CONTENTS

CHAPTERS TITLE PAGE NO

COMPANY CERTIFICATE
CERTIFICATE
DECLARATION
ACKNOWLEDGEMENT

CHAPTER-1 EXECUTIVE SYNOPSIS

CHAPTER-2 INDUSTRY PROFILE

CHAPTER-3 COMPANY PROFILE

CHAPTER-4 CONCEPTUAL FRAME WORK

CHAPTER-5 RESEARCH METHODOLOGY

CHAPTER-6 DATA ANALYSIS & INTERPRETATION

CHAPTER-7 FINDINGS AND SUGGESTIONS

ANNEXURES QUESTIONSNAIRE

BIBILOGRAPHY

1
EXECUTIVE SYNOPSIS

2
INDUSTRY PROFILE
The US battery manufacturing industry includes about 125 companies
with combined annual revenue of about $6 billion. Major companies are Exide
Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large
electronic companies such as Sony also manufacture batteries. The industry is
highly concentrated: the largest eight companies have about 75 percent market
share and the largest 50 have over 98 percent.
Demand depends primarily on the level of activity in the automotive and
electronic sectors of the economy. Personal income drives new battery
purchases in consumer goods, while consumer usage levels drive demand for
replacement batteries. Large companies have advantage in efficiency of
operations and economies of scale. Smaller producers compete by focusing on
specialized product offerings and superior customer service. Annual revenue per
employee is about $240,000.

PRODUCTS AND BUSINESS

1. Dry cell Batteries
2. Flash lights
3. Cinema Arc Carbons
4. Hard Facing Alloys
5. Gouging Electrodes
6. Photo Engraver Plates

3
 PROFILE OF THE COMPANY

Eveready Industries India Limited is one of India‟s most reputed FMCG

companies. The company has a portfolio comprising dry cell batteries (carbon
zinc batteries, rechargeable batteries and alkaline batteries), flashlights (torches)
and packet tea. It has recently forayed into the mosquito repellent industry under
the brand name, „Poweron‟. Eveready is India‟s largest selling brand of dry
cell batteries and flashlights (torches) with dominant market shares of about
46%. Eveready Industry now has about 8200 Employees in the group. Eveready
is certified with I.S.O-9002 certification for most of its plants. Customers are
well satisfied with products of the company, and the plant is licensed by Bureau
of Indian Standards for Manufacturing” of all its Batteries.

NEED FOR THE STUDY:

People have always been central to organizations, but their

strategic importance is growing in today‟s knowledge –based industries. An
organizations success increasingly depends on the knowledge, skills and
abilities of employees, particularly as they help establish a set of core
competencies that distinguish and organization from its competitors. With
appropriate HR policies and practices an organization is based on HR functions
keeping in view of significance the researchers has undertaken the study to
know the employees opinion regarding the activities in the organization.

4
Objectives of the study
 To study the employees opinion towards HR functions in the
organization.
 To offer feasible ways and means to improve the employee morale and
satisfaction in the organization.
REASEARCH METHODOLOGY:
Research design : Descriptive in nature
Research instrument : A well structured questionnaire
Population : 277
Sample size : 100
Sample procedure : convenience sampling
Sources of data : Primary & secondary data
Primary data : Primary data was collected using
Questionnaire the information was
collected from the employees through personal
contacts
Secondary data : Secondary data about the company
profile and other details were collected from
the company‟s website i.e.,
www.eveready.com and various journals,
books & broachers.
Statistical data : simple percentage and weighted average

5
FINDINGS:

1. 100% of the respondents satisfied with their recruitment process

2. The respondents are satisfied with the job transfer with the weighted mean score of
0.7.
3. The respondents said that management reacts moderately towards their complaints
with the weighted mean score of 0.45.
4. The respondents are agreed that the training imparted to them helps to improve their
performance with the weighted mean score of 0.8.
5. The respondents said that the management strictly reacted towards the punishment of
misconduct with the weighted mean score of 1.90.
6. The respondents opined the industrial relations are moderate with the weighted score
of 1.40.
7. 40% of respondents said that compensation is the main reason for industrial disputes
where as remaining 50% opined bonus & welfare measures and 10% rights.
8. The respondents found to be highly dissatisfied towards the orientation classes in the
company with the weighted mean score of -0.7.
9. The respondents are having no opinion of neither agree nor disagree with the reward
system with the weighted mean score of 0.3.
10. 100% of respondents need the changes in the company.
11. The respondents are highly satisfied towards the job with a weighted mean score of
1.46.
12. The respondents are comfortable with a shift of 6 AM to 2 PM with the weighted
mean score of 1.20.
13. The respondents opined that the conditions are good with the weighted score of 1.70.
14. The respondents are undecided towards the health measures provided by the company
and with the weighted mean score of 0.5.
15. 60% of respondents are not satisfied with the safety measures provided by the
company and remaining 40% are satisfied.
16. The respondents found to be neither satisfied nor dissatisfied with the equality of food
served at the canteen in the company.
17. Majority of respondents felt that the interaction levels would be satisfied with the
weighted mean score of 0.65.

6
18. 70% of respondents opined that the company is not providing any loan facility.
19. 60% of respondents opined that the token system in the company is good.
20. The respondents are having a positive opinion towards of the attendance system with
weighted mean score of 0.6.
21. 60% of respondents said that the main reason for absenteeism is personal problem.

7
SUGGESTIONS:
1. The management has to attend the individual complaints seriously and
take action with in time.
2. The management may provide better compensation packages in time
when employees met with an accident.
3. The management is providing follow up orientation classes but it is
suggestible to follow the supervisor induction classes along with the
follow up orientation classes.
4. The management has to improve the reward system in both aspects of
monitory and non monitory. The monitory form of price amount rather
than giving the torch lights, batteries. The non monitory rewards in the
form of impressive job titles and recognition.
5. The management has to bring some changes in production department
which includes the following aspects like establishment of new
machinery infrastructure.
6. Management may provide better medical facilities including provision of
medicines and availability of specialist doctors round the clock and
ambulance facilities.
7. Management can improve safety measures like providing of shoes, cap,
gloves and Aprons to workers.
8. Management may provide loan facilities to workers which Education
Loan, Personal loan and Transportation.
9. Management may take care to provide tasty food for workers in the
canteen equally with executive.

8
INDUSTRIAL PROFILE

9
 INDUSTRIAL PROFILE
Covering industries and updated every 90 days, the First Research
Industry profiles do the heavy lifting for you –saving your sales team valuable
research time, enhancing client communications and giving you the competitive
edge to win more business.
Easy-to-use and up-to-date, the industry profile provides you with the
industry research necessary to stay on top of constant changes in selected
industries. The industry profiles provide the information and understanding you
need to engage new prospects during the sales process, deepen customer
relationships and strengthen your own bottom line.

Executive Summary

Brief Excerpt from Industry Overview Chapter:

The US battery manufacturing industry includes about 125 companies
with combined annual revenue of about $6 billion. Major companies are Exide
Technologies, Energizer, and spectrum Brands (Rayovac). Divisions of large
electronic companies such as Sony also manufacture batteries. The industry is
highly concentrated: the largest eight companies have about 75 percent market
share and the largest 50 have over 98 percent.

COMPETITIVE LANDSCAPE
Demand depends primarily on the level of activity in the automotive and
electronic sectors of the economy. Personal income drives new battery
purchases in consumer goods, while costumer usage levels drive demand for
replacement batteries. Large companies have advantages in efficiency of
operations and economies of scale. Smaller producers compete by focusing on
specialized product offerings and customer service. Annual revenue per
employee is about $240,000.
10
PROJECTS, OPERATIONS & TECHNOLOGY

Major product categories are storage batteries (55 percent) and primary
batteries (45 percent). Storage batteries are rechargeable, while primary
batteries are discarded after the initial stored energy is consumed. Example of
storage batteries are automotive and laptop computer batteries. Primary batteries
include standard dry cell batteries (AA, AAA, C, D, and 9-volt) used in flash
lights, radios, remote controls, and a variety of specialty applications, such as
hearing aids and implantable medical devices.

11
COMPANY PROFILE

12
 COMPANY PROFILE
Eveready Industries India Limited is one of India‟s most reputed FMCG
companies. The company has a portfolio comprising dry cell batteries (carbon
zinc batteries, rechargeable batteries and alkaline batteries), flashlights (torches)
and packet tea. It has recently forayed into the Mosquito repellent industry
under brand name, „Poweron‟. EVEREADY is India‟s largest selling brand of
dry cell batteries and flashlights (torches), with dominant market shares of about
46% Eveready Industry now has about 8200 Employees in the group. Eveready
is certified with I.S.O-9002 certification for most of its plants. Customers are
well satisfied with products of the company, and the plant is licensed by Bureau
of Indian Standards for Manufacturing” of all its Batteries.
The new tagline “The Next Century of Power” affirms Eveready’s
commitment to being technology leaders well into the future, evolving with
consumers to meet their changing needs. From small beginnings with an import
consignment in 1905 of Rs 500, Eveready today dominates the Indian market
and stands for portable power and light to millions of consumers.
EVEREADY INDUSTRIES INDIA LTD, was originally founded in
1926 with the name “Eveready Company (India)”.This company was taken over
by a joint stock company called “Eveready Company (India) Limited”.
Incorporated under Indian companies Act, 1913 June 20, 1934 with a registered
office at Calcutta, where it presently continues. On June 30, 1941 the name of
the company was changed to “National carbon Company (India) Limited”. On
December 24, 1959, the name of company was further changed to “Union
Carbide India Limited” (UCIL).Recently on April 24, 1995 UCIL was renamed
as Eveready Industries India Limited.
Some of the major milestones for EVEREADY INDUSTRIES INDIA
LTD include the following:
 1926: Commencement of battery business.
 1956: Commencement of zinc rolling mill operation.
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 1958: Manufacture and sale of flashlight commenced.
 1961: Commencement, manufacture and sale of chemicals and plastics
(This business was sold in 1989).
 1965: Manufacture and sale of battery electrodes and cinema arc carbon
commenced.
 1969: Start-up of the pesticides plant of Bhopal.
 1971: Commencement of marine products business (closed in November
1983).
 1972: Start-up of the electrolytic Manganese Die-Oxide plant.
 1982: Start-up of the Nepal Battery Company, a joint venture at
Katmandu, Nepal.
 1984: The Bhopal incident and shutdown of the pesticides plant.
 1986: Divestiture of worldwide battery business (ex UCIL) by Union
Carbide Corporation to Ralston Purina.
 1990: Suspension of operations at Srinagar Battery Plant due to civil
unrest.
 1992: Commencement of Computer Software Development business.
 1992: Announcement of sale of UCIL shares by UCC.
 1992: A modern facility for manufacturing UM3 (R-3) Penlight size
metal clad Batteries was installed at the Madras plant.
 1993: Discontinuation of the Computer Software Development business.
 1994: In mid-December final exist of UCIL and entry of Meleod Russel
(India) Ltd, a member of Williamson Major group as the majority share
holder of UCIL.
 As a brand, the war cry Symbol promises empowerment to
young consumers in urban India.
 The ionic symbol similarly stands for the assurance of power to
rural consumers.

14
 Eveready‟s packet tea business and poised for greater gains in
market share.
 A brand means added value. It is the only steering mechanism
available to build profitable growth. We are the perfect companion
who delivers power, light and beverages.
 We are concerned about environmental issues we accompany
consumers throughout their daily lives by providing maximum
enjoyment.
 We ensure widest availability.
 Our corporate identity is highly visible.
 The communication of our messages should intrigue consumers
and be implanted in their sub conscious on a constant basis through
rational, mental and social benefits.
Eveready industries India Ltd, was originally founded in
1926 with the name “Eveready Company (India).”This company
was taken over by a joint stock company called “Eveready
Company (India) Incorporated under Indian Companies Act -1913
on June 20/1934 with a registered office at Calcutta, where it is
presently continuous. Further the name is to be changed as
“National Carbon Company (India) Ltd” and “Union Carbide India
Limited”. Recently on April 24/1995 UCIL was renamed as
“EVEREADY INDUSTRIES INDIA LTD”.

15
Eveready Industry now has about 8200 Employees in the group. Eveready is
certified with I.S.O-9002 certification for most of its plants. Customers are well
satisfied with products of the company, and the plant is licensed by Bureau of
Indian standards for Manufacturing” of all its Batteries.

ORIGIN OF THE PLANT LOCATED IN CHENNAI:

In 1952 the National Carbon plant-Chennai is set upped. This is one of
the five Battery plants of the parent company Eveready industries India Ltd;
The Company starts its production in the year 1952 manufacturing “D” size
Bare Bottom Batteries, with an annual production of 10 million and 260 Hourly
Rated Workmen.
In 1965 Flat cell-manufacturing facility were added subsequently in 1971
“D” False Bottom and “AA” Batteries manufacturing facilities were installed.
Late cell manufacturing facilities were upgrade by installing, AMJ line, which
incorporates the latest Zinc Chloride technology and high level of automation.
This plant now manufactures “D” size Bare Bottom paper clad for flash light
application, False Bottom Batteries for heavy duty Transistors and multipurpose
application and “AA” Batteries for Cameras, Toys and other multipurpose
applications amounting to an annual volume of 220 million with 580 HRW.
This plant has a modern Quality Assurance system which comprises of
built in quality, on-line process control through programmable logic controllers
and computers and automatic electronic testing of final product. The associated
floor operations materials and finished goods control is done through
computers, this plant also utilizes non-conventional energy system i.e. Solar
heating system for process and wind mill for generating power.
This plant has a very detailed training programmer for all its employees,
which comprise both class room and On the Training to make them understand
the history of the company, business scenario, achievement it has accomplished
future goals, Excellence through Quality (EQ) tools employed in solving

16
problems. Quality circles, 5s, Etc.In the absence of any Manager the
responsibility moves upwards for re-delegation.

ORGANIZATIONAL STRUCTURE
NATIONAL CARBON PLANT, CHENNAI

GENERAL
MANAGER

ASSISTANT WORK MANAGEMENT

MANAGER REPRESENTATIVES

ENGINEERING PRODUCTION MATERIALS ACCOUNT

PERSONAL OFFICER
MANAGER MANAGER MANAGER MANAGER

VISION
 For over a century, our corporation has been a partner to
consumers with our expertise in portable power and light.
 Today, we endeavor to be the perfect Companion to consumers by
providing value-for-money brands with tangible Differentiation in
quality every day; we seek consumer proximity to ensure the enjoyment
of better living.
 Our core competence will be based on these three core values for
the total synergy and future profitable growth of our corporation.

17
BOARD OF DIRECTORS
Chairman (Non-Executive)
Mr. BM Khaitan
Executive personnel
Executive Vice Chairman and Managing Director
Mr. Deepak Khaitan
Chief Executive Officer of the company
Whole Time Directors
Mr. Suvamoy saha
Non-Executive personnel
Mr. Aditya Khaitan
Mr. Bhasker Mitter
Mr. Diwan Arun

PRODUCTS
DRY CELL BATTERIES
Carbon Zinc
Eveready industries India Limited are the World‟s third largest producer
of Carbon Zinc batteries, selling over 1 billion batteries every year.
Present in all segments of dry cell batteries, Eveready holds the dominant
Market shares in every segment.
Eveready Industries India Limited is the first entrant and the leading brand in
the organized rechargeable battery category. „Eveready Recharge’ batteries
can be recharged up to a thousand times with its flagship 2100 series, Eveready
is providing the Indian consumer with the latest offering for digital cameras and
other power-hungry applications.
Eveready also provides recharge batteries for cordless phones, ensuring their
enduring performance.
18
Eveready Industries India Limited is the largest manufacturer of flashlights in
South Asia. Since pioneering the portable lighting revolution in the country a
century ago, Eveready has enjoyed an uninterrupted leadership position in this
segment. An unparalleled distribution network ensures that Eveready torches
are always available within easy reach, wherever you are. From remote villages
to the city heights, Eveready flashlights light up lives across the length and
breadth of the country. The trusted “Jeevan Sathi” brass torch, has been a
constant companion for generations of Indians, is one of the most trusted brands
in rural India, across product categories, enjoying an enviable 90% market
share.
The Eveready range of flashlights covers a wide price band of Rs 40/- to
Rs 1275/-, to suit every need and every pocket. Available in a wide range of
colors, shapes and sizes, Eveready torches are the obvious choice for millions of
consumers from all walks of life. Eveready torches are the obvious choice for
millions of consumers from all walks of life .Eveready has now launched an
altogether new „category‟ of torches – the LED torches.
The category is being called “Eveready digiLED”… and will have many models
in its portfolio. This category will offer to the consumers a torch which has..
 Low battery consumption
 Focused White light
 Slide switch for easy operation-strong durable body.
Eveready digiLED torches offer benefits of low battery consumption, sharp
focus and white light…whereas the Eveready regular incandescent bulb torches
give bright light; long reach and area lighting… fulfilling all portable lighting
needs of the consumers.

19
CFL (Compact Fluorescent Lamps)
In June 2007 Eveready Industries India Ltd entered into a sales and
distribution tie-up with phoenix lamps Ltd for selling CFLs (Compact
fluorescent Lamps) under the brand name Eveready Halonix. Phoenix Lamps
Ltd an Indo Japanese joint venture with a total investment of over us $ 40
million with 4 plants having a production capacity of over 130 million lamps a
year, benchmarked to international regulations for Quality, Performance and
safety. Eveready extensive distribution network and high end lighting solutions
of phoenix has resulted in this synergistic tie-up. Eveready Halonix has a wide
range of general lighting of over 200 SKUs for housing & Industrial purposes.
CFL reduces the energy consumption by 75% and lasts up to 10 time‟s longer
then incandescent light lamps.
DEPARTMENT FUNCTION

MANUFACTURING
Eveready state of the art manufacturing units are located at Kolkatta ,
Noida, Uttaranchal, Hyderabad, Chennai and Lucknow maximize logistical
efficiency and reduce time to market. Today the company has high-speed
manufacturing units, both for batteries and flashlights, with in-house facilities,
with for metal flashlights along with a fully automated injection –molding set-
up for plastic flashlights along with a fully automated injection-molding set-up
for plastic flashlights. Eveready also has a full-fledged machine design group at
Chennai with capabilities of making special purpose machine for both captive
consumption and costumer-specific requirements.

20
RESEARCH & DEVELOPMENT
Eveready‟s research team constitute highly qualified Scientists,
Engineers, Chemists and Technicians dedicated to maintaining technology
leadership in Zinc-Carbon batteries, Flashlights and related components. The
Research Center has pilot plant facilities, Analysis testing facilities such as
Atomic Absorption Spectrophotometer (AAS), polar graph, X-Ray Diffract
meter (XRD) and a chemical Laboratory. The Eveready‟s Research Centre is
capable of providing World –class testing and research support to meet stringent
customer requirements from across the World. The efforts of in-house R&D
unit was recognized by the Dept. of science and Industrial Research and
accorded recognition from Govt. of India. This is the only in-house R&D centre
of a primary battery resting facility where batteries can be tested as per BIS,
IEC and JEC standards.

QUALITY ASSURANCY
The Company has adequate internal quality Assurance systems
commensurate with the Company‟s size and nature of business. The objective of
these systems are to ensure setting product performance standards for all types
of batteries based on competitive assessments., performance to reflect
leadership Vis-à-vis best of Competitions as per agreed Standards with
Marketing department., implement new. Design inputs wherever required for
product fortification, material substitution, cost reduction of existing products,
setting Material Usage / Specification standards (Process Specification Sheet)
for all battery plants, setting yearly Cost Reduction targets with respect to OIP
(Operation Improvement Program). Eveready initiated World Class
Maintenance (WCM) management system in 1997, based on the philosophy of
focus on defect and variability reduction through planning of maintains to keep
the production equipment in “as designed condition always”.
21
SALES & MARKETING
The company possesses none of the widest and deepest distribution
networks among FMCG companies in India, reflected in its premium band
equity and customer loyalty. To leverage the growth of this pan-national
distribution pipeline, the Company extended its product category to the
marketing of packet Tea, Mosquito repellents (Coil & Vaporizers), CFL lamp
and dish wash bars. The company also has ambitions, plans of making its foray
in the area of FMCG business based on its inherent strength of retail penetration
will eventual translates into a significant market share over the foreseeable
future.

FINANCE
The company‟s performance is backed up by a strong accounts and
finance team. The team consists of seasoned professional who carry out the
various functions effectively to enhance / improve the various key functions
may be summarized as following.
Working capital management to reduce the interest burden on working
capital loans-alert management on inventory holding beyond norms as also
negotiates competitive interest rates from banks.
 Management or term loans to take care of the long-term business need
of the company –includes debts restricting by retiring high cost debts in
lieu of loans with lower interest rates.
 Treasure operation like commodity hedging (to mitigate the effect of
volatile metal prices), fore management (to mitigate the effect of
volatility in the value of rupee)

22
  Profitability analysis and projections business wise to apprise
management of the effectiveness of business decision and / to facilitate
new decisions.
 Ensure accurate pricing updating in order to facilitate error free
invoicing.
 Capital Budgeting to analyze / justify new projects.
 Compliance of all statutory maters including taxation related issues.
 Monitor profitability of new projects to benchmark against the
projected profitability
 Timely analysis of major accounts Trade Debtors, Institutional Debtors,
CSD, Claims, Bank , Payables- Appropriate action taken based on such
analysis.
 Centrally co coordinating payment through the RTGS /NEFT mode.
 Ensure timely data to operating groups for review of their respective
areas of performance.
 Ensure timely preparation of the quarterly and annual results head of
the Board meetings.
 Custodial Control over the assets of the company and review at least on
an annualized basis any possible impairment of such assets.
 Liaison with systems Group to enhance existing report platforms /
introduce new report platforms.
 Payroll preparation-Also facilitates tax planning.
 Monitoring the PF, Gratuity and other superannuation founds of the
company.

The company has an in-house taxation Department which deals with all
the direct and indirect tax cases covering all the manufacturing and commercial
units. They are responsible fro smooth and timely compliance of all fiscal laws
by all the units. The department also supplements business decision making by

23
suggesting ways and means for setting up new projects in tax-free zones and
also to minimize the incidence of / taxes on existing product lines.

The company also has an in-house internal audit Department manned by

Trained Professionals. The pre-audit checks and review are carried out to ensure
fallow up on the observations made by the Audit teams. The internal Audit
reports, the progress in implementation of recommendation contained in such
reports and the adequacy of internal control systems are reviewed by the Audit
Committee of the board in its periodical meetings.

INFORMATION TECHNOLOGIES

EIIL has traditionally invested in information Technology (IT) to provide

effective business solutions amenable to inform decision making. The IT
process at EIIL is one of continuous improvement .During the year, EILL
standardized all its major applications across all locations on the Oracle
Business Suite as an ERP solutions. This exercise was not without the usual
teething problems. However, the process seems to have been internalized well
in the organization. Needles to state, the ERP system has brought the expected
benefits associated with it and would certainly bring in the forthcoming years.

HUMAN RESOURCE
Men power is one of the pillars of success at full at EILL. The Company
employees nearly 2500 individuals across its various plants and branch
locations, who share a passion for excellence. The key attributed of human
capital at EIIL, are a rich knowledge base, expertise and experience. The
department has IT enable HR systems, wherein oracle business suite (11i.5.9) is
being used. The various key functions of the department are as follows.
24
 o Talent acquisition management
o Performance management
o Career & succession planning
o Compensation and benefits management
o Training and development
o Rewards & recognition management
o Formulation & implementation of HR policies & procedures
o Employee engagement

HR team operates out of Corporate Office in Kolkatta

WORK ETHOS IN EVEREADY INDUSRIES INDIA LIMITED

 Caring organization
 Open environment
 Functional team work
 Focus on development
 Performance driven culture
 Open door policy

BUSINESS LOCATION
Manufacturing locations;

Batteries: -
Camper down (Kolkatta)

25
First modern battery plant established in the year 1938.
Plant output : 915 PPS
Capacity : 150 Mn
Taratola (Kolkatta)
Plant output : 2 D sized lines
Capacity : 150 Mn
Noida
Plant output : 1D sized line
Capacity : 160 Mn
Haridwar
Plant output : 2AA Rotary (MJ) lines
Capacity : 350 Mn

Chennai
Plant output : 1 D line-false bottom & 2 AA (MJ) lines
Capacity : 110 Mn

Hyderabad
Plant output : 1 D sized line
Capacity : 160 Mn
Selaqui
Plant output : AAA plant
Capacity : 90 Mn
Maddur
Plant output : 1 MJ D Line & 1 AA MJ Line
Capacity : 100 Mn & 108 Mn respectively

Flashlights
Tefco (Lucknow)

26
Others
Metco (Kolkatta) & Manali (Chennai): Zinc plants
Hyderabad: Electrode plant
Sales Branches:-
North : Delhi (Regional Office)
Indore, Delhi, Western UP & Jaipur
East : Kolkatta (Regional Office)
Mumbai & Ahmedabad
South : Chennai (Regional Office)
Chennai, Bangalore, Cochin & Hyderabad
Central :
Patna & Lucknow
BUSINESS DIVISIONS
Eveready Industries India Limited (EIL) is one of India‟s most
renowned and enduring FMCG companies, with the operations entrenched in
the country for over 100 years. Over the decades, it has strengthened its position
as the dry cell battery and flashlight market leader in the second most populous
country in the world.
The Company‟s contemporary product portfolio comprises the following :
 Dry cell batteries, flashlights and rechargeable batteries under
brand “Eveready”.
 Packet tea under brands „TEZ‟, „Jaago‟, „Premium Gold‟,
„Classic‟.
 Mosquito repellents: Coil & Liquid Vaporizer under brand
„Poweron‟.
 Dish wash bar under brand „Poweron‟.
 Compact fluorescent lamps under brand of „Eveready Halonix‟
(co-branded)

27
CONCEPTUAL FRAME WORK

28
 HR ACTIVITIES

INTRODUCTION
FUNCTIONAL AREAS OF PERSONNEL MANAGEMENT
On the basis of various functions which the personnel management
generally undertakes, the functional areas of personnel management may be set
forth as below:
1. Organizational planning, development and task specialization.
2. Staffing and employment
3. Training and development
4. Compensation, wage and salary administration
5. Motivation and incentives
6. Employee services and benefits
7. Employee records
8. Labour or industrial relations
1) ORGANIZATIONAL PLANNING AND DEVELOPMENT
“Organizational planning” is concerned with the division of all the tasks
to be performed in to manageable and efficient units (department, divisions or
positions) and with providing for their integration both differentiation and
integration are vital for the achievement of pre-determined goals.
i. A determination of the needs of the needs of an organization in terms of a
company‟s short and long-term objectives, utilization of technology
(industry engineering industrial psychology, and mechanical engineering)
of production, deciding about the nature of product to be manufactured,
keeping in view the external environment public policy.
ii. The planning, development and designing of an organizational structure
through the fixing of the responsibility and designing of an organizational
structure through the fixing of the responsibility and authority of the
employees, so that organizational goals.

29
iii. Development inter-personal relationship through divisions of positions,
jobs and tasks; the creation of a healthy and fruitful interpersonal
relationship; and the formation of a homogenous, cohesive and
effectively interacting informal group.
2) STAFFING AND EMPLOYMENT
The staffing process is a flow of events which results in a
continuous manning of organizational positions at all levels-from the
management to the operative level. This process includes manpower planning,
authorization for planning, developing source of applications, evaluation of
applicants, employment decisions (selection), Offers (placement), induction and
orientation, resignation disability, and death).
i. Manpower planning is a process of analyzing the present and future
vacancies that may occur as a result of retirements, discharges, transfers,
promotions, sick leaves, leave of absence, or other reasons, and an
analysis of present and future expansion or curtailment in the various
departments. Plans are then formulated for internal shifts or cutbacks in
manpower, for the training and development of present employees, for
the advertising openings, or for recruiting and hiring new personnel with
appropriate qualifications.
ii. Recruitment id concerned with the process of attracting qualified and
competent personnel for different jobs. This includes the identification of
existing sources of the Labour market, the development of new sources,
and the need for attracting large number of potential applicants so that a
good selection may be possible.
iii. Selection process is concerned with the development of selection policies
and procedures and evaluation of potential employees in terms of job
specification. This process includes development of application blanks,
valid and reliable tests, interview technique, employee referral systems,
evaluation and selection of personnel in terms of job specifications, the

30
 making up of final recommendations to the line management and the
sending of offers and rejection letters.
iv. Placement is concerned with the task of placing an employee in a job for
which he is best fitted, keeping in view the job requirement, his
qualifications and personality needs.
v. By induction and orientation is meant the introduction of an employee to
the organization and the job by giving him all the possible information
about the organization‟s history, objectives ,philosophy, policies, future
development opportunities, products, goodwill in the market and in the
community, and by introducing him to other employees with whom and
under whom he has to work.
vi. Transfer process is concerned with the placement of an employee in a
position in which his ability can be best utilized. This is done by
developing transfer policies and procedures, counseling employees and
line management on transfers and evaluating transfer policies and
procedure.
vii. Promotion process is concerned with the placement of an employee in a
position in which his ability can be best utilized. This is done by
developing transfer policies and procedures, counseling and employees
and line ip management on transfers and evaluating transfer policies and
procedures.
viii. Separation process is concerned with the severing of relationship with an
employee on grounds of resignation, lay-off, death, disability, discharge
or retirement. Exit interviews of employees are arranged, causes of
Labour turnover are to be analyzed and advice is given to the line
management on the causes of, and reduction in, Labour turnover.
A number of devices and sub-systems are used in the systems design to manage
the staffing process. These are:
a) Planning Tables and Charts.

31
 b) Application Blanks.
c) Interviews.
d) Psychological Tests.
e) Reference Checks.
f) Physical Examinations.
g) Performance Reviews And.
h) Exit Interviews.
3. TRAINING AND DEVELOPMENT
It is complex process and is concerned with increasing the capabilities of
individuals and groups so that they may contribute effectively to the attainment
of organizational goals .this process includes:
1) The determination of training needs of personnel at all levels, skill
training, employee counseling, and programs for managerial, and
employee development and.
2) Self-initiated development activities (formal education), during off-hours
reading and participation in the activities of the community.
4. COMPENSATION, WAGE AND SALARY ADMINISTRATION
It is concerned with the process of compensation directed towards
remunerating employees for services rendered and motivating them to attain the
desired levels of performance. The components of this process are:
i. Job evaluation through which the relative worth of a job is determined.
This is done by selecting suitable job evaluation techniques, classifying
jobs into various categories, and then determining their relative value in
various categories.
ii. Wage and salary program consists of developing and operating a suitable
wage and salary program, taking into consideration certain facts such as
the ability of the organization to pay, the cost of living ,the supply and
demand conditions in labor market, and the wage and implemented, and
their effectiveness evaluated.

32
iii. The incentive compensation plan includes non-monetary incentives
which have to be developed , administered and reviewed from time to
time with a view to encourage the efficiency of the employee.
iv. The performance appraisal is concerned with evaluating employee
performance at work in terms of pre-determined norms/standards with
view to developing a sound system of rewards and punishment and
identifying employees eligible for promotions. For this purpose,
performance appraisal plans, techniques and programs are chalked out,
their implementation evaluated, and reports submitted to the concerned
authorities.
v. Motivation is concerned with motivating employees by creating
conditions in which they may get social and psychological satisfaction.
For this purpose ,a plan for non-financial incentives (such as recognition,
privileges, symbols of status ) is formulated ; a communication system is
developed, morale and attitude surveys are undertaken, the health of
human organization diagnosed and efforts are made to improve human
relations in the organization. The line management has to be advised on
the implementation of the plan and on the need, areas and ways and
means of improving the morale of employees.
5. EMPLOYEE SERVICE AND BENEFITS
These are concerned with the process of sustaining and maintain the work force
in an organization. They include:
a) Safety provision inside the workshop. For this purpose, policies,
techniques, and procedure for the safety and health of the employees are
developed; the line management is advised on the implementation and
operation of safety programs training has to be given to first line
supervisors and workers in safety practices; the causes of accidents have
to be investigated and data collected on accidents; and the effectiveness
of the safety programmes evaluated periodically.

33
b) Employee counseling is the process through which employees are given
counsel in solving their work problems and their personal problems. the
line management has to be advised on the general nature of the problems
which the employees may face from time to time .
c) The medical services include the provision of curative and preventive
medical and health improvement facilities for employees, training in
hygienic and preventive measures are undertaken.
d) The recreational and other welfare facilities include entertainment
services like film shows, sports and games; and housing, educational,
transport and canteen facilities, free or at subsidized rates. Suitable
policies and programs are framed and efforts are made to administer these
services satisfactorily. The effectiveness of such programs has also to be
evaluated.
e) Fringe benefits and supplementary items are made available to employees
in the form of:
i. Old age survivor‟s and disability benefits, unemployment and
workman‟s compensation.
ii. Pensions, gratuities and such other payments as are agreed upon -
death benefits, sickness, accidents and medical care, insurance,
expenses of hospitals is action, voluntary retirement benefits.
iii. Paid rest periods, lunch periods, wash-up time, travel time, get –
ready time.
iv. Payments for time during which no work is done –paid vacation or
bonus in lieu of vacation, payment for holidays, paid sick and
maternity leave.
v. Profit-sharing benefits, stock options contribution to employees,
provident fund, employees educational expenditure and special
wage payments ordered by the courts.

34
These benefits are usually given to employees in order to tempt them to remain
in the organization, to provide them social security, and to reduce absenteeism
and Labour turnover. Policies and programs for implementing these have to be
properly developed.

6. EMPLOYEE RECORDS
In employee records complete and up-to-date information is maintained
about employees, so that these may be utilized, if need be, at the time of making
transfers/promotions, giving merit pay, or sanctioning leave and at the time of
termination of service.
Such records include information relating to personal qualifications, special
interests, aptitudes, results of tests and interviews, job performance, leave
promotions, rewards and punishments.

7. LABOUR RELATIONS
By Labour relations is meant the maintenance of healthy and peaceful
Labour-management relations so that production/work may go on undisturbed.

Under this area:

a) Grievance handling policy and procedures are developed, after finding
out the nature and causes of grievances, and locating the most delicate
areas or dissatisfaction

b) Rules and regulations are framed for the maintenance of discipline in the
organization, and a proper system of reward and punishment is
developed.

c) Efforts are made to acquire knowledge of, and to observe and comply
with, the Labour laws of the country and acquaint the line management

35
with the provisions which are directly concerned with organization.
Collective bargaining has to be developed so that all disputes may be
settled by mutual discussions without recourse to the law court. Such
bargaining, negotiating and administering agreements relating to wages,
leave, working conditions and employee-employer relationship falls in
this area.

36
RESEARCH METHODOLOGY

37
 RESEARCH METHODOLOGY

NEED FOR THE STUDY:

People have always been central to organizations, but their
strategic importence is growing in today‟s knowledge- based industries. An
organization success increasingly depends on the knowledge, skill and abilities
of employees, particularly as they help establish a set of core competencies that
distinguish and organization from its competitors. With appropriate HR policies
and practices an organization can hire, develop and utilize best brains in the
market place. A healthy and committed workforce ensures increased efficiency
and productivity for organization is based on HR functions keeping in view of
significance the researchers has undertaken the study to know the employee
opinion regarding the HR activities in the organization.

Objective of the study:

To study the employees opinion towards HR functions in the organization.

To offer feasible ways and means to improve the employee morale and
satisfaction in the organization.

RESEARCH DESIGN:

Generally the research design is of three types, viz…,exploratory, descriptive &

casual research design is defined as the specification of methods and procedures
for acquiring the information needed. It is a plan of organization frame work,
for doing the collection of data.

“The research design for this research is descriptive in nature.”

38
DESCRIPTIVE STUDY:

Descriptive research studies are those study which are concerned with
describing the characteristics of a particular individual, or a group. In this
research, the researchers must be able to define clearly, what he wants to
measure and must find adequate methods for measuring it along with a clear cut
definition of population he wants to study. The design in such studies must be
rigid and flexible and must focus attention on the following.

1) Formulating the objective of the study.

2) Design the methods of data collection.
3) Selecting the sample.
4) Collection the data.
5) Processing and analyzing the data.
6) Reporting the finds.

The research design is descriptive in nature and study in mainly

based on the data
Collected from primary as well as secondary sources.

DATA SOURCES:
The data is mainly collected through primary sources and secondary sources.
Primary data;

It contains o original information gathered for a specific purpose.The first hand

information has been collected through administering the questionnaire by
direct contact method and through informal meetings and observations.

39
Secondary data:

It contains information that already exists have been collected for another
purpose, the second hand information has been collected through company
previous records, annual reports, journals industrial magazines, broachers,
internet.

RESEARCH APPROACH:

Survey method is used in the collection of needed information from the

respondents.

RESEARCH INSTRUMENT:

A STRUCTURED questionnaire consisting of 23 questions has been taken as

the research instrument.

SAMPLING PLAN:

A it is practical to attempt a survey of the entire population, a limited number of

people have been surveyed owing to the time constrint.

40
SAMPLING DESIGN:
It deals with the method of selecting items to be observed for the given data.

SAMPLING UNIT:
Employees in the Unit.

SAMPLE SIZE.

Convenience sampling has been used to the data from respondents.

A convenience sampling IS obtained by selecting “convenient population unit”.

QUESTIONNAIRE DESIGN:
Questionnaire is designed in such a way that it is for respondents to answer. The
questionnaire consists of closed end questions for knowing the effectiveness of
Employees opinion towards HR Activities, in Eveready industrial ltd, Chennai.

LIMITATIONS:

1) Due to non availability of time, large sample size is not taken.

2) The lack of cooperation from some respondents.
3) Some of the respondents are not interested in giving more information due to
their personnel bias or busy in work schedule.

41
DATA ANALASYS AND INTERPRETATION

42
1. Satisfaction of recruitment process in the company.

S No Response No. of Respondent Percentage

1 Yes 100 100%
2 No 0 0%
Total 100 100%

Response Chart

120

100

80

60

40

20

0
Yes No

IINFERENCE:

It is inferred that 100% of the respondents are satisfied with their

recruitment process.

43
2. Optional on jobs Transfer
No. of Weighted Weighted
Scale Response Percentage
Respondents Score Total
Highly
1 40 40% 2 80
Satisfied
2 Satisfied 30 30% 1 30
Neither
satisfied
3 0 0% 0 0
nor
dissatisfied
4 Dissatisfied 20 20% -1 -20
Highly
5 10 10% -2 -20
Satisfied
TOTAL 100 100% 70

Weighted Average= Weighted Total/Total Number of Respondents=70/100=0.7

Response Chart

45
40
35
30
25
20
15
10
5
0
Highly satisfied Satisfied Neither Dissatisfied Highly
Satisfied nor dissatisfied
Dissatisfied

44
IINFERENCE:
40% respondents are highly satisfied with their job transfer,
30% are satisfied 20% are dissatisfied and 10% are highly dissatisfied.

3. Reaction of management with the Complaints

No. of Weighted Weighted

Scale Response Percentage
Respondents Score Total
1 Very fast 10 10% 3 30
2 Fast 20 20% 2 40
3 Moderate 30 30% 1 30
4 Slow 25 25% -1 -25
5 Very Slow 15 15% -2 -30
TOTAL 100 100% 45
Weighted Average= Weighted Total/Total Number of
Respondents=45/100=0.45
Response Chart

35

30

25

20

15

10

0
Very fast Fast Moderate Slow Very Slow

45
IINFERENCE

No. of Weighted
Scale Response Percentage Weighted Total
Respondents Score
Strongly
1 60 60% 2 120
Agree
2 Agree 10 10% 1 10
Neither
3 agree nor 0 0% 0 0
disagree
4 Disagree 10 10% -1 -10

10% of respondents are said that the management reacts very fast on
complaints,20% are said fast,30% are said moderate,25% are said Slow are
15% are said very Slow.

46
 Strongly
5 20 20% -2 -40
Agree
TOTAL 100 100% 80
4. Training helps to improve the performance of the employee

Weighted Average= Weighted Total/Total Number of Respondents=80/100=0.8

Response Chart

70

60

50

40

30

20

10

0
Strongly Agree Neither agree Disagree Strongly
Agree nor disagree Agree

IINFERENCE:

60% of respondents are strongly agreed that the training helps to improve the
performance, 10% are agreed, 10% are disagreed & 20% are strongly disagreed

5. Management reaction towards the punished of employee based on

misconduct

47
 No. of Weighted Weighted
Scale Response Percentage
Respondents Score Total
1 Very Strict 30 30% 3 90
2 Strict 30 30% 2 60
3 Normal 40 40% 1 40
4 Loose 0 0% -1 0
5 Very Loose 0 0% -2 0
TOTAL 100 100% 190

Weighted Average= Weighted Total/Total Number of

Respondents=190/100=1.90

Response Chart

45
40
35
30
25
20
15
10
5
0
Very Strict Strict Normal Loose Very
Loose

IINFERENCE:
30% of the respondents are felt that the management is very
strict on misconduct, 30% are said strict and 40% are said normal.

48
6. Industry Relation in the Company

No. of
Weighte Weighted
Scale Response Responden Percentage
d Score Total
ts
Excellen 1 10 3
1 3
t 0 % 0
1
Very 6 60
2 2 2
good 0 %
0
1 10 1
3 Average 1
0 % 0
-
2 20 -
4 Poor 2
0 % 1
0
Very -
5 0 0% 0
poor 2
1 1
100
TOTAL 0 4
%
0 0

Weighted Average= Weighted Total/Total Number of

Respondents=140/100=1.40

49
Response Chart

70

60

50

40

30

20

10

0
Excellent Very good Average Poor Very poor

IINFERENCE:

10% of the respondents felt that the industrial relations are excellent,
60% are said very good, 10% are said average and 20% are said poor.

50
7. Main reason for industrial disputes

No. of
Sca Percenta
Response Responde
le ge
nts
Compensati
1 40 40%
on
2 Bonus 20 20%
Welfare
3 30 30%
Measures
4 Rights 10 10%
TOTAL 100 100%

Response Chart

45
40
35
30
25
20
15
10
5
0
Compensaton Bonus Welfare Rights
Measures

I% of the respondents are said compensation is the main reason for the
industrial disputes, 20% are said bonus, 30% are said welfare
measures and 10% are said for their rights.
IINFERENCE:

51
 45
40
35
30
25
20
15
10
5
0
Strongly Agree Neither agree Disagree Strongly
Agree nor disagree Agree

IINFERENCE:

20% of respondents are strongly agreed that they are motivated by the
rewards, 40% are agreed, 30% are disagreed & 10% are strongly
disagreed

10. Changes needed in the company

No. of
S.N Respons Percentag
Responden
o e e
t
1 Yes 100 100%
2 No 0 0%
Total 100 100%

52
 Response Chart

120

100

80

60

40

20

0
Yes No

IINFERENCE:

It is inference that 100% of the respondents need the changes in the

company.

11. Optional on overall job satisfaction

No. of Weighted Weighted

Scale Response Percentage
Respondents Score Total
Highly
1 62 62% 2 124
Satisfied
2 Satisfied 30 30% 1 30

Neither
3 satisfied nor 0 0% 0 0
dissatisfied

4 Dissatisfied 8 8% -1 -8

Highly
5 0 0% -2 0
Satisfied
TOTAL 100 100% 146

53
Weighted Average= Weighted Total/Total Number of Respondents=-146/100=1.46

Response Chart

Scale Response No. of Respondents Percentage

1 6-2 pm 70 70%
2 2-10 pm 10 10%

70

60

50

40

30

20

10

0
Highly Satisfied Neither Dissatisfied Highly
Satisfied satisfied nor Satisfied
dissatisfied

IINFERENCE:

62% of the respondents are highly satisfied with the job, 30% are said satisfied and *% are
said dissatisfied.
12. Comfortable with working shifts

54
 3 10-6 am 5 5%
4 General(8:15-4:30) 15 15%
TOTAL 100 100%

Response chart

80

70
60

50

40
30

20
10

0
6-2 pm 2-10 pm 10-6 am General(8:15-
4:30)

IINFERENCE:
70%of the respondents said that they are comfortable with 6-2pm shift,10% are
comfortable with 2-10pm shift,5% are comfortable with 10-6am shift & 15% are comfortable
with general shift

55
13. Opinion on shifts

S.NO Response No. of Percentage Weighted Weighted

Respondents score total
1 Highly satisfied 60 60% 2 120
2 Satisfied 20 20% 1 20
3 Neither satisfied 0 0 0 0
nor dissatisfied
4 Dissatisfied 20 20% -1 -20
5 Highly satisfied 0 0% -2 0
TOTAL 100 100% 120

Weighted Average = Weighted Total/ Total number of respondents=120/100=1.20

Response chart

70
60
50
40
30
20
10
0
satisfied

satisfied
dissatisfied
Highly

Highly
satisfied
Neither

nor

IINFERENCE:

60% of the respondents are highly satisfied with their shifts,20% are the satisfied &
20% are dissatisfied.

56
14. Opinion on working conditions preventing in the company

Scale Response No. of Percentage Weighted Weited total

despondence score
1 Excellent 20 20% 3 60

2 Very good 50 50% 2 100

3 Average 20 20% 1 20

4 Poor 10 10% -1 -10

5 Very poor 0 0% -2 0

Total 100 100% 170

Weighted Average =Weighted Total/Total number of respondents=170/100=1.70

Response chart

60

50

40

30

20

10

0
Exellent Very good Average Poor Very poor

IINFERENCE:
20% of the respondents are felt Excellent about the working hours,50% are said
good,20%are said average & 10% are said poor.

57
15. Health measures provided by the company

No. of Weighted Waited

Scale Response Percentage
despondence score total
Highly
1 30 30% 2 60
satisfied

2 Satisfied 15 15% 1 15
Neither
3 satisfied nor 0 0% 0 0
dissatisfied
4 Dissatisfied 40 40% -1 -40

Highly
5 15 15% -2 -30
satisfied

TOTAL 100 100% 5

Weighted Average =Weighted Total/Total number of respondents=5/100=0.05

Response chart

45
40
35
30
25
20
15
10
5
0
satisfied

satisfied
dissatisfied
Highly

Highly
satisfied
Neither

nor

IINFERENCE:

30% of the respondents are highly satisfied , 415% are said satisfied, 40% are said
dissatisfied and 15% are said highly dissatisfied with the measures provided by the company.

58
16. Safety measures provide by the company

S.no Response No. of Responded Percentage

1 Yes 40 40%

2 No 60 60%

Total 100 100%

Response Chart

70

60

50

40

30

20

10

0
Yes No

IINFERENCE:

40% of the respodedents are satisfied & 60% are not satisfied with their safety
measures provided by the company.

59
17. Quality of food served at the canteen.

Scale Response No. of Percentage Weighted Waited total

respondence score
1 Highly 5 5% 2 10
satisfied
2 Satisfied 5 5% 1 5

3 Neither 80 80% 0 0
satisfied nor
dissatisfied
4 Dissatisfied 5 5% -1 -5

5 Highly 5 5% -2 -10
satisfied
TOTAL 100 100% 0

Weighted Average =Weighted Total/Total number of respondents=0/100=0

90
80
70
60
50
40
30
20
10
0
satisfied

satisfied
dissatisfied
Highly

Highly
satisfied
Neither

nor

IINFERENCE:
5% if the respondents are highlysatisfied, %5 are satisfied ,80% are
Neither satisfied nor dissatisfied ,5% are dissatisfied,%5 are Highly satisfied with their food
served at canteen.

60
18. Interaction levels in the company

No. of Weighted
Scale Response Percentage Waited total
respondence score
Highly
1 50 50% 2 100
satisfied
2 Satisfied 15 15% 1 15
Neither
3 satisfied nor 0 0% 0 0
dissatisfied
4 Dissatisfied 20 20% -1 -20
Highly
5 15 15% -2 -30
satisfied
TOTAL 100 100% 65

Weighted Average =Weighted Total/Total number of respondents=65/100=0.65

Response chart

60

50

40

30

20

10

0
satisfied

satisfied
dissatisfied
Highly

Highly
satisfied
Neither

nor

IINFERENCE:
50% if the respondents are highly satisfied, %15 are satisfied ,20% are Neither
satisfied nor dissatisfied ,15% are dissatisfied with their food served at canteen.

61
19. Providing of loan facility to the employees.

S.no Response No.of Responded Percentage

1 Yes 30 30%

2 No 70 70%

Total 100 100%

Response Chart

80

70

60

50

40

30

20

10

0
Yes No

IINFERENCE:

30% of the respodedents are satisfied & 70% are not satisfied with their safety measures
provided by the company.

62
20.Token system in the company

S.no Response No.of Responded Percentage

1 Yes 60 60%

2 No 40 40%

Total 100 100%

Response Chart

70

60

50

40

30

20

10

0
Yes No

IINFERENCE:

60% of the respodedents are felt that token system is goog & 40% are not good.

63
21.Strictly considering attendance of the employees by the management

No. of Weighted Weighted

Scale Response Respondents Percentage Score Total
Strongly
1 Agree 50 50% 2 100
2 Agree 15 15% 1 15
Neither
agree nor
3 disagree 0 0% 0 0
4 Disagree 15 15% -1 -15
Strongly
5 Agree 20 20% -2 -40
TOTAL 100 100% 60

Weighted Average =Weighted Total/Total number of respondents=65/100=0.65

60

50

40

30

20

10

0
Strongly Agree Neither Disagree Strongly
Agree agree nor Agree
disagree

IINFERENCE:

50% of respondents are strongly agreed 15% are agreed, 315% are disagreed & 20% are
strongly disagreed with their stickly gfollewed attendance.

64
22. Reson for absenteeism

S.No Response No. of respondence percentage

1 Sickness 40 40%
2 Personal problems 20 20%
3 Functions 30 30%
4 Others 10 10%
Total 100 100%

Response Chart

No. of respondence

50
40
30
20
10
0
Sickness Personal problems Functions Others

Inference:

40% with sickness,20% with personal problems,30% with functions & 10%n
with other problems are said the reasons for absenteeism.

65
FINDINGS AND SUGGESTIONS

66
FINDINGS

100% of the respondents satisfied with their recruitment process.

The respondents are satisfied with the job transfer with the weighted mean score of 0.7.
The respondents said that management reacts moderately towards their complaints with the
weighted mean score of 0.45.
The respondents are agreed that the training imparted to them helps to improve their
performance with the weighted mean score of 0.8.
The respondents said that the management strictly reacted towards the punishment of
misconduct with the weighted mean score of 1.90.
the respondents opined the industrial relations are moderate with the weighted score of 1.40/
40% of respondents said that compensation is the main reason for industrial disputes where as
remaining 50% opined bonus & welfare measures and 10% rights.
The respondents found to be highly dissatisfied towards the orientation classes in the
company with the weighted mean score of -0.7.
The respondents are having no opinion of neither agree nor disagree with the rewards system
with the weighted mean score of 0.3.
100% of respondents need the changes in the company.
The respondents are highly satisfied towards the job with a weighted mean score of 1046.
The respondents are comfortable with a shift of 6 A.M to 2 P.M with the weighted mean
score of 1.20.
The respondents opined that the working conditions are good with the weighted score of 1.70.
The respondents are undecided towards the health measures provided by the company and
with the weighted mean score of 0.5.
60% of respondents are not satisfied with the safety measures provided by the company and
remaining 40% are satisfied.
The respondents found to be neither satisfied nor dissatisfied with the equality of food served
at the canteen in the company.
Majority of respondents felt that the interaction levels would be satisfied with the weighted
mean score of 0.65.
70% of respondents opined that the company is not providing any loan facility.
60% of respondents opined that the token system in the company is good.
The respondents are having a positive opinion towards of the attendance system with
weighted mean score of 0.6.
60% of respondents said that the main reason for absenteeism is personal problem.

67
Suggestion
The management has to attend the individual complaints seriously and take action with in
time
The management may provide better compensation package in time when employees met
with an accident
The management may provide follow up orientation classes but it is suggestible to follow the
supervisor induction classes along with the follow up orientation classes
The management has to improve the reward system in both aspects of monitory and non
monitory. The monitory form of price amount rather than giving the torch lights, batteries the
non monitory rewards in the form of impressive job titles and recognition.
The management has to bring some changes in production department which includes the
following aspects like establishment of new machinery infrastructure
The management may provide better medical facilities including provision of medicines
and availability of specialist doctors round the clock and ambulance facilities.
Management can improve safety measures like providing of shoes, cap, Gloves and aprons to
workers
Management may proved loan facilities to workers which includes education loan, personal
loan and transportation
Management may take care to provide good quality of food for workers in the canteen
equally with executives

68
ANNEXURES

69
QUESTIONAIRE

EMPLOYEES OPINION TOWARDS THE HR ACTIVITIES

NAME:

AGE:

TOKEN NO:

Are you satisfied the recruitment process in the company?

(a) Yes (b) no

If yes why: -------

If no why: ---------

What is your on job transfer?

(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)Dissatisfied (E) Highly dissatisfied

How the management react with the complaints.

(a) Very fast (b) fast (c) Moderate (d) Slow
(e) Very slow

4. The training imparted to the employee helps to improve their performance

(a) Strongly agree (b) Agree (c) Neither Agree nor disagree
(d) Disagree (e) Strong disagree

How the management reacts towards the punishment of the employee based on misconduct
(a) Very strict (b) Strict (c) Normal (d) Loose
(e) Very loose

How do you feel about the industrial relations in the company?

(a) Excellent (b) Very Good (c) Average (d) Poor
(e)Very poor

7. What is the main reason for industrial disputes?

(a)Compensation (b) Bonus (c) Welfare measures (d) Rights

Do you satisfied with the orientation or induction classes in the company

(a)Strongly Agree (b) Agree (c) neither Agree nor Disagree
(d)Disagree (e) Strongly Disagree

9. The reward in this company helps to motivate employees

(a) Strongly Agree (b) Agree (c) Neither Agree nor Disagree
(d)Disagree (e) Strongly Disagree
10.Do you need any changes in the company
(a) Yes (b) no

70
If yes why: -------
If no why: ---------

11. Your opinion of overall job satisfaction

(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d) Dissatisfied (e) Highly dissatisfied

12. Out of the following shifts of working which you feel comfort
(a) 6-2 (b)2-10 (c)10-6 (d) General(8.15 to 4.30)

13.Your opinion regarding shifts

(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)dissatisfied (E)Highly dissatisfied

14.Your opinion on the working conditions prevailing in the company

(a)Excellent (b) Good (c)average (d)poor
(e) Very poor

15. The health measures Provided by the company is satisfied

(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)dissatisfied (E)Highly dissatisfied

16. Are you satisfied with the safety measures provided by the company
(a) Yes (b) no

If yes why: -------

If no why: ---------

17. Are you satisfied with the quality of food served at canteen in the company
(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)dissatisfied (E)Highly dissatisfied

18. The interaction levels in the company would be satisfied

(a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)dissatisfied (E)Highly dissatisfied

19. The company is providing any loan facility to the company

(a) Yes (b) no

If yes why: -------

If no why: ---------

20. The token system in the company is good

(a) Yes (b) no

If yes why: -------

If no why: ---------

21. The attendance of employees is considered strictly by the management

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 (a)Highly satisfied (b) Satisfied (c) Neither Satisfied nor Dissatisfied
(d)dissatisfied (E)Highly dissatisfied

22. The reason for absenteeism in the company

(a) Sickness (Family Problems (c) functions (d) others

23. Give some suggestions for the organization development

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BIBILLOGRAPHY

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BIBLIOGRAPHY

1. PERSONNEL/HUMAN RESOURCE MANAGEMENT

-STEPHEN P.ROBBINS
(Prentice-hall of India private ltd…, NEW DELHI)

2. PERSONNEL/HUMAN RESOURCE MANAGEMENT

-P.SUBBA RAO
(Himalaya publishing house, Mumbai)

3. HUMAN RESOURSE AND PERSONNEL MANAGEMENT

-K.ASVATHAPPA
( Tata McGraw-Hill publishing company ltd…, New
Delhi)

Websites:

www.evereadydy.com

www.google.com

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