Académique Documents
Professionnel Documents
Culture Documents
Management Team:
1
The company is headed by Mr. Satendra Mohan Mehta who is the CMD of
the company. He has a rich experience of more than 45 years and is driving
the company with his knowledge and skills.
He is ably supported by Mr. Atul Mehta who is the Joint Managing Director
of the company. With a degree in Production Engineering and Business
Management, Mr. Atul Mehta looks after the daily operations of the
company ensuring smooth flow of processes.
The marketing aspect of the company is being looked after by Mr. Amit
Mehta who is a postgraduate in business management. He is also involved in
continual up gradation of technology and infrastructure of the company.
Besides the above directors, The company has a dedicated and highly
efficient team of managers who make the systems and ensure they are
followed which in turn ensure that the customer expectations are not only
met but exceeded.
The company look forward to serve and establish a long term association
with you, the company stand....
Products
Categories
Sheet Metal
Fabricated
Components
Sheet Metal
Fabricated
Components
Machined
Forgings
Machined Product
Towing Hooks
SHEET METAL FABRICATED COMPONENTS
Quality System
The company is an ISO/TS 16949 certified company. We have been
regularly getting orders from our customer on the strength of its quality
products. Consistent quality and continual improvements help us in
customer satisfaction. We believe that only way to grow and succeed is to
make and supply consistently good quality products.
During Component Development
The company follow all the guidelines of PPAP, FMEA, MSA and customer
specified requirements during the development of components and their
tools.
Regular record of quality are maintained which form basis for further
improvement and trainings to be given by Quality Assurance Team
Operators and inspectors are regularly trained on the importance of quality
and on How to ensure consistent quality at all times. All the production
tooling and checking fixtures are fully checked before actual use. The tools
and gauges are regularly calibrated to ensure consistency.
Production Development
The company has been following TQM techniques to ensure 100% defect
free material at customer end.
Quality Policy
Quality objective have been established at different levels and functions and
these are monitored regularly to ensure continual improvements.
Research and Development
In todays world, every customer demands faster product development. It
means that the transition time from drawing to actual sample has to be
reduced.
New product development is a very strong area of the company. The
company has got highly skilled manpower in new component development
department. This coupled with the state of art machines in development area
reduces the lead time for development of new components.
Design Development
We can make drawings from the models given by the customers and can develop accurate
tooling for production at very fast pace.
The company has complete facilities of CAD CAM. The design facilities
include 2D and 3D modeling with facilities of solid modeling, reverse
engineering and machining programming. The machines in development
area are CNC Machining Centers, CNC Wire Cut, Milling, Plano Miller,
Shapers, Lathes, and grinders among other tool room machines.
In todays every customer demands faster product development. It means
that the transition time from drawing to actual sample has to be reduced.
We
at
policy of Do it right
the first time, every time. This is achieved by continuous research and
development activities to reduce the product development time and ensuring
that the product is developed correctly in the very first attempt.
Our strength in tool designing help us in making correct sample and tools in
the very fast time and thus reducing the time for redesigning and
development. All the tools, jig, fixtures, checking gauges are designed and
made in-house which ensure timely development and best quality.
Infrastructure
The three unit of Mehta Engineers Limited are built in an area of 22,500 sq.
meters. One of the biggest advantages that the company enjoys is the wide
variety of products from company. Apart from production, the company has
latest infrastructure for development, inspection and testing, surface coating
and other related infrastructure.
Press Shop
Work Force
The workforce of the company is its biggest asset. This efficient and
dedicated workforce has been the main reason behind the growth of the
company. This workforce over the years has been open to changes and
improvements to face and overcome the ever-growing competition in the
market.
The company puts lot of stress on training of the sand worker by both
outside expert and in-house faculty. The training topic range from latest
techniques of production, on the job training, quality circles, TPM and 5s to
good human behavior. All aspects of production and quality are covered.
Each operator goes through induction training and training related to job is
given both on-the-job and off-the-job. No worker is allowed to work in the
factory without getting proper induction and job training. The employees of
the company always welcome newer methods to improve productivity and
quality.
The employees of the company regularly participate in the suggestion
scheme of the company Aapke Sujhav which helps in improvements in
process and housekeeping.
11
Benefits
To give our customer maximum benefits, we give the following:
>> Ethical and fair dealing
>> Wide range of product
>> Fast component development
>> 3D designing capabilities
>> Good technical manpower
Ethical and Fair dealing
The biggest benefit our customer gets is ethical and fair dealing of the
company. The company believes that ethics come foremost and are the basis
of a strong supplier-customer relationship.
Wide range of product
The company has a wide range of products and capability to make many
more with the vast range if infrastructure and dedicated suppliers. Different
types of product can be sourced from one company hence saving precious
time of the customers in dealing with separate suppliers.
Fast Component development
Due to a strong development Tool Room, the company is able to reduce the
lead time required for development of component and production tooling.
The company has got complete in-house facilities for the development of
production tooling and required monitoring instruments.
12
3D Designing Capabilities
We have got the latest software for 2D and 3D designing with complete
capabilities of reverse engineering, solid modeling, interactive surface
designing and machining. Thus leaving no scope for human error during
development.
Good Technical Manpower
The company boasts of having a strong technical people in both staff and
workforce which help in making good quality products as they understand
the importance of quality. Any requirement of customers are hence easily
understood and implemented.
13
JOB SATISFACTION
The structure comprises of all Head of Departments of different functions in
Mehta Engineers Limited. It consists of nine Band 2 and Band3 officials at
the top level, each reporting to the CEO. The main function is to coordinate
the activities of different functions in the organization. All the departmental
heads are accountable and answerable to the efficiency and effectiveness of
their concerned departments.
Job satisfaction is a term used to describe how contended an individual is
with ones job. It is relatively recent term, since in the previous centuries, the
job available to a particular person was often predetermined by their parents
occupation. There are variety of factors that can influence a persons level of
job satisfaction. These factors include the of pay and benefits , the perceived
fairness of the promotion system within a company the question of working
condition, leadership and the social relationship.
Human beings are important assets of an Organization. As human beings,
members of work oriented organization have thoughts and feelings which
strongly influence their behaviour on job. These thoughts and feelings are
part of their mental state and provided the inputs used by them to make
decision about their action and reacting of their jobs. It is necessary that we
understand more about their conscious states. For efficient and progressive
functioning of any organization job satisfaction is of great significance.
As people spend sizeable proportion of their live in working place or
environment and would want that proportion of their lives to be pleasant,
agreeable and fulfilling. As working in any organization, his job is more than
just obvious activities of shuffling paper, or waiting for customers etc.
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16
17
rules and practices; and to ensure that federal, state, and local safety and
environmental requirements are met.
Security: Maintaining and protecting the Organizations employees, assets,
and human resources documents, information, and facilities.
Equipment and Facilities: Providing the necessary equipment and facilities
to fulfill the human resources mission and provide optimum service to the
Organization.
Documentation and Information Systems: Preparing, storing, and
maintaining employee records and information, including computerized
human resources information systems, and meeting federal, state, and local
requirements.
18
Organizational factors
1.
2.
3.
4.
5.
6.
7.
19
PERSONAL FACTORS
1.
2.
3.
4.
5.
21
alcoholism
and
mental
and
22
physical
health
result
from
23
24
25
1.
Comparison theory:
In case of comparison process theory, the attitude towards job of
different employees is compared with each other and best of them
could be chosen.
2.
3.
1.
Hygiene factors
2.
Motivational
1.
2.
4.
5.
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6.
JOB INVOLVEMENT
Job involvement (Employee engagement, or Work engagement, is a concept
that is generally viewed as managing discretionary effort, that is, when
employees have choices, they will act in a way that furthers their
organizations interests. An engaged employee is a person who is fully
involved in, and enthusiastic about, his or her work.
In his book, Getting Engaged: The New Workplace Loyalty, author Tim
Rutledge explains that truly engaged employees are attracted to, and inspired
by, their work (I want to do this), committed (1 am dedicated to the
success of what I doing), and fascinated (I love what I am doing).
Kahn was the first scholar to define personal engagement as the
...harnessing of organization members selves to their work roles: in
engagement, people employ and express themselves physically, cognitively,
emotionally and mentally during role performances Based on this definition
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29
RESEARCH FINDINGS
Work engagement as measured by the UWES is positively related with, but
can nevertheless be differentiated from, similar constructs such as job
involvement and organizational commitment, in-role and extra-role
behavior; personal initiative, Type A, and workaholism. Moreover, engaged
workers are characterized by low levels of burnout, as well as by low levels
of neuroticism and high levels of extraversion. Also they enjoy good mental
and physical health.
Work engagement is found to be positively associated with job resources
such as social support from co-workers and from ones superior,
performance feedback, coaching, job control, task variety, opportunities for
learning and development, and training facilities. In short: engaged workers
work in challenging jobs.
Engagement is related to better performance. For instance, engaged contact
workers from hotels and restaurants produce better service quality as
perceived by their customers; the more engaged university students feel the
higher their next years Grade Point Average; the higher the level of
engagement of flight attendants, the better their in- and extra-role
performance on the flight; and the more engaged restaurant workers, the
higher the financial turnover of the shift.
30
STUDIES
Engaged employees care about the future of the company and are willing to
invest the discretionary effort. Engaged employees feel a strong emotional
bond to the organization that employs them.
EMOTIONAL ATTACHMENT
It was found that only 29% of employees are actively engaged in their jobs.
These employees work with passion and feel a profound connection to their
company. People that are actively engaged help move the organization
forward. 84% of highly engaged employees believe they can positively
impact quality of their organizations products, compared with only 31% of
the disengaged. 72% of highly engaged employees believe they can
positively affect customer service, versus 27% of the disengaged. 68% of
highly engaged employees believe they can positively impact costs in their
job or unit, compared with just 19% of the disengaged Engaged employees
feel a strong emotional bond to the organization that employs them. This is
associated with people demonstrating a willingness to recommend the
organization to others and commit time and effort to help the organization
succeed. It suggests that people are motivated by intrinsic factors (e.g.
personal growth, working to a common purpose, being part of a larger
process) rather than simply focusing on extrinsic factors (e.g., pay/reward).
31
INVOLVEMENT
When I studied Mehta Engineers Ltd. group mills, 17 apparel manufacturers.
My purpose was to compare traditional production systems with flexible
high performance production systems involving teams, training, and
incentive pay systems. In Mehta Engineers Ltd., the plants utilizing highinvolvement practices showed superior performance. In addition, workers in
the high-involvement plants showed more positive attitudes, including trust,
organizational commitment and intrinsic enjoyment of the work. The
concept has gained popularity our study has demonstrated links with
productivity. It is often linked to the notion of employee voice and
empowerment.
COMMITMENT
It has been routinely found that employee engagement scores account for as
much as half of the variance in customer satisfaction scores. This translates
into millions of dollars for companies if they can improve their scores.
Studies have statistically demonstrated that engaged employees are more
productive, more profitable, more customer-focused, safer, and less likely to
leave their employer.
Employees with the highest level of commitment perform 20% better and
are 87% less likely to leave the organization, which indicates that
engagement is linked to organizational performance. It was found that
engaged employees were five times less likely than non-engaged employees
to have a safety incident and seven times less likely to have a lost-time
safety incident. In fact, the average cost, of a safety incident for an engaged
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employee
was
less,
compared
with
for
non-engaged
employee.
PRODUCTIVITY
While during our study in the Mehta Engineers Ltd. group we found that
offices with engaged employees were up to 43% more productive.
The most striking finding is the almost 52% gaps in operating incomes
between highly engaged employees and employees who have low
engagement scores in company. High-engagement companies improved
19.2% while low- engagement companies declined 32.7% in operating
income during the study period. It was found that account executives in the
33
GENERATING ENGAGEMENT
Recent research has focused on developing a better understanding of how
variables such as quality of work relationships and values of the organization
interact and their link to important work outcomes. 84% of highly engaged
employees believe they can positively impact the quality of their
organizations products, compared with only 31 percent of the disengaged.
From the perspective of the employee, outcomes range from strong
commitment to the isolation of oneself from the organization. And during
our study seen that only 29% of employees are actively engaged in their
jobs. Those engaged employees work with passion and feel a strong
connection to their company. About 2/3 of the business units scoring above
the median on employee engagement also scored above the median on
performance. Moreover, 54% of employees are not engaged meaning that
they go through each workday putting time but no passion into their work.
Only about 1/3 below the median on employee engagement scored above the
median on performance.
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35
INFLUENCES
Career
advancement/improvement
opportunities
Plant
hits the mark with your workforce such as: Setting realistic targets,
selecting the right rewards for your incentive programme,
communicating the scheme effectively and frequently, have lots of
winners and reward all achievers, encouraging sustained effort,
present awards publicly and evaluate the incentive scheme regularly.
38
In Mehta engineers Job content refers to the intrinsic value of the job which
depends on the requirement of skills for performing it, and the degree of
responsibility and growth it offers. A higher content of these factors provides
higher satisfaction. For example, a routine and repetitive lesser satisfaction;
the degree of satisfaction progressively increases in job rotation, job
enlargement, and job enrichment.
Working Conditions:
Working conditions, particularly physical work environment, like conditions
of workplace and associated facilities for performing the job determine job
satisfaction. Mehta engineers providing their employees the best working
condition so, that they can satisfy their employees. These work in two ways.
First, these provide means job performance. Second, provision of these
conditions affects the individuals perception about the organization. If these
factors are favorable, individuals experience higher level of job satisfaction.
Equitable Rewards:
Mehta engineers Ltd. gives rewards to their employees to satisfy them. like
the company give them bonus, pension, extra holidays, medical insurance,
opportunities etc. This is that type of linkage that is provided between job
performance and rewards determines the degree of job satisfaction. If the
reward is perceived to be based on the job performance and equitable, it
offers higher satisfaction. If the reward is perceived to be based on
considerations other than the job performance, it affects job satisfaction
adversely.
Opportunity:
39
Work Group:
The work group in Mehta engineers ltd is very cohesive and co-operative.
The all employees work together. Individuals work in group either created
formally of they develop on their own to seek emotional satisfaction at the
workplace. To the extent such groups are cohesive; the degree of satisfaction
is high. If the group is not cohesive, job satisfaction is low. In a cohesive
group, people derive satisfaction out of their interpersonal interaction and
workplace becomes satisfying leading to job satisfaction had not completed
their school education showed higher satisfaction level. However, educated
workers felt less satisfied in their job.
Meetings:
In Mehta engineers the employer personally meets to the employee and
discuss all the problems related to work. So, that he can never face any
problem in future.
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Objective
Applicability:
41
4.
Eligibility
APB will be annually paid to all employees who are on the rolls of the
company or serving notice period as on March 31 of the Financial
Year for which the APB is payable.
Any employee separating before March 31 of the said year will not be
entitled to payment of APB.
APB will be paid only on the basis of achievement ratings. APB will
be paid to employees with the achievement ratings of Al, A2, & A3*.
Any individual with performance rating of A4 will not be eligible for
APB payout, irrespective of the unit and the business performance.
APB payout would also not be applicable to employees who are
covered under Sales Incentive Plan of AES Corporate. They would be
governed by framework defined under that plan.
5.
Individual Performance
ii.
Unit Performance
iii.
Business Performance
The Total APB Payout is a weighted total of business, unit and individual
performance payouts depending on the band of the individual, as per the
following table:
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Parameter
Individual
UC Cadre Band 3
40%
40%
Band 2
50%
Band 1
60%
Band F
70%
performanc
e
Unit
40%
40%
50%
40%
30%
20%
20%
Nil
Nil
Nil
performanc
e
Business
performanc
e
6.
Taxability APB payout is fully taxable and the applicable tax rules
will apply.
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1.
2.
3.
4.
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DEFINITION
Research means scientific investigation on specific topic. In fact research is
an art of scientific investigation and also a search for knowledge. Research
consists defines problem, formulating hypothesis, collecting, organizing and
evaluating data suggesting solutions. The advance learners dictionary of
current 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 DESIGN
Research design is very important part of the research methodology. To gain
familiarity with the phenomenon or to achieve new insights into the study so
we go for exploratory research design.
SIZE OF SAMPLE
The overall sample involved in the study consisted of 30 individuals.
Keeping in view the limited resources of time, a limited sample of 30
employees from local area of city of Ludhiana was picked up.
COLLECTION OF DATA
Data collection is one of the important tasks of market research project
which is based on primary data. While collecting data utmost care must be
exercised because data constitute the foundation on which the super
structure of market research is built. Data may be obtained either from the
primary resources or secondary resources.
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45
Primary Data
In primary data collection, we will collect the data using methods such as
interviews and questionnaires. The key point here is that the data collected is
unique to research.
There are many methods of collecting primary data and the main methods
include:
Questionnaires
Interviews
focus group interviews
observation
case-studies
portfolios
books
companys records
journals
Websites
47
Value Frequency
0
37
63
<50,000
50,000-1,50,000
Above 1,50,000
Figure 1
37%
<50,000
50,000-1,50,000
Above 1,50,000
63%
Analysis study shows that from 30 respondents 37% have the income
between 50,000 to 1,50,000 and 63% have above 1,50,000 and nobody has
less than 50,000.
2.
Value table
Less than 1 year
1-3 years
3-5 years
Above 5 years
Value frequency
18
47
30
5
Figure 2
18%
30%
3-5 years
47%
Above 5 years
3.
Value table
Less than 1 year
Value frequency
48
49
1-3 years
3-5 years
Above 5 years
27
15
10
Figure 3
For how long period you are working in the present designation?
10%
15%
48%
1-3 years
3-5 years
Above 5 years
27%
Analysis shows that from 30 respondents 27% are in between 1-3 years,
15% are in between 3-5 years, 48% are less than 1 year and 10% are above 5
years.
4.
Value Table
Public relation
No public relation
Both
Value frequency
35
5
60
50
Figure 4
35%
60%
Public relation
No public relation
Both
5%
Analysis shows that from 30 respondents 35% people have public relation
and 5% people have no public relation and 60% people have both public and
non public relation.
5.
Value table
Always supportive
Always non-supportive
Some time supportive
Some time non-supportive
Value frequency
52
0
40
8
Figure 5
51
8%
40%
Always non-supportive
52%
Analysis shows that from 30 respondents 52% find their seniors always
supportive, no body find their seniors non-supportive, 40% find some time
supportive, 8% find some time non-supportive.
6.
Value table
Yes
No
Value frequency
85
15
52
Analysis shows that from 30 respondents 85% are satisfied for the payment
given to them and 15% are not satisfied for the payment given to them.
7.
How will you rate your adequate payment for your work?
Table 7
Value table
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Value frequency
40
30
20
10
0
53
Figure 7
How will you rate your adequate payment for your work?
Highly satisfied
10%
20%
40%
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
30%
Analysis shows that from 30 respondents 40% are highly satisfied, 30 are
satisfied, 20% are neutral, 10% are dissatisfied and nobody is highly
dissatisfied.
8.
Value table
Stick to your present job
Shift to another job in same field
Shift to another job in other field
Value frequency
25
60
15
Figure 8
54
15%
25%
60%
Analysis shows that from 30 respondents 25% will avail in the present job,
60% will shift to another job in same field and 15% will another job in the
other field.
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9.
Value table
Yes
No
Value frequency
68
32
Figure 9
32%
Yes
No
68%
Analysis shows that from 30 respondents 68% will leave their job if given
an opportunity and 32% will not.
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10.
Value table
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly Dissatisfied
Value frequency
60
20
10
10
0
Figure 10
10%
Highly satisfied
10%
Satisfied
Neutral
20%
60%
Dissatisfied
Highly Dissatisfied
Analysis shows that from 30 respondents 60% are highly satisfied, 20% are
satisfied, 10% are neutral, 10% are dissatisfied and no body is highly
dissatisfied.
11.
Value table
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Value frequency
50
30
20
0
0
Figure 11
Satisfied
50%
30%
Neutral
Dissatisfied
Highly dissatisfied
Analysis shows that from 30 respondents 50% are highly satisfied, 30% are
satisfied, 20% are neutral, nobody is dissatisfied and dissatisfied.
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12.
Value table
Yes
No
Value frequency
100
0
Figure 12
Yes
No
100%
Analysis shows that from 30 respondents all the 100% respondents are
satisfied with the salary given to them in the leave period and no body is
dissatisfied.
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13.
Value table
Yes
No
Value frequency
100
0
Figure 13
Yes
No
100%
Analysis shows that from 30 respondents all the 100% respondents are
satisfied with the training given to them before their job started and nobody
is dissatisfied.
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14.
Value table
Highly satisfied
Satisfied
Neutral
Dissatisfied
Highly dissatisfied
Value frequency
60
30
10
0
0
Figure 14
10%
30%
Satisfied
Neutral
60%
Dissatisfied
Highly dissatisfied
Analysis shows that from 30 respondents 60% are highly satisfied with the
rest intervals, 30% are satisfied, 10% are neutral and no body is dissatisfied
and highly dissatisfied.
15.
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Table 15
Value table
Yes
No
Value frequency
0
100
Figure 15
Yes
No
100%
Analysis shows that from 30 respondents all the 100 %says that they get no
payment for the over time.
2.
3.
Most of the employees fall in less than 1 year and 1-3 years of service.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
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Time constrains.
2.
3.
4.
64
1.
2.
3.
4.
This Job Satisfaction and involvement survey can help discover the
cause of indirect productivity problems, such as absenteeism, turnover
and poor quality of work. In an organization is disturbed by a high
rate of absenteeism or turnover, it might appropriately turn to Job
65
6.
7.
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67
CONCLUSION
Job Satisfaction and involvement is the combination for psychological,
physiological and Environmental circumstances that cause a person fully
satisfied with his job. It is the process in which the employees feel
themselves contended or Satisfied with their work which they do in formally
organized sectors to accomplish the objectives of the organization. Job
satisfaction is a pleasurable or positive emotional state resulting from the
appraisal of one job or job experiences.
Job involvement is the degree to which a person identifies with a particular
organization and its goals, and wishes to maintain membership in the
organization.
Job satisfaction is that in which employees and employers are satisfied their
job by giving them proper facilities in the organization like reward system,
Supportive working condition, supportive colleagues, equitable rewards,
pentions, personality- job fit etc.
Job satisfaction is one significant issue in employee which if it tends to
become job dissatisfaction will diminish the quality of care and employee
shortage as well. A higher level of job satisfaction will increase motivation
of the employees m their daily work On the other hand, job dissatisfaction
will decrease motivation to perform a high quality of care.
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Based on the literature review, it has found that many factors contribute to
the employees job satisfaction. It also found that extrinsic factors such as
company
policy
and
administration,
autonomy,
relationship
with
supervisors, work condition, salary, relationship with peers and personal life
have more research evidence that showed the contribution to the job
satisfaction than the intrinsic factor.
Human resource management unit in a organization and also employee
employers take an important role in order to increase the staff employees
Job s Organization policy should support positively to the employees job.
Constructive relationships among interdisciplinary team should be
maintained and be developed, and improvement in employee workplace
condition will give a significant effect on employees job satisfaction.
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BIBLIOGRAPHY
Sites:
1. www.mehtaengineersd.com
2. www.hrindia.com
Books:
1. C.B. Gupta-HRDM
2. C.B. Mamoria - HRM
3. T.N. Chabbra Working with IIR
4. Rosy Joshi HIRDM
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QUESTIONNAIRE
Name:
___________________________________
( ) 30-40
( ) 40-50
( ) 50-60
Designation:
1.
2.
3.
For how long period you are working in the present designation?
a) Less than 1 year
b) 1-3 year
c) 1-5 year
d) Above 5 year
4.
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5.
6.
7.
How will you rate your adequate payment for your work?
a) Highly satisfied
b) Satisfied
c) Neutral
d) Dissatisfied
e) Highly dissatisfied
8.
9.
72
10.
11.
12.
13.
14.
15.
a) Yes
b) No
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