Employee satisfaction level at hindalco industries project report

HINDALCO INDUSTRIES

INTRODUCTION

Employee satisfaction survey provides a channel for employees to communicate their

view on a wide range of issues in total confidence.

Employee satisfaction survey was conducted to find out the satisfaction level of

the employees at “HINDALCO INDUSTRIES”. The other objective was to find out the

areas of low satisfaction, were corrective measures can be taken.

The Employee Satisfaction Survey helps companies to determine how their

employees think, and to identify employees' needs and concerns so that improvements

can be made and stronger teams can be formed. Business performance is expected to

increase as more satisfied employees will increase a company's competitiveness, and they

are better able to recognize opportunities and threats, and better leverage limited

resources to maximize the company's profits. Other intangible benefits include the

reinforcement of company goals and values, better internal and external communication,

a positive working and social environment, an improved company image and increased

employee loyalty.
BABASAB PATIL Page 2

HINDALCO INDUSTRIES

For this purpose a sample was selected by stratified systematic sampling and

survey was done with the help of questionnaire the result were analyzed for all the

employees.

Survey Objectives:

 To measure employee satisfaction level from different perspectives.

 To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

 To propose recommendations for enhancing employee satisfaction to improve

business performance.

RESEARCH METHODOLGY:

a) The research design descriptive. The primary information collected through

questionnaire. The questionnaire were personally given to each other.

b) Data Collection Method: The information necessary for this survey is collected

by trapping primary and secondary sources.

• Primary Sources.

 Questionnaire

 Personal Interaction

• Secondary sources

 Previous reports on employee satisfaction


HINDALCO INDUSTRIES

 Related information from internet.

 Books and publication


HINDALCO INDUSTRIES


HINDALCO INDUSTRIES

Hindalco Industries

Hindalco Industries Limited, a flagship company of the Aditya Birla Group, is structured

into two strategic businesses — Aluminium and copper — and is an industry leader in

both segments. A non-ferrous metals powerhouse, close to global scale, it ranks among

India's top 10 companies in terms of market capitalization.

Hindalco commenced its operations in 1962 with an Aluminium facility at Renukoot in

eastern Uttar Pradesh. Over the years, it grew into the largest integrated Aluminium

manufacturer in the country. With an eye to build size and scale, Hindalco acquired in FY

HINDALCO INDUSTRIES

2000 a majority stake in Indian Aluminium Company Limited (Indal) - having a major

presence in downstream aluminum products and a leader in special alumina from Alcan

of Canada.

In August 2004, the boards of Hindalco and Indal approved a Scheme of Arrangement

wherein all the assets of Indal other than the foil unit at Kollur in Andhra Pradesh were to

be demerged into Hindalco. This has come into effect retrospectively from 1 April 2004.

Hindalco is Asia's largest primary producer of Aluminium and among the most cost-

efficient producers globally. In India, Hindalco enjoys a leadership position in primary

Aluminium and downstream products.

Smelters are located at Hirakud, Orissa, with a captive power plant and coal mines, and at

Alupuram, Kerala. Rolled product manufacturing facilities are located at Belur and

Taloja and an extrusions plant at Alupuram.

The company's R&D centers are located at Belgaum, Renukoot and Taloja. These have

been recognized by the government of India's Department of Scientific and Industrial

Research (DSIR).

Hindalco's units are ISO 9001 and 14001 certified, while several have also attained the

OHSAS 18001 - the occupational health and safety certification. On the export front, the

company has been accorded a 'Trading House' status by the Indian government. ∗

As a member of the Aditya Birla Group, Indal is a part of a $6 billion corporation, with a

market cap of $5 billion. The Group’s multi-cultural, multi-lingual workforce of 72,000

www.Hindalco.com



HINDALCO INDUSTRIES

employees belongs to 20 different nationalities and its products and services reach across

more than 100 countries. Its flagship companies include Hindalco, Grasim, Indian Rayon

and Indo Gulf.

Indal along with Hindalco and its Copper Division forms a non-ferrous metals

powerhouse of global size and scale, with the Hindalco-Indal combine providing

opportunities for synergy and strong market position.

INDIAN ALUMINIUM COMPANY, LIMITED (Indal) ( Now part of Hindalco

industries)∗

India’s foremost Aluminium producer and a member of the country’s leading business

house – the Aditya Birla Group. A partner to Hindalco, India’s largest Aluminium

producer, together forming a non-ferrous metals powerhouse.

With technical know-how acquired from its original promoter, Alcan Aluminium

Limited, Canada (now Alcan Inc.), Indal has brought Aluminium to touch every aspect of

modern day industry and life in India.

Complete Capabilities in Aluminium

INDAL's facilities cover a wide range of operations: bauxite mining, alumina refining,

Aluminium smelting with captive power generation to downstream rolling of sheet, foil

and other semi fabricated products. With technological expertise of over 60 years of

experience in the Aluminium industry in India, INDAL is a market leader in the upstream




HINDALCO INDUSTRIES

range of standard and speciality alumina products in India, providing applications for

refractors, ceramics and electrical industries.

In the downstream segment, INDAL is the largest manufacturer of rolled products in

India with the widest range of extrusions, meeting the requirements of different industrial

applications such as building, transportation, consumer durables, packaging and

telecommunication.

Creating and Adding Value

Established in 1938, Indal operates across the value chain from bauxite mining to

alumina refining, smelting and rolling.

A nationwide spread of plants, mines and offices gives Indal the advantage of being in

proximity to various regional markets within and outside the country. The Company’s

plants and mines are certified with ISO 9001, ISO 14001 and OHSAS 18001

certifications for quality, environment, safety and health. Indal enjoys a leading market

position in India for speciality alumina chemicals and value added products of aluminium

sheet, foil and extrusions.

The Indal units comprise two smelters, one located at Hirakud, Orissa, with a captive

power plant and coal mines, and the other at Alupuram, Kerala, two sheet plants at Belur,

West Bengal, and Taloja, Maharashtra, and an extrusions unit at Alupuram. The

Company's two DSIR recognised R&D centers are located at Belgaum and Taloja.


HINDALCO INDUSTRIES

SUBSIDIARIES & JOINT VENTURES

Utkal Alumina International Limited (UAIL): The joint venture company is a

subsidiary of Indal, which holds 55% equity, while the balance is held by Alcan Inc. of

Canada. The proposed alumina refinery is to be set up in Doragurha in the Rayagada

district of Orissa, to produce one million tone per annum of alumina, sourcing bauxite

from the rich reserves at Baphlimali, in Rayagada, Orissa.

Suvas Holdings Private Limited (SHPL): A subsidiary in which Indal holds 51% equity

stake, based on an MOU with Laxmi Organics Industries Limited (LOIL) and SHPL;

with the intent to operate mini hydel power plants in Maharashtra for captive

consumption at the Taloja Sheet and Kalwa Foil Plants. The Power Project is subject to

edorsement of its viability by an ongoing feasibility study.

HISTORY OF THE PLANT (Belgaum works)

The INDAL plant at Belgaum was established in 1968 and started operations on the 7th

November 1970. It is situated about 6 Kms., from Belgaum City, beside the National

Highway. It has a total area of 1400 acres.

This was the only unit of INDAL, which started with both the facilities - Alumina Plant

and Smelter Plant. The main products of this unit are Alumina Hydrate, Calcined

metallurgical grade alumina and Special grades of aluminas and Hydrate. The Alumina

Plant was set up with a capacity of 1,60,000 tons of Alumina per year and Smelter Plant

had a capacity of 73,000 tons of metal per year. Due to the hike in the power rates, the

plotlines in the Smelter had to be de-energized in 1995. The subsidiary of Smelter plant –


HINDALCO INDUSTRIES

Carbon Paste and Block Plant is still in operation. Owing to increased demand of hydrate,

aluminas and Speciality chemicals in the export market, the Alumina Plant was expanded

in several stages and currently operates at about 3,40,000 T of Hydrate (as Alumina) per

annum.

The Specials plant – a branch of Alumina plant manufacturing specialty grades of hydrate

and Alumina is being operated at 60 KT per annum.

The raw material-Bauxite is brought from Durgmanwadi Mines 120 Kms from Belgaum.

About 70% of the total production is exported. The Carbon Paste and Block Plant is

operated using imported raw materials (Carbon Pitch Coke) from Korea.

Marketing of Hydrates and Aluminas is a major business objective, both at the domestic

and International Levels. The non-metallurgical grade Aluminas, also termed as ‘Special

Alumina Chemicals’, find wide usage in diverse industries such as high-grade refractors,

zeolite, alum, plastics, paper, industrial ceramics and high-tension insulators.

Mission

“To relentlessly pursue the creation of superior shareholder value by exceeding

customer expectations profitably unleashing employee potential and being a responsible

corporate citizen ,adhering to our values”.


HINDALCO INDUSTRIES

Vision

“To be a premium metals major, global in size and reach with the passion for

excellence”

Values

Commitment

Alacrity

Respect for the individuals

Transparency

Honesty

Ethical conduct

Customer focus

Strategic Objectives

The Company recognizes that the conduct and effectiveness of an organization are

mainly anchored to the quality of its workforce. In order to fulfill its purpose and to

achieve its objectives the company requires commitment and dedication of its employees


HINDALCO INDUSTRIES

who place high value not only in the interest of the company but also in the interest of

other individual entities

The objectives are

• To operate at a level of profitability, which will ensure the long term economic

viability of the company by providing a return on equity, which compares favorably

with other industries of similar capital intensity and risk which will enable the

company to attract adequate to support its growth.

• To aspire towards a high level of operating, technical and marketing excellence, and

to make the optimum use of assets, which will ensure a strong competitive position in

the markets served by the company.

• To strive to satisfy customers by integrating their needs into the company products

and services with efficiency and professionalism and to give the best value to them by

promoting quality products.

• To improve the process of managing the company affairs through proper planing,

timely implementation of plans and regular performance reviews.

• To sustain an organization of able and committed employees and to provide them

with opportunities for growth and advancement.

• To foster a culture of innovation with the application of new ideas and methods to

solve business problems and seize opportunities.


HINDALCO INDUSTRIES

• To recognize and seek to balance the interest of shareholders, employees, customers,

suppliers, government as well as the public at large.

• To uphold the highest standards of integrity in the conduct of all phases of business.

Future outlook

The company’s business strategy is to ensure profitable growth in the future will be

through:

• Realization of synergy gain with Hindalco to ensure better market position,

combining Indal’s strengths in Alumina and down stream segments with Hindalco’s

advantage in primary metal.

• Higher assets utilization across plant location, particularly leveraging the benefits of

the upgraded rolling mills as well as taking steps to optimize use of idle physical

infrastructure assets and enriched product mix for higher returns from existing assets.

• Strengthening of exports with an emphasis on consolidating Indal’s presence in

existing market while tapping new regions for export of value added product viz.,

especially alumina and downstream sheet, foil and extrusions.

• Cost control efforts including better logistics, higher operating efficiencies and

improved working capital management.


HINDALCO INDUSTRIES

Strategic growth plans

All capex plans pertaining to Indal, for which a sum of Rs.2000 crore has been earmarked, will

be undertaken as planned under the aegis of Hindalco.

Among these are

• The expansion of its metal capacity to 100,000 MT per annum,

• Its power generating capacity to reach 267.5 MW at Hirakud,

• Ramping up the alumina plant at Muri to 500,000 MT per annum and

• Enhancing the special alumina chemicals capacity to 127,000 MT per annum at Belgaum.


HINDALCO INDUSTRIES

ORGANISATION STRUCTURE

The Belgaum Works is divided into the following Departments:

1. Alumina operations and production

2. Specials

3. Alumina R&D

4. Alumina mechanical


HINDALCO INDUSTRIES

5. Boiler house

6. Machine shop

7. Garage

8. PPC

9. CPBP

10. Civil & pump house

11. EPD

12. Alumina electrical E & I

13. Smelter R&D

14. Smelter mechanical

15. Smelter electrical

16. Smelter sales

17. GM office

18. HR

19. Accounts

20. Purchase

21. Traffic

22. Stores


HINDALCO INDUSTRIES

23. Exim

24. Dispatch

25. Systems

26. W.C.M

27. BRDC

28. Corporate

In all there are around 777 employees, who include the management, workers these all

are full time enrolled people.

Marketing –Indal (Now part of Hindalco) has no marketing division at Belgaum works,

all of Indal (now part of Hindalco) units the units work independently, and for the sales

and marketing there are separate centers which co-ordinate with all the units and look into

the sales and marketing of the products. The sales office is in Bangalore, Delhi, and

Hydreabad.


HINDALCO INDUSTRIES

Finance (Accounts Department)

This department handles all financial transactions, costing and billing operations

negotiation process, maintaining and preparing various invoices, payments and receipts

are the to major areas of operation done by this department. In addition taxation cash loan

normal and statuary payments expenses, this section handles advances and other

operations relating to banks.

Operations

The main operations are based in the CPBP, Alumina and special products. These

departments are the core for the manufacturing of Alumina carbon block, carbon paste

and special products. These departments comprise of smaller departments and each of

these 3 major departments has a department head.

The majority of the people are working in Alumina, CPBP and Special products

departments, and the work is carried out in shifts.

Research and Development:

INDAL’S (now Hindalco) R&D centers at Belgaum and Taloja are recognized by the

department of Scientific and industrial research (DSIR). The Belgaum R & D center

carries out studies on ores, alumina and specially grades and carries out overseas

assignments in collaboration with ALCAN. The R & D lab has the status of “Center of


HINDALCO INDUSTRIES

Excellence” for predicting organic behavior in refineries. A joint technical development

program with ALCAN is under execution in the field of raw materials.

Both the R & D centers have attained ISO 9001 & 9002 certification, with the Belgaum

R&D center having recently adopted the revised ISO 9001:2000 standard.

Over the last five years, about rupees 560 million has been spent on R &D – a testimony

to INDAL’S commitment towards developing new applications for alumina/aluminum,

optimizing manufacturing process and ensuring environmental friendliness.

HR – Belgaum works has a separate HR Department, which looks into the daily

administration and also into the specific and nitty gritty of the company, it is the bridge

between the production, employees, management and the outside world. This department

is concerned with implementation of the plans, with the welfare of the plant, with the

industrial relations and above all safety and security of the plant and the work force is its

prime concerns. This department looks after the subsidiaries like recruitment selection

training and induction, canteen community development disciplinary actions ESI,

welfare, security, guesthouse medical facility etc.


HINDALCO INDUSTRIES

WCM- A main aspect of the company, it is moving towards building a WCM

unit model.

WCM Model for Excellence and Competitive Advantage
, S tra te gy & L
is sio n ead
n,M e rs
s io h ip
Vi
2
Work
Environment
1 3
(5S)
Waste JIT / Supply Chain
Te
s io n

am
(MUDA) Management
Elimination
s-In
C u lt u r e & P a s

s p ir a t io n & C o m p e

8 Quality & Quantity
Information, Cost 4
Systems/BPR, Delivery Equipment
Technology and Innovations & Effectiveness/
Cash Flows
Intellectual Capital
Productivity & Pride TPM
d se t ,
M in

7 5
Liaison,
t it

Customer
Team Force
io n

Driven:
and Skill 6 Internal and
Development Quality First: External
Six Sigma/SQM &
Best Practices

S h a re
h o l d e r ’s V a l u e


HINDALCO INDUSTRIES

 ZERO DEFECTS

 ZERO LOSSES

 ZERO BREAKDOWNS

 ZERO POLLUTION

 ZERO ACCIDENTS

 ZERO CUSTOMER COMPLAINTS

Financial analysis

Q4 FY2005 Q4 FY2004 FY 2005 FY 2004
Rs. crore Rs. crore Rs. crore Rs. crore
Turnover 2,516 1,889 9,523 6,208
Operating Profit 628 399 2,276 1,500
PBDIT 704 466 2,546 1,740
Net Profit 449 222 1,329 839
EPS (in Rs.) 48 24 143 91

Q4 Performance

Hindalco, the flagship company of the Aditya Birla Group, has posted a stellar

performance during the fourth quarter. The co

mpany attained a net sales and operating revenue of Rs.2, 516 crore driven by better

realisations, volumes and an enriched product mix comprising largely of value added

products. While aluminium margins surged, copper margins remained flat despite higher


HINDALCO INDUSTRIES

volumes on account of weak TC/RC (Treatment Charges/Refining Charges) and steep

reduction in import duty.

Sales & Operating Revenue

Net sales and operating revenue of Hindalco in the fourth quarter stand at Rs. 2,516 crore,

vis-à-vis Rs. 1,889 crore of last year.

Of this, the aluminium business has recorded sales of Rs. 1,457 crore (boosted by

inclusion of Indal's sales) Vis -a- Vis Rs. 875 crore last years.

The copper business' net sales and operating revenue stood at Rs. 1,059 crore in the

fourth quarter, reflecting a rise of 8 per cent over Rs. 1,014 crore in the corresponding

quarter of previous year.

Profits

The company's Profit before Tax is Rs. 517 crore against Rs. 326 crore.

Profit after Tax was Rs. 449 crore inclusive of a credit of Rs. 92 crore towards the

provision for deferred tax liability of the earlier years written back.

HRD AT HINDALCO INDUSTRIES LTD.

A philosophy of people management is based on the belief that human resources are

uniquely important to sustained business success. An organization gains competitive

advantage by using its people effectively, drawing on their expertise and ingenuity to


HINDALCO INDUSTRIES

meet clearly defined objectives. A Human Resources (HR) department is a critical

component of employee well-being in any business, no matter how small. Human

Resources responsibilities include payroll, benefits, hiring, firing, and keeping up to date

with state and central tax laws.

The HR policies of Hindal and that of Belgaum Works is as stated.

 To attract, retain and develop good employees and to get their total involvement in

achieving company goals.

 Provide opportunity for personal development and advancement to all with requisite

ability, ambition and integrity.

 Deal in good faith with all employees and employee representatives.

 Share information with all employees regarding health of the business and future

plans of the company.

 Encourage development of participative and supportive leadership.

 Encourage employees to accept responsibility and take calculated risk.

 To provide fair, equitable and competitive remuneration in return for a fair day’s

work.

 Be fair and firm in dealing with grievances and indiscipline.

 Set and achieve high standard of safety and occupational health.


HINDALCO INDUSTRIES

HRM at Belgaum works

HRD at Belgaum works plays a creative role for success of the organization. The

organization focuses much on socio-psychological needs of workers. The management

and the employees have equal interests in the survival and the prosperity of the industry.


HINDALCO INDUSTRIES

The Organization Structure of the HR department

Sr. Manager-HR

Manager-
Legal &PR

Manager-
Safety Dy.Manager- Dy.Mangaer
HR - HR

Dy.Manager-
Medical

Sr. personnel Sr. Security
Sr. personnel Sr. personnel Officer Officer
Officer Officer


HINDALCO INDUSTRIES

Asst. Executive- Executive-CD
Executive- Personnel
Medical

R Head
Asst. – Medical
Services Jr. Executive-
HR

Training in-charge Company Medical Officer


HINDALCO INDUSTRIES

RECRUITMENT AND SELECTION

Recruitment and selection are core areas of human resource management but are

frequently discussed in a prescriptive manner. They are not simply techniques for filling

jobs - they are also levers for organizational change, sustaining employee commitment

and achieving high performance.

RECRUITMENT POLICY

1. Recruitment of unskilled, semiskilled, skilled workmen and junior staff should be

made from among the local candidates.

2. Recruitment of middle management posts, viz. professional graduates, general

foreman and above will be on -All India basis.

3. In-company transfers of workmen and non-consolidated staff should be avoided.

However if the need arises they may be transferred within the location.

4. Due consideration would be given to age differentials at the time of recruitment, to

avoid concentration of work force in particular age group.

5. Recruitment process against permanent vacancies will be initiated only when vacancy

cannot be filled through transfer from other sections/ departments.


HINDALCO INDUSTRIES

NOTICE OF RECRUITMENT

1. The department concerned will get the requisition in the prescribed for approved by

the General Manager /Works Manager. The requisition after approval should be

forwarded to the personnel department. The requisition should clearly indicate the

type of vacancy, i.e. permanent or temporary, proposed grade, no of vacancies to be

filled up and the proposed date of recruitment. In addition other particulars like

education and professional qualification, experience, etc. should be indicated

wherever possible.

2. Approved requisition for permanent personnel should reach the personnel department

at least 8 weeks in advance of the date of filling the vacancy. In case the vacancy is to

be advertised, the time required for recruitment is 10 weeks.(For temporary

vacancies, 2 weeks notice would be necessary).

3. Department should give 24 hours notice for supply of unskilled casual labour.

ACTION BY HR DEPARTMENT

On receipt of approved requisition, the HR Department will:

i) Notify the vacancy to the Employment Exchange, if required.

ii) Refer to ACTIVE FILE (kept with HR dept.)


HINDALCO INDUSTRIES

iii) Notify the vacancy on the company’s notice boards, if required.

iv) Advertise in newspapers, if necessary.

SCREENING OF APPLICATIONS

Applications received will be jointly screened by the HR Department and the

concerned Department, for further action by the HR Department.

SELECTION BOARD

Except for unskilled workmen, a selection board will make all recruitment.

i) The selection board will consist of minimum three persons in the rank of General

Foreman and above with a representative of one each from HR, concerned dept.

and one from an unconcerned dept.

ii) For selection of other staff, the board will short list a few deserving candidates,

after preliminary interview and the Personnel Department will put them up for

final interview by the General Manager / Works Manager for final selection.

iii) The Personnel department may arrange for trade tests and written examination, if

deemed necessary.


HINDALCO INDUSTRIES

Pre-requisite to appointment

1. Person below the age of 18 shall not be considered for employment in the company.

2. HR dept should verify the age of the candidate with reference to:

Birth certificate, where name is mentioned or School leaving certificate or

Insurance policy taken before employment commences, where age has been admitted.

3. Personnel department will arrange for the medical examination of selected persons.

Such person’s should be declared fit by the company’s medical officer before being

appointed.

4. They will verify with previous employer to find out his antecedents-attitude, conduct,

and performance if necessary.

5. HR Dept will verify with police (where necessary) to obtain general information

about the candidate and his social conduct.

APPOINTMENT

1. A candidate will be considered suitable for appointment only after the above pre-

requisite conditions are fulfilled.

2. Appointment letters to the wage and salary roll employees will be issued by Manager

HR

3. In case of employees joining the confidential roll, GM’s / Works Manager’s

department will issue an employment order the day the recruit joins duty.


HINDALCO INDUSTRIES

4. New recruits will be appointed as probationers and trainees.

5. When a candidate is offered a higher start than the starting of the grade, the

wages/salary will be fixed by the Department Heads in consultation with Personnel

Department and approval of General Manager / Works Manager must be obtained.

6. Grade/designation will be determined by the prevailing long-term settlement wherein

applicable.

GUIDELINES FOR RECRUITMENT OF

UNSKILLED WORKMEN

i) To fill up the vacancies of permanent workmen, first preference would be given

to those temporary workmen who have been selected and listed and have

earlier worked on temporary basis.

ii) The minimum standards of recruitment will be as follows :

Height: 168 cms

Weight: 55 Kgs

Education: S.S.L.C. Pass

Age: Below 30 years (Preferably less than 25)

iii) After the candidate has been found meeting the minimum physical and

educational standards, he should appear before the selection board.


HINDALCO INDUSTRIES

iv) If the selection board finds the candidate suitable for employment, he should be

sent for a thorough medical examination. Without divulging weight and height

measurements taken earlier, the same should be retaken at the medical section

for cross - checking. Only if the candidate is found medically fit, he need

be considered for employment.

SKILLED WORKMEN

i) Normally, only ITI passed candidates in the specific trade who have undergone

one year apprenticeship training should be considered for recruitment. Physical

standards need not be applied very rigidly. The selection will be made on the

basis of a trade test and interview.

ii) If the interview precedes the selection trade test, the interview board should select

a panel of candidates for trade test giving due consideration also to the marks

obtained by them in the examination. The panel of candidates selected for trade

test should be at least 5 persons for one position and where more than one

vacancy is available; the minimum number of candidates selected for test can be

in the ratio of 3 candidates for each existing vacancy.

CORPORATE SOCIAL RESPONSIBILITY (Community Development)


HINDALCO INDUSTRIES

Beyond Business - Reaching out to Communities: Making a Difference

For over 50 years now, the Aditya Birla Group, has been working to improve the quality

of life of people in underprivileged communities, largely within the periphery of its

plants.

Vision: To be an active partner for the sustainable socio-economic development of the

surrounding community in which we operate.

We (Hindalco- Belgaum works) see ourselves

 As working with people participation.

 Along with government and surrounding villages as major stakeholders in promoting

the sustainable development.

 As a facilitative not directive.

 As a catalyst not a dominant participate.

Objectives

 To promote strategies to strengthen linkages between community based organizations,

government departments and NGO’s by which people will make use of facilities

available for development and self-reliance.

 To render support for the eradication of social-problems like illiteracy, socio-

economic

disparity through appropriate methods.

HINDALCO INDUSTRIES

 To promote income generation programmes for the poor people for their sustainable

socio-economic development.

 Create awareness on education, health, and hygiene and to support the better

maintenance of it.

 To support women to empower themselves through developing new skills and

convergence

of existing skills.

 To create an image of the company as a responsible corporate citizen.

Strive to

 Fulfill basic human needs of the deprived and underprivileged, focusing on water

sourcing, sanitation, health care, primary education, etc.

 Build self-reliance, through programmes aimed at women's empowerment, skill

enhancement and creating income-generating opportunities for the underprivileged.

 Uphold fundamental rights of direct/indirect employees and the community at large,

and promote principles of equality and secularism.

 Maintain high degree of ethical standards, while dealing with all stakeholders

 Provide a congenial and healthy work environment for employees by implementing

sound Environment, Health & Safety Management Systems at all manufacturing units

and take a proactive approach to address environmental issues.

Budget- 10- 15 lakhs, all programs have to be approved by VP-works


HINDALCO INDUSTRIES

Quarterly reports are sent to Aditya Birla center for community initiatives and rural

development. This centre sets the tone and provides strategic direction for the Group’s

community work and ensures performance management as well.

Some of the programs undertaken by Belgaum works is as follows

Health Care

Weekly medical visits to villages, general health check-up camps and patients treated at

our in-house medical centres.

Provide safe drinking water and drilling of bore wells.

Mother and Child Care

Mother & child care programmes as well as pediatric and family planning camps to

advise, counsel and treat women around Belgaum.

Education

Over 2,500 children study in the Balwadis and non-formal education centres sponsored

by INDAL.

300 students have been awarded merit scholarships by Durgmanwadi, Belgaum

Around 250 Adult Learners are benefited through the literacy programmes at Belgaum


HINDALCO INDUSTRIES

Computer classes, coaching for underprivileged high school students and ITI training for

local youth are some other educational initiatives were undertaken.

Support is also extended through supply of uniforms, textbooks, and stationary, teaching

equipment as well as construction/repair of school buildings.

ITI training given to 10 students from villages around the Belgaum works.

Sustainable Livelihood

Livelihood schemes provide sustainable earnings for villagers through small scale

enterprises such as milk co-operatives, mushroom cultivation, nurseries for fruit and

medicinal saplings, bee-keeping, goat rearing, piggeries, earthworm rearing and vegetable

(nutrition) gardens.

Water harvesting structures such as diesel pumps, construction of check dams, ponds and

irrigation wells support thousands of families.

Women’s Self Help Groups

Self Help Groups formed with a membership of over 3,000 women

Skills training, in nutrition gardening, production of vermi-compost, art and craft,

tailoring, jute bag making and rexine handicraft.

Over 700 women have been trained in 18 different trades at the Yashogami Vocational

Training Centre at Radhanagari and the products are marketed during Health Camps and

with local NGO support.


HINDALCO INDUSTRIES

Infrastructure Development

Construction and repair of roads, drainage systems and community halls, benefited the

communities around Belgaum.

Social Welfare

Awareness programmes on Alcoholism, AIDS, Population control and Environmental

consciousness were conducted, covering villages around Belgaum.

At Indal, the focus for community investments is on healthcare, inclusive of mother and

child care; education, self-reliance through the engine of sustainable livelihood, also

encompassing agricultural and water-shed development activities and women

empowerment process, infrastructure support and espousing social causes.

The programmes are measurable, sustainable and replicable. The company works very

closely with their partners – the communities, the District authorities, Panchayats and

selectively with NGOs. Together they try and make a difference to the weaker sections of

society and vulnerable groups.

The Board and all of the employees are fully committed to the Corporate Social

Responsibility programmes. The companies believe that in contributing significantly to

the quality of life of an under-served people who are outside of business, there is much

value.


HINDALCO INDUSTRIES

EMPLOYEE OCCUPATIONAL HEALTH & SAFETY

Safety has always been accorded top priority at Indal since its early days. The 65 year old

company can boast of an enviable track record in Safety benchmarked with global

standards. The year 2003-2004 marks a landmark in Safety Management since every

Indal location remained accident free throughout the year, making it a ‘Zero Accident’

Company.

Salient features of Indal’s Safety track record include:

An accident frequency rate of less than 1 per million man-hours worked has been

maintained by Indal since 1994-95.

Several plants, namely, Alupuram, Belgaum, Hirakud, Kalwa, Muri, Taloja, Lohardaga

and Durgmanwadi, have completed over a million accidents free man-hours almost every

year over the last five years.

Indal is committed to protecting its employees from occupational health hazards at its

various locations all over India, and to periodically monitor their health for preventive

action.

The Company’s Occupational Health Centers conduct regular medical check-ups and

occupational hygiene programs, health information systems, health awareness as well as

consultancy services to other industries.


HINDALCO INDUSTRIES

• Objective setting regarding health & safety of employees is being done at the

beginning of the year & polices drawn on these aspects. Well-equipped Health Center

is in place, where the Annual medical check up is done for all the employees. Pre

Employment medical checkup is carried out for all new recruits

• EOHS meeting are conducted to ensure better health standards of employees & safety

working. Various process changes are being carried out and new equipment are being

installed viz., Electro-static precipitators have been installed to arrest dust pollution,

water sprinklers in red mud pond area, bauxite crushing area to arrest the dust,

development of green belt in and around the plant for dust suppression.

• Training on Safety, Occupational Health & Hygiene and platform meetings are

routine activities. Before commencement of any job the concerned supervisor

instructs the employees about the safety aspects of the job. To bring an awareness and

involvement of employees regarding safety, various activities viz., safety day

celebration, safety incentive schemes, safety drawing competition, safety slogan

competition, safety quiz competitions are undertaken.

• Equipment checks procedures are adopted by all departments to ensure safe working

practices. Do’s and Don’ts for safe working have been displayed on the shop floor.

• Safety issues are communicated in all meetings. Departments ensure timely statutory

compliance. Training on safety aspects is also imparted to contractor’s employees.

Safety administrators are nominated for each department to check safety-related

aspects in order to prevent accidents. Accident investigation process is in place to find

out the causes of accident and steps are taken for corrective action.


HINDALCO INDUSTRIES

Establishment

At Belgaum Works, the person who sees to Establishment section is Mr. D.S.Kagale. His

job profile and purpose states that he has to effectively maintain and run establishment

section facilitating timely recognition and reward to employees and their families and

providing all the welfare amenities to the employees to have high standard of employee

satisfaction.

It is necessary to properly maintain all employees related records in proper folders and in

the HRIS system, so has to have easy access and to save administrative time.

Main purpose is to ensure there is proper communication of all required information

pertaining to business and related matters to all the employees and also see to it that all

weekly and monthly reports are sent to various locations.

Should also ensure correctness of the salaries, annual increments, and promotional

increments, stagnation increments paid to the employees as per long-term settlement.

The major challenge is to achieve high standard of internal as well as external customer

satisfaction and to provide better services in establishment matters to internal and

external customers.

Hindalco Industries limited, Belgaum has a residential colony with a total of 590 quarters

and different festivals and functions are conducted, it is important to ensure societal

satisfaction so all the festivals have to be celebrated in a grand manner, successfully and

peacefully.


HINDALCO INDUSTRIES

This is some of the main aspects of the establishment that was observed and learnt about.

Training and Development

Training and development consists of planned programs designed to improve

performance at the individual, group, and organizational levels. Improved performance

in turn implies that there have been measurable changes in knowledge, skills, attitudes,

and social behavior. This results in better performance and leads to reduction in the cost

of production. It results in organizational stability and flexibility.

Yet only recently has the emphasis in corporate training shifted from training the

individual to meeting the organizational and strategic needs of the corporation.

The Belgaum works has a well laid out and structured plan for the training and

development of its employees.

First the Training need is identified, the training plan is put to place for the given year,

training undertaken and finally assessment is made as to the usefulness of the training.

These procedures are well documented and the policy is as stated:

Main objectives of training at Hindalco, Belgaum Works:

1. Training is considered an essential factor on promoting industrial growth so to

provide facility for all round growth of employees by imparting required training.

2. To improve the moral if its workers.

3. To give 100% knowledge through all the ranks of the organization.


HINDALCO INDUSTRIES

4. To promote safe working atmosphere for doing the work smoothly by giving training.

5. To provide at least 3.5 man days of training to every employees.

Training Policy

Training need identification: The training needs are classified into three broad

categories viz.,

 Organizational needs

 Individual - behavioral / attitudinal needs

 Individual - functional / technical needs

I. ORGANISATIONAL NEEDS

The Apex Management team of the plant prioritises the training needs and requirements

of the organisation including training in Quality Systems and relevant awareness for the

new entrants.

The Training incharge prepares the training plan and organises the training programmes

in accordance with the plan to satisfy the prioritised needs.

II. INDIVIDUAL NEEDS- BEHAVIOURAL/ ATTITUDINAL

Each department Head or Supervisor makes an assessment of Training needs of his

subordinates for the coming year. These needs are communicated to HR Department who

consolidates the training needs and organises the training programmes.

II. INDIVIDUAL NEEDS - FUNCTIONAL/ TECHNICAL


HINDALCO INDUSTRIES

These needs are identified by the respective Superiors of the concerned employee and

duly validated by the respective Heads of Departments.

These needs are communicated to HR Department in the prescribed Skill Matrix Format

at the beginning of the financial year for bargainable staff, Salary & Wage Roll.

While preparing the new Skill Matrix, the previous years needs identified is also taken

into consideration so as to monitor the level of skills enhancement.

The departmental functional / technical training plan is sent to HR Department in the

month of April.

The training programmes are initiated and organised by the respective departments either

from internal sources or from external sources. The HR Department provides necessary

help.

The programmes that are planned but not conducted during the calendar year are carried

forward to the next years training plan.

The training programmes are organised either as

1) Internal Training programmes with internal / external faculty

2) External training programmes.

1) INTERNAL TRAINING PROGRAMMES

a) ORGANISATIONAL / INDIVIDUAL – BEHAVIOURAL / ATTITUDINAL

TRAINING


HINDALCO INDUSTRIES

Training material consisting of the course content whenever required is prepared before

conducting the program by training in-charge, in consultation with the concerned

department and faculty where applicable.

All the concerned departments are informed regarding the conducting of programmes and

nominations is obtained. The faculty is identified on the basis of having undergone prior

training in the subject or functional experience in the subject. This faculty is chosen from

within the organization or someone concerned is invited to conduct the program.

INDIVIDUAL – FUNCTIONAL / TECHNICAL TRAINING

The concerned department organizes the training.

2) EXTERNAL TRAINING PROGRAMMES

External training programmes is arranged if participants are less than five, where the

identified person is sent to an external institute / agency.

Nomination for External training is forwarded to the HRD department .A copy of the

letter is sent to the institute / organization conducting the training program is forwarded

to the participants for his information and for making necessary arrangements to attend

the training programmes accordingly.

Feedback is obtained from the employee after the completion of the training.

Training program attended is recorded in the training record register The records of these

training is maintained by the respective departments and communicated to HR


HINDALCO INDUSTRIES

Department detailing the training imparted as against the plan, duly furnishing the

reasons for slippage, if any

TRAINING EVALUATION

I. ORGANISATIONAL / INDIVIDUAL (BEHAVIOURAL) / ATTITUDINAL

NEEDS

Post training feedback from the participants is obtained to assess the effectiveness of the

program and also to incorporate any changes for further improvement.

Evaluation of the training imparted against the written needs is done by obtaining the

evaluation from the departments on a quarterly basis. A copy of the evaluation is sent to

HR Department.

In case the objectives of training are not fully met, the concerned persons are given

refresher courses and the evaluation for the same is sent to HR Department

II. TECHNICAL / FUNCTIONAL TRAINING

The evaluation of this training is done by the department who conduct suitable test /

interviews to assess the knowledge acquired and skill enhancement to the desired level.

The Departments send the training imparted as against the plan on a quarterly basis to HR

department with effectiveness rating, for the purpose of evaluation of training imparted.

The evaluation of knowledge acquisition and skill enhancement based on the training


HINDALCO INDUSTRIES

imparted is considered by the concerned departments for updating the skill matrix on an

annual basis and the same is communicated to HR department.

CRITERIA APPLIED FOR EVALUATION OF TRAINING IMPARTED

Rating is done on a 0 - 10 point scale in the evaluation Form.’0' being poor '10' being

outstanding. Employees rating 5 and below are recommended for refresher course.

The criteria for rating is as follows:

1. Employee’s approach towards his work has been more positive than before.

2. He is being able to translate his knowledge / learning into action.

3. His performance level has gone up after attending the training program.

SLIPPAGE ANALYSIS:

For organizational / Individual (Behavioral) / Attitudinal needs, the Training Incharge

consolidates the slippage's mentioning the reasons, in respect to functional / Technical

training, the department heads / Section Head consolidate the slippage duly mentioning

the reasons and the same is put up for review to the Management Review Committee on a

quarterly basis.

Training Budget

Once the training needs is assessed and the no of people to undergo the training is

decided then taking some parameters into consideration the training budget is decided


HINDALCO INDUSTRIES

The parameters that that are taken into consideration are:

 No. of employees

 Requirements of internal training programmes

 Video shooting

 External faculty fees

 External training

 Miscellaneous

The training budget takes into consideration that every employee will undergo atleast 2

training programs.

The budget for the training varies every year. Though the budget for a year is fixed,

reviews are done every month and if any changes then it is in corporate in the training

budget.

.

Training Need Assessment system. (TNA)

Training needs is assessed on the following criteria:

• Current job being performed: Competencies required to perform the current job and

any specific inputs required to make the person perform his current job in a more

effective manner.

• Any anticipated business or technical change in the short term (Between 1 to 3 years).

Any change may be brought due to change in business strategy, technical/ process

changes etc that require a set of new competencies to be developed to meet these


HINDALCO INDUSTRIES

changes, eg. introduction of any new software or application of new technology to a

process.

• Based on the potential of the person and looking into his long term (3 years & above)

career growth it may be required that the employee be introduced to certain

competencies which will be required in the long term, to enable him to take up roles

of higher responsibilities.

List of competencies that would help in identifying competencies required for the

job-

1. Job related competencies:

• Functional competencies (Technical competencies)

• Quality, cost

• Safety, Environment

• HR Skills

2. Behavioural / Managerial competencies:

• Interpersonal skills

• Problem solving skills

• Decision making skills

• Communication skills

3. Business related competencies (for people in a more senior role)

• Leadership


HINDALCO INDUSTRIES

• Risk taking

• Strategic thinking etc.

If needed and as required other competencies can be identified and added to the broad

heads as per the job/ individual requirements.

The HOD or supervisor in consultation with the concerned person who is being assessed

does the TNA.

Contract labor

At Belgaum works, besides the regular employees, there is a need for large no. of

workers also. This requirement is fulfilled by using contract laborers and Mr. E.V.Bhat

looks into this aspect and is part of the HR structure of the organization.

There are two categories of contractors who work for the plant, they are the Registered

contractors and petty contractors

The registered contractors are the ones who have been associate with the company for the

past 25-30 years. These contractors look into the house keeping, cleaning, moving of

goods, bagging, drainage, sweeping and canteen. There are 4 such contractors and they

have a worker strength of around 700. These workers are unionized and a long-term

agreement is drawn once in 3years with the workers and their employers. The company

facilitates this discussion and gives suggestion. These workers get all benefits of full-time

employees.


HINDALCO INDUSTRIES

Every contractor has to take a gate pass and ESI forms all have to filled so that in case of

some accident, all that is borne by the ESI and it is seen that the worker gets minimum

wage and medical facility in case of emergency.

In conclusion to the total working of the HR department and the organization the following

observation have been made

• Belgaum works values its people as key value drivers for creation of business

excellence. The integration of Human Resources is done in all processes at Indal.

It is the policy of Belgaum works to educate, motivate and involve employees in

the fulfillment of the Quality goals.

• The Human Resource requirement is aligned with the company goals, through

short term & long-term plans based on the business needs & customer

requirements. The long term and short term plans of the company forms the input

for drawing the goals for the year. This in turn is taken further for drawing up of

departmental and personal objectives.

• Keeping view the business need to replenish the skill gaps occurring due to

retirements of operatives in the next 5 years, Trainee Scheme is evolved.


HINDALCO INDUSTRIES

• Annual Performance Award for Management staff are linked to the assessment of

individual fulfillment of personal objectives. To encourage innovations and

outstanding performance, awards viz., outstanding achievement awards, awards

for Kaizens and Focus improvements are instituted.

• Monthly HR report is prepared detailing the employee strength, training imparted,

absenteeism, employment cost, disciplinary cases in progress are shared.

• Annual budgets are prepared including the employee-related cost and subsidies are reviewed

every month in the cost meeting and corrective actions taken for improvement

• Surveys conducted periodically to assess the level of employee satisfaction and HR

department draws the action plan and identifies areas for improvement. The results of

the survey are shared in the Results Section.

• The job Allocation meeting is being held daily & reviewed for improvement. The

World-Class Manufacturing teams numbering 46 are operating with self-direction to

achieve the objectives.

• Standard Operating Procedures are in place. Kaizen and Focused Improvement

Scheme are in place bringing out innovative and creative ideas of employees and the

same are rewarded and implemented.

• The Communication Meetings, Joint Safety Committee Meetings, Joint Canteen

Meetings, Area Safety Meetings, are held regularly to encourage employee

participation.


HINDALCO INDUSTRIES

• The organization has evolved a systematic approach to identify the training needs of

employees for skill and competency building to meet the challenges of current business

scenario. Training plans are formulated and implemented to enhance skill and knowledge

level of the employee to achieve the desired performance.

• The Employee Satisfaction Surveys are done periodically by an external agency to

measure the Employees levels of satisfaction and steps are taken to implement

feasible suggestions as per the requirement of the organization and to boost employee

morale.

• Safety, Health & Work Environment systems are audited & reviewed periodically


HINDALCO INDUSTRIES


HINDALCO INDUSTRIES

Survey on wealfare facilities and its impact on employee satisfaction

1. Title of the project:

Employee satisfaction survey of operative division at HINDALCO INDUSTRIES

LIMITED (Belgaum Works)

2. Statement of the problem:

This particular topic is selected because Employee satisfaction is a very important

element necessary for the smooth functioning of an organization. Employee surveys

provide a channel for employee to communicate their views on a wide range of issues in

total confidence .They help management to build up an accurate picture of how

employees perceive the organization and highlight the causes of employee dissatisfaction.

3. Purpose of the study:

HINDALCO INDUSTRIES

The study has been conducted for gaining practical knowledge about HR practices and

fulfillment of Masters Of Degree in Business Administration.

4. Objectives of the study:

 To measure employee satisfaction level from different perspectives.

 To identify the perceived importance of satisfaction factors and the issues causing

dissatisfaction.

 To propose recommendations for enhancing employee satisfaction to improve

business performance.

5. Scope of the study:

The survey was conducted on Operative Level of HINDALCO.The questionnaire for this

survey was framed considering those factors where corrective action can be taken at

HINDALCO.From the result of the survey the HR department can take the corrective

action to increase employee satisfaction and thereby increase productivity.


HINDALCO INDUSTRIES

RESEARCH DESIGN

a) The research design used is descriptive .the primary information collected through

questionnaire

b) Data collection method: the information necessary for this survey is collected by

trapping primary and secondary sources.

 Primary sources

a) Questionnaire

b) Personal interaction

 Secondary sources

• Previous reports

• Related information


HINDALCO INDUSTRIES

c) Procedure adopted for distribution the questionnaire: the questionnaires were

personally given to each employee

d) Sampling design: Sampling allows us to concentrate our attention upon a r

relatively small no of people and hence devote more energy to ensure that the

information collected from them is accurate.

e) Population: for conducting survey the universe is all the sampling at HINDALCO

industries Ltd the population size is 700 employees

f) Sampling unit: it consists of employee from all the 18 departments

g) Sample frame and size: the sample size is 109 employees. This sample is

selected from the list of employees.

INTRODUCTION OF EMPLOYEE SATISFACTION


HINDALCO INDUSTRIES

It is realising the direct relationship between happy employees

The key measure to employee satisfaction is,

 Employee retention

 Productivity

 Customer satisfaction

 Profitability

All the above mentioned factors are obtained only if the employees are satisfied .This is

because satisfied employees tend to be more creative ,tend to accept challenging jobs

which is an promotional opportunity to them .They tend to be more productive .

Employees with higher job satisfaction:

Believe that the organization will be satisfying in the long run .

Care about the quality of their work

are more committed to the organization

Have higher retention rates, and

are more productive.

TYPICAL DIMENSIONS OF EMPLOYEE SATISFACTION


HINDALCO INDUSTRIES

Employee satisfaction surveys can cover as many or as few topics as are required by your

organization. Some of these topics include:

• Job satisfaction

• The company as a place to work

• Organization direction, strategy and goals

• Employee morale

• Organizational relationships

• Supervision

• Management

• Leadership

• Culture, values and behaviours

• Company image

• Benefits

• Compensation and rewards/incentives

• Recognition and promotion

• Training and development

• Career opportunities

• Quality products and services

• Internal/external communications

• Organizational change

• Any other topics of interest to managers


HINDALCO INDUSTRIES

Discrepancy Theories

Two-Factor Theory

•Motivators

–Responsibility

–Challenge

–Job Control

•Hygiene factors

–Pay

–Benefits

–Coworkers

Employee satisfaction has two components

1. Hygiene issues

2. Motivation issues

1) THE HYGIENE ISSUES ARE:

1. Company and Administration Policy: They should be updated and accessible to all

the employees so that the employees are aware of all policies of the organization.


HINDALCO INDUSTRIES

2. Supervision: The supervisor should have the good leadership qualities and should

give positive feedback at regular interval.

3. Salary: Employees want to be paid according to their competence and hard work.

4. Interpersonal Relations: It is the relation with the superior, peer and subordinate

.The employees should be given time for socialization .i.e. during lunch, tea break etc.

4. Working conditions: The working environment should be good so that the

employees will have sense of pride in working for the organization and should be

provided with the necessary facilities and adequate space work efficiently.

2) THE MOTIVATION ISSUES ARE:

1. Work: The work should make employees believe that the work they are doing is

important.

2. Achievement: All employees want to do a good job and make use of their talent.

3. Recognition: Employees should be rewarded for high performance by bonus or at least

praising their efforts.

4. Responsibility: Employees should be given enough freedom or power to carry out

their task .They should have ownership of work and be given challenging work.

5. Advancement: Loyalty and performance should be rewarded by providing

opportunities for career development.


HINDALCO INDUSTRIES

The absence of hygiene issues is a source of dissatisfaction. While increase in the

motivation factors, will increase in employee satisfaction .the hygiene issues should be

dealt first and then the motivation issues should be given considerations .Bigger pay

checks rarely equate with higher job satisfaction.


HINDALCO INDUSTRIES

Doing job in alternative ways is encouraged

60
50
50
39
40
30 Series1
20
10 6
3 2
0
Stongly Some What Some what Strongly Neither
Agree Agree disagree Disagree agree nor
disagree

Doing job in alternative ways is encouraged
In

Responses %
Stongly Agree 42 39
Some What Agree 55 50
Some what disagree 7 6
Strongly Disagree 3 3
Neither agree nor disagree 2 2

 Employees at HINDALCO agree that doing job in alternative ways is encouraged

 Apart from this, some employees believe that every time it is not encouraged because

It may effect the production department.
Infrastructure provided enables to do job better

50
40
30
Series1
20
10
BABASAB PATIL
0 Page 64
disagree

HINDALCO INDUSTRIES

Infrastructure provided enables to do job better

Responses In %
Stongly Agree 50 46

 46% of the employees agree that Infrastructure provided to them in their

department enables them to do job better.

 40% of the employees are quite satisfied with the infrastructure provided to them.


HINDALCO INDUSTRIES

This particular question is taken to find out whether the employees are satisfied

with the infrastructure or not. As we can see in the graph that 46%of the employees are

satisfied with the infrastructure provided. At Hindalco a lot of importance is given to

house Keeping. The department who follows The Housekeeping Concept is been

awarded by the works manager. The employees of Hindalco have a good infrastructure /

Good working conditions the are provided with necessary facilities and adequate space to

work efficiently.

Materials & equipments are provided at right time and
right place

50
40
30
Series1
20
10
BABASAB PATIL
0 Page 66
disagree

HINDALCO INDUSTRIES

Materials & equipments are provided at right time and

right place
Responses In %
Strongly Agree 39 36

 Employees at Hindalco agree that the materials and equipments are timely

provided.

 Some employees strongly feel that materials and equipments get late.

 Some of them disagree for this because every time they have to approach their

Supervisor.


HINDALCO INDUSTRIES

Safety measures are good

80
70
60
50
40 Series1
30
20
10
0
Stongly Agree Some What Some what Strongly Neither agree
Agree disagree Disagree nor disagree

Safety measures are good

 The above observation reveals that Safety measures provided to the Employees

Of HINDALCO are good and is up to the satisfaction level.

 About 5% of the total employees are not that satisfied with the safety measures

provided .
You get opportunity to do good at
 Employees are provided with shoes raincoat, masks and goggles.
45
40
35
30
25
Series1
20
15
10
5
BABASAB PATIL
0 Page 68
disagree

HINDALCO INDUSTRIES

You get opportunity to do good at

 42% of the Employees get an opportunity to do in which they are good at.

 39% of them are getting complete opportunity which they are good at.

 Apart from this, about 17% of the total employees do not agree the statement.

Employees agree that they are given chance to do the work in the field which they are
Grievances and complaints handled in time
interested and having knowledge of that field.

60
50
40
30 Series1
20
10
0

HINDALCO INDUSTRIES

Grievances and complaints handled in time

 The above tabular column reveals that their complaints and grievances are

handled, up to their satisfaction Level.

 There is high factor of some what agree reveals that there is need of handling

grievances and complaints

 Apart From this, about 24% of employees are unsatisfied.

 14% of the total employees are disagree that there complaints and grievances are

not handled. Opportunity to learn & grow

50

40

30

20

10
0
Stongly Agree Some What Some what Strongly Disagree Neither agree nor
Agree disagree disagree

HINDALCO INDUSTRIES

Opportunity to learn & grow
Stongly Agree 49 45

 This question was asked to know the agreement level of employees, of getting an

opportunity to learn and grow in the work place.

 About 45% of total employees agree they get opportunity for get more knowledge

in the dept.

 Apart from this, 5% of the total employees believe that they wont get opportunity

to learn more.

This opportunity can be gained by the employee during the training that is provided. If

the employee’s growth remains stagnant then it is a cause of worry to the Company. So

the employee should grab an opportunity and the company should provide good

opportunity to the employees so that it will enhance their skills


HINDALCO INDUSTRIES

Recreational facilities are good

50

40

30
Series1
20

10
0

HINDALCO INDUSTRIES

Recreational facilities are good
Stongly Agree 48 44

 From the above table it is observed that employees are satisfied with the

recreational facilities provided at HINDALCO.

Cultural activities are good

60

50
40

30 Series1
20

10
0
BABASAB PATIL Agree disagree Disagree nor disagree Page 73

HINDALCO INDUSTRIES

Cultural activities are good

 The above table reveals that employees are satisfied with the cultural activities

conducted at HINDALCO.

 About 6% of the total employees do not agree for the statement.

 Some of the employees are not became the member of the club, so 6% of them

belong to this neither agree nor disagree.

Communication metting is useful

45
40
35
30
25
Series1
20
15
10
5
0

HINDALCO INDUSTRIES

Communication meeting is useful
Stongly Agree 44 40

 About 40% of the total employees are quite satisfied with the communication

meeting at canteen.

 16% of the total employees some what disagree for the statement.

The works manager basically holds the communication meeting that is Mr. V.R. Agarwal

This meeting is very informal. In this meeting the works manager discusses various

issues of the company, progress of the company. This question is asked to know whether

the works manager gets a chance to talk to the employee or not.


HINDALCO INDUSTRIES

Job promotions are fair & objective

40
35
30
25
20 Series1
15
10
5
0
disagree


HINDALCO INDUSTRIES

Job promotions are fair & objective
Stongly Agree 17 16

 The above tabular column reveals that ,employees agree that promotion at

HINDALCO are fair.It is based on performance and not on Favoritism.

 About 16% of the employees are quite satisfied with the promotions.

 There is high factor of some what agree in job promotion i.e. 38%

 26% of employees are some what disagree for the promotions.

Welfare facilities are well maintained

70
60
50
40
Series1
30
20
10
0

HINDALCO INDUSTRIES

Welfare facilities are well maintained

This question is asked to see whether the employees of Hindalco are satisfied with the

welfare facilities or not. The employees of Hindalco are provided with many welfare

facilities like there are quarters. Community center, canteen, bus facilities, etc

 23% of the employees agree that they are provided with many welfare facility.

 There is high factor 61% of the employees somewhat agree for the statement.

.
Transportation facilities are good

70
60
50
40
Series1
30
20
10
0

HINDALCO INDUSTRIES

Transportation facilities are good
Stongly Agree 65 60
As Some what disagree 10 9
Hindalco Neither agree nor disagree 2 2

Industries is on the out skirts of Belgaum City transport facilities is a must. This question

is particularly asked to find whether the transport facility are good and timely or not. The

transport facility in Hindalco works round the clock because the work is done in shifts.

Buses are provided for the employees and even for the children of the employees

 It is agreed that transport facility is provided timely and up to the satisfaction

level.

 About 4% of the total employees are not satisfied with the transport facility.


HINDALCO INDUSTRIES

Fringe benifits are good

60
50
40
30 Series1
20
10
0
Agree
BABASAB PATIL Agree disagree Disagree agree nor Page 80
disagree

HINDALCO INDUSTRIES

Fringe benefits are good

 From the above tabulation it is observed that employees are satisfied with the

fringe benefits provided at HINDALCO.

 About 21% of the total employees are quite satisfied with the fringe benefits

provided .



Apart from salary the employees should be given some benefits life welfare facilities,

fringe benefits etc. The employees of Hindalco are also given fringe benefits. This

question is asked to know whether the employees are satisfied with the fringe benefits or

not.


HINDALCO INDUSTRIES

Medical facilities are good

60
50
40
30 Series1
20
10
0

HINDALCO INDUSTRIES

Medical facilities are good
Stongly Agree 62 57

 From the above tabular column it is observed that about 57%of employees are

satisfied .

 About 6% of the employees are dissatisfied with the medical facilities provided.

Canteen facilities are good

45
40
35
30
25
Series1
20
15
10
5
0
disagree

HINDALCO INDUSTRIES

Canteen facilities are good

 20% of the employees are quite satisfied with canteen facilities.

 The above observation reveals that there is a high percent of some what agree at

Hindalco. Employees are satisfied with the canteen facility.

 About 20% of the employees some what disagree that canteen facility provided at

HINDALCO.

 17% of them are strongly dissatisfied with the canteen facilities.

Unit has bright future

50
40
30
Series1
20
10
0
disagree


HINDALCO INDUSTRIES

Unit has bright future
Stongly Agree 47 43

 43% of the employees agree that the unit has future .

 34% of the employees are some what agree that they are satisfied.

This question is taken to know that whether the employees feel that their unit has a bright

future or not. Eventually all are working for the bright future of their unit

Satisfied Belgaum unit as a place of work

80
70
60
50
40 Series1
30
20
10
0

Satisfied Belgaum unit as a place of work
Stongly Agree 76 70


Employee satisfaction level at hindalco industries project report

Employee satisfaction level at hindalco industries project report

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Employee satisfaction level at hindalco industries project report