hours in the
company
Suggestions

4. Your job profile suits your caliber

and qualifications

77

Suggestions
.
5. There is quite opportunity for knowledge
enhancement on your job.
Suggestions
.
6. Your idea is listen by the superiors
in the company.
Suggestions
.
7. The recruitment procedure in you
company is
Suggestions
.
8. How do you feel about Salary
level in the company?
Suggestions
.
9. Does the provides you
with sufficient incentives or perks
Suggestions
.

10Is your remuneration is comparable

to the other employees in the company.
Suggestions
.

11 Is your remuneration is comparable

with the other similary company.
Suggestions
.

12 Training requirements are generally

assessed for the employees.

78

Suggestions
.
13 Training provided to the
employees are adequate
.
Suggestions
.

14 Are you satisfied with the hierachy

of the organization
Suggestions
.
15 Present grievance handling procedure
Prevailing in the co. is
Suggestions
.

16 The opportunity for career progress

in the company is
Suggestions
.
17 In your opinion the work is pleasure,
not compulsion.
Suggestions
..

18 The performance appraisal system

in the company is
Suggestions
.

19 Have your got promotion in the

79

company at the right pace of time.

Suggestions
.

20Do you afraid of your existence

in the company ?
Suggestions
.

21 Overal, you like to work in the

company for a long period.
Suggestions
.

US : Unsatisfactory
S

: Satisfactory

THANK YOU
WE PROMISE THAT THE INFORMATION PROVIDED BY YOU WILL BE KEPT
CONFIDENTIAL. IT iS PURELY FOR OUR TRAINING PURPOSE

80

JIL, HISAR

PERFORMANCE APPRAISAL FORM

Period under

STAFF

01.10.2007 to

(To be used in respect of all staff members (Asstt.Sup./Foreman/O.As./Investigator/Data collector)

Name:

Designation:

Date of birth:

Qualifications:

Total experience:

DCM experience:

Grade:

Seminar/Course/Training Programme attended. ..

Appraiser's Name:

Basic salary: Rs.

Designation:

Appraisal process is based on evaluation of :

A).
B).

Job Descriptions performance

Key
competence
areas

Part 'A' follows from primary responsibilities of Job Descriptions, which are to be spelt out in the beginning
of the year.

Appraisal includes :

81

A).

Self appraisal on part 'A' (Job Descriptions performance)

B).

Appraisal by immediate Manager on part 'A' and 'B' in the form of qualitative assessment only. Rating
to be given only by the Reviewer.

C).

Overall review by Unit Review Committee.

D).

Communication of assessment, development needs & development plan by appraiser to appraisee

including counselling for improvement of performance. (This step is to be taken only after all other
steps
are
concluded).

The composite rating is not an arithmetic average of part 'A' & 'B'. However, approximate weightage of
50:50 may be given to both the parts.

Part 'A' is focussed on the Primary Job responsibilities of an individual. It should focus on the major results
expected to ensure complete and smooth operations of the core job. These should be accompanied by
indicators and completion schedules.

Part 'B' is an assessment of behaviours which are considered important to organisational excellence.

Appraisal categories are :

VERY GOOD

(VG)

Performance exceeds expectations significantly and

GOOD

(G)

Performance exceeds expectations frequently.

SATISFACTORY (S)

Performance consistently meets expectations and re

of the position.

UNSATISFACTORY (US)

Clearly inadequate performance.

82

JIL, HISAR

PERFORMANCE APPRAISAL FORM

Period under

SUPERVISORS

01.04.2007 to

(To be used in respect of staff members in the grade of Supervisor & Sr.Supervisor)

Name:

Designation:

Date of birth:

Qualifications:

Total experience:

DCM experience:

Grade:

Seminar/Course/Training Programme attended.

Basic salary: Rs.

Appraiser's Name:

Designation:

Reviewer's Name

Designation:

Appraisal process is based on evaluation of :

Primary
Job
A).
performance
B).
Key Result Area performance
Key
competence
C).
areas

Part 'A' and 'B' follow from primary responsibilities and Business Plans and are to be spelt out in the beginning
of the year.

83

Appraisal includes :
A).
Self appraisal on part 'A' & 'B' (KRA & Job Descriptions performance)
B).
Appraisal by immediate Manager on part A, B & C in the form of qualitative assessment only. Rating to
be given only by the Reviewer.
C).
Review by Manager's Manager on part A, B & C.
D).
Overall review by Unit Review Committee.
E).
Communication of assessment, development needs & development plan by appraiser to appraisee
including counselling for improvement of performance. (This step is to be taken only after all other steps
are concluded).

The composite rating is not an arithmetic average of part A, B & C. However, approximate weightage of
50:25:25 may be given to the three parts.

Part 'A' is focussed on the Primary Job responsibilities of an individual. It should focus on the major results
expected to ensure complete and smooth operations of the core job. These should be accompanied by
indicators and completion schedules.

KRA setting should include not more than six Key Result Areas based on mutual agreement between
appraisee and appraiser. Those are areas requiring special emphasis to improve the functioning from the
current level.

Part 'C' is an assessment of behaviours which are considered important to organisational excellence.

Appraisal categories are :

VERY GOOD
(VG)
GOOD
(G)
SATISFACTORY (S)

:
:
:

UNSATISFACTORY-

(US)

Performance exceeds expectations significantly and

Performance exceeds expectations frequently.
Performance consistently meets expectations and re
of the position.
Clearly inadequate performance.

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Bibliography

Reference to books
C.R. Kothari : research methodology , Wishawa Parkashan , 3rd edition
Kumar, K. Gopi & B. Achamamba (1993), "A Comparative Study of Job Satisfaction and Job
Involvement among Public and Private Sector Employees" Psychological Studies, Vol. 38,
No. 2

Reference to magazines:
Human capital volumes of june and july

Reference to web page

http://www.JIL.com
http://www.innovation.cc/peer-reviewed/job-satisfaction2
http://findarticles.com/p/articles/mi/
http://www.webmd.com/sleep-disorders/news/

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