Académique Documents
Professionnel Documents
Culture Documents
INDEX
1.
2.
3.
4.
5.
6.
7.
8.
9.
Project Report
Summer training Report
Acknowledgement
Employee satisfaction
Introduction
Objective of E.S
Research Methodology
Company Profile
About Orica
I. E. L
1
2
3
4-5
6
7
8
9-11
12-14
15-20
20
21-22
22-25
25-26
15. Questionnaires of
26-29
16. Conclusion
30
17. BIBLOGRAPHY
30
PROJECT REPORT
ON
COMPETENCY BASED
SURVED FOR
EMPLOYEE
SATISFACTION
Under Guidance by
Submitted by
MR, B. K. DUBEY
JITENDR KUMAR
Chief HR Manager
VBU
Indian Explosive
HAZARIBAGH
Limited GOMIA
(JHARKHAND)
Summer Training
report
May-June 2013
At
Indian Explosives
Limited,
GOMIA WORKS
Wholly Owned
Subsidiary of
ORICA Ltd, AUSTRALIA
ACKNOWLEDGEMENT
I hereby gracefully thanks to all the members
of personnel department for their benevolent
and conductive support and for giving me the
opportunity for the successful completion of
project work.
Here by I thanks, indeed To Mr. B. K. DUBEY
(chief HR Manager) and Mr. R. K. Sharma
(Executive-IR) for their support to carry our
various surveys and to collect information at
different departments.
Finally I would like to Thanks all those who
anonymously
contributed
towards
the
successful completion of the project.
EMPLOYEE SATISFATION
No company cannot achieve t goal if it does not have the right set
of employee in a company largely.
Determine the success of the company. This is the reason
Why companies put in extensive efforts in choosing candidate for
the their company, most of the times and
Knowledge of the employee is considered gang his factor that is
being overlooked by the most of the company owner is employee
is employee satisfaction various survey and research have shown
that employee satisfaction plugs a pivotal role in per performance
of the candidate if the best from its employee then it should
provide best to classify the need and requirement of its customer.
Before one can know various ways to facilities employee
satisfaction it is essential to understand what does it actually
mean.
1 management
2 understanding of mission and vision
3empowerment
4communication
5 coworker interaction
The factor of employee satisfied measured vary farm company to
company.
A second method used to measure employee satisfaction is
meeting with small group of employees and asking the same
questions verbally depending on the culture of the company ether
method can contribute knowledge about employee satisfaction to
managers and employees.
Research Methodology
The employee satisfaction survey are systematic efforts
undertaken by organization to measure job satisfaction levels by
surveying themes, the most important of which are the work
environment and the process.
Tools used
Questionnaire method was used to collect the necessary
information as for the objective of the project by consulting and
discussing with the Head of personnel employed.
C
M
L
A
R
N
E
G
c
tra
n
o
u
b
10
11
About Orica
Orica has undergone Sever transformation since it started
opening 130 years ago in Melbourne (Victoria, Australia) as a
supplier of gold fields. The Original Company Jones, Scott and Co.,
was brought by Noble which went on to merge with Brunner
Monad and Co. United Alkali Company and British Dyestuffs
Corporation to form Imperial Chemical Industries PLC (ICIPLC).
In 1928 Imperial chemical industries of Australia and Newzealand
(ICIANZ) was incorporated to acquire and coordinate all
Australasian Interest of ICI PLC. In 1997 the company became ICI
Australia.
In July 1197 ICI Australia became an Independent Australian
company after its parent company.
As a Result of sell down ICI Australia was acquired to change its
name on 2nd Feb 1998 and became known as Orica. Their
Acquisition of global Explosive operation of ICI PLC at around the
same time was the first step on their way to becoming the
Australian owned global company that they are today.
12
VISION
To be the global leader in commercial blasting systems by being
the best at improving our customer productivity through the
application of superior know how.
OUR VALUES
Orica Global Culture Deliver the promise
SH & E (Safety, Health & Environment)
13
Ensuring future
No injuries to anyone else ever. Value people and the
environment
LIMITE
D-
SAFET
Y
AWARDS
SL.No
.
Awards for
Remark
s
Position
Year
Highest %
Govt. of 1st
Reduction
India
2nd
1970 , 1971,1972
of Accidents
2
Low Frequency
Rate
Govt. of 1
st
1965,1967,1968,1
973,
1973
2005
India
2nd
14
Longest Accident
Govt. of 1
Free Rate
India
st
2nd
15
16
17
Competency survey
1.
2.
3.
4.
5.
Name:
Designation: Industrial relation Manager
Department: IRD
Total Work Experience:
Duration in this organization:
Declaration: This project is a part of my summer internship
and not intended for any commercial purpose.
6. What are the generic competencies you seek from your
employees at organizational level?
AnsSl. No
1.
2.
3.
4.
5.
6.
Competencies
Law graduate with 5 years of work experience and
profound knowledge of computers.
Minimum graduate with previous work experience
of at least 4-5 years and knowledge of computers.
Science graduate with previous work experience of
at least 4-5 years with profound knowledge of
computers.
Graduate with previous work experience of at least
4-5 years and profound knowledge of computers.
Public relation graduate with previous work
experience of 4-5 years with profound knowledge
of computers.
Science graduate with previous work experience of
5 years with profound knowledge of computers.
18
8.
department
Other
matters.
9.
Estate
section
10.
Transport
section
11.
Welfare
section
computers.
Minimum graduate with previous work
experience of at least 4-5 years and
knowledge of computers
Science graduate with previous work
experience of at least 4-5 years with
profound knowledge of computers
Graduate
with
previous
work
experience of at least 4-5 years and
profound knowledge of computers.
Level-1
Industrial
relations
depts.
Other
matters.
Assistant
personal
officer
Lision work
19
20
Competency survey
1.
2.
3.
4.
5.
Name:
Designation: Maintenance and project manager
Department: Bulk Explosives
Total Work Experience: 14 years
Duration in this organization: 7 years
Declaration: This project is a part of my summer internship
and not indeed for any commercial purpose.
Questions
6. What are the generic competencies you seek from your
employees at organizational level?
AnsSl.
no
1.
Competencies
Name
of
Functions
Operation
Manager.
Maintenance
cum
project
Competencies
Graduate
Engineer
(Mechanical)
with 30 years of experience.
Graduate
Engineer
(Mechanical)
+MBA with 14 years of Experience.
21
3.
4.
5.
Manager.
Production
Executive.
Site Manager a)
Rourkela
b)
Chandrapura c)
Singrauli
Site In charge
Repump Unites.
Graduate
Engineer
(Mechanical)
with 3-4 years of experience.
-Graduate Engineer (Mechanical)
-Diploma in Mining Engineering
-Master in Chemical/chemistry with
30-35 years of Experience.
Diploma
in
Mining
Engineering/Diploma
in
Mechanical/Degree in Mechanical
ITI.
6.
Operations.
OR
What are the competencies required for different MAJOR
function and different level?
AnsFunctionsLevel-1
Leve Leve Leve
Vertical, levell-2
l-3
l-4
Horizontal
Operations
Graduate
Engineer
Manager.
(Mechanical)
with
30
years of Experience.
Maintenance
Graduate
Engineer
cum
Project (Mechanical) + MBA with
Manager.
14 years of experience.
Project
Graduate
Engineer
Executive.
(Mechanical) with 3-4
years of experience
Competency survey
1.
2.
3.
4.
5.
Name:
Designation: production manager
Department: IES
Total work Experience:
Duration in this organization:
22
Competencies
Engineering/Diploma for Engg-1 year and for Diploma 10
years Specialization Mechanical
Diploma with 5 years of experience specializationElectrical
B.com(H) 3-4 years experience salary, Wages processing,
Taxation
ITI
ITI
ITI
ITI
ITI
ITI
ITI
Name of
functions
Engg-IES
Engg-IES
Accounts
Operator
Operator
the
Competencies
Engineering/Diploma. For Engg-1 year
and Diploma -10 years SpecializationMechanical
Diploma with 5 years of Experience
Specialization-Electrical
B. com(H) 3-4 years of Experience
salary, wages Processing, taxation
ITI
ITI
23
OR
What are the competencies required for different MAJOR
function and different level?
AnsFunction
Level-1
vertical,
(e.g-Junior)
levelHorizontal
Engineering Engg/Diplo
ma
(Mechanical
)
Engineering Diploma
(Electrical)
Account
Level-2(e.g- Level-3
middle
level)
Diploma
Level-4
Diploma
Products-General overview
Different products manufactured by Explosive limited:
Commercial Explosives
Emulsion Explosives
Emulsion Explosives which do not contain NG (nitrogen Glycerin)
are also manufactured. In this a solution of ammonium nitrate and
other material is intimately mixed with LSHS and surfactants to
form an emulsion. A sensitizer is also added to enable initiating of
the explosives.
Bulk Explosives
Bulk Explosives are explosive, which are not packed and are
charge directly into the bore holes in the mines with the help of
bulk delivery trucks, which transport non-explosives materials to
24
the mines and explosives are produced on the mines site only
with the help of help of devices in t the truck. These are therefore
cheaper for the customers.
Joint Venture Explosive Products
Detonators
A detonator consists of a copper or aluminum tube, which
contains a base charge and a primary charge. The primary charge
of detonator is manufactured from a mixture of lead azide, lead
styphnate and aluminum power and pentaerythroil tetranitrate is
used as base charge. The ASA and PETN are tightly packed in
aluminum or copper tubes. The electric detonator contains a fuse,
head connected to lead wire. An electric current is used to set off
the detonators are set off by safely fuse, which burn at the rates
depending upon the quality of black powder used in them. Very
recently non-electric devices and are safer and sophisticated
Cortex
PETN is spun with jute and cotton yarn and coated with PVC. This
is cut in specified lengths to make sepals that are packed in
wooden cases.
Launched products
P 101/301
These products are permitted explosives, which replaced
equivalent NG bases products, have been successfully launched
in Feb. 1996.In comparison to Ng explosives these products are
safer and free from toxic fumes.
P801
A no- permitted emulsion, known as p 801, was launched as
substitute for SG 80% (an NG based Explosive). This product has
generated good response from its customers.
Bulk Services
25
26
Questions
S.A
%
A%
D.% S.D
%
30
20
10
20
N.A
N.D
%
00
05
00
00
50
30
60
80
5
05
03
15
40
07
35
00
25
15
60
05
10
40
10
10
05
00
10
15
00
00
20
15
20
15
55
70
10
40
15
70
00
00
20
10
80
10
00
10
00
50
20
15
05
10
40
10
30
20
00
90
05
00
00
05
90
10
00
00
00
40
05
15
30
10
27
Questions
Are you satisfied with your base pay?
Are you satisfied with your bonus?
Are you satisfied with your leave?
Are you satisfied with retirement
plan?
Are you satisfied with your medical
insurance plan?
Are you satisfied with the extra work?
Are you satisfied with the quarter?
Are you satisfied with the promotion?
Are
you
satisfied
with
the
management talk with the employee?
Are you satisfied with the safety?
Are you satisfied with the training
provide for current job?
Are you satisfied with the security of
the job?
Are you satisfied with the you can
voice opinion without fear?
Are you satisfied with co-operation all
S.A%
A%
N.A
N.D%
D%
S.D%
30
35
60
80
20
15
10
10
00
00
05
10
10
15
15
00
40
35
10
00
70
15
00
15
00
30
60
20
30
10
20
10
20
20
00
10
00
10
20
20
20
30
00
40
30
70
60
20
10
00
00
10
20
00
10
35
35
00
20
10
40
20
05
25
10
60
10
00
20
10
28
15.
S.N
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
other department?
Are you satisfied with the payment in 55
the time
Employee satisfaction survey (casual)
Questions
Are you satisfied with
the
base
pay?
Are you satisfied with the bonus?
Are you satisfied with your leave?
Are you satisfied with your medical
insurance plan?
Are you satisfied with your extra
work?
Are you satisfied with the quarter?
Are you satisfied with the promotion?
Are
you
satisfied
with
the
management talk with the employee?
Are you satisfied with the safety?
Are you satisfied with the training
provide for your current job?
Are you satisfied with the security of
the job?
Are you satisfied with the you can
voice opinion without fear?
Are you satisfied with the cooperation
from
all
other
departments?
Are you satisfied with the payment in
time?
15
05
10
S.A%
A%
D%
S.D%
50
20
N.A
N.D%
00
30
00
50
70
50
30
10
30
00
05
00
10
10
20
10
05
00
30
30
10
20
10
70
40
50
10
20
20
00
05
00
10
15
20
10
20
10
80
50
20
20
00
00
00
20
00
10
50
20
00
20
10
50
20
05
05
20
70
10
00
15
05
60
10
05
15
05
15.
Finding and analysis
Criteria for promotion:
The organization has competency-based criteria for promotion
and the employees are satisfied with.
15
29
Job History:
The person heading the welfare section joined the organization on
4th October 1973 in welfare section and has been working in the
same section till date.
The person heading the Transport section joined the organization
on 27th July 1966 as an operator in the plant and 0on 22 nd July
1968 he was transferred to transport department and has working
till date.
The person heading canteen section joined the organization in
December 1969 in detonator section, then in 1974 he was
transferred packaged Explosive, again in 1986 he was transferred
to logistic Department then once Again he was transferred to
Estates section in 1999 where he looks after the canteen section.
The person heading the estate section joined the organization on
22nd January 1973 in Estate section and is working in estate
section till date also for the period 1980-1985 he was also in
charge of the canteen section.
The person heading the industrial Relation Department Industrial
Relations Department joined organization on 27 th march in
industrial Relation Department. In the year 1995 he was
transferred to and been working in the same department till date.
The second person who joined the Industrial Relation Department,
as consultant on 1st September 2000 and has been working in the
same department till date
The assistant personal officer prior to joining IEL has worked in
Bihar forest department as confidential assistant in accounts
related jobs for the period June 1969 to December 1977.He joined
IEL in January 1978 in personal (IR) and was subsequently
transferred to personal (administration) in 1966.Again in 1999 he
was transferred to personal department after merger of IR and
Administration.
30
Questionnaire survey
You are rating scale as:A. strongly agree
B. agree
C. neither agree nor disagree
D. disagree
E. strongly disagree
I am satisfied with the training provide for my current job.
I am satisfied with the amount of training offered for
advancement.
I am proud to work for our company.
Our company is concerned with the long term welfare of the
employees.
I feel secure that I will be able to work for the company as
long as I do a good job.
I feel I can voice opinion without fear.
My immediate superior is technically competent.
My immediate superior is competence in human relation.
Employee policies of company are administrated the same in
all departments laterally.
My immediate superior deals with all employees fairly.
The communication I received from company is timely.
The communication I received from company is accurate.
31
Excellent
Very good
Typical
Fair
Poor
How do the companys employee policies compare with
those of other companies you know about?
All things considered how do you rate the Overall
relationship between the company and its employees?
All things considered how do you rate the overall training &
department provided
All things considered, how do you rate company?
How do you rate the total compensation you receive
compared to what you could receive for similar work from
another company in this area?
1. Disagree completely
2. Strongly Disagree
3. Neither agree nor disagree
4. Somewhat disagree
5. Strongly agree
32
6. Agree completely
I feel like I am a part of the company
There is good communication from managers to employees
in the company.
My job gives me all opportunity to learn
I have all tools and resources I need to my job.
I have the training I need to do my job.
I feel underutilized in my job.
The amount of work expected of one is reasonable.
The morale in my department is high
Overall my supervisor does a good job.
My supervisor unable me to perform at my best.
My supervisor promotes an atmosphere of provides me with
actionable suggestions on what I can do improve.
What I can question a concern, any supervisor is able to
address them.
33
34
Conclusion
On the survey and after collecting various Informations from both
the department and on analysis of the qualifications required at
the various levels I arrived at the following conclusion.
We see lots of retirements in the near future in various
departments.
The workforce formation fits the companys business objectives.
Survey implied that there is competency-based approach for
employee satisfaction.
The competencies analyzed fit the performance showed by
various personnel employed.
The generic competency gaps are filled with proper , on the job
training and with external training.
BIBLOGRAPHY
WWW.GOOGLE.COM
WWW.YAHOO.COM
HUMAN RESOURCE MANAGEMENT (V.S.P.RAO)
EMPLOYEE SURVEY