1

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

10. Competency survey

15-20

11. Product- General overview

20

12. Joint venture Explosive Product

13. Employee satisfaction Survey

21-22
22-25

14. Finding & Analysis

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.

Definition: The employee satisfaction is the term used to describe

a situation when employee are satisfied and converted with his
job and the office environment.
One other employee or, employee satisfaction is the term logy
used to describe are happy and contend and fulfill their and
weeds at work .many measures purport that employee
satisfaction is a factor in employee in employee goal achievement
and positive employee morale in the workplace.
Employee satisfaction, while generally a positive in your
organization, can also be a downer if mediocre employee stays
because they satisfied with your work environment.

Factors contributing to employee satisfaction include treating

employee with respect providing regular employee recognition
employee offering above industry-average benefits and
compensation providing employee perks and company activities
and positive management within a success framework of goals,
measurement and expectations.

Employee satisfaction is often measured by anonymous employee

satisfaction survey administered periodically that gauge
employee satisfaction is looked at in area such as.

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.

OBJECTIVE OF EMPLOYEE SATISFACTION

This is really a good and also a tough work for concerns to give
satisfaction to the employees. There are many ways to receive
the percentage of satisfaction from employee, such as to give
them their authority to do their own job with more respect, to
provide them needy service 24x7 hrs., to raise their salary (if
employee doing well), to distribute work criteria wise by this
activity the employees will be able to do their task with ease and
the accuracy will be good. Also there are many ways things have
to be done to achieve the satisfaction of 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.

Objective of the Research:

Objective of the project is to analyze the fluctuation employee
satisfaction for the period of 5 years and the survey of
competency required in different departments at various.

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.

Today Orica is publicly listed company with over A$ 4 billion in

annual revenue and a market capitalization of Approximately A$
3.7 billion.
It has its operation in over 30 countries spread in Australia,
Europe, Asia, Latin, and North America.
Its Business Mining Services, Fertilizers (Incite pivot), Chemical
and Orica Consumer products are all leader in their chosen
markets.
Mining Services It is largest business and is the worlds largest
supplier of explosives detonating systems and blasts

12

management services to the mining, quarrying and construction

industries.
It own 70% of Incite Pivot Ltd, Australias largest manufacturer
and supplier of fertilizers.
Orica chemicals are the largest chemical company in industries
including food, water, mining, manufacturing, Australia and
building industries.
Orica Consumer products Manufactures and Distributes the
regions leading brands in the paints and preparation

products including Deluxe and seller, as well as range of car care

and lawn and garden care products.
Orica is committed to progress. It constantly seeks products
innovation, make full use of technology to maximize productivity
and enhance customer service, and actively pursue growth
opportunities. It views Research and Development a critical to the
future of the organization and continuously engage in Research
and Development both internally and in partnership with bodies
such as the commonwealth scientific and industrial Research
organization (CSIRO).

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

Take care of yourself and others

Working Together
Success as a team and success as an individual.
Commercial Ownership
Run the business as if its your own
Achieve great financial results
Creative Customer Solutions
Think differently, deliver swiftly and capture the value
Help your customer succeed
AWARDS WON
INDIA EXPLOSIV
N
ES

LIMITE
D-

SAFET
Y
AWARDS

SL.No
.
Awards for

Remark
s
Position

Year

Highest %

Govt. of 1st

1964 , 1965 , 1968

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

1970 ,1971, 1972,

14

1974, 1977 ,1978 ,

1999

Longest Accident

Govt. of 1

Free Rate

India

st

1965 ,1966 ,1976 ,

1978 ,1981, 1998 ,
,1999

2nd

1975 ,1977 ,2000

Indian Explosive limited

Shortly after Independence the Government of India decides,
following a suggestion by Late J. C. Bose of the planning
commission, that Indian should be independent of imported
commercial explosive. With the objective of setting up an industry
to supply these explosives, the government approached the
Imperial chemical industries (ICI) L td. London for technical
assistance.
A mission was sent out to India from ICI, Noble division, and Goslow Scotland in 1949 with the objective of assessing the
technical problems associated with setting up such a
manufacturing unit in India. The mission traveled over 10.000
miles by air and 2,000 miles by road visiting various sites,
supplier of raw materials and government authorities. Among the
sites visited were Bangalore in south, Kalian in Bombay region,
Jabalpur, Kanpur, and Asansole, Sindhari, Ranchi and Gomia in the
Bihar-Bengal region. Other matters were studied were the labor
position and communication system in various places.
The site at Gomia was suggested by Directorate of industries and
was the one eventually chosen. This site was chosen because of
various favorable conditions:
If of India is divided into three it is seen that 25% of the west and
5th remaining 65% in the north-east thus, for most total explosive

15

consumption occurs in the south, 10% in the north efficient

distribution system, the enterprise should be located in the northeast section of the country.
The largest customer for commercial explosive is the coal mining
industry. Gomia lies in the western end of Bihar-Bengal coalfields.
These deposits occur the sallow basins, and the future the sallow
basins and the future development is to the west of Gomia Vast
opencast mining sites are already worked there. Thus Gomia was,
as situated in the center of the largest coalfield of the country.
Looking at the map of India again, the sources of raw material for
the explosives Industry may be seen. Nitrocotton is obtained from
Aruvankadu Ordinance factory in the south, mononitrototoluene
and the cotton for safety fuse from the cotton for safety fuse from
the Bombay region. The vast majority of the remaining
requirements can be obtained from the Bihar-Bengal region,
however, and include glycerin, alcohol, sodium carbonate,
common salt, wood meal for explosive and jute, cotton and
potassium nitrate for safety fuse, packing material such as paper,
wax and wooden cases are also obtainable in the area. About 50
miles away, liquid ammonia is freely available at the sindri
fertilizer factory and this is brought to Gomia in a special fleet of
rail tanks.
Gomia site is very well suited for water and power, being valley
Corporation and about 7 miles from the huge Bokaro about 10
miles downstream from Konar dam of the Damodar Tharmal
Power Station-Largest in Asia. Water is drawn from Konar River to
the factory point about 2 miles distant. Communication is very
good at Gomia site, the factory being about one mile from Gomia
village on the Barkakana loop of the eastern railway and about 20
miles from the grand Trunk road linking Calcutta to Delhi.
An adequate supply of unskilled labor existed around the site and
skilled labor were recruit able from the nearby industrial belt of
Bihar.

16

Following the missions report, further discussion took place

between ICI and the government. Initially the government had
envisaged a 100% public sector enterprise but foreign exchange
ICI setting up Indian Explosives Limited with 20% government
director.
Access to the site was obtained in July 1955, building commenced
October 1955 and the factory was completed in three years. The
resident of India, Dr, Rajendra Prasad, inaugurated the factory on
5th November 1958.
In June 1999, ICI transferred its explosive division to a 51:49 joint
venture with Orica Ltd. Australia. The new company is named
Indian Explosive Limited. ICIs 70% holding in the joint venture
company, IES India ltd. For manufacturing of Explosives Initiating
systems was also transferred to joint venture.
IEL has been awarded ISO 9001 certification on 25 th April 2001 for
design, manufacture, storage of packaged and bulk explosives
and sale of packaged, bulk and initiating explosives.IEL is the first
explosives company to have accompany to have comprehensive
quality system covering all activities of the company and covering
all the manufacturing sites, bulk repump units sales offices and is
the only explosives company in India who has an ISO 9001
certificate.
Management control
Managing Director: Sunil Kumar Shah
General Manager: Sanjay Singh

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.

7. What all are the competencies required for these different

functions?
Sl.no Name of the
Competencies
functions
7.
Industrial
Law graduate with 5 years of work
relations
experience and profound knowledge of

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.

Public relation graduate with previous

work experience of 4-5 years with
profound knowledge of computers.
8. What are the competencies required for different MAJOR
functions and different level?
AnsFunctions-

Level-1

Industrial
relations
depts.

Law graduate with 5

years work experience
and profound knowledge
of computers.
Minimum
of
masters
degree
with
profound
knowledge of computers
Minimum
of
masters
degree
with
previous
work
experience
4-5
years
with
profound
knowledge of computers
Graduate with previous
work experience of 4-5
years is required to meet
the requirement of job

Other
matters.
Assistant
personal
officer

Lision work

Leve Level Leve

l-2
-3
l-4

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

Graduate Engineer (Mechanical) with 30 years of

experience.
2. Graduate Engineer (Mechanical) + MBA with 14 years
experience.
3. Graduate Engineer (Mechanical) with 3-4 years of
experience.
4. Graduate Engineer (Mechanical)
5. Diploma in Mining Engineering.
6. Masters in chemical/chemistry with 30-35 years of
Experience.
7. Diploma
in
Mining
Engineering/Diploma
in
Mechanical/Degree in Mechanical.
8.
ITI.
7. What all are the competencies required for these different
functions?
AnsSl.
No
1.
2.

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

Declaration: This project is a part of my summer internship and

not intended for any commercial purpose.
AnsSl.
No
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.

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

7. What all are the competencies required for these different

functions?
AnsSl. no

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

Orica has been at the forefront of understand bulk emulsion

systems for over 15 years and has previously concentrated on
production loading due to the high efficiencies possible in this
application.
Now its time to take the skills and know to how of our
Hypercharge Total production loading system and apply it to
development mining where speed of advance is a priority. This
new service is advantages of its big brother but scaled down to fit
development mining applications.
Oricas premium bulk emulsion system, Hypercharge Total, enable
each delivery to be tailored to the blast design and needs of the
job. It utilizes Orica equipment operated by Orica personnel for
the loading of production or development blasts.
After careful evaluation of the process and risks and the adoption
of training and specific monitoring regime Orica introduced
Hypercharge Drive. This bulk emulsion system is designed for
customer operation in development mining application with the
provision of Orica training and maintenance of proprietary
equipment.
Permitted Explosives
POWERGEL P 101, P301 &P501 are a quantum jump in emulsion
explosives technology. A high performance, reliable, safe &
detonator sensitive, small diameter permitted emulsion explosive
from the leaders.
POWERGEL P501 is the unmatched explosive for blasting-off-the
solid applications in underground coalmines.
IELS R & T- fundamental research couple with applications the
best in NGS and water gels and yet some more.
POWERGEL P101 is recommended for blasting coal after it has
been undercut, midcut, overcut, etc. using approved nonincentive instaneous electric delay detonators only.

26

POWERGEL P301 is recommended for blasting coal after it has

been undercut, middle cut, etc. using approved non-incentive
instantaneous electric detonators only.
POWERGEL P501 is recommended for blasting- off-the-solid in
coalmines or after it has been undercut, overcut, midcut, etc.
using approved non-incentive electric delay detonators only.
Employee satisfaction survey (permanent)
s.
n
1.
2.
3.
4.
5.
6.
7.
8.
9.
1
0.
1
1.
1
2.
1
3.
1
3.
1
4.
1
5.

Questions

S.A
%

A%

D.% S.D
%

30
20
10
20

N.A
N.D
%
00
05
00
00

Are you satisfied with your base pay?

Are you satisfied with your bonus?
Are you satisfied with your leave?
Are you satisfied with your retirement
plane?
Are you satisfied with your insurance plane?
Are you satisfied with the extra work?
Are you satisfied with the quarter?
Are you satisfied with promotion?
Are you satisfied with management talk with
employee?
Are you satisfied with the training provide
for your current job?
Are you satisfied with the security of the
job?
Are you satisfied you can voice opinion
without fear?
Are satisfied with the employee policies of
the company?
Are you satisfied with co-operation from
from all other department
Are you satisfied with safety?

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

Are you satisfied with payment in time?

40

05

15

30

10

27

Note:S.A- strongly agree

A- Agree
N.A N.D-neither agrees nor disagrees
D-disagree
S.D-strongly disagree
Employee satisfaction survey (contractor)
S.N
1.
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12.
13.
14.

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

The person heading the liaison work at Ranchi joined the

organization on 14th December 1979 in administration. In the year
1980 he was transferred to Patna in Government Liaisoning. After
formation of Jharkhand in year 2000 he was transferred to Ranchi
and since then he is looking after companys liaison work in
Ranchi.

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

Our company maintains benefits that compare will to other

companies in this area.
I receive co-operation from all other departments.
The employees in my department work well in a team.
I received regular job performance feedback.
The company has adequate safety & health standard.
I receive regular job performance feedback.

Employee satisfaction questionnaire for appraisal of employee

about organization:- In this part employee satisfaction
questionnaire include questionnaire include questions to
identify employees opinion about organization related to good
point or not.
You use rating scale are1.
2.
3.
4.
5.

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.

How satisfied are you with..

Your base pay
Your bonus
Your possibilities for further career progression at the
company?
The vacation time you receive
The retirement plan?
Your medical insurance plan?
Other benefits offered by the company
The process used to determine annual raises
Your annual raises
The process used to determine promotions
I am satisfied with the physical working conditions.
I am satisfied with materials and equipment provided to
perform my job.
I feel safe and comfortable in my work environment
I am satisfied with the organization culture.
I am aware of risks and hazards of my work environment

33

I am satisfied with relationship I have with my co-workers.

I do not feel structure at my work place.
Your level of agreement with each of the following
statements
With the leaders in your company as positive role
models?
That your supervisor cares about and is responding to
the issues that are important to you?
Your direct supervisor as a positive role model?
With the morale & professionalism of your co-workers
How satisfied are you with the information you receive
from management on what going on the company.
How satisfied are you with you opportunity to get a
better job in a company
With your overall job security?
With the amount and frequency of informal praise and
appreciate
I feel encouraged to come up with new and better ways
of doing things
Upper management understands the problems we face
an our jobs
Upper management treats me with respect
My department uses employees feedback to make
improvements operates
My department operates in a cost- efficient manner.

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